Reviewing the relationship between ethical leadership and proactive CSR and their impact on social innovation: towards a multilevel mediation model

2016 ◽  
Vol 4 (3) ◽  
pp. 183 ◽  
Author(s):  
Palvi Pasricha ◽  
M.K. Rao
Keyword(s):  
Ethical Leadership ◽  
Social Innovation ◽  
Mediation Model ◽  
Multilevel Mediation ◽  
The Relationship

Ethical leadership, frustration, and humor: a moderated-mediation model

2018 ◽  
Vol 39 (5) ◽  
pp. 665-678 ◽  
Author(s):  
Matthew Valle ◽  
Micki Kacmar ◽  
Martha Andrews
Keyword(s):  
Ethical Leadership ◽  
Affective Commitment ◽  
Positive Mood ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Model ◽  
Surface Acting ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose The purpose of this paper is to examine the effects of ethical leadership on surface acting, positive mood and affective commitment via the mediating effect of employee frustration. The authors also explored the moderating role of humor on the relationship between ethical leadership and frustration as well as its moderating effect on the mediational chain. Design/methodology/approach Data were collected in two separate surveys from 156 individuals working fulltime; data collections were separated by six weeks to reduce common method variance. The measurement model was confirmed before the authors tested the moderated mediation model. Findings Ethical leadership was negatively related to employee frustration, and frustration mediated the relationships between ethical leadership and surface acting and positive mood but not affective commitment. Humor moderated the relationship between ethical leadership and frustration such that when humor was low, the relationship was stronger. Research limitations/implications Interestingly, the authors failed to find a significant effect for any of the relationships between ethical leadership and affective commitment. Ethical leaders can enhance positive mood and reduce surface acting among employees by reducing frustration. Humor may be more important under conditions of unethical leadership but may be distracting under ethical leadership. Originality/value This study demonstrates how frustration acts as a mediator and humor serves as a moderator in the unethical behavior-outcomes relationship.

scholarly journals Does Self-Efficacy Mediate the Link Between Impulse Control and Diabetes Adherence?

2020 ◽  
Vol 45 (4) ◽  
pp. 445-453
Author(s):  
Karol Silva ◽  
Victoria A Miller
Keyword(s):  
Type 1 Diabetes ◽  
Multilevel Modeling ◽  
Self Efficacy ◽  
Impulse Control ◽  
Self Care ◽  
Sequential Design ◽  
Mediation Model ◽  
Multilevel Mediation ◽  
The Relationship

Abstract Objective The goal of this study was to test the hypothesis that diabetes self-efficacy mediates the relationship between impulse control and type 1 diabetes (T1D) management from ages 8 to 18 years, using multilevel modeling. Methods Participants included 117 youth with T1D and their parents. Youth (aged 8–16 years at baseline) and parents were assessed 5 times over 2 years. Using a cohort sequential design, we first estimated the growth trajectory of adherence from age 8 to 18 years, then specified a multilevel mediation model using impulse control as the main predictor, diabetes self-efficacy as the mediator, and changes in adherence (both within- and between-individuals) as the outcome. Results According to youth-reported adherence only, self-efficacy partially mediated the within-person effect of impulse control on adherence. On occasions when youth reported increases in impulse control, they tended to report higher adherence, and this was, in part, due to increases in youths’ perceived self-efficacy. Self-efficacy accounted for approximately 21% of the within-person relationship between impulse control and youth-reported adherence. There was no association between impulse control and adherence between-individuals. Impulse control and self-efficacy were not related to parent-reported adherence. Conclusion Environments that enrich youth with confidence in their own diabetes-related abilities may benefit self-care behaviors in youth with T1D, but such increases in youths’ perceived competence do not fully account for, or override, the behavioral benefits of impulse control. Efforts to improve adherence in youth with T1D will benefit from consideration of both impulse control and self-efficacy.

scholarly journals Situational and Dispositional Factors that Predict Motivation: a Multilevel Study

2017 ◽  
Vol 20 ◽  
Author(s):  
Heriberto Antonio Pineda-Espejel ◽  
Jeanette López-Walle ◽  
Inés Tomás
Keyword(s):  
Autonomous Motivation ◽  
Goal Orientations ◽  
Motivational Climate ◽  
Task Orientation ◽  
Mediation Model ◽  
Significance Level ◽  
Individual Level ◽  
Multilevel Mediation ◽  
Sport Practice ◽  
The Relationship

AbstractThis study aimed to test a multilevel mediation model which examined the relationship between the perceived motivational climate created by coaches at team level and motivational regulations towards sport at individual level, as mediated by individual goal orientations. 211 university athletes from 20 teams training in different types of sport completed a battery of instruments that measured the variables included in the model. The statistics significance level was .05. Results of the multilevel mediation model revealed that the task-involving climate at team level positively predicted individual task orientation (γ01 = .77, p < .001) and autonomous motivation for sport practice (γ01 = .68, p = .03). Task orientation positively predicts the autonomous motivation (γ10 =.51, p < .01), and inversely the non motivation (γ10 = –.76, p < .001). Also task orientation partially mediated the relationship between task-involving climate and autonomous motivation (b1b2 = .39; 95% CI = [.11, .68]; τ = .68, p < .05), and fully mediated the relationship between task-involving climate and amotivation (b1b2 = –.58; 95% CI = [–.92, –.25]; τ = –.62, p >.05). The results are in line with previous research that have focused in the study of motivational climate at individual level, but the present study make a novel contribution by providing the perspective of a multilevel mediation model and thereby clarifying the phenomenon at team level.

