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Haiyan Zhang,1 Shuwei Sun2 1Business School, Jiangsu Normal University, Xuzhou City, Jiangsu, People’s Republic of China; 2School of Mathematics and Statistics, Xuzhou University of Technology, Xuzhou, Jiangsu, People’s Republic of ChinaCorrespondence: Shuwei SunSchool of Mathematics and Statistics, Xuzhou University of Technology, No. 2 Lishui Road, Yunlong, Xuzhou, Jiangsu, 221111, People’s Republic of ChinaTel +86 15996963525Fax +86 051683105396Email ssw@xzit.edu.cnPurpose: Studies of GHRM practices number in thousands; however, they have failed to provide Chinese contextual evidence for their interactive effects on employee pro-environmental behavior (EPEB). To bridge this research gap as well as to address organizational practitioners’ concern in GHRM practices, our study explores the possible interactive effect of green compensation (GC) and green training (GT), which are two core practices of GHRM and are widely employed by Chinese organizations simultaneously, on EPEB drawing on self-determination theory, and unravels the underlying mechanism by introducing employee green self-accountability (EGSA) as a mediator based on the cognitive dissonance theory of self-standards.Methods: Using on-line survey and five-point Likert rating method, employees (N=847) working in Chinese organizations were requested to self-rate GC, GT, and EGSA; their direct supervisors were invited to evaluate EPEB. The mediated moderation testing procedures with SPSS and the bootstrapping approach with MPLUS were adopted to test the mediated moderation.Results: When being used separately, GC and GT are positively related to EPEB (β=0.426, p < 0.001; β=0.368, p < 0.001). When being adopted simultaneously, a negative relationship (the simple slope=− 0.454, t=3.671, p=0.000) exists between GC and EPEB at higher-level GT. EGSA partially mediates the negative interaction with 95% bias-corrected confidence intervals [− 0.054, − 0.018].Conclusion: In the Chinese context, when being used simultaneously with high–high combination, GC and GT negatively interact with each other to engender the squeezed effect of intrinsic motivation by extrinsic motivation, which directly impairs EPEB, and cause employee cognitive dissonance of self-standards, which indirectly weakens EPEB through reducing EGSA. This paper is an attempt to show novelty in identifying negative interactions between GC and GT in EPEB in China and a mediating role of EGSA. Additionally, it addresses organizational practitioners’ concern well and provides important implications for decision-making in GHRM practices and EPEB enhancement.Keywords: green compensation, green training, employee pro-environmental behavior, employee green self-accountability, cognitive dissonance of self-standards, mediated moderation

Haiyan Zhang,1 Shuwei Sun2 1Business School, Jiangsu Normal University, Xuzhou City, Jiangsu, People’s Republic of China; 2School of Mathematics and Statistics, Xuzhou University of Technology, Xuzhou, Jiangsu, People’s Republic of ChinaCorrespondence: Shuwei SunSchool of Mathematics and Statistics, Xuzhou University of Technology, No. 2 Lishui Road, Yunlong, Xuzhou, Jiangsu, 221111, People’s Republic of ChinaTel +86 15996963525Fax +86 051683105396Email ssw@xzit.edu.cnPurpose: Studies of GHRM practices number in thousands; however, they have failed to provide Chinese contextual evidence for their interactive effects on employee pro-environmental behavior (EPEB). To bridge this research gap as well as to address organizational practitioners’ concern in GHRM practices, our study explores the possible interactive effect of green compensation (GC) and green training (GT), which are two core practices of GHRM and are widely employed by Chinese organizations simultaneously, on EPEB drawing on self-determination theory, and unravels the underlying mechanism by introducing employee green self-accountability (EGSA) as a mediator based on the cognitive dissonance theory of self-standards.Methods: Using on-line survey and five-point Likert rating method, employees (N=847) working in Chinese organizations were requested to self-rate GC, GT, and EGSA; their direct supervisors were invited to evaluate EPEB. The mediated moderation testing procedures with SPSS and the bootstrapping approach with MPLUS were adopted to test the mediated moderation.Results: When being used separately, GC and GT are positively related to EPEB (β=0.426, p < 0.001; β=0.368, p < 0.001). When being adopted simultaneously, a negative relationship (the simple slope=− 0.454, t=3.671, p=0.000) exists between GC and EPEB at higher-level GT. EGSA partially mediates the negative interaction with 95% bias-corrected confidence intervals [− 0.054, − 0.018].Conclusion: In the Chinese context, when being used simultaneously with high–high combination, GC and GT negatively interact with each other to engender the squeezed effect of intrinsic motivation by extrinsic motivation, which directly impairs EPEB, and cause employee cognitive dissonance of self-standards, which indirectly weakens EPEB through reducing EGSA. This paper is an attempt to show novelty in identifying negative interactions between GC and GT in EPEB in China and a mediating role of EGSA. Additionally, it addresses organizational practitioners’ concern well and provides important implications for decision-making in GHRM practices and EPEB enhancement.Keywords: green compensation, green training, employee pro-environmental behavior, employee green self-accountability, cognitive dissonance of self-standards, mediated moderation

