Perceived HPWS and Turnover Intention: Moderated Mediation Model of Transactional Leadership through Trust in Supervisor and Perceived Organizational Legitimacy

2019 ◽  
Vol 23 (2) ◽  
pp. 123-146
Author(s):  
Youngshin Kim ◽  
Youngsam Cho ◽  
Jihwan Park ◽  
Jaehak Lee
Keyword(s):  
Transactional Leadership ◽  
Turnover Intention ◽  
Moderated Mediation ◽  
Organizational Legitimacy ◽  
Mediation Model ◽  
Moderated Mediation Model

The Mixed Role of Career Adaptability in Turnover Intention: A Multi-Path Moderated Mediation Model

2020 ◽  
Vol 2020 (1) ◽  
pp. 13567
Author(s):  
Yanjun Guan ◽  
Ying Xu ◽  
Fuxi Wang ◽  
Xinyi Zhou ◽  
Zhuolin She ◽  
...  
Keyword(s):  
Turnover Intention ◽  
Moderated Mediation ◽  
Career Adaptability ◽  
Mediation Model ◽  
Moderated Mediation Model

scholarly journals The Role of Filial Piety in the Relationships between Work Stress, Job Satisfaction, and Turnover Intention: A Moderated Mediation Model

2021 ◽  
Vol 18 (2) ◽  
pp. 714
Author(s):  
Jianfeng Li ◽  
Hongping Liu ◽  
Beatrice van der Heijden ◽  
Zhiwen Guo
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intention ◽  
Filial Piety ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Manufacturing Industries ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
The Relationship

In China, filial piety, which usually refers to showing respect and obedience to parents, has exerted an important effect in the relationship between work stress and turnover intention. However, the mechanism behind this effect is still unclear. To address this gap in the existing literature, we developed and tested a moderated mediation model of the relationship that work stress shares with job satisfaction and turnover intention. In accordance with the dual filial piety model and the stress-moderation model, our hypothesized model predicted that the mediating effect of job satisfaction on the relationship between work stress and turnover intention would be moderated by reciprocal filial piety (RFP) and authoritarian filial piety (AFP). The analytic results of data that were obtained from 506 employees of manufacturing industries in China supported this model. Specifically, RFP and AFP, as a contextualized personality construct, positively moderated the direct relationship between work stress and turnover intention as well as the corresponding indirect effect through job satisfaction. In particular, RFP and AFP strengthened the positive effect of work stress on turnover intention. Based on these findings, recommendations to help employees fulfill their filial duties and reduce the effect of work stress on turnover intention among employees of Chinese manufacturing industries are delineated.

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