Pub Date : 2023-09-27DOI: 10.1108/cdi-08-2023-0278
Jos Akkermans, William E. Donald, Denise Jackson, Anneleen Forrier
Purpose and approach This article presents the case for creating stronger connections between research on graduate and worker employability. We offer a narrative review of commonalities and differences between these research streams and offer thoughts and suggestions for further integration and mutual learning. Findings We outline some of the main theories and concepts in the graduate and worker employability domains. Furthermore, we analyze how these show considerable overlap, though they have barely connected with each other yet. We also formulate an agenda for future research that would spur stronger connections between the fields. Finally, we turn to our fellow authors, reviewers, and editors to encourage a more open approach to each other's work that would enable more cross-fertilization of knowledge. Implications We hope our narrative review, critical analysis and future research suggestions will lead to more collaborations and mutual learning among employability researchers in the educational, career and psychology areas.
{"title":"Are we talking about the same thing? The case for stronger connections between graduate and worker employability research","authors":"Jos Akkermans, William E. Donald, Denise Jackson, Anneleen Forrier","doi":"10.1108/cdi-08-2023-0278","DOIUrl":"https://doi.org/10.1108/cdi-08-2023-0278","url":null,"abstract":"Purpose and approach This article presents the case for creating stronger connections between research on graduate and worker employability. We offer a narrative review of commonalities and differences between these research streams and offer thoughts and suggestions for further integration and mutual learning. Findings We outline some of the main theories and concepts in the graduate and worker employability domains. Furthermore, we analyze how these show considerable overlap, though they have barely connected with each other yet. We also formulate an agenda for future research that would spur stronger connections between the fields. Finally, we turn to our fellow authors, reviewers, and editors to encourage a more open approach to each other's work that would enable more cross-fertilization of knowledge. Implications We hope our narrative review, critical analysis and future research suggestions will lead to more collaborations and mutual learning among employability researchers in the educational, career and psychology areas.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"85 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135537081","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-19DOI: 10.1108/cdi-06-2022-0163
Tom L. Junker, Christine Yin Man Fong, Marjan Gorgievski, Jason C.L. Gawke, Arnold B. Bakker
Purpose This study investigates when and for whom job crafting may turn into job quitting. The authors hypothesize that approach job crafting relates more positively to turnover intentions and subsequent voluntary job changes among employees with (a) high (vs low) need for career challenges and (b) those with high (vs low) self-esteem. Design/methodology/approach Data were collected from 575 employees of a large public organization in the Netherlands with two measurement moments three months apart. Hypotheses were tested using cross-lagged regression analyses and path modeling. Findings Supporting the hypotheses, approach crafting related positively to an increase in turnover intentions only among employees with high need for challenge or high self-esteem. Moreover, via turnover intentions at Time 1, approach crafting related positively to the voluntary job change at Time 2 for employees with (a) high need for challenge, as well as those with (b) high self-esteem. These findings held after controlling for avoidance crafting. Research limitations/implications This study has been conducted in a relatively homogenous sample. Future research may test the predictions in a more heterogeneous sample, including participants from different cultural and economic contexts. Practical implications The authors advise human resource (HR) professionals to facilitate the job crafting efforts of employees with a high need for challenge and those with high self-esteem because these groups are particularly at risk of voluntarily quitting their jobs. Adopting insights from the wise proactivity model may help ensure that job crafting benefits both employees and employers. Originality/value This study brings clarity to the inconsistent relationships between job crafting and job quitting by using the wise proactivity model as an explanatory framework.