Previous studies have shown that enhancing employees’ innovative behavior can facilitate organizations’ sustainable competitiveness. This study investigated the relationship between authentic leadership and employees’ innovative behavior in Korean manufacturing and service companies. Moreover, the study examined the complex processes and conditions underlying this relationship. The results indicated that authentic leadership was significantly related to employees’ innovative behavior and that leader–member exchange mediated the relationship between authentic leadership and employees’ innovative behavior. Additionally, organizational learning culture moderated the relationship between leader–member exchange and employees’ innovative behavior. Finally, organizational learning culture moderated the mediating effect of authentic leadership on innovative behavior via leader–member exchange. We discuss the theoretical and practical implications of these findings as well as the study’s limitations for future research directions.

The major purpose of this article is to expand the domain of the business research by providing conceptual analysis of the moderating and mediating variables and exploring their potent effects in business research. To provide specific implications, Kang et al. (2015) model with respect to Balanced Scorecard technique is conceptually extended. Theoretical foundation of the moderating, mediating, and their major distinctions along with appropriate statistical tests applicable to each situation are also provided. The model is also extended to analyzing interaction effects of Mediated-Moderation and Moderated-Mediation designs and their testing. The article concludes that: 1) the nature of complex business problems will be more transparently captured by considering moderating and mediating variables, 2) without specifying moderating and mediating variables, business models are incomplete and therefore are not able to solve real business obstacles. Lack of inclusion of moderating and mediating effects is one viable reason which indicates why most business models do not function in real practice, 3) moderating and mediating variables are widening the scope of the prevalent business theories, and 4) moderating and moderating variables makes it possible to respond to the inquiries regarding “when” “how” and “why” a particular relationship exists between the independent and dependent variables. Hence, this study posits great impacts in future correlational and experimental studies in business.

The main objective of the study was to examine whether negative experiences at work, irrational beliefs, alone and in interaction, and negative affectivity as a mediator, could predict psychosomatic complaints and frequency of sickness absenteeism. The hypothesized model showed acceptable fit to the data, suggesting that negative affectivity mediates the relationship between negative experiences and irrational beliefs on the one hand, and psychosomatic complaints on the other. The results also revealed no significant effect of interaction between negative experiences and irrational beliefs, while fatigue and physical symptoms have a significant and direct effect on the number of days of absence. It was concluded that the lack of an effect of psychological symptoms on absenteeism may indicate that employees in Serbia do not see them as a sufficient reason for sick leave. The results are discussed within frameworks of Rational-emotive behaviour therapy and strategic stress management approach.