Ethical Leadership and Unethical Employee Behavior: A Moderated Mediation Model

2018 ◽  
Vol 46 (8) ◽  
pp. 1271-1283 ◽  
Author(s):  
Chenjing Gan
Keyword(s):  
Ethical Leadership ◽  
Moral Identity ◽  
Moral Justification ◽  
Employee Behavior ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
The Relationship ◽  
Practical Implications

I explored the role of employee moral justification as a cognitive mediator in the relationship between ethical leadership and unethical employee behavior, and then investigated employee moral identity as a moderator of this indirect relationship. I based my moderated meditation model on social learning theory and tested it by analyzing data collected from 271 employees of 17 firms in China at 2 time points separated by approximately 3 weeks. The results showed that the negative indirect relationship between ethical leadership and unethical employee behavior through moral justification was significant when employee moral identity was strong. Theoretical and practical implications of the findings are discussed.

Ethical leadership and newcomer adjustment: examining a moderated mediation model

2020 ◽  
Vol 41 (8) ◽  
pp. 1053-1068
Author(s):  
Fei Kang ◽  
Han Zhang
Keyword(s):  
Ethical Leadership ◽  
Positive Emotions ◽  
Hierarchical Regression ◽  
Mediation Model ◽  
Causal Inferences ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Correlational Research ◽  
The Relationship

PurposeSubstantial research has examined the pivotal role of ethical leadership in generating employee outcomes. To date, though, little is known about the relationship between ethical leadership and newcomers' adjustment. The purpose of this paper is to contribute to this gap by examining the effect of ethical leadership on newcomers' adjustment. In doing so, the authors highlighted positive emotions of newcomers as a mediating mechanism that explains the aforementioned association.Design/methodology/approachData were drawn from a two-wave sample of 271 newcomers. The hypotheses were tested by using hierarchical regression analyses and Hayes' PROCESS macro.FindingsThe results demonstrated that ethical leadership affects employees' positive emotions which, in turn, positively relates to newcomers' adjustment. Additionally, newcomers' social comparison orientation moderated the effect of ethical leadership on newcomers' positive emotions.Research limitations/implicationsThe research uses a correlational research design, making it difficult to derive causal inferences from the data. Moreover, the data we obtained on the variables were all based on employees' self-reports, which might inflate the relationship between some of the variables.Originality/valueTo the best of the knowledge, this is the first study that illustrates the role of ethical leadership in enhancing both newcomers’ positive emotions and adjustment.

The Relationship Among School Safety, School Liking, and Students' Self-Esteem: Based on a Multilevel Mediation Model

2016 ◽  
Vol 86 (3) ◽  
pp. 164-172 ◽  
Author(s):  
Xinghui Zhang ◽  
Xin Xuan ◽  
Fumei Chen ◽  
Cai Zhang ◽  
Yuhan Luo ◽  
...  
Keyword(s):  
School Safety ◽  
Self Esteem ◽  
Mediation Model ◽  
Multilevel Mediation ◽  
School Liking ◽  
The Relationship

The Relation Between Aerobic Fitness and Cognitive Performance

2016 ◽  
Vol 30 (3) ◽  
pp. 102-113 ◽  
Author(s):  
Chun-Hao Wang ◽  
Chun-Ming Shih ◽  
Chia-Liang Tsai
Keyword(s):  
Cognitive Performance ◽  
Aerobic Fitness ◽  
Reaction Times ◽  
Mediation Model ◽  
Brain Potentials ◽  
Fitness Level ◽  
Eeg Data ◽  
Attention Performance ◽  
P3 Amplitude ◽  
The Relationship

Abstract. This study aimed to assess whether brain potentials have significant influences on the relationship between aerobic fitness and cognition. Behavioral and electroencephalographic (EEG) data was collected from 48 young adults when performing a Posner task. Higher aerobic fitness is related to faster reaction times (RTs) along with greater P3 amplitude and shorter P3 latency in the valid trials, after controlling for age and body mass index. Moreover, RTs were selectively related to P3 amplitude rather than P3 latency. Specifically, the bootstrap-based mediation model indicates that P3 amplitude mediates the relationship between fitness level and attention performance. Possible explanations regarding the relationships among aerobic fitness, cognitive performance, and brain potentials are discussed.

Employee Strengths Use and Thriving at Work

2020 ◽  
Vol 19 (4) ◽  
pp. 197-205
Author(s):  
He Ding ◽  
Xixi Chu
Keyword(s):  
Self Efficacy ◽  
Mediation Model ◽  
Model Data ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship ◽  
Humble Leadership ◽  
Thriving At Work

Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

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