Journal ArticleDOI
Leader–member exchange, organizational identification, and job satisfaction: A social identity perspective
TLDR
Li et al. as mentioned in this paper proposed a moderated mediation model with organizational identification as the mediator of the relationship between LMX and job satisfaction, and with job security as the moderator on such positive indirect link between leader-member exchange (LMX) and organizational identification, and tested their hypotheses using a two-phase survey data collected from 306 employees of two companies in southern China.Abstract:
This study examines the influence of leader�member exchange (LMX) on employee organizational identification and job satisfaction. Drawing upon the current literature of social identity theory, we propose a moderated mediation model with organizational identification as the mediator of the relationship between LMX and job satisfaction, and with job security as the moderator on such positive indirect link between LMX, organizational identification, and job satisfaction. We tested our hypotheses using a two-phase survey data collected from 306 employees of two companies in southern China. Implications of our findings for research and practice are discussed.read more
Citations
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The bad boss takes it all: How abusive supervision and leader–member exchange interact to influence employee silence
TL;DR: In this article, a moderated mediation model was proposed to predict abusive supervision behavior through emotional exhaustion, with leader-member exchange (LMX) acting as the contextual condition, and they found that abused subordinates resort to remain silent in the workplace due to their feelings of emotional exhaustion.
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Ethical Leadership Behavior and Employee Justice Perceptions: The Mediating Role of Trust in Organization
TL;DR: In this article, the authors examined why and how ethical leadership behavior influences employees' evaluations of organization-focused justice, i.e., procedural justice and distributive justice, and found that ethical leadership behaviour engenders employees' trust in their employing organization, which in turn promotes their justice perceptions toward the organization.
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Leader–member exchange, organizational identification, and knowledge hiding: The moderating role of relative leader–member exchange
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The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant?
Lily Chernyak-Hai,Edna Rabenu +1 more
TL;DR: In this article, the authors argue that changes in workplace characteristics over the last few decades may affect work relationships and call for adjustments in the traditional theoretical framework used to understand them, and they refer to these models as "hybrid" as they integrate traditional SET premises with new-era workplace characteristics.
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Evaluations of an artificial intelligence instructor's voice: Social Identity Theory in human-robot interactions
TL;DR: This study employs the Computers are Social Actors (CASA) paradigm to extend the predictions of Social Identity Theory to human-robot interaction (HRI) in the context of instructional communication and demonstrated that higher age identified students rated the older A.I. voice instructor higher for credibility and social presence and reported more motivation to learn.
References
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The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations.
Reuben M. Baron,David A. Kenny +1 more
TL;DR: This article seeks to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating the many ways in which moderators and mediators differ, and delineates the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena.
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Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models
TL;DR: An overview of simple and multiple mediation is provided and three approaches that can be used to investigate indirect processes, as well as methods for contrasting two or more mediators within a single model are explored.
Journal ArticleDOI
The measurement and antecedents of affective, continuance and normative commitment to the organization
Natalie J. Allen,John P. Meyer +1 more
TL;DR: In this article, the authors proposed a three-component model of organizational commitment, which integrates emotional attachment, identification with, and involvement in the organization, and the normative component refers to employees' feelings of obligation to remain with the organization.
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Mediation in experimental and nonexperimental studies: New procedures and recommendations.
Patrick E. Shrout,Niall Bolger +1 more
TL;DR: Efron and Tibshirani as discussed by the authors used bootstrap tests to assess mediation, finding that the sampling distribution of the mediated effect is skewed away from 0, and they argued that R. M. Kenny's (1986) recommendation of first testing the X --> Y association for statistical significance should not be a requirement when there is a priori belief that the effect size is small or suppression is a possibility.
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Addressing Moderated Mediation Hypotheses: Theory, Methods, and Prescriptions.
TL;DR: This article disentangle conflicting definitions of moderated mediation and describes approaches for estimating and testing a variety of hypotheses involving conditional indirect effects, showing that the indirect effect of intrinsic student interest on mathematics performance through teacher perceptions of talent is moderated by student math self-concept.
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