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Ren S, Ji S, Liu X, Liu T. Exploring the structure of college students' adaptability by using cross-lagged path analysis: The role of emotional adaptability. Psych J 2024; 13:276-286. [PMID: 38151797 PMCID: PMC10990808 DOI: 10.1002/pchj.721] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/08/2023] [Accepted: 11/20/2023] [Indexed: 12/29/2023]
Abstract
Adaptability is an important psychological trait for college students. However, the components of adaptability contained significant inconsistencies in previous studies. On the one hand, there were discrepancies among the adaptability dimensions. On the other hand, significant inconsistencies were found in the connections among different aspects of adaptability. Therefore, the current research aimed to investigate the latent relationship among various components of adaptability. To achieve this, 565 volunteers were recruited to complete a 5-min cross-sectional survey. Subsequently, 402 participants were recruited to complete an 8-min longitudinal survey. The current study comprised two sub-studies: Study 1 utilized a structural equation model to examine the relationship between various dimensions of adaptability in a cross-sectional dataset, while Study 2 employed the cross-lagged panel model to validate the latent relationship between emotional adaptability and other types of adaptability using a longitudinal dataset. Results from the cross-sectional study indicated significant associations between emotional adaptability and other types of adaptability, with coefficients ranging from .231 to .588. The longitudinal study revealed that emotional adaptability at Time 2 and 3 could be predicted by learning adaptability, professional adaptability, and economic adaptability at Time 1 and 2. Consequently, the research concluded that individuals' emotional maladjustment could be predicted by maladaptive difficulties in learning, professional settings, homesickness, interpersonal relationships, and economics.
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Affiliation(s)
- Shixiu Ren
- Collaborative Innovation Center of Assessment Toward Basic Education QualityBeijing Normal UniversityBeijingChina
- Faculty of PsychologyTianjin Normal UniversityTianjinChina
| | - Shunxin Ji
- Faculty of PsychologyTianjin Normal UniversityTianjinChina
| | - Xinyang Liu
- Faculty of PsychologyTianjin Normal UniversityTianjinChina
| | - Tour Liu
- Faculty of PsychologyTianjin Normal UniversityTianjinChina
- Key Research Base of Humanities and Social Sciences of the Ministry of Education, Academy of Psychology and BehaviorTianjin Normal UniversityTianjinChina
- Center of Collaborative Innovation for Assessment and Promotion of Mental HealthTianjin Normal UniversityTianjinChina
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2
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Liu X, Zhang X, Dang Y, Gao W. Career Education Skills and Career Adaptability among College Students in China: The Mediating Role of Career Decision-Making Self-Efficacy. Behav Sci (Basel) 2023; 13:780. [PMID: 37754058 PMCID: PMC10525967 DOI: 10.3390/bs13090780] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/24/2023] [Revised: 09/08/2023] [Accepted: 09/14/2023] [Indexed: 09/28/2023] Open
Abstract
In the past, the shift in career patterns and the unprecedented disruptions caused by events such as COVID-19 have posed notable challenges for job seekers. This holds particularly true for college students who are preparing to enter the workforce. In this context, enhancing career adaptability plays a vital role in shaping their career development. The primary objective of this research was to investigate the relationship between career education skills and career adaptability among 273 undergraduate students in China. Additionally, the study aimed to explore the mediating effect of career decision-making self-efficacy in shaping this relationship. The findings of the correlation analysis indicate a significant positive correlation between career education skills and career adaptability. Moreover, the results of the mediation model revealed that career education skills significantly contribute to improving career adaptability along with the mediating effect of college students' self-efficacy in making career decisions. This study suggests that universities should prioritize the development and expansion of career education initiatives. They should not only help establish clear career goals for college students but also cultivate a positive and flexible career outlook to assist them in better adapting to various changes that may arise throughout their career journeys.
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Affiliation(s)
- Xinqiao Liu
- School of Education, Tianjin University, Tianjin 300350, China
| | - Xinyuan Zhang
- School of Education, Tianjin University, Tianjin 300350, China
| | - Yiming Dang
- School of Education, Tianjin University, Tianjin 300350, China
| | - Wenjuan Gao
- Institute of Higher Education, Beihang University, Beijing 100191, China
- School of Public Administration, Beihang University, Beijing 100191, China
- Research Center for Reform and Development of Graduate Education, Beijing 100191, China
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3
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Li X, Yang P. Facilitate or Diminish? Mechanisms of Perceived Organizational Support on Employee Experience of New Generation Employees. Psychol Rep 2023:332941231183621. [PMID: 37335818 DOI: 10.1177/00332941231183621] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/21/2023]
Abstract
The new generation of employees has emerged as a major force in the labor market, and their employee experience has become a significant factor in transforming the employment relationship. The objective of this study is to see if perceived organizational support influences the employee experience of the new generation of employees. Also, considering that the underlying mechanisms between the two are unclear, this study explores the mediating role of proactive personality and the moderating role of emotional exhaustion. This study used the Perceived Organizational Support Scale, Employee Experience Scale, Proactive Personality Scale, and Emotional Exhaustion Scale to survey 550 new-generation employees in China. The results showed that: perceived organizational support facilitated the level of employee experience of new generation employees; proactive personality partially mediated the relationship between perceived organizational support and employee experience. In addition, emotional exhaustion moderated the relationship between perceived organizational support and proactive personality. This study reveals the mechanisms of organizational and individual factors on the employee experience of new generation employees, explores the growth path of employee experience of new generation employees, and provides insights into the management practice work of business leaders.
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Affiliation(s)
- Xiaoyu Li
- School of Philosophy and Public Administration, Henan University, Kaifeng, China
| | - Pengcheng Yang
- School of Philosophy and Public Administration, Henan University, Kaifeng, China
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4
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Doğanülkü HA, Korkmaz O. The role of proactive personality and general self-efficacy in proactive career behavior: a mediation model. INTERNATIONAL JOURNAL FOR EDUCATIONAL AND VOCATIONAL GUIDANCE 2023:1-25. [PMID: 37360274 PMCID: PMC10208558 DOI: 10.1007/s10775-023-09597-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 05/19/2022] [Accepted: 05/03/2023] [Indexed: 06/28/2023]
Abstract
The current study examined the mediating role of general self-efficacy in the relationship between university students' proactive career behavior and their proactive personality. The participants of the study consisted of 457 university students in Turkey. The Proactive Personality Scale-Short Form, the General Self-Efficacy Scale, and the Career Engagement Scale were used as data collection tools. Analysis results of the study showed that general self-efficacy had a mediating role in the relationship between proactive career behavior and proactive personality. In addition, proactive career behavior was found to have significant and positive relationships with proactive personality and general self-efficacy.
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Affiliation(s)
- Hacı Arif Doğanülkü
- Career Planning, Research and Application Center, Cukurova University, Adana, Turkey
| | - Ozan Korkmaz
- Faculty of Education, Career Planning, Research and Application Center, and Psychological Counseling and Guidance Application and Research Center, Karamanoglu Mehmetbey University, Karaman, Turkey
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5
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Liu B, Xu Q, Xin X, Cui X, Ji M, You X. How can proactive personality affect cabin attendants' safety behaviors? The moderating roles of social support and safety climate. INTERNATIONAL JOURNAL OF OCCUPATIONAL SAFETY AND ERGONOMICS 2023; 29:243-253. [PMID: 35098876 DOI: 10.1080/10803548.2022.2035987] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Abstract
Cabin attendants are mainly responsible for maintaining in-flight safety, and they are crucial to enhance air travel safety and alleviate passenger concerns. The objective of this study is to explore relationships between proactive personality, social support, safety climate and safety behaviors among cabin attendants. A self-assessment questionnaire was used to investigate a sample of 560 cabin attendants from China Southern Airlines Ltd. The results show that proactive personality and safety climate positively influence cabin attendants' safety behaviors. Social support was found to weaken the positive effect of proactive personality on safety behaviors. Furthermore, social support and safety climate jointly moderate the relationship between proactive personality and safety behaviors, suggesting that this relationship is the strongest when the levels of social support and safety climate are both high. Theoretical and practical implications for researchers and practitioners in designing interventions and strategies to promote safety behaviors in an airline context are discussed.
