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.     

Family boundary characteristics,work–family conflict and life satisfaction: A moderated mediation model

Although work–family border and boundary theory suggest individuals' boundary characteristics influence their work–family relationship, it is largely unknown how boundary flexibility and permeability mutually influence work–family conflict and subsequent employee outcomes. Moreover, the existing work–family conflict research has been mainly conducted in the United States and other Western countries. To address these gaps in the work–family literature, the present study examines a moderated mediation model regarding how family boundary characteristics may influence individuals' work–family conflict and life satisfaction with a sample of 278 Chinese full‐time employees. Results showed that employees' family flexibility negatively related to their perceived work interference with family (WIF) and family interference with work (FIW), and both these two relationships were augmented by individuals' family permeability. In addition, WIF mediated the relationship between family flexibility and life satisfaction; the indirect effect of family flexibility on life satisfaction via WIF was stronger for individuals with higher family permeability. The theoretical and managerial implications of these findings are discussed.     

Migration patterns,family functioning,and life satisfaction among migrant children in China: A mediation model

There are three distinct patterns of migration among Chinese migrant children: whole‐family, single‐parent‐first, and both‐parents‐first migration. This study investigated the life satisfaction of children who migrated under the different migration patterns and examined the mediating role of family functioning in the relationship between the children's migration patterns and their life satisfaction. Participants consisted of migrant children (N = 703) from primary and junior middle schools in Chengdu, China. The results showed that (a) migrant children from the whole‐family and single‐parent‐first patterns of migration reported greater life satisfaction than did those from the both‐parents‐first pattern, and (b) family functioning partially mediated the association between migration patterns and life satisfaction. The present study highlights the importance of avoiding separation of children from both parents during migration and the need to develop interventions for migrant children's psychological adaptation by improving their families’ functioning.     

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.     

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。     

Sex differences of parental phubbing on online hostility among adolescents: A moderated mediation model

To explore the relationship between parental phubbing (PP) and adolescent online hostility and its' psychological mechanism, 689 Chinese adolescents were recruited to complete a paper-and-pencil questionnaire. We took cyber flaming (CF) as an overall category for hostile online communication to investigate the relationship between PP and CF and the mediating role of perspective-taking (PT) in this relationship and examined whether there is a sex difference in this process. After controlling the average daily online time, the results showed that PP predicted adolescent CF positively. The relationship between PP and CF was partially mediated by PT. The effect of PP on PT was moderated by sex, with the result being significant only for boys. Related findings and future directions were discussed.     

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.     

Depression, impulsivity and health-related disability: A moderated mediation analysis

The goal of the current study is to examine how impulsivity affects the relationship between depression and health-related disability. Specifically, we examined impulsivity as a possible moderator of this relationship, as well as alcohol use, smoking, and binge eating as possible mediators. The study utilized the Collaborative Psychiatric Epidemiological Surveys (N = 20,013, mean age = 43.38, female = 57.3%). We conducted a series of moderated mediation analyses to test hypotheses. In all analyses, the relationship between depression and health-related disability was mediated by each maladaptive coping behavior, and the relationship between depression and the behavior was moderated by impulsivity. The study supports the utility of examining the individual difference mechanisms that might drive the relationship between depression and health-related disability.     

Neuroticism,rumination, depression and suicidal ideation: A moderated serial mediation model across four countries

Background/objectiveResearch has highlighted the role of neuroticism, rumination, and depression in predicting suicidal thoughts, but studies on how these variables interplay are scarce. The aims of the present study were to test a model in which emotional stability (i.e., low neuroticism) would act as an antecedent and moderator of rumination and depressed mood in the prediction of suicidal ideation (i.e., moderated serial-mediation), and to explore their replicability across four countries and sex, among college students as an at-risk-group for suicide.MethodParticipants were 3482 undergraduates from U.S, Spain, Argentina, and the Netherlands. Path analysis and multi-group analysis were conducted.ResultsEmotional stability was indirectly linked to suicidal ideation via rumination and depressed mood. Moreover, emotional stability moderated the associations between rumination and depressed mood, and between depressed mood and suicidal ideation. Findings were consistent in males and females, and across countries studied.DiscussionRegardless of sex and country, people with low emotional stability reported higher levels of rumination, which in turn was associated with more depressed mood, and these were associated with higher reports of suicidal thoughts. This cascade of psychological risk factors for suicidal ideation seems to be more harmful in people who endorse low levels of emotional stability.     

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.     

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.     

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.     

