“Called” To Speak Out: Employee Career Calling and Voice Behavior

This study is the first one to explore the relation between career calling and employee voice and two potential mediators of this relationship, felt responsibility for constructive change and employee optimism about the future. Surveys from 406 employees of a law enforcement agency in the Midwest U.S. were analyzed using logistic regression and bootstrapping method with Structural Equation Modeling (SEM) to examine support for the hypotheses’ main and mediating effects. A behavioral measure was used to capture employees’ promotive voice behavior. Results indicated that individuals with stronger career calling were more likely to engage in promotive voice, after controlling for personality, perceptions toward work, and organizational tenure. In addition, career calling was positively associated with both felt responsibility and employee optimism. Finally, felt responsibility for constructive change fully mediated the relationship between career calling and promotive voice. The implications of these findings for researchers and practitioners are discussed.

Entrepreneurs’ Felt Responsibility for Constructive Change and Entrepreneurial Performance: A Moderated Mediation Model of Technology Action and Market Orientation

Drawing on self-determination theory, we examine the mechanism through which entrepreneurs’ felt responsibility for constructive change affects entrepreneurial performance and how market orientation affects the influencing mechanism. A questionnaire survey was conducted with 424 entrepreneurs in China. The results show that entrepreneurs’ felt responsibility for constructive change is positively related to technology action and entrepreneurial performance, and technology action mediates the relationship between entrepreneurs’ felt responsibility for constructive change and entrepreneurial performance. In addition, market orientation moderates the relationship between technology action and entrepreneurial performance such that the relationship is stronger when the market orientation is higher. Our findings suggest that when entrepreneur feel responsible for constructive change, they tend to take technology actions to achieve their goals and improve the long-term development of ventures. It is also important for entrepreneurs to hold a market orientation, which helps them be aware of changes in customer needs rather than blindly focusing on the use of the latest technologies. Our study is pioneering in exploring entrepreneurs’ felt responsibility for constructive change in the entrepreneurial context, advancing the research on entrepreneurship psychology.

The Role of Felt Responsibility in Climate Change Political Participation

This research letter investigates the role of feelings of responsibility to reduce climate change (i.e., “felt responsibility”) as an antecedent to climate change related political behaviors and intentions, including willingness to join a campaign, likelihood of supporting pro-climate presidential candidates, and past contact with elected officials. Using nationally representative survey data (n = 1,029) we find that felt responsibility has a significant positive relationship with future behavioral intent, but not past behavior. Implications and future research are discussed.

Inclusive leadership and employee work engagement: a moderated mediation model

PurposeThe purpose of this paper is to examine the relationship between inclusive leadership and employee work engagement by identifying person-job fit as a mediator, and employee felt responsibility as a moderator.Design/methodology/approachEmploying a two-wave survey from 261 employees across various industries in China, the study tests hypotheses using hierarchical regression analysis with the PROCESS procedure developed by Hayes.FindingsThe results show that inclusive leadership is positively related to employee work engagement through person-job fit. The results further demonstrate that employees’ felt responsibility moderates the positive direct relationship between inclusive leadership and person-job fit as well as the indirect relationship between inclusive leadership and work engagement via person-job fit.Research limitations/implicationsAlthough two-wave data were used to test the model, issues of common method bias cannot be excluded because the data were collected from a single source (the employee).Practical implicationsOrganizations should promote and develop inclusive leaders in the workplace to enhance employee work engagement, and pay attention to employees' felt responsibility for their work to ensure effectiveness of inclusive leadership.Originality/valueIntegrating social information processing theory and person-environment fit theory, this study enriches the theoretical foundation of inclusive leadership scholarship. This study deepens the understanding of the mechanism underlying the link between inclusive leadership and work engagement, as well as an important boundary condition of this relationship, by examining the mediating role of person-job fit and the moderating role of felt responsibility.

Consumers’ Sustainable Choice between Gas and Electric Scooter

Aims: To investigate consumers’ sustainable choice behavior between gas and electric scooters, as predicted by consumers’ felt responsibility for sustainability anchored on norm activation theory. Study Design: Quantitative research approach using cross-sectional online survey design. Place and Duration of Study: The data came from faculty employees of a state university in the Philippines between August to September 2020. Methodology: 109 responses from faculty employees were analyzed. Hypotheses were tested for regression using Jamovi. Conclusion: This study added empirical evidence on the applicability of consumers’ felt responsibility for sustainability as a predictor of sustainable choice behavior and answered the call for more studies that would promote a better understanding of the concept of sustainable consumption. The findings provided important implications on how marketers and managers can promote pro-environmental products such as electric scooters and boost sustainable consumption among buyers in an identified community.

Just Let Me Do My Job!

This study seeks to broaden our understanding of the popular, yet under-researched, concept of micromanagement in the IT workforce by exploring IT professionals' trust in the competence of their supervisor as an antecedent to their perceptions of being micromanaged. The study also explores whether felt responsibility is the mechanism via which micromanagement negatively affects IT professionals' job satisfaction and organizational commitment, both proximal factors of turnover. These relationships are explored under the aegis of the Management Control Systems models, leader-member exchange theory, and the job characteristics model. Results indicate that trust in supervisor competence is a significant antecedent to IT professionals' perceptions of being micromanaged and that felt responsibility fully mediates the relationship between micromanagement and organizational commitment. The findings underscore the importance of building IT professionals' trust in their supervisor's competence and suggest that organizations proactively provide early intervention to negate the potential adverse impact on organizational outcomes.

“Felt responsibility”: a mediator for balancing NGOs’ upward and downward accountability

Purpose This study aims to investigate how non-government organisation (NGO) managers balance accountability to donors and beneficiaries and the role of felt responsibility in this process. Design/methodology/approach Using concepts of accountability theory, practices of microenterprise development NGOs are examined in two countries – Bangladesh and Indonesia – through interviews with managers of 20 NGOs and analysis of NGOs’ publicly available data. Findings Findings show a shift in emphasis from a vertical view (upward to donors and downward to beneficiaries) to a horizontal view of NGO accountability. Under this view, a selective approach to donors whose mission and approaches to poverty alleviation aligned with those of the NGOs played an essential role in supporting NGOs’ internal accountability. Further, felt a responsibility to beneficiaries is identified as an important mediator balancing both upward and downward accountability. While accountability to donors and beneficiaries was interrelated, accountability to donors was considered a short-term objective and accountability to beneficiaries was considered a long-term and overriding objective. Originality/value Findings contribute a further understanding of the role of felt responsibility to beneficiaries as a mediator for balancing upward and downward accountability based on the perspectives of NGO managers. Reframing accountability through a horizontal view helps to balance multiple directions of NGO accountability: to self, donors and beneficiaries.