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Affiliation(s)
- Bo Liu
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
| | - Quan Xu
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
| | - Xiaoyang Xin
- Center for Psychological Sciences, Zhejiang University, People's Republic of China
| | - Xuyang Cui
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
| | - Ming Ji
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
| | - Xuqun You
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
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Porath CL, Gibson CB, Spreitzer GM. Reprint of: To thrive or not to thrive: Pathways for sustaining thriving at work. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2023. [DOI: 10.1016/j.riob.2023.100185] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/08/2023]
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7
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Impact of self-leadership on employee voice behavior: a moderated mediating model. CURRENT PSYCHOLOGY 2023. [DOI: 10.1007/s12144-023-04407-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/25/2023]
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8
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Guo F, Zhou A, Zhang X, Xu X, Liu X. Fighting rumors to fight COVID-19: Investigating rumor belief and sharing on social media during the pandemic. COMPUTERS IN HUMAN BEHAVIOR 2023; 139:107521. [PMID: 36268221 PMCID: PMC9556004 DOI: 10.1016/j.chb.2022.107521] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/22/2022] [Revised: 09/23/2022] [Accepted: 10/09/2022] [Indexed: 01/04/2023]
Abstract
The outbreak of the coronavirus disease (COVID-19) pandemic, a significant health threat, influenced information-related behaviors and induced increased rumor-sharing behaviors on social media. Fighting COVID-19 thus entails the need to fight the rumors as well, providing a strong motivation to explore rumor-related behavior during this extraordinary period. From the perspective of information acquisition, we predicted that information acquisition from social and traditional media would interactively influence rumor-related decisions (i.e., rumor belief and sharing) and that critical thinking would shape this relationship. Through a survey of 2424 individuals who used social media during the pandemic, we found that information acquisition from social media was negatively related to rumor sharing and that rumor belief mediated this relationship. Meanwhile, information acquisition from traditional media weakened the negative effect of information acquisition from social media on rumor belief, and critical thinking alleviated the positive effect of rumor belief on rumor sharing. This study contributes to the literature by explaining the diffusion of COVID-19 rumors on social media from an information perspective and revealing how different information sources and thinking styles come into conflict in rumor decisions.
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Affiliation(s)
- Feng Guo
- College of Management and Economics, Tianjin University, Tianjin, China,Qingdao Institute for Ocean Engineering, Tianjin University, Tianjin, China
| | - Apan Zhou
- College of Management and Economics, Tianjin University, Tianjin, China
| | - Xiaofei Zhang
- Business School, Nankai University, Tianjin, China,Digital Economy Interdisciplinary Science Center, Nankai University, Tianjin, China,Corresponding author. Business School, Nankai University, 94 Weijin Road, Nankai District, Tianjin, 300071, China
| | - Xinxiang Xu
- Business School, Nankai University, Tianjin, China
| | - Xuekun Liu
- Business School, Nankai University, Tianjin, China
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Xie M, Wang G, Wu YJ, Shi H. How Does Organizational Career Management Benefit Employees? The Impact of the "Enabling" and "Energizing" Paths of Organizational Career Management on Employability and Job Burnout. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:1259. [PMID: 36674011 PMCID: PMC9858767 DOI: 10.3390/ijerph20021259] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/09/2022] [Revised: 12/29/2022] [Accepted: 01/08/2023] [Indexed: 06/17/2023]
Abstract
Organizational career management (OCM) is believed to be a useful practice to stimulate the potential of employees. However, how this can be achieved is still under investigation. This research aims to explore the mechanisms that explain the effects of OCM by clarifying its impact on employees' psychological states and their capability, based on a socially embedded model of thriving. To examine our hypotheses, we conducted a three-wave survey study with 272 full-time employees in China from diverse industries. The study lasted for three months and there was a one-month interval after each wave. We asked the participants to report OCM, career plateau and demographic variables at Time 1, their appraisal of learning and vitality at Time 2, and their self-perceived employability and job burnout at Time 3. We utilized regression analysis to examine our theoretical model and path analysis using the bias-corrected bootstrap method to test the significance of the indirect and moderation effects. The findings showed that OCM positively affected employees' learning and vitality at work, which increased their self-perceived employability and subsequently decreased job burnout. Furthermore, the effects of OCM were found to be weaker for employees with a high degree of career plateau. These findings demonstrate that OCM benefits employees by "enabling" and "energizing" them to better themselves in terms of their employment and they shed light on the boundary condition of the career plateau. Therefore, organizations may provide OCM to facilitate employees' capability and their motivation to engage in self-development, and to further enhance the effects by decreasing their perception of a career plateau.
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Affiliation(s)
- Mengying Xie
- Faculty of Business Administration, School of Business Administration, Southwestern University of Finance and Economics, Chengdu 611130, China
| | - Guorui Wang
- Faculty of Business Administration, School of Business Administration, Southwestern University of Finance and Economics, Chengdu 611130, China
| | - Yenchun Jim Wu
- Graduate Institute of Global Business and Strategy, National Taiwan Normal University, Taipei 106, Taiwan
- Department of Hospitality Management, Ming Chuan University, Taipei 111, Taiwan
| | - Haohua Shi
- Faculty of Business Administration, School of Business Administration, Southwestern University of Finance and Economics, Chengdu 611130, China
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10
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Yang B, Su S, Zong Z, Du Q, Wang J. Effects of thriving at work on employees' family role performance: A moderated mediation model. Front Psychol 2023; 14:1079201. [PMID: 36960010 PMCID: PMC10027767 DOI: 10.3389/fpsyg.2023.1079201] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2022] [Accepted: 02/20/2023] [Indexed: 03/09/2023] Open
Abstract
Objective Existing research has demonstrated that thriving at work has a positive effect on work performance, but little is known about how thriving at work affects family role performance. Based on the work-home resource model, this study examines the impact mechanism of thriving at work on family role performance. Methods This paper uses an experience sampling method to conduct a 5-day daily study of 151 married employees in Northwest China, and the data were analyzed using a multilevel linear model. Results We find that thriving at work positively affects family role performance partly through the mediating effect of work-family enrichment at the individual level. Moreover, family-supportive supervisor behavior moderates the relationship between thriving at work and work-family enrichment. Through work-family enrichment, family-supportive supervisor behavior also moderates the indirect relationship between thriving at work and family role performance. Specifically, the higher the level of family-supportive supervisor behavior, the stronger the indirect effect of thriving at work on family role performance through work-family enrichment. Conclusion Previous research has focused more on the effects of thriving at work within the work domain, suggesting that thriving at work can have a positive impact on work outcomes. However, only a few studies have examined the positive relationship between thriving at work and family role performance from the perspective of employees' positive psychological resources. This paper explores the positive effects of thriving at work on family role performance based on a resource flow perspective and identifies its potential boundary conditions. This study enriches the theoretical research on the relationship between thriving at work and family role performance. Additionally, it provides a new foothold and research perspective on improving work-family enrichment.
