This research examined a moderated mediation model for answering how and why work-life balance affects employee job performance, and how satisfaction with coworkers is contingent upon it by enhancing employee?s psychological wellbeing. Data were collected from subordinates and their supervisors in the banking sector (N = 284). Empirical results indicate that psychological wellbeing mediates the link between work-life balance and job performance, and employees? satisfaction with coworkers enhances job performance by strengthening the effect of work-life balance on psychological wellbeing. This research contributes to personnel management literature by describing moderated mediation mechanisms through which work-life balance influences employee job performance, and guides practitioners by emphasizing that employees with greater work-life balance perform better when their psychological wellbeing is reinforced by their satisfaction with coworkers.

Background: Previous research has paid less attention to examine the mechanisms through which positive feedback affects employees’ organizational citizenship behavior (OCB). Moreover, the use of cross-sectional data in most previous research has prevented researchers to make accurate inferences about the mediating processes between feedback and OCB. Given that, more research is required to understand the ways feedback enhances OCB. Purpose: This study sought to explain how positive feedback may affect employees’ OCB. Specifically, a mediating role of organization-based self-esteem (OBSE) in linking positive feedback and OCB was examined in a three-wave time-lagged model. Method: Data were gathered from full-time employees and their supervisors from private banks in two districts of Southern Punjab (N=264). A three-wave time-lagged autoregressive mediation model was tested by using partial least squares structural equation modeling. Results: The results of time-lagged multiple linear regression analyses indicate that positive feedback predicts OBSE, which in turn partially mediates the feedback–OCB relationship. Conclusion: This study concludes that positive feedback itself is less explicative in describing its effect on employees’ OCB. Other mechanisms such as OBSE can explain why positive feedback enhances OCB.

This study aimed to investigate the impact of work values (i.e., autonomy, competence and growth, and job security) on employee effort from a needs-supplies fit perspective. Using data from 295 employees and their 57 supervisors in two organizations, the results indicated that employee effort increased as employees’ perceived values increased toward their preferred values. Moreover, employee effort did not show consistent patterns when the perceived work values exceeded the preferred values. Specifically, regarding autonomy and competence and growth, employee effort continued to increase as the perceived values exceeded the preferred values. However, regarding job security, employee effort declined as the perceived values substantially exceeded the preferred values. Furthermore, this study found that the higher the fit level between the perceived and preferred values, the greater the employee effort. Nevertheless, the findings regarding job security, which were inconsistent with our expectations, revealed that a considerably higher fit led to a decline in employee effort. Este estudio busca investigar la repercusión de los valores del trabajo (como autonomía, competencia y crecimiento o seguridad en el empleo) en el esfuerzo de los empleados desde una perspectiva del ajuste necesidades-recursos. Los datos de 295 empleados y 57 supervisores de dos organizaciones indicaron que el esfuerzo aumentaba a medida que los valores percibidos de los empleados aumentaban hacia los valores preferidos. Además, el esfuerzo no mostraba patrones coherentes cuando los valores percibidos del trabajo superaban a los valores preferidos. Específicamente, en lo relativo a la autonomía y a la competencia y crecimiento, el esfuerzo de los empleados seguía aumentando a medida que los valores percibidos superaban a los valores preferidos. No obstante, en cuanto a la seguridad en el empleo, el esfuerzo de los empleados disminuía a medida que los valores percibidos superaban sustancialmente a los valores preferidos. Por otra parte, este estudio muestra que a mayor nivel de ajuste entre los valores percibidos y los preferidos mayor es el esfuerzo. Sin embargo, los resultados referidos a la seguridad en el empleo, contrariamente a nuestras expectativas, mostraban que un esfuerzo considerablemente mayor daba lugar a una disminución del esfuerzo de los empleados.

Existing literature lacks studies that examine the indirect effect of high-performance work systems (HPWSs) on employee job satisfaction through employee–employee relations. Moreover, less is known about the boundary conditions of this indirect effect. This study sought to longitudinally examine the mediating role of a specific form of employee–employee relations—relational coordination—in the relationship between HPWS and job satisfaction. Data were collected in three waves from the employees of commercial banks (N = 322). Partial least squares structural equation modeling was used for data analysis. Results from multiple linear autoregressive longitudinal analysis indicate that HPWSs predict relational coordination, which in turn partially mediates the HPWS–job satisfaction relationship. Perceptions of peer justice climate provide boundary conditions for the aforementioned mediating effect. This study contributes to existing literature by explaining moderated-mediation mechanisms through which HPWSs predict employee job satisfaction. Managers can strengthen the effect of HPWS on employee–employee relations and subsequent effect on employee job satisfaction by promoting peer justice climate in organizations.

This study sought to empirically examine the link between OCB and EBP implementation, and tested senior management’s support as a moderator of this relationship. A cross-sectional survey design was used. Data were based on the survey of participants’ perceptions of the study variables. The participants were professionals involved in the treatment of acute myocardial infarction at five hospitals in Madrid Community of Spain. Hypothetico-deductive method was applied, and partial least squares structural equation modeling (PLS-SEM) was used for data analysis. The relationship between OCB and EBP implementation was supported. A significant moderating effect was also found, which indicates that with an increase in senior management’s support OCBs become more important for explaining their effect on EBP implementation. The findings of this research are promising to organizations and agencies that take into account the importance of implementing EBP. This research provides conditions valuable to successful use of EBP. Especially, where senior management interacts positively with other variables such as OCB, the likelihood of EBP implementation and its effectiveness may increase. An improvement in these factors and their interaction is liable to guide an improved continuity in healthcare resulting from positive organizational ethos.

This study examined a moderated mediation model to explain how the indirect effect of transformational leadership (TL) on employees’ organizational commitment (OC) via procedural justice (PJ) is moderated by career growth opportunities (CGOs) in organizations. Data were gathered from 265 college faculty members. The results indicate that PJ serves as mediator between TL and OC, and this mediation process is affected by career growth. This research contributes to the leadership, human resource management, and organizational psychology literature by explaining how CGOs may affect the mediating process of PJ through which the relationship between TL and OC is determined. Organizational leaders can take insights from the findings of this study to increase their employees’ OC. Theoretical implications and future research directions have been discussed.