Mediation Analyses

The purpose of this study was to explore the relationship between grit and entrepreneurial intent. Grit involves maintaining effort and interest in the pursuit of long-term goals, despite adversity, stagnation, or failure. Entrepreneurial intentions are a well-established indicator that represents an individual's conscious determination to start a new business. Secondary variables included the personality traits measured in the Big Five model (openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism). Survey data were collected from over 500 undergraduate students at a Midwestern university in the United States. The results confirmed that there was a strong positive association between grit and entrepreneurial intentions. Furthermore, independent samples t-tests revealed that high grit students showed greater entrepreneurial intent than low grit students. The data also indicated that grit fully mediated the predictive effect of conscientious and neuroticism on entrepreneurial intent. Overall, a better understanding of the influence of grit on entrepreneurial intent, given the presence of various diverse personality constellations, may help inform educators in preparing and delivering course content. The influence of grit may reduce the failure rate of new and young businesses launched by college-educated entrepreneurs.

Moderated mediation has been proven to be one of the useful techniques in providing powerful analysis in many research areas such as social science, statistics, marketing, health science and others. By using secondary data obtained from Trends In Mathematics and Science Study (TIMSS), moderated mediation analysis is used to determine the significance difference of direct effect and total effect including indirect effect of exogenous latent constructs toward endogenous latent construct through mediator latent construct between moderator; male and female samples. From the Moderation Analysis, it is found that there is no significant difference between male and female samples in the direct effect of all exogenous latent constructs toward endogenous latent construct. The same result obtained in Moderated Mediation Analysis where there is no significant difference between male and female samples in the total effect including indirect effect from all exogenous latent constructs toward endogenous latent construct through mediator latent construct.

The unquestionable benefits of employee engagement and the ill-effects of disengagement (EE) have necessitated further investigation within the field of human resource management and the wider organizational studies domain. This study sought to measure the perception of employees at a Commercial Bank in Jamaica, on how various practices in the organization, such as human resource management practices (HRMPs), the ethical climate (OEC), and corporate sustainability (CS) affected their engagement. Based on the responses of 130 employees who responded to a self-administered questionnaire hosted online, it was shown quantitatively that employee tenure in an organization affects their engagement, as employees with less than one year, and more than ten years of service with the organization were more engaged. Also, the results indicated that both HRMPs and initiatives and strategies on CS had influence on employees " behaviour and subsequently their engagement and the predictor 96 effects were enhanced by the mediation effect of OEC. These findings are relevant to practice as well as provide elucidation on the specific mechanisms that influence the relationship between HRMPs and EE, as well as contributing to sparse literature on EE in a Caribbean context.

Purpose:
The theory that self-esteem is substantially constructed based on social interactions implies that having a stutter could have a negative impact on self-esteem. Specifically, self-esteem during adolescence, a period of life characterized by increased self-consciousness, could be at risk. In addition to studying mean differences between stuttering and non-stuttering adolescents, this article concentrates on the influence of stuttering severity on domain-specific and general self-esteem. Subsequently, we investigate if covert processes on negative communication attitudes, experienced stigma, non-disclosure of stuttering, and (mal)adaptive perfectionism mediate the relationship between stuttering severity and self-esteem.

Methods:
Our sample comprised 55 stuttering and 76 non-stuttering adolescents. They were asked to fill in a battery of questionnaires, consisting of: Subjective Screening of Stuttering, Self-Perception Profile for Adolescents, Erickson S-24, Multidimensional Perfectionism Scale, and the Stigmatization and Disclosure in Adolescents Who Stutter Scale.

Results:
SEM (structural equation modeling) analyses showed that stuttering severity negatively influences adolescents' evaluations of social acceptance, school competence, the competence to experience a close friendship, and global self-esteem. Maladaptive perfectionism and especially negative communication attitudes fully mediate the negative influence of stuttering severity on self-esteem. Group comparison showed that the mediation model applies to both stuttering and non-stuttering adolescents.

