scholarly journals The Relationship between Employee Advocacy and Psychological Well-Being: Mediating Role of Perceived Insider Status and Moderating Role of Power Distance

2020 ◽  
pp. 179-192
Author(s):  
Daimi KOÇAK
Keyword(s):  
Power Distance ◽  
Well Being ◽  
Psychological Well Being ◽  
Mediating Role ◽  
Perceived Insider Status ◽  
The Relationship ◽  
Moderating Role

scholarly journals Acculturation Attitudes and Psychological Well-Being of Russians in Kyrgyzstan and Tajikistan: The Moderating Role of Perceived Security

2021 ◽  
Vol 17 (4) ◽  
pp. 34-45
Author(s):  
V.N. Galyapina
Keyword(s):  
Life Satisfaction ◽  
Well Being ◽  
Psychological Well Being ◽  
Integration Strategy ◽  
Central Asian ◽  
Perceived Security ◽  
Acculturation Attitudes ◽  
The Relationship ◽  
Moderating Role

More than 400 thousand Russians remain in Kyrgyzstan and Tajikistan after the collapse of the USSR. They have to adapt to the changing conditions, and it is important to study the factors that determine their psychological well-being. This study focuses on the moderating role of perceived security in the relationship between acculturation attitudes and psychological well-being of the Russians in the two Central Asian countries. The sample included 578 respondents. In the study, we used scales from the MIRIPS questionnaire and carried out analysis using the moderation models 1 and 3. The results showed that for the Russians in both countries, when perceived security was low, separation attitudes promoted self-esteem, while assimilation attitudes decreased it. The study also revealed the role of the context: in Tajikistan (less favorable context for the Russians), assimilation attitudes contributed to life satisfaction in situations of high perceived security, while in Kyrgyzstan (more favorable context) it was integration attitudes that determined life satisfaction when perceived security was high or medium. We may conclude that the context determines the preference of acculturation strategy that provides the Russians with life satisfaction in the situation of perceived security: the assimilation strategy in Tajikistan, and the integration strategy in Kyrgyzstan.

Organizational injustice and knowledge hiding: the roles of organizational dis-identification and benevolence

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sadia Jahanzeb ◽  
Dirk De Clercq ◽  
Tasneem Fatima
Keyword(s):  
Well Being ◽  
Content Type ◽  
Mediating Role ◽  
Knowledge Hiding ◽  
The Relationship ◽  
Sense Of Obligation ◽  
Moderating Role ◽  
Practical Implications ◽  
Organizational Injustice

PurposeWith a basis in social identity and equity theories, this study investigates the relationship between employees' perceptions of organizational injustice and their knowledge hiding, along with the mediating role of organizational dis-identification and the potential moderating role of benevolence.Design/methodology/approachThe hypotheses were tested with three-wave survey data collected from employees in Pakistani organizations.FindingsThe experience of organizational injustice enhances knowledge hiding because employees psychologically disconnect from their organization. This mediation by organizational dis-identification is buffered by benevolence or tolerance for inequity, which reduces employees' likelihood of reacting negatively to the unfavourable experience of injustice.Practical implicationsFor practitioners, this study identifies organizational dis-identification as a key mechanism through which employees' perceptions of organizational injustice spur their propensity to conceal knowledge, and it reveals how this process might be mitigated by a sense of obligation to contribute or “give” to organizational well-being.Originality/valueThis study establishes a more complete understanding of the connection between employees' perceptions of organizational injustice and their knowledge hiding, with particular attention devoted to hitherto unspecified factors that explain or influence this process.

