Search Results (5)

Grounded in the person–environment fit theory and an identity-based perspective, this study investigated the relationship between perceived overqualification and knowledge hiding, focusing on the mediating role of future work self-salience and the moderating role of the growth mindset. We suggest that perceived overqualification as a person–job misfit would negatively impact employees’ salient hoped-for work identities, representing a low level of future work self-salience. The diminished salience of a future work self leads employees to hide their knowledge. Furthermore, the growth mindset exacerbates the negative impact of perceived overqualification. We conducted a three-wave survey with 482 employees from knowledge-intensive industries. The results revealed that perceived overqualification boosted knowledge hiding by decreasing employees’ future work self-salience. The growth mindset enhanced the negative relationship between perceived overqualification and future work self-salience. Thus, the indirect effect of perceived overqualification on knowledge hiding via future work self-salience was more significant for those with a stronger growth mindset. Our findings contribute to the literature on person–job fit and knowledge behavior while providing practical insights for managing and guiding talented employees in knowledge management. Full article

Digital–AI transformation is revolutionizing the modern workplace, yet its complexity has left many aspects of employee responses underexplored. While previous research has examined some employee reactions to technological change, the nuanced impact of ambivalence toward digital–AI transformation on employees’ proactive behavior remains a largely uncharted area. This is especially significant as proactive behavior is crucial for the successful implementation of digital–AI transformation. While presenting unprecedented opportunities, digital–AI transformation has also triggered intricate psychological responses among employees, with ambivalence toward it being particularly prominent. Building on threat–rigidity theory, this study aims to fill a research gap by exploring the impact of ambivalence on employees’ proactive behavior during digital–AI transformation. Using survey data collected from 343 employees undergoing digital–AI transformation, we tested a structural model linking ambivalence, job engagement, and future work self-salience to taking-charge behavior. The results reveal that ambivalence toward digital–AI transformation negatively affects taking-charge behavior. Furthermore, both future work self-salience and job engagement fully mediate this relationship. Additionally, job engagement and future work self-salience jointly play a chained mediating role in the negative effect of ambivalence toward digital–AI transformation on taking-charge behavior. Our findings provide actionable insights for organizations seeking to mitigate ambivalence and foster proactive employee engagement in digital transformation initiatives. Full article

The concept of Future Work-Salience (FWSS) plays a pivotal role in ensuring sustainable employability. Previous studies on FWSS have primarily focused on career-related outcomes, neglecting the broader domain of proactive behaviors. Furthermore, the existing literature lacks research that has comprehensively compared and analyzed multiple categories of proactive behavior within the same study. Drawing on the conservation of resources theory, the present study aims to examine the effects of FWSS on pro-organizational, prosocial, and pro-self-proactive behaviors via career planning, and the potential moderator of uncertainty avoidance. Data were collected using two-wave questionnaires from 191 Chinese employees and analyzed using PLS-SEM. The results showed that FWSS positively affected pro-organizational, prosocial, and pro-self-proactive behaviors via the mediator of career planning. Uncertainty avoidance weakened the positive effect of career planning on pro-self-proactive behavior, but did not significantly moderate the relationship between career planning and pro-organizational or prosocial–proactive behaviors. This study reveals the positive effects of FWSS on organizations, colleagues, and individuals, as well as the underlying mechanism and boundary conditions. By comparing the similarities and differences among multiple proactive behaviors, the theoretical applications and research scope of proactive behaviors were expanded. Finally, we have provided effective management suggestions for organizations on how to improve employees’ proactive behaviors. Full article

With the rapid development of the Internet, enterprises have integrated internal and external innovation resources through the establishment of open innovation communities, guided users to participate in innovation activities, and promoted product improvement and development. Users’ continuous contribution behavior is a key factor for open innovation communities to achieve sustainable development, yet most communities do not collect enough data on them. This study investigates the mechanism of user benefits on continuous contribution behavior in open innovation communities based on the Stimulus–Organism–Response (S-O-R) theory, which creatively takes self-verification as a member of the organism (O). This was chosen to overcome the aforementioned issues. Based on the questionnaire data of 469 users in open innovation communities, the SEM method was applied to test the relationship between user benefits, self-verification, and continuous contribution behavior, and the moderating role of future work self-salience on self-verification. The empirical results show that user benefits positively affected both continuous contribution behavior and self-verification. Self-verification positively affected continuous contribution behavior and mediated the relationship between economic, functional, and self-fulfillment benefits and continuous contribution behavior. Meanwhile, future work self-salience positively moderated the relationship between these three types of benefits and self-verification. These findings provide a theoretical basis for the sustainable development of open innovation communities and guiding users to engage in continuous contribution behavior. Full article

In the context of the sustainability goals of organizations, there is a dilemma regarding enhancing healthcare workers’ career commitment and wellbeing, especially during the COVID-19 crisis. This study focuses on the underlying mechanism in the relationship between supervisory career support and employee wellbeing. Drawing upon the career motivation perspective, we investigate the mediating role of career commitment and moderating effect of future work self-salience (FWSS) in this relationship. Two-wave data were collected from a sample of 213 full-time healthcare workers from three public hospitals located in Southern China. Results in this study revealed that supervisory career support influences career commitment in health workers, which in turn enhances their wellbeing at the workplace. Moreover, the effect of supervisory career support on career commitment was found to be stronger for individuals with low FWSS compared to those with high FWSS. These findings also enlighten us on how to enhance employees’ career commitment and workplace wellbeing. Full article