scholarly journals Vocational Identity and Career Progress: The Intervening Variables of Career Calling and Willingness to Compromise

2018 ◽  
Vol 47 (2) ◽  
pp. 131-145
Author(s):  
Peter A. Creed ◽  
Melisa Kaya ◽  
Michelle Hood
Keyword(s):  
Identity Development ◽  
Negative Relationship ◽  
Vocational Identity ◽  
Mediation Effect ◽  
Career Goal ◽  
Underlying Mechanisms ◽  
Performance Discrepancy ◽  
Career Calling ◽  
Regulatory Theories ◽  
The Relationship

Few studies have assessed potential underlying mechanisms related to vocational identity development. Informed by goal-setting and self-regulatory theories, this study ( N = 286 young adults; mean age = 20.5 years) tested the relationship between vocational identity and career goal–performance discrepancy (i.e., the appraisal that unsatisfactory progress is being made in one’s career) and assessed the process roles of willingness/unwillingness to compromise (as mediator) and career calling (as moderator) in this relationship. As expected, we found that a stronger vocational identity was associated with less willingness to compromise and fewer perceptions of career-related discrepancy and that willingness to compromise partially mediated the relationship between vocational identity and career goal–performance discrepancy. Additionally, career calling strengthened the negative relationship (i.e., moderated) between vocational identity and willingness to compromise and strengthened the negative relationship (i.e., moderated the mediation effect) between vocational identity and career goal–performance discrepancy.

Pathways From Caring and Engaging Adults to Youth Vocational Identity: The Mediational Roles of Career Search Self-Efficacy and Goal Capacity

2017 ◽  
Vol 50 (6) ◽  
pp. 780-800 ◽  
Author(s):  
Zi Chen ◽  
V. Scott H. Solberg
Keyword(s):  
High Schools ◽  
Self Efficacy ◽  
Vocational Identity ◽  
Mediation Effect ◽  
Mediation Model ◽  
Multiple Mediation ◽  
The Relationship ◽  
Analyze Data

This study examines the role played by access to caring and engaging adults, career search self-efficacy (CSSE), and goal capacity in the development of youth vocational identity. The study used a bootstrapping approach to analyze data, collected from a survey of 1,579 youths enrolled in 14 U.S. high schools, to test a hypothesized serial multiple mediation model. Results indicate both direct and multiple indirect pathways from adults influences to the youth vocational identity. Two specific pathways of influence were found through CSSE and goal capacity respectively. Additionally, a serial multiple mediation effect was found whereby CSSE and goal capacity collectively mediated the relationship. This indicates that greater access to caring and engaging adults contributes to higher CSSE, which accounts for a higher level of goal capacity, and eventually leads to the better vocational identity in youth. These findings establish notable implications for practices that are discussed in closing.

Career Goal Importance as a Moderator in the Relationship Between Career Feedback and Career-Related Stress

2016 ◽  
Vol 45 (1) ◽  
pp. 3-18 ◽  
Author(s):  
Shi Hu ◽  
Michelle Hood ◽  
Peter A. Creed
Keyword(s):  
Goal Setting ◽  
Negative Feedback ◽  
Indirect Effect ◽  
Career Goal ◽  
Goal Setting Theory ◽  
Goal Importance ◽  
Setting Theory ◽  
Related Stress ◽  
Performance Discrepancy ◽  
The Relationship

Based on goal-setting theory, this study examined the relationship between negative career goal feedback and career-related stress, tested whether career goal–performance discrepancy operated as a mediator in this relationship, and assessed whether career goal importance strengthened the indirect effect of negative feedback on stress via discrepancy. Using a sample of 317 health profession university students (mean age = 19.5 years), we found that negative feedback was associated positively with stress and that discrepancy mediated this relationship. Consistent with goal-setting theory, we also found that discrepancy was higher at higher levels of negative feedback for those with higher goal importance, and the indirect effect of negative feedback on stress through discrepancy increased with increasing goal importance. These findings highlight important roles for career goal feedback and career goal importance in young peoples’ career goal pursuit.

scholarly journals Reduced insulin resistance partly mediated the association of high dietary magnesium intake with less metabolic syndrome in a large Chinese population

2020 ◽  
Author(s):  
Na Yang ◽  
Liyun He ◽  
Yuxiu Li ◽  
Lingling Xu ◽  
Fan Ping ◽  
...  
Keyword(s):  
Insulin Resistance ◽  
Metabolic Syndrome ◽  
Chinese Population ◽  
Survey Methods ◽  
Negative Relationship ◽  
Mediation Effect ◽  
Nutrition Survey ◽  
Magnesium Intake ◽  
Dietary Magnesium ◽  
The Relationship