Conclusion:
We acknowledge the impact of having a stutter on those domains of the self in which social interactions and communication matter most. We then accentuate that negative attitudes about communication situations and excessive worries about saying things in ways they perceive as wrong are important processes to consider with regard to the self-esteem of adolescents who stutter. Moreover, we provide evidence that these covert processes also need to be addressed when helping adolescents who are insecure about their fluency in general.

This article describes the RMediation package,which offers various methods for building confidence intervals (CIs) for mediated effects. The mediated effect is the product of two regression coefficients. The distribution-of-the-product method has the best statistical performance of existing methods for building CIs for the mediated effect. RMediation produces CIs using methods based on the distribution of product, Monte Carlo simulations, and an asymptotic normal distribution. Furthermore, RMediation generates percentiles, quantiles, and the plot of the distribution and CI for the mediated effect. An existing program, called PRODCLIN, published in Behavior Research Methods, has been widely cited and used by researchers to build accurate CIs. PRODCLIN has several limitations: The program is somewhat cumbersome to access and yields no result for several cases. RMediation described herein is based on the widely available R software, includes several capabilities not available in PRODCLIN, and provides accurate results that PRODCLIN could not.

ÖZET Günümüzde işletmeler, rekabet avantajı yaratmada en önemli etkenlerden birini nitelikli insan kaynağı olarak ifade ederken; iş tatmini ve mutluluklarını önemsedikleri çalışanlarını, uzun yıllar kurumlarında bağlılıkla tutundurmayı hedeflerler. Çalışanların işlerinden yüksek seviyede tatmin olmaları ise, onların beklenti ve ihtiyaçlarını, davranışsal ve bilişsel özelliklerini doğru tespit edebilmelerine bağlıdır. Bir bireyin davranışsal ve bilişsel özelliklerinin yanı sıra beklenti ve ihtiyaçlarını etkileyen önemli unsurlardan biri ise bireyin değerleridir. Bu sebeple, değerlerin doğru biçimde tespiti çalışanların karşılıklı etkileşimine, seçimlerine ve iş çıktılarına olumlu olarak katkıda bulunabilmelerine bağlıdır. Bu çalışmada sağlık sektöründe yardımcı üreme teknikleri alanında hizmet veren klinik ve laboratuvar çalışanlarının sahip oldukları iş değerlerini belirleyerek, iş değerleri ve iş tatmini ilişkisinde lider-üye etkileşiminin aracılık etkisini sorgulanmaktadır. Değişkenler arasındaki ilişkiler iki farklı ardışık aracılık modeli kurularak analiz edilmiş ve bunun bir sonucu olarak iş değerleri ve iş tatmini arasındaki ilişki açısından değerlendirildiğinde, lider-üye etkileşimine etki eden aracı değişkenlerin de kendi aralarında ilişkili olduğu görülmüştür. ABSTRACT Nowadays, enterprises state that one of the most important factors in creating a competitive advantage is qualified human resources; they aim to bring their employees, who care about their job satisfaction and happiness, in their institutions for long years. The fact that employees are highly satisfied with their jobs depends on their ability to identify their expectations and needs, their behavioral and cognitive characteristics. An individual's behavioral and cognitive characteristics as well as one of the important factors affecting the expectations and needs are individual's values. Therefore, the correct determination of the values depends on the positive contribution of the employees to their interaction, choices and work outcomes. In this study, by determining the business values of clinical and laboratory workers in the field of assisted reproductive techniques in the health sector, the mediation effect of leader-member interaction is questioned in relation to job values and job satisfaction. The relationships between the variables were analyzed by establishing two different serial mediation models and as a result of the relationship between business values and job satisfaction, it was seen that the mediator variables affecting the leader-member interaction were also related to each other.

