Indirect Positive Relationship Research Articles

The Conditional Indirect Effects of Team Mean Harmonious vs. Obsessive Passion on Team Innovation

Relying on the passion and team reflexivity literatures, we examine how team members’ mean passion for innovation is indirectly related to team innovation through their reflexivity as a team and how these indirect effects are strengthened or weakened when members are homogenous in terms of their passion intensity. We predict that the two kinds of passion—harmonious passion (HP), which stems from autonomously viewing innovation as important to one’s identity because of the characteristics of innovation itself, and obsessive passion (OP), which results from the internalization of innovation into one’s identity due to intrapersonal or interpersonal pressure that is uncontrollable—will show different patterns given their distinct nature and influences. The results from a two-wave field study of 131 teams and a three-wave field study of 155 teams consistently supported the differential effects. Specifically, we found that mean HP had a positive indirect relationship with team innovation via team reflexivity, and this indirect effect was more positive when HP diversity was lower rather than higher. On the other hand, the indirect mean OP on team innovation via reflexivity were less negative when OP diversity was higher rather than lower. Our study has important theoretical and practical implications for understanding the effect of passion on innovation in team contexts.

Effects of supervisor bottom-line mentality on subordinate unethical pro-organizational behavior

PurposeThis study aims to examine how supervisor bottom-line mentality (BLM) influences subordinate unethical pro-organizational behavior (UPB), considering the mediating role of subordinate moral disengagement and the moderating role of their power-distance orientation.Design/methodology/approachThe theoretical model was tested using two-wave data collected from employees of five firms in southern China.FindingsSubordinate moral disengagement was found to mediate the positive relationship between supervisor BLM and subordinate UPB. Furthermore, for subordinates with high power-distance orientation, the positive relationship between supervisor BLM and subordinate moral disengagement and the indirect positive relationship between supervisor BLM and subordinate UPB were both strengthened.Practical implicationsFirst, organizations should train their employees to pursue goals ethically based on established standards and policies for acceptable behavior and to punish UPB. Second, organizations should strengthen employees' ethics and reduce their likelihood of moral disengagement. Finally, organizations should create an environment that allows subordinates to question their supervisors’ BLM.Originality/valueFirst, the results demonstrate that supervisor BLM is an antecedent of subordinate UPB. Second, the study sheds important new light on how employees respond to supervisor BLM through cognitive processes. Third, it examines the moderating role of subordinate power-distance orientation between supervisor BLM, moral disengagement and UPB.

Alcohol use and problems among Latinas at risk of an alcohol-exposed pregnancy: The role of acculturation and interpersonal factors

Path analysis was used to examine the role of acculturation, helping relationships, partner status, age, and education on heavy drinking and alcohol problems among 119 Latina adults at risk of an alcohol-exposed pregnancy (AEP). Greater acculturation was positively related to more helping relationships and heavy drinking, and there was an indirect positive relationship between acculturation and alcohol problems. There was also a positive relationship between helping relationships and alcohol problems, and a negative relationship between helping relationships and being partnered. Knowledge of the mechanisms by which acculturation and interpersonal factors influence behavior change can inform potential targets for intervention among Latinas with AEP risk.

Leadership Enhances Affective Organizational Commitment and Knowledge Sharing Behavior: A Comparative Study of Gender Disparity

In this dynamic and technological world, leadership became the backbone of every organization. To understand this contemporary life cycle, the present study reflects the role of male and female leadership in the Private Education sector. The objectives of this study are (1) to investigate the direct and indirect effect of authentic leadership on knowledge sharing behavior through the mediation of commitment, and (2) to compare the gender disparity of leading an organization. Two models are proposed theoretically that test the direct and indirect relationship between authentic leadership and employees’ knowledge sharing behavior; tacit knowledge. This Study addresses two measurement models such as direct and indirect effects using Mplus (structural equation modeling). This study employed a quantitative research design. For this purpose, the study administers 455 survey Questionnaires among the private school teachers in district Shiekhupura, Pakistan but in turn, 377 proved validly and fully answered. The Study found the direct significant and positive relationships among authentic leadership, commitment, and employees’ knowledge sharing behavior. In addition, the study found the indirect significant and positive relationship between authentic leadership and knowledge sharing behavior that represents partial mediation. Moreover, this study reflects that the male gender leadership directly impresses teachers’ commitment and knowledge sharing more than female gender leadership. On the other way, female gender leadership indirectly influences knowledge sharing more than the male gender. So, it could say that the teachers were directly more committed and shared more knowledge by male gender leadership. But in the case of female gender leadership, the teachers give priority to the commitment and then share knowledge. Educational institutions should hire competent and efficient headteachers to facilitate the teachers in turn; there will be good collaboration among them about sharing knowledge. In addition, the teachers will be committed to their institution.

