The Journal of psychology
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This is one of the first reported studies to have reviewed the role of work-family conflict in university employees, both academic and nonacademic. The goal of this research was to examine the role of work-family conflict as a mediator of relationships between features of the work environment and worker well-being and organizational outcomes. A sample of 3,326 Australian university workers responded to an online survey. ⋯ However, it had no extra impact on organizational commitment, which was most strongly predicted by job autonomy. Despite differing in workloads and work-family conflict, academic ("faculty") and nonacademic staff demonstrated similar predictors of worker and organizational outcomes. Results suggest two pathways through which management policies may be effective in improving worker well-being and productivity: improving job autonomy has mainly direct effects, while reducing job demands is mediated by consequent reductions in work-family conflict.
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The Journal of psychology · May 2014
Who is worthy of being followed? The impact of leaders' character and the moderating role of followers' personality.
The study of character found its way into leadership research through different kinds of leadership concepts. And indeed, there are some significant reasons for why character is worth studying and cannot be left out of the leadership equation. However, the explicit study of certain aspects of character is rare. ⋯ In addition, the moderating effects of followers' personality traits (agreeableness, conscientiousness, and neuroticism) were examined. Data from 626 participants of a scenario experiment supported the impact of leaders' character as well as the moderating impact of followers' personalities. Theoretical implications for what it means to truly follow and practical implications for what it means to truly lead are provided.
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The Journal of psychology · Mar 2014
Compulsory citizenship behavior and organizational citizenship behavior: the role of organizational identification and perceived interactional justice.
This article examines the psychological mechanism underlying the relationship between compulsory citizenship behavior (CCB) and organizational citizenship behavior (OCB) by developing a moderated mediation model. The model focuses on the mediating role of organizational identification and the moderating role of interactional justice in influencing the mediation. ⋯ Results revealed that CCB negatively influenced OCB via impairing organizational identification. Moreover, interactional justice moderated the strength of the indirect effect of CCB on OCB (through organizational identification), such that the mediated relationship was stronger under low interactional justice than under high interactional justice.
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The Journal of psychology · Mar 2014
When supervisors perceive non-work support: test of a trickle-down model.
Using the trickle-down model as the theoretical foundation, we explored whether subordinates' perceived supervisory non-work support (subordinates' PSNS) mediates the relationship between supervisors' perception of higher-level managers' non-work support (supervisors' PSNS) and subordinates' organizational citizenship behaviors. Using dyadic data collected from 132 employees and their immediate supervisors, we found support for the aforementioned mediation process. Furthermore, supervisors' perceived in-group/out-group membership of subordinates moderated the aforementioned supervisors' PSNS-subordinates' PSNS relationship, such that this relationship is stronger for out-group subordinates. Theoretical and practical implications and future research directions are discussed.
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The Journal of psychology · Sep 2013
Psychological contract types as moderator in the breach-violation and violation-burnout relationships.
This research examined the relationships between perceived psychological contract breach, felt violation, and burnout in a sample (n = 361) of employees from various organizations in Pakistan. The moderating role of contract types in these relationships was also tested. ⋯ Transactional and relational contracts moderated the felt violation-burnout relationship. Scores on relational contract type tended to be higher than for transactional contract type showing some contextual influence.