Impact of Future Work Self on Employee Workplace Wellbeing: A Self-Determination Perspective

Li, Zhongqiu; Yang, Yang; Zhang, Xue; Lyu, Zhuo

doi:10.3389/fpsyg.2021.656874

Cited by 5 publications

(3 citation statements)

References 72 publications

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“…The future work self is a conceptual representation of an individual’s aspirations and hopes for their future self in the work domain [ 24 ]. Compared to the general concept of the “possible self”, the future work self is future-oriented, work-related, and includes the two attributes of salience and elaboration [ 37 ]. Specifically, future work self-salience refers to the degree to which the person’s future work self is clear and imaginable.…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Linking undergraduates’ future work self and employability: a moderated mediation model

Ma,

Hou,

Cai

et al. 2024

BMC Psychol

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Background The career intentions of students play a crucial role in shaping the growth of the hospitality and tourism industry. Previous research underlines the significance of future work self in predicting outcomes related to one’s career. However, there is limited knowledge regarding the precise ways, timing, and conditions under which the future work self of undergraduate students can enhance their employability. Methods This paper aims to address the existing research gap by employing career construction theory and self-determination theory to propose a moderated mediation model—i.e., career exploration serves as a mediator and job market knowledge functions as a moderator in the relationship between future work self and employability. We conducted two independent studies (i.e., an experimental study and a time-lagged field study) to test the proposed model. Specifically, in Study 1 we employed an experimental research design to recruit 61 students majoring in tourism management to participate. They were randomly assigned to two scenarios (future work self: high vs. low), and we manipulated different levels of future work self by means of scenario descriptions. In Study 2, we used the time-lagged research design to collect data via submitting questionnaires among 253 Chinese undergraduates who majored in hospitality and tourism at a university in the middle area of China. Results The results indicate a positive correlation between undergraduates’ future work self and their employability. Furthermore, this relationship is mediated by a mediator of career exploration. It is important to note that this mediating relationship is also contingent upon the moderator variable of undergraduates’ job market knowledge when considering the impact of career exploration on employability. Conclusion The findings contribute to enriching the current understanding of the positive effects of future work self on undergraduates’ desirable outcomes in employability.

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Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Linking undergraduates’ future work self and employability: a moderated mediation model

Ma,

Hou,

Cai

et al. 2024

BMC Psychol

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“…General wellbeing is much broader for this topic. Workplace wellbeing, which refers to an employee’s overall cognition and perception of satisfaction at work and the emotional and psychological experience and health status expressed at workplaces ( Zheng et al, 2015 ; Li et al, 2021 ), is a more concrete and suitable variable according to our research design. In the existing study of wellbeing, organizational justice is an inseparable concept ( Cassar and Buttigieg, 2015 ).…”

Section: Theory and Hypothesismentioning

confidence: 99%

When colleague got recognized: Third-party’s reaction to witnessing employee recognition

Yang

Xia

2023

Front. Psychol.

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Employee recognition, an incentive method widely used in management practice, plays an important role in the organization. Although extant studies have confirmed its effectiveness, little attention has been paid to its spillover effect. Based on the Social Cognitive Theory and Affective Events Theory, this study argues that employee recognition encounter can trigger cognitive and behavioral reactions. Through perceived organizational justice and workplace wellbeing, a chain-mediating effect connects witnessing employee recognition to work engagement. This research adopts the empirical research method by asking the participants to do the weekly survey (four times in 1 month), and 258 samples are collected. Using SPSS20.0 and its PROCESS macro module, hypotheses are tested. The results indicate (1) employees who witness leaders’ recognition of colleagues will (a) perceive higher organizational justice and (b) be more engaged in work. (2) Perceived organizational justice will mediate the positive relationship between employee recognition encounters with (a) workplace wellbeing and (b) work engagement. (3) Perceived organizational justice and workplace wellbeing will have a chain-mediating effect in the path of employee recognition encounter and work engagement. The results provide both practical and theoretical contribution to employee recognition.

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“…The research has suggested that individuals' motivation and behavior may be influenced by the degree of future orientation in their self-system, indicating that FWSS may have more immediate and relevant outcomes related to current work [9]. Research has shown a positive correlation between FWSS and creativity [10], work performance [9], and employee well-being [11]. However, research on FWSS has received insufficient attention regarding current work behaviors and this field requires more empirical research.…”

Section: Introductionmentioning

confidence: 99%

Impact of Future Work Self-Salience on Proactive Behaviors: An Integrative and Comparative Study of Multiple Proactive Behaviors

Yang,

Li,

Qiao

2023

Sustainability

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The concept of Future Work-Salience (FWSS) plays a pivotal role in ensuring sustainable employability. Previous studies on FWSS have primarily focused on career-related outcomes, neglecting the broader domain of proactive behaviors. Furthermore, the existing literature lacks research that has comprehensively compared and analyzed multiple categories of proactive behavior within the same study. Drawing on the conservation of resources theory, the present study aims to examine the effects of FWSS on pro-organizational, prosocial, and pro-self-proactive behaviors via career planning, and the potential moderator of uncertainty avoidance. Data were collected using two-wave questionnaires from 191 Chinese employees and analyzed using PLS-SEM. The results showed that FWSS positively affected pro-organizational, prosocial, and pro-self-proactive behaviors via the mediator of career planning. Uncertainty avoidance weakened the positive effect of career planning on pro-self-proactive behavior, but did not significantly moderate the relationship between career planning and pro-organizational or prosocial–proactive behaviors. This study reveals the positive effects of FWSS on organizations, colleagues, and individuals, as well as the underlying mechanism and boundary conditions. By comparing the similarities and differences among multiple proactive behaviors, the theoretical applications and research scope of proactive behaviors were expanded. Finally, we have provided effective management suggestions for organizations on how to improve employees’ proactive behaviors.

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Impact of Future Work Self on Employee Workplace Wellbeing: A Self-Determination Perspective

Cited by 5 publications

References 72 publications

Linking undergraduates’ future work self and employability: a moderated mediation model

Linking undergraduates’ future work self and employability: a moderated mediation model

When colleague got recognized: Third-party’s reaction to witnessing employee recognition

Impact of Future Work Self-Salience on Proactive Behaviors: An Integrative and Comparative Study of Multiple Proactive Behaviors

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