The Impact of Social Motivations on Word-of-Mouth Generation by Japanese Consumers

The authors examine the role of three social motivations (social bonding, social comparison, and the sharing of social norm information) in generating word-of-mouth (WOM) among consumers in a culture (Japan) where many consumers have an interdependent construal of self. Based on existing discussions of East Asian cultures in general and Japanese culture in particular, the authors hypothesized that these social motivations would be positively associated with the generation of WOM among Japanese consumers. To test these hypotheses, the authors surveyed 618 Japanese mothers who had purchased products designed to protect the health, safety, or well-being of their children. The resulting data were analyzed using structural equation modeling. Findings indicate that, among Japanese consumers, the generation of both positive and negative word-of-mouth is a function of the desire to share social information. In addition, positive WOM is positively related to the desire for social comparison, while negative WOM is positively related to the desire for social bonding. Finally, the desire for social bonding has positive and significant indirect relationships with both positive and negative WOM.

Perceived Cognitive Diversity and Creativity: A Multilevel Study of Motivational Mechanisms and Boundary Conditions

AbstractAdopting a motivational perspective on creativity, we theorized when and how perceived cognitive diversity in teams was associated with creativity by focusing on the mediating role of intrinsic motivation and the moderating role of learning orientation. We further expanded our contribution by examining these relationships at both the individual and team levels. We used a sample of 382 Chinese employee–supervisor pairs nested within 106 teams to test our hypotheses. The results revealed that, at both the individual and team levels, learning goal orientation significantly moderated the positive association between perceived cognitive diversity and intrinsic motivation such that the latter relationship became stronger as learning goal orientation increased. Furthermore, our findings confirmed that learning goal orientation enhanced the indirect positive relationship between perceived cognitive diversity and creativity through intrinsic motivation.

The roles of emotion regulation difficulties and impulsivity in the associations between borderline personality disorder symptoms and frequency of nonprescription sedative use and prescription sedative/opioid misuse

Despite evidence of a strong relationship between borderline personality disorder (BPD) and substance use problems in general, little research has examined the associations of BPD symptoms with the misuse of sedatives or opioids, and no studies have explored possible factors that may underlie these associations. Thus, this study examined the relationships of BPD symptoms (i.e., the number of BPD criteria with threshold ratings on a diagnostic interview) to nonprescription sedative use, nonprescription opioid use, and prescription sedative/opioid misuse among 194 patients with alcohol and/or cocaine dependence in a residential substance use disorder treatment facility, as well as the roles of two theoretically-relevant factors in these relationships: emotion regulation (ER) difficulties and impulsivity facets. We found significant positive associations between BPD symptoms and nonprescription sedative use, nonprescription opioid use, and prescription sedative/opioid misuse. We also found significant positive indirect relationships of BPD symptoms to nonprescription sedative use through ER difficulties, ab = 0.04, 95% CI [0.003, 0.09], and to prescription sedative/opioid misuse through two facets of impulsivity: lack of perseverance, ab = 0.05, 95% CI [0.01, 0.11], and negative urgency, ab = 0.03, 95% CI [0.002, 0.07]. Findings highlight the differential relevance of ER difficulties and impulsivity dimensions to the relationships of BPD symptoms to nonprescription sedative use and prescription sedative/opioid misuse, respectively, among patients with alcohol and/or cocaine dependence.

Linking the online destination brand experience and brand credibility with tourists’ behavioral intentions toward a destination

Abstract Even though concepts such as brand experience and online brand credibility are critical in destination marketing strategies, there have been no previous studies that have analyzed their relationships and influence on tourists' behavioral intentions. This paper develops a multimethod approach using a projective technique, an online experiment, and a multigroup analysis with five official destination platforms (the website, Facebook, Instagram, Twitter, and YouTube). The results confirm positive direct and indirect relationships among online destination brand experience (BE), perceived online destination brand credibility (PODBC), and users’ behavioral intentions toward the destination (intentions to visit/recommend). The multigroup analysis that was conducted revealed that users who had not visited the destination shaped their behavioral intentions by assigning a greater importance to the online destination BE than did those who had physically visited the destination. Conversely, users who had visited the destination showed a higher intensity in the path between PODBC and behavioral intentions.

