indirect relationship
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PurposeUntil recently, scholars have begun to examine the contextual antecedents of employees thriving at work. A recent study has shown that one aspect of organizational structure/context (i.e. formalization) can be an important antecedent of employee thriving at work. However, scholars have urged doing research examining how different aspects of organizational structure can combinedly influence employee work outcomes such as thriving at work. Given that, the present paper proposes a theoretical model to unravel the mechanisms of how two aspects of organizational structure (i.e. formalization and centralization) may operate as the antecedents of employees thriving at work. In particular, the author draws on the Conservation of Resources Theory (COR) to hypothesize that employees' work engagement mediates the relationship between their perception of formalization and thriving at work. The author further hypothesizes that the indirect relationship between formalization and employee thriving at work is moderated by employees' perception of centralization, such that the relationship is stronger in the presence of a lower level of centralization than higher.Design/methodology/approach The author gathered data by employing a time-lagged survey design involving 136 full-time employees from different organizations.FindingsResults show that employee work engagement mediates the relationship between formalization and employee thriving at work. Further, the indirect relationship between formalization and employee thriving at work is stronger when the level of centralization is relatively low.Research limitations/implicationsFormalization is able to enact employees' thriving at work, particularly when organization implements relatively less centralized structure.Originality/valueThis study first introduces work engagement as a mediator in the formalization–employee thriving at work relationship and centralization as a moderator along this mediating process.

PurposeThe purpose of this paper is to examine the impact of managerial coaching (MC) on employee creative performance (CP) based on the knowledge transfer theory and the roles of creative process engagement (CPE) and climate for innovation (IC) in the relationship between MC and CP.Design/methodology/approachA moderated mediation model was developed and tested on a dyadic sample of 74 leaders and 292 employees working in South China firms.FindingsThe results show that CPE mediates the relationship between MC and CP and IC amplifies the indirect relationship between MC and CP via CPE.Originality/valueThis research contributes to the MC and innovation literature by clarifying the linking role of engagement in transferring MC into employees' CP from a knowledge transfer perspective and identifies the critical role of IC in effectuating the impact of MC on CP.

Researchers indicate that employees with a high level of education tend to have better creative performance. However, few studies have investigated the boundary conditions of this association. The componential model of creativity demonstrates that both task-relevant skills and creativity-relevant skills are indispensable factors of creative performance. Job tenure, which generally hinders employees from acquiring creativity-relevant skills, is regarded as a potential boundary condition. In this study, we investigate how job tenure weakens positive influence of education on creative performance through task performance. Using a sample of 368 employees and 43 leaders in a provincial bank in China, we indeed find that job tenure negatively moderates the indirect relationship between education and creative performance via task performance. Specifically, the positive relationship is weakened when job tenure is high than when it is low. We also discuss the theoretical and practical implications of our study and highlight future research directions.

Corporate social responsibility (CSR) is no longer a legal obligation but discretionary aimed at fulfilling the needs of stakeholders. The failed leadership in Africa has made discretionary CSR initiatives very important in the life of employees and local community. The chapter reports a micro-level study that considered the effect of CSR initiatives directed to employees and local communities on employee organizational identification (OID) and employee creativity (ECR). The results obtained show that CSR directed to employees has both direct and indirect relationships with ECR through OID, while CSR directed at local community has only indirect relationship with ECR through OID. The results position CSR initiatives as strategic to the performance of business instead of just being philanthropic. This means that managers must take special interest in developing and implementing CSR initiatives since their outcome has an effect on employee behavior. The study also demonstrates the need to factor the importance of each CSR initiatives directed at various stakeholders in future study.

Purpose: The purpose of the study is to analyze the first hand data regarding intimacies between government entities and government audit institution of Pakistan, to see its impact on the quality. Design/Methodology/Approach: Qualitative research design is used to explore the concept base on theoretical saturation technique. Findings: The results revealed by default presence of social ties among interactive agents. It further explores indirect relationship between audit quality and social interactions in the presence of petty corruption due to familiarity, unwarranted mutual trust and favoritism however this relationship is shifted toward direct relationship in the presence of material corruption due to fear of losing good reputation, loss of job, fear of departmental inquiry, threat of floating your weaknesses before your rival clique. Implications/Originality/Value: The results presented in this paper should therefore be of great interest to government, regulators and standard-setters charged with developing accounting standards to improve the audit quality of reporting information related to existing government auditing setup.

