Career Adaptability, Work Engagement, and Employee Well-Being Among Chinese Employees: The Role of Guanxi

Psychometric characteristics of the career adapt-abilities scale in Thai undergraduate students: a multiple indicators multiple causes model

Objective

This study aimed to evaluate the psychometric properties of the Career Adapt-abilities Scale (CAAS) and analyze the relationships between sociodemographic variables and career adaptability using the MIMIC model with DIF.

Methods

In this cross-sectional study, the CAAS, consisting of four sub-scales-concern, control, curiosity, and confidence-each comprising six items, was administered to 620 undergraduate students from 34 universities in Thailand. Among the participants, women constituted 66.77%, while men accounted for 32.58% (Mean Age = 20.33). To explore the influence of sociodemographic characteristics on specific CAAS item responses, a Multiple-Indicators, Multiple-Causes model with Differential Item Functioning (MIMIC-model with DIF) was employed.

Results

The findings revealed robust internal consistency and reliability in the CAAS. Both the four-factor and second-order factor models exhibited excellent fit indices, emphasizing the significance of each item within the measure. Sociodemographic characteristics did not demonstrate a significant direct effect on the four CAAS subscales, it is worth noting the exception regarding paternal education. Paternal education was found to have a statistical significance impact on two specific CAAS items: "looking for opportunities to grow as a person" and "becoming curious about new opportunities."

Conclusion

These findings underscore the intricate influence of paternal education on specific aspects of career adaptability, suggesting that certain dimensions of career adaptability may be shaped by factors extending beyond the conventional sociodemographic variables examined in this study. Future research could delve deeper into the complex interplay of sociodemographic factors and individual attributes to provide a more holistic perspective on career adaptability in Thailand.

Does paradoxical leadership influence employees' proactive work behavior? A study based on employees in Chinese state-owned enterprises

Paradoxical leadership has emerged as an increasingly important research topic in the context of Chinese state-owned enterprises, which are currently facing contradictions between maintaining stability and implementing changes, short-term profits and long-term sustainable development, and public nature and marketization. Based on social cognitive theory and social exchange theory, this study employed a questionnaire survey to explore the influence of paradoxical leadership on employees' proactive work behavior and the mediating role of superior-subordinate guanxi and self-efficacy. The study involved 540 employees working in Chinese state-owned enterprises. We conducted confirmatory factor analyses to test the validity of the measurement model and regression to evaluate the direct effects. Subsequently, we used bootstrapping to confirm mediation and serial mediation effects. The study found that (1) Paradoxical leadership can effectively enhance employees' proactive work behavior; (2) The superior-subordinate guanxi plays a mediating role between paradoxical leadership and employees' proactive work behavior, that is, paradoxical leadership enhances employees' proactive work behavior by improving the superior-subordinate guanxi; (3) Self-efficacy plays a mediating role between paradoxical leadership and employees' proactive work behaviors, that is, paradoxical leadership promotes employees' proactive work behavior by enhancing their self-efficacy; (4) The superior-subordinate guanxi and self-efficacy play a chain mediating effect between paradoxical leadership and employees' proactive work behavior, forming a chain of "Paradoxical leadership-Superior-subordinate Guanxi-Self-efficacy-Employees' proactive work behaviors." This study enriches the theoretical research on paradoxical leadership and provides suggestions for state-owned enterprises to enhance employees' proactive work behavior.

Effects of Career Adaptability and Self-Efficacy on Transition Shock Among Newly Graduated Nurses During the COVID-19 Pandemic: A Survey Conducted in China

BACKGROUND

The coronavirus disease 2019 (COVID-19) outbreak has increased the work pressure of nurses worldwide, and managers must provide support and assistance for the transition period of newly graduated nurses.