Leading with moral courage: The interplay of guilt and courage on perceived ethical leadership and group organizational citizenship behaviors

AbstractThis study uses a moderated mediation model to investigate the role of leaders’ moral courage and guilt in promoting group‐level organizational citizenship behavior (OCB). Based on the idea that leaders model ethical behavior among followers, we examine whether leaders’ display of morally laden emotions weaken follower perceptions of ethical leadership, thus disrupting the influence of moral courage on followers. Two independent studies examined the proposed model. Study 1 used an experimental design to examine leaders’ moral displays, testing the interactive effects of leader moral courage, and guilt on follower perceptions of ethical leadership. Study 2 used a multisource field study with 100 leaders and 336 subordinates to explore how a leader displays of courage and guilt influenced group‐level OCB, mediated by ethical leadership. Consistent with our theoretical model, we find an indirect positive relationship between a leader’s moral courage and group OCB. However, we also find that this effect is weakened by displays of guilt by the leader.

Beyond Dutch Disease: Are there mediators of the mining–tourism nexus?

In recent years, significant work has emerged exploring the relationship between tourism and mining. Generally, the relationship is considered to be negative, the result of crowding out of tourism during mining booms. However, the relationship is likely to be more complicated with mining affecting tourism both directly and indirectly. The indirect effects arise from the mediation role played by foreign direct investment (FDI), governance quality, trade and the real exchange rate. To verify this hypothesis, this article uses an unbalanced panel data set that covers 190 countries over the 2002–2017 period. A structural equation model is used to account for the mediating relationships. The results show a direct negative relationship between natural resource intensity and international tourist arrivals, as well as indirect positive relationship mediated by FDI partially offset by an indirect negative relationship mediated by governance.

The Impact of Managerial Support on the Association Between Pay Satisfaction, Continuance and Affective Commitment, and Employee Task Performance

This research study explores the moderating effect of managerial support and mediating effect of continuance and affective commitment on the association of employees’ pay satisfaction and their task performance. Data were collected from the university’s faculty members of Kingdom of Saudi Arabia ( N = 610) at two phases in time through random sampling technique. For data analysis, descriptive statistics, Pearson’s correlation analysis, and Preacher and Hayes’s PROCESS macro were utilized. The result showed that commitment positively mediates the relationship between pay satisfaction and manager-rated task performance, whereas pay satisfaction has an indirect positive relationship with task performance through continuance and affective commitment and was stronger in faculty having high managerial support. The continuance commitment mediation for the relationship of pay satisfaction and task performance is stronger compared with the mediation of affective commitment for the same relationship. This study provides a significant contribution to the literature of pay satisfaction by proposing and analyzing the associations between pay satisfaction and task performance as mediated by forms of organizational commitment and first- and second-order moderation of managerial support. The current study adds to the limited research on the effect of managerial support and commitment on the association of pay satisfaction and their task performance in higher education sector of Saudi Arabia.

Direct and Indirect Influence of HRM Practices on Employee Performance and Turnover Intention

This study attempted to narrow the dearth in the literature with regard to the influence of human resource management (HRM) practices on employees. The study, using a sample of clerical front liners in service-based cooperatives in West Malaysia revealed that HRM practices (training and development, performance appraisal, communication and participation, and rewards) had a significant direct positive and indirect positive relationship with employee performance. The indirect relationship was mediated by affective organisational commitment. In contrast, HRM practices only had an indirect relationship with turnover intention, mediated by affective organisational commitment. Affective supervisory commitment did not mediate the relationship between HRM practices and employee performance nor the relationship between HRM practices and turnover intention. The results suggested that HRM practices can enhance employee performance directly as well as indirectly, through fostering affective organisational commitment. In addition, HRM practices can reduce turnover intention only indirectly through enhancing affective organisational commitment.

