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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 However, many researchers continue to use outdated methods to test mediating effects in PLS, which can lead to erroneous results. One reason for the use of outdated methods or even the lack of their use altogether is that no systematic tutorials on PLS exist that draw on the newest statistical findings.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.

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

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.

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.

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.

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.

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.

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.

This study aims to examine the effect of entrepreneurial orientation (EO) on the export performance of apparel small- and medium-sized enterprises (SMEs) and the role of multiple differentiation strategy as a mediation effect between their relationships. It has also investigated the moderation impact of export market category between EO and performance relationship. The multiple differentiation strategy comprises the product (PDD), customer (CTD), service (SVD) and brand (BDD) differentiations.

A cross-sectional survey was carried out by providing a questionnaire to senior managers and owners of the apparel SMEs from the developed and developing markets exporters. The primary data of 550 was treated by the partial least squares-structural equation modelling) technique for final analysis.

The study revealed EO’s positive and significant effect on SMEs’ export performance. The study has found the mediation effect of product, customer and brand differentiation strategies between EO and export performance relationships from the mediation analysis. In contrast, service differentiation has found no mediation effect. However, the moderation effect (export market category) has revealed an insignificant effect between EO and performance association.

The findings of this study are based on one country data analysis. This study has been conducted in the SMEs of the apparel industry in Bangladesh, considering only owners and senior-level managers of the firms.

This research has drawn the attention of managers/owners to EO and multiple differentiation strategies enhancing export performance from the developing country context, such as Bangladesh. Multiple differentiation as a competitive strategy is the pioneer application of mediating effect between EO and export performance relationships. Moreover, this research has investigated the effect of the export market category as a moderator. Dearth research has applied the export market category to investigate the moderation effect between EO-performance models. Therefore, current research has theoretical and practical contributions to the international entrepreneurship and strategic management literature.

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.

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.

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.

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).

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.

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).

This study delves into the impact of mindfulness on the retention intention of technology employees, with a particular focus on the mediating variables of affective commitment (AC) and organizational identification (OI). The primary aim is to gain a comprehensive understanding of the underlying mechanisms through which mindfulness influences the retention intention of technology employees.

The research employed a survey approach with self-administered questionnaires and structural equation modeling. The collected data were analyzed using Statistical Product and Service Solutions (SPSS) 24 and Analysis of Moment Structure (AMOS) 28. Multiple mediation analyses was conducted through AMOS to examine the mediating effects of OI and AC.

The association between mindfulness and retention intention among technology employees showed an overall positive correlation. Additionally, AC and OI were positively correlated with retention intention. In the impact of employee mindfulness (EM) on retention intention, all indirect effects were found to be significant.

To the best of the authors' knowledge, this study is the first to investigate the relationship between EM and retention intention, as well as the associations of AC and OI with them, extending the application of mindfulness in management and offering insights for talent retention among company decision-makers.

Based on stimulus-organism-response (S-O-R) theory and a serial multiple mediation model, this study aims to examine the relationships between cultural values and energy-saving behaviors as well as the mediation mechanisms of attitudes towards energy-saving and energy-saving intentions underlying these links.

A sample of 1,514 urban residents collected in five big cities in Vietnam and Structural Equation Modeling were employed to test the hypothesized model.

The study yields that energy-saving behaviors can be directly influenced by long-term orientation, but not by collectivism, while both collectivism and long-term orientation work as stimulus which immediately inspire attitude towards energy-savings and energy-saving intentions. Interestingly, attitudes towards energy-saving and energy-saving intentions not only serve as the most crucial predictors of entrepreneurial behaviors but also cooperate a serial mediation role in the impacts of cultural values on energy-saving behaviors.

The findings of this research can be valuable for policymakers to inspire urban residents’ energy conservation behavior for sustainable development goals.

This study contributes to the pro-environment literature by adopting the S-O-R theory to investigate the impacts of cultural values on the energy-saving attitude-intention-behavior relationships, explain the underlying mediation mechanism of energy-saving attitudes and intentions in transferring the influences of cultural values on energy-saving behaviors, and bridge the attitude-intention-behavior gap in the energy-saving research.

This study examined the influence of corporate governance (CG) in relation to venture capital (VC) investment on invested firm's corporate social responsibility (CSR) performance in the Chinese context. More specifically, this paper examined the mediation of the proportion of independent directors (INDD), management shareholding (MSH) and executives' political connections (POLC) in the above-mentioned relationship.

This empirical study performed multiple mediation testing and bootstrap mediation robustness test on data from Chinese A-class shares IPO companies between 2010 and 2018.

The results of direct relationship analysis showed that VC support is detrimental to firm' CSR performance, consistent with previous research studies. The indirect effect analysis showed that VC reduced firm' CSR through reduction of INDD on board and increased MSH. Conversely, VC contributed to firm's CSR through higher POLC, which confirmed the significance of the joint mediation model.

This study offers stakeholders the opportunity to develop a deeper understanding of the role of VC institutions, independent directors and executives, in terms of firm's CSR, as well as provides insights on control rights allocation and policy drafting on independent directors when considering accessing VC support.

By analyzing the mediation model of the VC–CSR relationship, this paper provides evidence to enrich the debate on the role of CG in the relation between VC and firm's CSR.

The study aims to examine the mediating effects of escapism (ESC) and ethnic food experience (EFE) in the relationship between diversity (DIV) and behavioral intentions (BI) of visitors attending Hoi An International Food Festival held in Vietnam.

The research takes a predictive and explanatory approach rather than theory confirmation. Partial least squares (PLS) algorithm was used to analyze multiple mediation. The data were collected from 323 attendees through a self-administered questionnaire.

The research highlights that escapism and EFE have positive and significant mediating effects on the relationship between DIV and BI. Furthermore, while EFE is the most important predictor of BI, escapism has emerged as an antecedent variable that deserves to be given the highest importance. Finally, visitors who are participating in their first international food festival do not seem to consider the nexus between DIV and ESC as much as repeaters.

The study's limitations include the collection of data from a single festival and the fact that the analyses are only quantitative. The results contribute to festival organizers by revealing the importance of multiple mediation roles.

This study contributes novel insights to the literature on festival and event management, extending previous studies and filling a gap by proposing ESC and EFE as multiple mediators in the nexus between DIV and BI. The present study provides a comprehensive examination of the influence of individual variables previously analyzed separately on festival-goers' experiences. This facilitated the identification of crucial aspects of the circumstance, thereby reducing any ambiguity.

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.

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.

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.

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.

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.

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.

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.

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.

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。

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。

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。