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Affiliation(s)
- Baoyan Yang
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
- *Correspondence: Baoyan Yang,
| | - Shaoqing Su
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
- Shaoqing Su,
| | - Zhaobiao Zong
- School of Psychology and Cognitive Science, East China Normal University, Shanghai, China
| | - Qiaoqiao Du
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
| | - Junyi Wang
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
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Alothmany R, Jiang Z, Manoharan A. Linking high-performance work systems to affective commitment, job satisfaction, and career satisfaction: Thriving as a mediator and wasta as a moderator. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1080/09585192.2022.2157681] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
Affiliation(s)
- Reem Alothmany
- Faculty of Economics and Administration, King AbdulAziz University, Jeddah, Saudi Arabia
| | - Zhou Jiang
- Department of Business, Graduate School of Business and Law, RMIT University, Melbourne, Australia
| | - Ashokkumar Manoharan
- College of Business, Government and Law, Flinders University, Adelaide, Australia
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12
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AlShamsi SSS, Bin Ahmad KZ, Jasimuddin SM. Curiosity, proactive personality, organizational culture and work engagement in the aviation industry in the UAE during Covid-19: A non-probabilistic moderated-mediation model. JOURNAL OF GENERAL MANAGEMENT 2022. [DOI: 10.1177/03063070221141201] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
The crisis created by the pandemic severely disrupted the working patterns of employees, especially in the aviation industry. It is insufficient for workers to be satisfied – they have to be engaged in their work to deal with crises and situations never encountered before. Thus, investigating the antecedents of work engagement and their interactive effects is crucial to organizational survival. The paper examines the impact of the trait of curiosity on proactive personality, which ultimately leads to work engagement. The moderated-mediation model looks at the mediating effect of proactive personality on the relationship between curiosity and work engagement. It also examines the moderating effect of organizational culture perceptions on the relationship between curiosity and proactive personality. A sample of 327 respondents was collected from 32 organizations in the aviation industry in the United Arab Emirates through purposive sampling. The hypothesized associations were analyzed via structural equation modelling. As predicted, proactive personality is a mediator, and organizational culture moderates the said relationships. Managers desirous of improving employees’ work engagement will now understand how employees’ curiosity can enhance work engagement through proactive personality. Managers can also ensure that organizational culture can further strengthen the relationship between curiosity and proactive personality.
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13
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Zhu N, Liu Y, Zhang J, Liu J, Li J, Wang S, Gul H. How and why non-balanced reciprocity differently influence employees’ compliance behavior: The mediating role of thriving and the moderating roles of perceived cognitive capabilities of artificial intelligence and conscientiousness. Front Psychol 2022; 13:1029081. [PMID: 36337470 PMCID: PMC9632858 DOI: 10.3389/fpsyg.2022.1029081] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/26/2022] [Accepted: 10/05/2022] [Indexed: 11/17/2022] Open
Abstract
Previous studies have paid more attention to the impact of non-balanced reciprocity in the organization on employees’ behaviors and outcomes, and have expected that the reciprocity norm could improve employees’ compliance behavior. However, there are two distinct types of non-balanced reciprocity, and whether generalized reciprocity affects employees’ compliance behavior rather than negative reciprocity and its mechanisms has not been further explored so far. Building on the social exchange theory and cognitive appraisal theory, we established and examined a model in a scenario-based experiment across a two-stage survey of 316 participants. In this article, we propose that generalized reciprocity (relative to negative reciprocity) positively influences employees’ compliance behavior, and thriving at work mediates its relationship. Furthermore, we argue that the positive association between generalized reciprocity and thriving at work is moderated by the perceived cognitive capabilities of artificial intelligence (AI). This association is amplified for people high in the perceived cognitive capabilities of AI. We also propose that the positive association between thriving at work and compliance behavior is moderated by conscientiousness, such that the association is amplified for people high in conscientiousness. These findings have theoretical and practical implications.
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Affiliation(s)
- Nan Zhu
- School of Business Administration, Fujian Jiangxia University, Fuzhou, China
- *Correspondence: Nan Zhu,
| | - Yuxin Liu
- Business School, University of International Business and Economics, Beijing, China
| | | | - Jia Liu
- Business School, University of International Business and Economics, Beijing, China
| | - Jun Li
- School of Business Administration, Fujian Jiangxia University, Fuzhou, China
| | - Shuai Wang
- Shandong Women’s University, Jinan, China
| | - Habib Gul
- Kardan University, Kabul, Afghanistan
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14
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Talluri SB, Schreurs B, Uppal N. How do individual factors affect career sustainability? An investigation of cascading effects through the career construction model of adaptation. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-05-2022-0120] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThough the recent conceptualization of career sustainability, defining its indicators and dimensions prompted an important field of careers research, empirical research is still in its infancy. The current study empirically investigates how proactive personality, career adaptability and proactive career behaviors promote career sustainability based on the career construction model of adaptation.Design/methodology/approachThe authors used a two-wave survey design to collect data from 414 full-time working professionals representing different organizations located in India. The authors tested the proposed hypotheses using structural equation modeling in IBM SPSS AMOS.FindingsResults supported a serial indirect effect model with career adaptability and proactive career behaviors carrying the effect of proactive personality on career sustainability.Originality/valueThe study contributes to the emerging sustainable careers literature by unveiling the role of individual factors in career sustainability. Furthermore, the authors investigated these relationships through the complete career construction model of adaptation. By doing so, the current study contributes to careers literature by revealing the linkage between the career construction model of adaptation and career sustainability.
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Lin SH, Lu WC, Chen YC, Wu MH. The Relationships among Proactive Personality, Work Engagement, and Perceived Work Competence in Sports Coaches: The Moderating Role of Perceived Supervisor Support. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:12707. [PMID: 36232008 PMCID: PMC9564478 DOI: 10.3390/ijerph191912707] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/06/2022] [Revised: 09/28/2022] [Accepted: 09/30/2022] [Indexed: 06/16/2023]
Abstract
Grounded in the job demands-resources model, this study examines the moderating role of supervisor support and the mediating role of sports coaches' work engagement in the relationship between proactive personality and perceived work competence. A total of 261 school sports coaches in Taiwan participated in the study. The results indicated that work engagement positively mediates the relationship between sports coaches' proactive personality and perceived work competence. Separately, supervisor support weakens the link between proactive personality and work engagement but strengthens the relationship between work engagement and perceived work competence; however, taken together, supervisor support weakens the indirect effects of proactive personality on perceived work competence through job engagement. Under the boundary condition of perceived supervisor support, the sports coaches' proactive personality is a critical antecedent of perceived work competence through work engagement. We suggest that proactive sports coaches are assets for schools because they possess the drive and energy for self-improvement, promoting organizational progress automatically.
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Affiliation(s)
- Shin-Huei Lin
- Department of Leisure Management, National Pingtung University, Pingtung City 900392, Taiwan
| | - Wan-Chen Lu
- Department of Athletics, National Taiwan University, Taipei 10617, Taiwan
| | - Yi-Chieh Chen
- Department of Athletics, National Taiwan University, Taipei 10617, Taiwan
| | - Ming-Han Wu
- Department of Athletics, National Taiwan University, Taipei 10617, Taiwan
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16
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Yun Z, Zhou P, Zhang B. High-Performance Work Systems, Thriving at Work, and Job Burnout among Nurses in Chinese Public Hospitals: The Role of Resilience at Work. Healthcare (Basel) 2022; 10:healthcare10101935. [PMID: 36292382 PMCID: PMC9601832 DOI: 10.3390/healthcare10101935] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/22/2022] [Revised: 09/23/2022] [Accepted: 09/29/2022] [Indexed: 11/16/2022] Open
Abstract
The overall purpose of this study is to explore and examine whether high-performance work systems (HPWS) can impact thriving at work and job burnout via resilience at work among nurses in Chinese public hospitals. Specifically, it draws on social exchange theory to conceptualize a positive relationship between HPWS and resilience at work. Then, based on a socially embedded model of thriving at work and knowledge about job burnout in the literature, it further proposes the differentiated mediation roles of resilience at work in the relationship of HPWS to thriving at work and job burnout. A time-lagged survey involving three rounds of data collection with self-reported online questionnaires was employed. A total of 160 nurses from 20 public hospitals in China were invited to participate in the research. Finally, a sample of 845 responses was obtained. The response rate was 52.8%. Multiple regression analyses were conducted to test the hypotheses. It was found that HPWS (time 1) positively impacted resilience at work (time 2). The results also demonstrated that HPWS (time1) enhanced thriving at work (time 3) and reduced job burnout (time 3) via developing resilience at work (time 2). To conclude, being resilient in the workplace is crucial for nurses to enhance thriving at work, and inhabit job burnout among nurses. HPWS is a valid management tool that can be used to cultivate a nurse's resilience at work, which further reduces job burnout and enhance thriving at work.
