Religiosity and Moral Identity: The Mediating Role of Self-Control

The ethics literature has identified moral motivation as a factor in ethical decision-making. Furthermore, moral identity has been identified as a source of moral motivation. In the current study, we examine religiosity as an antecedent to moral identity and examine the mediating role of self-control in this relationship. We find that intrinsic and extrinsic dimensions of religiosity have different direct and indirect effects on the internalization and symbolization dimensions of moral identity. Specifically, intrinsic religiosity plays a role in counterbalancing the negative impact of extrinsic religiosity on the internalization of moral identity. Further, intrinsic religiosity also counterbalances the negative and indirect impact of extrinsic religiosity on symbolization of moral identity via self-control. Lastly, self-control does not play a mediating role in the impact of religiosity on the internalization dimension of moral identity. We conclude that this study presents important findings that advance our understanding of the antecedents of moral identity, and that these results may have implications for the understanding of ethical decision-making.     

Examining Impact of Islamic Work Ethic on Task Performance: Mediating Effect of Psychological Capital and a Moderating Role of Ethical Leadership

The twenty-first century has seen an increase in ethical misconduct at the workplace, highlighting the need to stimulate discussion on the role of work ethics. The objective of the current study is to extend the literature on work ethics by examining the role of Islamic work ethic in enhancing the task performance of employees. The current study proposes that psychological capital mediates the relationship between Islamic work ethic and task performance. It is also proposed that ethical leadership might act as a boundary condition that boosts the positive relationship between Islamic work ethic and psychological capital. Data were collected in three-time lags from employees working in the service sector of Pakistan (N?=?218) through the questionnaire. The results supported the mediation and moderation hypothesis, confirming that psychological capital mediates the relationship between Islamic work ethic and task performance. Ethical leadership moderates the relationship between Islamic work ethic and psychological capital. The results offer implications for theory and practice. Limitations and future research directions are also discussed.

     

A cross-cultural comparison of British and Turkish managers in terms of Protestant work ethic characteristics

This paper presents a cross-cultural comparison of Protestant work ethic characteristics of practising Protestant British and practising Muslim Turkish managers using Mirels and Garrett's Protestant work ethic scale. Max Weber's Protestant work ethic thesis is used as the conceptual framework in this study. The nature of the Protestant work ethic thesis and its relationship with organisation culture is discussed. Multivariate and univariate analysis of variance were used to analyse the data. The results suggest that there is a significant difference between practising Muslim Turkish managers and practising Protestant British managers: the Turkish group showed relatively higher Protestant work ethic scores than their Protestant counterparts. Possible reasons for the difference between British and Turkish groups are advanced in the light of Turkish economic, social and political developments. It is argued that representative Islamic sources also support the results of this research by pointing to the important role of a work ethic in Islam.     

Religious influences in unrestrained consumer behaviour

Religion is known for transforming human behaviour in many ways. This research investigates the influence of religiosity on two unrestrained buying constructs; impulsive and compulsive buying. The focus of this paper is on both intrinsic and extrinsic dimensions of religiosity. The first study provides important insights into the differential impact of these two dimensions of religiosity on unrestrained buying constructs. The second study explores the underlying mechanism of the relationship between extrinsic religiosity and unrestrained buying behaviours. Results show a negative relationship of intrinsic religiosity and a positive relationship of extrinsic relationship with unrestrained buying constructs. We also found that this relationship for extrinsic religiosity is mediated by susceptibility to interpersonal influence and moderated by long-term orientation. This research explains the differential impact of religion on unrestrained buying behaviour.     

不合规任务对员工工作绩效的影响研究:一个被调节的双中介模型北大核心

基于认知—情感个性系统理论和资源保存理论构建了一个被调节的双中介模型,探讨了不合规任务对员工工作绩效的影响机制。通过对建筑行业239份领导与员工配对数据的分析发现:(1)不合规任务对员工工作绩效具有显著的负向影响;(2)工作目标进展和情绪耗竭在不合规任务与员工工作绩效间起中介作用;(3)时间管理技能不仅弱化了不合规任务与工作目标进展的负向关系,还削弱了不合规任务与情绪耗竭的正向关系;(4)时间管理技能负向调节了工作目标进展在不合规任务与员工工作绩效间的中介作用,对情绪耗竭在不合规任务与员工工作绩效间中介作用的负向调节效应不显著。本研究的结论为企业进行员工压力和任务管理,提高工作绩效提供实践指导。     

‘The Role of Money and Religiosity in Determining Consumers’ Ethical Beliefs’

This article presents the results of a study that investigated the roles that religiosity and ones money ethic play in determining consumer attitudes/beliefs in various situations regarding questionable consumer practices. One dimension of religiosity – intrinsic religiousness – was studied. Four separate dimensions of a money ethic scale were initially examined, but only one was used in the final analyses. Results indicated that both intrinsic religiousness and one’s money ethic were significant determinants of most types of consumer ethical beliefs.     

