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Lee MCC, Ding AYL. The Relationship Between Market Culture, Clan Culture, Benevolent Leadership, Work Engagement, and Job Performance: Leader's Dark Triad as a Moderator. Psychol Rep 2024; 127:887-911. [PMID: 35981716 DOI: 10.1177/00332941221121564] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Benevolent leadership is one of the leadership styles which provides a positive influence on employees. However, the current leadership literature has yet to investigate how benevolent leadership leads to job performance, the processes involved, the relationship between organizational culture and benevolent leadership, and the role of dark side of leaders in affecting this relationship. Using the leader-culture fit framework within an Eastern context, the current study first investigates the relationship between benevolent leadership and job performance through work engagement. The study then compares two contrasting organizational culture (i.e., market culture and clan culture) on benevolent leadership. Finally, the study investigates how leaders' dark triad affects the relationship between organizational culture and benevolent leadership. 374 full-time white-collar employees (Males = 54.01%; Mean age: 32.7 years) from various private organizations within the service industry participated in this study. The results showed that work engagement mediated benevolent leadership and job performance. Market culture showed a negative relationship with benevolent leadership while clan culture showed a positive relationship with benevolent leadership. Benevolent leadership mediated clan culture (but not market culture) and work engagement. Under a high market culture with a high dark triad leader, benevolent leadership is at its lowest level. Under a high clan culture with a low dark triad leader, benevolent leadership is at its highest level. The findings suggest the importance of benevolent leadership within a clan culture (rather than market culture), in aligning with the leader-culture fit framework in increasing employees' work engagement and job performance.
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Affiliation(s)
| | - Alyssa Y L Ding
- Department of Psychology, Sunway University, Petaling Jaya, Malaysia
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Borrelli I, Rossi MF, Melcore G, Perrotta A, Santoro PE, Gualano MR, Moscato U. Workplace Ethical Climate and Workers' Burnout: A Systematic Review. CLINICAL NEUROPSYCHIATRY 2023; 20:405-414. [PMID: 38089739 PMCID: PMC10712296 DOI: 10.36131/cnfioritieditore20230502] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Subscribe] [Scholar Register] [Indexed: 04/22/2025]
Abstract
OBJECTIVE Workplace ethics is a central theme in occupational health; an ethical climate aims to implement and uphold standards of integrity and fairness. Furthermore, the correlation between ethical climate and burnout has been highlighted in several studies, and the impact of a negative ethical climate in the workplace has been reported to affect workers' mental health and job performances, resulting in increased burnout incidence. The aim of this systematic review is to assess the relationship between ethical climate and burnout in the workplace. METHOD This review was conducted following the PRISMA statements. Three databases were screened, including research articles written in the English language during the last 10 years, investigating the relationship between burnout and ethics in the workplace. The quality of articles was assessed with the Newcastle-Ottawa Scale. RESULTS 1153 records were found across three databases; after duplicate removal and screening for title and abstract, 46 manuscripts were screened by full text, resulting in 13 included studies. The majority of the included studies were performed on healthcare workers (n=7, 53.8%), and with a majority of female participants (n=9, 69.2%). Most of the included studies (n=9, 69.2%) evaluated the correlation between ethical climate and burnout, while the other four (n=4, 30.8%) evaluated ethical leadership. Four studies reported a positive correlation between ethics and work engagement. Two studies highlighted that an ethical workplace climate reduced turnover intention. CONCLUSIONS Ethical climate plays an important role in burnout mitigation in workers and in improving work engagement, thus helping to reduce turnover intentions. Since all of these variables have been reported to be present in clusters of workers, these aforementioned factors could impact entire workplace organizations and their improvement could lead to a better work environment overall, in addition to improving the single factors considered. Further studies are needed to investigate the role of ethical climate in the workplace.