METHOD

A cross-sectional design was adopted to collect a sample of 318 newly graduated nurses from six hospitals in China during the COVID-19 pandemic. Data were collected using a questionnaire that consisted of a demographic questionnaire, the Transition Shock Scale (2015), the Career Adapt-Ability Scale (2012), and the General Self-Efficacy Scale (2001).

RESULTS

The transition shock of newly graduated nurses was 3.77 ± 0.48 in China. Regression analysis showed that transition shock among newly graduated nurses was predicted by career adaptability, general self-efficacy, living with one's parents, and education level, which accounted for 37.7% of the variance in transition shock.

CONCLUSION

Newly graduated nurses experienced a relatively high level of transition shock in China during the COVID-19 pandemic. Managers may offer continuing education to reduce the transition shock of newly graduated nurses based on the factors that affect their transition shock. [J Contin Educ Nurs. 2023;54(11):524-532.].

Psychometric properties of the Career Adapt-Abilities Scale-Short Form: evidence from Chinese elite athletes

Objectives

The present study aimed to examine the psychometric properties of the Chinese version of the Career Adapt-Abilities Scale-Short Form (CAAS-SF) among a sample of Chinese elite athletes.

Methods

A sample of Chinese elite athletes (n = 770) was invited to participate in this study. First, the factor structure of the Chinese version of the CAAS-SF was examined, and six measurement models (CFA, H-CFA, B-CFA, ESEM, H-ESEM, and B-ESEM) were constructed and compared. Second, the internal consistency reliability of the Chinese version of the CAAS-SF was examined. Finally, structural equation modeling (SEM) was employed to assess the nomological validity of the Chinese version of the CAAS-SF.

Results

The results showed that the hierarchical ESEM (H-ESEM) model best represented the factor structure of the CAAS-SF among Chinese elite athletes. It suggests that the higher-order factor of career adaptability explains the four distinctive but interrelated specific factors of concern, control, curiosity, and confidence. Cronbach's alpha coefficients (0.84-0.90), composite reliability (0.81-0.96), and coefficient omega hierarchical (0.855-0.94) of the Chinese version of the CAAS-SF were larger than the cutoff values, which suggest satisfactory reliability. The results of the SEM revealed that the higher-order factor of career adaptability was positively associated with career decision self-efficacy (β = 0.676, p < 0.001). This result is consistent with previous findings (r = 0.65, p < 0.01) and provided support for the nomological validity of the CAAS-SF among Chinese elite athletes.

Conclusion

The findings of the present study indicated that the Chinese version of the CAAS-SF displayed satisfactory reliability and validity and could be used to assess the career adaptability of Chinese elite athletes. In addition, the total score of the CAAS-SF is suggested to be used in future research and practical works.

Relationship between psychological adaptability and work engagement of college teachers within smart teaching environments: the mediating role of digital information literacy self-efficacy

Introduction

Integrating the Internet and traditional teaching has enriched teaching resources and methods and introduced many advanced digital media. The smart teaching process is influenced by teachers' psychological adaptability, which can be affected by teachers' work engagement. However, the relationship between the two has not received sufficient attention in the literature. This study aims to analyze the relationship between college teachers' psychological adaptability and work engagement in a smart teaching environment.

Methods

Applying structural equation modeling (SEM) to a sample of 373 front-line teachers, this study focuses on the mediating effect of digital information literacy self-efficacy on the relationship between teachers' psychological adaptability and work engagement.

Results

The results show that the four dimensions of college teachers' psychological adaptability strongly influence work engagement and digital information literacy self-efficacy. In particular, teachers' psychological adaptability and work engagement are positively correlated; teachers' self-efficacy can positively affect the three dimensions of their work engagement, and teachers' psychological adaptability can positively affect their digital information literacy self-efficacy.

Conclusion

The above results can serve as a basis for the development and improvement of the training of college teachers and the implementation of smart teaching. The study findings highlight the importance of training teachers on information technology teaching and implementing measures to enhance teachers' digital information literacy self-efficacy. Training should focus on the knowledge and skills of teachers using information technology teaching and increase the practical links of teachers using information technology teaching.

