Gratitude Expression to Supervisors and Subjective Career Success of Civil Servants: Evidence from China

2021 ◽  
pp. 009102602199785
Author(s):  
Cheng Chen ◽  
Liang Ma ◽  
Zhixia Chen ◽  
Peng Wen
Keyword(s):  
Career Success ◽  
Positive Emotions ◽  
Civil Servants ◽  
Mediating Role ◽  
Public Managers ◽  
Managerial Implications ◽  
Subjective Career Success ◽  
High Level ◽  
Moderating Role

Subjective career success of civil servants is a major focus of both scholars and public managers, but few studies have explored its antecedents from the perspective of the expression of a special positive emotion. To narrow the gap regarding the antecedents of civil servants’ subjective career success, we use the broaden-and-build theory of positive emotions to examine whether, how, and when civil servants’ gratitude expression to their supervisors is related to their subjective career success, as well as the mediating role of supervisors’ mentoring and the moderating role of traditionality. By using the survey data of 216 supervisor-subordinate dyads from the Chinese public sector, we found that gratitude expression by subordinates is positively related to their subjective career success, and this relationship is mediated by their supervisors’ mentoring. The relationship between gratitude expression to supervisors and supervisors’ mentoring is positively moderated by supervisor traditionality. Moreover, supervisor traditionality plays a positive moderating role in the association between gratitude expression to supervisors and subjective career success via supervisors’ mentoring. The above relationships are stronger when supervisors have a high level of traditionality. These findings contribute to the literature and generate managerial implications for civil servants’ career success management.

Career commitment and subjective career success: the moderating role of career-enhancing strategies

2020 ◽  
Vol 41 (8) ◽  
pp. 1287-1305
Author(s):  
Emre Burak Ekmekcioglu ◽  
Mahmure Yelda Erdogan ◽  
Alptekin Sokmen
Keyword(s):  
Career Success ◽  
Career Commitment ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type ◽  
Subjective Career Success ◽  
High Level ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to test the moderating role of career-enhancing strategies (CESs) in the relationship between career commitment (CC) and subjective career success (CS).Design/methodology/approachData were collected from 217 full-time employees working for three different sectors in Ankara, Turkey. The participants were asked to respond to a self-reported survey. The hypotheses were tested using a hierarchical regression analysis.FindingsThe results indicated that CC had a significant and positive effect on subjective CS. Furthermore, the positive relationship between CC and subjective CS was stronger for employees with a high level of self-nomination and for employees with a high level of networking. However, creating career opportunities did not moderate the effects of CC on subjective CS.Research limitations/implicationsBecause this study had a cross-sectional research design, causality cannot be established among the study variables.Practical implicationsThe findings suggest a better understanding of the way CC is able to affect subjective CS through the networking and self-nomination CESs.Originality/valueThis study is original, in that no previous studies have investigated the moderating role of CESs in the relationship between CC and subjective CS.

A Cross-Level Theoretical and Empirical Model of Positive Emotions, Leader Identification, and Leader–Member Exchange

2021 ◽  
Vol 20 (3) ◽  
pp. 124-135
Author(s):  
Chongrui Liu ◽  
Cong Wang ◽  
Yan Liu ◽  
Xuran Liu ◽  
Yuan Ni
Keyword(s):  
Positive Emotions ◽  
Leader Member Exchange ◽  
Mediating Role ◽  
Member Exchange ◽  
Leadership Context ◽  
Broaden And Build Theory ◽  
Mediating Factor ◽  
The Relationship ◽  
Moderating Role

Abstract. Although leader–member exchange (LMX) has been widely studied, knowledge about how followers influence the LMX process remains unknown. By integrating the broaden-and-build theory (BBT) with the emotion as social information (EASI) theory, we develop a follower-centric multilevel model to investigate how followers' positive emotions have an impact on LMX via the mediating role of leader identification and the moderating role of leaders' positive emotions. We conducted a survey with 319 Chinese employees from 67 teams. The results indicated that leader identification served as a mediating factor in the relationship between followers' positive emotions and LMX. The work unit leaders' positive emotions strengthened the relationship between leader identification and LMX and moderated the mediated relationship among followers' positive emotions, leader identification, and LMX. Altogether, our findings inform new knowledge in terms of how followers may influence the development of LMX. We also help to extend the BBT and the EASI theory to the leadership context.

When is transparent packaging beneficial?

2020 ◽  
Vol 48 (8) ◽  
pp. 781-801 ◽  
Author(s):  
Ouidade Sabri ◽  
Hai Van Doan ◽  
Faten Malek ◽  
Hager Bachouche
Keyword(s):  
Perceived Risk ◽  
Purchase Intention ◽  
Product Category ◽  
Perceived Quality ◽  
Content Type ◽  
Mediating Role ◽  
High Level ◽  
Positive Effect ◽  
Moderating Role

PurposeThe purpose of this paper is to demonstrate that the positive effect of packaging transparency on purchase intention is moderated by product quality risk (PQR) associated with the product category.Design/methodology/approachTwo separate experiments were conducted. Study 1 was designed to test the mediating role of perceived quality to account for the positive effect of transparency on purchase intention. Two types of packaging (opaque vs transparent) for a product associated with a high level of PQR were examined. Study 2 extended the findings by introducing the moderating role of PQR. A 2 (type of packaging: opaque vs transparent)*2 (PQR: low vs high) between subjects design was used.FindingsThe moderating role of the product PQR level is established: transparent packaging improves the product perceived quality and brand purchase intention when the product is associated with a high PQR, whereas there is no such preference for transparent packaging when the product is associated with a low PQR.Practical implicationsThe results offer insights to better understand the potential gains from adopting transparent packaging. If a brand manager's main goals are to develop sales, costly investments in research and development of transparent packaging appear to be fruitful only for products associated with high PQR.Originality/valueThis paper contributes to packaging, cue utilisation and perceived risk literatures by evidencing the moderating role of PQR to explain the positive effect of transparency on purchase intention.

