scholarly journals Cultivating Proactive Career Behavior: The Role of Career Adaptability and Job Embeddedness

2021 ◽  
Vol 12 ◽  
Author(s):  
Peng Peng ◽  
Yu Song ◽  
Guangtao Yu
Keyword(s):  
Regulatory Focus ◽  
Positive Relationship ◽  
Underlying Mechanism ◽  
Job Embeddedness ◽  
Mediating Effect ◽  
Career Adaptability ◽  
Promotion Focus ◽  
Career Construction Theory ◽  
The Relationship

Scholars have widely acknowledged that proactive career behavior is essential for individuals to proactively build their careers, as well as facilitate positive career outcomes. However, there are still many questions about how to activate proactive career behavior. In the current study, we consider whether, how and when regulatory focus of individuals would evoke their proactive career behavior. Based on career construction theory, we utilized the career adaptability framework to develop and test the mediating effect of individual regulatory focus on proactive career behavior through career adaptability. Moreover, we further proposed that job embeddedness plays a contingency role in moderating the extent to which regulatory focus contributes to proactive career behavior with the mediation of career adaptability differently and uniquely. Using a sample of 247 participants and collecting data in three waves, we found that the promotion focus of employees positively influences their proactive career behavior through the mediation of career adaptability. Furthermore, the indirect effect of promotion focus on proactive career behavior via career adaptability was moderated by the dichotomy of job embeddedness of individuals respectively and differently. Specifically, the positive relationship between promotion focus and proactive career behavior via the mediation of career adaptability was strengthened by the on-the-job embeddedness of employees, whereas the relationship was weakened by their off-the-job embeddedness. The overall findings broaden our understanding in terms of the underlying mechanism of proactive career behavior, suggesting that the promotion focus of individuals fosters proactive career behavior via career adaptability, and on-the-job and off-the-job embeddedness as contingency factors alter the effect of career adaptability.

The relationship between career adaptability and job outcomes via fit perceptions: A three-wave longitudinal study

2020 ◽  
Vol 29 (3) ◽  
pp. 196-204
Author(s):  
Harleen Kaur ◽  
Rajpreet Kaur
Keyword(s):  
Work Environment ◽  
Self Regulation ◽  
Underlying Mechanism ◽  
Career Adaptability ◽  
Job Fit ◽  
Job Outcomes ◽  
Career Construction Theory ◽  
Person Environment Fit ◽  
The Relationship

Drawing on the career construction theory and person–environment fit theory, the current research aimed to investigate whether career adaptability could enhance job outcomes. Further, the study examined the role of person–job fit as an underlying mechanism explaining the relationship between career adaptability and job outcomes. The data were collected in three waves from 239 Indian banking employees. The results suggest that possessing psychosocial meta-capacities in the form of career adaptability stimulates employees’ self-regulation in achieving a work–environment fit, consequently leading to favourable job outcomes. The current study is the first to validate the psychological pathways linking career adaptability and job outcomes via person–job fit. Study findings carry implications for career practitioners/counsellors to acknowledge the role of career adaptability in regulating individual capacities for career development. Elaborating the interconnection between domains of career and jobs, the study encourages organizations to consider career adaptability for improving fit and job outcomes.

Mediating Effect of WhatsApp Addiction Between Social Loneliness and Preference for Online Social Interaction: A Cross-cultural Study

2021 ◽  
pp. 097215092110556
Author(s):  
Komal Nagar ◽  
Gurmeet Singh ◽  
Rabinder Singh
Keyword(s):  
Social Interaction ◽  
Underlying Mechanism ◽  
Mediating Effect ◽  
Mediating Role ◽  
Cross Cultural Study ◽  
Online Social Interaction ◽  
The Relationship ◽  
Moderating Role ◽  
Social Loneliness

The present study aims to explore the relationship between social loneliness and online interaction through WhatsApp addiction among a sample of Indian and Fijian respondents. Based on the responses of 202 Indian and 73 Fijian respondents, the present research study validated the mediating role of WhatsApp addiction, revealing that social loneliness increased the possibility of preferring to interact online through increased WhatsApp addiction. The empirical results showed that the underlying mechanism of social loneliness might indirectly influence consumers’ preference for online social interaction (POSI). The study further assessed the moderating role of culture in the association between social loneliness and POSI. Findings of the moderated mediation analysis demonstrated that, the association between loneliness and preference to socialize online differed, based on the identified cultural differences between Indian and Fijian groups.