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Affiliation(s)
- Zhe Yun
- School of Economics, Capital University of Economics and Business, Beijing 100070, China
| | - Peng Zhou
- Cardiff Business School, Cardiff University, Cardiff CF10 3EU, UK
- Correspondence: (P.Z.); (B.Z.); Tel.: +44-2920688778 (P.Z.); +86-13801389399 (B.Z.)
| | - Bo Zhang
- School of Economics and Management, Beijing University of Chemical Technology, Beijing 100029, China
- Correspondence: (P.Z.); (B.Z.); Tel.: +44-2920688778 (P.Z.); +86-13801389399 (B.Z.)
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17
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Chuang YT, Huang TH, Lin SY, Chen BC. The influence of motivation, self-efficacy, and fear of failure on the career adaptability of vocational school students: Moderated by meaning in life. Front Psychol 2022; 13:958334. [PMID: 36211846 PMCID: PMC9534183 DOI: 10.3389/fpsyg.2022.958334] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/31/2022] [Accepted: 07/29/2022] [Indexed: 12/02/2022] Open
Abstract
It is an important issue for vocational school students to have good adaptability for their future life. This study combines career construction theory and self-determination theory to construct a model to explore the relationship between the "motivation," "self-efficacy," "fear of failure," "career adaptability," and "meaning in life" of vocational school students. This study used a secondary data research method and retrieved a total of 2,377 data from vocational school students in Taiwan from the perspective of data exploration using PISA 2018 data, which was validated by the partial least squares structural equation model (PLS-SEM). The following results were obtained: (1) Vocational students were afraid that failure would have a negative impact on their career adaptability. (2) Motivation and Self-efficacy had a positive effect on career adaptability. (3) Motivation positively affected fear of failure. (4) Self-efficacy negatively affected fear of failure. (5) Meaning in life could positively moderate the effect of self-efficacy on fear of failure. (6) However, there was no statistical difference in the moderating effect of meaning in life on the relationship between motivation and fear of failure. First, fear of failure negatively affected career adaptability, while motivation and self-efficacy positively affected career adaptability; compared to the three effects, the negative effect of fear of failure may not be as great as expected. Second, motivation is like a double-edged sword as it improves adaptability, but it also comes with an increased fear of failure. On the contrary, self-efficacy can simultaneously improve the career adaptability of vocational students and reduce their fear of failure. Therefore, the development of self-efficacy should be given priority over motivation in the career adaptability enhancement strategy of vocational students. Finally, the meaning of life can positively moderate the negative influence of self-efficacy on the fear of failure. In other words, for vocational students with a low sense of self-efficacy, perhaps life education can be used instead as a strategy to reduce their fear of failure.
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Affiliation(s)
- Ya-Ting Chuang
- Department of Education Curriculum and Instruction, National University of Tainan, Tainan, Taiwan
| | - Tzu-Huang Huang
- Academic Affairs Office, National Nanke International Experimental High School, Tainan, Taiwan
| | - Shin-Yi Lin
- Department of Education, Educational Entrepreneurship and Management, National University of Tainan, Tainan, Taiwan
| | - Bo-Ching Chen
- Physical Education Research and Development Center, National Taiwan Normal University, Taipei City, Taiwan
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Sun T, Zhang SE, Yin HY, Li QL, Li Y, Li L, Gao YF, Huang XH, Liu B. Can resilience promote calling among Chinese nurses in intensive care units during the COVID-19 pandemic? The mediating role of thriving at work and moderating role of ethical leadership. Front Psychol 2022; 13:847536. [PMID: 36160539 PMCID: PMC9491387 DOI: 10.3389/fpsyg.2022.847536] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/02/2022] [Accepted: 08/11/2022] [Indexed: 11/13/2022] Open
Abstract
Background Nurses working in the intensive care unit (ICU) clung tenaciously to their job during the COVID-19 pandemic in spite of enduring stressed psychological and physical effects as a result of providing nursing care for the infected patients, which indicates that they possessed a high degree of professionalism and career calling. The aim of this study was to explain the associations between resilience, thriving at work, and ethical leadership influencing the calling of ICU nurses. Methods From December 2020 to January 2021 during the COVID-19 pandemic, a cross-sectional survey of 15 provinces in China was conducted using an online questionnaire. A total of 340 ICU nurses (effective response rate: 64.89%) completed sufficient responses to be used in the study. Sociodemographic factors, job demographic factors, resilience, calling, thriving at work, and ethical leadership were assessed using the questionnaire. General linear modeling (GLM), hierarchical linear regression (HLR) analysis, and generalized additive model (GAM) were performed to examine all the considered research hypotheses. Results Resilience was positively and significantly associated with calling. Moreover, thriving at work partially mediated the relationship between resilience and calling. The indirect effect of resilience on calling was 0.204 (p < 0.0001), and the direct effect of resilience on calling through thriving at work was 0.215 (p < 0.0001). The total effect of resilience on calling was 0.419 (p < 0.0001). In addition, ethical leadership played a moderating role in the relationship between resilience and calling (β = 0.16, p < 0.05). Conclusion Greater resilience can positively predict increased calling among Chinese ICU nurses during the COVID-19 pandemic. Moreover, thriving at work is a mechanism that partly transmits the positive effects of resilience on calling. Overall, nurses possessing greater resilience tend to maintain thriving at work in the face of such adversity, further resulting in subsequently increased calling. Besides, findings suggest that there is stronger influence of resilience on calling among nurses working in an organization managed by an ethical leader. The current findings may offer two insights for nursing practitioners and policymakers in the postpandemic world. First, resilience training and intervention are necessary to foster nurses' sense of thriving at work in the nursing industry, further promoting career calling. Second, better training and effort on the development of ethical leadership for leaders in nursing practice are essential to encourage followers to engage in social learning of ethical behaviors and abiding by normatively appropriate conduct, further enacting prosocial values and expressing moral emotions.
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Affiliation(s)
- Tao Sun
- Department of Health Policy and Management, School of Public Health, Hangzhou Normal University, Hangzhou, China
| | - Shu-e Zhang
- Department of Health Management, School of Health Management, Harbin Medical University, Harbin, China
| | - Hong-yan Yin
- Department of Humanities and Social Sciences, Harbin Medical University, Daqing, China
| | - Qing-lin Li
- Department of Health Management, School of Health Management, Harbin Medical University, Harbin, China
| | - Ye Li
- Department of Health Management, School of Health Management, Harbin Medical University, Harbin, China
| | - Li Li
- Department of Administration, School of Law, Zhejiang University City College, Hangzhou, China
| | - Yu-fang Gao
- Institute of Hospital Management, Qingdao University, Qingdao, China
| | - Xian-hong Huang
- Department of Health Policy and Management, School of Public Health, Hangzhou Normal University, Hangzhou, China
| | - Bei Liu
- Department of Laboratorial Science and Technology and Vaccine Research Center, School of Public Health, Peking University, Beijing, China
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19
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Medina-Craven MN, Ostermeier K, Sigdyal P, McLarty BD. Personality research in the 21st century: new developments and directions for the field. JOURNAL OF MANAGEMENT HISTORY 2022. [DOI: 10.1108/jmh-06-2022-0021] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study is to systematically examine and classify the multitude of personality traits that have emerged in the literature beyond the Big Five (Five Factor Model) since the turn of the 21st century. The authors argue that this represents a new phase of personality research that is characterized both by construct proliferation and a movement away from the Big Five and demonstrates how personality as a construct has substantially evolved in the 21st century.
Design/methodology/approach
The authors conducted a comprehensive, systematic review of personality research from 2000 to 2020 across 17 management and psychology journals. This search yielded 1,901 articles, of which 440 were relevant and subsequently coded for this review.
Findings
The review presented in this study uncovers 155 traits, beyond the Big Five, that have been explored, which the authors organize and analyze into 10 distinct categories. Each category comprises a definition, lists the included traits and highlights an exemplar construct. The authors also specify the significant research outcomes associated with each trait category.
Originality/value
This review categorizes the 155 personality traits that have emerged in the management and psychology literature that describe personality beyond the Big Five. Based on these findings, this study proposes new avenues for future research and offers insights into the future of the field as the concept of personality has shifted in the 21st century.