Enhancing financial performance by pharmacy innovation

Antecedents and consequences of customer orientation have been the subject of significant empirical investigation. Although several studies have explored employee variables as antecedents to customer orientation, work ethic has received little research attention. Additionally, there have been incongruent findings related to the effect of customer orientation on performance, as some have found it to be direct or indirect via innovation. This study explores overall work ethic as an antecedent to customer orientation and innovativeness as the missing link between customer orientation and performance among Canadian retail pharmacies. The results show support for the influence of work ethic on customer orientation, and the role of innovation as a mediating variable. This study advances the understanding of work ethic, customer orientation, innovation, and performance in Canadian retail pharmacy.     

组织认同对建言的影响：基于组织的自尊和工作价值观的作用

员工建言在提高组织运行中扮演重要的角色,由于员工常常担心建言会威胁到组织的现状并使领导感到难堪而不愿发表自己的意见,如何促进员工建言是学者们普遍关注的主题。文章采用12家企业的145名员工和37名直接主管的配对问卷数据,运用多元线性回归方法检验了组织认同对基于组织的自尊的影响,基于组织的自尊在组织认同与建言之间的中介作用,以及工作价值观对基于组织的自尊与建言的调节作用。研究显示：组织认同显著正向影响基于组织的自尊;基于组织的自尊部分中介组织认同对建言的作用;工作价值观各维度中只有内在偏好工作价值观在基于组织的自尊与建言的关系中起正向调节作用。文章对充实组织认同和建言文献有重要的意义,可以为企业激励员工建言提供理论指导。     

Pro-environmental Behavior in Egypt: Is there a Role for Islamic Environmental Ethics?

Egypt, a less affluent, predominantly Muslim country, suffers from numerous forms of environmental pollution, some severe. This study investigates pro-environmental behaviors of citizens in Cairo, Egypt’s largest metropolis, and studies the relationship between pro-environmental behavior and demographic variables, beliefs, values, and religiosity. Analysis shows that three types of pro-environmental behavior are present: Public Sphere, Private Sphere, and Activist Behavior, with the latter occurring less frequently. Importantly, the study identifies an ecocentric value among respondents which is correlated with Public Sphere Behavior. It also confirms earlier research that characterized Egyptians’ perceptions of the environment as being set in the context of health and cleanliness. Religious teachings and religiosity are shown to be associated with pro-environmental behavior, thus lending support to the presence of an Islamic environmental ethic.     

The effect of communication practice on deviance among Korean salespeople: The mediating role of intrinsic motivation

Previous research on salesperson behavior largely focused on positive and productive behavior and less on the negative side of the salesperson behavior. This research examines the effect of leader–member communication exchange on salesperson workplace deviance and the mediating role of trust and intrinsic motivation in this relationship. Data were collected from 469 salespeople in the Korean banking industry. Results of the structural equation model show that indirect and bi-directional communication between manager and salesperson decrease salesperson workplace deviance by increasing trust and motivation. However, communication frequency and mood have no significant effects on salesperson trust. Finally, motivation (achievement, status, and communion striving) plays a mediating role in the negative relationships between salesperson trust and his/her deviant behavior toward specific targets (organization, coworker, and customer).     

Religiosity and Voluntary Simplicity: The Mediating Role of Spiritual Well-Being

Although there has been considerable theoretical support outlining a positive relationship between religiosity and voluntary simplicity, there is limited empirical evidence validating this relationship. This study examines the relationships among religious orientations (Allport and Ross in J Pers Soc Psychol 5(4):432–443, 1967) and voluntary simplicity in a sample of Australian consumers. The results demonstrate that intrinsic religiosity is positively related to voluntary simplicity; however, there is no relationship between extrinsic religiosity and voluntary simplicity. Furthermore, this research investigates the processes through which intrinsic religiosity affects voluntary simplicity. The relationship between intrinsic religiosity and voluntary simplicity is sequentially mediated by communal/personal well-being and environmental well-being. The findings not only identify a prosocial role of intrinsic religiosity in motivating voluntary simplicity, but also indicate that secular pursuits that enhance communal/personal well-being and environmental well-being may also motivate voluntary simplicity.     

