Search Results (14)

The proactive behavior of front-line salespeople plays a crucial role in generating positive organizational outcomes. As the managers who interact most frequently with front-line employees, front-line managers’ perception of organizational support is pivotal in fostering the development of career initiative among these employees. Grounded in self-determination and social exchange theories, this study investigates whether the organizational support perceived by front-line managers influences employee initiative behavior. Meanwhile, core self-evaluation is introduced to explore how personality traits of sales personnel may influence their perception of the external environment and the formation of intrinsic motivation. This study utilized a questionnaire survey method to collect data from 50 front-line team leaders and their 299 corresponding employees across multiple cities in China, conducted over three rounds. Following the collection of the paired questionnaires, Mplus 8.0 was employed to perform reliability and validity analyses, correlation analysis, and hypothesis testing on the data. The final results revealed that supervisor’s perceived organizational support positively influences a group-inclusive climate; a group-inclusive climate can foster felt obligation and salesperson career initiative. Supervisors’ perceived organizational support enhances salesperson career initiative by making salespeople experience group-inclusive climate and develop felt obligation. Moreover, core self-evaluation significantly moderates the positive impact of the inclusive climate on these outcomes. By adopting the perspective of front-line supervisors, this research identifies an effective pathway from supervisor perception to employee behavior, elucidates the antecedents of front-line salespeople’s initiative, and reassesses the critical role of front-line supervisors within organizations. Full article

The present study consists of a systematic literature review, based on the PRISMA model, with the objective of analyzing the relationship between organizational support and career self-management in order to address the gaps in the existing literature. Specifically, it seeks to answer whether organizational support influences career self-management behaviors and whether the inverse also occurs. To systematize the scientific knowledge on this topic over the past 13 years (2010–2023), three databases were consulted: Web of Science, Scopus, and Core. This research resulted from the combination of the keywords “career self-management” and “organizational support: and involved the screening of 353 studies. For the systematic literature review, a total of six studies were identified that met the established eligibility criteria. The main conclusions of this study are that organizational support, in the form of perceived organizational support, human resource management practices/perception of human resource management practices, and leader–member exchanges, appears to positively influence career self-management, as well as the inverse. Such evidence can be observed through the direct and indirect relationships established between the variables. This relationship leads, for example, to workers being more satisfied with their careers while also becoming more committed to the organization. Overall, this systematic literature review provides practical implications for organizations and their workers. It is suggested that future research should explore the relationship between career self-management and organizational support, as well as other potential mediators of this relationship. Full article

As proactivity becomes vital for organizational success, retaining proactive employees becomes increasingly important, making the relationship between a proactive personality and turnover intention a key research topic. While existing studies have largely depicted turnover as a consequence of dissatisfaction and have identified negative indirect relationships, this study seeks to challenge that perspective by proposing that, in today’s boundaryless career environment, people also engage in voluntary turnover for career advancement. Using a self-regulation career management model, we propose that proactive employees set ambitious career goals influenced by career aspirations, leading them to seek external opportunities and thus exhibit higher turnover intention. However, when organizations implement career management practices, this relationship weakens as proactive employees perceive opportunities to achieve their goals within their current organizations. We tested these hypotheses with a sample of 342 respondents using the SPSS macro PROCESS. The findings support our propositions, revealing a positive indirect effect through career aspirations, which diminishes when perceived organizational career management is strong. Full article