{"title":"From job crafting to job quitting? Testing a wise proactivity perspective","authors":"Tom L. Junker, Christine Yin Man Fong, Marjan Gorgievski, Jason C.L. Gawke, Arnold B. Bakker","doi":"10.1108/cdi-06-2022-0163","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0163","url":null,"abstract":"Purpose This study investigates when and for whom job crafting may turn into job quitting. The authors hypothesize that approach job crafting relates more positively to turnover intentions and subsequent voluntary job changes among employees with (a) high (vs low) need for career challenges and (b) those with high (vs low) self-esteem. Design/methodology/approach Data were collected from 575 employees of a large public organization in the Netherlands with two measurement moments three months apart. Hypotheses were tested using cross-lagged regression analyses and path modeling. Findings Supporting the hypotheses, approach crafting related positively to an increase in turnover intentions only among employees with high need for challenge or high self-esteem. Moreover, via turnover intentions at Time 1, approach crafting related positively to the voluntary job change at Time 2 for employees with (a) high need for challenge, as well as those with (b) high self-esteem. These findings held after controlling for avoidance crafting. Research limitations/implications This study has been conducted in a relatively homogenous sample. Future research may test the predictions in a more heterogeneous sample, including participants from different cultural and economic contexts. Practical implications The authors advise human resource (HR) professionals to facilitate the job crafting efforts of employees with a high need for challenge and those with high self-esteem because these groups are particularly at risk of voluntarily quitting their jobs. Adopting insights from the wise proactivity model may help ensure that job crafting benefits both employees and employers. Originality/value This study brings clarity to the inconsistent relationships between job crafting and job quitting by using the wise proactivity model as an explanatory framework.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"26 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135063066","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-14DOI: 10.1108/cdi-03-2023-0063
Syed Muhammad Irfan, Faisal Qadeer, Muddassar Sarfraz, Mohammed Khurrum Bhutta
Purpose This paper explores critical job resources (CRJRs) as predictors of job crafting and sustainable employability. Using job demands-resources (JD-R) theory as a theoretical lens, the authors examine how job crafting mediates CRJR and sustainable employability and whether work uncertainty as a boundary condition further strengthened these associations using moderated mediation approach. Design/methodology/approach The authors used a cross-sectional time-lagged research design by collecting data from 483 knowledge workers in Pakistan's healthcare and universities, both public and private. The authors used structural equation modeling using AMOS 25.0 software to examine the proposed relationships’ mediation, moderation and moderated-mediation processes, such as Hayes (2018) process models 1,7,14 and 58. In addition, the authors tested a structural model with self-developed estimands instead of using process macros available in SPSS by computing variables. Findings The results of this study confirmed that CRJR predicts job crafting and employees' sustainable employability. Furthermore, comprehensive testing suggested that mediation of job crafting between CRJR and sustainable employability further strengthened in the presence of a boundary condition of work uncertainty. Originality/value The study uncovers CRJR (job, organizational, social and relational) as a predictor of job crafting. The authors suggest that job design integrating CRJR helps organizations and managers promote job crafting and make employees responsible for their sustainable employability. The proposed CRJR has not been used as a predictor of job crafting, and no such study tested CRJR as a predictor of sustainable employability. The authors made comprehensive testing to examine the boundary condition of work uncertainty while examining the CRJR and sustainable employability relations via job crafting.
{"title":"Determinants and consequences of job crafting under the boundary conditions of work uncertainty","authors":"Syed Muhammad Irfan, Faisal Qadeer, Muddassar Sarfraz, Mohammed Khurrum Bhutta","doi":"10.1108/cdi-03-2023-0063","DOIUrl":"https://doi.org/10.1108/cdi-03-2023-0063","url":null,"abstract":"Purpose This paper explores critical job resources (CRJRs) as predictors of job crafting and sustainable employability. Using job demands-resources (JD-R) theory as a theoretical lens, the authors examine how job crafting mediates CRJR and sustainable employability and whether work uncertainty as a boundary condition further strengthened these associations using moderated mediation approach. Design/methodology/approach The authors used a cross-sectional time-lagged research design by collecting data from 483 knowledge workers in Pakistan's healthcare and universities, both public and private. The authors used structural equation modeling using AMOS 25.0 software to examine the proposed relationships’ mediation, moderation and moderated-mediation processes, such as Hayes (2018) process models 1,7,14 and 58. In addition, the authors tested a structural model with self-developed estimands instead of using process macros available in SPSS by computing variables. Findings The results of this study confirmed that CRJR predicts job crafting and employees' sustainable employability. Furthermore, comprehensive testing suggested that mediation of job crafting between CRJR and sustainable employability further strengthened in the presence of a boundary condition of work uncertainty. Originality/value The study uncovers CRJR (job, organizational, social and relational) as a predictor of job crafting. The authors suggest that job design integrating CRJR helps organizations and managers promote job crafting and make employees responsible for their sustainable employability. The proposed CRJR has not been used as a predictor of job crafting, and no such study tested CRJR as a predictor of sustainable employability. The authors made comprehensive testing to examine the boundary condition of work uncertainty while examining the CRJR and sustainable employability relations via job crafting.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135491420","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-07DOI: 10.1108/cdi-12-2022-0326
Nour R. El Amine, Rosalía Cascón-Pereira
PurposeDespite being one of the most used dependent variables in expatriate management research, no clear-cut understanding exists of what expatriate success means. Thus, this study aims to propose an integrative definition of expatriate success by providing an overview of expatriate success's dimensions, antecedents, and their interplay.Design/methodology/approachA systematic literature review (SLR) was conducted to achieve the purpose. A total of 249 empirical studies (quantitative 111, qualitative 50, mixed-methods 17), literature reviews (67) and meta-analyses (4) on expatriate success were reviewed from Web of Science and Scopus databases published from 1990 until December 2021. The study selection criteria followed the PRISMA flowchart steps, and then descriptive and network analyses were performed to identify expatriates' success dimensions, antecedents and their interplay.FindingsThe findings show the interplay among antecedents and dimensions of expatriate success across three levels (individual, interpersonal and organisational) to clarify the concept of expatriate success. Also, the study offers a comprehensive definition of expatriate success based on the dimensions identified.Research limitations/implicationsThe suggested definition of expatriate success elucidates the “atheoretical”, multidimensional and socially constructed nature of the construct and hence, calls for more “theoretical”, multidimensional and subjective considerations of the term to ground human resource management practices addressed to attain expatriates' success.Originality/valueThis paper provides an integrative definition of expatriate success, giving greater insight into the construct, in addition to critically reflecting on it.