Generational effect on nurses' work values, engagement, and satisfaction in an acute hospital

BACKGROUND

The present nursing workforce comprises four generational of nurses working side-by-side. While such a generation blend adds invaluable diversity to the workforce, it also brings added complexity. The study aimed to describe and summarise work values and attitudes of four nursing generations, namely Baby boomers, Generation X, Y and Z.

METHOD

A cross-sectional questionnaire study was adopted. A total of 778 nurses from an acute hospital in Singapore completed the online questionnaire. The Work Value and Attitude scale measuring seven constructs (Work Centrality, Non-compliance, Technology Challenge, Work life balance, leadership, Power, and Recognition) was employed for data collection.

RESULTS

The Cronbach's alpha was 0.714 for the overall instrument. Statistically significant differences amongst the four generations of nurses emerged in the Work Value and Attitude scale in the construct of non-compliance (p = 0.007), technology challenge (p = 0.027), work-life balance (p < 0.001), and recognition (p < 0.001). No statistically significant differences were noted for the rest of the constructs.

DISCUSSION AND CONCLUSION

The findings of this study highlight that differences in work values and attitudes exist among nurses of different generations. Generation X are less likely to challenge the conventional norm and supervisors. Generation Y and Z are the most tech-savvy generations and can adapt quickly to new technology. There is also a greater emphasis on work-life balance as the generation gets younger. Generation Y and Z nurses perceived that younger nurses do not get due respect and recognition from their colleagues. Acknowledging the generational differences in work values and attitudes can facilitate nursing management to tailor strategies to improve individual and organisation performance while creating a work environment that enhances intergeneration harmony and teamwork.

Association between career adaptability and turnover intention among nursing assistants: the mediating role of psychological capital

BACKGROUND

High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China.

METHODS

A cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants' career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis.

RESULTS

Career adaptability was positively related to psychological capital and negatively linked to turnover intention (P < 0.01). Psychological capital played a fully mediating role (β = -0.085, P < 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension.

CONCLUSIONS

The management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

Relationship between stress due to COVID-19 pandemic, telecommuting, work orientation and work engagement: Evidence from India

The purpose of the present study is to examine the effect of stress induced by coronavirus (COVID-19), telecommuting, and work orientation on work engagement among employees in the Information Technology (IT) sector. Using a structured survey instrument, data were collected from 285 respondents from four cosmopolitan cities in the southern part of India—Chennai, Coimbatore, Tiruchirappalli, and Madurai using a structured instrument. The hierarchical regression results reveal that (i) stress induced by COVID-19 was negatively related to work engagement, (ii) work orientation is positively associated with work engagement, and (iii) telecommuting is positively associated with work engagement. The results also reveal that (i) telecommuting weakened the relationship between stress induced by COVID-19 and work engagement and (ii) strengthened the positive relationship between work orientation and work engagement. These results are consistent with Job Demands and Resources (JDR), Conservation of Resources Theory (COR), and Career Construction Theory (CCT). The study highlights the importance of telecommuting as a strategic move on the part of the companies to reduce stress and enhance work engagement. Considering the global pandemic situation, employees in the IT sector would find it comfortable to work from their homes and contribute their best for the success of organizations. The present study also suggests ways for the organizations to promote work engagement and remain committed to performing during stressful situations like a global pandemic. The theoretical and practical implications are discussed.

