scholarly journals Linking Ambidextrous Organizational Culture to Innovative Behavior: A Moderated Mediation Model of Psychological Empowerment and Transformational Leadership

2019 ◽  
Vol 10 ◽  
Author(s):  
Yanbin Liu ◽  
Wei Wang ◽  
Dusheng Chen
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Psychological Empowerment ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Innovative Behavior ◽  
Moderated Mediation Model

Effect of locus of control on innovative behavior among new generation employees: A moderated mediation model

2020 ◽  
Vol 48 (10) ◽  
pp. 1-12
Author(s):  
Lingyan Xu ◽  
Jianguo Du ◽  
Xiying Lei ◽  
Keith W. Hipel
Keyword(s):  
Locus Of Control ◽  
Work Engagement ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Innovative Behavior ◽  
Negative Effects ◽  
Moderated Mediation Model ◽  
Development Teams ◽  
Innovation Climate ◽  
New Generation

We recruited 211 new generation employees in research and development teams to examine how internal and external locus of control (LOC) are related to innovative behavior, both directly and indirectly, and to examine the moderated mediation roles of innovation climate and work engagement in this relationship. Results show that internal (vs. external) LOC had direct and indirect positive (vs. negative) effects on innovative behavior. Further, work engagement mediated the LOC–innovative behavior relationship, and innovation climate strengthened the internal LOC–innovative behavior relationship. These results shed light on the personality antecedents of innovative behavior and show how individual differences shape work engagement, and how innovation climate influences innovative behavior. Theoretical and practical implications are discussed.

Linking empowerment, engagement, communication and organizational health: Moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anupama Singh
Keyword(s):  
Organizational Communication ◽  
Work Engagement ◽  
Psychological Empowerment ◽  
Moderated Mediation ◽  
Organizational Health ◽  
Mediating Effect ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose This paper aims to examine the factors that mediate and moderate the relationship between psychological empowerment and organizational health. Specifically, work engagement is posited to mediate the relationship between psychological empowerment and organizational health and organizational communication to moderate the relationship between psychological empowerment and work engagement. Design/methodology/approach Data were collected from 524 scientists belonging to 10 laboratories of CSIR – an Indian R&D organization. For statistical analysis of moderated-mediation model, hierarchical multiple regression and process macro for SPSS was used. Findings Results revealed that work engagement was found to mediate the positive relationship between psychological empowerment and organizational health and organizational communication moderated the influence of psychological empowerment on work engagement. Results of moderated-mediation revealed that mediation of work engagement was moderated by organizational communication such that at higher levels of communication, the mediating effect of work engagement became stronger. Originality/value This study extends the understanding of the organizational health concept by studying the mediating effect of work engagement being moderated by organizational communication and its subsequent impact on organizational health.

The effect of leadership on work-related flow: a moderated mediation model

2017 ◽  
Vol 38 (2) ◽  
pp. 210-228 ◽  
Author(s):  
Junbang Lan ◽  
Chi-Sum Wong ◽  
Chunyan Jiang ◽  
Yina Mao
Keyword(s):  
Positive Psychology ◽  
Emotional Labor ◽  
Psychological Empowerment ◽  
Moderated Mediation ◽  
Flow Experience ◽  
Mediation Model ◽  
Content Type ◽  
Work Related ◽  
Moderated Mediation Model ◽  
Two Samples

Purpose Some indirect evidence indicates that leadership may affect work-related flow, a core concept in positive psychology. However, the exact process of how this relationship takes place is still unknown. Based on the nature of leader-member exchange (LMX), the purpose of this paper is to hypothesize a moderated mediation model of the LMX-flow relationship in which psychological empowerment is the mediator while emotional intelligence (EI) is the moderator. Design/methodology/approach Two samples are utilized in the study. One sample (n=219) is from the service industry representing a high emotional labor job, and the other sample (n=208) is from the manufacturing industry representing a low emotional labor job. Findings In both the samples, psychological empowerment mediates the positive relationship between LMX and work-related flow. However, the moderated mediation effect of EI is supported only in the service sample but not in the manufacturing sample. Practical implications Leader plays an important role in facilitating subordinates’ flow experience by enhancing psychological empowerment. For the high emotional labor job, employees with high EI are better able to transfer leader’s support into flow experience. Originality/value The paper, as the first study to connect LMX with flow concept, advances the study of positive psychology in workplace context, especially the leadership field. By proposing a mediating mechanism and outlining EI as a moderator, the study explains how LMX relates to flow experience at work.

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