Lan Li

This study tested a moderated mediation model on the role of employee organization-based self-esteem (OBSE) and perceived organization support in the relationship between perceptions of organizational politics (POP) and job burnout. A two-wave online survey was conducted with 313 employees of 9 enterprises (females = 28.4% mean age = 3.35, SD = 0.808). These enterprises cover the manufacturing (76.4%), service (3.5%), and other industries (20.1%). PROCESS linear regression analyses results show that POP is associated with higher job burnout. Organization-based self-esteem mediates the relationship between POP and job burnout. Furthermore, POS moderates the relationship between POP and OBSE so that when POS is high level, OBSE is higher. The indirect effect of POP on job burnout via OBSE weakens when employees have a high level of POS. These findings are consistent with the Job Demands-Resources (JD-R) model, which proposes that a reduction in job resources (e.g., perceptions of organizational politics) exacerbates job burnout; meanwhile, job resources (e.g., perceived organizational support) can buffer the indirect effect of POP on job burnout via OBSE. The study findings convey the practical implications POS as an imperative resource in alleviating job burnout and enhancing OBSE among employees in organizations where POP is prevalent.

This study investigated the mediating role of negative emotions and the moderating role of self-efficacy in the relationship between student campus ostracism and impulsive buying. A three-wave online survey was conducted, with 401 college students from a university in East China (35.9% male and 64.1% female, 54.6% first year and 45.4% second year). The students completed measures of campus ostracism, negative emotions, self-efficacy, and impulsive buying. Linear regression analysis results show that campus ostracism was associated with impulsive buying. Negative emotions mediated the relationship between campus ostracism and impulsive buying for higher impulsive buying. Self-efficacy mitigated the campus ostracism effects on impulsive buying via negative emotions, to be lower with higher self-efficacy. These results suggest that the Need-Threat Temporal Model and Conservation of Resources Theory can be applied to campus ostracism and college students’ impulsive, as ostracism exacerbates negative emotional states, while self-efficacy functions as a resilience factor, alleviating this adverse pathway. These findings indicate a need for student counselling and development services aimed at alleviating college students’ campus ostracism and impulsive buying tendencies.

Purpose: Drawing on the self-concept-based theory, this study aims to consider subordinate moqi as a source of forming self-concept to develop a conceptual model to examine the relationships between subordinate moqi and employee creativity, including self-efficacy as a mediator and face consciousness as a moderator. Design/methodology/approach: An online survey was conducted and 188 subordinate-supervisor paired samples were collected in China. This paper applied the multiple linear regression method to test the proposed hypotheses. Findings: Results show that subordinate moqi is positively related to employee creativity, and employee self-efficacy mediates the positive relationship between subordinate moqi and employee creativity. Additionally, face consciousness moderates the positive effect of self-efficacy on employee creativity and the indirect effect of subordinate moqi on employee creativity via employee self-efficacy. Practical implications: These findings suggest that employees, managers and organizations should foster subordinate moqi, especially for the managers whose subordinates have low-level creativity. Moreover, fostering subordinate moqi can enhancing employee self-efficacy and further promote employee creativity. Additionally, our findings show the moderating role of face consciousness. That is, face consciousness can be regarded as a management tool to inspire employees’ intrinsic motivation to achieve goal tasks. Especially in the Chinese context, the face culture is quite prominent. Originality/value: The findings provide empirical evidence on how and when subordinate moqi promote employee creativity. This study enriches our understanding of subordinate moqi.

Purpose: This study attempts to develop and test the model regarding work engagement as a mediator and role stress as a moderator to explain how and when subordinate moqi affects employee voice.Design/methodology/approach: A two-wave online survey was conducted, and 217 supervisor–subordinate dyads’ data were collected. This study's hypotheses were tested using linear regression analysis.Findings: The results demonstrated that subordinate moqi is associated with employee voice. The increase in subordinate moqi can enhance employee work engagement and then promote employee voice. Furthermore, employee role stress moderates the relationships between work engagement and employee voice and the indirect effects of subordinate moqi on employee voice via work engagement.Originality/value: From the perspective of job resources, this study ascertains that work engagement plays a mediator role in explaining how subordinate moqi affects employee voice and fills in the gap of the mediating mechanism between subordinate moqi and employee voice. Moreover, this study extends the understanding of role stress by emphasizing its positive role rather than its negative function which is highly discussed in previous research.

Fostering subordinate moqi is a significant method to improve the cooperating quality and promote positive outcomes. However, little is known about the influencing factors and mechanisms of subordinate moqi. To address this issue and explore the influencing factors of subordinate moqi, we draw on self-categorization theory to develop a mediation model to examine whether and how deep-level similarity affects subordinate moqi, casting the leader-member exchange (LMX) as a mediator. A two-wave online survey was conducted and 316 data was collected. A Structure Equation Modeling analysis was used to test all hypotheses with Mplus 7. Results showed that the deep-level similarity could positively predict subordinate moqi and LMX, respectively. Additionally, LMX was a significant predictor of subordinate moqi as well as it mediated the positive relationships between deep-level similarity and subordinate moqi. These findings expand our understanding of the antecedents of subordinate moqi. It is suggested that developing subordinates’ deep-level similarity with supervisors and LMX relationships are instrumental in cultivating subordinate moqi which promote positive outcomes. Organizations should integrate effective management programs into managerial strategies to enhance deep-level similarity and LMX, in turn, fosters subordinate moqi.

Although knowledge-sharing, an important facet of knowledge management, has been encouraged for the sustainable development of organizations, this kind of behavior is still not prevalent among group members. To enrich the literature and contribute to its practical usage, this research proposed a model based on the fit theory to examine the roles of perceived insider status (PIS) and power distance orientation in subordinates’ Moqi with supervisors (SMS) and knowledge-sharing. Survey data from eight firms in China contained 196 samples and was analyzed by MPLUS software to justify the hypotheses. The results showed that: first, SMS predicted knowledge-sharing and perceived insider status; second, perceived insider status positively mediated the relationship between SMS and knowledge-sharing; third, power distance orientation not only positively moderated the relationship between SMS and perceived insider status, but also positively moderated the relationship between SMS and knowledge-sharing. This study enriched the literature on the antecedents of knowledge-sharing and application of SMS. Additionally, this study proposes a few suggestions to practitioners and researchers for establishing sustainable organizations.