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20
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Mapping Thriving at Work as a Growing Concept: Review and Directions for Future Studies. INFORMATION 2022. [DOI: 10.3390/info13080383] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
This study aims to provide a bibliometric analysis of the literature on thriving at work in psychology and business/management produced between 2001 and 2021, using the Web of Science (WoS) database. The analyses allowed us to identify, through 190 documents, the emergence of the concept of thriving at work and its development. The main research variables related to this concept and its methodology were identified. Likewise, the most influential authors, the most cited articles, the more frequently cited journals, and the countries contributing to developing this construct are analyzed. In addition, an analysis of co-citation, co-occurrences, and bibliographic coupling was conducted. Finally, content analysis of the most popular keywords and the co-citation of cited references are conducted. These analyses allow the identification of the main developments in the topic of thriving at work. The theoretical and practical implications of this bibliometric analysis are discussed.
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21
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Jiatong W, Murad M, Bajun F, Syed N, Munir M. From COVID-19 Pandemic to Entrepreneurial Behavior: The Mediating Effect of Proactive Personality and the Moderating Role of Anticipated Regret. Front Psychol 2022; 13:838779. [PMID: 35734452 PMCID: PMC9207407 DOI: 10.3389/fpsyg.2022.838779] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/18/2021] [Accepted: 04/25/2022] [Indexed: 11/21/2022] Open
Abstract
COVID-19 is a global public health issue that poses a challenge to the education sector. The pandemic has a devastating impact on student entrepreneurial behavior and their mental health. This study aimed to examine the impact of COVID-19 on the student entrepreneurial intention/behavioral model with a mediating effect of proactive personality and the moderating role of anticipated regret. The sample of the study comprised 345 university students from Pakistan. Data were collected using a self-report and other report survey questionnaires. The hypotheses were investigated using the partial least squares structural equation modeling (PLS–SEM) approach. According to the findings, COVID-19 perception has a negative and significant impact on the student entrepreneurial intention/behavior model. Meanwhile, findings show that a proactive personality significantly mediates the relationship between COVID-19 perception and entrepreneurial intention. The results show that anticipated regret moderates the relationship between entrepreneurial intention and entrepreneurial behavior in a favorable and significant way. Furthermore, discussion and implications were also discussed in this article.
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Affiliation(s)
- Wang Jiatong
- College of Teacher and Education, Zhejiang Normal University, Jinhua, China
| | - Majid Murad
- Department of Management Sciences, Muhammad Nawaz Sharif University of Engineering and Technology, Multan, Pakistan
- *Correspondence: Majid Murad,
| | - Fu Bajun
- School of Education, Shaoxing University, Shaoxing, China
- Fu Bajun,
| | - Nausheen Syed
- Department of Business Administration, Government College Women University, Faisalabad, Pakistan
| | - Muhammad Munir
- Department of Management and Administrative Sciences, University of Narowal, Norowal, Pakistan
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22
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Tang M, Li F, Miesing P, Mei M, Xu P. Risk or Return? The Effect of Face Consciousness Influences on the Career Construction of Chinese Rural Dwellers in Urban Areas. Front Psychol 2022; 13:870655. [PMID: 35645887 PMCID: PMC9131091 DOI: 10.3389/fpsyg.2022.870655] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/07/2022] [Accepted: 03/29/2022] [Indexed: 11/13/2022] Open
Abstract
This research improves our understanding of entrepreneurial intention in the Chinese cultural context. Drawing on career construction theory, we received 408 valid surveys from rural Chinese dwellers and examined the relationships rural Chinese have among "face consciousness," indecisiveness, career adaptability, and entrepreneurial intention. We found that those who are fearful of losing face are less likely to have entrepreneurial intentions, but one's desire to gain face has no significant direct impact on entrepreneurial intention. In addition, face consciousness and an indecisive personality interact to influence career adaptability and, in turn, entrepreneurial intention. In sum, this study supports the career construction perspective on understanding the formation of entrepreneurial intention and offers theoretical, practical, and policy implications for entrepreneurial career counseling and training.
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Affiliation(s)
- Mingfeng Tang
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
| | - Fenglian Li
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
| | - Paul Miesing
- Management Department, School of Business, University at Albany-SUNY, Albany, NY, United States
| | - Mei Mei
- School of Management, Chongqing University of Technology, Chongqing, China
| | - Peng Xu
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
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23
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Ling H, Teng S, Liu X, Wu J, Gu X. Future Work Self Salience and Future Time Perspective as Serial Mediators Between Proactive Personality and Career Adaptability. Front Psychol 2022; 13:824198. [PMID: 35572329 PMCID: PMC9094421 DOI: 10.3389/fpsyg.2022.824198] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2021] [Accepted: 04/11/2022] [Indexed: 11/13/2022] Open
Abstract
In recent years, employment has become a growing problem for Chinese college students, who often face issues of slow employment and lazy employment. Guided by the framework of career construction theory, we explored how proactive personality strengthens career adaptability. A total of 423 Chinese college students effectively completed the online survey. The results showed a positive correlation between proactive personality, future work self salience, future time perspective, and career adaptability. Additionally, proactive personality can directly affect career adaptability through three indirect paths: the separate intermediary effect of future work self salience, future time perspective, and the continuous mediating role of future work self salience and future time perspective. The results indicate that proactive personality increases career adaptability through the mediating role of future work self salience and future time perspective. This study contributes to our understanding of the mechanisms underlying the relationship between proactive personality and career adaptability. Additionally, the findings have implications for the career development of college students.
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Affiliation(s)
- Hairong Ling
- School of Education Science, Nanjing Normal University, Nanjing, China.,Department of Basic Course, Communication University of China, Nanjing, China
| | - Shanjie Teng
- School of Psychology, Nanjing Normal University, Nanjing, China
| | - Xuejun Liu
- School of Education Science, Nanjing Normal University, Nanjing, China
| | - Jing Wu
- School of Education Science, Nanjing Normal University, Nanjing, China.,Department of Basic Course, Communication University of China, Nanjing, China
| | - Xueying Gu
- School of Education Science, Nanjing Normal University, Nanjing, China
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24
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Chhabra B, Pandey P. Job insecurity as a barrier to thriving during COVID-19 pandemic: a moderated mediation model of knowledge hiding and benevolent leadership. JOURNAL OF KNOWLEDGE MANAGEMENT 2022. [DOI: 10.1108/jkm-05-2021-0403] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/16/2022]
Abstract
Purpose
Drawing upon the conservation of resource (COR) theory, the purpose of this paper is to explore the mediating role of knowledge hiding in the relationship between job insecurity and two dimensions of thriving at work, i.e. learning and vitality. The study further aims to investigate the moderating role of benevolent leadership in the aforementioned mediating relationship by applying the moderated mediation framework.
Design/methodology/approach
The sample for the study consisted of employees working in service sector in India. The hypotheses were tested with two wave survey data collected from 365 employees during the COVID-19 pandemic when the Indian Government was lifting phase wise restrictions. Data was analyzed using mediation and moderated mediation analyses on PROCESS v 3.0 macro.
Findings
Results showed that knowledge hiding mediated the relationship between job insecurity and both dimensions of thriving at work. Further, benevolent leadership was seen to moderate the mediated relationship providing support for the moderated mediation framework.
Practical implications
The results highlight the significance of providing benevolent leadership training to the managers to help them cope with the anxiety arising out of job insecurity. Further, employees need to be cautioned regarding the deleterious effects of knowledge hiding, which can impede their own learning and vitality.
Originality/value
To the best of the authors’ knowledge, this is the first study to investigate the mediating role of knowledge hiding in the relationship between job insecurity and thriving. Further, the role played by benevolent leadership in mitigating the harmful effects of job insecurity especially during COVID-19 pandemic is a unique contribution of the study.