尽管是外派人员管理研究中最常用的因变量之一，但对外派人员成功的含义却没有明确的理解。因此，本研究旨在通过概述外派人员成功的维度、前因及其相互作用，提出外派人员成功的综合定义。设计/方法学/方法为了达到目的，我们进行了系统的文献综述(SLR)。我们从1990年至2021年12月期间发表的Web of Science和Scopus数据库中，对外籍人士成功的249项实证研究(定量研究111项，定性研究50项，混合方法17项)、文献综述(67项)和元分析(4项)进行了综述。研究选择标准遵循PRISMA流程图步骤，然后进行描述性和网络分析，以确定外籍人士的成功维度、前因及其相互作用。研究结果表明，在三个层面(个人、人际和组织)上，外派人员成功的前因和维度之间存在相互作用，从而澄清了外派人员成功的概念。此外，该研究还根据所确定的维度提供了外派人员成功的综合定义。研究局限/影响外派人员成功的建议定义阐明了该概念的“非理论的”、多维的和社会建构的性质，因此要求对该术语进行更多的“理论的”、多维的和主观的考虑，以便为实现外派人员的成功奠定人力资源管理实践的基础。原创性/价值本文提供了外派人员成功的综合定义，除了对其进行批判性反思外，还对其结构进行了更深入的了解。
{"title":"What does expatriate success mean? Developing a comprehensive definition through a systematic literature review","authors":"Nour R. El Amine, Rosalía Cascón-Pereira","doi":"10.1108/cdi-12-2022-0326","DOIUrl":"https://doi.org/10.1108/cdi-12-2022-0326","url":null,"abstract":"PurposeDespite being one of the most used dependent variables in expatriate management research, no clear-cut understanding exists of what expatriate success means. Thus, this study aims to propose an integrative definition of expatriate success by providing an overview of expatriate success's dimensions, antecedents, and their interplay.Design/methodology/approachA systematic literature review (SLR) was conducted to achieve the purpose. A total of 249 empirical studies (quantitative 111, qualitative 50, mixed-methods 17), literature reviews (67) and meta-analyses (4) on expatriate success were reviewed from Web of Science and Scopus databases published from 1990 until December 2021. The study selection criteria followed the PRISMA flowchart steps, and then descriptive and network analyses were performed to identify expatriates' success dimensions, antecedents and their interplay.FindingsThe findings show the interplay among antecedents and dimensions of expatriate success across three levels (individual, interpersonal and organisational) to clarify the concept of expatriate success. Also, the study offers a comprehensive definition of expatriate success based on the dimensions identified.Research limitations/implicationsThe suggested definition of expatriate success elucidates the “atheoretical”, multidimensional and socially constructed nature of the construct and hence, calls for more “theoretical”, multidimensional and subjective considerations of the term to ground human resource management practices addressed to attain expatriates' success.Originality/valueThis paper provides an integrative definition of expatriate success, giving greater insight into the construct, in addition to critically reflecting on it.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46661140","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-01DOI: 10.1108/cdi-03-2023-0082
Tamer Koburtay, Ahmad Abualigah, Jawad Syed, Abbas J. Ali
PurposeThis study seeks to offer a contextual, multilevel perspective on the impact of patriarchal culture and Islamic faith on issues facing women holding leadership positions in a Middle Eastern context.Design/methodology/approachData were collected through 25 in-depth qualitative interviews along with open-ended questions in a paper-based survey. In view of the authors' research objectives, the authors purposively recruited participants who were identified as Muslim scholars (academics) and clerics (practitioners).FindingsWhile the study challenges the prevailing stereotype that Islam holds women leaders back by referring to Islamic teachings that support gender equality, it also highlights the adverse impact of gender discriminatory misinterpretations of Islam for women leaders. The study identifies three interconnected, multilevel factors that lead to misinterpretations of Islamic teachings, i.e. (1) cultural factors (macro level – i.e. patriarchal and tribal culture), (2) organizational factors (meso level – i.e. organizational policies) and (3) individual factors (micro level – i.e. interpretations and practices of religion).Research limitations/implicationsThis study contributes to the existing theory development of religion and women in leadership by presenting a novel model highlighting the interplay between religion, patriarchy and women in leadership.Practical implicationsThe study recommends the application of a gender egalitarian system that enables full utilization of women's skills and capabilities by (1) reducing the discriminatory function of tribal culture and (2) identifying steps to reform inegalitarian gender practices in the Arab region.Originality/valueThe research is unique as it is the first time that a study has incorporated Muslim academic scholars' and clerics' views into gender and organization research. The study is thus contextually relevant and offers fresh multilevel insights on the interplay among religion, culture and gender.
