The relationship between optimism and job satisfaction for Chinese specialist nurses: A serial‐multiple mediation model

2020 ◽  
Vol 17 (3) ◽  
Author(s):  
Ting Zhang ◽  
Qiang Wei ◽  
Shao‐yong Ma ◽  
Hui‐ping Li
Keyword(s):  
Job Satisfaction ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Specialist Nurses ◽  
The Relationship

scholarly journals The relationship between office type and job satisfaction: Testing a multiple mediation model through ease of interaction and well-being

2018 ◽  
Vol 44 (3) ◽  
pp. 330-334 ◽  
Author(s):  
Tobias Otterbring ◽  
Jörg Pareigis ◽  
Erik Wästlund ◽  
Alexander Makrygiannis ◽  
Anton Lindström
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Mediation Model ◽  
Multiple Mediation ◽  
The Relationship

scholarly journals Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110067
Author(s):  
Sehrish Ilyas ◽  
Ghulam Abid ◽  
Fouzia Ashfaq ◽  
Muhammad Ali ◽  
Wasif Ali
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Psychological Empowerment ◽  
Employee Voice ◽  
Voice Behavior ◽  
Multiple Mediation ◽  
Significant Difference ◽  
The Relationship

Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.

scholarly journals Childhood Psychological Maltreatment and Depression among Chinese Adolescents: Multiple Mediating Roles of Perceived Ostracism and Core Self-Evaluation

2021 ◽  
Vol 18 (21) ◽  
pp. 11283
Author(s):  
Qiong Wang ◽  
Ruilin Tu ◽  
Wei Hu ◽  
Xiao Luo ◽  
Fengqing Zhao
Keyword(s):  
Ecological Validity ◽  
Personal Characteristics ◽  
Chinese Adolescents ◽  
Self Report ◽  
Psychological Maltreatment ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Self Evaluation ◽  
Core Self ◽  
The Relationship

Previous studies have primarily focused on the separate mediating role of interpersonal context or personal characteristics in the relationship between childhood psychological maltreatment and depression, neglecting the combined effects, which have limited ecological validity. Therefore, this study investigated the multiple mediating roles of perceived ostracism and core self-evaluation in the relationship between childhood psychological maltreatment and depression. A total of 1592 Chinese adolescents (51.1% boys), ranging in age from 11 to 15 years (M = 13.23, SD = 0.96), completed a self-report questionnaire regarding demographics, psychological maltreatment, perceived ostracism, core self-evaluation and depression. A multiple mediation model was tested using Model 6 of the PROCESS macro. After controlling for the variables of gender and age, the results indicated that perceived ostracism and core self-evaluation parallelly and sequentially mediated the link between psychological maltreatment and depression. The multiple mediation model could account for 55% of the total effect. In conclusion, the current study helps us better understand the mechanisms of depression caused by psychological maltreatment, and contributes to preventing and intervening in depression among Chinese adolescents.

A moderated mediation model of employee experienced diversity management: openness to experience, perceived visible diversity discrimination and job satisfaction

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Shahin Alam ◽  
DuckJung Shin
Keyword(s):  
Job Satisfaction ◽  
Social Identity Theory ◽  
Cognitive Theory ◽  
Diversity Management ◽  
Moderated Mediation ◽  
Openness To Experience ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

PurposeThis study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction via perceived discrimination, depending on employees' openness to experience.Design/methodology/approachBuilding upon the assumptions of social identity theory, social cognitive theory and Big-Five theory, this study proposed and tested a model that analyzes the process through which diversity management influences perceived visible diversity discrimination and job satisfaction, depending on employees' openness to experience.FindingsThis study found support for the proposed moderated mediation model, which suggests that diversity management interacts with employees' openness to experience personality to influence their job satisfaction through perceived visible diversity discrimination. The results indicated that diversity management increased employees' job satisfaction in the workplace and that the relationship between diversity management and job satisfaction was further mediated by employees' perceptions of being discriminated against because of their age, gender and racial identities. The effect of diversity management on job satisfaction through perceived visible diversity discrimination was stronger when employees had high levels of openness to experience.Practical implicationsThe results of the study suggest that the diversity management is an important organizational intervention to improve job satisfaction by providing a scientific explanation of its underlying psychological process and identifying the factors associated with the process, such as personality and perception of being discriminated.Originality/valueThis study contributes to extend the diversity management literature by applying the assumptions of social identity theory, social cognitive theory and Big-Five theory together to identify the relationship between diversity management and job satisfaction and the effect of perceived discrimination and openness to experience in the relationship.

scholarly journals Coach–Athlete Attachment and the Subjective Well-Being of Athletes: A Multiple-Mediation Model Analysis