ÖZ
Bu araştırmada öncelikle lider-üye etkileşiminin örgütsel özdeşleşmeye olan etkisinde işe bağlılığın aracı rolü incelenmiştir. Özel bütçeli anonim şirket statüsündeki bir kalkınma ve yatırım bankasında çalışan uzman ve uzman yardımcılarından oluşan toplam 152 kişiden elde edilen veriler ile değişkenler arasındaki doğrudan ve dolaylı etkiler yapısal eşitlik modeliyle incelenmiştir. Lider-üye etkileşimi derecesi, örgütsel özdeşleşme ve işe bağlılık ölçeklerinin Türkçe formlarının geçerli ve güvenilir bir ölçme aracı olup olmadığının tespiti çalışmada ikincil bir amaç olarak planlanmış ve bulgular çalışmanın ek bölümünde yer aldığı şekliyle bu ölçeklerin geçerli ve güvenilir olduğunu göstermiştir. Bu sonuç belirtilen ölçeklerin uluslararası geçerliliklerine pozitif yönlü bir katkıyı da oluşturmaktadır. Çalışmanın ana sorunsalı çözümlemesi için veriler analiz edilmiştir ve elde edilen bulgulara göre lider-üye etkileşimi çalışanların örgütsel özdeşleşmelerini ve işe bağlılıklarını anlamlı ve pozitif yönde etkilediği; işe bağlılığın örgütsel özdeşleşmeyi anlamlı ve pozitif yönde etkilediği sonucuna ulaşılmıştır. Aynı zamanda lider-üye etkileşimin örgütsel özdeşleşme ile ilişkisinde işe bağlılığın tam aracı etkisinin olduğu da tespit edilmiştir. Sonuçlar, lider-üye etkileşiminin niteliği ile örgütsel özdeşleşme arasındaki doğrudan ilişkinin işe bağlılık vasıtasıyla daha iyi açıklanacağını göstermektedir.

Abstract
The current study examines primarily the mediating role of job involvement on the relationship between leader-member exchange and organizational identification. Direct and indirect effects of the variables were investigated by using structural equation modeling with data obtained from 152 employees consisting of experts and assistant
exports working the bank is a development and investment bank in status of specialbudged joint stock company. It was investigated whether Turkish version of the scales of leader-member exchange quality, organizational identification and job involvement
are valid and reliable instruments as a second objective in the study and the findings indicated that these scales are valid and reliable as shown in appendix. This result leads us to contribute positively to the international validity of these scales. In order to clarifed the main research question, the datas were analyzed and the results reveal that
leader-member exchange has a significant and positive effect on employee’s organizational identification and job involvement and job involvement have significant and positive effect on employee’s organizational identification. It was also clarified that the full mediation role of job involvement exists on the relationship between
leader-member exchange and organizational identification. Results suggest that the direct relationship between leader-member exchange quality and organizational identification is better explained through the job involvement

