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Article
Publication date: 17 October 2016

Christian Nitzl, Jose L. Roldan and Gabriel Cepeda

Indirect or mediated effects constitute a type of relationship between constructs that often occurs in partial least squares (PLS) path modeling. Over the past few years…

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Abstract

Purpose

Indirect or mediated effects constitute a type of relationship between constructs that often occurs in partial least squares (PLS) path modeling. Over the past few years, the methods for testing mediation have become more sophisticated. However, many researchers continue to use outdated methods to test mediating effects in PLS, which can lead to erroneous results. One reason for the use of outdated methods or even the lack of their use altogether is that no systematic tutorials on PLS exist that draw on the newest statistical findings. The paper aims to discuss these issues.

Design/methodology/approach

This study illustrates the state-of-the-art use of mediation analysis in the context of PLS-structural equation modeling (SEM).

Findings

This study facilitates the adoption of modern procedures in PLS-SEM by challenging the conventional approach to mediation analysis and providing more accurate alternatives. In addition, the authors propose a decision tree and classification of mediation effects.

Originality/value

The recommended approach offers a wide range of testing options (e.g. multiple mediators) that go beyond simple mediation analysis alternatives, helping researchers discuss their studies in a more accurate way.

Details

Industrial Management & Data Systems, vol. 116 no. 9
Type: Research Article
ISSN: 0263-5577

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Article
Publication date: 2 September 2021

Juan Meng and Bruce K. Berger

As an important group of internal stakeholders, communication professionals carry the responsibilities to communicate with multiple groups of audience and foster trusted…

Abstract

Purpose

As an important group of internal stakeholders, communication professionals carry the responsibilities to communicate with multiple groups of audience and foster trusted and satisfied relationships, both internally and externally. However, while busy with taking care of various stakeholders, the trust–satisfaction perception of communication professionals is underrated. Therefore, this paper aims to shift the investigation of the trust–satisfaction relationship from general employees to this unique group of communicators. By incorporating three key factors in an institutional environment (i.e. job engagement, leadership performance and organizational culture and support), the authors further investigate the moderated mediating effects of those factors on the trust–satisfaction relationship.

Design/methodology/approach

A national online survey of communication professionals working and living in the USA was designed to test the trust–satisfaction relationship. Surveyed communication professionals were asked to evaluate their own perceptions on various institutional factors. A conceptual moderated multiple-mediation structural model was proposed and tested to identify the impact of a complicated institutional environment on the perceived trust–satisfaction relationship.

Findings

Results confirmed a strong positive impact of trust in organization on communication professionals' perceived job satisfaction. Results also confirmed the mediating effects of job engagement and communication leaders' performance on such a trust–satisfaction relationship. The authors' moderated mediation analysis indicated the important role of organizational culture in this complicated institutional environment and its indirect impact on the trust–satisfaction relationship.

Originality/value

The research explored several important factors within a complicated institutional environment and their potential impact on trust–satisfaction relationship. More significantly, the authors focused on one unique group of internal stakeholders, communication professionals, by analyzing how these institutional factors affect their very own perceptions. Even though communication professionals carry the responsibilities of acting as the communication and strategy facilitators on behalf of their organization, their perceptions on trust and satisfaction are equally important and deserve more attention. Results of our research promote the understanding of the complicated mechanisms within corporate communication for an enhanced trust–satisfaction relationship between communication professionals and their organization.

Details

Corporate Communications: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1356-3289

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Article
Publication date: 26 October 2021

Myoung-Soung Lee and Jaewon Yoo

This study investigated the effects of social capital on frontline bank employee's adaptive selling behavior via the psychological process. Frontline bank employees'…

Abstract

Purpose

This study investigated the effects of social capital on frontline bank employee's adaptive selling behavior via the psychological process. Frontline bank employees' positive social relationships enhance their perception of the work environment and encourage work engagement. With the multiple mediation model, both internal and external social capital have direct and indirect influence on the frontline bank employee's adaptive selling behavior.

Design/methodology/approach

Data for this study were collected from a cross-sectional sample of retail banking industry in Korea. Specifically, using two-step procedures, employees of financial service or insurance sales department in banks were selected and online survey questionnaires were distributed to them. Data from 330 employees were collected and analyzed.

Findings

The results of this study showed how social capital affects frontline bank employees' person–job fit as a cognitive psychological process, leading to work engagement as an emotional psychological process and, in turn, more adaptive selling behavior. Using multiple mediation analysis, the results showed that work engagement on its own exerts a mediating effect on social capital, whereas a person–job fit does not.