Rationale Residents of neighbourhoods with high destination accessibility (higher population density, more-interconnected streets, and better access to services, public transport and parks) are more physically active. Evidence on the factors that underlie these associations is sparse and inconsistent. Objective We examined (1) five socio-demographic and four non-destination perceived neighbourhood attributes as moderators of the relationship between objectively-assessed destination accessibility and moderate-to-vigorous physical activity (MVPA); (2) perceived indicators of destination accessibility as mediators of those relationships; and, (3) the generalizability of findings across 14 cities. Methods Data were from the International Physical Activity and Environment Network (IPEN) Adult study (N = 6822), which provided comparable objective and perceived environmental variables and accelerometer-based MVPA from 14 cities across 10 countries. Mediation and mediation moderation analyses were performed. Results Objective net residential density, public transport density, and number of parks in the neighbourhood were consistently associated with MVPA across all examined socio-demographic groups and non-destination perceived neighbourhood characteristics. However, only the association between number of parks and MVPA was mediated by its conceptually-comparable perceived indicator. While the associations of objective intersection density and land use mix with MVPA were moderated by both gender and perceived pedestrian infrastructure/safety, only the latter moderating effects were mediated by the conceptually-comparable perceived indicators. Perceived neighbourhood safety and/or aesthetics moderated the associations of objective ratio of retail/civic land to total area and distance to nearest transport stop with MVPA. These associations were not mediated by the conceptually-comparable perceived indicators. Conclusion Densely populated neighbourhoods with access to public transport and parks have the potential to significantly and equitably contribute to adults' MVPA on a global scale. Perceived neighbourhood aesthetics, pedestrian-friendliness and safety can magnify the positive effects of mixed-use neighbourhoods on residents' MVPA by interacting with the perceived ease of access to a variety of destinations.

The theory of planned behavior states that individuals act on their intentions, especially when they have behavioral control. The current study examines how seeking recycling-related procedural information—i.e., information about how and where to recycle—is related to behavioral control. Hypothesis testing used hierarchical ordinary least squares regression analysis of longitudinal data from 553 survey respondents. Results supported seven hypotheses. Most notably, procedural information seeking both mediated and moderated the relationship between intention and behavior. Further, the moderation effect was itself mediated by behavioral control. The argument for this mediated moderation is that information seeking enhances behavioral control, and it is primarily behavioral control that moderates the relationship between intention and behavior. These results have implications for the theory of planned behavior and, more generally, for how individuals use information to support their behaviors.

This paper discusses the main aspects of simple mediation and moderation, as well as the conditional process analysis applied for more complex models, such as mediated moderation and moderated mediation. The recent changes on the way these analysis have been conducted highlights the need to discuss them in order to increase their application in studies conducted in Brazil. The authors provide a discussion about the analysis techniques and the recommendations for the procedures conducted these days. They also present the direct, indirect and total effects and how to read them. Finally, the conditional process analysis, applied for moderated mediation and mediated moderation analysis procedures, is discussed., Este artigo faz uma discussão dos principais aspectos relacionados às análises de mediação e moderação simples, assim como dos processos condicionais utilizados para modelos mais complexos, como os de mediação moderada e de moderação mediada. As recentes mudanças na forma como essas análises têm sido realizadas por pesquisadores trás a necessidade de discuti-las no intuito de estimular a sua utilização em pesquisas brasileiras. Neste artigo, os autores apresentam principalmente uma discussão sobre as técnicas de análise e as principais recomendações para os procedimentos hoje realizados, os tipos de efeitos que devem ser considerados (diretos, indiretos e total) e como interpretá-los. São também discutidos os processos condicionais, amplamente utilizados na condução das análises de moderação mediada e de mediação moderada.

The professional behavior of scientists, for good or ill, is likely associated with their perceptions of whether they are treated fairly in their work environments, including their academic department and university and by relevant regulatory bodies. These relationships may also be influenced by their own personal characteristics, such as being overcommitted to their work, and by the interactions between these factors. Theory also suggests that such associations may be mediated by negative or positive affect. We examined these issues using data from a national, mail-based survey administered in 2006 and 2007 to 5,000 randomly selected faculty from biomedical and social science departments at 50 top-tier research universities in the United States. We found that perceptions of justice in one's workplace (organizational justice) are positively associated with self-report of “ideal” behaviors and negatively associated with self-report of misbehavior and misconduct. By contrast, researchers who perceive that they are being unfairly treated are less likely to report engaging in “ideal” behaviors and more likely to report misbehavior and misconduct. Overcommitment to one's work is also associated with negative affect and interacts with perceptions of unfair treatment in ways that are associated with higher self-report of misbehavior. Thus, perceptions of fair treatment in the work environment appear to play important roles in fostering—or undermining—research integrity.