Callings and work engagement: moderated mediation model of work meaningfulness, occupational identity, and occupational self-efficacy

Scholarly interest in callings is growing, but researchers' understanding of how and when callings relate to career outcomes is incomplete. The present study investigated the possibility that the relationship of calling to work engagement is mediated by work meaningfulness, occupational identity, and occupational self-efficacy--and that this mediation depends on the degree of perceived person-job fit. I examined a highly educated sample of German employees (N = 529) in diverse occupations and found support for 2 of the 3 hypothesized mediators-work meaningfulness and occupational identity--after controlling for the relation of core self-evaluations to work engagement. Contrary to expectations, the mediated relations of callings to work engagement were not conditional upon the degree of person--job fit. The findings are considered in terms of the pathways through which callings may relate to work engagement and other career development outcomes.     

社交网站中的上行社会比较与抑郁的关系:一个有调节的中介模型及性别差异

为明确社交网站中的上行社会比较对青少年抑郁的作用机制,本研究构建了一个有调节的中介模型,重点考察了妒忌在二者关系中的中介作用、反刍思维的调节作用及其性别差异。以836名高中生为被试(M=16.34岁,SD=1.06),采用问卷法对社交网站中的上行社会比较、妒忌、反刍思维以及抑郁进行调查。结果显示:(1)在控制性别、年龄、年级、社交网站好友数量以及平均每天使用社交网站频率、时间后,社交网站上行社会比较对抑郁具有显著的正向预测作用;(2)妒忌能够在社交网站上行社会比较与抑郁的关系中起中介作用,且这种间接效应会受到反刍思维的调节;(3)有调节的中介模型存在性别差异:与男生相比,妒忌的中介效应在女生被试群体中更显著;在男生被试群体中,妒忌的中介作用会受到反刍思维的调节作用的影响,而在女生被试群体中,该调节效应不显著。     

A moderated mediation model of e-mentoring

Based on a longitudinal sample of 1381, this study develops and tests a moderated mediation model of electronic mentoring (e-mentoring). Results show evidence that frequency of interaction between protégés and mentors mediates the relationships between program antecedents (the protégé’s previous internet experience and initial motivation to participate) and program outcomes of general self-efficacy and task-efficacy. In addition, the protégé’s general self-efficacy prior to starting the program was found to moderate the relationships between protégé and mentor interaction frequency and program outcomes of task and general self-efficacy. Unexpectedly, having mentors in the past was not significantly related to program outcomes. Practical implications and future areas of research are identified and discussed.     

Family incivility and counterproductive work behavior: A moderated mediation model of self-esteem and emotional regulation

Drawing from the work–home resources model, we examined the relations of family incivility, counterproductive work behaviors (CWB), state self-esteem, and emotional regulation. Results from three-wave lagged data (N = 284) indicated that family incivility was positively correlated with counterproductive work behaviors, and this relationship was mediated by state self-esteem. In addition, emotional regulation mitigated the relationship between family incivility and state self-esteem. The findings suggested that family incivility, as an emotional contextual demand in the home domain, is related to negative outcome (deviant behavior) in the work context (i.e., CWB) through the depletion of the personal resource—state self-esteem, while emotional regulation is a key resource that mitigates this relationship. This paper discusses the implications of these findings with respect to applications and developments of the work–home resources model.     

社会自我效能感与工作倦怠的关系：社会交换视角下有调节的中介模型

本研究基于工作要求-资源模型和领导-成员交换理论,采用两时点追踪问卷调查方法收集了313份数据,探讨了员工的社会自我效能感与工作倦怠之间的关系及其内在机制。分析结果表明：社会自我效能感对工作倦怠有显著的负向预测作用;领导-成员交换关系在社会自我效能感和工作倦怠之间有着显著的中介作用;领导-成员交换社会比较调节了社会自我效能感通过领导-成员交换关系预测工作倦怠的间接效应。     

Psychological contracts and innovative behavior: a moderated path analysis of work engagement and job resources

This study explored the relationships between psychological contract types and innovative behavior. We focused on the mediating effect of work engagement and the moderating effect of job resources (organizational and social resources). Participants were 267 dyads of research and development engineers and their supervisors from 30 high‐tech companies. Moderated path analysis was used to test the hypotheses. Findings showed that: (a) work engagement fully mediated the negative relationship between transactional contracts and innovative behavior; in addition, it also fully mediated the positive relationship between relational contracts and innovative behavior; and (b) job resources attenuated the former and strengthened the latter mediating effects. These findings contribute to understanding how, why, and when psychological contract types lead to innovative behavior via work engagement.     

Affective mechanisms linking dysfunctional behavior to performance in work teams: a moderated mediation study

The present study examines the association between dysfunctional team behavior and team performance. Data included measures of teams' dysfunctional behavior and negative affective tone as well as supervisors' ratings of teams' (nonverbal) negative emotional expressivity and performance. Utilizing a field sample of 61 work teams, the authors tested the proposed relationships with robust data analytic techniques. Results were consistent with the hypothesized conceptual scheme, in that negative team affective tone mediated the relationship between dysfunctional team behavior and performance when teams' nonverbal negative expressivity was high but not when nonverbal expressivity was low. On the basis of the findings, the authors conclude that the connection between dysfunctional behavior and performance in team situations is more complex than was previously believed--thereby yielding a pattern of moderated mediation. In sum, the findings demonstrated that team members' collective emotions and emotional processing represent key mechanisms in determining how dysfunctional team behavior is associated with team performance.     

