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Can Generalized Self‐Efficacy Overcome the Effects of Workplace Weight Discrimination?
Author(s) -
RANDLE NATASHA W.
Publication year - 2012
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.1559-1816.2011.00814.x
Subject(s) - psychology , moderation , social psychology , attribution , organizational citizenship behavior , multilevel model , overweight , moderated mediation , job satisfaction , social exchange theory , variance (accounting) , social cognitive theory , organizational commitment , obesity , statistics , medicine , mathematics , accounting , business
Given that 68% of Americans are overweight or obese, research indicates that weight discrimination occurs in the workplace at each stage of the employment process, from selection to separation. Building from attribution, social exchange, and social cognitive theories, this study explores generalized self‐efficacy (GSE) as a moderator to determine if it alters the relationship between perceived weight discrimination (PWD) and the employee attitudes and behaviors of organizational citizenship behavior, organizational commitment (OC), job satisfaction (JS), and turnover intentions. Using ANOVA and moderated hierarchical regression to analyze the data, it was determined that GSE moderated the relationship between PWD and both OC and JS. Implications for practitioners and researchers are indicated.