{"title":"Misconceptions and misunderstandings: an exploration of the interplay of religion, culture and gender from Muslim scholars and clerics","authors":"Tamer Koburtay, Ahmad Abualigah, Jawad Syed, Abbas J. Ali","doi":"10.1108/cdi-03-2023-0082","DOIUrl":"https://doi.org/10.1108/cdi-03-2023-0082","url":null,"abstract":"PurposeThis study seeks to offer a contextual, multilevel perspective on the impact of patriarchal culture and Islamic faith on issues facing women holding leadership positions in a Middle Eastern context.Design/methodology/approachData were collected through 25 in-depth qualitative interviews along with open-ended questions in a paper-based survey. In view of the authors' research objectives, the authors purposively recruited participants who were identified as Muslim scholars (academics) and clerics (practitioners).FindingsWhile the study challenges the prevailing stereotype that Islam holds women leaders back by referring to Islamic teachings that support gender equality, it also highlights the adverse impact of gender discriminatory misinterpretations of Islam for women leaders. The study identifies three interconnected, multilevel factors that lead to misinterpretations of Islamic teachings, i.e. (1) cultural factors (macro level – i.e. patriarchal and tribal culture), (2) organizational factors (meso level – i.e. organizational policies) and (3) individual factors (micro level – i.e. interpretations and practices of religion).Research limitations/implicationsThis study contributes to the existing theory development of religion and women in leadership by presenting a novel model highlighting the interplay between religion, patriarchy and women in leadership.Practical implicationsThe study recommends the application of a gender egalitarian system that enables full utilization of women's skills and capabilities by (1) reducing the discriminatory function of tribal culture and (2) identifying steps to reform inegalitarian gender practices in the Arab region.Originality/valueThe research is unique as it is the first time that a study has incorporated Muslim academic scholars' and clerics' views into gender and organization research. The study is thus contextually relevant and offers fresh multilevel insights on the interplay among religion, culture and gender.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46881586","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Editorial: Message from the incoming Editor-in-Chief","authors":"J. Harrison","doi":"10.1108/cdi-08-2023-337","DOIUrl":"https://doi.org/10.1108/cdi-08-2023-337","url":null,"abstract":"","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44871167","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-24DOI: 10.1108/cdi-06-2022-0164
Felipe Muñoz Medina, Sergio Andrés López Bohle, Jeske Van Beurden, M. J. Chambel, S. Ugarte
PurposeAlthough research on job insecurity (JI) and its relationship with employee performance has increased in recent years, results are mixed and inconclusive. The objectives of this paper are to explore 1) the conceptualizations of JI, 2) the relationship between JI and different performance dimensions, 3) the theoretical perspectives used to explain the JI–performance relationship and 4) the mechanisms and contextual boundaries that affect the JI–performance relationship.Design/methodology/approachFollowing the PRISMA guidelines, the authors systematically searched for peer-reviewed empirical studies published before July 2021 in Web of Science and Scopus. The authors analyzed 81 empirical studies published on the conceptualization of job insecurity, its relationship with employee performance, and what mechanisms and contingency factors are studied. The authors used thematic analysis to analyze the articles.FindingsResults of this review show that the quantitative cognitive dimension is dominant in extant JI literature. Furthermore, in-role performance and OCB were most often investigated in relation to the four dimensions of job insecurity, drawing from a range of theoretical perspectives to explain this relationship. Moreover, a variety of mechanisms and contextual factors on