Motivational profiles of kindergarten teachers in minority areas of China and their association with outcomes

Academic discourses regarding teacher motivation have been on-going for decades for those who teach in ethnic minority areas. Yet research findings failed to provide a consistent conclusion regarding if kindergarten teachers’ motivation pattern would vary based on a case-to-case scenario. Therefore, further studies are needed to probe the motivation patterns among this population. The study firstly examined kindergarten teachers’ motivational profiles based on Expectancy Value Theory (EVT), and then examined how teachers’ motivation related to outcome variables (work engagement, workplace wellbeing, and retention intention). Participants included 1,199 kindergarten teachers from ethnic minority areas in China. Latent profile analysis identified three motivation profiles for teachers: low value-high cost (profile 1), moderate all (profile 2), and high value-low cost (profile 3). Teacher with different motivation profiles had significant differences in work engagement, workplace wellbeing, and retention intention. In addition, chain mediation analysis revealed that work engagement and workplace wellbeing mediated the relationship between motivation profiles and retention intention. The implications of the findings for study are discussed.

The Mediating Role of Work Engagement in the Relationship between Executive Functioning Deficits and Employee Well-Being

Executive functioning and its related components have been found to promote well-being. However, there is a limited understanding of the underlying mechanism. Drawing from the job demands-resources and PERMA models, the present study examined the hypothetical mediating role of work engagement in the relationship between executive functioning deficit and well-being among 314 working adults in Malaysia. Participants answered a survey consisting of the Executive Skills Questionnaire-Revised (ESQ-R; a new measure of executive functioning deficits for working adults), Utrecht Work Engagement Scale, Employee Well-Being Scale, and Self-Rated Creativity Scale. Pearson correlation analysis showed that the ESQ-R score was negatively associated with all other target variables, while the latter was positively related to each other. Moreover, supporting the hypotheses, the results of mediation analysis using PROCESS macro found that work engagement mediated the negative relationship between executive functioning deficits and well-being after statistically controlling for the creativity score. The findings not only replicate the beneficial role of executive functioning in employees' well-being but also shed light on the underlying process of the relationship. Implications and directions for future studies are discussed.

Workload and Mental Well-Being of Homeworkers: The Mediating Effects of Work-Family Conflict, Sleeping Problems, and Work Engagement

OBJECTIVE

Based on the Conservation of Resources theory, this cross-sectional study investigates the relationship between workload experienced by employees when working at home and their mental well-being. Work-family conflict, sleeping problems, and work engagement are proposed as mediators.

METHODS

A sample of 11,501 homeworkers was drawn from the sixth wave of the European Working Condition Survey data set.

RESULTS

Unlike the expected, the higher the workload, the higher the mental well-being of employees. However, as expected, high workload was correlated with lower well-being when indirect effects through work-family conflict, sleep problems, and work engagement were considered. Similarly, the total effect of workload on mental well-being was negative.

CONCLUSIONS

The study suggests that organizations should pay more attention to the amount of workload experienced by their homeworkers because it may be harmful to their health and well-being.

Sustainable Leadership, Environmental Turbulence, Resilience, and Employees' Wellbeing in SMEs

Drawing on the conservation of resources theory and contingency theories of leadership, this study aims to investigate how sustainable leadership (SL) influences employees' wellbeing (WB) through employee resilience (ER) and to examine the moderating effect of environmental turbulence (ET) on the “sustainable leadership-employees' wellbeing” relationship. Data were collected from 593 employees and 373 supervisors adopting two-wave design among small and medium-sized enterprises (SMEs) in China. The authors used structural equation modeling to empirically test the hypothesized model in this study. The research shows that SL is significantly related to the employees' WB in SMEs. Regarding mediating effect, SL also indirectly influences employees' WB through ER. Moreover, the impact of SL on employees' WB becomes more prominent in the presence of lower ET. To the best of the authors' knowledge, no prior study is available about the integrated relationship of SL, ER, ET, and employee WB.

Professional Leadership, Racial Microaggressions, and Career Adaptability Of Minoritized Clinicians in the United States

The impact of racial microaggressions on career adaptability and professional leadership engagement of racial/ethnic minoritized counsellors in the United States was examined. The sample included 489 counsellors and counsellors in training. Structural equation modeling pathways indicated a positive pathway from racial microaggressions to both career adaptability and professional leadership development, and a negative pathway from career adaptability to leadership engagement. Additionally, a thematic analysis of written responses from participants who shared why they did not participate in professional organization leadership positions revealed four themes including limited time, opportunity or awareness, newness to the profession, and lack of desire or interest. Study limitations and implications for counsellors, counselor education programs, and counselling/mental health professional organizations are discussed.