Mediating mechanisms linking developmental feedback with employee creativity

PurposeThe purpose of this paper is to investigate mediating mechanisms linking leaders’ developmental feedback with employee creativity and the moderating role of intrinsic motivation in the effects of employees’ skills on employee creativity.Design/methodology/approachUsing data collected from 326 employees at information technology organizations in Vietnam, this study tested the hypotheses by using structural equation modeling.FindingsThe results show that leaders’ developmental feedback has a positive indirect relationship with employee creativity via creativity-relevant skills, domain-relevant skills and intrinsic motivation. There are no significant differences in the effects of developmental feedback on employee creativity through proposed mediators. Further, intrinsic motivation positively moderates the impact of domain-relevant skills on employee creativity. However, intrinsic motivation does not moderate the effect of creativity-relevant skills on employee creativity.Originality/valueThis research is one of the first efforts to investigate intrinsic motivation as a motivational mechanism as well as creativity-relevant skills and domain-relevant skills as cognitive mechanisms for understanding the relationship between leaders’ developmental feedback and employee creativity. This research also examines how intrinsic motivation moderates the effects of employees’ skills on employee creativity.

Diversity of social ties and creativity: Creative self-efficacy as mediator and tie strength as moderator

How does diversity of social ties influence creativity? Moving beyond the information argument, we theorize creative self-efficacy as a motivational explanation for the relationship between diversity of social ties and creativity. We further posit tie strength as a boundary condition for this mechanism. We collected social ties data from 309 employees and creativity data from 98 direct supervisors. Results showed that diversity of social ties had a direct positive relationship with creative self-efficacy and an indirect positive relationship with employee creativity via creative self-efficacy. These direct and indirect relationships were fortified when tie strength was reinforced. We contribute to and advance theory development by identifying and testing creative self-efficacy as a motivational mechanism for diversity of social ties. We show the importance of diversity of social ties and tie strength and their synergistic role in the motivational process linking social ties to creativity.

Linking Ambidextrous Organizational Culture to Innovative Behavior: A Moderated Mediation Model of Psychological Empowerment and Transformational Leadership.

Research into innovative behavior is not new, but its importance for organizational effectiveness has become even more evident in recent years. However, the psychological processes and underlying mechanism concerning how and why innovative behavior occurs within an organization still invite more investigation. The present study considers ambidextrous organizational culture as a pro-innovation culture and proposes that it can be perceived by employees, which leads to their innovative behavior. This study adds clarity by exploring the impact of perceived ambidextrous organizational culture on employees’ reactions related to innovation via the intermediate mechanism of psychological empowerment and the moderating condition of transformational leadership. Hypotheses are derived from a motivational perspective based on self-determination theory. Results are based on data collected from 647 Chinese employee-supervisor dyads. This study finds that employees’ perceptions of ambidextrous organizational culture have an indirect effect on innovative behavior through psychological empowerment. Specifically, the positive indirect relationship is amplified when transformational leadership is at a higher level. Our findings show how the mediating mechanism of psychological empowerment and the moderating condition of transformational leadership work together to improve innovation by individuals. The findings reveal several ways in which organizations can strategically focus on their cultural and supervisory training, such as applying this model to improve employees’ outcome related to innovation.

Engaging in open innovation: The mediating role of work engagement in the relationship between transformational and transactional leadership and the quality of the open innovation process as perceived by employees

This study contributes to the literature on open innovation by addressing the scarcity of individual-level literature and insight into the human side of open innovation. Specifically, it examines the relationships between transactional and transformational leadership on the one hand and the quality of the open innovation process as perceived by employees on the other, and whether these relationships are (partly) mediated by employees’ work engagement. Hypotheses were tested using partial least squares structural equation modelling analysis on a bootstrapped sample ( n = 173) of employees in various organizations. Transformational leadership was shown to have a positive direct and indirect relationship with open innovation, partly mediated by engagement. Additionally, this study provides guidance for managers on how to enhance the employee’s perspective on the open innovation process through transformational leadership behaviour and work engagement.

Are Those with Darker Personality Traits more Willing to Corrupt When They Feel Anxious

This unprecedented research endeavors to investigate the relationship between dark personality traits (i.e., narcissism, Machiavellianism, and psychopathy) and corruption intention through the mediation of anxiety. Based on the resource conservation theory, it is hypothesized that those higher in dark personality traits are more inclined to corrupt when they feel anxious. Having collected data in the south of Iran from 273 employees of various organizations at two-time points in 2017 and 2018, five months apart, the authors conducted confirmatory factor analysis and used Structural Equation Modeling (SEM) to acquire the results. In Formative SEM, sub-constructs are considered separately since they may have diverse effects and causes, and hence, require to be considered as disparate variables (Srivastava et al. 2001) and this method is used in various studies in high-quality journals (e.g., Tang et al., 2018; Gentina et l., 2018; Gentina & Tang, 2018). In the formative SEM model, based on the data analysis, Dark Triad was formed through high narcissism and Machiavellianism and low psychopathy. The findings revealed that the Dark Triad bears a significant indirect positive relationship with corruption intention through anxiety. Anxiety acts as a full mediator between Dark Triad and corruption intention. All in all, this study extended previous research by providing evidence that anxiety can contribute to corruption intention for those with Dark Triad traits.