Transactional leadership and dynamic capabilities: the mediating effect of regulatory focus

2019 ◽  
Vol 57 (9) ◽  
pp. 2284-2306 ◽  
Author(s):  
Feng Xu ◽  
Xiaohong Wang
Keyword(s):  
Transactional Leadership ◽  
Regulatory Focus ◽  
Dynamic Capabilities ◽  
Mediating Effect ◽  
Full Time ◽  
Promotion Focus ◽  
Content Type ◽  
Collaborative Innovation ◽  
Different Dimensions ◽  
The Relationship

Purpose The mechanism of leadership’s impact on dynamic capabilities has aroused widespread interest, but few studies focus on transactional leadership, especially empirical research by micro foundations in the R&D departments from collaborative innovation alliances. The purpose of this paper is to investigate how the mechanism of transactional leadership affects dynamic capabilities based on the mediating effect of regulatory focus. Design/methodology/approach In order to better illustrate the role of transactional leadership on dynamic capabilities, the authors introduced regulatory focus as a mediator based on previous research. A sample of 245 dyads comprised of full-time employees and their immediate supervisors was collected from the innovation teams of industry-university alliances through questionnaires in China and analyzed via hierarchical regression method. Non-response bias and endogeneity testing were also conducted to confirm the validity of the findings. Findings Contingency-reward behavior promotes the development of employee sensing and seizing capability. Management-by-exception promotes the development of employee reconfiguration capability. Promotion focus positively mediates the relationship between contingency-reward and sensing-seizing capability. Prevention focus positively mediates the relationship between management-by-exception and sensing-seizing capability. In addition, management-by-exception is also positively related to sensing capability and promotion focus is positively related to reconfiguration capability. Originality/value This paper confirmed different dimensions of transactional leadership favor different dimensions of dynamic capabilities based on different dimensions of regulatory focus, which enriches the theory of strategic leadership and dynamic capabilities, and is conducive to the management of collaborative innovation in technological innovation alliances.

scholarly journals Fostering Knowledge Transfer through High- Performance HRM Practices: The Mediating Role of Affective Commitment

2017 ◽  
Vol 13 (13) ◽  
pp. 374
Author(s):  
Darius N. Ikyanyon ◽  
Egena Ode
Keyword(s):  
Regression Analysis ◽  
Knowledge Transfer ◽  
High Performance ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Mediating Role ◽  
Hrm Practices ◽  
The Relationship

Due to the importance of knowledge transfer in enhancing competitive advantage of firms, organizations are increasingly developing strategies for effective knowledge transfer. This study examined the relationship between high-performance HRM and knowledge transfer as well as the mediating effect of affective commitment on this relationship. The study is based on data from 136 mangers drawn from six banks in Nigeria. Through the use of regression analysis and mediation analysis using PROCESS macros, we report a positive relationship between highperformance HRM and knowledge transfer. We also found a positive relationship between affective commitment and knowledge transfer. In turn, affective commitment mediated the relationship between high-performance HRM and knowledge transfer. The study therefore concluded that highperformance HRM contributes to knowledge transfer directly and indirectly through affective commitment.

The role of self-regulatory mode on acquisition–retention ambidexterity

2019 ◽  
Vol 34 (8) ◽  
pp. 1813-1826 ◽  
Author(s):  
Valter Afonso Vieira ◽  
Valter da Silva Faia ◽  
James Boles ◽  
Bruno Rafael Marioti ◽  
Rita Cassia Pereira
Keyword(s):  
Regulatory Focus ◽  
Mediating Effect ◽  
Content Type ◽  
Use Of Time ◽  
Regulatory Mode ◽  
Household Products ◽  
Selling Strategies ◽  
Sales Encounter ◽  
The Relationship

Purpose The purpose of this study is to develop a theoretical model that posits locomotion-assessment ambidextrous orientation as predictor of salesperson acquisition–retention ambidexterity, which as a consequence increases sales. The authors drawing on regulatory focus theory and self-regulatory for this propose. Design/methodology/approach Salespeople involved in the study represent different firms selling a wide variety of food and household products to a wholesaler, which resells them to supermarket chains. The authors collected data from 231 industrial salespeople. Findings First, salesperson assessment focus amplified locomotion’s effect on acquisition–retention ambidexterity. Second, salespeople increased their performance by implementing an acquisition–retention ambidextrous orientation that balances prospecting for new customers and growing existing customers. Third, findings revealed a mediating effect of ambidextrous orientation on the relationship between regulatory mode and sales performance. Finally, outcomes supported the conditional moderated-mediated effect of regulatory mode in explaining performance through ambidextrous orientation. Practical implications Results suggest that salespeople need to equalize their dual orientations in a complementary way to elaborate their selling strategies according to each customer. For example, in an unbalanced orientation, putting high levels of assessment into a sales encounter can reduce the effective and efficient use of time in interacting with customers. Originality/value The authors further illustrate the importance of using both locomotion and assessment in attaining sales goals (Pierro et al. 2013). This synergistic effect is known as the complementary hypothesis (Pierro et al., 2006a, 2006b). Each dimension complements the other and has a moderated-mediated effect on performance through acquisition–retention ambidexterity.