Research limitations/implications

This study applied both aspects of the social capital concept by dividing it into internal and external social capital, and exploring each separately. This study examined the influence on psychological processes and behavioral response by distinguishing between the two forms of social capital. Second, this study expands the previous studies by introducing social capital as an antecedent factor of frontline bank employees' adaptive selling behavior. Finally, this study explains how frontline bank employees' relational resources (i.e. social capital) influence their emotional aspect (i.e. work engagement) and cognitive aspect (i.e. person–job fit), which ultimately influence performance-driven behavior (i.e. adaptive selling behavior).

Practical implications

This research showed the importance of hiring frontline bank employees with excellent social capital capabilities. Furthermore, this study underscored the fact that organizations require preparing and providing practical management methods that can improve the social capital of their current frontline employees. Last, organization need to design the job in a way that innately improves frontline employees' social capital. Therefore, these jobs provide many opportunities for frontline bank employees to use their ability to build relationships in their interactions with customers and make practical decisions to achieve job performance.

Originality/value

This study improved our understanding regarding the importance of employees' social capital by revealing the psychological process of how frontline bank employees' social capital affects adaptive selling behavior. Second, this study expands on the literature by introducing internal and external social capital as an antecedent factor affecting the adaptive selling behavior of frontline bank employees. Furthermore, this study advances understanding on the manner in which relational resources of frontline bank employees (i.e. social capital) influence the emotional (i.e. work engagement) as well as the cognitive aspects (i.e. person–job fit), which ultimately influence performance-driven behavior (i.e. adaptive selling behavior).

Details

International Journal of Bank Marketing, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0265-2323

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Article
Publication date: 15 June 2015

Matjaž Maletic, Damjan Maletic, Jens Dahlgaard, Su Mi Dahlgaard-Park and Boštjan Gomišcek

The purpose of this study is to clarify the relation between sustainability practices and financial and market performance, and also, the role of non-financial performance…

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1438

Abstract

Purpose

The purpose of this study is to clarify the relation between sustainability practices and financial and market performance, and also, the role of non-financial performance outputs in this relation. Corporate sustainability is a growing area of importance for organizational development. Managing sustainability practices successfully is an imperative in achieving competitive advantage.

Design/methodology/approach

Using empirical data based on a large-scale survey among organizations in five countries (i.e. Germany, Poland, Serbia, Slovenia and Spain), this paper utilized mediation analysis to estimate and test the mediated effects in a multiple mediator model. As such, the sizes of indirect effects of sustainability practices on financial and market performance through potential mediators were estimated.

Findings

The results showed that innovation performance exerts a mediation effect in the relation between sustainability practices and financial and market performance. The main conclusion is that a greater engagement in sustainability practices leads to an increased innovation performance, which in turn leads to financial and market performance.

Originality/value

This paper is one of the first attempts to empirically validate sustainability exploitation and sustainability exploration practices. Besides, the analysis of the direct and indirect effects of sustainability exploration and sustainability exploitation practices on financial and market performance has not been yet addressed to a great extent.

Details

International Journal of Quality and Service Sciences, vol. 7 no. 2/3
Type: Research Article
ISSN: 1756-669X

Keywords

Open Access
Article
Publication date: 8 October 2021

Gloria Haddad, Ghada Haddad and Gautam Nagpal

This study examines the impact of cultural dimensions on entrepreneurial intentions (EIs) and the mediating role of planned behavior (TPB) determinants between change…

Abstract

Purpose

This study examines the impact of cultural dimensions on entrepreneurial intentions (EIs) and the mediating role of planned behavior (TPB) determinants between change tolerance (CT), group focus (GF), and EIs for both men and women in the context of international business schools.

Design/methodology/approach

Using a quantitative research design, data were collected in France through anonymous questionnaires. The data consisted of responses from 480 business students. Structural equation modeling (SEM) and the bootstrap method with PROCESS macro were used to determine the significance of the mediation effects.

Findings

Results reveal the strong impact of CT on the EIs of both men and women through TPB antecedents. They also indicate that GF has an indirect effect on EIs through TPB antecedents for men and an indirect multiple mediation effect on EIs through CT and TPB antecedents for both men and women.

Originality/value

The extended TPB model is original in that it supports both the determinants of planned behavior and cultural dimensions and provides a valuable perspective through its findings on cultural and gender diversity in entrepreneurship.