Examining the overarching factors of clients’ loyalty based on the mobile insurance typology

Background: The mobile insurance industry plays a crucial role in the insurance ecosystem of developing countries, yet the overarching factors that impinge on and shape clients’ behavioural intentions towards service providers have not been given the necessary attention they deserve.Objectives: This study explores the role of corporate identity, clients’ satisfaction, Service Quality (SERQUAL) and institutional-based trust in shaping clients’ loyalty (CL) towards mobile insurance (M-insurance) service providers.Method: Structural equation modelling (SEM) was used to analyse a total of 334 questionnaires obtained from clients of selected M-insurance service points in Accra, Ghana.Results: Our results indicate that SERQUAL, institutional-based trust, satisfaction and corporate identity, corroboratively, impact positively on CL within the M-insurance ecosystem, albeit in varied proportions. The results also demonstrate a high degree of causality among SERQUAL, institutional-based trust and corporate identity.Conclusion: SERQUAL has both direct and indirect significant positive relationships with CL. Thus, in order for M-insurance service providers to attract and retain clients, the former must pay a great deal of attention to SERQUAL owing to its striking halo effects.

Why and for whom does the pressure to help hurt others? Affective and cognitive mechanisms linking helping pressure to workplace deviance

AbstractScholars are paying increasing attention to the “dark side” of citizenship behavior. One aspect of this dark side that has received relatively scant attention is “helping pressure”—an employee's perception that s/he is being encouraged to, or otherwise feels that s/he should, enact helping behavior at work. Drawing from theory associated with work stress, we examine affective and cognitive mechanisms that potentially explain why helping pressure, counterintuitively, may lead employees to engage in deviant behavior instead. Beyond examining these possible mechanisms, we also answer calls to identify a potential buffer to these effects. Drawing from self‐determination theory, we examine how an employee's intrinsic motivation for citizenship may lessen the deleterious consequences of helping pressure at work. In two studies (a within‐individual experience‐sampling study and a two‐wave between‐individual study), we find consistent evidence that helping pressure has a positive indirect relationship with deviant behavior through increased negative affect. Further, we find evidence that intrinsic motivation for citizenship weakens the positive relationship of helping pressure with negative affect, buffering the indirect effect on subsequent deviant behavior. Theoretical and practical implications of these findings for the study of helping pressure at work are discussed.

The Effect of Parents of Parents of the Parents and the Position of Children with Family Strengths on Self-Assistance of TK Children in the Group of Bangkari Kelompok B Palangkaraya

The purpose of the study was to determine the effect of parenting and child position on family attachment to the independence of children in the Palangka Raya sun group TK B group Jekan Raya sub-district, Palangkaraya city. The approach of this research uses quantitative with expalatory method, namely causation. The population of this study amounted to 118 with proportional sampling techniques with a sample of 92 people. The research instrument used a questionnaire, data analysis using regression analysis and path analysis. The results showed that path analysis showed that the results of the level of contribution from the path analysis from the direct relationship of parenting through family attachment to independence was found to be the level of the indirect relationship is 0.247 x 0.928 = 0.229, the indirect relationship is a positive indirect relationship of parenting old through family attachment to independence is 0.229. This means that there is an indirect relationship between parenting through family attachment to independence in the Palangka Raya sun group TK B group, Jekan Raya sub-district, Palangkaraya city. The results of r square analysis show that 0.875 = 87.5% gives the effect of family attachment to children's independence. The results of the path analysis from the direct relationship of parenting through family attachment to independence with Standardized Coefficients beta amounted to 0.304 and 0.929, it can be seen the level of indirect relationship is 0.304 x 0.929 = 0.229 then the indirect relationship is a positive indirect relationship pattern Parental care through family attachment to independence is 0.229. The results of r square analysis show that 0.886 = 88.6% gives the influence of the position of the child through family attachment to the independence of the child.