Organizational career growth and high-performance work systems: The roles of job crafting and organizational innovation climate

Miao, Ran; Yu, Jia; Bozionelos, Nikos; Bozionelos, Georgios

doi:10.1016/j.jvb.2023.103879

Cited by 10 publications

(4 citation statements)

References 141 publications

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“…They may seek help and resources from supervisors and colleagues in a tactful manner, thus reducing resource losses. 37 Simultaneously, relational crafting can lower the likelihood of employees being assigned illegitimate tasks again, thereby mitigating their psychological costs. 20 Finally, employees and supervisors differ in the criteria used to measure illegitimate tasks, and cognitive crafting can change employees’ perceptions of these tasks.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“… 40 Secondly, through relational crafting, employees can build stronger interpersonal networks, receive more support and encouragement from their supervisors and colleagues, and thus they will be more motivated to unleash creative energy. 37 Finally, through cognitive crafting, employees can change their career perceptions, increase work engagement, and further boost creative expectations. 38 Previous studies have shown a positive correlation between job crafting and employees’ attitudes and behaviors.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

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The Double-Edged Sword Effect of Illegitimate Tasks on Employee Creativity: Positive and Negative Coping Perspectives

He,

Zheng,

Wei

2024

PRBM

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Purpose The purpose of our study is to explore how employees respond to illegitimate tasks and the impact it will have on employee creativity, as well as to explore the important boundary conditions for weakening the negative impact of illegitimate tasks and enhancing its positive impact. Methods We collected 271 pairs of employee-supervisor valid matching data through three rounds of surveys, and conducted statistical analysis and hypothesis testing using SPSS 26.0 and AMOS 24.0 statistical analysis tools. Results The results show that both job crafting and work withdrawal play a mediating role between illegitimate tasks and employee creativity, and the negative mediating role of work withdrawal is stronger than the positive mediating role of job crafting; supervisor developmental feedback not only positively moderates the relationship between illegitimate tasks and job crafting but also enhances the positive mediating role of job crafting; supervisor developmental feedback not only negatively moderates the link between illegitimate tasks and work withdrawal but also weakens the negative mediating role of work withdrawal. Conclusion Drawing on Conservation of Resources theory and Stress-as-Offense-to-Self theory, we reveal that employees will adopt job crafting and work withdrawal in response to illegitimate tasks from positive and negative coping perspectives and how it will positively and negatively affect employee creativity, respectively. Meanwhile, we find that supervisor developmental feedback is a boundary condition for reducing the negative impact of illegitimate tasks and promoting their positive impact. In addition, we provide implications for organizations to weigh the pros and cons of illegitimate tasks and improve employee creativity.

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Section: Theory and Hypothesesmentioning

confidence: 99%

Section: Theory and Hypothesesmentioning

confidence: 99%

The Double-Edged Sword Effect of Illegitimate Tasks on Employee Creativity: Positive and Negative Coping Perspectives

He,

Zheng,

Wei

2024

PRBM

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“…Bhutto, Jamal and Ullah (2023), who explore the bank sector comprehensively, conclude that service innovations along with supportive human resource practices could lead a company to sustainable growth. Some authors also pay attention to the role of innovation organization climate and policy for career development for the company's overall performance (Miao, Bozionelos, Bozionelos, 2023). Other researchers have a more general starting point and explore on macroeconomy level between technological innovations and its impact on economic growth at the national level (He et al, 2023;Li, Hou, Jia, Li, 2023).…”

Section: Entrepreneurship and Sustainability Issuesmentioning

confidence: 99%

Basic principles in evaluation of fast-growing companies operating in innovation-intensive industries

Anguelov,

Angelova

2023

JESI

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In recent years, when the world economy has been recovering from the crisis caused by the pandemic, the opportunities for economic development have taken on a new meaning and started to sound relevant again. Fast-growing firms may be considered a similar opportunity, especially those operating in innovation-intensive sectors of the economy. Their example can serve both academics and practitioners to analyze the characteristics and features that predetermine their rapid growth and, on this base, to create a model that startup companies can use. The preset paper aims to define such factors and specifics that describe fast-growing companies operating in innovative-intensive sectors of the economy.

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“…In small organizations, where resources are often limited, and the need for rapid adaptation is very high, irregularities in HR systems can be more severe than in large organizations with more resources to cover the shortfall (Arseneault & Gagnon, 2024;Deng et al, 2024;Miao et al, 2023;Roundy & Burke-Smalley, 2022a). These limitations often make small organizations less able to invest in a robust HR infrastructure, exacerbating the situation (Baltrunaite et al, 2023;Salazar-Adams & Ramirez-Figueroa, 2024).…”

Section: Introductionmentioning

confidence: 99%

Human Resources System Irregularities Impacting Work Scope in Small Mental Health Organizations: Performance Management and Talent Acquisition

Savandha,

Azzahra,

Sukand

2024

ijebss

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This study investigates the impact of human resource (HR) system irregularities on the effectiveness of job scope allocation in small organizations, focusing specifically on performance management and talent acquisition. Using a qualitative approach, data were collected from a small organization providing adolescent mental health services. The findings reveal that role ambiguity, uneven workload distribution, lack of structured feedback, and undefined recruitment processes are key challenges affecting job scope effectiveness. The study underscores the importance of implementing structured HR practices to improve operational efficiency and employee satisfaction in small organizations. These improvements can enhance short-term performance and support long-term sustainability and growth.

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Organizational career growth and high-performance work systems: The roles of job crafting and organizational innovation climate

Cited by 10 publications

References 141 publications

The Double-Edged Sword Effect of Illegitimate Tasks on Employee Creativity: Positive and Negative Coping Perspectives

The Double-Edged Sword Effect of Illegitimate Tasks on Employee Creativity: Positive and Negative Coping Perspectives

Basic principles in evaluation of fast-growing companies operating in innovation-intensive industries

Human Resources System Irregularities Impacting Work Scope in Small Mental Health Organizations: Performance Management and Talent Acquisition

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