1
|
Wang Q, Shang Z, Zuo C, Fan H, Xu C, Cai Z, Shi W. Proactive Personality and Turnover Intention: The Mediating Role of Career Aspiration and the Moderating Effect of Organizational Career Management. Behav Sci (Basel) 2024; 14:800. [PMID: 39336015 DOI: 10.3390/bs14090800] [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: 07/11/2024] [Revised: 08/30/2024] [Accepted: 09/05/2024] [Indexed: 09/30/2024] Open
Abstract
As proactivity becomes vital for organizational success, retaining proactive employees becomes increasingly important, making the relationship between a proactive personality and turnover intention a key research topic. While existing studies have largely depicted turnover as a consequence of dissatisfaction and have identified negative indirect relationships, this study seeks to challenge that perspective by proposing that, in today's boundaryless career environment, people also engage in voluntary turnover for career advancement. Using a self-regulation career management model, we propose that proactive employees set ambitious career goals influenced by career aspirations, leading them to seek external opportunities and thus exhibit higher turnover intention. However, when organizations implement career management practices, this relationship weakens as proactive employees perceive opportunities to achieve their goals within their current organizations. We tested these hypotheses with a sample of 342 respondents using the SPSS macro PROCESS. The findings support our propositions, revealing a positive indirect effect through career aspirations, which diminishes when perceived organizational career management is strong.
Collapse
Affiliation(s)
- Qiong Wang
- College of Business, Beijing Open University, Beijing 100081, China
| | - Zhe Shang
- School of Government, Beijing Normal University, Beijing 100875, China
| | - Chenhui Zuo
- School of Government, Beijing Normal University, Beijing 100875, China
| | - Huaye Fan
- Business School, Beijing Normal University, Beijing 100875, China
| | - Chen Xu
- Business School, Beijing Normal University, Beijing 100875, China
| | - Zijun Cai
- Business School, Beijing Normal University, Beijing 100875, China
| | - Wei Shi
- School of Labor and Economics, Remin University of China, Beijing 100875, China
| |
Collapse
|
2
|
Saif N, Amelia, Goh GGG, Rubin A, Shaheen I, Murtaza M. Influence of transformational leadership on innovative work behavior and task performance of individuals: The mediating role of knowledge sharing. Heliyon 2024; 10:e32280. [PMID: 38933951 PMCID: PMC11200340 DOI: 10.1016/j.heliyon.2024.e32280] [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: 12/13/2023] [Revised: 05/27/2024] [Accepted: 05/31/2024] [Indexed: 06/28/2024] Open
Abstract
This research tries to investigate the dynamic link between higher education institution (HEIs) transformational leaders (TFL) and follower's outcome innovative work behavior (IWB) and Task Performance) through Knowledge sharing (KNS) in Pakistan. Using quantitative design an adopted construct was used to obtain response from HEIs leaders and employees behavior. The obtained information was analyzed through structural equation modeling (SEM) technique via Smart PLS. Results depict that direct link between University Transformational leadership and employees Innovative work behavior as well as Task Performance. The results further postulate that KNS mediate the relationship between Transformational leadership and employees TSP in the context of HEIs. Surprisingly, KNS could not evident to become a mediating variable to strengthen the relationship between transformational Leadership and employees IWB in the HEIs sector of Pakistan. In addition to enhancing the theoretical comprehension of higher education leadership, the outcomes of this article provide that promoting knowledge sharing culture is valuable asset for both existing and future HEIs leaders in order to promote the culture of innovation and creativity. Although recent studies investigate the role of KNS as a mediator, however the current study use KNS as contemporaneous intervening variable for IWB and Task Performance for the first time. The study also confirms theoretical underpinning of social exchange mechanism in strengthening the relationship between leader member's continuum.