工作压力对建设型和防御型建言的差异影响

以往研究普遍从建言行为的建设性意图特征出发, 探讨其关键前因、产生机制和情境因素, 但却较少关注建言行为的工具性目的。基于资源保存理论, 本研究构建了有调节的中介模型以探讨工作压力影响员工建设型建言和防御型建言的作用机制和边界条件。通过对某建筑企业386名员工进行两阶段调查, 结果表明：工作压力与防御型建言存在正向相关关系, 与建设型建言存在负向相关关系, 自我损耗在其中起中介作用; 另外, 领导开明性正向调节自我损耗和建设型建言的负向相关关系, 并正向调节工作压力通过自我损耗影响建设型建言的间接效应。     

Dental flossing and automaticity: a longitudinal moderated mediation analysis

We investigated the role of normative support, behavioural automaticity, and action control in predicting dental flossing behaviour. Between May and October 2015, 629 Australian young adults completed a questionnaire assessing constructs of normative support and automaticity, and a 2-week follow-up of dental flossing behaviour and action control, resulting in n = 241 persons for longitudinal analysis. Findings supported the hypotheses that the effect of normative support on behaviour would be mediated via automaticity, and the effect of automaticity would be moderated by action control. Current results extend previous research to elucidate the mechanisms that help to understand predictors of oral hygiene behaviours and contribute to the cumulative evidence concerning self-regulatory and automatic components of health behaviour.     

Supervisor undermining and driving errors in truck drivers: A moderated mediation model

The present study focuses on the detrimental impact of supervisor undermining behaviors at work on driving errors for truck drivers, arguing for the mediating role of burnout. Moreover, this research highlights the moderating role of general self-efficacy in the relationships between supervisor undermining and burnout, and between burnout and driving errors, respectively. The data collected from a sample of 190 Romanian drivers supported a moderated mediation model in which burnout partially mediates the relation between supervisor undermining and driving errors, while self-efficacy moderates both aforementioned relationships. The conditional indirect effect of supervisor undermining on driving errors was significant when self-efficacy was low and non-significant when self-efficacy was high. Overall, our results emphasize the negative impact that supervisor undermining and burnout have on driving errors, while also highlighting the buffering effect of self-efficacy.     

Negative emotions and quality of life among adolescents: A moderated mediation model

Background/ObjectiveDepression, anxiety and stress are known as negative emotions. Previous studies have shown that negative emotions were associated with quality of life. There are a lot of researches on quality of life. However, previous studies mainly focused on health-related quality of life among patients. This study aims to examine the relationship between negative emotions and quality of life as well as the underlying psychological mechanism among community-based samples.MethodWe surveyed 6,401 adolescents (age: 9-15 years old). Participants were assessed using the Depression Anxiety Stress Scale, Resilience Scale for Chinese Adolescent, Perceived Social Support Scale and the Pediatric Quality of Life Inventory 4.0 Generic Scale for Negative Emotions, Resilience, Social Support and Quality of Life.ResultsResults revealed that negative emotions were negatively associated with quality of life, and resilience mediated the relationship between negative emotions and quality of life. Social support moderated all the paths among negative emotions, resilience and quality of life.ConclusionsAdolescents’ quality of life was indirectly affected by negative emotions via resilience, and less affected by negative emotions and more affected by resilience with the improvement of social support. The theoretical and practical implications of these results are discussed.     

Champions of innovation: A moderated mediation model of job crafting and discretionary effort

IntroductionResearch on the behavioral antecedents of employee championing behavior lacks scholarly investigation. The current study aims to fill this gap by studying behavioral interventions as the antecedents of championing behavior.ObjectiveThe current study has proposed and tested a moderated mediation model that states that perceived opportunity to craft cultivates championing behavior among employees. This relation is mediated by job crafting, whereas employee willingness to exert extra effort invigorates this relationship.MethodThe current study is based on survey-based data collected in three-time lags from employees working in the IT sector organizations.ResultsThe results supported the proposed model leading to the revelation that perceived opportunity to craft enhances championing behavior among employees through job crafting, and employee discretionary efforts moderate this indirect relationship.ConclusionThe results prove that behavioral interventions play a significant role in predicting championing behavior, whereas discretionary effort acts as a boundary condition. The results of the current study offer several theoretical and practical insights, but it also has a few limitations. This study opens several future research avenues that are discussed in the end.     

Conceptualizing and testing random indirect effects and moderated mediation in multilevel models: new procedures and recommendations

The authors propose new procedures for evaluating direct, indirect, and total effects in multilevel models when all relevant variables are measured at Level 1 and all effects are random. Formulas are provided for the mean and variance of the indirect and total effects and for the sampling variances of the average indirect and total effects. Simulations show that the estimates are unbiased under most conditions. Confidence intervals based on a normal approximation or a simulated sampling distribution perform well when the random effects are normally distributed but less so when they are nonnormally distributed. These methods are further developed to address hypotheses of moderated mediation in the multilevel context. An example demonstrates the feasibility and usefulness of the proposed methods.     