individual, individual work-related, individual-level attitudes and job-level characteristics have found to play a role in this relationship.Research limitations/implicationsThis study has a number of limitations. The first pertains to the exclusion of articles in languages other than English and non-peer reviewed papers. It is possible that the search strategy used may not have identified other studies that may have met the established criteria in order to be included in our research. However, this method was chosen to guarantee the quality of the included articles in this study and in line with previous meta-analyses and literature reviews (De Witte et al., 2016; Sverke et al., 2019). Second, one selection criteria focused on how performance was assessed in the studies incorporated in this literature review. The authors excluded studies that addressed performance from the perspective of the organization (i.e. studies that measured performance at the organizational level). The authors herewith might have excluded studies that focused on one or multiple job insecurity constructs, but the authors herewith included studies that were comparable in terms of performance indicator outcomes. Future studies could expand the search by investigating, as a next step, the impact on organizational performance. Finally, since the focus of this literature review was on the relationship between job insecurity and performance indicators, including the mechanisms and boundary conditions that affect this relationship, the authors did not include focus on how job insecurity can be influenced (Shoss, 2017), and herewith lack information on the predictors side of job insecurity. However, by
虽然近年来对工作不安全感及其与员工绩效关系的研究有所增加，但结果却参差不齐，尚无定论。本文的目的是探讨1)智能智能的概念，2)智能智能与不同绩效维度的关系，3)用于解释智能智能绩效关系的理论视角，以及4)影响智能智能绩效关系的机制和上下文边界。根据PRISMA指南，作者系统地检索了2021年7月之前在Web of Science和Scopus上发表的同行评议的实证研究。作者分析了81篇关于工作不安全感概念、工作不安全感与员工绩效的关系、工作不安全感研究的机制和偶然性因素的实证研究。作者运用主题分析法对文章进行分析。结果表明，定量认知维度在现有文献中占主导地位。此外，角色内绩效和组织公民行为最常被研究与工作不安全感的四个维度的关系，并从一系列理论角度解释这种关系。此外，个体、个人工作相关、个人层面态度和工作层面特征的多种机制和情境因素在这一关系中发挥了作用。研究的局限性/意义这项研究有许多局限性。第一个问题涉及排除英语以外语言的文章和非同行评议的论文。有可能使用的搜索策略可能没有确定其他可能符合既定标准的研究，以便纳入我们的研究。然而，选择这种方法是为了保证本研究纳入文章的质量，并符合先前的荟萃分析和文献综述(De Witte et al.， 2016;Sverke et al.， 2019)。其次，一个选择标准侧重于如何在本文献综述中纳入的研究中评估绩效。作者排除了从组织的角度来研究绩效的研究(即在组织层面上衡量绩效的研究)。作者在本文中可能排除了关注一种或多种工作不安全感结构的研究，但作者在本文中纳入了在绩效指标结果方面具有可比性的研究。作为下一步，未来的研究可以通过调查对组织绩效的影响来扩大研究范围。最后，由于本文献综述的重点是工作不安全感与绩效指标之间的关系，包括影响这种关系的机制和边界条件，作者没有关注工作不安全感如何受到影响(Shoss, 2017)，因此缺乏关于工作不安全感预测因素方面的信息。然而，通过将作者的重点缩小到中介和调节，作者能够提出一个影响工作不安全感-绩效关系的因素的广泛列表，从而为未来的研究提供富有成效的领域。未来的研究可以通过概述不同工作不安全感结构的预测因子来扩展这些发现，看看是否存在潜在的不同的工作不安全感概念化预测因子(Jiang和Lavaysse, 2018)。实践意义本研究综述有助于将该研究领域的现有经验证据系统化。这一点尤其重要，也为进一步了解工作不安全感对绩效的影响提供了空间。具体来说，对于组织和政策制定者来说，重要的是要意识到存在的工作不安全感的不同概念以及它们如何影响员工的绩效。此外，对影响这种关系的潜在机制和边界条件的概述提供了关于组织如何干预以影响对工作不安全感的反应的见解。社会意义研究结果是相关的，可能对组织和国家当局的决策者感兴趣，他们必须掌握有关工作不安全感对绩效影响的质量信息。原创性/价值基于这些发现，作者展示了工作不安全感的不同概念的影响以及它们如何影响工作绩效。此外，作者对未来研究如何更好地处理工作不安全感的不同概念和测量及其不同方法的整合提出了建议。
{"title":"The relationship between job insecurity and employee performance: a systematic literature review and research agenda","authors":"Felipe Muñoz Medina, Sergio Andrés López Bohle, Jeske Van Beurden, M. J. Chambel, S. Ugarte","doi":"10.1108/cdi-06-2022-0164","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0164","url":null,"abstract":"PurposeAlthough research on job insecurity (JI) and its relationship with employee performance has increased in recent years, results are mixed and inconclusive. The objectives of this paper are to explore 1) the conceptualizations of JI, 2) the relationship between JI and different performance dimensions, 3) the theoretical perspectives used to explain the JI–performance relationship and 4) the mechanisms and contextual boundaries that affect the JI–performance relationship.Design/methodology/approachFollowing the PRISMA guidelines, the authors systematically searched for peer-reviewed empirical studies published before July 2021 in Web of Science and Scopus. The authors analyzed 81 empirical studies published on the conceptualization of job insecurity, its relationship with employee performance, and what mechanisms and contingency factors