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Affiliation(s)
- Ivan Borrelli
- Section of Occupational Health, Department of Life Sciences and Public Health, Università Cattolica del Sacro Cuore, Rome, Italy
- Center for Global Health Research and Studies, Università Cattolica del Sacro Cuore, Rome, Italy
| | - Maria Francesca Rossi
- Section of Occupational Health, Department of Life Sciences and Public Health, Università Cattolica del Sacro Cuore, Rome, Italy
| | - Giuseppe Melcore
- Section of Occupational Health, Department of Life Sciences and Public Health, Università Cattolica del Sacro Cuore, Rome, Italy
| | - Antogiulio Perrotta
- Department of Prevention, U.O.S.T. Interdistrettuale Ambienti di Lavoro Ambito Sud, Asl Salerno, Italy
| | - Paolo Emilio Santoro
- Section of Occupational Health, Department of Life Sciences and Public Health, Università Cattolica del Sacro Cuore, Rome, Italy
- Center for Global Health Research and Studies, Università Cattolica del Sacro Cuore, Rome, Italy
- Department of Woman and Child Health and Public Health, Fondazione Policlinico Universitario A. Gemelli IRCCS, Roma, Italy
| | - Maria Rosaria Gualano
- Department of Woman and Child Health and Public Health, Fondazione Policlinico Universitario A. Gemelli IRCCS, Roma, Italy
- Saint Camillus International University of Health Sciences, UniCamillus, Rome, Italy
- Leadership in Medicine Research Center, Università Cattolica del Sacro Cuore, Rome, Italy
| | - Umberto Moscato
- Section of Occupational Health, Department of Life Sciences and Public Health, Università Cattolica del Sacro Cuore, Rome, Italy
- Center for Global Health Research and Studies, Università Cattolica del Sacro Cuore, Rome, Italy
- Department of Woman and Child Health and Public Health, Fondazione Policlinico Universitario A. Gemelli IRCCS, Roma, Italy
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Cheteni P, Shindika ES. Managers’ perception of ethics in public entities and service delivery using the corporate virtue scale. AFRICAN JOURNAL OF SCIENCE, TECHNOLOGY, INNOVATION AND DEVELOPMENT 2023. [DOI: 10.1080/20421338.2023.2176622] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/10/2023]
Affiliation(s)
- Priviledge Cheteni
- Department of Sociology, University of Fort Hare, East London, South Africa
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Lin Y, Ameyaw MA, Zhang Q, Sun B, Li W. The relationship between teacher professional identity and burnout amid the pandemic: A moderated mediation model. Front Public Health 2022; 10:956243. [PMID: 36620242 PMCID: PMC9810985 DOI: 10.3389/fpubh.2022.956243] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/30/2022] [Accepted: 11/29/2022] [Indexed: 12/24/2022] Open
Abstract
Background Teacher burnout is affected by personal and social factors. COVID-19 has greatly impacted teachers' physical and mental health, which could aggravate teacher burnout. Purpose Based on the JD-R model, this study aims to investigate the relationship between teacher professional identity (TPI) and job burnout during the COVID-19 pandemic, and examine the moderating roles of perceived organizational support (POS) and psychological resilience (PR) in these relationships among primary and secondary school teachers in China. Methods A total of 3,147 primary and secondary school teachers participated in this study. Findings Work engagement played a mediating role in the relationship between professional identity and burnout; when the POS and PR scores were high, the predictive coefficient of TPI on burnout was the largest. Originality This study tested the mechanism underlying the relationship between TPI and burnout, and explored the protective factors of burnout. Implications This study supports the applicability of the JD-R model during COVID-19 and provides ideas for teachers to reduce burnout.
