Based on the job characteristics model and career construction theory, this study examined the role of internship quality in the employment success of Chinese university students. A four-wave survey ...study was conducted in a sample of university graduates (N = 207) and the results showed that after the effects of baseline career adaptability (Time 1) were controlled, internship quality (Time 2) and proactive personality (Time 2) positively were both associated with subsequent career adaptability (Time 3), which was further related to indicators of employment success (number of job offers, starting salary, and job search efficiency) at Time 4. In addition, internship quality was also found to be a significant moderator of the relationship between proactive personality and career adaptability as well as employment success, such that when internship quality was lower, the indirect effect of proactive personality on job search success through career adaptability was stronger. The corresponding moderated mediation model was also supported by the results. These findings carry implications for future studies on school-to-work transition and organizational recruitment practices.
•This paper demonstrated the beneficial effect of internship quality on employment success.•Career adaptability mediated the positive relationship between proactive personality and employment success.•Internship quality significantly predicted career adaptability after controlling for proactive personality.•Internship quality moderated the mediation of career adaptability.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UL, UM, UPCLJ, UPUK, ZRSKP
In this article, we investigate CEO motivations, intentions and actions in providing training to their employees in Chinese small and medium-sized enterprises (SMEs), exploring the gap between ...training intentions and actual provision. Drawing on the theory of planned behaviour and using a sample of 533 SMEs, we find training intention mediates the effects of motivations on training provision; CEOs are more concerned with returns to the firm from training rather than employee benefits. In addition, external constraints negatively moderate the training intention–provision relationship in China, whereas internal constraints have been shown to be more important in other countries. Our findings suggest a number of theoretical and managerial implications.
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NUK, OILJ, SAZU, UKNU, UL, UM, UPUK
R&D professionals are the impetus behind technological innovation, and their competitiveness and capability drive the growth of a company. However, high-tech industries have a chronic shortage of ...such indispensable professionals. Accordingly, reducing R&D personnel turnover has become a major human resource management challenge facing innovative companies. This study combined importance-performance analysis (IPA) with the decision-making trial and evaluation laboratory (DEMATEL) method to propose an IPA-DEMATEL model. Establishing this model involved three steps. First, an IPA was conducted to measure the importance of and satisfaction gained from job satisfaction criteria. Second, the DEMATEL method was used to determine the causal relationships of and interactive influence among the criteria. Third, a criteria model was constructed to evaluate job satisfaction of high-tech R&D personnel. On the basis of the findings, managerial suggestions are proposed.
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DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
The purpose of the study is to explore the relationship between career success and happiness using specific moderators during the process. Data was collected on MBA classes in China and 994 employees ...participated in the study. Regression analyses were used to test the hypotheses. Results showed two things: first that career success value (internal satisfaction) does in fact moderate the salary–happiness relationship, and second, that career commitment does moderate the career satisfaction–happiness relationship. This paper makes a valuable contribution to both happiness and career success literature by being one of the first to examine the moderating effects of career success value and career commitment and the relationships between these important career concepts.
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BFBNIB, FZAB, GIS, IJS, KILJ, NLZOH, NUK, OILJ, SAZU, SBCE, SBMB, UL, UM, UPUK
Subjective career success has long been of interest to scholars because of its importance in the career area. However, the subjective career success literature suffers from the lack of measurement. ...To fill this void, after reviewing the limitations of the existing instruments, the current study developed a three‐dimensional scale of subjective career success based on the framework of Zhou et al. Three independent studies were conducted using three separate samples (N = 244; N = 411; N = 254) in China to examine the reliability and validity of the developmental scale. The results provided evidence of internal homogeneity, structural validity, convergent validity, discriminant validity, and incremental validity of the developed scale. To conclude the study, the limitations of the article and implications for future study were discussed.
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BFBNIB, DOBA, FZAB, GIS, IJS, IZUM, KILJ, NLZOH, NUK, OILJ, PILJ, PNG, SAZU, SBCE, SBMB, UILJ, UKNU, UL, UM, UPUK
Based on the social perspective on creativity, which highlights the importance of social network parameters for individual creativity, this study examines the relationship between employees’ ...proactive personality and their individual creativity in the context of visionary leadership behaviour. Using survey data from 247 employees and their direct supervisors from 54 work teams in China, we find that informal leadership status mediates the relationship between an employee's proactive personality and his/her creativity. We also demonstrate that the link between an employee's informal leadership status and his/her individual creativity is moderated by formal leaders’ visionary behaviour. Overall, a moderated‐mediation model is established such that, when a formal leader shows a high level of visionary behaviour, the relationship between an employee's proactive personality and his/her creativity via informal leadership status is stronger than with a low level of visionary leader behaviour.