2020 ◽  
Vol 17 (13) ◽  
pp. 4675
Author(s):  
Jiaxi Peng ◽  
Jiaxi Zhang ◽  
Luming Zhao ◽  
Peng Fang ◽  
Yongcong Shao
Keyword(s):  
Well Being ◽  
Self Esteem ◽  
Attachment Anxiety ◽  
Mediating Effect ◽  
Subjective Well Being ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Attachment Avoidance ◽  
A Chain ◽  
The Relationship

The current study aims to explore how coach–athlete attachment affects the subjective well-being (SWB) of athletes and is primarily focused on the confirmation of the mediating roles of athletes’ perceived coach support and self-esteem in the relationship between them. A total of 179 Chinese athletes participated in this study, in which they responded to questions comprising a coach–athlete attachment scale, a perceived coach support measurement, the Rosenberg self-esteem scale, and SWB measures. The results suggest that both attachment anxiety and attachment avoidance significantly predict SWB in athletes. The effects of attachment anxiety on SWB are partially mediated by perceived coach support and self-esteem, and the effects of attachment avoidance on SWB are completely mediated by perceived coach support and self-esteem. Moreover, a chain mediating effect was found: coach–athlete attachment → perceived coach support → self-esteem → SWB. These findings extend the conclusions of prior reports and shed light on how coach–athlete attachment influences the athlete’s well-being.

Being Spiritually Green

2020 ◽  
Vol 11 (4) ◽  
pp. 101-121
Author(s):  
Nitika Sharma ◽  
Madan Lal ◽  
Pankaj Deshwal
Keyword(s):  
Locus Of Control ◽  
Self Efficacy ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Mediating Role ◽  
Green Purchasing ◽  
The Relationship

The article theoretically explores and empirically examines the relationship between spiritually motivated environmentalism (SME) and green purchasing intentions (GPI). Also, the mediating role of psychographic variables, namely environmental self-efficacy (ESE), environmental locus of control (ELOC), and environmental empathy (EE), were tested on the SME and GPI. A total of 223 Indian respondents filled out the administered questionnaire to validate the hypothesis, and collected data were analysed using SEM and Hayes's Parallel Multiple Mediation Model. The effect of SME was found significantly positive on GPI through ESE, ELOC, and EE. The findings from the study indicate that spirituality motivates green buying among consumers. Also, green purchasing augments in presence of consumers' self-efficacy, locus of control, and empathy towards environment.

scholarly journals The relationship between autonomy, optimism, work engagement and organisational citizenship behaviour among nurses fighting COVID-19 in Wuhan: a serial multiple mediation

BMJ Open ◽  
2020 ◽  
Vol 10 (9) ◽  
pp. e039711
Author(s):  
Hui Zhang ◽  
Yi Zhao ◽  
Ping Zou ◽  
Yang Liu ◽  
Shuanghong Lin ◽  
...  
Keyword(s):  
Nursing Care ◽  
Work Engagement ◽  
Cross Sectional Study ◽  
Mediation Model ◽  
Mediating Effects ◽  
Multiple Mediation ◽  
Cross Sectional ◽  
The Relationship ◽  
Quality Of Nursing

ObjectivesHigh levels of organisational citizenship behaviour can enable nurses to cooperate with coworkers effectively to provide a high quality of nursing care during the outbreak of COVID-19. However, the association between autonomy, optimism, work engagement and organisational citizenship behaviour remains largely unexplored. This study aimed to test if the effect of autonomy on organisational citizenship behaviour through the mediating effects of optimism and work engagement.Study designThis was a cross-sectional study.SettingThe study was conducted in the Wuhan Jinyintan Hospital in China.ParticipantsIn total, 242 nurses who came from multiple areas of China to work at the Wuhan Jinyintan hospital during the COVID-19 epidemic participated in this study.MethodsA serial mediation model (model 6) of the PROCESS macro in SPSS was adopted to test the hypotheses, and a 95% CI for the indirect effects was constructed by using Bootstrapping.ResultsThe autonomy–organisational citizenship behaviour relationship was mediated by optimism and work engagement, respectively. In addition, optimism and work engagement mediated this relationship serially.ConclusionThe findings of this study may have implications for improving organisational citizenship behaviour. The effects of optimism and work engagement suggest a potential mechanism of action for the autonomy–organisational citizenship behaviour linkage. A multifaceted intervention targeting organisational citizenship behaviour through optimism and work engagement may help improve the quality of nursing care among nurses supporting patients with COVID-19.

scholarly journals Peer Problems and Low Self-esteem Mediate the Suspicious and Non-suspicious Schizotypy–Reactive Aggression Relationship in Children and Adolescents

2019 ◽  
Vol 48 (11) ◽  
pp. 2241-2254 ◽  
Author(s):  
Keri Ka-Yee Wong ◽  
Adrian Raine
Keyword(s):  
Reactive Aggression ◽  
Self Esteem ◽  
Proactive Aggression ◽  
Mediation Model ◽  
Aggressive Behaviors ◽  
Multiple Mediation ◽  
Peer Problems ◽  
Schizotypal Personality ◽  
The Relationship ◽  
Suspicious Feature