A Two-Stage SEM-Artificial Neural Network Analysis of the Engagement Impact on Employees' Well-Being

Employees' engagement (EE) and well-being (WB) are considered two interesting issues by many scientific researchers and practitioners within organizations. Most research confirms a positive correlation between EE and WB. EE is an essential premise for specific dimensions of employees' WB. At the same time, satisfied and physically and mentally healthy employees increase EE, both EE and WB thus being fundamental to individual and organizational performance. This paper aims to evaluate the relationships between EE and WB and between the dimensions of these two complex constructs. These relationships were assessed based on data obtained from a sample of 269 employees in Romania, using as a method a mix of analyses based on structural equation modeling (SEM) and artificial neural network analysis (ANN). The results highlighted a positive two-way relationship between EE and WB. Among the dimensions of EE, motivation and work environment are those that ensure a more pronounced perception of WB by the employee. Emotional WB, occupational WB, and social WB are the dimensions of WB with a significant influence on the general level of EE.

Psychological Capital and Occupational Well-Being: Mediating Effects of Work Engagement Among Chinese Special Education Teachers

This study examines whether psychological capital (PsyCap) indirectly predicts occupational well-being among Chinese special education teachers through work engagement. In total, 615 Chinese special education teachers (female = 567) completed the Psychological Capital Questionnaire, the Special Education Teachers’ Occupational Well-Being Questionnaire, and the Utrecht Work Engagement Scale. The results indicated that PsyCap was positively correlated with occupational well-being and work engagement. Furthermore, work engagement mediated the influence of PsyCap on occupational well-being. Notably, the multiple mediation model indicated that the indirect effects of PsyCap on occupational well-being were mainly due to dedication and absorption. The study’s results illustrate the association between PsyCap, work engagement, and occupational well-being, which may help educational administrators and social workers assist with special education and special education teachers develop and maintain good working conditions.

Be in Your Element: The Joint Effect of Human Resource Management Strength and Proactive Personality on Employee Creativity

Employee creativity is fast becoming a part and parcel in the wake of the increasing volatility of the employment market and the complexity of job demands. Drawing from the actor-context interactionist theoretical approach and career construction theory, this paper adds to current research by exploring the serial mediating effect of job crafting (JC) and career adaptability (CA) in the impact of human resource management strength (HRMS) on employee creativity. Furthermore, we suggest that proactive personality interacts with HRMS to jointly influence creativity. Survey data from samples of 297 (Study 1) and 390 (Study 2) employees largely confirm our model. Our findings show that HRMS positively impacts employee creativity via serial mediation of job crafting and career adaptability, and proactive personality negatively moderates the process. The paper confirms and expands the interactionist theoretical perspective of creativity, highlights the significance of integration of contextual factors, individual characteristics, and career construction, and makes certain practical sense.

Career adaptability of parents of children with autism spectrum disorder

This descriptive phenomenological study examines career adaptability of parents of children with Autism Spectrum Disorder (ASD). Participants include 30 parents (18 fathers and 12 mothers; 6 of them were couples) ranging in age from 26 to 45 years, selected by a purposive sampling method. The semi-structured interview form developed by the researchers based on the Career Construction Theory was used to collect data after receiving expert verification on the questions. In addition, to triangulate data sources, the Participant Feedback Form filled by the participants on the day following the interview and the Researcher Diary filled by the interviewer during the data collection process were utilized. Colaizzi's seven-step method was followed to analyze the data. Four major domains emerged, highlighting traumas/changes in work-life after ASD, career adaptability, influences of COVID-19 pandemic, and post-interview awareness of this particular sample. Results from the study highlighted looking ahead, being persistent, career decision-making, career-exploration accompanied by some expectations such as more time, income and flexibility, and coping skills build upon the ASD, along with postponement and abandonment of previous career goals, alteration of future career plans, and lack of self-exploration. The results contributed to the theory by providing evidence for career adaptability of parents of children with individual differences, including career adaptability resources and needs. Findings also implied the need for interventions to foster career adaptability skills of parents regarding looking ahead in a positive way, decision-making, self-exploration, and coping with career barriers and difficulties.