are studied. The authors used thematic analysis to analyze the articles.FindingsResults of this review show that the quantitative cognitive dimension is dominant in extant JI literature. Furthermore, in-role performance and OCB were most often investigated in relation to the four dimensions of job insecurity, drawing from a range of theoretical perspectives to explain this relationship. Moreover, a variety of mechanisms and contextual factors on individual, individual work-related, individual-level attitudes and job-level characteristics have found to play a role in this relationship.Research limitations/implicationsThis study has a number of limitations. The first pertains to the exclusion of articles in languages other than English and non-peer reviewed papers. It is possible that the search strategy used may not have identified other studies that may have met the established criteria in order to be included in our research. However, this method was chosen to guarantee the quality of the included articles in this study and in line with previous meta-analyses and literature reviews (De Witte et al., 2016; Sverke et al., 2019). Second, one selection criteria focused on how performance was assessed in the studies incorporated in this literature review. The authors excluded studies that addressed performance from the perspective of the organization (i.e. studies that measured performance at the organizational level). The authors herewith might have excluded studies that focused on one or multiple job insecurity constructs, but the authors herewith included studies that were comparable in terms of performance indicator outcomes. Future studies could expand the search by investigating, as a next step, the impact on organizational performance. Finally, since the focus of this literature review was on the relationship between job insecurity and performance indicators, including the mechanisms and boundary conditions that affect this relationship, the authors did not include focus on how job insecurity can be influenced (Shoss, 2017), and herewith lack information on the predictors side of job insecurity. However, by","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43050108","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-21DOI: 10.1108/cdi-04-2023-0092
Nan Wang, Y. Luan, Guolong Zhao, Rui Ma
PurposeThis study aims to examine the antecedents of career decision self-efficacy (CDSE) and provide a comprehensive understanding of the factors that influence this critical construct in career development and decision-making.Design/methodology/approachThis study employed a meta-analysis of 43 independent studies, comprising 90 correlations and 17,143 participants. The Hunter-Schmidt method meta-analysis was used to analyze the data and identify the factors associated with CDSE. Random-effect meta-regression analysis was applied to detect the potential moderators.FindingsThe study found that CDSE is positively associated with social support (ρ = 0.41), age (ρ = 0.05), agreeableness (ρ = 0.23), conscientiousness (ρ = 0.48), emotional intelligence (ρ = 0.48), extraversion (ρ = 0.41), openness (ρ = 0.35) and proactive personality (ρ = 0.68), while negatively related to neuroticism (ρ = −0.33). Furthermore, the results indicate that sample gender (%female) and mean age partially moderate the relationship between CDSE and age, core-self evaluations and neuroticism.Originality/valueIn this study, the authors have contributed significantly to the existing research on CDSE antecedents by conducting a thorough analysis of the various factors associated with this critical construct. The findings offer an accurate understanding of the factors that influence CDSE, and this paper's moderation analysis sheds light on the boundary conditions in the CDSE literature. Moreover, this research has practical implications for practitioners such as teachers, parents and career counselors. By leveraging the insights gained from this study, practitioners can provide more effective career support and intervention to young people, which can help increase their CDSE and improve their overall career development and well-being.