Abstract Background High dietary magnesium intake may reduce insulin resistance (IR) and metabolic syndrome (MetS). However, previous studies were inconsistent in Asian population and there have been no study about the mediation of IR in the relationship between dietary magnesium intake and MetS. Thus, this cross-sectional analysis aimed to evaluate the association between dietary magnesium intake, IR and MetS using data from China Health and Nutrition Survey. Methods Dietary magnesium intake was defined as daily dietary magnesium intake divided by body weight. Logistic regression analysis was used to calculate the odds ratio (OR) for IRand the prevalence of MetS across the quartile categories of dietary magnesium intake. Results 8,254 participants were included in final analysis. We found a significant negative association between dietary magnesium intake and IR, the multivariable-adjusted OR for HOMA-IR comparing the highest to the lowest quartile of dietary magnesium intake was 0.435 (95% confidence intervals (CI) 0.376 to 0.502). The prevalence of the MetS was 33.5%, 24.9%, 18.4% and 13.4% for increasing quartiles of dietary magnesium intake (p <0.001). The direct effect and indirect effect of dietary magnesium on MetS was found significant, and the calculated percentage of mediation was 23.0%. Conclusion Our study demonstrated a significant and independent negative relationship among weight adjusted dietary magnesium intake, HOMA-IR and MetS in a large Chinese population. IR partly mediated the relationship between dietary magnesium intake and MetS.Keywords: diet magnesium intake; metabolic syndrome; insulin resistance; Chinese population; mediation effect

scholarly journals Pragmatic impact of workplace ostracism: toward a theoretical model

2017 ◽  
Vol 26 (1) ◽  
pp. 35-47 ◽  
Author(s):  
Amer Ali Al-Atwi
Keyword(s):  
Social Relations ◽  
Design Methodology ◽  
Negative Relationship ◽  
Past Research ◽  
Psychological Needs ◽  
Mediation Effect ◽  
Content Type ◽  
Workplace Ostracism ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this paper is to extend the ostracism literature by exploring the pragmatic impact of ostracism on performance. Design/methodology/approach Ostracism workplace, social relations and empowerment structures are discussed. The paper then develops a theoretical framework that explains why and under what conditions workplace ostracism undermines employees’ performance. The author proposes that empowerment structures mediate the link between ostracism and in-role and extra-role performance. In addition, it was proposed that relational links buffer the negative relationship between ostracism and empowerment structures on performance and weaken the negative indirect effect of ostracism on performance. Findings The theoretical arguments provide support for the model showing that empowerment structures mediate the relationship between ostracism and performance, and the mediation effect only occurred when external links were high but not when external links were low. Originality/value The author has expanded the extant literature by answering recent calls for research exploring the pragmatic impact of workplace ostracism where past research has typically focused solely on the psychological impacts such as psychological needs.

scholarly journals Compassion and Workplace Incivility: Implications for Open Innovation

2021 ◽  
Vol 7 (1) ◽  
pp. 95
Author(s):  
Sung-Hoon Ko ◽  
Jongsung Kim ◽  
Yongjun Choi
Keyword(s):  
Open Innovation ◽  
Positive Emotion ◽  
Positive Emotions ◽  
Negative Relationship ◽  
Workplace Incivility ◽  
Mediation Effect ◽  
Positive Leadership ◽  
Compassion At Work ◽  
The Relationship ◽  
Practical Implications

The purpose of this study was to examine mechanisms of how compassion experienced by employees affects workplace incivility. Specifically, this study aimed to explore the double mediation effect of positive emotion and leadership on the relationship between compassion and workplace incivility. Empirical results using survey data from 304 employees in South Korea confirm that employees who experience compassion at work are less likely to engage in workplace incivility. More importantly, positive emotions and positive leadership sequentially mediate the negative relationship between compassion and workplace incivility. The theoretical and practical implications are of this are also discussed.

scholarly journals The effect of job overload on job burnout

2013 ◽  
Vol 26 (2) ◽  
pp. 317-340
Author(s):  
HyungJu Kim ◽  
TaeYong Yoo
Keyword(s):  
Social Support ◽  
Psychological Capital ◽  
Negative Relationship ◽  
Environmental Variable ◽  
Moderating Effect ◽  
Job Burnout ◽  
Mediation Effect ◽  
Future Research ◽  
Positive Psychological Capital ◽  
The Relationship

The first purpose of this study was to examine the effect of job overload on job burnout through a mediating variable of positive psychological capital. And the second purpose was to examine the moderating effect of social support as an environmental variable and personality(emotional stability and extraversion) as a personal variable on the relationship between job overload and positive psychological capital. Data were gathered from 312 employees who were working in various organizations in Korea. As results, job overload had negative relationship with positive psychological capital and positive relationship with job burnout. Positive psychological capital had mediation effect on the relationship between job overload and job burnout. And social support had moderating effect on the relationship job overload and positive psychological capital because the relationship was less negative when social support was high than low. Also the extraversion had moderating effect on the relationship job overload and positive psychological capital because the relationship was less negative when extraversion was high than low. Finally the implications for research and practice, limitations, and future research tasks were discussed.

scholarly journals Competences development and turnover intentions: the serial mediation effect of perceived internal employability and affective commitment