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25
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Proactive Personality and Career Adaptability of Chinese Female Pre-Service Teachers in Primary Schools: The Role of Calling. SUSTAINABILITY 2022. [DOI: 10.3390/su14074188] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/10/2022]
Abstract
Career adaptability has attracted extensive attention from international scholars as one of the important factors predicting the future sustainability of individuals. Proactive personality and calling have a positive influence on individual career development and life satisfaction, with reference to promoting the sustainable development of individuals. This study focuses on the positive effects of career adaptability and calling on shaping female primary school pre-service teachers and provides suggestions for training excellent elementary school teachers and building quality primary education. This study investigated the relationship between proactive personality, calling, and career adaptability among 707 female pre-service elementary school teachers in Chinese universities. The results showed that proactive personality positively predicts calling and that proactive personality and calling positively predict career adaptability. Calling partially mediated the relationship between proactive personality and career adaptability. Therefore, it is possible to enhance calling by cultivating the proactive personality of female pre-service teachers in elementary schools, thus further promoting the career adaptability of this group. On this basis, effective strategies should be adopted in the future to improve the career adaptability of female pre-service teachers in elementary schools for the sustainable development of this group.
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26
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Research on the mechanism of leader aggressive humor on employee silence: A conditional process model. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103717] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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27
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Zhang R, Kang H, Jiang Z, Niu X. How Does Workplace Ostracism Hurt Employee Creativity? Thriving at Work as a Mediator and Organization‐Based Self‐Esteem as a Moderator. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12374] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Rui Zhang
- School of Business University of International Business and Economics Beijing China
| | - Haiying Kang
- School of Management, College of Business and Law RMIT University Melbourne Australia
| | - Zhou Jiang
- Graduate School of Business and Law RMIT University Melbourne Australia
| | - Xiongying Niu
- School of Business University of International Business and Economics Beijing China
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28
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Porath CL, Gibson CB, Spreitzer GM. To thrive or not to thrive: Pathways for sustaining thriving at work. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.riob.2022.100176] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
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29
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Kenny ME, Haase RF, Tsai BW, Medvide MB, Davila A. Applying the Psychology of Working Theory for Understanding Adaptive Career Progress of Youth. JOURNAL OF CAREER ASSESSMENT 2022. [DOI: 10.1177/10690727211067699] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This study extends existing research on psychology of working theory by assessing components of the model among two community samples (N = 364) of high school youth. We examined structural models linking student perceptions of external barriers to higher education to three indices of adaptive career progress, work volition, career adaptability, and school motivation. We also assessed the roles of student perceptions of proactive personality, critical motivation, and teacher social support as moderators of perceived external barriers for the three career progress indices. The findings reveal main effects, rather than moderating contributions for critical motivation and proactive personality, with only teacher support being a significant moderator for career adaptability and work volition. The moderating effect was inconsistent with theoretical expectations, however. The results are discussed with attention to further research and applicability for vocational intervention.
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30
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Vieira da Cunha J, Antunes A. Leading the self‐development cycle in volunteer organizations. EUROPEAN MANAGEMENT REVIEW 2022. [DOI: 10.1111/emre.12501] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Joao Vieira da Cunha
- IESEG School of Management, CNRS, UMR 9221 ‐ LEM ‐ Lille Economie Management University of Lille Lille France
| | - Anabela Antunes
- Department of Management European University Lisbon Portugal
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31
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Chang Y, Liu C. Adlerian personality profile in relation to career adaptability. JOURNAL OF EMPLOYMENT COUNSELING 2022. [DOI: 10.1002/joec.12177] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
Affiliation(s)
- Yuhsuan Chang
- College of Management Discipline of Organization and Management Yuan Ze University Chungli Taoyuan City Taiwan
| | - Chia‐Hsin Liu
- College of Management Discipline of Organization and Management Yuan Ze University Chungli Taoyuan City Taiwan
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32
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He M, Yu Y. Individual risky and protective factors influencing university new graduates' career adaptability during COVID-19: A moderated mediation model. J Health Psychol 2021; 27:2632-2643. [PMID: 34875928 DOI: 10.1177/13591053211064980] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022] Open
Abstract
This study examined the characteristics of university new graduates' career adaptability and the effects of individual internal factors during COVID-19. In January 2021, 1160 Chinese university new graduates completed self-report measures. Career adaptability was related to less intolerance of uncertainty and anxiety sensitivity and higher levels of proactive personality and resilience. Resilience mediated the relationships between intolerance of uncertainty, anxiety sensitivity, and career adaptability. Proactive personality buffered the negative effect of anxiety sensitivity on career adaptability. Implications for promoting career adaptability and alleviating the effects of intolerance of uncertainty and anxiety sensitivity in the COVID-19 epidemic and beyond are discussed.
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Affiliation(s)
- Min He
- Students' Affairs Devision, Sichuan International Studies University, China
| | - Yongju Yu
- Students' Affairs Devision, Sichuan International Studies University, China
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33
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Huo ML, Jiang Z. Trait conscientiousness, thriving at work, career satisfaction and job satisfaction: Can supervisor support make a difference? PERSONALITY AND INDIVIDUAL DIFFERENCES 2021. [DOI: 10.1016/j.paid.2021.111116] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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34
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Jiang Y. Learning Goal Orientation, Career Self‐Efficacy, and Career Interest: A Moderated Mediation Model. JOURNAL OF EMPLOYMENT COUNSELING 2021. [DOI: 10.1002/joec.12171] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
Affiliation(s)
- Yiqi Jiang
- Danshan Education Management Group Ziyang City China
- Now at Yanjiang Seventh School Ziyang China
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35
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NASAJ MOHAMED. PROACTIVE PERSONALITY AND EMPLOYEES’ INNOVATIVE BEHAVIOURS: THE ROLE OF NETWORK BUILDING ABILITY. INTERNATIONAL JOURNAL OF INNOVATION MANAGEMENT 2021. [DOI: 10.1142/s1363919621500869] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
The study aims to expand our knowledge of the employees’ innovative behaviours in the service sector by adopting the coevolution theory of the psychological–sociological perspective as the lens in which the study will utilise to investigate the antecedents of each stage of the employees’ innovative behaviours: Idea generation, idea promotion, and idea realisation behaviours. The relation between proactive personality and each stage of employees’ innovative behaviours was tested, focusing on the intermediary role of network building ability. A total of 406 questionnaires from employees working in the service sector were collected and analysed using structural equation modelling. The study findings illustrate the importance of building networks for proactive employees to be able to innovate and demonstrated that different stages of employees’ innovative behaviours may require different antecedents and, therefore, separating the analysis for each stage may enrich our knowledge and enhance our understanding of employees’ innovative behaviours.
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Affiliation(s)
- MOHAMED NASAJ
- Faculty of Business & Law, The British University in Dubai (BUiD), Dubai, United Arab Emirates
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36
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Newman A, Dunwoodie K, Jiang Z, Nielsen I. Openness to Experience and the Career Adaptability of Refugees: How Do Career Optimism and Family Social Support Matter? JOURNAL OF CAREER ASSESSMENT 2021. [DOI: 10.1177/10690727211041532] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The present study examines the antecedents of the career adaptability of people from a refugee background. Drawing on career construction theory, it specifically examines whether openness to experience fosters career adaptability through enhancing career optimism. In addition, it examines whether family social support moderates the relationship between openness to experience and career optimism, and moderates the mediated relationship between openness to experience and career adaptability through career optimism. Analysis of three waves of data from people from a refugee background seeking employment in metropolitan Australia found support for the hypothesized relationships. In particular, career optimism was found to fully mediate the relationship between openness to experience and career adaptability. In addition, family social support was found to substitute for low levels of openness to experience.
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Affiliation(s)
- Alexander Newman
- Department of Management, Deakin Business School, Deakin University, Geelong, VIC, Australia
| | - Karen Dunwoodie
- Department of Management, Deakin Business School, Deakin University, Geelong, VIC, Australia
| | - Zhou Jiang
- College of Business, Government and Law, Flinders University, Adelaide, SA, Australia
| | - Ingrid Nielsen
- Department of Management, Monash Business School, Monash University, Clayton, VIC, Australia
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37
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Measuring Career Adaptability in a Sample of Italian University Students: Psychometric Properties and Relations with the Age, Gender, and STEM/No STEM Courses. SOCIAL SCIENCES 2021. [DOI: 10.3390/socsci10100372] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
The continuous transformation of the labor market, characterized by great instability and uncertainty, and by rapid technological changes, has strongly influenced the construction and management of career paths. Nowadays, individuals are faced with careers that are fluid and boundaryless, characterized by discontinuity and a variety of organizations to deal with. In this scenario, the ability to adapt and react to continuous changes in the labor market and in organizations is now a priority for workers. This study presents the psychometric properties of the construct of Career Ability measured through Proactive Personality and Boundaryless Mindset as proxy variables in a sample of 579 adults enrolled at the University of Cagliari (Italy), or recently graduated therein. We aim to rate the factorial structure of the items and to evaluate their multi-group invariance regarding the gender variable. Moreover, the criterion and concurrent validity were assessed. The instrument shows good psychometric characteristics; factorial structure, factorial invariance in relation to the gender variable, concurrent, and criterion validities were confirmed.