Core self-evaluations and psychological well-being: the mediating role of work-to-family enrichment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saiyada Ghzalah Sahin ◽  
Suchitra Pal ◽  
Brian M. Hughes
Keyword(s):  
Mediation Analysis ◽  
Well Being ◽  
Psychological Well Being ◽  
Content Type ◽  
Mediating Role ◽  
Bank Employees ◽  
Core Self ◽  
The Relationship ◽  
Family Enrichment

PurposeHow or whether dimensions of work-to-family enrichment (WFE) mediate the relationship between an individual's core self-evaluations (CSEs) and their psychological well-being (PWB) is yet to be explained. The purpose of this study is to examine the role of three WFE dimensions in mediating between CSEs and PWB in Indian bank employees.Design/methodology/approachThe present study collected data from 222 full-time bank employees working in Indian nationalized banks. The authors tested the study hypotheses using parallel mediation analysis.FindingsThe result showed positive associations among CSEs, all WFE dimensions (development, affect and capital-based) and PWB. Parallel mediation analysis suggested that two WFE dimensions (affect and capital-based) mediated the relationship between CSEs and PWB.Research limitations/implicationsThe use of a single source of data (Indian nationalized banks) limits the generalizability of the findings.Practical implicationsSenior management at these banks may build a happier and more satisfied workforce by implementing appropriate training and personality development programs. Empowering and rewarding employees for the desired performances may help them appreciate their self-worth, enrich their quality of life (by gaining positive resources from work-family interactions) and ultimately improve their PWB.Originality/valueThe research literature has been relatively silent on the mediating role of individual dimensions of WFE. The present study adds to the existing body of knowledge by exploring the role of individual dimension-based WFE in the relationship between CSEs and PWB.

scholarly journals The mediating role of the work-family conflict in the relationship between technostress and psychological well-being in the COVID-19 pandemic context

2021 ◽  
Vol 19 (2) ◽  
Author(s):  
Silviu Riglea ◽  
Claudia Lenuta Rus ◽  
Lucia Ratiu
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Life Domains ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Coping Capacity ◽  
Mediating Role ◽  
Work Family ◽  
The Relationship

The COVID-19 pandemic has brought dramatic changes both for work and employees’ personal and family life domains. In this context, this research investigates the mediating role of the work-family conflict in the relationship between technostress creators (techno-overload and techno-invasion) and psychological well-being. We conducted a survey of 217 employees and the results indicated that the work-family conflict fully mediated the relationship between techno-overload and psychological well-being, thus strongly affecting the psychological well-being of employees in the context of exposure to the stress generated by ICTs overload. Similar results were identified regarding the mediating role of work-family conflict in the relationship between techno-invasion and psychological well-being. The findings suggest the need to increase the coping capacity of employees with technostress and their psychological well-being by reducing the work-family conflict and technostress.

scholarly journals Risk Perception of COVID-19, Meaning-Based Resources and Psychological Well-Being amongst Healthcare Personnel: The Mediating Role of Coping

2020 ◽  
Vol 9 (10) ◽  
pp. 3225 ◽  
Author(s):  
Dariusz Krok ◽  
Beata Zarzycka
Keyword(s):  
Risk Perception ◽  
Coping Strategies ◽  
Well Being ◽  
Healthcare Personnel ◽  
Personal Factors ◽  
Psychological Well Being ◽  
Mediating Role ◽  
And Coping ◽  
The Relationship

The well-being of healthcare personnel during the COVID-19 pandemic depends on the ways in which they perceive the threat posed by the virus, personal resources, and coping abilities. The current study aims to examine the mediating role of coping strategies in the relationship between risk perception of COVID-19 and psychological well-being, as well as the relationship between meaning-based resources and psychological well-being amongst healthcare personnel in southern Poland. Two hundred and twenty-six healthcare personnel who worked in hospitals, outpatient clinics, and medical laboratories during the first few months of the coronavirus pandemic (March–May 2020) filled in questionnaires measuring risk perception of COVID-19, meaning-based resources, coping, and psychological well-being. The results demonstrate that risk perception was negatively related to psychological well-being, whereas meaning-based resources were positively associated with well-being. Two coping strategies—problem-focused and meaning-focused coping—mediated the relationship between risk perception and psychological well-being as well as the relationship between meaning-based resources and psychological well-being. This indicates that perception processes and personal factors do not directly influence healthcare personnel’s psychological well-being, but rather they do indirectly through coping processes.

scholarly journals Authentic Leadership and Employee Voice: Roles of Obligation Perception and Power Distance Orientation