Collapse
Affiliation(s)
- Naveed Saif
- Department of Management Sciences, University of Science and Technology Bannu, Pakistan
| | - Amelia
- Department of Management Sciences, University of Science and Technology Bannu, Pakistan
| | | | - Abner Rubin
- Department of Management Sciences, University of Science and Technology Bannu, Pakistan
| | | | | |
Collapse
|
3
|
Huyghebaert-Zouaghi T, Gillet N, Fernet C, Thomas J, Ntoumanis N. Managerial predictors and motivational outcomes of workers’ psychological need states profiles: A two-wave examination. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2127354] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
| | - Nicolas Gillet
- E.E. 1901 QualiPsy, Université de Tours, Tours, France
- IUF, Institut Universitaire de France, Paris, France
| | - Claude Fernet
- LIPROM, Université du Québec à Trois-Rivières,Trois-Rivières, Canada
| | - Jérémy Thomas
- E.A. 6291 Laboratoire C2S, Université de Reims Champagne Ardenne, Reims, France
| | - Nikos Ntoumanis
- Danish Center for Motivation and Behaviour Change, University of Southern Denmark, Odense, Denmark
- Sweden School of Health and Welfare, Halmstad University Halmstad, Sweden
| |
Collapse
|
4
|
Tu Y, Jiang L, Long L, Wang L. Leader secure-base support and organizational learning culture: synergetic effects on employee state promotion focus and approach job crafting. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-09-2021-0235] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeLeader secure-base support, consisting of leader availability, noninterference and encouragement of growth, has important implications for stimulating employee proactivity. This study is aimed at examining whether, why and when leader secure-base support may motivate employees to engage in approach job crafting behavior. Drawing upon regulatory focus theory, we propose leader secure-base support is positively associated with employee approach job crafting via employee state promotion focus. Based on cue consistency theory, we further examine the moderating role of organizational learning culture in the associations of leader secure-base support with employee state promotion focus and subsequent approach job crafting.Design/methodology/approachTwo-wave data were collected from 281 Chinese workers. Path analyses with Mplus 7 were conducted to test the hypotheses.FindingsAs predicted, we found that leader secure-base support was positively related to employee state promotion focus and, in turn, facilitated employee approach job crafting. Moreover, organizational learning culture accentuated the impact of leader secure-base support on employee job crafting process.Originality/valueThis study is the first to examine the influence of leader secure-base support on employee job crafting. It also identifies a boundary condition for such an influence.
Collapse
|
5
|
Cheng SQ, Costantini A, Zhou H, Wang HJ. A self-enhancement perspective on organizational socialization: Newcomer core self-evaluations, job crafting, and the role of leaders’ developmental coaching. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2077724] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Sheng-Qiang Cheng
- Antai College of Economics and Management Shanghai Jiao Tong University, Shanghai, China
| | - Arianna Costantini
- Department of Psychology and Cognitive Science, University of Trento, Trento, Italy
| | - Hao Zhou
- Business School Sichuan University, Chengdu, Sichuan, China
| | - Hai-Jiang Wang
- School of Management Huazhong University of Science and Technology, Wuhan, Hubei, China
| |
Collapse
|
6
|
Daily supervisor support, engagement and prosocial behavior: how turnover intentions reduce the resources to pay it forward. JOURNAL OF MANAGERIAL PSYCHOLOGY 2022. [DOI: 10.1108/jmp-04-2021-0255] [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
PurposeThe authors test the daily perceived supervisor support (PSS) to job engagement relationship with respect to employees' extra-role displays. Additionally, the authors propose employees' turnover intentions (TIs) to minimize these indirect effects when high.Design/methodology/approachIn Study 1, employees in a field sample responded to a repeated survey spanning ten days to test the proposed model. Study 2, then, used a scenario-based experiment with online panelists as a further test of the model.FindingsDaily job engagement was found to mediate the relationships of daily PSS with OCBI, where high TI reduced this indirect effect in Study 1. Similar indirect and conditional indirect effects were supported for OCBI and OCBO likelihood in Study 2.Practical implicationsThe paper highlights the importance of supervisors' ongoing supportive behaviors extended to their subordinates along with an awareness of employees' TI behavioral signals.Originality/valueThis study adds to research examining the reinforcing nature of PSS on employees' engagement and subsequent citizenship behavior. It also offers a potential boundary condition to such indirect effects by proposing TI as influencing such daily motivational effects.
Collapse
|
7
|
I am not proactive but I want to speak up: A self-concept perspective. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-021-02404-0] [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]
|
8
|
Constructing Well-Being in Organizations: First Empirical Results on Job Crafting, Personality Traits, and Insight. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18126661. [PMID: 34205683 PMCID: PMC8296412 DOI: 10.3390/ijerph18126661] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/06/2021] [Revised: 06/11/2021] [Accepted: 06/16/2021] [Indexed: 11/30/2022]
Abstract
The construct of job crafting is gaining increasing attention in the research and practice of work psychology in light of the positive effects it has on workers and the organizational context. On this basis, the present study aimed to explore the associations between the Big Five personality traits and job crafting (and its subdimensions, individual job crafting and collaborative job crafting), as well as investigating the role of insight in mediating these relationships. A sample of 159 Italian workers took part in the study and completed the self-report measures. Results showed a positive association between extraversion, agreeableness and conscientiousness and job crafting (total), individual job crafting, and collaborative job crafting, with significant mediations of insight orientation. Openness was positively associated with job crafting (total) and individual job crafting, but not with the collaborative subdimension, with insight orientation that mediated existing relationships. Emotional stability and job crafting (total) or its subdimensions were found to have no significant relationships. These findings suggest that insight orientation could represent a promising resource for job crafting, both in terms of primary prevention, strength-based prevention, and healthy organizations.
Collapse
|