Mediated moderation of the relationship between the endorsement of restrictive emotionality and alexithymia.

2015 ◽  
Vol 16 (4) ◽  
pp. 459-467 ◽  
Author(s):  
Ronald F. Levant ◽  
Y. Joel Wong ◽  
Emily N. Karakis ◽  
Matthew M. Welsh
Keyword(s):  
Mediated Moderation ◽  
Restrictive Emotionality ◽  
The Relationship

Study from Korea shows strong CSR policies significantly increase job seekers' application intentions

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Real Life ◽  
Value Congruence ◽  
Job Applicants ◽  
Job Seekers ◽  
Content Type ◽  
Mediated Moderation ◽  
Mediating Role ◽  
Corporate Social ◽  
The Relationship

Purpose This study investigated how and when corporate social responsibility (CSR) fosters job seekers’ application intentions. The authors used a “mediated moderation mode” to explore the positive effect of CSR on job seekers’ intention to apply. They considered the moderating role of applicants’ calling and the mediating role of value congruence in the relationship between the person and organization. Design/methodology/approach To test their hypotheses the authors developed a questionnaire and sent it to a sample of 259 college students with a mean age of 22.67 in South Korea. All were either prospective or current job seekers and 55.2pc were female. Two scenarios were developed based on the real-life case of a well-known coffee franchise’s CSR policies. The scenarios were identical except that one had more proactive CSR policies. Findings Results showed that a company’s proactive CSR programs increase job seekers’ intention to apply, which was moderated by their “calling” for the job. The research also demonstrated that “value congruence” between the applicant and the organization fully mediated the interaction between CSR and calling. The results, the authors said, suggested that engaging in active CSR could attract job applicants, providing a potential competitive advantage. Originality/value The authors said their study contributed to the literature as it took the job seeker’s perspective whereas most previous research on calling focused on employees. They said it was the first study to empirically demonstrate the interaction between a sense of calling and CSR.

scholarly journals The effect of supervisors’ abusive supervision on organizational cynicism

2015 ◽  
Vol 28 (2) ◽  
pp. 225-248
Author(s):  
HyunSun Park ◽  
HyunSun Chung ◽  
DongGun Park
Keyword(s):  
Future Study ◽  
Interaction Effect ◽  
Work Performance ◽  
Abusive Supervision ◽  
Performance Level ◽  
Moderation Effect ◽  
Mediated Moderation ◽  
Organizational Cynicism ◽  
The Relationship

The purpose of this present study was to investigate the predictors of an interaction effect between supervisors’ abusive supervision and work performance level, especially focused on the relationship to employee’s organizational cynicism. In addition, this study examined the mediated moderation effect of supervisors’ work performance level through employee’s silence. The results from 300 participants provided evidence that (1) the interaction effect of supervisors’ abusive supervision with work performance level was positively related to organizational cynicism, (2) employee’s silence mediated the relationship between the interaction effect of supervisors’ abusive supervision with work performance level and organizational cynicism. Based on the results, implications of these findings, limitations and future study direction were discussed in general discussion.

The Association Between Traditional Masculinity Ideology and Predictors of Military to Civilian Transition Among Veteran Men

2020 ◽  
Vol 28 (3) ◽  
pp. 318-338
Author(s):  
Julia I. O’Loughlin ◽  
Daniel W. Cox ◽  
John S. Ogrodniczuk ◽  
Carl Andrew Castro
Keyword(s):  
Social Support ◽  
Stress Disorder ◽  
Perceived Social Support ◽  
Civilian Life ◽  
Ample Evidence ◽  
Masculinity Ideology ◽  
Restrictive Emotionality ◽  
Traditional Masculinity ◽  
The Relationship ◽  
Alcohol Related Problems

Although there is ample evidence that endorsement of traditional masculinity ideology may negatively affect veteran men’s military to civilian transition, it remains unclear which specific facets of traditional masculinity are most likely to impede successful transition to civilian life. To better understand the association between traditional masculinity ideology and veteran transition, this study sought to examine the relationship between five facets of traditional masculinity ideology (restrictive emotionality, avoidance of femininity, toughness, dominance, and self-reliance) and four factors associated with difficult veteran transition (posttraumatic stress disorder [PTSD], depression, perceived social support, and alcohol-related problems) in ( N = 289) veteran men. Results indicate that restrictive emotionality was the most significant contributing facet of traditional masculinity ideology to PTSD, depression, and perceived social support, whereas avoidance of femininity was the masculinity facet most significantly associated with alcohol-related problems. Theoretical and clinical implications are discussed.

Group Bonding and Effectiveness: Cohesion’s Moderating Role and Leaders’ Relationship Mediating Role

2020 ◽  
pp. 104649642097791
Author(s):  
Motti Klang ◽  
Gil Luria
Keyword(s):  
Process Model ◽  
Longitudinal Research ◽  
Group Effectiveness ◽  
Mediated Moderation ◽  
Mediating Role ◽  
Group Members ◽  
The Relationship ◽  
Natural Groups ◽  
Moderating Role

The role of group bonding (friendship ties among group members) and the relationships between group members and the formal leader in the prediction of effectiveness was studied. A theoretical mediated-moderation process model was tested. The model was examined through a longitudinal research with 91 natural groups, that included social network analysis to capture the relationship between group members and a leadership differentiation measure to revel their relationship with the leader. As hypothesized, group bonding predicted group effectiveness, group cohesion mediated only one dimension of group effectiveness, and leadership differentiation moderated this process.

Servant Leadership, Team Reflexivity, Coworker Support Climate, and Employee Creativity: A Multilevel Perspective

2021 ◽  
pp. 154805182110107
Author(s):  
Zhining Wang ◽  
Chunjie Guan ◽  
Tao Cui ◽  
Shaohan Cai ◽  
Dandan Liu
Keyword(s):  
Servant Leadership ◽  
Leadership Team ◽  
Employee Creativity ◽  
Coworker Support ◽  
Moderation Effect ◽  
Mediated Moderation ◽  
Multilevel Perspective ◽  
Using Data ◽  
The Relationship ◽  
Level Process

Based on input–process–outcome model and contingency theory, we develop a research model that depicts the influence of coworker support climate on the cross-level process linkages among servant leadership, team reflexivity, and employee creativity. Using data collected from 442 participants in 92 teams, we conducted a multilevel analysis, which demonstrated that servant leadership promotes team reflexivity which, in turn, enhances employee creativity. In addition, our study suggests that the coworker support climate moderated the relationship between servant leadership and team reflexivity. Finally, servant leadership and coworker support climate jointly affect employee creativity via team reflexivity (multilevel-mediated moderation effect).

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