Background: Many scholars emphasize the way in which sustained organizational development requires a shift in focus from the individual traits of the entrepreneur to the building of an organization that utilizes the collective contributions of its employees. To achieve this, entrepreneurs must adopt the role of a facilitator and empower their employees to perform at their best. There are numerous factors that influence one’s decision to pursue a career in entrepreneurship, such as the beliefs and desires that individuals possess. Entrepreneurs possess diverse self-perceptions, and this plays a crucial role in their motivation to start a new business. Studies on entrepreneurial self-perception examine the elements, such as personal identity and capabilities—particularly the ability to effectively manage company drivers—which ultimately shape one’s decision to embark on a new venture. Launching a startup is not merely an act; rather, it represents a substantial reflection of an individual’s self-concept and identity. Consequently, an individual’s perceived social identity has a substantial influence on their choice to pursue entrepreneurship, as they view the venture as an extension of themselves. Methods: An online interactive learning environment (ILE) designed to assess the performance management capabilities of wanna-be entrepreneurs, in accordance with the formative assessment paradigm, has been developed. Results: The procedures for carrying out the formative (self-) assessment of wanna-be entrepreneurs’ performance management capabilities will be detailed. Two concrete assessment cases, with the aim of making clearer what kind of outcomes the ILE can generate, will be presented. Conclusions: The ILE could contribute in the encouragement of wanna-be entrepreneurs to participate in entrepreneurship educational programs. Full article

The masculine image and the notions of manual work and physical strength have resulted in more men workers in forestry. This gender imbalance has influenced the sector’s leadership environment, a critical element in the workplace setting for meeting organizational goals. This study aims to investigate women’s leadership dynamics in Perhutani, the only state-owned enterprise responsible for managing forest resources in Indonesia. Utilizing in-depth interviews with 11 women leaders from middle to top management levels, we found that there is a perceived physical limitation barrier to being a woman leader in Perhutani. To climb the career ladder, a support system from family, colleagues, and supervisors is important. However, family can be two sides of a coin, as it is also acknowledged as an internal constraint to being a woman leader. Our respondents acknowledge leadership labyrinth theory in being able to reach top leadership positions and tokenism theory, pointing out that the benefits of women leadership for Perhutani include the realization of gender equality, referring to the key performance index from the Government of Indonesia. For our respondents, being in a men-dominated sector is considered one of the attractive aspects of being a woman leader. They felt constantly challenged, but in a positive way. With these circumstances, our respondents showcase leadership styles in line with the theories of heart leadership and mother leadership. Heart-led leaders draw on the qualities of empathy, love, and vulnerability, while mother leadership means not only leading with the heart of a mother, but also with the mission, vision, and actions of a mother. Full article

Emotional intelligence is important within the workplace, as indicated by the multitude of positive workplace outcomes associated with heightened emotional intelligence. Research has demonstrated that many autistic individuals exhibit lower levels of trait emotional intelligence, potentially putting them at a disadvantage within the workplace. Emotional intelligence, however, is multifaceted, yet research on how autistic adults fare in these facets separately has remained siloed. All four facets are important and should be considered alongside one another to allow for a complete understanding of emotional intelligence and autism. The purpose of this paper is to review existing research with respect to how autistic individuals fare for each of the four facets of emotional intelligence, namely, perceiving emotions, using emotions to facilitate thought, understanding emotions, and managing emotions. This review is primarily intended to be descriptive and not prescriptive, though areas for consideration within the workplace—particularly regarding how autistic individuals may experience difficulties in meeting the necessary demands for sustainable career success—based on the reported findings are provided. Given this and the recognition that neurodiversity is an important component of organizational diversity, this paper is important for both individual employment sustainability efforts and organizational sustainable competitive advantage efforts. Full article

Objective: The outbreak of COVID-19 brings an overload of physical and mental demands to healthcare professionals. Keeping healthcare professionals sustainable, engaged, and performing at their highest levels becomes critical and nonetheless difficult. The objective of this research is to link the literature on organizational climates, corporate social responsibility, safety science, and work engagement, and propose a research framework that investigates the factors influencing healthcare professionals’ engagement during COVID-19. Methodology: We propose that when healthcare workers’ career callings are triggered by COVID-19, it influences their perceptions of the work’s meaningfulness, which ultimately enhances their work engagement. We argue that creating a social responsibility climate and a safety climate inside the hospital facilitates the process of turning healthcare workers’ perceived work meaningfulness into work engagement. We collected data from 112 healthcare professionals, including nurses, doctors, and executive staff, from 16 wards in a public hospital in China to test our hypotheses. Results: Hierarchical linear regression analysis provided empirical support for our research model. We find that healthcare professionals’ career callings during COVID-19 enhanced their perceived work meaningfulness, which results in increased work engagement. Moreover, a social responsibility climate and a safety climate strengthens the link between work meaningfulness and work engagement among participants. Conclusions: Creating a social responsibility climate and a safety climate in the workplace are effective management approaches to realize healthcare workers’ feelings of work meaningfulness and turn them into work engagement. Full article