Generation Y employees' retail work experience: The mediating effect of job characteristics

This research examines Generation Y employees' retail work experience. Based upon Brown and Peterson's [Brown SP, Peterson RA, Antecedents and consequences of salesperson job satisfaction: meta-analysis and assessment of causal effects. J Mark Res 1993; 30: 63-77; Brown SP, Peterson RA, The effect of effort on sales performance and job satisfaction. J Mark 1994; 58: 70-80.] job satisfaction model, Gen Y employees work experience framework encompasses the work environment variables of role conflict, role ambiguity, supervisory support, and work involvement to predict job performance, job satisfaction, and, ultimately, retail career intention. Drawing from the job crafting perspective in management theory [Wrzesniewski and Dutton, 2001], this research tests the mediating effect of job characteristics between work environment and job outcomes using structural equation modeling. Study participants were members of a national sample of students (n = 803) from 14 universities in the United States. The findings indicate that job characteristics have a critical mediating role on the relationships for Gen Y employees, suggesting a paradigm shift from passive to active employees who craft their jobs, roles, and selves within a retail organizational context.     

Understanding the dynamics between supervisor‐follower social capital,work engagement,and employees' creative work involvement

This study examines the previously unexplored mediating role of work engagement in the link between creative work involvement and the relational resources embedded in supervisor‐follower exchanges. We studied three relational resources inherent to the exchanges between followers and their supervisors: trust in supervisor, goal congruence, and relationship informality. Data were captured from IT professionals working at four well‐established IT companies in Ukraine. The findings show that relationship informality and goal congruence positively affect employees' creative work involvement, yet these effects are less pronounced when controlling for work engagement. The significance and implications of these findings for research and practice are discussed. Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd.     

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

While the concept of work ethic has been discussed in the Arab context (Sidani and Thornberry in J Bus Eth 91(1):35–49, 2009), the significant conceptual and methodological limitations of the existing work ethic and work value research elucidate the need for a more robust investigation of the multidimensional work ethic construct in the Arab context. Multidimensionality of the work ethic concept has gained considerable attention in recent years as researchers attempt to move away from the religiously labeled Islamic and Protestant work ethic conceptualizations. The current study examines the Arab work ethic through the use of the multidimensional work ethic profile (MWEP) on a sample of future business leaders in the United Arab Emirates. A total of 484 business students completed an Arabic version of the MWEP short form. The results show that centrality of work and hard work are the highest scoring work ethics followed by self-reliance, wasted time, and leisure. There are significant differences in work ethic dimensions across gender and categories of family breadwinner. No significant differences in work ethic dimensions are observed across categories of nationality and work preference groups. The findings are discussed in relation to the unique insight they offer on the nature of work ethic in an Arab context.     

“妒能”如何变成“赋能”：职场妒忌对工作绩效的影响

职场妒忌是工作中非常普遍的现象，以往研究主要聚焦在职场妒忌的“阴暗面”，却未能对其积极效应给予足够的关注。基于自我一致性理论，并结合Arnold的行动序列作为整体逻辑，探讨了职场妒忌与工作绩效的内在作用机制。研究结果表明：职场妒忌对工作绩效具有显著的正向影响；内在动机与观察性学习分别在职场妒忌对工作绩效的影响中起部分中介作用；内在动机与观察性学习在职场妒忌与工作绩效之间存在链式的中介作用；职场友谊对“职场妒忌内在动机观察性学习工作绩效”这一链式中介路径起调节作用，即职场友谊越高，职场妒忌对内在动机的正向作用越强，内在动机与观察性学习在职场妒忌与工作绩效之间的链式中介作用越强。     

Unpacking the Goal Congruence–Organizational Deviance Relationship: The Roles of Work Engagement and Emotional Intelligence

