Career adaptability and ambidextrous behavior among customer-service representatives: the role of perceived organizational support

Affum-Osei, Emmanuel; Asante, Eric Adom; Forkouh, Solomon Kwarteng; Abdul-Nasiru, Inusah

doi:10.1080/08853134.2019.1594241

Cited by 20 publications

(20 citation statements)

References 92 publications

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“…Most studies have analyzed the influence of individual ambidexterity on individual performance measured with different variables. For example, individual ambidexterity positively influences employee innovative performance (Zacher et al, 2016), employees service (Affum-Osei et al, 2020) and sales performance (Van der Borgh et al, 2017), task performance (Good & Michel, 2013), or individual R&D performance (Kobarg et al, 2017). Only Schnellbächer et al (2019) analyze the effect of individual ambidexterity on team or unit level variables, finding a positive effect on team performance and on the effectiveness and efficiency of the department.…”

Section: Issue 6: Consequences and Contingent Effects In Individual Ambidexterity Researchmentioning

confidence: 99%

The microfoundations of organizational ambidexterity: A systematic review of individual ambidexterity through a multilevel framework

Pertusa‐Ortega

Molina‐Azorín

Tarı́

et al. 2020

BRQ Business Research Quarterly

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The analysis of ambidexterity at the individual level may help to open the black box of organizational ambidexterity and to address the microfoundations of the exploration/exploitation dilemma in order to know how it can be achieved. The purpose of this article is to examine the main characteristics, antecedents, and consequences of individual ambidexterity, highlighting several key theoretical and methodological issues. Through a systematic literature review, we synthesize and integrate knowledge about individual ambidexterity, identifying opportunities and challenges for future research. We propose a multilevel framework that includes antecedents, consequences, and contingent effects of individual ambidexterity and their relationships. This multilevel framework may help to overcome the micro–macro divide in the management field. We also provide a synthesis of future research proposals. JEL CLASSIFICATION: M10

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Section: Issue 6: Consequences and Contingent Effects In Individual Ambidexterity Researchmentioning

confidence: 99%

The microfoundations of organizational ambidexterity: A systematic review of individual ambidexterity through a multilevel framework

Pertusa‐Ortega

Molina‐Azorín

Tarı́

et al. 2020

BRQ Business Research Quarterly

View full text Add to dashboard Cite

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“…Hence, an employee's expectations of the future improves an individual's capability to plan, which is based on the number of useful consequences (Autin, Douglass, Duffy, England, & Allan, 2017;Avram, Burtaverde, & Zanfirescu, 2019;Hirschi, Herrmann, & Keller, 2015;Koen et al, 2010). The second dimension is career control which refers to self-regulatory elements that helps individuals to become responsible for the course of events to reach the desired results depending on self-discipline and continuous efforts (Affum-Osei et al, 2020). The third dimension is career curiosity which refers to the ability of exploration of personal opportunities and exploitation of this knowledge in reaching an individual's career-related goals (Affum-Osei et al, 2020;Ebenehi et al, 2016;Ginevra et al, 2018).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…The second dimension is career control which refers to self-regulatory elements that helps individuals to become responsible for the course of events to reach the desired results depending on self-discipline and continuous efforts (Affum-Osei et al, 2020). The third dimension is career curiosity which refers to the ability of exploration of personal opportunities and exploitation of this knowledge in reaching an individual's career-related goals (Affum-Osei et al, 2020;Ebenehi et al, 2016;Ginevra et al, 2018). The last dimension is career confidence which refers to individuals' trust in their abilities to deal with career-related problems in a successful manner.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…Thus, CA in the shape of proficiencies collected via learning and experiences is mainly appreciated in the labor market that enhance CM (Avram et al, 2019;Haibo et al, 2018;Hirschi et al, 2015). Studies found that CA is linked to the range of useful findings which may maximize CM transformation and exploitation of new information (Affum-Osei et al, 2020;Aljanabi, 2018;Zacher et al, 2015). Koen et al (2010) mentioned that CA consists of an employee's capicity to encounter, follow, or admit modifying career roles and to effectively manage career transitions.…”

Section: Research Framework and Hypothesis Developmentmentioning

confidence: 99%

“…Amin et al (2017) confirmed that the employees with high level of CCMT possess positive attitudes toward their jobs and achieve more career motivation. Affum-Osei et al (2020) reported that career adaptability (CA) linked with many implicational outcomes that may increase CM. An important role of CCMT is to provide an individual incentive for faster and greater adaptability for career-related changes.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

The Mediation Role of Career Adaptability between Career Commitment and Career Motivation: An Empirical Investigation

Najib

Aljanabi

2020

IMBR

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This study investigates the nexus between career commitment, adaptability and motivation, and the mediation role of career adaptability on the relationships between career commitment and motivation. Data were collected randomly from marketers working in the telecommunication sector in the Kurdistan region of Iraq through online questionnaires. There were 121 out of 285 forms received and analyzed using the structural equation modeling approach. The findings indicate that both career commitment and adaptability have direct effects on career motivation. Furthermore, a mediation effect of career adaptability was identified in the relationship between career commitment and motivation. The findings of the study contribute to the career motivation literature by investigating the effects of individual factors, namely career commitment and career adaptability, on career motivation in the context of developing countries. The study also points out the compound effect of these factors on career motivation.

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From high-performance work systems and resilience to employee well-being during crises: exploring the moderating role of employee ambidexterity

Hanu,

Khumalo

2023

Curr Psychol

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This study examines the moderating role of employee ambidexterity on how high-performance work systems and employee resilience relates to organisational resilience and employee well-being during crises. Additionally, it explores the influence of organisational resilience on employee well-being during crises. This study used a quantitative approach. Two-wave cross-sectional data were obtained from 324 employees of pharmaceutical manufacturing firms in Ghana and analysed using Structural Equation Modelling-Partial Least Squares. The findings indicated that a high-performance work system plays a crucial role in enhancing the link between organizational resilience and employee well-being. Although employee resilience was found to influence on organizational resilience and employee well-being positively, this effect is not statistically significant. The results also indicate that the role of exploitation ambidexterity is vital in strengthening the relationship between high-performance work systems, employee resilience, organizational resilience, and employee well-being, particularly during crises. This provides a comprehensive analysis of the influence of high-performance work systems, employee resilience, and employee ambidexterity on both organizational resilience and employee well-being. Additionally, using personal and organisational resources to examine how they promote employee well-being during crises empirically provides new insights into resilience and well-being literature.

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Career adaptability and ambidextrous behavior among customer-service representatives: the role of perceived organizational support

Cited by 20 publications

References 92 publications

The microfoundations of organizational ambidexterity: A systematic review of individual ambidexterity through a multilevel framework

The microfoundations of organizational ambidexterity: A systematic review of individual ambidexterity through a multilevel framework

The Mediation Role of Career Adaptability between Career Commitment and Career Motivation: An Empirical Investigation

From high-performance work systems and resilience to employee well-being during crises: exploring the moderating role of employee ambidexterity

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