Entrepreneurial Leadership and Performance in Chinese New Ventures: A Moderated Mediation Model of Exploratory Innovation, Exploitative Innovation and Environmental Dynamism

2014 ◽  
Vol 23 (4) ◽  
pp. 453-471 ◽  
Author(s):  
Shenglan Huang ◽  
Donghong Ding ◽  
Zhi Chen
Keyword(s):  
New Ventures ◽  
Moderated Mediation ◽  
Entrepreneurial Leadership ◽  
Mediation Model ◽  
Environmental Dynamism ◽  
Moderated Mediation Model ◽  
And Performance ◽  
Exploratory Innovation

Job insecurity and performance in public and private sectors: a moderated mediation model

2020 ◽  
Vol 7 (2) ◽  
pp. 237-253
Author(s):  
Antonio Chirumbolo ◽  
Antonino Callea ◽  
Flavio Urbini
Keyword(s):  
Job Insecurity ◽  
Moderated Mediation ◽  
Performance Outcomes ◽  
Economic Sector ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
And Performance ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this study was to extend our knowledge of the relationship between quantitative and qualitative job insecurity and performance. On the basis of stress theories, we hypothesised that qualitative job insecurity (QLJI) would mediate the negative effect of quantitative job insecurity (QTJI) on two different indicators of performance: task performance (TP) and counterproductive work behaviours (CPWBs). In addition, the authors hypothesised that the effect of QTJI on QLJI would be moderated by the economic sector (public vs private) in which employees worked. Therefore, the authors empirically tested a moderated mediation model via PROCESS.Design/methodology/approachParticipants were 431 employees from various Italian organisations. Data were collected using a self-report questionnaire measuring QTJI, QLJI, TP and CPWBs.FindingsThe results indicated that economic sector moderated the relationship between quantitative and QLJI. Both quantitative and QLJI were related to performance outcomes. Furthermore, QLJI mediated the effect of QTJI on TP and CPWB. However, this mediation was particularly apparent among employees in the private sector, supporting our hypothesised moderated mediation model.Practical implicationsThe results suggest that managers of private and public organisations need to apply different policies to reduce the impact of job insecurity on CPWBs and increase the TP of their employees.Originality/valueThis study attempted to examine the job insecurity–performance relationship in more depth. For the first time, the effects of both job insecurity dimensions on performance were simultaneously investigated, with economic sector as a moderator and QLJI as a mediator.

The Interactive Effect of Employee-Involved Governance and CEO Change-Oriented Leadership on Organizational Innovation: A Moderated Mediation Model

2019 ◽  
Vol 45 (3) ◽  
pp. 417-455 ◽  
Author(s):  
Xue-Ling Fan ◽  
Yu Zhou ◽  
Chen-Xi Wang ◽  
Xiao-Xi Chang
Keyword(s):  
Organizational Innovation ◽  
Interactive Effect ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Innovative Performance ◽  
Negatively Associated ◽  
Moderated Mediation Model ◽  
Interactionist Perspective ◽  
Exploratory Innovation ◽  
Practical Implications

Previous empirical findings on the effect of employee-involved governance (EIG) on innovation are inconsistent and even contradictory. Based on an interactionist perspective of innovation, we propose that this effect is contingent on CEO change-oriented leadership (COL) and mediated by two distinct innovative processes: exploratory and exploitative innovations. Using multisource data from 161 enterprises, we demonstrated that EIG was positively (negatively) associated with innovative performance when CEO COL was higher (lower). The results also revealed that exploratory and exploitative innovations played different roles in mediating the effects of EIG on innovative performance depending on CEO COL. Specifically, exploratory innovation mediated that effect when CEO COL was high, but exploitative innovation did not. Theoretical and practical implications are discussed.

scholarly journals Entrepreneurial Business Tie and Product Innovation: A Moderated Mediation Model