儿童心理虐待与忽视和自杀意念的关系：有调节的中介模型

采用问卷法对988名初中生进行调查,探究儿童心理虐待与忽视和自杀意念的关系,应对方式的中介作用以及友谊质量的调节作用。结果表明：（1）儿童心理虐待与忽视正向预测自杀意念;（2）应对方式是儿童心理虐待与忽视和自杀意念之间的中介变量;（3）儿童心理虐待与忽视对自杀意念的直接效应受到友谊质量的调节,直接效应对于友谊质量低的青少年更显著;（4）儿童心理虐待与忽视通过应对方式对自杀意念的间接效应的后半段受到友谊质量的调节,友谊质量高的青少年的自杀意念水平相对更低。因此,儿童心理虐待与忽视和自杀意念之间是有调节的中介关系,儿童心理虐待与忽视通过应对方式影响自杀意念,友谊质量在直接路径和间接路径中起调节作用。     

Self‐efficacy and justice perceptions in personnel selection: A moderated mediation model

The study investigated the role of self‐efficacy (general and task‐specific) and justice perceptions in determining the expectations of success in personnel selection procedures. We hypothesized that personnel selection self‐efficacy mediated the relationship between general self‐efficacy and outcome expectations, and that justice perceptions moderated these relationships. Our sample consisted of 206 respondents who had just graduated or were about to graduate and had previous experience in selection procedures. The moderated mediation model indicated that personnel selection self‐efficacy mediated the relationship between general self‐efficacy and outcome expectations, but only in the case of high justice perceptions, whereas general self‐efficacy had a direct effect on outcome expectations only in the case of low justice perceptions. The findings encourage more research on applicants’ expectations.     

The role of career adaptability in predicting entrepreneurial intentions: A moderated mediation model

Guided by the Career Construction Theory (Savickas, 2013), we view entrepreneurship as an adaptive vocational behavior driven by an individual's self-regulatory capacity to thrive in a complex entrepreneurial career context. Our research model posited that individuals rely on their adaptive resources and entrepreneurial self-efficacy as they form entrepreneurial intentions. Career adaptability, as self-regulatory competencies, is further strengthened by prior exposure to family business. We collected data over three measurement periods from Serbian business students (n = 380) and validated the Career Adapt-Abilities Scale (CAAS). The moderated mediation model was supported and as predicted: (a) career adaptability was positively associated with entrepreneurial intentions and (b) the mediated relationship between career adaptability and entrepreneurial intentions via entrepreneurial self-efficacy was stronger for individuals with prior exposure to family business. In addition, we provide evidence for the psychometric properties of CAAS by examining its internal consistency, test–retest reliability, and factor structure. Taken together, our study offers the groundwork for understanding successful adaptation in the entrepreneurial career context and supports the cross-national measurement equivalence and utility of CAAS in a developing economy.     

Transformational leadership and customer service: A moderated mediation model of negative affectivity and emotion regulation

Integrating theories from leadership, emotion management, affectivity, and customer service, this study examines how transformational leadership leads to favourable customer intentions via the mediation of service employees' emotion regulation, job satisfaction, and their service performance and via the moderation of employee negative affectivity. Results obtained from data of 204 matched sets of managers, service employees, and customers show that the effect of transformational leadership on amplification of pleasant emotions was conditioned on service employees' negative affectivity. Employee service performance partially mediated the effect of job satisfaction on customer outcomes. Finally, overall results reveal that transformational leadership and amplification of pleasant emotions were more strongly related to the customer outcomes, as mediated through the intervening variables in the model, when negative affectivity was high than when negative affectivity was low. Results have implications for how service workers with negative affectivity can manage their emotions to achieve effective service outcomes through interactions with a leader, how the effect of transformational leadership can be bounded, and how transformational leadership and emotion regulation are relevant to customer service.     

Personality and leader effectiveness: a moderated mediation model of leadership self-efficacy, job demands, and job autonomy

The trait theory of leadership is advanced by a joint investigation of the mediating role of (a) leadership self-efficacy (LSE = leader's perceived capabilities to perform leader roles) in linking neuroticism, extraversion, and conscientiousness with leader effectiveness and (b) the moderating role of job demands and job autonomy in influencing the mediation. Using K. J. Preacher, D. D. Rucker, and A. F. Hayes' (2007) moderated mediation framework, the authors tested the model (over a 2-year period) with matched data from 394 military leaders and their supervisors. Results showed that LSE mediated the relationships for neuroticism, extraversion, and conscientiousness with leader effectiveness. Moderated mediation analyses further revealed that LSE mediated the relationships for (a) all 3 personality variables for only those leaders with low job demands; (b) neuroticism and conscientiousness for only those leaders with high job autonomy; and (c) extraversion, regardless of a leader's level of job autonomy. Results underscore the importance of accounting for leaders' situational contexts when examining the relationships between personality, LSE, and effectiveness.