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Affiliation(s)
- Yishan Lin
- College of Teacher Education, Zhejiang Normal University, Jinhua, China,College of Psychology, Zhejiang Normal University, Jinhua, China,Research Center of Tin Ka Ping Moral Education, Zhejiang Normal University, Jinhua, China,Key Laboratory of Intelligent Education Technology and Application of Zhejiang Province, Zhejiang Normal University, Jinhua, China
| | - Moses A. Ameyaw
- College of Teacher Education, Zhejiang Normal University, Jinhua, China,College of Psychology, Zhejiang Normal University, Jinhua, China,Research Center of Tin Ka Ping Moral Education, Zhejiang Normal University, Jinhua, China,Key Laboratory of Intelligent Education Technology and Application of Zhejiang Province, Zhejiang Normal University, Jinhua, China
| | - Qinhan Zhang
- College of Teacher Education, Zhejiang Normal University, Jinhua, China
| | - Binghai Sun
- College of Teacher Education, Zhejiang Normal University, Jinhua, China,College of Psychology, Zhejiang Normal University, Jinhua, China,Research Center of Tin Ka Ping Moral Education, Zhejiang Normal University, Jinhua, China,Key Laboratory of Intelligent Education Technology and Application of Zhejiang Province, Zhejiang Normal University, Jinhua, China,*Correspondence: Binghai Sun
| | - Weijian Li
- College of Teacher Education, Zhejiang Normal University, Jinhua, China,College of Psychology, Zhejiang Normal University, Jinhua, China,Research Center of Tin Ka Ping Moral Education, Zhejiang Normal University, Jinhua, China,Key Laboratory of Intelligent Education Technology and Application of Zhejiang Province, Zhejiang Normal University, Jinhua, China,Weijian Li
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Ouyang C, Zhu Y, Ma Z, Qian X. Why Employees Experience Burnout: An Explanation of Illegitimate Tasks. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19158923. [PMID: 35897289 PMCID: PMC9331255 DOI: 10.3390/ijerph19158923] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/09/2022] [Revised: 07/18/2022] [Accepted: 07/19/2022] [Indexed: 12/10/2022]
Abstract
Among the many workplace stressors, a new type of stressor has been identified: illegitimate tasks. This newly identified type of stressor refers to work tasks that do not meet employee role expectations and constitute a violation of professional identity. To investigate illegitimate tasks’ mediating mechanisms and boundary conditions on job burnout, we examined a cross-level first-stage moderated mediation model with the collective climate as a moderator and psychological entitlement as a mediator. Grounded in the job demands–resources model (JD-R) and justice theory, the current study uniquely posits that illegitimate tasks can lead to burnout by way of psychological entitlement; however, this effect is less where collective climate is higher. Data were collected from 459 employees on 89 teams at enterprises in China. The results of the analysis, using HLM, MPLUS and SPSS revealed that illegitimate tasks stimulated employees’ psychological entitlement and led to job burnout. While employees’ psychological entitlement played a partially mediating role between illegitimate tasks and job burnout, a collective climate could weaken the stimulating effect of illegitimate tasks on employees’ psychological entitlement and then negatively affect the mediating effect of psychological entitlement between illegitimate tasks and burnout. The study reveals the antecedents of burnout from the perspective of job tasks and psychological entitlement, offers practical insight into the mechanism of illegitimate tasks on employee job burnout and recommends that organizations develop a collective climate to reduce employees’ psychological entitlement and job burnout for steady development of the enterprise.
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Im H. Come Work With Us: Inclusivity, Performance, Engagement, and Job Satisfaction as Correlates of Employer Recommendation. JOURNAL OF PERSONNEL PSYCHOLOGY 2022. [DOI: 10.1027/1866-5888/a000305] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract: Employee referral is a critical component of talent acquisition. Yet, its underlying correlates remain understudied. Using three years of annual surveys of US public employees ( n2019 = 1,133, n2020 = 1,190, n2021 = 1,330), the results showed that perceptions of workplace inclusion culture and leadership performance orientation were positively associated with employee engagement, which, in turn, was associated with job satisfaction. Engagement and job satisfaction were positively associated with employer recommendation, sequentially linking the conceptual indirect effects of inclusion culture and performance orientation on willingness to recommend one’s workplace. Utilizing even short employee surveys may yield notable insights for administration to model employee referral and recommendation intentions.
