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Tang M, Fu L. Job embeddedness, career adaptability, and perceived overqualification under career shocks-findings from PLS and NCA. Work 2024:WOR230587. [PMID: 38995752 DOI: 10.3233/wor-230587] [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: 07/14/2024] Open
Abstract
BACKGROUND Amidst the post-COVID-19 economic downturn and the expanding higher education landscape in China, employee employment challenges have given rise to the widespread overqualification issue. This phenomenon has attracted extensive attention and is prompting a need for an in-depth exploration of perceived overqualification. However, existing studies predominantly concentrate on its outcomes rather than antecedents, leaving a notable gap in understanding the influence mechanism between individual advantageous resources (e.g., job embeddedness, career adaptability) and overqualification, particularly in specific events such as career shocks. OBJECTIVE This study aims to examine the interplay between employees' career adaptability, job embeddedness, and the mediating role of relative deprivation in shaping perceived overqualification, particularly in the aftermath of career shocks. METHODS A comprehensive analysis was conducted using data gathered from 339 questionnaire responses. Partial Least Square (PLS) path analysis, R's necessary condition analysis (NCA), and the Random Forest (RF) algorithm were employed to scrutinize the relationships and identify critical factors influencing perceived overqualification. RESULTS The findings indicate that after encountering career shocks, career adaptability and job embeddedness not only directly impact perceived overqualification but also exert their influence indirectly through the mediation of relative deprivation; Career adaptability, job embeddedness, and relative deprivation are necessary conditions for perceived overqualification, with relative deprivation having the most significant impact. CONCLUSIONS Based on the results, focusing on the psychological changes of employees after suffering career shocks provides valuable guidance for managers in channelling the emotional and cognitive responses of their employees.
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Affiliation(s)
- Meirun Tang
- School of Management, Guizhou University, Guiyang, China
| | - Lifei Fu
- School of Management, Guizhou University, Guiyang, China
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de Vries N, Maniscalco L, Matranga D, Bouman J, de Winter JP. Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis. PLoS One 2024; 19:e0300377. [PMID: 38484008 PMCID: PMC10939201 DOI: 10.1371/journal.pone.0300377] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/15/2023] [Accepted: 02/26/2024] [Indexed: 03/17/2024] Open
Abstract
BACKGROUND The global outbreak of COVID-19 has brought to light the profound impact that large-scale disease outbreaks can have on healthcare systems and the dedicated professionals who serve within them. It becomes increasingly important to explore strategies for retaining nurses and physicians within hospital settings during such challenging times. This paper aims to investigate the determinants of retention among nurses and physicians during the COVID-19 pandemic. METHOD A systematic review of other potential determinants impacting retention rates during the pandemic was carried out. Secondly, a meta-analysis on the prevalence of intention to leave for nurses and physicians during the COVID-19 pandemic. FINDINGS A comprehensive search was performed within four electronic databases on March 17 2023. Fifty-five papers were included in the systematic review, whereas thirty-three papers fulfilled the eligibility criteria for the meta-analysis. The systematic review resulted in six themes of determinants impacting intention to leave: personal characteristics, job demands, employment services, working conditions, work relationships, and organisational culture. The main determinants impacting the intention to leave are the fear of COVID-19, age, experience, burnout symptoms and support. Meta-analysis showed a prevalence of intent to leave the current job of 38% for nurses (95% CI: 26%-51%) and 29% for physicians (95% CI: 21%-39%), whereas intention to leave the profession for nurses 28% (95% CI: 21%-34%) and 24% for physicians (95% CI: 23%-25%). CONCLUSION The findings of this paper showed the critical need for hospital managers to address the concerning increase in nurses' and physicians' intentions to leave during the COVID-19 pandemic. This intention to leave is affected by a complex conjunction of multiple determinants, including the fear of COVID-19 and the confidence in and availability of personal protective equipment. Moreover, individual factors like age, experience, burnout symptoms, and support are maintained in this review. Understanding the influence of determinants on retention during the COVID-19 pandemic offers an opportunity to formulate prospective strategies for retaining nurses and physicians within hospital settings.