研究目的

本研究擬探討文化維度對創業意向的影響;研究亦探討在國際商學院的背景下,對改變的容忍度,群體焦點及男性和女性的創業意向三者之間的計劃行為決定因素所起的調節作用。

研究設計/方法/理念

透過量化研究設計,研究人員使用匿名問卷,在法國收集數據;數據包括480名商學院學生的囘應。研究使用結構方程模型及自助法,並附上總體過程,來判斷調節效應的重要性。

研究結果

研究結果顯示、透過計劃行為的前身,對改變的容忍度會對不論男性或女性的創業意向均有重大的影響。研究結果亦顯示,群體焦點對男性而言,會透過計劃行為的前身,對創業意向會有間接的影響,而群體焦點對無論是男性抑或是女性,會透過對改變的容忍度及計劃行為的前身,對創業意向會產生多個間接的調節效應。

研究的原創性/價值

伸延的計劃行為模型是富有創意的,因其為計劃行為及文化維度提供支援論據,亦透過研究創業上的文化與性別的多樣性所得到的結果,提供了一個寳貴的觀點。

Details

European Journal of Management and Business Economics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2444-8451

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Article
Publication date: 20 October 2021

Kihwan Kim and Eun-Jeong Ko

Using the input-mediator-output-input (IMOI) model, this paper aims to use longitudinal data to test team level self-efficacy and trust as mediators in the relationship…

Abstract

Purpose

Using the input-mediator-output-input (IMOI) model, this paper aims to use longitudinal data to test team level self-efficacy and trust as mediators in the relationship between team emotional intelligence (EI) and team cohesion (TC) and examine the relationship between TC and team performance.

Design/methodology/approach

In an experimental design, 347 senior business students (84 teams) played a simulation game for 12 weeks. The authors collected data at three different time points to avoid reverse causal effects in the mediation relationship.

Findings

As hypothesized, trust and self-efficacy mediate the relationship between EI and TC. Moreover, TC is a strong and significant predictor of team performance.

Research limitations/implications

The authors measured most variables using a self-reported survey, which can cause common method bias, and the authors used a business simulation game for the team task with student participants, which may limit the generalizability of the findings to other team contexts or populations.

Practical implications

When forming work teams, managers should consider levels of EI and self-efficacy because they facilitate the development of trust and TC, which, in turn, lead to improved performance.

Originality/value

This study contributes to the literature on EI and TC by revealing the mediating effects of trust and self-efficacy and contributes to the team literature by leveraging the IMOI model to explicate the mediation effects. This study’s longitudinal study design clarifies the causal relationship among EI, trust and self-efficacy and TC, thereby eliminating reverse causation concerns.

Details

Team Performance Management: An International Journal, vol. 27 no. 7/8
Type: Research Article
ISSN: 1352-7592

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Article
Publication date: 1 January 2014

Yue Meng-Lewis, Des Thwaites and Kishore Gopalakrishna Pillai

This study investigates Chinese consumers' responses to foreign and domestic sponsors engaged in the Beijing Olympic Games. It identifies direct causalrelationships…

Abstract

This study investigates Chinese consumers' responses to foreign and domestic sponsors engaged in the Beijing Olympic Games. It identifies direct causal relationships between consumer ethnocentrism, attitudes towards the sponsor and product judgement. Findings reveal that event involvement mediates the positive relationship between consumer ethnocentrism and attitudes towards the domestic sponsor. Attitudes towards foreign sponsors are found to be a significant mediator in the relationship between consumer ethnocentrism and judgements of the sponsors' products. Theoretical and managerial implications are discussed.

Details

International Journal of Sports Marketing and Sponsorship, vol. 15 no. 2
Type: Research Article
ISSN: 1464-6668

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Article
Publication date: 6 February 2017

Domingo Martínez-Martínez, Jesús Herrera Madueño, Manuel Larrán Jorge and María Paula Lechuga Sancho

The purpose of this paper is to analyse empirically the corporate social responsibility (CSR) strategic effects on the competitive performance of small- and medium-sized…

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1588

Abstract

Purpose

The purpose of this paper is to analyse empirically the corporate social responsibility (CSR) strategic effects on the competitive performance of small- and medium-sized enterprises (SMEs) by performing a multiple mediator analysis.