2019 ◽  
Vol 11 (23) ◽  
pp. 6628 ◽  
Author(s):  
Gang Wang ◽  
Linwei Li ◽  
Gang Ma
Keyword(s):  
Risk Taking ◽  
Indirect Effect ◽  
New Ventures ◽  
Empirical Support ◽  
Moderated Mediation ◽  
Radical Innovation ◽  
Mediation Effect ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Business Ties

Radical innovation has attracted increasing attention in corporate sustainability research. Employing a social capital perspective, we explore how and when entrepreneurial business ties (EBTs) enhance radical innovation by considering risk taking as a critical mediator and environmental turbulence as a conditional factor of the mediation effect. Data is collected from 322 Chinese new ventures. We find empirical support for the moderated mediation model. Specifically, EBT is positively related to risk taking while risk taking is positively related to radical innovation. Risk taking further serves as a mediator in the EBT-radical innovation relationship, and this indirect effect is stronger at a high level of technological turbulence. By revealing how entrepreneurs translate their business ties into positive radical innovation outcomes through risk taking and when this indirect effect is most effective, we enhance understandings of the value of EBT and how to impel radical innovation.

Organizational Socialization Learning, Organizational Career Growth, and Work Outcomes: A Moderated Mediation Model

2017 ◽  
Vol 47 (3) ◽  
pp. 249-265 ◽  
Author(s):  
Paola Spagnoli
Keyword(s):  
Job Satisfaction ◽  
Organizational Socialization ◽  
Moderated Mediation ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Career Growth ◽  
And Performance ◽  
The Relationship

The current study aimed at examining a moderated mediation model based on the theoretical framework of organizational socialization. In particular, the mediating effect of organizational career growth (OCG) in the relationship between organizational socialization learning and work outcomes (job satisfaction and performance) was assessed through a multigroup approach on an overall sample of 474 Italian employees. Specifically, structural equation modeling through the bootstrap method was used to test the mediation hypotheses on three dichotomous moderating variables: gender (men/women), parenthood (parents/not parents), and tenure (newcomers/expert employees). Results showed a moderated mediation effect (total mediation) of OCG in the relationship between organizational socialization learning and performance and a mediation effect of OCG in the relationship between organizational socialization learning and job satisfaction. Results are discussed on the light of the original contribution provided, as well as limitations, suggestions for further research and practical implications.

Career adaptability and job outcomes: a moderated mediation model of proactivity and job content plateau in educational sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Harleen Kaur ◽  
Rajpreet Kaur
Keyword(s):  
Structural Equation ◽  
Moderated Mediation ◽  
Equation Modeling ◽  
Career Adaptability ◽  
Mediation Model ◽  
Job Outcomes ◽  
Content Type ◽  
Moderated Mediation Model ◽  
And Performance ◽  
Job Content

PurposeVery little research has examined how adaptivity, adaptability resources, adapting responses and adaptation results are interlinked with each other. The current research aims to investigate whether career adaptability influences job outcomes via job content plateau. Taking career construction theory (Savickas, 2005) as a base, the research model of this study posited that employee's favorable job outcomes, i.e. job satisfaction and performance depend upon their psychosocial meta-capacities (career adaptability) and job content plateau. Further, the study is the first to examine the moderating role of proactivity among career adaptability, job content plateau and job outcomes relationship.Design/methodology/approachIt is a two-wave longitudinal study, quantitative in nature and has collected data from 357 faculty members of Indian universities. The hypotheses have been empirically tested through the structural equation modeling technique.FindingsThe moderated mediation model was supported, and as predicted, (1) career adaptability was positively related to job outcomes and (2) the mediated relationship between career adaptability and job outcomes via content plateau was stronger for individuals with high levels of proactivity.Practical implicationsThe study encourages career management practitioners and counselors to integrate proactive behaviors and career adaptability into counseling techniques to equip clients with necessary skills and deal with unfavorable job experiences, thereby engendering favorable job outcomes.Originality/valueThe current study is the first to test the intervening effect of proactivity in career adaptability and job outcomes relationships via job content plateau.

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