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Affiliation(s)
- Neeltje de Vries
- Department of Internal Medicine, Spaarne Gasthuis, Haarlem and Hoofddorp, the Netherlands
- Spaarne Gasthuis Academy, Spaarne Gasthuis, Haarlem and Hoofddorp, the Netherlands
| | - Laura Maniscalco
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, “G. D’Alessandro” (PROMISE), University of Palermo, Palermo, Italy
| | - Domenica Matranga
- Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, “G. D’Alessandro” (PROMISE), University of Palermo, Palermo, Italy
| | - José Bouman
- Spaarne Gasthuis Academy, Spaarne Gasthuis, Haarlem and Hoofddorp, the Netherlands
| | - J Peter de Winter
- Spaarne Gasthuis Academy, Spaarne Gasthuis, Haarlem and Hoofddorp, the Netherlands
- Department of Paediatrics, Spaarne Gasthuis, Haarlem and Hoofddorp, the Netherlands
- Leuven Child and Health Institute, KU Leuven, Leuven, Belgium
- Department of Development and Regeneration, KU Leuven, Leuven, Belgium
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Pacheco T, Coulombe S, Kocovski NL. Canadian Workers' Well-Being During the Beginning of the COVID-19 Pandemic: A Latent Profile Analysis. INTERNATIONAL JOURNAL OF APPLIED POSITIVE PSYCHOLOGY 2024; 9:605-636. [PMID: 39205793 PMCID: PMC11347490 DOI: 10.1007/s41042-023-00142-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 12/08/2023] [Indexed: 09/04/2024]
Abstract
To explore workers' well-being during COVID-19, researchers have primarily utilized variable-centered approaches (e.g., regression) focusing on describing workers' general level of well-being. Given the diversity of factors that may have impacted workers' well-being during the pandemic, focusing on such well-being trends do not provide sufficient insight into the different lived well-being experiences during the pandemic. Moreover, positive well-being in workers' general lives and work has been understudied in such complex public health crises. To address these issues, we use latent profile analysis, a person-centered analysis, to explore the diverse well-being realities Canadian workers (employed before COVID-19 or working at the time of the survey) experienced at the beginning of COVID-19. Canadian workers (N = 510) were surveyed between May 20-27th, 2020, on positive (meaning in life, flourishing, thriving at work) and negative (distress, stress, impaired productivity, troublesome symptoms at work) well-being indicators, as well as on factors that may be associated with experiencing different well-being profiles. Five well-being profiles emerged: moderately prospering, prospering, moderately suffering, suffering, and mixed. Factors at the self- (gender, age, disability status, trait resilience), social- (marital status, family functioning, having children at home), workplace- (some employment statuses and work industries, financial strain, job security), and pandemic-related (perceived vulnerability to COVID-19, social distancing) ecological levels predicted profile membership. Recommendations for employers, policymakers, and mental health organizations are discussed.
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Affiliation(s)
- Tyler Pacheco
- Department of Psychology, Wilfrid Laurier University, Waterloo, ON Canada
| | - Simon Coulombe
- Relief Research Chair in Mental Health, Self-management and Work, Université Laval, Québec City, QC Canada
- Department of Industrial Relations, Université Laval, Québec City, QC Canada
- VITAM – Sustainable Health Research Centre, Québec City, QC Canada
- CERVO Brain Research Centre, Québec City, QC Canada
- Centre d’études et d’interventions en santé mentale, Université Laval, Québec City, QC Canada
- Centre for the Study of Democratic Citizenship, Montréal, QC Canada
| | - Nancy L. Kocovski
- Department of Psychology, Wilfrid Laurier University, Waterloo, ON Canada
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Aman A, Rafiq M, Dastane O. A cross-cultural comparison of work engagement in the relationships between trust climate - Job performance and turnover intention: Focusing China and Pakistan. Heliyon 2023; 9:e19534. [PMID: 37809562 PMCID: PMC10558756 DOI: 10.1016/j.heliyon.2023.e19534] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/24/2022] [Revised: 08/22/2023] [Accepted: 08/25/2023] [Indexed: 10/10/2023] Open
Abstract
While the significance of cross-cultural research has been acknowledged over time, there remains a gap in understanding its relationship with employee outcomes. This study delves into the associations between organizational trust climate (TC) and job performance (JP), as well as turnover intention (TI), seeking to ascertain if work engagement (WE) plays a mediating role. Additionally, the research investigates potential differences in the mediating effect between China and Pakistan. Data gathered from 270 participants in China and 242 in Pakistan were subjected to structural equation modeling (SEM) for analysis. Findings indicated that perceptions of individual WE serve as a bridge between organizational TC and JP, with the effect on JP being notably stronger among the Chinese participants. Moreover, the mediating role of WE in the link between organizational TC and TI was more pronounced for the Pakistani participants. On a practical front, such insights can equip managers with a nuanced understanding of the ripple effect that a trust-infused environment can have on employee engagement, subsequently influencing performance and retention rates.