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38
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Ma Y, Yue Y, Hou L. The impact of proactive personality and clinical learning environment on nursing college students' perceived employability. Nurse Educ Pract 2021; 56:103213. [PMID: 34597862 DOI: 10.1016/j.nepr.2021.103213] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/05/2020] [Revised: 06/14/2021] [Accepted: 09/14/2021] [Indexed: 10/20/2022]
Abstract
OBJECTIVES To examine the relationships between proactive personality, clinical learning environment, career adaptability and self-perceived employability in nursing college students based on the career construction model. DESIGN The study employed a cross-sectional research design. PARTICIPANTS AND METHODS A purposive and convenience sampling of 405 final year nursing college students were invited to finish online survey. Structural equation modeling has been utilized to perform the measurement and structural model assessment and bootstrapping approach is employed to perform the mediation test. RESULTS Students' proactive personality was positively related to their career adaptability (Beta=0.45, p < 0.001), and self-perceived employability (Beta=0.26, p < 0.001), clinical learning environment was positively related to career adaptability (Beta=0.14, p < 0.1) and self-perceived employability (Beta=0.43, p < 0.001), career adaptability was positively related to self-perceived employability (Beta=0.33, p < 0.001). Moreover, career adaptability significantly mediated the relationship between proactive personality and perceived employability, but it failed to mediate the relationship between clinical learning environment and perceived employability. CONCLUSIONS For nursing college students, both clinical learning environment and proactive personality had a positive impact on their self-perceived employability, and career adaptability also mediated the relationship between proactive personality and perceived employability. Appropriate interventions may be implemented to enhance nursing college students' perceived employability.
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Affiliation(s)
- Yin Ma
- School of Philosophy and Sociology, Lanzhou University, China
| | - Yun Yue
- School of Education, Torrens University, Australia
| | - Liqi Hou
- The Department of Applied Social Sciences, The Hong Kong Polytechnic University, Hong Kong.
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Wang S, Mei M, Xie Y, Zhao Y, Yang F. Proactive Personality as a Predictor of Career Adaptability and Career Growth Potential: A View From Conservation of Resources Theory. Front Psychol 2021; 12:699461. [PMID: 34566777 PMCID: PMC8458567 DOI: 10.3389/fpsyg.2021.699461] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/23/2021] [Accepted: 08/11/2021] [Indexed: 11/13/2022] Open
Abstract
In the present study, we offered a new account for the development of career adaptability and the realization of career growth potential based on conservation of resources (COR) theory. Using data collected from 903 university students in China, we examined how and when proactive personality influences students' career adaptability and career growth potential by introducing emotional exhaustion as a mediator as well as friend support and teacher individualized consideration as boundary conditions. Specifically, the results confirmed a positive effect of proactive personality on career adaptability, with this relationship mediated by emotional exhaustion. In addition, results suggested a positive effect of proactive personality on career growth potential, with this relationship mediated by emotional exhaustion and career adaptability. Moreover, results showed that in-school social support (i.e., friend support and teacher individualized consideration) served as moderators in the relationship between proactive personality and emotional exhaustion, such that the negative effect of proactive personality on emotional exhaustion was strengthened when students received high levels of social support. Theoretical implications of career adaptability research and COR theory and practical implications for promoting adaptability resources and career growth in university are provided.
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Affiliation(s)
- Su Wang
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
| | - Mei Mei
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
| | - Yang Xie
- School of International Business, Southwestern University of Finance and Economics, Chengdu, China
| | - Yiting Zhao
- School of Insurance, Southwestern University of Finance and Economics, Chengdu, China
| | - Fu Yang
- School of Business Administration, Guizhou University of Finance and Economics, Guiyang, China
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Farid H, Xiongying NIU, Raza J, Gul H, Hanif N. How and when organizational justice impact extra-role customer service: A social exchange perspective of thriving at work. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-021-02244-y] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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41
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Career growth opportunities, thriving at work and career outcomes: Can COVID-19 anxiety make a difference? JOURNAL OF HOSPITALITY AND TOURISM MANAGEMENT 2021. [PMCID: PMC8423113 DOI: 10.1016/j.jhtm.2021.06.007] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/16/2023]
Abstract
Based on a two-wave survey of 242 frontline employees from a restaurant company, this study examines, in the COVID-19 setting, how career growth opportunities affect employee career-related outcomes and how these effects may be moderated. It was found that career growth opportunities improved career commitment and reduced career regret via its boosting effect on employee thriving at work. The survey results also showed that the impact of career growth opportunities on thriving (directly), and on career commitment and career regret (indirectly), is heightened by employee anxiety triggered by COVID-19. This indicates that career growth opportunities are most needed and most beneficial for shaping employees’ career outcomes when they experience high levels of COVID-19 anxiety.
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Affum-Osei E, Antwi CO, Abdul-Nasiru I, Asante EA, Aboagye MO, Forkouh SK. Career adapt-abilities scale in Ghana: Psychometric properties and associations with individual-level ambidexterity and employees’ service performance. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-019-00406-7] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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43
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Wei Z, Li CJ, Li F, Chen T. How proactive personality affects psychological strain and job performance: The moderating role of leader–member exchange. PERSONALITY AND INDIVIDUAL DIFFERENCES 2021. [DOI: 10.1016/j.paid.2021.110910] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
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44
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Entrepreneurial Leadership and Employees’ Proactive Behaviour: Fortifying Self Determination Theory. JOURNAL OF OPEN INNOVATION: TECHNOLOGY, MARKET, AND COMPLEXITY 2021. [PMCID: PMC9906487 DOI: 10.3390/joitmc7030176] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 04/17/2023]
Abstract
The prevailing pandemic (COVID-19) has increased socioeconomic problems and caused psychological distress due to work uncertainty, specifically in emerging economies. Small and medium enterprises (SMEs) in emerging economies have been severely affected. Particularly, work uncertainty is becoming a hindrance towards proactive work behaviour (PWB) that can be improved by an effective entrepreneurial leadership role and proactive personality attribute. Based on fortifying self-determination theory, this research answered the question to what extent proactive personality moderates the relationship between work uncertainty and PWB and strengthens the relationship between entrepreneurial leadership and PWB. To empirically examine the study’s underlying theoretical framework, respondents were selected from SMEs working in Pakistan from the high-tech industry. Multisource data were accumulated from 420 workers and their leaders utilizing a two-wave, time-lagged research design. Conclusions revealed that entrepreneurial leadership first reduced individuals’ work uncertainty, which in turn, led to enhanced proactive work behaviour of employees. Furthermore, the results revealed that work uncertainty mediates the relationship between entrepreneurial leadership and proactive work behaviour. Moreover, proactive personality moderates the link concerning work uncertainty and proactive work behaviour, such that this association is significant only when proactive personality is low. Additionally, the moderated mediation analysis indicated that less proactive people, compared with their extraordinarily proactive colleagues, trusted entrepreneurial leadership to be more proactive in the workplace. These findings have important implications to induce PWB among employees.
