1
|
Zhao C, Yu G, Cai Y, Zheng P, Xu H, Li F, Zhang G, Zhang J. The relationships among career adaptability, career commitment, career identity, and career well-being in Chinese nursing undergraduates: A longitudinal study. Heliyon 2024; 10:e35152. [PMID: 39161818 PMCID: PMC11332894 DOI: 10.1016/j.heliyon.2024.e35152] [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: 01/25/2024] [Revised: 07/14/2024] [Accepted: 07/23/2024] [Indexed: 08/21/2024] Open
Abstract
Exploring the longitudinal relationship between career adaptability, career commitment, career identity, and career well-being among Chinese undergraduate nursing students. A mediation effect analysis was performed. The Career Adaptability Scale, the Chinese version of Career commitment, the Career identity Scale, and the Career well-being Scale were used as research instruments. Six hundred ninety-two nursing students were followed up in two waves to explore the relationships among career adaptability, career commitment, career identity, and career well-being. Model comparison was performed to explore the differences in such relationships between low and high-career interests. Career commitment at T1 mediated the relationship between career adaptability at T1 and career identity at T2 and that between career adaptability at T1 and career well-being at T2. Significant differences were observed between the mediation models of nursing students with high and low career interests. Career commitment plays a longitudinal mediator role in the relationship between career adaptability and career identity and the relationship between career adaptability and career well-being.
Collapse
Affiliation(s)
- Chengjia Zhao
- School of Education, Renmin University of China, Beijing, 100872, China
| | - Guoliang Yu
- School of Education, Renmin University of China, Beijing, 100872, China
| | - Yan Cai
- School of Nursing, Wenzhou Medical University, Wenzhou, 325035, China
| | - Peisen Zheng
- School of Nursing, Wenzhou Medical University, Wenzhou, 325035, China
| | - Huihui Xu
- Department of Psychology, School of Mental Health, Wenzhou Medical University, Wenzhou, 325035, China
| | - Feiyue Li
- School of Nursing, Wenzhou Medical University, Wenzhou, 325035, China
| | - Guohua Zhang
- Department of Psychology, School of Mental Health, Wenzhou Medical University, Wenzhou, 325035, China
- The Affiliated Kangning Hospital, Wenzhou Medical University, Wenzhou, 325035, China
| | - Jingjing Zhang
- School of Nursing, Wenzhou Medical University, Wenzhou, 325035, China
| |
Collapse
|
2
|
Cai Z, Tian Y, Wang Z. Career adaptability and proactive work behaviour: A relational model. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1111/joop.12411] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/11/2023]
Affiliation(s)
- Zijun Cai
- Business School Beijing Normal University Beijing China
| | - Yixin Tian
- Lee Kong Chian School of Business Singapore Management School Singapore Singapore
| | - Zhen Wang
- School of Labor and Human Resources Renmin University of China Beijing China
| |
Collapse
|
3
|
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.
Collapse
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
| |
Collapse
|
4
|
How are career adaptable and customer oriented employees treated? Examining career-situated factors that reduce customer mistreatment. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103740] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
|
5
|
Developing Sustainable Careers during a Pandemic: The Role of Psychological Capital and Career Adaptability. SUSTAINABILITY 2022. [DOI: 10.3390/su14053105] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/01/2023]
Abstract
The Coronavirus disease 2019 (COVID-19) has not only had negative effects on employees’ health, but also on their prospects to gain and maintain employment. Using a longitudinal research design with two measurement points, we investigated the ramifications of various psychological and organizational resources on employees’ careers during the COVID-19 pandemic. Specifically, in a sample of German employees (N = 305), we investigated the role of psychological capital (PsyCap) for four career-related outcomes: career satisfaction, career engagement, coping with changes in career due to COVID-19, and career-related COVID-19 worries. We also employed leader–member exchange (LMX) as a moderator and career adaptability as a mediating variable in these relationships. Results from path analyses revealed a positive association between PsyCap and career satisfaction and career coping. Furthermore, PsyCap was indirectly related to career engagement through career adaptability. However, moderation analysis showed no moderating role of LMX on the link between PsyCap and career adaptability. Our study contributes to the systematic research concerning the role of psychological and organizational resources for employees’ careers and well-being, especially for crisis contexts.
Collapse
|
6
|
Wang F, Xu Y, Zhou X, Fu A, Guan Y, She Z, Wang Z, Bi Y. Are adaptable employees more likely to stay? Boundaryless careers and career ecosystem perspectives on career adaptability and turnover. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2021. [DOI: 10.1111/apps.12356] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Fuxi Wang
- College of Economics and Management China Agricultural University Beijing China
| | - Ying Xu
- School of Labor and Human Resources Renmin University of China Beijing China
| | - Xinyi Zhou
- Business School Durham University Durham UK
| | - Anguo Fu
- School of Management Hainan University Haikou China
| | - Yanjun Guan
- Business School Durham University Durham UK
- Applied Psychology Program The Chinese University of Hong Kong Shenzhen China
| | - Zhuolin She
- School of Public Administration and Policy Renmin University of China Beijing China
| | - Zhimei Wang
- Inspection Office of the CPC Central University of Finance and Economics Committee Central University of Finance and Economics Beijing China
| | - Yanzhao Bi
- College of Economics and Management Nanjing University of Aeronautics and Astronautics Nanjing China
| |
Collapse
|
7
|
Guo L, Cheng K, Luo J, Zhao H. Trapped in a loss spiral: how and when work alienation relates to knowledge hiding. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1937672] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Limin Guo
- School of Economics and Management, Tongji University, Shanghai, China
| | - Ken Cheng
- School of Management, Zhejiang University of Technology, Hangzhou, China
| | - Jinlian Luo
- School of Economics and Management, Tongji University, Shanghai, China
| | - Hongdan Zhao
- School of Management, Shanghai University, Shanghai, China
| |
Collapse
|