Clarifying conditions and decision points for mediational type inferences in Organizational Behavior

Mathieu, John E.; Taylor, Scott R.

doi:10.1002/job.406

Cited by 798 publications

(804 citation statements)

References 69 publications

Supporting

Mentioning

761

Contrasting

Unclassified

Order By: Relevance

“…In the second study, perceived job autonomy was not significantly related to the work performance measures. Still, the significant drops in standardized betas after the inclusion of intrinsic motivation suggest an indirect relationship (Mathieu & Taylor, 2006). That is, perceived job autonomy increases intrinsic motivation, which in turn enhances work effort and work quality.…”

Section: Discussionmentioning

confidence: 97%

Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance

Dysvik

Kuvaas

2011

European Journal of Work and Organizational Psychology

145

View full text Add to dashboard Cite

The purpose of this study was to explore an alternative relationship between job autonomy and employee outcomes. In contrast to the dominating view that perceived job autonomy leads to increased levels of intrinsic motivation and in turn work performance, we developed a hypothesis proposing that intrinsic motivation moderates the relationship between perceived job autonomy and work performance. Two cross-sectional surveys among 302 employees from different Norwegian service organizations showed that the relationship between perceived job autonomy and both self-reported and line-manager rated work quality was moderated by intrinsic motivation. The form of the moderation revealed a positive relationship only for employees high in intrinsic motivation in both studies. Implications for practice and directions for future research are discussed.

show abstract

Section: Discussionmentioning

confidence: 97%

Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance

Dysvik

Kuvaas

2011

European Journal of Work and Organizational Psychology

145

View full text Add to dashboard Cite

show abstract

“…A condition for mediation (Mathieu and Taylor, 2006) by psychological empowerment is that the innovation requirements are positively associated with psychological empowerment. As displayed in Table II, before estimating the models for individual innovation, psychological empowerment was tested as the dependent variable (Hox, 2010 (level 2).…”

Section: Innovation Requirements and Psychological Empowermentmentioning

confidence: 99%

When innovation requirements empower individual innovation: the role of job complexity

Audenaert

Vanderstraeten

Buyens

2017

View full text Add to dashboard Cite

Purpose The purpose of this paper is to contribute to the field’s understanding of how to raise individual innovation. Specifically, the authors aim to contribute to an understanding of the interplay of job characteristics and intrinsic motivation for individual innovation. Design/methodology/approach The study uses time-lagged survey data of a public service organization in Belgium. The analyses are based on more than 80 jobs and more than 1,000 employees. Hierarchical linear modeling was adopted to test cross-level hypotheses. Findings Innovation requirements influence individual innovation efforts by psychologically empowering employees, but the extent to which psychological empowerment translates into individual innovation depends on job complexity. Originality/value A more nuanced understanding is developed of when innovation requirements empower individual innovation, by acknowledging the role of job complexity in this relationship. The current findings contribute to a multilevel integrative understanding of the interplay of the job context and intrinsic motivation.

show abstract

“…To examine whether engagement mediated the hypothesized relationships, we followed the steps outlined by Mathieu and Taylor (2006). The procedure compares three alternative models: saturated, direct effects, and indirect effects models.…”

Section: Test Of Hypothesesmentioning

confidence: 99%

Enhancing Volunteer Engagement to Achieve Desirable Outcomes: What Can Non-profit Employers Do?

2015

View full text Add to dashboard Cite

Engagement is a positive psychological state that is linked with a range of beneficial individual and organizational outcomes. However, the factors associated with volunteer engagement have rarely been examined. Data from 1064 volunteers of a wildlife charity in the United Kingdom revealed that both task and emotion-oriented organizational support were positively related to volunteer engagement, and volunteer engagement was positively related to volunteer happiness and perceived social worth and negatively related to intent to leave the voluntary organization. Consistent with theory, engagement acted as a mediator between these factors. The implications for future research and the relevance of the findings for voluntary organizations are discussed.

show abstract

Clarifying conditions and decision points for mediational type inferences in Organizational Behavior

Cited by 798 publications

References 69 publications

Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance

Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance

When innovation requirements empower individual innovation: the role of job complexity

Enhancing Volunteer Engagement to Achieve Desirable Outcomes: What Can Non-profit Employers Do?

Contact Info

Product

Resources

About