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Achyldurdyyeva M, Chi NW, Chen PC. Exploring the Boundary Conditions and the Mechanisms Linking Coworker Negative Emotional Expressions to Employee Prohibitive Voice and Interpersonal Deviance. HUMAN PERFORMANCE 2021. [DOI: 10.1080/08959285.2021.1968865] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
| | - Nai-Wen Chi
- Institution of Human Resource Management, National Sun Yat-Sen University
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Liu D, Zhang S, Wang Y, Yan Y. The Antecedents of Thriving at Work: A Meta-Analytic Review. Front Psychol 2021; 12:659072. [PMID: 34421715 PMCID: PMC8374041 DOI: 10.3389/fpsyg.2021.659072] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/26/2021] [Accepted: 07/06/2021] [Indexed: 11/25/2022] Open
Abstract
In this study, a systematic and comprehensive meta-analysis of the relationship between thriving at work and its antecedents is conducted. The antecedents in terms of the characteristics of unit contextual features, the resources produced at work, agentic work behaviors, and personality traits are illustrated according to the socially embedded model of thriving described by Spreitzer and research. Additionally, we examine possible cultural influence on the relationship between thriving and its antecedents at different levels of individualistic culture. According to 67 independent samples (N = 28,097), our findings reveal the correlations between thriving at work and the antecedents such as those in the form of unit contextual features, the resources produced at work, agentic work behaviors, and personality traits. Furthermore, we find that individualism moderate the relationships between certain antecedents and thriving at work. Finally, we discuss the theoretical and practical implications of this study as well as the directions for future research.
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Affiliation(s)
- Danping Liu
- School of Management, Xihua University, Chengdu, China.,Research Institute of International Economics and Management, Xihua University, Chengdu, China
| | - Siwen Zhang
- Darla Moore School of Business, University of South Carolina, Columbia, SC, United States
| | - Yanling Wang
- Business School, Yunnan University of Finance and Economics, Kunming, China
| | - Yufei Yan
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
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Um-e-Rubbab UER, Faiz S, Safdar S, Mubarak N. Impact of thriving at work on eustress and distress: career growth as mediator. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2021. [DOI: 10.1108/ejtd-08-2020-0130] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Thriving at work can affect eustress and distress differently, so the main purpose of this study is to determine the impact of thriving at work on stress and to extend the existing literature on stress by examining the mediating mechanism of career growth, which is one of the functions of human resource development, in the relationship between thriving at work and stress. Person environment fit theory is used to explain the framework.
Design/methodology/approach
Data were collected from 179 employees of the hospitality sector of Pakistan to assess the impact of thriving at work on eustress and distress through the mediation of career growth. Structural equation modeling was used to test the hypotheses.
Findings
Results revealed thriving at work is positively related to eustress whereas it is negatively related to distress, and there is a positive association between thriving and career growth. Furthermore, career growth appeared as an effective explanatory mechanism for relationships between thriving at work and stress. Implications for managers are also discussed.
Originality/value
This study encompasses both positive and negative stressors. There are lots of studies available that examine thriving at work and stress, but the present study aims to examine the impact of thriving on both aspects of stress in the presence of career growth as the mediator in the hospitality sector of Pakistan. It also opens new avenues for research on P-E fit theory to gain benefit from the eustress of employees.
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AlKhemeiri AK, Khalid K, Musa N. The role of career competencies and proactive personality in early-career employee career adaptability. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2021. [DOI: 10.1108/ejtd-05-2020-0081] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Employees with high career competencies are more successful in career development. However, it is unclear whether proactivity matters for early-career employees. Thus, this study aims to investigate the influence of career competencies and proactive personality on career adaptability and the moderating role of proactive personality in this relationship.
Design/methodology/approach
This study adopts a quantitative methodology, collecting data through online questionnaires from respondents (n = 400) who had less than five years of work experience in the UAE. A measurement model and hypotheses testing were conducted using AMOS software. Multigroup structural equation modelling was used to test the moderation model.
Findings
The results show a direct relationship between career competencies and career adaptability. However, a proactive personality is insignificantly related to career adaptability. Further, early-career employees with low proactive personality benefit from high career competencies.
Originality/value
This study offers contributions to the emerging understanding of career construction by emphasising the important role of career competencies for early-career employees who manifest a low proactive personality.
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Fang YC, Ren YH, Chen JY, Chin T, Yuan Q, Lin CL. Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work. Front Psychol 2021; 12:671663. [PMID: 34295283 PMCID: PMC8291222 DOI: 10.3389/fpsyg.2021.671663] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/24/2021] [Accepted: 05/10/2021] [Indexed: 11/13/2022] Open
Abstract
Career sustainability is a well-researched issue in academics and other sectors. Technology advancements and COVID-19 have jeopardized career sustainability. Numerous studies have explored the influence of individual characteristics on career sustainability, but few have focused on leadership. In addition, cultural factors must be considered because leadership is rooted in culture. In particular, inclusive leadership reflects traditional Chinese culture. Therefore, based on self-determination social exchange theories, we analyzed the effects of inclusive leadership on career sustainability as well as the roles of thriving at work and supervisor developmental feedback (SDF) in career sustainability. In total, 363 samples were collected from China. The results revealed that inclusive leadership improves career sustainability through SDF and thriving at work. Theoretically, our study fills the research gap and establishes a mechanism and theoretical framework for inclusive leadership and career sustainability. Practically, we offer guidance for enterprises to cultivate inclusive leadership and improve career sustainability.
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Affiliation(s)
| | - Yan-Hong Ren
- Zhejiang University of Technology, Hangzhou, China
| | - Jia-Yan Chen
- Zhejiang University of Technology, Hangzhou, China
| | - Tachia Chin
- Zhejiang University of Technology, Hangzhou, China
| | - Qing Yuan
- Zhejiang University of Technology, Hangzhou, China
| | - Chien-Liang Lin
- College of Science and Technology, Ningbo University, Ningbo, China
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50
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Ahmed Iqbal Z, Abid G, Arshad M, Ashfaq F, Athar MA, Hassan Q. Impact of Authoritative and Laissez-Faire Leadership on Thriving at Work: The Moderating Role of Conscientiousness. Eur J Investig Health Psychol Educ 2021; 11:667-685. [PMID: 34563061 PMCID: PMC8314350 DOI: 10.3390/ejihpe11030048] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/08/2021] [Revised: 06/24/2021] [Accepted: 06/28/2021] [Indexed: 11/16/2022] Open
Abstract
This study empirically investigates the less discussed catalytic effect of personality in the relationship of leadership style and employee thriving at work. The growth and sustainability of the organization is linked with the association of leadership style and employee thriving at the worplace. The objectives of this study are to explore the impact of authoritative and laissez-faire leadership styles and the moderating role of the personality trait of conscientiousness on thriving in the workplace. A sample of 312 participants was taken from a leading school system with its branches in Lahore and Islamabad, Pakistan. The participants either worked as managers, teachers in headquarters, or school campuses, respectively. The regression results of the study show that authoritative leadership and conscientiousness have a significantly positive impact on thriving at work. Furthermore, conscientiousness moderates the relationship between laissez-faire style of leadership and thriving at work relationship.. The findings of this study have theoretical implications for authoritative and laissez-faire leadership, employee conscientiousness, and managerial applications for the practitioners.
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Affiliation(s)
- Zulfiqar Ahmed Iqbal
- School of Business Administration, National College of Business Administration and Economics, Lahore 54660, Pakistan; (Z.A.I.); (F.A.); (M.A.A.); (Q.H.)
| | - Ghulam Abid
- Department of Business Studies, Kinnaird College for Women, Lahore 54660, Pakistan;
| | - Muhammad Arshad
- School of Business Administration, National College of Business Administration and Economics, Lahore 54660, Pakistan; (Z.A.I.); (F.A.); (M.A.A.); (Q.H.)
| | - Fouzia Ashfaq
- School of Business Administration, National College of Business Administration and Economics, Lahore 54660, Pakistan; (Z.A.I.); (F.A.); (M.A.A.); (Q.H.)
| | - Muhammad Ahsan Athar
- School of Business Administration, National College of Business Administration and Economics, Lahore 54660, Pakistan; (Z.A.I.); (F.A.); (M.A.A.); (Q.H.)
| | - Qandeel Hassan
- School of Business Administration, National College of Business Administration and Economics, Lahore 54660, Pakistan; (Z.A.I.); (F.A.); (M.A.A.); (Q.H.)
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