Abstract The relationship between schizophrenia and violence has been well-established. Yet very little prior research exists on the factors that might explain the nature of this relationship and even fewer studies seek to clarify the etiology of aggressive behavior in adolescents with specific features of schizotypal personality that might help improve the specificity of intervention. The current study tested whether one dimension of schizotypy alone (i.e., the ‘suspicious’ feature) or the other 8 dimensions (i.e., the ‘non-suspicious’ features) were particularly associated with aggressive behaviors (reactive and proactive aggression), and if peer problems and low self-esteem mediated these relationships. A serial multiple mediation model testing the hypothesized flow from suspicious and non-suspicious schizotypy to peer problems to low self-esteem and to increased aggression was tested in Hong Kong schoolchildren aged 8- to 14-years (N = 1412; Mage = 11.47, SD = 1.67 years, female = 47.6%). Increased suspicious and non-suspicious schizotypal features were found to be independently associated with increased reactive aggression, but not proactive aggression. Children with high levels of suspicious schizotypy and non-suspicious schizotypy were more likely to have poor peer problems and low self-esteem concurrently, which in turn was associated with reactive aggression only. This explanatory model suggests that future longitudinal intervention studies that enhance self-esteem in schizotypal adolescents may potentially reduce co-morbid reactive aggressive behaviors too.

What strategy of human resource management to retain older workers?

2019 ◽  
Vol 40 (1) ◽  
pp. 135-153 ◽  
Author(s):  
Sari Mansour ◽  
Diane-Gabrielle Tremblay
Keyword(s):  
Job Satisfaction ◽  
Return To Work ◽  
Older Workers ◽  
Occupational Commitment ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Bootstrap Analysis ◽  
Content Type ◽  
Retirement Preparation ◽  
The Relationship

PurposeBased on the theory of conservation of resources (Hobfoll, 1989), the purpose of this paper is to propose job satisfaction as a mediator between the use of generativity and affective occupational commitment. The authors tested the mediating role of affective occupational commitment on the relationship between job satisfaction and retirement preparation.Design/methodology/approachA sequential mediation model was tested by the method of indirect effects based on a bootstrap analysis (Preacher and Hayes, 2004) based on 3,000 replications with a 95% confidence interval. The statistical treatments were carried out with the AMOS software V.22. Data were collected for a sample of 340 older workers (bridge and retirees) in Québec, Canada.FindingsResults indicate that generativity was related positively to affective occupational commitment via job satisfaction. Moreover, job satisfaction was also related positively to retirement preparation through affective occupational commitment.Practical implicationsThe results can be helpful to guide organizational efforts at retaining older workers, and also recruiting and selecting those who want to return to work after retiring. They provide an insight on the effect of one of the main human resources practices or strategies, that is, programs aiming to attract and retain older workers to stay in the workplace and to encourage retirees to return to work in the form of bridge employment for example.Originality/valueThe study adds to the existing literature by examining a sequential mediation model to understand the relationship between organizational resources, job attitudes and retirement planning. It thus answers the call for more research and a theoretical framework on these critical variables for the retirement decision-making process. The findings can also contribute to the field of knowledge retention and fulfill some gaps in the literature on this topic. Indeed, examining the use of generativity in the study can help researchers and practitioners to better understand the reasons that encourage older workers to continue working and retirees to return to work.

Emotional intelligence and job performance: the role of psychological well-being

2016 ◽  
Vol 9 (4) ◽  
pp. 428-442 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Well Being ◽  
Multiple Mediation ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to test the mediating roles of two dimensions of psychological well-being (job satisfaction and work-related depression) in the relationship between emotional intelligence (EI) and task performance, individual-targeted citizenship behaviours (OCB-I) and organisation-targeted citizenship behaviours (OCB-O). Design/methodology/approach This survey study of 262 employees in a small island territory in the Caribbean captured data on EI, psychological well-being and various dimensions of job performance. Multiple mediation hypotheses were tested using the 95 per cent bootstrapping confidence interval (CI) estimation approach. Findings The results revealed that job satisfaction and work-related depression mediated the relationship between EI and task performance; and the relationship between EI and OCB-O, but only work-related depression mediated the relationship between EI and OCB-I. Research limitations/implications The study utilised a cross-sectional study design and self-reported measures but still presented significant implications for existing and future theoretical models of EI and job performance. Practical implications Organisations should seek to develop high levels of EI in their employees as a means of improving their overall psychological health and well-being and performance behaviours at work. Originality/value The study examines multiple mediation of various psychological well-being dimensions in the EI-job performance relationship using the 95 per cent bootstrapping CI approach.

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