2020 ◽  
Vol 25 (1) ◽  
pp. 5-22
Author(s):  
Ana Moreira ◽  
Francisco Cesário ◽  
Maria José Chambel ◽  
Filipa Castanheira
Keyword(s):  
Design Methodology ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Mediation Effect ◽  
Content Type ◽  
Negative Effect ◽  
Serial Mediation ◽  
The Relationship ◽  
Practical Implications

Purpose This study aims to explore the serial mediation effect of perceived internal employability and affective commitment in the relationship between the organisational practices of competences development and turnover intentions. Design/methodology/approach The methodology was quantitative and is based on a survey with a sample of 313 participants, all of whom were employed in several organisations located in Portugal. Findings A significant and negative effect of organisational practices of competences development, perceived internal employability and affective commitment on turnover intentions was verified. A total serial mediation effect was also found from perceived internal employability and affective commitment in the relationship between organisational practices of competences development (i.e., training, individualised support and functional rotation) and turnover intentions. Practical implications These practices should be developed by leaders of organisations in order that employees feel that the organisation is investing in their development, which can lead to an increase in their emotional attachment towards the organisation and consequently increase their desire to stay in the organisation. Originality/value This study makes two important contributions. First, it confirms the existence of a significant and negative relationship between perceived internal employability and turnover intentions. Second, it proves the existence of a total serial mediation effect of perceived internal employability and affective commitment in the relationship between organisational practices of competences development and turnover intentions.

Are High-Performance Human Resource Practices In Organizations Creative or Noncreative?

2017 ◽  
Vol 45 (2) ◽  
pp. 243-252 ◽  
Author(s):  
Yu Hou ◽  
Bei Hu ◽  
Mattiullah Butt
Keyword(s):  
Human Resource ◽  
High Performance ◽  
Negative Relationship ◽  
Proactive Personality ◽  
Mediation Effect ◽  
High Tech ◽  
Human Resource Practices ◽  
Sustainable Competitive Advantage ◽  
Substantial Evidence ◽  
The Relationship

Researchers have found that high-performance human resource practices (HPHRP) are positively related to good firm performance and sustainable competitive advantage; however, there is not substantial evidence about their effect on individual creativity. We examined the relationship between HPHRP and individual creativity with a sample of 466 employees of high-tech industries in China. Findings showed that HPHRP had an inverse U-shaped relationship with individual creativity, which was positively moderated by proactive personality. When the employee had a very proactive personality, the positive relationship between human resource practices that were not high performance and individual creativity, and the negative relationship between HPHRP and individual creativity escalated. Evidence also supported a mediation effect of intrinsic motivation on the interaction effect of HPHRP, proactive personality, and individual creativity.

The mechanism and boundary conditions of the relationship between customer incivility and service quality

2019 ◽  
Vol 26 (2) ◽  
pp. 201-218
Author(s):  
Cheng-Chen Lin ◽  
Fong-Yi Lai
Keyword(s):  
Service Quality ◽  
Negative Relationship ◽  
Self Determination Theory ◽  
Need Satisfaction ◽  
Mediation Effect ◽  
Surface Acting ◽  
Study Results ◽  
High Level ◽  
The Relationship

AbstractThis study addresses the causal linkage between customer incivility and service quality through the lens of self-determination theory, according to which need satisfaction as a potential mechanism mediates this relationship. Additionally, it examines the moderating role of surface acting in the relationship between customer incivility and need satisfaction. Dyadic questionnaires were collected from restaurant employees and their customers in Taiwan. A total of 190 employees and 645 customers participated in this study. Results found that need satisfaction mediates the negative relationship between customer incivility and service quality. Surface acting moderates the relationship between customer incivility and need satisfaction as well as the mediation effect of customer incivility on service quality through need satisfaction. Specifically, the indirect effect of need satisfaction on the relation between customer incivility and service quality creativity was more significantly negative at a high level of surface acting than the effect at a low level.

scholarly journals Job Motivation as a Mediator in the Relationship Between Job Stress And Job Performance of Police Officers at the Federal Territory Police Headquarters

2021 ◽  
Vol 11 (4S) ◽  
pp. 145
Author(s):  
Kalaikumar Arujunan ◽  
Ismi Arif Ismail ◽  
Shamsuddin Othman ◽  
Mohd Mursyid Arshad
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Quantitative Study ◽  
Police Officers ◽  
Negative Relationship ◽  
Mediation Effect ◽  
Job Motivation ◽  
Significant Negative Relationship ◽  
The Relationship ◽  
Significant Mediator

Effectiveness of an organization is largely dependent on its employees’ job performance. Job performance is influenced by job stress and job motivation, whereby job motivation is believed to have a mediation effect in the relationship between job stress and job performance.  Hence, this paper is aimed at identifying the relationship between these three variables among Royal Malaysia Police (PDRM) officers at the Federal Territory Police Headquarters. This is a quantitative study for which data has been collected from 341 police officers through a survey. Data was analyzed statistically using PLS-SEM. Findings showed that there was a significant, negative relationship between job performance and job stress; and between job stress and job motivation. Job motivation was found to be a significant mediator in the relationship between job stress and job performance. 

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