scholarly journals Family incivility and job performance: A moderated mediation model of psychological distress and core self-evaluation.

2014 ◽  
Vol 99 (2) ◽  
pp. 351-359 ◽  
Author(s):  
Sandy Lim ◽  
Kenneth Tai
Keyword(s):  
Psychological Distress ◽  
Job Performance ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Self Evaluation ◽  
Moderated Mediation Model ◽  
Core Self

scholarly journals Personality and work outcomes: A moderated mediation model of self-leadership and gender

2018 ◽  
Vol 10 (2) ◽  
pp. 1292-1304
Author(s):  
Jessie Ho ◽  
Paul L Nesbit
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Job Performance ◽  
Personality Traits ◽  
Moderated Mediation ◽  
Work Outcomes ◽  
Mediation Model ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Moderated Mediation Model

The purpose of this study is to examine the relationship between personality traits (conscientiousness and internal locus of control) and self-leadership. Specifically, we tested a moderated mediation model with self-leadership as the mediator between personality traits and job performance and job satisfaction and with gender as the moderator in influencing the mediations. Data were collected from a variety of organizations from 341 supervisor-subordinate dyads located in China and Hong Kong. Our analyses revealed that: (1) conscientiousness and internal locus of control were positively related to self-leadership in Chinese contexts; (2) self-leadership mediated the relationships of conscientiousness and internal locus of control with both job performance and job satisfaction; and (3) the mediating effects of self-leadership were not moderated by gender.  

Supervisor humor and employee job performance: A moderated mediation model of work enjoyment and suspicion of the supervisor

2020 ◽  
Vol 33 (4) ◽  
pp. 603-623
Author(s):  
Panagiotis Gkorezis
Keyword(s):  
Job Performance ◽  
Indirect Effect ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Employee Outcomes ◽  
Positive Role ◽  
Work Enjoyment ◽  
Moderated Mediation Model ◽  
The Relationship

AbstractSupervisor humor has been shown to be related to various employee outcomes. In this vein, prior research has demonstrated the positive role of supervisor humor in increasing employee job performance. However, little is known about the mediating and moderating mechanisms that explain this relationship. Addressing this gap, the present study develops and tests a moderated mediation model by highlighting work enjoyment as a mediator and suspicion about the supervisor as a moderator. Results from a sample of 190 employees working in a large retail organization showed that work enjoyment mediates the relationship between supervisor humor and subordinates’ job performance and, further, that this indirect effect is dependent upon suspicion of the supervisor.

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