Organizational career management (OCM) is believed to be a useful practice to stimulate the potential of employees. However, how this can be achieved is still under investigation. This research aims to explore the mechanisms that explain the effects of OCM by clarifying its impact on employees’ psychological states and their capability, based on a socially embedded model of thriving. To examine our hypotheses, we conducted a three-wave survey study with 272 full-time employees in China from diverse industries. The study lasted for three months and there was a one-month interval after each wave. We asked the participants to report OCM, career plateau and demographic variables at Time 1, their appraisal of learning and vitality at Time 2, and their self-perceived employability and job burnout at Time 3. We utilized regression analysis to examine our theoretical model and path analysis using the bias-corrected bootstrap method to test the significance of the indirect and moderation effects. The findings showed that OCM positively affected employees’ learning and vitality at work, which increased their self-perceived employability and subsequently decreased job burnout. Furthermore, the effects of OCM were found to be weaker for employees with a high degree of career plateau. These findings demonstrate that OCM benefits employees by “enabling” and “energizing” them to better themselves in terms of their employment and they shed light on the boundary condition of the career plateau. Therefore, organizations may provide OCM to facilitate employees’ capability and their motivation to engage in self-development, and to further enhance the effects by decreasing their perception of a career plateau. Full article

This study aimed to investigate factors affecting behavioral intentions to use defibrillators among clinical nurses in South Korea, using a modified predictive technology acceptance model 2 (TAM 2) that facilitates understanding of what prompts apparent spontaneous actions. This descriptive, cross-sectional study included 467 clinical nurses with more than 6 months of clinical experience. The path analysis results showed that the variables directly affecting the intention to use a defibrillator among clinical nurses were the image, organizational support, perceived ease of use, and perceived usefulness. Moreover, job autonomy and total career indirectly affected the intention to use a defibrillator. Clinical nurses need to know how to use defibrillators and be able to act promptly on patients with in-hospital cardiac arrest (IHCA). Organizational managers need to improve the work environments of clinical nurses accordingly. Additionally, it is necessary to establish a policy foundation to ensure the development of competence and job autonomy that can lead to the use of defibrillators by improving various factors, including anxiety or reluctance of nurses to use defibrillators in acute cardiac arrest. Full article

Background: Studies have indicated that coal miners in China have higher levels of perceived job stress. However, few studies have investigated the work stress structure of coal miners. Objective: Our study focused on the work stress of coal miners in China, with a primary aim to determine the work stress structure of coal miners in China using a mixed-methods approach. Methods: Semi-structured interviews were performed with thirty-three people (team leaders and frontline coal miners) conducted with participants from various state-owned large- and medium-sized coal mines in China. Grounded theory was used to construct an initial model for the concept of coal miners’ work stress. Using the results of this initial survey and findings in the existing literature, we then constructed a preliminary questionnaire regarding coal miners’ work stress and administered the questionnaire to 900 coal miners in the Shaanxi, Henan, Inner Mongolia, and Gansu provinces. Results: The results show that the work stress structure for coal miners differs from that for other occupational types in China, due to differences in the Chinese culture and foreign cultural influences. We revised our questionnaire based on these considerations and administered a new survey to the frontline production workers in coal mines. The preliminary questionnaires were revised and analyzed through exploratory and confirmatory factor analysis, resulting in a final formal model for work stress, which was supported by content and structural validity. Conclusion: In this research, we used the framework of grounded theory to conduct an empirical analysis of the structure model of coal miners’ work stress. The findings support that the primary work stress factors of Chinese coal miners included the stress of the work environment, job responsibility, interpersonal relationships, career development, the family environment, and organizational systems. Coal enterprises should therefore always take these factors into consideration when developing and implementing safety management policies aimed at to improve the occupational health status of coal miners. Full article