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Affiliation(s)
- Aini Aman
- Faculty of Economics and Management, Universiti Kebangsaan Malaysia, UKM Bangi, Selangor 43650, MY, Malaysia
| | - Muhammad Rafiq
- Graduate Business School, UCSI University, Kuala Lumpur, Malaysia
| | - Omkar Dastane
- Graduate Business School, UCSI University, Kuala Lumpur, Malaysia
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Ning L, Jia H, Gao S, Liu M, Xu J, Ge S, Li M, Yu X. The mediating role of job satisfaction and presenteeism on the relationship between job stress and turnover intention among primary health care workers. Int J Equity Health 2023; 22:155. [PMID: 37582742 PMCID: PMC10428580 DOI: 10.1186/s12939-023-01971-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/25/2023] [Accepted: 07/21/2023] [Indexed: 08/17/2023] Open
Abstract
BACKGROUND Turnover problems among primary health care workers are a significant contributor to the shortage of health human resources. This study aims to determine the relationship between job stress and turnover intention among primary health care workers, as well as to examine the mediating effects of job satisfaction and presenteeism on this relationship. METHODS Stratified random sampling and quota sampling were used to select 703 primary health care workers in Jilin Province, China in January 2020. Validated scales were used to measure turnover intention, job stress, job satisfaction, and presenteeism among primary health care workers. The study utilized a partial least squares structural equation modeling (PLS-SEM) approach to test the research hypotheses. RESULTS The turnover intention score of primary health care workers in Jilin Province was 2.15 ± 1.03, and 19.5% of respondents reported a higher turnover intention. Significant sex and occupation differences were found, with a higher rate of turnover intention for male and doctor groups among primary health care workers. This study also revealed a positive correlation between job stress and turnover intention (β = 0.235, P < 0.001), a significant negative correlation between job satisfaction and turnover intention (β= -0.347, P < 0.001), and a significant positive correlation between presenteeism and turnover intention (β = 0.153, P < 0.001). Moreover, the study revealed a significant indirect effect of job stress on turnover intention which was mediated by job satisfaction (β = 0.183, P < 0.001) and presenteeism (β = 0.078, P < 0.001). CONCLUSION We confirmed the positive association between job stress and presenteeism with turnover intention, as well as the negative association between job satisfaction and turnover intention. Moreover, our study confirmed the mediating role of job satisfaction and presenteeism in the relationship between job stress and turnover intention. This study provides scientific evidence to address the turnover problem among primary health care workers.
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Affiliation(s)
- Liangwen Ning
- School of Public Administration, Jilin University, Changchun City, Jilin Province, China
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Huanhuan Jia
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Shang Gao
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Minghui Liu
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Jiaying Xu
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Sangyangji Ge
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Ming Li
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Xihe Yu
- School of Public Health, Jilin University, Changchun City, Jilin Province, China.
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Rafiq M, Farrukh M, Attiq S, Shahzad F, Khan I. Linking job crafting, innovation performance, and career satisfaction: The mediating role of work engagement. Work 2023:WOR211363. [PMID: 36683474 DOI: 10.3233/wor-211363] [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: 01/19/2023] Open
Abstract
BACKGROUND The demand for innovation and satisfaction is increasing rapidly due to technological advancement and the fast-changing business environment. OBJECTIVE The purpose of this article is to investigate how job crafting augments work outputs (i.e., innovation performance and career satisfaction) through work engagement. METHODS Data were collected from 477 workers working in the Pakistan manufacturing sector. A structural equation modeling technique was used to investigate the mediation model. RESULTS Job crafting has a direct and indirect association with innovation performance and career satisfaction - via employees' work engagement. Additionally, the mediating impact was stronger for innovation performance than for career satisfaction. The findings advocate that managers should pay attention to employees' job crafting to improve employees' work engagement in manufacturing organizations. To improve employees' innovation performance and career satisfaction via work engagement, it is important to improve organization-wide job crafting in traditional manufacturing organizations. Strategic and managerial actions related to job crafting might boost employees' engagement in the organization that environments provide incessantly better outcomes. CONCLUSION By linking job crafting and work engagement to their attitude towards career satisfaction and innovation performance in Pakistani manufacturing firms, this study adds a new dimension to the study of Pakistani manufacturing employees and typically to the best practices in career debates. This knowledge is important and unique because it accentuates that in addition to work engagement, which focuses primarily on employee growth in the organization, job crafting should also be given equal importance to advance manufacturing employees' outcomes.