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Affiliation(s)
- Hohjin Im
- Department of Psychological Science, University of California, Irvine, CA, USA
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Boelhouwer IG, Vermeer W, van Vuuren T. Work Ability, Burnout Complaints, and Work Engagement Among Employees With Chronic Diseases: Job Resources as Targets for Intervention? Front Psychol 2020; 11:1805. [PMID: 32849067 PMCID: PMC7424075 DOI: 10.3389/fpsyg.2020.01805] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/08/2020] [Accepted: 06/30/2020] [Indexed: 01/22/2023] Open
Abstract
PURPOSE The aim of this study was to investigate the occupational well-being among employees with chronic diseases, and the buffering effect of four job resources, possibly offering targets to enhance occupational well-being. METHOD This cross-sectional study (N = 1951) was carried out among employees in educational and (semi-)governmental organizations in the Netherlands. The dimensions of the survey were chronic diseases (i.e., physical, mental, or both physical and mental), occupational well-being (i.e., work ability, burnout complaints, and work engagement), and job resources (i.e., autonomy, social support by colleagues, supportive leadership style, and open and communicative culture). First, it was analyzed if chronic diseases were associated with occupational well-being. Second, it was analyzed if each of the four job resources would predict better occupational well-being. Third, possible moderation effects between the chronic disease groups and each job resource on occupational well-being were examined. Regression analyses were used, controlling for age. RESULTS Each chronic disease group was associated with a lower work ability. However, higher burnout complaints and a lower work engagement were only predicted by the group with mental chronic diseases and by the group with both physical and mental chronic disease(s). Furthermore, all four job resources predicted lower burnout complaints and higher work engagement, while higher work ability was only predicted by autonomy and a supportive leadership style. Some moderation effects were observed. Autonomy buffered the negative relationship between the chronic disease groups with mental conditions (with or without physical conditions) and work ability, and the positive relationship between the group with both physical and mental chronic disease(s) and burnout complaints. Furthermore, a supportive leadership style is of less benefit for occupational well-being among the employees with mental chronic diseases (with or without physical chronic diseases) compared to the group employees without chronic diseases. No buffering was demonstrated for social support of colleagues and an open and communicative organizational culture. CONCLUSION Autonomy offers opportunities to reinforce occupational well-being among employees with mental chronic diseases. A supportive leadership style needs more investigation to clarify why this job resource is less beneficial for employees with mental chronic diseases than for the employees without chronic diseases.
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Affiliation(s)
- Ingrid G. Boelhouwer
- Department of Applied Psychology, Amsterdam University of Applied Sciences, Amsterdam, Netherlands
| | - Willemijn Vermeer
- Department of Applied Psychology, Amsterdam University of Applied Sciences, Amsterdam, Netherlands
| | - Tinka van Vuuren
- Faculty of Management, Open University of The Netherlands, Heerlen, Netherlands
- Loyalis Knowledge & Consult, Heerlen, Netherlands
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Hernández A, González-Romá V, Oltra R. The non‐linear influence of the frequency of interactions between team managers and team members on positive team mood: a moderated model. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1111/joop.12313] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Kakkar S, Dash S, Vohra N, Saha S. Engaging employees through effective performance management: an empirical examination. BENCHMARKING-AN INTERNATIONAL JOURNAL 2020. [DOI: 10.1108/bij-10-2019-0440] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposePerformance management systems (PMS) are integral to an organization's human resource management but research is ambivalent on their positive impact and the mechanism through which they influence employee behavior. This study fills this gap by positing work engagement as a mediator in the relationship between perceptions of PMS effectiveness, employee job satisfaction and turnover intentions.Design/methodology/approachThe study uses a survey-based design. Data were collected from 322 employees in India attending a management development program at a premier business school. Partial least squares–based structure equation modeling package ADANCO was used for data analysis.FindingsPositive perception of PMS effectiveness was found to enhance employee work engagement. This increased job satisfaction and reduced turnover intentions among employees. Thus, work engagement mediated the relationship between PMS perceptions and job satisfaction and turnover intentions.Practical implicationsThe results suggest that organizations need to focus on three characteristics of PMS, namely its distinctiveness, consistency and consensus. These characteristics determine the effectiveness of PMS in engaging employees and influencing their job satisfaction and turnover intentions.Originality/valuePrior studies on performance management have largely been limited to aspects of justice and focused disproportionately on the appraisal aspect of performance management. This study takes a systems view of performance management and addresses prior shortcomings by examining the role of clarity and horizontal fit between PMS practices in determining employee engagement. The study also provides much needed empirical support to theoretical studies which have argued that PMS is a driver of engagement in organizations (Gruman and Saks, 2011; Mone and London, 2014).