Presence of meaning,search for meaning,religiousness, satisfaction with life and depressive symptoms among a diverse Israeli sample

The present study explored the structure and correlates of meaning in life (MIL) among an Israeli sample. The sample consisted of 559 adults. The average age of participants was 48.24 and 61.3% of them were females. Participants provided demographic information and completed measures of MIL, satisfaction with life, and depressive symptoms. The MIL Questionnaire showed a very good fit for the proposed 2-factor model (i.e. presence of meaning, search for meaning) to the data collected from the current sample. Presence of meaning correlated positively with both search for meaning and satisfaction with life, and negatively with depressive symptoms. Search for meaning was positively and weakly tied to satisfaction with life, but was unrelated to depressive symptoms. Religiousness appeared as a significant moderator between the two meaning factors, and between them and life satisfaction. Specifically, as religiousness became stronger: (a) the link between presence of meaning and search for meaning became weaker; (b) the link between presence of meaning and life satisfaction became stronger and (c) the link between search for meaning and life satisfaction became weaker. The findings suggest that there are differential implications of presence search for meaning on the health and well-being, and the important role religiousness plays in this regard.     

Exploring the relationship between religious fundamentalism,life satisfaction,and meaning in life

This study explored the relationship between life satisfaction, meaning in life, and religious fundamentalism among 420 participants (28.8% male, 88.4% African, 8.4% White) residing in the Gauteng province of South Africa. A cross-sectional quantitative survey design was followed. Data were collected using the Meaning in Life questionnaire and the Satisfaction with Life scale, and analysed by means of latent variable modelling. Results indicated that meaning in life acted as a mediator between religious fundamentalism and life satisfaction. This suggests that in some cases, fundamentalist religious attitudes might be adaptive in that it provides its adherents with a clear framework of meaning and definite answers to life's existential uncertainties.     

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。     

Corporate social responsibility and work engagement: testing a moderated mediation model

The purpose of this study is to examine the mediating role of collective self-esteem in the relationship between employees’ perceived corporate social responsibility (CSR) and their work engagement. We also explore the moderating role of employees’ concern for face in the linkage between their perceived CSR and collective self-esteem. A two-wave panel data from a final sample of 217 employees in six companies in Wuhan, China, completed the questionnaire survey. Employees’ perceived CSR has a direct and positive effect on their work engagement, which is partially mediated by their collective self-esteem. Furthermore, employees’ concern for face moderates the relationship between their perceived CSR and collective self-esteem. CSR has a stronger effect on collective self-esteem for employees who concern more for face than for those who concern less for face. Understanding the outcomes, the mediating mechanisms, as well as the boundary conditions of perceived CSR on work engagement, help firms to better formulate their CSR strategy. First, we introduce collective self-esteem as an important mediating mechanism in the relationship between CSR and employees’ work engagement. Second, we identify concern for face as an important limiting condition in the linkage between CSR and employees’ collective self-esteem. Finally, previous research investigating employees’ reactions to CSR has predominantly been conducted in the West. We conduct our study in the Chinese or Confucian context to provide some new and complementary insights.     

日常环境中的暴力暴露对攻击行为的长期影响:一个有调节的中介模型

以850名大学生为被试,探讨日常环境中的暴力暴露与攻击行为的关系,并在此基础上提出一个有调节的中介模型,考察攻击性信念的中介作用和人际信任的调节作用。结果发现:(1)日常环境中的暴力暴露对攻击行为有显著的正向预测作用;(2)攻击性信念在日常环境中的暴力暴露与攻击行为的关系中起部分中介作用;(3)攻击性信念的中介作用会受到人际信任的调节。对于低人际信任个体,攻击性信念起部分中介作用;对于高人际信任个体,攻击性信念的中介效应不显著,日常环境中的暴力暴露对攻击行为只有直接作用。     

Psychological contract breach,affective commitment to organization and supervisor,and newcomer adjustment: A three-wave moderated mediation model

This study examines the relationship of psychological contract breach to newcomer adjustment outcomes using affective commitments to organizations and supervisors as mediators and also looks at the moderating role of affective commitment to supervisors. Drawing from data collected at three points in time among a sample of newcomers (N = 224), we found that Time 2 affective organizational commitment mediated a positive relationship between Time 1 psychological contract breach and Time 3 turnover intention and emotional exhaustion. Moreover, affective commitment to supervisors interacted with organizational commitment such that the latter was more negatively related to Time 3 outcomes at low levels of commitment to supervisors. Similarly, the indirect relationships of psychological contract breach to Time 3 outcomes were stronger and negative at low levels of commitment to supervisors. Affective commitment's role in the psychological contract breach-outcome relationships during the entry period is discussed.     

Psychological contract breach,affective commitment to organization and supervisor,and newcomer adjustment: A three-wave moderated mediation model

This study examines the relationship of psychological contract breach to newcomer adjustment outcomes using affective commitments to organizations and supervisors as mediators and also looks at the moderating role of affective commitment to supervisors. Drawing from data collected at three points in time among a sample of newcomers (N = 224), we found that Time 2 affective organizational commitment mediated a positive relationship between Time 1 psychological contract breach and Time 3 turnover intention and emotional exhaustion. Moreover, affective commitment to supervisors interacted with organizational commitment such that the latter was more negatively related to Time 3 outcomes at low levels of commitment to supervisors. Similarly, the indirect relationships of psychological contract breach to Time 3 outcomes were stronger and negative at low levels of commitment to supervisors. Affective commitment's role in the psychological contract breach-outcome relationships during the entry period is discussed.