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Affiliation(s)
- Muhammad Rafiq
- UCSI Graduate Business School, UCSI University, Kuala Lumpur, Malaysia
| | - Muhammad Farrukh
- Department of Economics, Shenzhen MSU-BIT University, Shenzhen, China
| | - Saman Attiq
- Air University School of Management, Air University Islamabad, Islamabad, Pakistan
| | - Fakhar Shahzad
- School of Management, Jiangsu University, Zhenjiang, China
| | - Imran Khan
- Department of Management Science, The Islamia University of Bahawalpur, Bahawalpur, Pakistan
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Liu X, Lu W, Liu S, Qin C. Hatred out of love or love can be all-inclusive? Moderating effects of employee status and organizational affective commitment on the relationship between turnover intention and CWB. Front Psychol 2023; 13:993169. [PMID: 36687980 PMCID: PMC9845636 DOI: 10.3389/fpsyg.2022.993169] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2022] [Accepted: 12/06/2022] [Indexed: 01/05/2023] Open
Abstract
Owing to the prevalence of flexible employment practices around the world and increasingly loose employee-organization relationships, employee turnover intention is gradually becoming normalized. This study aimed to examine the counterproductive work behaviors (CWB) of employees with turnover intention in the hybrid employment context. Drawing on the psychological contract process perspective, this research endeavored to examine whether higher turnover intention is associated with greater levels of CWB and to determine whether and how the association between turnover intention and CWB differs across temporary and permanent workers by considering organizational affective commitment. The results of analyzing 211 pairs of two-wave subordinate-supervisor matching data from a Chinese service company indicated that turnover intention is positively related to CWB, and the association is stronger for temporary workers than permanent ones. Such difference is caused by permanent workers' higher organizational affective commitment than temporary workers. The findings' implications for theory and research are provided in hybrid employment.
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Affiliation(s)
- Xiaolang Liu
- School of Management, Guangdong University of Technology, Guangzhou, Guangdong, China
| | - Wenzhu Lu
- School of Business Administration, South China University of Technology, Guangzhou, China,*Correspondence: Wenzhu Lu,
| | - Shanshi Liu
- School of Business Administration, South China University of Technology, Guangzhou, China
| | - Chuanyan Qin
- School of Medical Business, Guangdong Pharmaceutical University, Guangzhou, Guangdong, China
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Zhu Y, Jiang H, Zhou Z. Information adoption behavior in online healthcare communities from the perspective of personality traits. Front Psychol 2022; 13:973522. [PMID: 36329756 PMCID: PMC9623248 DOI: 10.3389/fpsyg.2022.973522] [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: 06/20/2022] [Accepted: 09/28/2022] [Indexed: 11/21/2022] Open
Abstract
Improving standards of living have resulted in an increased focus on health and image management. In a context where the quality of healthcare information is unguaranteed, the adoption behavior intention of online health information varies greatly. Hence, it is essential to take effective measures to guide community users to obtain high-quality information on demand. From the perspective of personality traits, the present study analyzed the influencing factors and mechanisms of adoption behavior intention of healthcare information in online healthcare communities as well as the moderating effects of social support. A quantitative analysis of 380 respondents revealed positive associations between five personality dimensions and the adoption behavior intention of healthcare information–extraversion, agreeableness, conscientiousness, neuroticism, and openness. The study also determined that health concerns and health-related self-efficacy played a mediating role across various degrees between the conscientiousness and adoption behavior intention of healthcare information. As an important contextual factor influencing health outcomes, social support is common in online healthcare communities. The study examined the effect of the interaction between inner traits and social support on adoption behavior intention. Perceived self-esteem support strengthened the indirect effect of conscientiousness on adoption behavior intention mediated by health concerns and health-related self-efficacy. Additionally, the impact of high neuroticism interacted with low levels of perceived self-esteem support on adoption behavior intention was significant. Likewise, emotional supportive information did not help in facilitating the adoption behavior intention in terms of all five personality traits and negatively influence the adoption behavior intention for individuals high in neuroticism and agreeableness. The possible explanation for the results was discussed with the intention of understanding the psychological mechanisms which guide adoption behavior intention.