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Ethical Leadership and Young University Teachers' Work Engagement: A Moderated Mediation Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 17:ijerph17010021. [PMID: 31861414 PMCID: PMC6981551 DOI: 10.3390/ijerph17010021] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/14/2019] [Revised: 12/12/2019] [Accepted: 12/14/2019] [Indexed: 01/07/2023]
Abstract
This paper aims to examine the mediating role of organizational trust in the relationship between ethical leadership and young teachers’ work engagement, and the moderating effect of supervisor–subordinate (S–S) guanxi. S–S guanxi is a special interpersonal relationship in Chinese organizations. The sample in this study comprises 205 young teachers from 15 Chinese universities. The results reveal that organizational trust mediates the relationship between ethical leadership and young teachers’ work engagement. Moreover, S–S guanxi strengthens the positive relationship between organizational trust and young teachers’ work engagement, and the indirect effect of ethical leadership on young teachers’ work engagement through organizational trust. Based upon these findings, several theoretical and practical implications are discussed.
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Dutta D, Mishra SK, Varma A. Predictors of job pursuit intention across career stages: a multi-phase investigation. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1080/09585192.2019.1651376] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
| | | | - Arup Varma
- Quinlan School of Business, Loyola University Chicago, Chicago, IL, USA
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ABREU-CRUZ L, BORGES-ANDRADE JE, PORTO JB, VICTORINO L. To understand and analyze an organization´s culture: Theoretical and methodological choices in two decades of research in Brazil. ESTUDOS DE PSICOLOGIA (CAMPINAS) 2019. [DOI: 10.1590/1982-0275201936e180103] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
Abstract Despite the popularity of the organizational culture construct in the organizational psychology´s practice, it is important to scrutinize the theoretical and methodological quality standards of its principles in Brazil. The present study investigated 27 articles targeting at an organization´s culture, in 18 psychology and administration top-ranked journals, issued between 1996 and 2017. The articles were classified by their theoretical and methodological characteristics, such as type of data analysis, culture definitions, among others, to be further quantified and qualitatively reviewed. The trends were discussed in face of organizational culture´s global literature standards, and according to the characteristics of national organizational behavior literature. Special attention was recommended to the alignment between method and epistemology, as well as to a convergence towards global literature´s new developments.
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Perry SJ, Rubino C, Hunter EM. Stress in remote work: two studies testing the Demand-Control-Person model. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1487402] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
Affiliation(s)
| | - Cristina Rubino
- California State University, Northridge, Northridge, CA, USA
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Nelson RG, Rutherford JN, Hinde K, Clancy KBH. Signaling Safety: Characterizing Fieldwork Experiences and Their Implications for Career Trajectories. AMERICAN ANTHROPOLOGIST 2017. [DOI: 10.1111/aman.12929] [Citation(s) in RCA: 80] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Robin G. Nelson
- Department of Anthropology; Santa Clara University; Santa Clara CA 95053 USA
| | - Julienne N. Rutherford
- Department of Women, Children, and Family Health Science; University of Illinois at Chicago; Chicago IL 60402 USA
| | - Katie Hinde
- School of Human Evolution and Social Change; Arizona State University; Tempe AZ 85287 USA
| | - Kathryn B. H. Clancy
- Department of Anthropology; University of Illinois at Urbana-Champaign; Urbana IL 61801 USA
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Lu H, Chen H, Du W, Long R. Moral Values Congruence and Miners' Policy Following Behavior: The Role of Supervisor Morality. SCIENCE AND ENGINEERING ETHICS 2017; 23:769-791. [PMID: 27663462 DOI: 10.1007/s11948-016-9812-z] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 04/09/2016] [Accepted: 07/21/2016] [Indexed: 06/06/2023]
Abstract
Ethical culture construction is beneficial to maximize policy following behavior (PFB) and avoid accidents of coal miners in an economic downturn. This paper examines the congruence between coal mine ethical culture values (ECVs) and miners' moral values (MVs) and the relationship with PFB. To shed light on this relationship, supervisor moral values (SMVs) act as a key moderator. We build on the initial structure of values to measure ECVs, MVs, and SMVs. At the same time, available congruence was defined to describe the relationship between the two values. Drawing upon a survey of 267 miners in Chinese large state-owned coal mining enterprises, results revealed that ECVs-MVs congruence had a linear relationship with intrinsic PFB (IPFB) and a non-linear relationship with extrinsic PFB. These findings demonstrate that SMVs had a moderating effect on the relationship between ECVs-MVs congruence and extrinsic PFB. Thus, we continued to calculate the available congruence scope in tested enterprises. Furthermore, this study gives relative management proposals and suggestions to improve miners' moral standards and to reduce coal mine accidents.