Design/methodology/approach

The empirical research was conducted in Spanish SMEs. A questionnaire was distributed among managers of these companies. Thus, with a final sample of 481 cases and using consistent partial least squares structural equation modelling, direct and mediating effects were tested. In particular, relationships among corporate social performance (CSP) (exogenous variable), competitive performance (endogenous variable), relational marketing (mediating variable) and innovative capacity (mediating variable) were hypothesized. Moreover, a further analysis about the superior returns offered by socially responsible practices related to core business stakeholders was conducted.

Findings

The results highlight a significant and positive effect that CSP has on competitive performance. Additionally, both mediating positive effects were supported and the firm size was checked as a relevant control variable which, as proxy for resources availability, affects all constructs used with the exception of relational marketing. Managers interested in a strategic approach to social responsibility should be aware that the investment in activities related to employees and customers leads to higher competitiveness.

Research limitations/implications

The study was limited to SME in Spain. Moreover, information related to competitive performance was gathered from managers’ own perceptions, considering the performance of their direct competitors as a reference level.

Originality/value

To the authors knowledge, no research studies were found that empirically examined the business case in SMEs and employed a CSR approach based on stakeholders’ perspective. Therefore, the main contribution of this research is to show how socially responsible management of SMEs leads to higher competitive performance both direct and indirectly, using two strategic variables suggested in literature on large corporations. Despite their resources limitations, this kind of organizations is in a favourable position to engage with different stakeholders and benefit from their relationships, especially with employees and customers.

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Article
Publication date: 14 February 2018

José Belso-Martinez, Daniel Palacios-Marqués and Norat Roig-Tierno

There is a growing research interest in the relationships between networks and the firm’s assets and between networks and innovation. Studies have shown the complexity and…

Abstract

Purpose

There is a growing research interest in the relationships between networks and the firm’s assets and between networks and innovation. Studies have shown the complexity and idiosyncrasies of these relationships for firms in clusters. The way firms in clusters build certain organizational resources and capabilities, however, remains underexplored. Based on the assumption that most of these organizational assets rely on human resources, the purpose of this paper is to shed light on the mechanisms through which a set of managerial practices (the human resource management (HRM) system) enhances innovation.

Design/methodology/approach

Micro-level data were collected for 139 firms located in three Spanish industrial clusters. Next, the main constructs were developed. A multiple mediator model was then used to examine how HRM systems influence innovation through strategic vision, embeddedness in local networks, the implementation of enterprise systems, and cluster characteristics.

Findings

The effect of HRM systems on innovation performance was indirect rather than direct. All four mediating variables included in the model were found to be relevant mechanisms through which HRM systems affect innovation performance. The statistical significance of these variables, however, varied depending on the type of innovation (product, process, organizational, or marketing).

Practical implications

Greater attention should be paid to the structure and sophistication of HRM systems. Top-level managers should be aware of the linkages between HRM systems and mediators. Greater human resource orientation in strategic planning, enterprise system design, and networking practices reinforces the association between HRM systems and innovation.

Originality/value

This study advances our understanding of the mechanisms underlying the relationship between HRM systems and innovation. From an academic perspective, this study enriches the cluster literature by better integrating human resources with innovation processes. Furthermore, this study creates research opportunities by disentangling the role of different managerial practices and refining the operationalization of the mediating variables. The findings can also help managers develop human resources and innovation strategies.

Details

Management Decision, vol. 56 no. 6
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 10 August 2018

Khadija Bouraoui, Sonia Bensemmane, Marc Ohana and Marcello Russo

The purpose of this paper is to examine the relationship between corporate social responsibility (CSR) and employees’ affective commitment. Three underlying mechanisms are…

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2235

Abstract

Purpose

The purpose of this paper is to examine the relationship between corporate social responsibility (CSR) and employees’ affective commitment. Three underlying mechanisms are used to explain the relationship between CSR and commitment, namely, deontic justice, social identity theory and social exchange theory.

Design/methodology/approach

Data were collected through survey questionnaires. The sample consisted of 161 employees who work in private and public organizations in Tunisia. Regression analysis was conducted using a multiple mediation model.

Findings

The results reveal a positive and significant relationship between CSR and employees’ affective commitment. The perception of person–organization fit, organizational identification and perceived organizational support mediates the relationship between CSR and affective commitment.

Originality/value

With regard to CSR, past studies have never deal with deontic values in analyzing work behaviors. Furthermore, most previous studies have considered a direct effect between CSR perceptions and affective commitment. This study extends the literature by conceptualizing the indirect mechanisms linking CSR to employees’ affective commitment.

Details

Management Decision, vol. 57 no. 1
Type: Research Article
ISSN: 0025-1747

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