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Zalewska AM, Zwierzchowska M. Personality Traits, Personal Values, and Life Satisfaction among Polish Nurses. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:13493. [PMID: 36294073 PMCID: PMC9602654 DOI: 10.3390/ijerph192013493] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/20/2022] [Revised: 10/04/2022] [Accepted: 10/14/2022] [Indexed: 06/16/2023]
Abstract
Nurses' life satisfaction (LS) predicts their health and the level of care they provide to patients, thus policies for promoting quality of nurses' work require actions to increase their LS. The aim of this study was to examine relations between LS and two levels of personality (traits and values) among Polish nurses, including joint effects of traits and values in a model integrating all variables to check whether meta-values can mediate trait-LS relationships. Nurses (N = 155) aged 23-64 completed the NEO-FFI, Satisfaction with Life Scale, and PVQ40. LS correlated with all traits, with openness higher than usual (0.34), and positively associated with meta-values: openness to change (0.23), self-transcendence (0.30), and ('unhealthy') conservation (0.19). Trait-value consistency was insufficient to explain some trait-value associations. In the SEM analysis, 23.3% of LS variance was explained. LS was related directly to neuroticism negatively and positively not only to extraversion, but also to openness, and self-transcendence meta-value (that increased value-environment congruence), and indirectly positively (through self-transcendence) to openness, agreeableness, conscientiousness, and even neuroticism. These results indicate that promoting nurses' health and quality of work by enhancing their LS requires supporting and increasing their identification with self-transcendence values and encourage research on factors that can increase it.
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Aman A, Dastane O, Rafiq M. Perception of value from food delivery apps: A data report. Front Psychol 2022; 13:973724. [PMID: 36193538 PMCID: PMC9525215 DOI: 10.3389/fpsyg.2022.973724] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/20/2022] [Accepted: 08/12/2022] [Indexed: 11/21/2022] Open
Affiliation(s)
- Aini Aman
- Faculty of Economics and Management, Universiti Kebangsaan Malaysia, Selangor, Malaysia
| | - Omkar Dastane
- UCSI Graduate Business School, UCSI University, Kuala Lumpur, Malaysia
- *Correspondence: Omkar Dastane
| | - Muhammad Rafiq
- UCSI Graduate Business School, UCSI University, Kuala Lumpur, Malaysia
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Yang L, Liu H. The Impact of Ethical Leadership on Employees’ Green Innovation Behavior: A Mediating-Moderating Model. Front Psychol 2022; 13:951861. [PMID: 35846672 PMCID: PMC9277388 DOI: 10.3389/fpsyg.2022.951861] [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: 05/24/2022] [Accepted: 06/06/2022] [Indexed: 11/21/2022] Open
Abstract
To enhance environmental protection and sustainable development, green innovation (GI) is an inevitable choice for enterprises. This study incorporates social identity theory and social learning theory to explore the impact of ethical leadership on employee GI behavior. In addition, this study also examines the mediating effects of green organizational identity (GOI) and the moderating role of strategic flexibility (SF). Using the structural equation modeling, an empirical survey was conducted among 300 Chinese manufacturing companies. The study found that ethical leadership (EL) positively affects employees’ GI behavior (EGIB). It also positively impacts the GOI, which led to EGIB. In addition, the study also confirmed that GOI played a mediating role in the relationship between EL and EGIB. The results further indicated that SF positively enhanced the effect of GOI on EGIB. The findings have important contributions to theory and practice in the current research context.
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Affiliation(s)
- Liqin Yang
- School of Economics and Management, Lanzhou Jiaotong University, Lanzhou, China
| | - Haibing Liu
- Evergrade School of Management, Wuhan University of Science and Technology, Wuhan, China
- *Correspondence: Haibing Liu,
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