Drawing from research on person–organization fit, work engagement, and emotional intelligence, this study investigates the mediating role of work engagement in the link between goal congruence and organizational deviance, as well as how this mediating effect might be moderated by emotional intelligence. Data captured from 272 employees of four IT companies show that the goal congruence between employees and their supervisor negatively affects the former’s organizational deviance, though this effect disappears when controlling for the intermediate role of work engagement. Further, emotional intelligence moderates both the positive relationship between goal congruence and work engagement and the negative relationship between work engagement and organizational deviance, such that these relationships become invigorated at higher levels of emotional intelligence. The findings also reveal that the indirect effect of goal congruence on organizational deviance through work engagement is more pronounced at higher levels of emotional intelligence, which offers evidence of moderated mediation. These findings have significant implications for research and practice.     

Mediating roles of karma and self-enhancement in the effect of religious and spiritual primes on bystanders' reporting intention

Religious priming promotes engagement in prosocial action; however, findings about spiritual priming are relatively scant. Using Hindu (India) and Christian (U.S.) participants, a two-part study was conducted. The aim of the first part (i.e., Study 1) was to observe which motives to volunteer (i.e., egoistic or altruistic) related to religiosity and spirituality. Findings show that religiosity had a positive impact on egoistic volunteering, while spirituality had a positive impact on altruistic volunteering. The aim of the second part (i.e., Study 2) was to apply the findings from Study 1 to test priming effects in public service announcements about domestic violence prevention. The mediating effects of karma and self-enhancement in the relationship between religiosity or spirituality and reporting intention were also examined. Findings show that the religious ad was more effective than the spiritual ad in priming religiosity and spirituality among Hindus; that is, karma mediated the effect of religiosity and spirituality on their reporting intention. Among Christians, spiritual primes were effective, and self-enhancement mediated the impact of spirituality on reporting intention; at the same time, religious primes led to the direct impact of religiosity and spirituality on reporting intention. Overall, the apparent efficacy of religious and spiritual priming is promising, and the findings indicate the significance of spirituality in domestic violence prevention messaging. Theoretical and managerial implications are discussed.     

Resentful and religious: How religiosity can mitigate the detrimental effects of workplace embitterment on helping behaviors

This study aims to establish how employees' experiences of workplace embitterment may direct them away from voluntary efforts to help coworkers, mediated by emotional exhaustion and moderated by religiosity. Three rounds of survey data, collected from employees and their supervisors in various Pakistani organizations, reveal that a sense of being emotionally overburdened by work links rancorous feelings due to negative work events with tarnished helping behavior, mitigated by employees' ability to draw on their religious faith. As an original contribution, this research addresses the effect of an actually felt negative emotion (workplace embitterment), instead of a source of emotional hardship, on employees' propensity to halt extra-role work efforts; it also describes how the personal resource of religiosity influences this process.     

The impact of customer relationship management capability on innovation and performance advantages: testing a mediated model

Abstract

Customer relationship management (CRM) and innovation are widely considered to be valuable capabilities associated with competitive advantage. However, there is a lack of research demonstrating how they work together to produce performance advantages. This research investigates the mediating role of innovation between CRM and performance. The authors examine the direct impact of both CRM and innovation on firm performance. Moreover, they investigate the role of innovation as a mediating mechanism to explain the effect of CRM on performance. The authors use structural equation modelling to test the relationships among these constructs. The results support the direct impact of CRM and innovation on performance. Also, the findings indicate that the indirect effect of CRM on firm performance through innovation is significant. These results reinforce the view that developing close relationships with customers enhances a firm's ability to innovate.     

管理者自恋会导致员工沉默吗:心理安全感与上下级关系的作用

员工沉默是近年来组织行为学领域关注的热点问题.本研究基于进化心理学理论和领导成员交换理论,构建管理者自恋与员工沉默关系的研究模型.通过两阶段的问卷调查,检验管理者自恋与员工沉默的关系、 心理安全感的中介作用及上下级关系的调节作用.研究结果表明:(1)管理者自恋与员工沉默显著正相关,员工的心理安全感在两者之间起部分中介作用;(2)上下级关系负向调节管理者自恋与心理安全感之间的关系,即上下级关系质量越高,管理者自恋与员工心理安全感的负相关关系越弱;(3)上下级关系显著负向调节心理安全感对管理者自恋与员工沉默之间关系的中介作用,即上下级关系质量越高,心理安全感的中介作用就越强;反之则越弱.