Moderating Effect Of Employees Research Articles

The impact of espoused national cultural values on innovative behaviour: an empirical study in the Chinese IT-enabled global service industry

In this article, we explore the different roles that knowledge sharing and exploitative learning play in employees’ innovative behaviour, and investigate the different moderating effects of employees’ espoused national cultural values on the relationship between exploitative learning and innovative behaviour in the Chinese IT-enabled global service firms with different ownerships. We propose a theoretical model to characterize these antecedents of innovative behaviour. A structured research survey was conducted and data were collected from a sample of 484 full-time employees in 3 IT-enabled global service firms in the PRC. Results indicate that knowledge sharing is positively associated with innovative behaviour in multinational corporations and private IT-enabled global service; espoused power distance has a significant positive moderating effect on exploitative learning–innovative behaviour relationship in state-owned and private firms; espoused collectivism has a significant moderating effect only in state-owned firms in China. Last, we explore the implications of our findings for theory and practice of innovation.

Moderating role of hotel employees’ gender and job position on the relationship between emotional intelligence and emotional labor

The purpose of this study is to identify the effects of deluxe hotel employees’ emotional intelligence on their emotional labor, and the moderating effects of employees’ diversity (gender and job position) on the relationship between emotional intelligence and emotional labor. The results showed that the use of emotion (UOE) had the largest effect on surface acting during emotional labor, and self-emotion appraisal (SEA) had the largest effect on deep acting. In addition, the study found moderating effects of employees’ diversity on the relationship between emotional intelligence and emotional labor, and the effects of others’ emotion appraisal (OEA) on surface acting were shown to be significantly higher among female employees than among males. Furthermore, the effects of the use of emotions (UOE) on deep acting were larger in the FOH than in the BOH. However, results showed that the effects of regulation of emotion (ROE) on deep acting were significantly stronger in the BOH than in the FOH.

Relationship-Specific Investment, Guanxi Behavior, and Salesperson-Owned Customer Loyalty Transfer

Customer loyalty has been gaining attention as firms face increasing competition. However, customer loyalty consists of a mixture of loyalty to the firm, as well as to the specific salesperson. By using dyadic data from both buyers and sellers, we investigated the influence of salespersons' and selling firms' behaviors on these 2 types of customer loyalty, and the moderating effect of employees' brand-building behavior in the loyalty transfer process. Our results showed that both salesperson's and selling firm's behaviors can promote the 2 kinds of loyalty, and that salesperson-owned loyalty is positively related to loyalty to the selling firm. Contrary to our prediction, employees' brand-building behavior exerted a significant, negative moderating effect on salesperson-owned loyalty transfer.

Public Employee Acceptance of New Technological Processes: The case of an internal call centre

The present work explores employee acceptance of process innovation in a public administration from a complementary three-fold theoretical perspective, the Technology Acceptance Model (TAM), the Cognitive Model of Satisfaction (CMS) and the Satisfaction-loyalty Model (SLM). The proposed model integrates these approaches, and considers the moderating effect of employees' perceived experience with the new process. Although findings support that behavioural intentions are determined by perceived usefulness, satisfaction and attitude towards the new technology, we find that as employees' perceived experience increases, use intention becomes a routine, and the evaluation of the new process proves irrelevant in terms of usefulness or quality.

The Moderating Effect of Employees’ Growth Need Strength on the Relationship between Job Characteristics and Job Satisfaction

Job characteristics and job satisfaction are positively associated factors in the management literature. Many researchers like Hackman and Oldham (1978) proved moderating effect of employees’ growth need strength on the relationship between the above said variables. This study attempted to find out the extent to which employees’ growth need strength work as moderator in banking sector of Sri Lanka. For the purpose of the study sixty – two employees were randomly selected from three private banks and the main objective of the study is to find out the moderating effect of employees’ growth need strength on the relationship between job characteristics and job satisfaction. Response of samples was processed with the help of the SPSS 13.0 software package. Two hypotheses were set out to explain the research problem; (H1) Employees’ growth Need strength has significant impact on the relationship between job characteristics and job satisfaction. (H2) Employees’ Growth Need Strength works as predictor of job satisfaction of bank employees. First hypothesis was rejected because R square change is not significant but H2 was accepted (r value =0.678).

How Do Perceptions about the Involvement of the Boss’s Wife Affect Organizational Climate? An Empirical Study of Taiwanese Small and Medium Enterprises

This research aims to explore the effect of perceptions of bosses’ wives involvement on the organizational climate and the moderating effect of employees’ personal attributes on the relationship between business involvement of the boss’s wife and organizational climate. For this research, employees of 280 small and medium enterprises in Taiwan were randomly sampled for a questionnaire survey. Results of this research show that bosses’ wives are involved in a wide variety of business administration activities. In addition to the management of financial activities, the involvement of the boss’s wife has a positive effect on the relationships between employees in the organization. Furthermore, employees’ personal attributes were found to have a moderating effect on the relationship between the involvement of the boss’s wife and the organizational climate. Finally, this research made suggestions for the bosses’ wives relating to their involvement in business administration from the aspect of human resource management.

The Integrative Effects of Flexible Work Arrangements and Preferences for Segmenting or Integrating Work and Home Roles

Flexible work arrangements are being offered by an increasing number of organizations for recruitment and retention purposes. However, Person-Environment Fit theory (Edwards, 1996) suggests that flexible work arrangements may not be beneficial for all employees. This study examined the relationship of flexible work arrangement use with employee performance, affective commitment, and turnover intentions, while taking into consideration the moderating effects of employees’ preferences for segmenting or integrating their work and home lives. The sample consisted of 172 employees from eight organizations in Ireland. Marginally significant effects for compressed workweeks were found. Implications for future practitioners and future research are discussed.