scholarly journals The Inhibitory Effect of Perceived Organizational Politics on Employee Voice Behavior: A Moderated Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Qin Liu ◽  
Hao Zhou ◽  
Xinyi Sheng
Keyword(s):  
Organizational Politics ◽  
Moderated Mediation ◽  
Employee Voice ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Voice Behavior ◽  
Moderated Mediation Model ◽  
Organizational Embeddedness ◽  
The Relationship ◽  
Prohibitive Voice

Research on the mediating mechanisms and boundary conditions of perceived organizational politics’ (POP) effect on employee voice is underdeveloped. Based on conservation of resources theory, we proposed a moderated mediation model in which organizational embeddedness acts as a mediator to explain why POP inhibits promotive and prohibitive voice. Additionally, we posited sense of impact as a boundary condition affecting this relationship. A time-lagged survey of 227 employed MBA students from a university in southwestern China revealed that organizational embeddedness mediates the relationship between POP and promotive and prohibitive voice, and sense of impact moderates the relationship between POP and promotive voice, such that the relationship is stronger when sense of impact is weaker. The moderating effect was not significant for prohibitive voice. These findings have implications for theory, practice, and further organizational research.

scholarly journals Impact of Compassion on Voice Behavior: A Moderated Mediation Model

2020 ◽  
Vol 6 (4) ◽  
pp. 148
Author(s):  
Asma Nisar ◽  
Ghulam Abid ◽  
Natasha Saman Elahi ◽  
Muhammad Ahsan Athar ◽  
Saira Farooqi
Keyword(s):  
Affective Commitment ◽  
Study Finding ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Employee Voice ◽  
Mediation Model ◽  
Voice Behavior ◽  
Moderated Mediation Model ◽  
Managerial Support ◽  
The Relationship

Employee voice is a constructive and change-oriented communication that aims to improve a situation. In line with conservation of resource theory, our research proposed a moderated mediation model by examining the indirect effect of compassion on voice behavior through the mediating effect of affective commitment, and also examined the conditional effect of managerial support in the mediated relationship of compassion and voice behavior. Data were obtained from employees and their immediate supervisor in the public sector in three times at regular intervals of one week within a 2-month span of time. By using PROCESS macro on an actual sample of employees (300) and supervisors (19), our study found that compassion is positively associated with affective commitment that, in turn, is positively associated with voice behavior. Our study also found that affective commitment mediates the relationship between compassion and voice behavior. Furthermore, managerial support negatively moderates the relationship between affective commitment and voice behavior as well as mediating effect of affective commitment between compassion and voice behavior. The study finding adds to the deeper understanding of the pivotal construct, i.e., voice behavior. In addition to recommendations for more empirical research on voice behavior, theoretical and practical implications are given.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

Networking and development idiosyncratic deals

2017 ◽  
Vol 22 (7) ◽  
pp. 816-828
Author(s):  
Sylvie Guerrero ◽  
Hélène Challiol Jeanblanc
Keyword(s):  
Design Methodology ◽  
Organizational Politics ◽  
Moderated Mediation ◽  
Research Model ◽  
Mediation Model ◽  
Idiosyncratic Deals ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Support Seeking ◽  
The Relationship

Purpose The purpose of this paper is to explore the antecedents of development idiosyncratic deals (i-deals) from an organizational politics and a situationist perspective. The paper tests a moderated mediation model in which networking skills is indirectly related to development i-deal in a context of high hierarchical plateau. Design/methodology/approach The authors test the research model with a sample of 252 engineers, 88 percent male, who work in an economically wealthy region of France and who are thus well positioned to negotiate development i-deals. Findings The authors lead analyses with the Preacher et al.’s macros on SPSS. Results support the hypotheses. The authors find that support-seeking behaviors partially mediate the relationship between networking skills and development i-deals, and that this relationship is significant only in a context of high plateauing. Originality/value Overall, this study contributes to a deeper understanding of i-deal antecedents by bridging the literatures on i-deals and careers. It also shows that socially skilled employees are able to seek support and in turn, to proactively negotiate development i-deals. This process is a way to cope with perceptions of hierarchical plateau.

Voice behavior of Indian IT employees: a moderated mediation model

2020 ◽  
Vol 28 (6) ◽  
pp. 1255-1271
Author(s):  
R. Prince ◽  
M. Kameshwar Rao
Keyword(s):  
Self Efficacy ◽  
Turnover Intentions ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Voice Behavior ◽  
Content Type ◽  
Moderated Mediation Model ◽  
It Employees ◽  
Managerial Openness ◽  
Prohibitive Voice

Purpose The purpose of this study is to explore how promotive and prohibitive voice behaviors of Indian information technology (IT) employees vary in their relationship with other factors. This study investigates a moderated mediation model involving different factors like managerial openness, voice self-efficacy, turnover intentions and promotive and prohibitive voice behaviors. Design/methodology/approach This study uses a cross-sectional design to collect data from 254 executives working in the IT companies located in India. This study uses IBM SPSS 22 along with the Hayes’ PROCESS module to investigate the moderation and mediation effects. Findings The results reveal that both promotive and prohibitive voice behaviors fully mediate the negative relationship between managerial openness and employee turnover intentions. The results also support that voice self-efficacy strengthens the relationship between managerial openness and promotive voice behavior but not prohibitive voice behavior. Originality/value This is one of the very few studies to explore voice behavior from the Indian context and thus heeds to the call made by researchers to explore voice in a non-Western context. The treatment of voice as a combination of promotive and prohibitive voice rather than as a unitary concept enhances the voice literature and invites further research.

scholarly journals Role Stress and Prosocial Service Behavior of Hotel Employees: A Moderated Mediation Model of Job Satisfaction and Social Support

2021 ◽  
Vol 12 ◽  
Author(s):  
Yixing Jin ◽  
Lin Cheng ◽  
Ying Li ◽  
Yingda Wang
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Moderated Mediation ◽  
Role Stress ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Hotel Employees ◽  
Moderated Mediation Model ◽  
Service Behavior ◽  
The Relationship

Hotel employees’ positive behavior is prone to increase customer satisfaction, and thus, exploring the influencing mechanism of role stress on prosocial service behavior is critical to relieving their stress and improving service quality and hotel performance. This study aims to develop and test a moderated mediation model that links hotel employees’ role stress to prosocial service behavior. Based on the conservation of resources theory and job demands-resources model, this study suggests that the effect of role stress on prosocial service behavior is mediated by the level of job satisfaction, whereas the relationship between role stress and job satisfaction is moderated by social support. Data from 256 hotel employees in China largely support the hypotheses that role stress reduces job satisfaction, and that job dissatisfaction is related to low levels of prosocial service behavior. The data also show that job satisfaction partly mediates the relationship between role stress and prosocial service behavior, and social support weakens the relationship between role stress and job satisfaction. The results can help us understand the role of organization-level resources in the workplace and how role stress and job satisfaction affect prosocial service behavior.

Sign in / Sign up

Export Citation Format

Share Document