2020 ◽  
Vol 9 (3) ◽  
pp. 25
Author(s):  
Hung-Yi Liao ◽  
Kang-Hwa Shaw
Keyword(s):  
Authentic Leadership ◽  
Power Distance ◽  
Employee Voice ◽  
Future Directions ◽  
Power Distance Orientation ◽  
Mediating Role ◽  
Managerial Implications ◽  
The Relationship ◽  
Moderating Role

Based on social learning theory, this paper investigated the relationship between authentic leadership and employee voice as well as the mediating role of felt obligations for change, and the moderating role of power distance orientation. Using a questionnaire survey, we collected employee data in China, and obtained 183 usable responses to test our hypotheses. The results show that authentic leadership is positively related to employee voice, authentic leadership positively influences felt obligations for change, and felt obligations for change mediates the relationship between authentic leadership and employee voice. Further, power distance orientation moderates the influence of authentic leadership on felt obligations for change. Theoretical implications, managerial implications, and future directions are discussed.

Personality and Psychological Well-Being of Adolescents: The Moderating Role of Emotional Intelligence

2011 ◽  
Vol 39 (6) ◽  
pp. 785-794 ◽  
Author(s):  
Samuel O. Salami
Keyword(s):  
Emotional Intelligence ◽  
Well Being ◽  
Future Research ◽  
Personality Factors ◽  
Big Five Personality ◽  
Southwestern Nigeria ◽  
Psychological Well Being ◽  
The Relationship ◽  
Moderating Role

The purpose in this study was to examine the relationship between the Big Five personality factors and psychological well-being of adolescents and the moderating role of emotional intelligence in that relationship. Adolescents (N = 400) randomly selected from secondary schools in southwestern Nigeria completed the NEO Five-Factor Inventory (Costa & McCrae, 1992), and emotional intelligence (Law, Wong, & Song, 2004), and psychological well-being (Ruff & Keyes, 1995) scales. It was found that personality factors and emotional intelligence had significant correlations with psychological well-being. Emotional intelligence moderated the relationship between neuroticism, extraversion, and psychological well-being. Implications for counseling adolescents and directions for future research are suggested.

scholarly journals The impact of workplace bullying on individual wellbeing: The moderating role of coping

2016 ◽  
Vol 15 ◽  
Author(s):  
Colleen Bernstein ◽  
Leanne Trimm
Keyword(s):  
South African ◽  
Workplace Bullying ◽  
Negative Impact ◽  
Coping Styles ◽  
Well Being ◽  
Psychological Well Being ◽  
Seeking Help ◽  
The Relationship ◽  
Moderating Role

Orientation: Workplace bullying has deleterious effects on individual well-being and various organisational outcomes. Different coping styles may moderate the relationship between workplace bullying and individual and organisational outcomes.Research purpose: The purpose of this study was to investigate the moderating role of four coping styles – seeking help, assertiveness, avoidance and doing nothing – in the relationship between workplace bullying and individual and organisational outcomes.Motivation for the study: There is a lack of South African research exploring the moderating role of different coping styles in the relationship between workplace bullying and individual and organisational outcomes.Research design, approach and method: The study used a cross-sectional design, quantitative approach and a convenience sampling method. One hundred white-collar respondents from a construction organisation in South Africa participated in this research. Moderated multiple regression (MMR) was used to analyse the data.Main findings: Results of the MMR indicated a direct negative impact of workplace bullying on psychological well-being, self-esteem, job satisfaction and intention to leave. Seeking help and assertiveness moderated the relationship between bullying and psychological well-being. Avoidance and doing nothing also moderated the relationship between bullying and psychological well-being but in a counterintuitive manner, exacerbating the negative impact of bullying on psychological well-being. Similarly, avoidance exacerbated the negative impact of bullying on self-esteem. Direct effects were also found for the coping strategy of seeking help on psychological well-being and for avoidance on job satisfaction. However, while seeking help improved psychological well-being, avoidance had a negative impact on job satisfaction.Practical/managerial implications: Different coping strategies may have different effects. Some may be productive in terms of leading to improved outcomes, while others may not. These findings have particular relevance for human resource departments and practitioners.Contribution/value-add: The findings of this research contribute to the limited body of South African research investigating different types of coping in moderating the bullying–well-being relationship.

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