{"title":"The antecedents of career decision self-efficacy: a meta-analysis on 20 years of research","authors":"Nan Wang, Y. Luan, Guolong Zhao, Rui Ma","doi":"10.1108/cdi-04-2023-0092","DOIUrl":"https://doi.org/10.1108/cdi-04-2023-0092","url":null,"abstract":"PurposeThis study aims to examine the antecedents of career decision self-efficacy (CDSE) and provide a comprehensive understanding of the factors that influence this critical construct in career development and decision-making.Design/methodology/approachThis study employed a meta-analysis of 43 independent studies, comprising 90 correlations and 17,143 participants. The Hunter-Schmidt method meta-analysis was used to analyze the data and identify the factors associated with CDSE. Random-effect meta-regression analysis was applied to detect the potential moderators.FindingsThe study found that CDSE is positively associated with social support (ρ = 0.41), age (ρ = 0.05), agreeableness (ρ = 0.23), conscientiousness (ρ = 0.48), emotional intelligence (ρ = 0.48), extraversion (ρ = 0.41), openness (ρ = 0.35) and proactive personality (ρ = 0.68), while negatively related to neuroticism (ρ = −0.33). Furthermore, the results indicate that sample gender (%female) and mean age partially moderate the relationship between CDSE and age, core-self evaluations and neuroticism.Originality/valueIn this study, the authors have contributed significantly to the existing research on CDSE antecedents by conducting a thorough analysis of the various factors associated with this critical construct. The findings offer an accurate understanding of the factors that influence CDSE, and this paper's moderation analysis sheds light on the boundary conditions in the CDSE literature. Moreover, this research has practical implications for practitioners such as teachers, parents and career counselors. By leveraging the insights gained from this study, practitioners can provide more effective career support and intervention to young people, which can help increase their CDSE and improve their overall career development and well-being.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-08-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47504642","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-15DOI: 10.1108/cdi-06-2022-0143
Xiongliang Peng, Kun Yu, Yezi Kang, Kairui Zhang, Qishu Chen
PurposeThe purpose of this study was to test the mediating effect of psychological entitlement in the relationship between perceived overqualification (POQ) and workplace ostracism. In addition, the authors posited that POQ would interact with task interdependence to influence psychological entitlement and indirectly affect workplace ostracism.Design/methodology/approachUsing data collected in three waves from 450 workers in a state-owned enterprise, the authors tested the proposed moderated mediation model.FindingsPOQ increased workplace ostracism through the mediation of psychological entitlement. Moreover, task interdependence buffered the positive effect of POQ on psychological entitlement.Practical implicationsWhen recruiting, managers should be careful about hiring employees who are too above the job requirements to lessen employees' POQ and lower its negative impact. In addition, they could reduce the feeling of being ostracized for overqualified employees through increasing task interdependence.Originality/valueExisting research on antecedents of workplace ostracism had mainly focused on the ostracizers, while largely ignoring the victims. Moreover, of the few studies on the victims of ostracism, most focused on inherent employee characteristics or external environmental factors, while little research attention has been given to employees' subjective perceptions. The present study is among the first to examine whether employees' POQ and individuals' self-perception that their skills, knowledge and abilities exceed the job requirements would lead to being ostracized and if so, how and when.
{"title":"Perceived overqualification leads to being ostracized: the mediating role of psychological entitlement and moderating role of task interdependence","authors":"Xiongliang Peng, Kun Yu, Yezi Kang, Kairui Zhang, Qishu Chen","doi":"10.1108/cdi-06-2022-0143","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0143","url":null,"abstract":"PurposeThe purpose of this study was to test the mediating effect of psychological entitlement in the relationship between perceived overqualification (POQ) and workplace ostracism. In addition, the authors posited that POQ would interact with task interdependence to influence psychological entitlement and indirectly affect workplace ostracism.Design/methodology/approachUsing data collected in three waves from 450 workers in a state-owned enterprise, the authors tested the proposed moderated mediation model.FindingsPOQ increased workplace ostracism through the mediation of psychological entitlement. Moreover, task interdependence buffered the positive effect of POQ on psychological entitlement.Practical implicationsWhen recruiting, managers should be careful about hiring employees who are too above the job requirements to lessen employees' POQ and lower its negative impact. In addition, they could reduce the feeling of being ostracized for overqualified employees through increasing task interdependence.Originality/valueExisting research on antecedents of workplace ostracism had mainly focused on the ostracizers, while largely ignoring the victims. Moreover, of the few studies on the victims of ostracism, most focused on inherent employee characteristics or external environmental factors, while little research attention has been given to employees' subjective perceptions. The present study is among the first to examine whether employees' POQ and individuals' self-perception that their skills, knowledge and abilities exceed the job requirements would lead to being ostracized and if so, how and when.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44300816","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-08DOI: 10.1108/cdi-07-2022-0219
Elena Samarsky
