Influences of human, social, and psychological capital on career adaptability: net and configuration effects

Xu, Qian; Hou, Zhe; Zhang, Chao; Cui, Yifan; Hu, Xinyu

doi:10.1007/s12144-023-04373-y

Cited by 8 publications

(6 citation statements)

References 32 publications

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“…In summary, HC, SC and PC can influence performance and career progression (Greenhaus and Kossek, 2014;Kauffeld and Spurk, 2022). Furthermore, Xu et al (2023) conclude that the three types of capital interact with each other and synergistically influence individual career development. According to the multiple regression analysis, PC has the biggest impact, then SC and HC.…”

Section: Literature Review and Hypothesesmentioning

confidence: 80%

The impact of multiple sources of employees’ capital on judgments regarding potential for career advancement

Botelho

2024

EJMBE

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PurposeThe human resource and talent management fields have been increasingly focusing on the process and criteria to identify employees’ potential for career advancement due to their impact on the competitive advantage of organizations. This paper expands the extant theoretical and empirical evidence regarding these complex decisions, namely through the combined analysis of multidimensional sources of employees' capital.Design/methodology/approachThis is a cross-sectional study. Data were collected from 384 individuals assessed by their line managers. The research model and hypotheses were tested using structured equation modeling.FindingsThe results show a positive and significant influence of four employees’ capital sources, namely: human capital (what you know), social capital (whom you know), psychological capital (who you are) and reputational capital (how others perceive us) with regard to judgments of potential for career advancement. The model explains 52% of the total variance in those judgments.Research limitations/implicationsThe data were collected using a questionnaire at a single point in time and thus, not allowing cause-effect inferences.Practical implicationsThe results provide guidance to organizational leaders to improve the decision-making process regarding judgments of potential for career advancement.Originality/valueTo our knowledge, this is the first study to examine managers’ judgments regarding the potential for career advancement using four sources of employees' capital: human, social, psychological and reputational capital. Furthermore, it considers that reputation plays a mediation role.

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Section: Literature Review and Hypothesesmentioning

confidence: 80%

The impact of multiple sources of employees’ capital on judgments regarding potential for career advancement

Botelho

2024

EJMBE

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Section: Theoretical Backgroundmentioning

confidence: 99%

“…Therefore, in the context of the existence of WCBA, FWC, SS, PsyCap, and mindfulness may indeed rely on each other to influence employees’ TI in configurations. However, although Xu, Hou, Zhang, Yu, Guan, et al (2022), Xu, Hou, Zhang, Yu, and Li (2022), Xu et al (2023) adopted a configuration perspective, they overlooked the differences in the combination of antecedents for achieving high-level and low-level outcome variables. According to configuration theory, the antecedent configurations for achieving high-level and low-level outcome variable may be different (Rihoux & Ragin, 2008).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…According to configuration theory, the antecedent configurations for achieving high-level and low-level outcome variable may be different (Rihoux & Ragin, 2008). Therefore, unlike the study by Xu, Hou, Zhang, Yu, Guan, et al (2022), Xu, Hou, Zhang, Yu, and Li (2022), Xu et al (2023), this study not only examined the antecedent configuration of high-level TI, but also examined the antecedent configuration of low-level TI. The antecedent configurations of WCBA, FWC, SS, PsyCap, and mindfulness for high-level and low-level TI may be different.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…Previous scholars have also examined similar studies (Xu, Hou, Zhang, Yu, Guan, et al, 2022; Xu, Hou, Zhang, Yu, & Li, 2022; Xu et al 2023). Xu, Hou, Zhang, Yu, Guan, et al (2022), Xu, Hou, Zhang, Yu, and Li (2022), Xu et al (2023) used configuration perspective to examine the effects of human capital, social capital, and PsyCap on well-being, job performance, and career adaptability. The results indicated that the three types of capital were interdependent with each other, achieving a high level of well-being, job performance, and career adaptability in configurations.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

See 2 more Smart Citations

Work Connectivity Behavior After-Hours and Turnover Intention: A Configuration Perspective

Tao,

Xu,

Zhou

et al. 2023

Sage Open

Self Cite

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The use of Internet tools virtually increases the work connectivity behavior after-hours (WCBA), is becoming increasingly common. Previous studies have found that WCBA has a double-edged sword effect on turnover intention (TI), but the configuration effect had been ignored. To investigate the configuration effect of WCBA, internal factors (i.e., psychological capital and mindfulness), and external factors (i.e., family-to-work conflict and social support), on TI. A total of 305 participants have been collected using convenience sampling. A questionnaire that covers six personal and contextual scales of the WCBA, psychological capital (PsyCap), mindfulness, family-to-work conflict (FWC), social support (SS), and TI, was used to gather data. Adhering to configurational theory, the study was conducted using fuzzy-set qualitative comparative analysis (fsQCA). it was revealed that seven antecedent configurations could achieve high TI, among them, WCBA existed in S4 and S6 but was absent in S5 and S7. Moreover, WCBA can exist and be absent in S1-S3 simultaneously; and for the 13 configurations that achieve low level of TI, WCBA can exist or not. Therefore, although the achievement of low level of TI is to some extent influenced by WCBA, it relies more on the influence of other factors (i.e., PsyCap, mindfulness, ∼ FWC, and SS). The study proves that WCBA has a double-edged effect on TI. The absence of FWC and existence of SS, PsyCap, and mindfulness are critical variables to buffer the loss of psychological resources caused by WCBA and recover psychological resources in time. These results may be helpful to recognize the negative effect of WCBA existence, accompanied with the absence of mindfulness on TI; also, the absence of SS was as crucial as the existence of FWC in the process of achieving high level of TI.

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Effect of psychological capital on employee performance, work stress, job insecurity, and job satisfaction: evidence from India

Sen,

Mishra,

Patnaik

et al. 2023

Curr Psychol

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Influences of human, social, and psychological capital on career adaptability: net and configuration effects

Cited by 8 publications

References 32 publications

The impact of multiple sources of employees’ capital on judgments regarding potential for career advancement

The impact of multiple sources of employees’ capital on judgments regarding potential for career advancement

Work Connectivity Behavior After-Hours and Turnover Intention: A Configuration Perspective

Effect of psychological capital on employee performance, work stress, job insecurity, and job satisfaction: evidence from India

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