Supportive leadership and EVB

2019 ◽  
Vol 38 (3) ◽  
pp. 225-237 ◽  
Author(s):  
Mervat Elsaied
Keyword(s):  
Positive Relationship ◽  
Preliminary Evidence ◽  
Proactive Personality ◽  
Mediating Effect ◽  
Employee Voice ◽  
Voice Behavior ◽  
Supportive Leadership ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the relationship between supportive leadership and employee voice behavior by examining the mediating role of employee advocacy, and the moderating role of proactive personality.Design/methodology/approachThe model was tested by using data that were collected from 402 supervisors, and 87 subordinates who were working in 6 firms belonging to the stone and Glass sector, in the Tenth Ramadan city, Egypt. The employees and their immediate supervisors provided data on separated questionnaires, and different occasions. Then, an identification number was used by the author to match each employee questionnaire with the response of his/ her immediate supervisor.FindingsThe results revealed that employee advocacy fully mediated the positive relationship between supportive leadership and employee voice behavior. Also, it also found that proactive personality moderated the relationship between supportive leadership and employee voice behavior, such that the relationship was stronger for people lower rather than higher in proactive personality.Originality/valueThis empirical paper provides preliminary evidence of the mediating effect of employee advocacy in the positive relationship between supportive leadership and employee voice behavior. The model extends the existing results by adding substantive moderate proactive personality to explain how the effect of supportive leadership on employee voice behavior.

scholarly journals Entrepreneurial Leadership and Creativity in Projects

2022 ◽  
Vol 13 (1) ◽  
pp. 0-0
Keyword(s):  
Positive Relationship ◽  
Mediating Effect ◽  
Work Behavior ◽  
Entrepreneurial Leadership ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

This paper aims to investigate the relationship between entrepreneurial leadership (EL) and creativity in projects. Additionally, the study also examine the mediating effect of innovative work behavior (IWB) and the moderating role of entrepreneurial self-efficacy (ESE). Employing a questionnaire survey, the researcher collected 210 responses. Multiple regression were used to analyze the data. the results of the study demonstrates a positive relationship between EL and creativity in projects. Furthermore, IWB partially mediate the relationship between EL and creativity in projects. the results also suggest that ESE moderates the relationship between EL and IWB. Theoretical and practical implications of the current study were highlighted at the end of the paper.

How career adaptability can enhance career satisfaction: Exploring the mediating role of person–job fit

2019 ◽  
pp. 1-18 ◽  
Author(s):  
Hung-Chieh Yen ◽  
Jen-Wei Cheng ◽  
Chin-Tien Hsu ◽  
Kuo-Ching Yen
Keyword(s):  
Career Satisfaction ◽  
Mediating Effect ◽  
Interactive Effects ◽  
Conservation Of Resources ◽  
Career Adaptability ◽  
Full Time ◽  
Job Fit ◽  
Mediating Role ◽  
Career Construction Theory

Abstract This study examined the operation of resources as a mechanism underlying the relationship between career adaptability and career satisfaction. Based on career construction theory and conservation of resources theory, we examined the interactive effects of career adaptability, career satisfaction, person–job fit, and job uncertainty. The results of two-wave data collection from 234 full-time workers revealed that employees with stronger career adaptability were more likely to report career satisfaction. The full mediating effect was found of person–job fit. Specifically, we found that career adaptability enhances person–job fit, which results in greater career satisfaction. Additional analysis revealed that job uncertainty interferes with the mediation model. We identified a new antecedent of career satisfaction (i.e., person–job fit) and revealed the functional mechanism underlying the effect of this antecedent. This study provides novel insights valuable to the field of career management.

scholarly journals The Relationship of CSR and Employee Creativity in the Hotel Sector: The Mediating Role of Job Autonomy

2021 ◽  
Vol 13 (18) ◽  
pp. 10032
Author(s):  
Mengmeng Guo ◽  
Naveed Ahmad ◽  
Mohammad Adnan ◽  
Miklas Scholz ◽  
Khalil-ur-Rehman ◽  
...  
Keyword(s):  
Structural Equation ◽  
Underlying Mechanism ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Job Autonomy ◽  
Employee Creativity ◽  
Hotel Sector ◽  
Relationship Of ◽  
The Relationship

Despite the growing surge in the literature about employee creativity, the mainstream literature largely views it from an organizational perspective, and ignores the underlying mechanism that motivates employees to be engaged in different creative tasks. Against this backdrop, the current work was carried out to explore the relationship of corporate social responsibility (CSR) and employee creativity with the mediating effect of autonomy to explain the motivational pull for employee creativity. The data were collected from the employees of the hotel sector of Pakistan through a self-administered questionnaire (n = 511) and were analyzed by employing the structural equation modeling (SEM) technique. The results revealed that CSR, through the mediating effect of job autonomy, influences employees’ creativity significantly. The findings of the current analysis will help both academia and professionals from the hotel sector to understand the importance of CSR as a booster for employee creativity. Furthermore, the potential role of job autonomy as a mediator in explaining this relationship will also help policymakers to understand the importance of freedom at the workplace to engage the workforce in different extra-roles, including creativity.

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