PurposeThe self-initiated nature of migration by self-initiated expatriates (SIEs) may make them more susceptible to the impact of the national context within which their adjustment takes place. Consequently, the failure or success of the expatriation depends on an SIE's ability to adapt to this national context. The paper aims to contribute to the adjustment theory literature by using the contextual angle and examining the impact of historical, legal, employment and hiring contexts on adjustment.Design/methodology/approachThe paper uses data from a qualitative study of 42 in-depth interviews with German SIEs. The study used semi-structured in-depth interviews in order to collect a wide range of information on adjustment experiences, circumstances and expectations, enabling comparative analysis. All participants have self-initiated their move to Britain and relocated without organisational support, held university diplomas, worked according to their qualifications and relocated following a job offer.FindingsAmong the study's main findings is impact of national context on adjustment experience, especially the historical relations between the countries involved. German SIEs have enjoyed easy adaptation in their new workplaces due to structurally favourable positions within the local hierarchies of prejudice, which can be attributed to the complex historical relations between Germany and Britain. Furthermore, this study draws the attention to the particularities of the nationally constructed hiring practices. In particular, the speedy recruitment in Britain presented additional challenges in adjustment for some participants, while facilitating it for others.Research limitations/implicationsThis study focuses on a specific population, and further research is needed to determine whether the findings can be generalised to other groups of SIEs in Britain and elsewhere. Another limitation of the study is the homogeneous nature of the sample in terms of education level and participant employment status (educated at a university level and found employment before relocation). Future research avenues include applying a comparative approach and focusing on the intersection between national context, employment circumstances, educational level and SIE adjustment.Practical implicationsThe study documents the complex effects of the hiring context on SIE adjustment and suggests that communicating the nationally constructed recruitment practices will align the expectations of both parties. This may increase the effectiveness of hiring and placing within the company and have a positive impact on the adjustment and work performance of the SIE. Furthermore, understating the particularities of each national context can enable international human resources management (IHRM) professionals to assess the specificity of each potential employee and can provide well-considered suggestions concerning the effect of country-specific legal and historical context on their adjustme
{"title":"Exploring the impact of national context on adjustment of self-initiated expatriates: the case of German professionals in Britain","authors":"Elena Samarsky","doi":"10.1108/cdi-07-2022-0219","DOIUrl":"https://doi.org/10.1108/cdi-07-2022-0219","url":null,"abstract":"PurposeThe self-initiated nature of migration by self-initiated expatriates (SIEs) may make them more susceptible to the impact of the national context within which their adjustment takes place. Consequently, the failure or success of the expatriation depends on an SIE's ability to adapt to this national context. The paper aims to contribute to the adjustment theory literature by using the contextual angle and examining the impact of historical, legal, employment and hiring contexts on adjustment.Design/methodology/approachThe paper uses data from a qualitative study of 42 in-depth interviews with German SIEs. The study used semi-structured in-depth interviews in order to collect a wide range of information on adjustment experiences, circumstances and expectations, enabling comparative analysis. All participants have self-initiated their move to Britain and relocated without organisational support, held university diplomas, worked according to their qualifications and relocated following a job offer.FindingsAmong the study's main findings is impact of national context on adjustment experience, especially the historical relations between the countries involved. German SIEs have enjoyed easy adaptation in their new workplaces due to structurally favourable positions within the local hierarchies of prejudice, which can be attributed to the complex historical relations between Germany and Britain. Furthermore, this study draws the attention to the particularities of the nationally constructed hiring practices. In particular, the speedy recruitment in Britain presented additional challenges in adjustment for some participants, while facilitating it for others.Research limitations/implicationsThis study focuses on a specific population, and further research is needed to determine whether the findings can be generalised to other groups of SIEs in Britain and elsewhere. Another limitation of the study is the homogeneous nature of the sample in terms of education level and participant employment status (educated at a university level and found employment before relocation). Future research avenues include applying a comparative approach and focusing on the intersection between national context, employment circumstances, educational level and SIE adjustment.Practical implicationsThe study documents the complex effects of the hiring context on SIE adjustment and suggests that communicating the nationally constructed recruitment practices will align the expectations of both parties. This may increase the effectiveness of hiring and placing within the company and have a positive impact on the adjustment and work performance of the SIE. Furthermore, understating the particularities of each national context can enable international human resources management (IHRM) professionals to assess the specificity of each potential employee and can provide well-considered suggestions concerning the effect of country-specific legal and historical context on their adjustme","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43376448","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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