Practitioner points
Employees with more proactive personalities should be aware of and take advantage of their potential informal leadership status in work teams for increased individual creativity.
We suggest that managers recognize informal leaders and provide visionary guidance to promote the informal leaders’ creativity.
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BFBNIB, DOBA, FZAB, GIS, IJS, IZUM, KILJ, NLZOH, NUK, OILJ, PILJ, PNG, SAZU, SBCE, SBMB, SIK, UILJ, UKNU, UL, UM, UPUK
While some scholars regard workplace gossip as norm-violating behavior that costs gossipers status, others suggest that gossip clarifies organizational norms and thereby increases gossiper status. ...Integrating gossip literature with norm research, we develop a model to distinguish positive gossip from negative gossip and theorize their independent and joint effects on gossiper workplace status via peers' perceptions of norm violation and norm clarification-two concurrent but countervailing mechanisms. We hypothesize that positive gossip relates positively to norm clarification perceptions but negatively to norm-violation perceptions, whereas negative gossip relates positively to both norm clarification and norm-violation perceptions. Interactively, positive gossip weakens the norm-violation effects of negative gossip on gossiper status, and each type of gossip replaces the norm clarification effects of the other type of gossip on gossiper status. These hypotheses were largely supported in a 2 × 2 between-subjects experiment with 345 full-time employees (Study 1), a three-wave field survey with data from 192 full-time employees (Study 2), and a round-robin field survey with data from 287 focal employees and 1,075 of their team members embedded in 87 teams (Study 3). Three additional studies reported in the supplementary materials revealed contingencies of the hypotheses: The hypotheses received support with a different experimental manipulation (Study 4), and the hypothesized norm-violation effect of negative gossip was not contingent on gossip content (target's self-serving vs. nonself-serving behavior, Study 5) but gossip intention such that the effect became nonsignificant when gossip intention was group-serving (cf. self-serving, Study 6).
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CEKLJ, FFLJ, NUK, ODKLJ, PEFLJ, UPUK
Driven by fierce global competition, flatter organizational structures and the growing complexity of tasks, boundary spanning behavior (BSB) in externally dependent work teams has increasingly been ...emphasized in both theory and practice. The current study aims to answer the questions of whether, when and how an individual's BSB impacts his or her task performance within a team. Based on a sample of 272 employees from 57 new product development teams in China, we found that informal leader emergence mediated the relationship between an individual's BSB and his or her performance within a team. Moreover, group-level power distance positively moderated the association between BSB and informal leader emergence. An overall mediated moderation model of the effect of the interaction between BSB and group power distance (PD) on task performance via informal leadership emergence was also confirmed. In particular, the relationship between BSB and task performance via informal leadership emergence was stronger for teams with less PD than for those with more PD. The implications of the research are discussed.
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BFBNIB, IZUM, KILJ, NUK, PILJ, SAZU, UL, UM, UPUK
When sense of power helps or hinders creativity remains an unresolved question. Drawing upon the approach‐inhibition theory of power and its extensions, we integrate two different predictions into a ...dual‐pathway model, showing the paradoxical role that sense of power—one's perceived ability to influence others—plays in predicting creativity. Specifically, sense of power helps creativity through increased risk‐taking and simultaneously hinders it through reduced perspective taking. We further propose openness to experience as a moderator of the countervailing mechanisms, such that the positive path through risk‐taking is stronger and the negative path through perspective taking is weaker for individuals with higher (vs. lower) levels of openness. We test our hypotheses with three multisource and multi‐wave field studies (Study 1: n = 181 part‐time MBAs paired with peers; Study 2: n = 128 sales employees paired with store managers; Study 3: n = 153 sales employees paired with store managers). The results support our theoretical model, showing that sense of power and creativity are simultaneously connected positively through risk‐taking and negatively through perspective taking, and that the overall indirect effect of sense of power on creativity is more positive for individuals with higher (vs. lower) levels of openness to experience.
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BFBNIB, FZAB, GIS, IJS, KILJ, NLZOH, NUK, OILJ, SAZU, SBCE, SBMB, UL, UM, UPUK
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