Le concept et le terme de « médiation » apparaissent dans diverses sciences humaines et sociales, notamment en droit, en philosophie, en psychologie, en sciences du langage, en sciences de la communication et en sciences de l’éducation. La pluralité des conceptualisations et la polysémie du terme que l’on repère souvent dans les discours spécialisés sont susceptibles d’entraver l’intercompréhension. Dans un tel scénario, il devient urgent de discerner l’essentiel de la médiation et d’en mettre en lumière les traits conceptuels et linguistiques significatifs, identifiés par des experts et plus généralement par les parties prenantes.
On en a mesuré l’urgence lors de différents colloques interdisciplinaires organisés à l’Université de Padoue (Autour de la traduction juridique, 2011 ; Pratiques communicatives de la médiation, 2012 ; Médiation et droits linguistiques, 2014 ; Une approche linguistique de la médiation : quelles retombées ?, 2014 ; Acteurs et formes de médiation pour le dialogue interculturel, 2016) et dans d’autres publications scientifiques (voir la bibliographie d’orientation ci-dessous).
Ce colloque, organisé par le Professeur Michele De Gioia dans le cadre de son projet de recherche (Ontoterminologie de la médiation. Une contribution à la médiation et aux nouvelles politiques sociales : BIRD161093/16) financé par l’Université de Padoue, a comme objectif d’amorcer la reconnaissance de l’essentiel de la médiation. Plus précisément, le colloque vise à vérifier la possibilité de partager une même unité conceptuelle et terminologique à travers le dialogue scientifique et la discussion entre experts et professionnels. Il veut également contribuer à renforcer la médiation en tant que domaine autonome du savoir, disposant d’une ontologie et d’une terminologie de référence.
Sur la base d’une confrontation fructueuse entre les connaissances explicitées par des experts d’une communauté scientifique ou professionnelle et les connaissances tirées de textes et de discours spécifiques, le colloque aspire à examiner le concept et le terme « médiation », ainsi que d’autres termes et concepts reliés, dans leurs domaines d’application. Tout en préservant les spécificités de chaque domaine, l’ambition du colloque est de mettre en place un consensus interdisciplinaire autour du concept, permettant de décrire de manière cohérente et uniforme les connaissances, les acteurs, les techniques et les discours de médiation. La mutualisation des conceptualisations pourra faire émerger une ontologie de la médiation où les concepts seront définis et corrélés par des experts et des professionnels. Parallèlement, la confrontation entre les descriptions linguistiques et discursives pourra faciliter l’identification d’une terminologie essentielle.
Les organisateurs du colloque souhaitent la participation d’organismes, d’institutions, de chercheurs, de spécialistes et d’experts œuvrant dans le domaine des sciences humaines et sociales où ce concept et ce terme sont employés. Cet appel est adressé tout particulièrement à des lexicologues, à des terminologues ainsi qu’à des cognitivistes qui désirent proposer des analyses et des descriptions de ce concept ou de ce terme, ainsi que des traitements ou des modèles de systématisation de données conceptuelles et linguistiques. Les communications peuvent, par exemple :
– présenter une réflexion théorique sur le concept de médiation dans l’une des sciences humaines et sociales ;
– examiner, dans une perspective interdisciplinaire, les aspects théoriques permettant d’identifier les termes et les concepts partagés par deux ou plusieurs sciences humaines et sociales en matière de médiation ;
– partager des réflexions conceptuelles ou terminologiques sur la médiation en qualité d’experts dans des domaines institutionnels, soient-ils locaux, nationaux ou internationaux, et illustrer les protocoles pour parvenir à un consensus concernant l’utilisation de concepts et de termes liés à la médiation ;
– examiner un cas concret de situation de médiation à la lumière d’un cadre théorique d’où il est possible de tirer un aspect conceptuel et/ou terminologique crucial pour la définition et la compréhension de la médiation ;
– décrire l’usage de termes liés à la médiation dans les domaines du droit, de la philosophie, des sciences de la communication, des sciences du langage, des sciences de l’éducation, à partir de corpus ou de textes spécifiques de ces sciences ;
– décrire, dans une perspective interdisciplinaire, l’utilisation des termes liés à des concepts fondamentaux de la médiation sur la base d’analyses comparées de genres textuels dans deux ou plusieurs sciences humaines et sociales ;
– présenter des propositions pour la systématisation d’aspects conceptuels (cadre théorique novateur), terminologiques (banques de données, dictionnaires, glossaires, ontologies) et discursifs (schémas discursifs) de la médiation dans une ou plusieurs sciences humaines et sociales ;
– illustrer une analyse conversationnelle ou une analyse de discours portant sur des situations de médiation et mettant en évidence des aspects terminologiques et lexicologiques par rapport à un cadre théorique de la médiation dans l’une des sciences humaines et sociales ;
– illustrer la portée du concept et du terme médiation au sein de l’Union européenne et son application dans ses États membres, en s’appuyant sur des textes officiels ;
– étudier l’émergence de nouvelles formes de médiation par rapport au numérique, afin de comprendre leur apport à l’identification de concepts et de termes essentiels pour la médiation ;
– illustrer les résultats préliminaires ou définitifs d’un projet de recherche qui porte sur la médiation dans les domaines du droit, de la philosophie, des sciences de la communication, des sciences du langage, des sciences de l’éducation, et qui souligne les spécificités conceptuelles et terminologiques de la médiation.