Examining Predictors and Outcomes of Decent Work among Korean Workers

The goal of the present study is to examine the psychology of working framework/theory with a sample of Korean workers. This study examined the structural model of sociocultural factors (i.e., economic constraints and social marginalization), psychological variables (i.e., work volition and career adaptability), and outcomes of decent work based on the psychology of working framework. This study assumed that decent work helps all workers attain a sense of self-respect, dignity, experience freedom and security in the work environment and provides an opportunity for workers to contribute to society. Data were collected from 420 Korean workers, with an average age of 39.13 years (SD = 9.26). We used a hypothesis model that did not assume a direct path from economic constraints and social marginalization to decent work and work volition and career adaptation to job satisfaction and life satisfaction. We also employed an alternative model that assumed all of its paths and compared the models’ goodness of fit based on prior studies. Results indicated that alternative models have higher goodness of fit than hypothesis models. All path coefficients were significant except for the direct path from social marginalization to work volition and career adaptability to life satisfaction. Additionally, work volition and career adaptability mediated both the relationship between social marginalization and job satisfaction and between marginalization and life satisfaction. This study enabled the comprehensive examination of the relevance of various social environments and psychological and occupational characteristics that should be considered when exploring job or life satisfaction in the process of career counseling.

Employee satisfaction, employee engagement and turnover intention: The moderating role of position level

BACKGROUND: Employee satisfaction, employee engagement and turnover intention have always been hot issues in the study of sustainable human resource management. Understanding the relationship among the three is critical for both researchers and human resource practitioners. OBJECTIVE: This study aims to distinguish the effects of employee satisfaction on employee engagement and turnover intentions, and explore the mediating roles of employee engagement and the moderating effects of position level. METHODS: Structural equation modelling and questionnaire. RESULTS: Pay satisfaction, satisfaction with supervisor, satisfaction with work itself, and satisfaction with promotion have positive impacts on employee engagement significantly. Pay satisfaction, satisfaction with supervisor, satisfaction with promotion, satisfaction with co-workers have negative impacts on turnover intention. Employee engagement have a negative impact on turnover intention. Employee engagement partially mediates the relationships between satisfaction with supervisor and turnover intention as well as satisfaction with promotion and turnover iIntention. The moderating roles of position level between satisfaction with supervisor, satisfaction with co-workers and turnover intention have been supported by data. CONCLUSIONS: This paper validates the relationship among employee satisfaction, employee engagement and turnover intention, and the moderating role of position level systematically. Some suggestions are provided for practitioners in the area of human resource management.

Interpreting Usability Factors Predicting Sustainable Adoption of Cloud-Based E-Learning Environment during COVID-19 Pandemic

The COVID-19 pandemic affected educational institutions in an unrivaled way around the globe and forced them to switch from conventional classroom learning mode to e-learning mode within a short time period. Neither instructors nor students had ample time to prepare. The purpose of the current study is to accomplish two objectives: to explore the functional relationship between attitudinal readiness (ATR), subjective well-being (SWB), and cloud-based e-learning adoption intention in Taiwan and examine the constancy of recommended proposed relationships among different students’ groups. The model was then empirically tested using data of 256 university students by structural equation modeling. The current study demonstrates that ATR is completely explained through four dimensions: peer reference, perceived ease of use, perceived usefulness, and perceived ubiquity. SWB is positively interpreted through four dimensions: online course quality, system quality, perceived service quality, and perceived closeness. Self-efficacy has a significant relationship with both attitudinal readiness and adoption intention of a cloud-based e-learning system. Finally, the invariance test explores substantial variance among students who intend to use the system and students who reject it. Therefore, researchers and practitioners regarding educational, technological innovation must consider this empirical evidence to develop and validate a sustainable cloud-based e-learning program in higher education.