Tujuan penelitian ini untuk mengetahui sejauh mana pengaruh motivasi dan lingkungan organisasi terhadap penerapan good corporate governance melalui kepemimpinan pada Kantor Sekretariat Daerah Kabupaten Mamuju Tengah. Jumlah responden sebanyak 50 orang yaitu pegawai pada kantor tersebut. Metode analisis yang digunakan adalah regresi berganda melalui pendekatan jalur atau path. Hasil analisis menunjukan bahwa motivasi dan lingkungan organisasi berpengaruh positif dan signifikat terhadap kepemimpinan dan penerapan good corporate governance secara langsung, artinya koefisien regresi yang dihasilakan bertanda positif dengan tingkat signifikan yang lebih kecil dari signifikasi standar  jika dihubungkan secara langsung atau tanpa dimediasi variable lain. Kepemimpinan juga memiliki pengaruh positif dan signifikat terhadap penerapan good corporate governance secara langsung, koefisien regresi yang dihasilakan bertanda positif dengan tingkat signifikan yang lebih kecil dari signifikasi standar jika dihubungkan secara langsung atau tanpa dimediasi variable lain. Untuk mengukur hubungan tidak langsung antara motivasi dan lingkungan organisasi terhadap penerapan good corporate governance  melalui kepemimpinan hasil yang ditunjukan bahwa motivasi dan lingkungan organisasi memiliki hubungan positif dan signifikan terhadap penerapan good corporate governance melalui kepemimpinan. Hubungan tidak langsung memiliki koefisien regresi yang lebih besar dari hubungan langsung yang terjadi. Hal ini diperoleh dari nilai koefisien total yang lebih besar. The purpose of this study was to determine the extent of the influence of motivation and organizational environment on the implementation of good corporate governance through leadership at the Regional Secretariat Office of Central Mamuju Regency. The number of respondents as many as 50 people, namely employees in the office. The analytical method used is multiple regression through the path or path approach. The results of the analysis show that motivation and organizational environment have a positive and significant effect on leadership and the implementation of good corporate governance directly, meaning that the resulting regression coefficient is positive with a significant level that is smaller than the standard significance if it is connected directly or without being mediated by other variables. Leadership also has a positive and significant influence on the implementation of good corporate governance directly, the resulting regression coefficient is positive with a significant level that is smaller than the standard significance if it is connected directly or without being mediated by other variables. To measure the indirect relationship between motivation and organizational environment on the implementation of good corporate governance through leadership, the results show that motivation and organizational environment have a positive and significant relationship to the implementation of good corporate governance through leadership. The indirect relationship has a regression coefficient that is greater than the direct relationship that occurs. This is obtained from the larger total coefficient value.

This study examined the effect of individual characteristics and transformational leadership on job satisfaction and organizational commitment of the employees at the Department of Islamic Shari'a. The samples were 114 employees. The analytical tool used was Structural Equation Modeling (SEM) using AMOS (Analysis of Moment Structure) tools. The results showed that individual characteristics and transformational leadership affected job satisfaction. Individual characteristics and job satisfaction also significantly affected organizational commitment. However, transformational leadership did not influence organizational commitment. Then, in testing the indirect relationship, job satisfaction did not mediate the effect of transformational leadership on organizational commitment. But job satisfaction fully mediated the effect of individual characteristics on organizational commitment

