Core Self-Evaluation and Work Engagement: Moderated Mediation Model of Career Adaptability and Job Insecurity

Yoo, Kieun; Lee, Ki Hak

doi:10.3389/fpsyg.2019.02093

Cited by 34 publications

(39 citation statements)

References 71 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…No difference on career adaptability performance was found between NHP and HP groups, differences occurred only within the HP and AP or the NHP and AP groups. Our findings are in agreement with some recent studies on Korean and Chinese employees that positive CSE is associated with expected work performance such as work engagement via career adaptability [71], despite the fact that these studies used different measurements. The finding also corroborates a recent Hong Kong study [38] that suggests self-esteem positively predicted career adaptability.…”

Section: Career Adaptability Of the Three Personality Traits Groupssupporting

confidence: 93%

Evaluation of a Blended Career Education Course during the COVID-19 Pandemic on Students’ Career Awareness

2021

View full text Add to dashboard Cite

Higher education has increasingly emphasized the importance of employability traits in order to personalize students’ learning needs and meet dynamic workplace demands. Previous research addressing the personalized learning on career education in blended learning model is limited. The present study aims to examine whether students with distinctive stable personality traits would improve their career adaptability and adaptation results after attending a synchronous career course during the COVID-19 pandemic. A total of 162 participants completed the questionnaires at both the first and last sessions of the course in spring 2020. Findings revealed that the course positively improved students’ identity formation. Personality traits demonstrated significant main effects on the middle identity formation stage and career adaptability. This study highlights traits such as emotional stability and possible cultural effects on the career development course in the young Chinese sample population. The implication of specific attributes and cultural backgrounds in career development courses is discussed.

show abstract

Section: Career Adaptability Of the Three Personality Traits Groupssupporting

confidence: 93%

Evaluation of a Blended Career Education Course during the COVID-19 Pandemic on Students’ Career Awareness

2021

View full text Add to dashboard Cite

show abstract

“…Model 4 of the PROCESS macro was used to test for mediation, Model 1 for the moderation analysis, and Model 7 for the overall moderated mediation model. The same strategies have been used by past researchers to analyze similar models ( Yoo and Lee, 2019 ; Lan et al, 2020 ).…”

Section: Methods and Resultsmentioning

confidence: 99%

The Dark Side of Organizational Identification: A Multi-Study Investigation of Negative Outcomes

Irshad

Bashir

2020

Front. Psychol.

View full text Add to dashboard Cite

After more than two decades of research on the positive side of organizational identification, researchers have begun to realize that it also has a dark side that needs immediate consideration. With support from social identity theory, the current study sheds light on the understudied role of the dark side of organizational identification by investigating its indirect effects on (a) psychological entitlement, (b) unethical pro-organizational behavior, and (c) pro-social rule-breaking through externally motivated organizational citizenship behavior, taking leader–member exchange as a boundary condition. Two surveys were conducted to test the proposed moderated mediation model. Data for the study 1 was collected from employees ( N = 356) working in the service sector (i.e., Universities, Banks and Telecommunication Organizations), whereas responses for study 2 were taken from employees ( N = 259) working in the hospitality industry. A time-lagged research design was selected for both surveys to avoid common method bias. The results demonstrate that organizational identification leads to adverse outcomes in the form of psychological entitlement, pro-social rule-breaking and unethical pro-organizational behavior through externally motivated organizational citizenship behavior. Furthermore, a high-quality leader–member exchange relationship enhances these indirect effects of organizational identification. Several theoretical and practical implications, along with limitations and future research directions, are also discussed.

show abstract

“…The results showed that unionized employees were less likely to adopt the behavioral responses of withdrawal and voice behavior. They also showed more loyalty than non-unionized employees (Kieun and Ki, 2019;Hur and Perry, 2020). Finally, job insecurity will reduce an individual's sense of belonging to the organization, thus reducing extra-role behavior.…”

Section: Job Insecurity and Extra-role Behaviormentioning

confidence: 97%

“…In the digital economy era, "temporary, " "flexible, " and "insecure" are more regarded as the labels of modern labor positions. The stability and predictability of employment have also been gradually replaced by job insecurity, which has become one of the most common workplace psychological problems faced by employees (Hu and Zhong, 2015;Kieun and Ki, 2019). In addition, the ravage of Covid-19 has a serious negative impact on the global economy and employment in 2019 (Wang et al, 2020b).…”

Section: Introductionmentioning

confidence: 99%

Job Insecurity and Employees’ Extra-Role Behavior: Moderated Mediation Model of Negative Emotion and Workplace Friendship

Liu

et al. 2021

Front. Psychol.

View full text Add to dashboard Cite

Based on the affective events theory, this paper discusses the influence of job insecurity on employees’ extra-role behavior. The mediating effect of negative emotion and the moderating effect of workplace friendship are also tested. The results of an empirical analysis, based on the data of 327 employees, show that job insecurity has a significant negative impact on employees’ extra-role behavior. Negative emotion plays a mediating role in the relationship between job insecurity and extra-role behavior. Workplace friendship moderated the relationship between job insecurity and negative emotions, as well as between job insecurity and extra-role behavior. Workplace friendship also moderates the mediating effect of negative emotion on the relationship between job insecurity and extra-role behavior, that is, the higher the level of the workplace friendship is, the weaker the mediation role mentioned above will be. The research results have implications for the sustainable development of the organization.

show abstract

Core Self-Evaluation and Work Engagement: Moderated Mediation Model of Career Adaptability and Job Insecurity

Cited by 34 publications

References 71 publications

Evaluation of a Blended Career Education Course during the COVID-19 Pandemic on Students’ Career Awareness

Evaluation of a Blended Career Education Course during the COVID-19 Pandemic on Students’ Career Awareness

The Dark Side of Organizational Identification: A Multi-Study Investigation of Negative Outcomes

Job Insecurity and Employees’ Extra-Role Behavior: Moderated Mediation Model of Negative Emotion and Workplace Friendship

Contact Info

Product

Resources

About