scholarly journals Peran Mediasi Thriving at Work pada Pengaruh Proactive Personality terhadap Career Adaptability

2019 ◽  
Vol 2 (2) ◽  
pp. 284-298
Author(s):  
Muhammad Agung Prasetyo Wibowo ◽  
IBG Adi Permana
Keyword(s):  
Process Model ◽  
Proactive Personality ◽  
Career Adaptability ◽  
Work Arrangements ◽  
Mediating Role ◽  
Regression Test ◽  
Relationship Of ◽  
Work Goals ◽  
Thriving At Work

Career adaptability is one of the resource that must be possessed by every person on this day, because it has been considered as a driving factor that help people to achieve the desired work goals. Moreover, nowadays it has been known that the work arrangements are unpredictable and too many changes that occurs, because it is considered to have no boundaries and transparent, one of them is the emergence of new job relationships such as internet freelance. Antacedents that have been known previously from career adaptability are widely known as proactive personality, then This study also discuss another antecedent for career adaptability, which is known as thriving at work. This study also confirms previous research that discuss the mediating role of thriving at work on the effect of proactive personality on career adaptability. Total of the sample on this study are 352 internet freelancers from an online employement platform in Indonesia, where the internet freelance responded to the questionnaire that was shared by the author through an online approach. The obtained data have been analyzed by conducting a simple regression test equipped with PROCESS Model 4. Result have shown that there is a significant direct relationship of the three variables raised in this study, then also revealed the role of mediating from thriving at work on the effect of proactive personality on career adaptability. Overall, this study contributes to the literature discussing internet freelance. Keyword: Proactive Personality, Thriving at Work, Career Adaptability, Mediation, Internet Freelance

Does work engagement mediate the perceived career support- and career adaptability- work performance relationship?

2019 ◽  
Vol 12 (2) ◽  
pp. 310-327 ◽  
Author(s):  
Manish Gupta
Keyword(s):  
Work Engagement ◽  
Work Performance ◽  
Career Adaptability ◽  
Career Support ◽  
Content Type ◽  
Mediating Role ◽  
Positive Effects ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the relationship of career adaptability and work performance. Design/methodology/approach Data were collected form 606 i-generation liquid knowledge workers. They had completed their internship program in the industry for a period of at least one month. Regression analysis was carried out to test the hypothesized framework. Findings Most of the results indicated support for the hypotheses. Work engagement was found to be mediating the perceived career support and work performance relationship fully. However, work engagement was found to be mediating the career adaptability and work performance relationship only partially. Research limitations/implications Engaging liquid workers plays a crucial role in passing the positive effects of perceived career support and career adaptability to work performance. Practical implications The findings suggest that managers may take steps to enhance engagement levels of the employees so that it can help the interns high on perceived career support and career adaptability perform well at work. Originality/value To the best of the authors’ knowledge, this study is unique that tests and finds the intervening role of work engagement between work performance and the two career-related constructs.

The effect of differential leadership on employees’ thriving at work in China: a moderated mediating model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chaoqun Zhang ◽  
Donglan Zha ◽  
Guanglei Yang ◽  
Fu Wang
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Equation Model ◽  
Proactive Personality ◽  
Content Type ◽  
Mediating Role ◽  
Perceived Insider Status ◽  
The Relationship ◽  
Thriving At Work

Purpose The purpose of this paper is to test the mediating role of perceived insider status (PIS) on the relationship between differential leadership and thriving at work, and the extent to which this mediating role is moderated by proactive personality. Design/methodology/approach This study conducts a questionnaire with 332 employees from China, taking certain traditional cultural factors and social exchange theory into consideration. This paper then analyzes the responses using a structuring equation model with SPSS 24.0 and LISREL 8.7. Findings The results show that PIS mediated the relationship between differential leadership and thriving at work. In addition, proactive personality was found to moderate this mediating pathway, whereby a high proactive personality increased the mediating role of perceived insider status. Originality/value This study explores how and why differential leadership is positively related to thriving at work. This paper verifies the moderated mediation model relationship among the research variables and contributes to the literature on differential leadership.

Fostering creativity through servant leadership: Mediating role of knowledge sharing, thriving at work and burnout

2019 ◽  
Vol 12 (2) ◽  
Author(s):  
Adnan Ahmed Sheikh ◽  
Qurat-ul-Ain Ishaq ◽  
Aneeq Inam
Keyword(s):  
Servant Leadership ◽  
Knowledge Sharing ◽  
Positive Relationship ◽  
Banking Sector ◽  
Negative Relationship ◽  
Employee Creativity ◽  
Mediating Role ◽  
Relationship Of ◽  
Thriving At Work

Today, innovation and its association with leadership are dubiously one of the key challenges faced by the Pakistani banking sector. However, lack of investigation on this issue has led to examining the effect of servant leadership in fostering employee creativity through the mediating role of knowledge sharing, thriving at work and burnout. Further, the study framework was established from theories, namely the social exchange theory, social learning theory and conservation of resource theory. The purposive sampling technique was used to gather 286 useable responses. Findings obtained by using Smart PLS-SEM 3.0 which indicated a significant positive relationship of servant leadership with knowledge sharing, thriving at work, and employee creativity. The results also enlighten the positive relationship of knowledge sharing and thriving at work on employee creativity, and the significant negative relationship of servant leadership on burnout. Whereas, knowledge sharing and thriving at work mediates the relationship between servant leadership and employee creativity. Captivatingly, burnout remains insignificant between servant leadership and employee creativity. Thus, the study findings will redound to organizational benefits by enriching research on the area of servant leadership, which is in its infancy till now. However, the study will be useful for both organizations and employees to achieve desired outcomes. Keywords: Servant leadership, knowledge sharing, thriving at work, burnout, employee creativity.

How can organizations foster job crafting behaviors and thriving at work?

2020 ◽  
pp. 1-18
Author(s):  
Sari Mansour ◽  
Diane-Gabrielle Tremblay
Keyword(s):  
Structural Equation Modeling ◽  
Structural Equation ◽  
Job Demands ◽  
Social Resources ◽  
Job Crafting ◽  
Equation Modeling ◽  
Bootstrap Analysis ◽  
Mediating Role ◽  
Thriving At Work

Abstract This study investigates whether the perceived opportunity to craft (POC) is related to job crafting (JC) strategies and whether these strategies are related to thriving at work, in terms of both vitality and learning. It aims to verify the mediating role of JC between POC and thriving. Data were collected from 424 accounting professionals in Canada. The structural equation modeling based on bootstrap analysis was used to test mediation. The results indicate that POC is positively related to increasing structural and social resources and challenging job demands and negatively to decreasing hindering job demands. They reveal that increasing structural and social resources enhances learning and mediates the relation between POC and vitality and learning, as do challenging job demands, whereas decreasing hindering job demands does not. This study is one of the first to confirm that POC influences vitality and learning via JC behaviors as mediators.

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