To counteract the shortage of nurses in the workforce, healthcare organizations must encourage experienced nurses to extend their working lives. Intensive care (IC) has higher nurse-to-patient ratios than other settings, which includes a particular susceptibility to staff shortage. This qualitative study investigated how older IC nurses experienced their working life and their reflections on the late-career and retirement. Semi-structured interviews with 12 IC nurses in Sweden (aged 55–65 years) were analyzed using an interpretative phenomenological analysis approach. The results showed that nurses planned to continue working until the age of 65 and beyond. When reflecting on their late-career decisions, nurses considered nine areas covering individual, work, and organizational factors as being central to their ability and willingness to stay. Overall, the nurses had good health and were very satisfied and committed to their job and to the organization. They mentioned having both the job and personal resources required to cope with the physical and mental job demands, which were perceived as motivational challenges, rather than hinders. They also reflected on various human resource management practices that may promote aging-in-workplace. These findings may inform organizations aiming at providing adequate conditions for enabling healthy and sustainable working lives for IC nurses. Full article

The students’ perceptions and experiences about the organizational attributes of the higher education institution in which they are enrolled seem to have a strong influence on their integration, sense of belonging, and commitment to their new academic reality. The present paper focuses on the analysis of how first-year students build a sense of belonging and commitment to the higher education institution that welcomes them, focusing on institutional attributes that can act as (positive or negative) catalysts, such as physical and cultural dimensions. However, besides physical and cultural dimensions, it is crucial to consider its synergies with psychological, social, organisational, political, and axiological dimensions that have emerged as critical variables for contextualizing the analysis. The results suggest that the physical dimension nourishes the students’ feelings of belonging, namely through the felt need to develop skills to manage their interaction with the spatial dimension of the institution that welcomes them. Moreover, newcomers’ self-concept seems to be significantly increased by the feeling that they are now part of a cultural but also social elite. On the other hand, the feeling of integration seems to be supported basically on successful peer relationships. This perceived prestige of the higher education institution where they now belong represents, a anteriori, a crucial demand for the career management of the Bourdieu’ “heirs,” and, a posteriori, a real (and sometimes surprising) achievement for first-generation students. Full article

Job burnout is a continuing concern for human resource management and mental health at work, as it affects employee productivity and well-being. The present study conceptualizes Kahn’s job engagement theory to predict job burnout through a latent growth model. To test the proposed model, data were collected by surveying 710 employees of R&D departments of financial information technology firms of Taiwan at multiple points in time over 6 months. Therein, this study found that as employees perceived more ethical leadership, corporate social responsibility, and self-efficacy at Time 1, they were more likely to show increases in job engagement development behavior over time. Further, increases in job engagement development behavior demonstrate their positive relationship with the decrease in job burnout development behavior over time. These findings highlight that the potential dynamic consequences of organizational behaviors can lead to employee career development and occupational mental health. Full article

Felt job insecurity is commonly seen as a stressor that is tied to a specific segment of employees and which implies overall negative outcomes. We challenge this view based on the new career rhetoric that assumes that felt job insecurity is widespread, although not necessarily problematic; rather, on the contrary, that felt job insecurity may promote career growth and development. Accordingly, our first aim concerns the distribution of felt quantitative and qualitative job insecurity, and our second aims concerns the connection between profiles and career correlates (i.e., perceived employability, individual and organizational career management). We used two samples of Belgian employees (N1 = 2355; N2 = 3703) in view of constructive replication. We used Latent Profile Analysis to compile profiles of felt quantitative and qualitative job insecurity and linked those profiles to career outcomes. Our results are similar across samples: five profiles were found, from relatively secure to relatively insecure (aim 1). The more secure profiles reported more favorable career outcomes than the less secure profiles (aim 2). This provided overall support for the common view. We connect these findings to what we see as the main risk, namely the potentially growing divide based on felt job insecurity and the relatively large group of employees in insecure profiles. Full article