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Affiliation(s)
- Hui Lu
- School of Management, China University of Mining and Technology (CUMT), Room A521, Nanhu Campus, South Sanhuan Road, Xuzhou, 221116, China
| | - Hong Chen
- School of Management, China University of Mining and Technology (CUMT), Room A506, Nanhu Campus, South Sanhuan Road, Xuzhou, 221116, China.
| | - Wei Du
- School of Management, China University of Mining and Technology (CUMT), Nanhu Campus, South Sanhuan Road, Xuzhou, 221116, China
| | - Ruyin Long
- School of Management, China University of Mining and Technology (CUMT), Room A504, Nanhu Campus, South Sanhuan Road, Xuzhou, 221116, China
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González-Romá V, Hernández A. Multilevel Modeling: Research-Based Lessons for Substantive Researchers. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2017. [DOI: 10.1146/annurev-orgpsych-041015-062407] [Citation(s) in RCA: 33] [Impact Index Per Article: 4.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Organizations are multilevel systems. Most organizational phenomena are multilevel in nature, and their understanding involves variables (e.g., antecedents and consequences) that reside at different levels. The investigation of these phenomena requires appropriate analytical methods: multilevel modeling. These techniques are becoming increasingly popular among organizational psychology and organizational behavior (OPOB) researchers. In this article we review the literature that has evaluated the performance of multilevel modeling techniques to test multilevel direct and indirect effects and cross-level interactions. We also provide guidelines for OPOB researchers about the appropriate use of these techniques, and we suggest ways these techniques can contribute to theoretical advancement and research development in OPOB.
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Affiliation(s)
- Vicente González-Romá
- Research Institute of Personnel Psychology, Organizational Development, and Quality of Working Life (Idocal), Faculty of Psychology, University of Valencia, 46010 Valencia, Spain;,
| | - Ana Hernández
- Research Institute of Personnel Psychology, Organizational Development, and Quality of Working Life (Idocal), Faculty of Psychology, University of Valencia, 46010 Valencia, Spain;,
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Mitonga-Monga J, Flotman AP, Cilliers F. Workplace ethics culture and work engagement: The mediating effect of ethical leadership in a developing world context. JOURNAL OF PSYCHOLOGY IN AFRICA 2016. [DOI: 10.1080/14330237.2016.1208928] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Affiliation(s)
- Jeremy Mitonga-Monga
- Department of Industrial & Organisational Psychology, University of South Africa, Pretoria, South Africa
| | - Aden-Paul Flotman
- Department of Industrial & Organisational Psychology, University of South Africa, Pretoria, South Africa
| | - Frans Cilliers
- Department of Industrial & Organisational Psychology, University of South Africa, Pretoria, South Africa
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The Path from Ethical Organisational Culture to Employee Commitment: Mediating Roles of Value Congruence and Work Engagement. SCANDINAVIAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2016. [DOI: 10.16993/sjwop.6] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
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Huhtala M, Kaptein M, Feldt T. How perceived changes in the ethical culture of organizations influence the well-being of managers: a two-year longitudinal study. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2015. [DOI: 10.1080/1359432x.2015.1068761] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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