The purpose of this paper is to examine how the quality of a subordinate's relationship with his or her direct supervisor influences the subordinate's psychological well-being and to examine the moderating role of person-supervisor (P-S) fit between these two variables.,The sample for this study consists of 418 academic employees of two federal universities. Relationship quality, P-S fit, psychological well-being and demographics were self-reported by the participants using existing scales. Hypotheses were tested with partial least squares-structural equation modelling (PLS-SEM) using SmartPLS 3.2.8.,Results of the PLS-SEM showed that the positive relationship between relationship quality and psychological well-being was moderated by P-S fit, such that the relationship was stronger when P-S fit was low rather than high.,The small number of homogeneous sample size of university academic employees may not be representative of the general population of such employees within the country.,The findings highlight the importance of taking into account the complex interplay between relationship quality and P-S fit when optimising employee's psychological well-being is the focus.,To the best of the authors’ knowledge, we are not aware of any studies that have examined the moderating role of P-S fit between relationship quality and subordinate's psychological well-being in the university context.

Dynamics of person-supervisor fit in relationship quality and well-being of university academicians

Employee creativity is important for TV companies because it can improve organizational performance and increase success and survival based on the ability to create innovations. In response to this, field reporters who work for TV companies also need high creativity in facing the challenges of their work and in creating innovations. This research aims to test the roles of perceived organizational support, proactive personality, the meaning of work, and work engagement in affecting employee creativity. The total numbers of respondents were 119 selected from 14 private television companies in Indonesia. The method in this study is a quantitative approach using the Partial Least Square (PLS) analysis tool with the SmartPls 3.0 application. Most of the hypotheses of this study show significant results. However, there is one finding that a proactive personality is not able to strengthen employee creativity. This indicates that employees’ behavior at work is sometimes different from the personality. This study is the first to look at news reporters’ employee creativity using the suggested model. As a result, organizations can use the study’s findings as a starting point to determine the best strategy for fostering creativity within their workforce.

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Proactive personality and organizational support in television industry: Their roles in creativity

Purpose The purpose of this paper is to investigate the effect of job insecurity on employee silence by developing a moderated mediation model. The model focuses on the mediating role of ego depletion underpinning the relationship between job insecurity on employee silence and the moderating role of perceived coworker support and career growth opportunity in influencing the mediation. Design/methodology/approach This study conducts a questionnaire from 309 employees of six Chinese financial enterprises in two waves, with a one-month interval between the two waves. Moreover, this study uses bootstrapping and confirmatory factor analysis to verify the hypothesis. Findings Job insecurity has a significant positive impact on employee silence, and ego depletion partly mediated the relationship between job insecurity and employee silence. Perceived coworker support and career growth opportunity negatively moderated the relationship between job insecurity and ego depletion and also moderated the indirect effect of job insecurity on employee silence through ego depletion. Practical implications The study provides evidence for the positive effects of job insecurity on ego depletion, which, in turn, is significantly associated with employee silence. It highlights the important role of perceived coworker support and career growth opportunities in reducing employee negative perceptions and behaviors. Originality/value This empirical study provides preliminary evidence of the mediating role of ego depletion in the positive relationship between job insecurity and employee silence. The moderated mediation model also extends the existing finding by adding substantive moderators (perceived coworker support and career growth opportunity) to explain how the effect of job insecurity on employees’ behaviors unfolds. 

The effect of job insecurity on employee silence: test an interactive model

Earlier studies on job insecurity tested job resources that may buffer the usual negative impact of job insecurity on job outcomes. The current study extends prior results by establishing that, given certain conditions, such as during an economic crisis that often gives rise to a dearth of employment opportunities and a precariousness of employment, perceived job insecurity could positively predict work engagement. Specifically, this study examined the relationship between perceived job insecurity and work engagement, and supervisor and customer incivility as moderators of this relationship. Cross-sectional data were collected from 1,200 volunteer mini-bus drivers from nine mass transit services companies in the Southeastern region of Nigeria. Results of a structural equation model (SEM) showed that job insecurity was positively related to work engagement. In turn, this positive relationship was weakened by supervisor incivility (but not by customer incivility). The results suggest that when supervisors are not supervised they could jeopardize employee effort.

Supervisor and customer incivility as moderators of the relationship between job insecurity and work engagement: Evidence from a new context

Recently, uncreative music products have become a global issue due to the unhappy musicians and resistance to innovation that needs researchers’ focus. This article explores the impact of unhappy musicians and resistance to innovation on uncreative music products in Malaysia. This article also investigates the moderating role of psychological security among the relationships of unhappy musicians, resistance to innovation, and uncreative music products in Malaysia. This study has applied the questionnaire method to gather the primary data from the selected respondents. The researchers have also applied the smart-PLS to check the nexus among constructs and test the hypotheses. The results revealed that unhappy musicians and resistance to innovation have a significant and positive linkage with uncreative music products in Malaysia. The results also revealed that psychological security significantly moderates the linkage among unhappy musicians, resistance to innovation, and uncreative music products in Malaysia. Thus, this study guides the regulators to develop the regulations to reduce the unhappiness among musicians and motivates the regulators to adopt innovation to increase the creative music product in Malaysia.

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Relationship Between Unhappy Musicians, Resistance Toward Innovation and Uncreative Music Products: Psychological Security as Moderator

This study examined the relationship between job insecurity and psychological well-being of bank sector employees and the role of core self-evaluations and self-perceived employability in that rela...

Job insecurity and psychological well-being: The moderating roles of self-perceived employability and core self-evaluations

We investigated mentoring as a moderator between competitive climate and employee creative work involvement. Participants were 270 academic staff of a Nigerian federal university (male = 155 [57.41...

Emmanuella Ugochi Anozie

Papers

Job insecurity and psychological well-being: The moderating roles of self-perceived employability and core self-evaluations

Bringing out the creativity in you: How a competitive climate and mentoring kindle creative work involvement of university academic staff