Abstrack This study aims to examine the indirect relationship between Environmental Management Accounting (EMA) and Firm Performance through Competitive Advantage. The contribution of this paper is that there is a Competitive Advantage mediating the relationship of EMA and improving firm performance. The study was conducted on 444 manufacturing companies in Indonesia from 2013-2017. The novelty in this study is a research model that makes Competitive Advantage a mediation for EMA and Firm performance variables, and Competitive Advantage variables using market share proxy. The results of this study are EMA has a positive effect on Firm Performance, EMA has a positive effect on Competitive Advantage, Competitive Advantage has a positive effect on Firm Performance, and Competitive Advantage as Quasi Mediating from the influence of EMA on Firm Performance. Abstrak Penelitian ini bertujuan untuk menguji hubungan tidak langsung antara environmental management accounting (EMA) dan kinerja perusahaan (firm performance) terhadap keunggulan kompetitif (competitive advantage). Kontribusi penelitian ini ialah menunjukan keunggulan kompetitif memediasi antara EMA dan meningkatkan kinerja perusahaan. Penelitian ini dilakukan pada 444 perusahaan manufaktur di Indonesia selama 2013-2017. Kebaruan dari penelitian ini penggunaan keunggulan kompetitif sebagai variabel mediasi untuk EMA dan kinerja perusahaan, serta penggunaan pangsa pasar sebagai proksi variabel keunggulan kompetitif. Hasil penelitian ini ialah EMA memiliki pengaruh positif terhadap kinerja perusahaan, keunggulan kompetitif memiliki pengaruh positif terhadap kinerja perusahaan, dan keunggulan kompetitif, keunggulan kompetitif sebagai mediasi semu dari pengaruh EMA terhadap kinerja perusahaan.        

Athletes have to face several challenges during the sport season, and one of them could involve dealing with unattainable goals. In these situations, being able to reengage in other goals as a form of goal adjustment and in response to contextual demands is adaptive. According to previous literature, some aspects of the athletes’ social context, such as coach-created motivational climates, could encourage more adaptive responses in athletes, and so it is possible that these climates would also promote athletes’ goal regulation and goal reengagement. The purpose of this study was twofold: to analyze whether athletes’ perception of empowering and disempowering climates were related to their goal reengagement through the mediation of goal motives; and to examine the interaction between the two climates when they predict reengagement through athletes’ goal motives. Participants were 414 Spanish university athletes (49.5% male, 50.5% female) who belonged to different university teams, with ages ranging from 17 to 33 years old (M = 20.61, SD = 2.58). In the sport facilities, all of them completed questionnaires that evaluated their perception of empowering and disempowering climates, their goal motives, and their goal reengagement. Structural equation modeling (SEM) results showed that perceived empowering climate positively predicted autonomous goal motives, which in turn had a positive relationship with goal reengagement. Conversely, perceived disempowering climate positively predicted controlled goal motives, which were not related to goal reengagement. Thus, we only found support for the indirect relationship between perceived empowering climate and goal reengagement through autonomous goal motives. Moderated mediation analyses revealed that interaction effects between perceived empowering and disempowering climates were not significant in the prediction of goal reengagement through goal motives. Findings revealed that the perception of empowering climates promotes athletes’ goal reengagement when goals become unattainable via the increase in their autonomous goal motives. Conversely, when athletes perceive disempowering climates, they have more controlled goal motives, which are not related to goal reengagement. In addition, the study supports the need to educate coaches to create more empowering and less disempowering climates.

Abstract Aim. Vitamin D is currently an exciting research target, besides its obvious role in calcium homeostasis and bone health, enormous work is being directed at examining the effects of this vitamin on various biological functions and pathological conditions. Material and methods. The review of the literature and the analysis took about six months and was carried out through PubMed. This is a search engine opening mainly the MEDLINE database of trusted references. We called up all studies written in English that were published between the years 2004 to 2021 and that came through using the applied search terms, and analysed all those that met the criteria. Results. The endocrine system with its many glands and hormones and their essential roles in the maintenance of normal body functioning cannot be far from interactions with vitamin D. Male and female sex hormones are no exceptions and many studies have investigated the correlations between these hormones and vitamin D. As such, direct and indirect relationships have been found between vitamin D, its receptors or one of its metabolising enzymes with sex hormones and the development of reproductive organs in males and females. Conclusion. This review summarises the research investigating the associations of vitamin D with sex hormones and reproductive organs in males and females, and thus may pave the road for future studies that will investigate the clinical significance of vitamin D in the management of reproductive system disorders. Despite some conflicting results about the relationship between VD and the effectiveness of the reproductive system, many studies confirm the presence of receptors for this vitamin in the reproductive system, and this supports the direct or indirect relationship between VD and prolactin or VD and testosterone through PO4 and Ca2+ homeostasis, or production of osteocalcin. Therefore, VD is positively associated with semen quality and androgen status. Furthermore, a direct relationship between VD and the production of progesterone, estrogen and estrone in human ovarian cells has been supported by many studies.