scholarly journals Authentic Leadership and Employee Voice: Roles of Obligation Perception and Power Distance Orientation

2020 ◽  
Vol 9 (3) ◽  
pp. 25
Author(s):  
Hung-Yi Liao ◽  
Kang-Hwa Shaw
Keyword(s):  
Authentic Leadership ◽  
Power Distance ◽  
Employee Voice ◽  
Future Directions ◽  
Power Distance Orientation ◽  
Mediating Role ◽  
Managerial Implications ◽  
The Relationship ◽  
Moderating Role

Based on social learning theory, this paper investigated the relationship between authentic leadership and employee voice as well as the mediating role of felt obligations for change, and the moderating role of power distance orientation. Using a questionnaire survey, we collected employee data in China, and obtained 183 usable responses to test our hypotheses. The results show that authentic leadership is positively related to employee voice, authentic leadership positively influences felt obligations for change, and felt obligations for change mediates the relationship between authentic leadership and employee voice. Further, power distance orientation moderates the influence of authentic leadership on felt obligations for change. Theoretical implications, managerial implications, and future directions are discussed.

scholarly journals Proactive Personality and Social Support With Pre-retirement Anxiety: Mediating Role of Subjective Career Success

2021 ◽  
Vol 12 ◽  
Author(s):  
Lawrence Ejike Ugwu ◽  
Ibeawuchi K. Enwereuzor ◽  
Barnabas E. Nwankwo ◽  
Stella Ugwueze ◽  
Franscisca N. Ogba ◽  
...  
Keyword(s):  
Social Support ◽  
Career Success ◽  
Longitudinal Design ◽  
Measurement Model ◽  
Proactive Personality ◽  
Mediating Role ◽  
Subjective Career Success ◽  
The Relationship ◽  
Negative Relationships

The main objective of this paper is to investigate the mediating role of subjective career success (SCS) in the relationship between proactive personality, social support (SS), and pre-retirement anxiety. Using a two-wave longitudinal design, 624 pre-retirees were sampled (M = 56.49 years; SD = 4.56); of these, 237 (37.98%) were males and 387 (62.02%) were females. Measurement model and mediation test were performed using the SmartPLS and IBM SPSS Amos software. The result indicated that proactive personality, SS, and SCS showed negative relationships with the dimensions of pre-retirement anxiety (financial preparedness, social obligation, and social alienation). Subjective career success mediated the relationship between proactive personality and pre-retirement anxiety.

Does social support at work enhance subjective career success? The mediating role of relational attachment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Shuaib Ahmed Soomro ◽  
Muhammad Kamran
Keyword(s):  
Social Support ◽  
Career Success ◽  
Equation Modeling ◽  
Instrumental Support ◽  
Content Type ◽  
Personal Support ◽  
Mediating Role ◽  
Subjective Career Success ◽  
Relational Attachment

Purpose Drawing on Kahn’s model of meaningful connections, this study aims to examine relational attachment as a mediating mechanism linking social support in terms of instrumental support and personal support to employees’ subjective career success. Design/methodology/approach Data were collected in 2 waves from 247 employees working in Poland. Hypotheses were tested using structural equation modeling in AMOS. Findings The findings indicated that employees are more attached to and satisfied with their careers when they have a stronger relational attachment to others at work. Furthermore, relational attachment was found to be driven by tangible or intangible instrumental support received at work rather than the personal support received at work. Practical implications Managers should recognize the importance of workplace relationships and social support, which can lead to higher career commitment and career satisfaction. However, managers should keep in mind that too much interference in individuals’ privacy and providing too much personal support may lead to adverse outcomes. Originality/value The present study expands the scant literature on the mediating role of relational attachment at work between social support received at work and subjective career success.

scholarly journals Proactive career behaviors and subjective career success: The moderating role of national culture

2018 ◽  
Vol 40 (1) ◽  
pp. 105-122 ◽  
Author(s):  
Adam Smale ◽  
Silvia Bagdadli ◽  
Rick Cotton ◽  
Silvia Dello Russo ◽  
Michael Dickmann ◽  
...  
Keyword(s):  
National Culture ◽  
Career Success ◽  
Subjective Career Success ◽  
Moderating Role

scholarly journals Influence of the Psychological Capital and Perceived Organizational Support on Subjective Career Success: The Mediating Role of Women's Career Adaptability in the Saudi Context

2018 ◽  
Vol 13 (9) ◽  
pp. 189 ◽  
Author(s):  
Mona Mohamed Sayed Ibrahim ◽  
Amina Ahmed Amari
Keyword(s):  
Organizational Support ◽  
Career Success ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Academic Staff ◽  
Career Adaptability ◽  
Significant Relation ◽  
Mediating Role ◽  
Subjective Career Success

This paper is the first to explore predictors’ keys of career adaptability and subjective career success in the Saudi context. Many employees, especially women, are facing several challenges in their work, and career adaptability is a way to overcome these difficulties to reach the career success. This research investigated the mediating role of career adaptability (CA) in the relation between both psychological capital (PsCap) and perceived organizational support (POS), as predictors of CA, and subjective career success (SCS). To test our hypotheses, we collected survey data from academic staff in Saudi universities in Riyadh. The results revealed a significant relation between both (PsyCap) and POS on CA. This relation also influenced the SCS through a partial mediation of CA.

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