Validation of Work Need Satisfaction Scales Among Chinese Working Adults: A Psychology of Working Theory Perspective

This study translated the Work Need Satisfaction Scales (WNSS), which was conceptualized in the Psychology of Working Theory (PWT), and tested the reliability and validity of the Chinese version (WNSS-C). In Study 1 ( N = 423), the WNSS was translated into Chinese, and an exploratory factor analysis yielded a five-factor solution representing needs related to survival, social contribution, competence, relatedness, and autonomy. In Study 2 ( N = 425), confirmatory factor analyses found no significant differences between the correlated five-factor, higher-order, and higher-order self-determination needs models. The results suggest the effectiveness of using a flexible five-factor model. Then, configural, metric, and scalar invariance models were tested, demonstrating that the WNSS-C is equivalent across gender, age, education level, and job position. Finally, we tested the concurrent, convergent, and discriminant validity of the WNSS-C and demonstrated that WNSS-C is a useful tool in the Chinese context.

Strengths-Based Leadership and Employee Psychological Well-Being: A Moderated Mediation Model

Drawing upon ability-motivation-opportunity model, the present study attempts to inspect the association of strengths-based leadership with employee psychological well-being and the mediational role of employee strengths use and the moderating role of job autonomy in the linkage. Data were gathered using a three-wave survey from a sample of 308 employees working in a wide variety of organizations in China. Results of multiple regression analyses with bootstrapping procedure revealed that strengths-based leadership positively relates to employee psychological well-being even after controlling for employee core self-evaluation. In addition, employee strengths use was found to partially mediate the relationship of strengths-based leadership with employee psychological well-being, and this study demonstrated job autonomy to positively moderate the direct relationship of strengths-based leadership with strengths use of employee and the indirect association of strengths-based leadership with employee psychological well-being through employee strengths use. The present study advances strengths-based leadership and psychological well-being theories and research.

Employee Engagement and Wellbeing in Times of COVID-19: A Proposal of the 5Cs Model

The COVID-19 pandemic has had an unprecedented impact on the labor market. The psychological pressure and uncertainty caused by the current changing workplace environment have led to negative consequences for workers. Considering the predictive relationship between employee engagement and wellbeing and in light of this unprecedented situation that affects workers of all the industries worldwide, this study aims to identify the key main drivers of employee engagement that can lead to employee wellbeing in the current context. Through a literature review, a theoretical model to strengthen engagement in times of COVID-19 is proposed. The main factors are conciliation, cultivation, confidence, compensation, and communication. Whereas prior to the pandemic, firms had already understood the need to achieve this, it is now considered a vital tool for staff health and wellbeing. This article makes two main contributions. First, it provides a model for boosting employee engagement, and therefore, wellbeing. Second, managerial suggestions are made to apply the theoretical model.

Core Self-Evaluation and Work Engagement: Moderated Mediation Model of Career Adaptability and Job Insecurity

This study examined the moderated mediation roles of job insecurity through career adaptability on the relation between core self-evaluation (CSE) and work engagement. A total of 335 Korean full-time employees who had been employed for <3 years responded to the questionnaire survey. Excluding missing data and outliers, data from 324 participants (men = 82, women = 242) were analyzed using SPSS 25.0 and SPSS PROCESS Macro. The results indicated that job insecurity moderated the indirect association between CSE and work engagement via career adaptability. This study further expanded the understanding of newly employed employees' adaptation. Implications and limitations of the study and suggestions for further study were discussed.