Role of Big Five personality traits in regulatory-focused job crafting

Sameer, Sanjeet Kumar; Priyadarshi, Pushpendra

doi:10.1108/sajbs-03-2020-0060

Cited by 10 publications

(10 citation statements)

References 52 publications

(160 reference statements)

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“…First, to the best of our knowledge, this is a pioneer study on EI in the SMEs of Pakistan to highlight the potential benefits of EI. In line with the RFT and prior research in the emerging markets (Sameer and Priyadarshi, 2020), the findings of this research suggest that PMF employees show developmental and growth values such as thriving, innovativeness and accomplishments. In contrast, PVF employees strive for safety needs and fulfill obligations rather than be involved in risky and innovative endeavors (Wallace et al , 2016).…”

Section: Discussionsupporting

confidence: 85%

“…In addition, given the untapped research on RF and EI, little is explored about the underlying mechanisms of this relationship. By unearthing the mediating role of thriving on RF facets and EI, this study extends and contributes to three important knowledge streams – RF (Sameer and Priyadarshi, 2020), thriving (Kleine et al , 2019; Wallace et al , 2016) and EI (Gawke et al , 2018, 2019). This research enriches RFT by confirming thriving as a mediator between the positive (negative) relationship of PMF (PVF) and EI.…”

Section: Discussionmentioning

confidence: 65%

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Employee’s regulatory focus and intrapreneurship: modeling the mediating role of creative self-efficacy and thriving

Muavia

Hussain

Sahibzada

et al. 2022

JEEE

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Purpose This research aims to investigate the direct and indirect (via creative self-efficacy [CSE] and thriving) effects of regulatory focus (RF) on employee intrapreneurship (EI) in Pakistan’s small- and medium-sized enterprises (SMEs). Design/methodology/approach A time-lagged (six weeks apart) design is used to collect data through self-administered questionnaires. The researchers retrieved 492 usable responses from frontline employees working in SMEs. Findings The results showed the positive direct and indirect (via CSE and thriving) effects of promotion focus on EI. As expected, the results showed negative direct and indirect effects of prevention focus on intrapreneurship. The follow-up analysis revealed the mediating effect of CSE is stronger for the promotion focus and intrapreneurship, and the mediating effect of thriving is stronger for prevention focus and intrapreneurship. Practical implications This study reveals the importance of RF facets as important predictors of EI. The study highlights the importance of intrapreneurship in emerging economies, but expecting such behavior from every employee is a fallacy. Thus, decision-makers in organizations can nurture prevention-focused employees to engage in intrapreneurship. Originality/value This is a pioneer study to include RF (promotion focus and prevention focus) in an emerging country – Pakistan – to reveal its significance in EI. It establishes CSE and thriving as mediating mechanisms between RF and EI for the first time to offer new insights into theory and practice.

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Section: Discussionsupporting

confidence: 85%

Section: Discussionmentioning

confidence: 65%

Employee’s regulatory focus and intrapreneurship: modeling the mediating role of creative self-efficacy and thriving

Muavia

Hussain

Sahibzada

et al. 2022

JEEE

View full text Add to dashboard Cite

show abstract

“…The selected organizations belong to both the public and private sectors in the Indian subcontinent. The study ensured that the organizations had the best human resource management (HRM) policies because prior studies have proposed that HRM is significant in enabling higher flexibility and job crafting as well as augmenting intrinsic motivation (Sameer and Priyadarshi, 2020). Researchers have suspected that the small public sector organizations might not have the best HRM policies (Aggarwal, 2021).…”

Section: Methodsmentioning

confidence: 99%

“…Job resources refer to the social, physical, organizational or psychological features of job that are useful for attaining work goals as well as in encouraging learning, individual progress and advancement. Job resources are associated with social support, positive organizational climate, autonomy, skill variety and career opportunities (Sameer and Priyadarshi, 2020). Past research has confirmed that job resources encourage work engagement instead of job demands (see Bakker and Demerouti, 2014).…”

Section: Introductionmentioning

confidence: 99%

Can intrinsic motivation be attained through psychological detachment and job crafting: the mediating role of emotional stability

Nehra

Sarna²,

Kumar

et al. 2023

EBHRM

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PurposeThis paper conceptualizes the broaden-build and self-determination theories that act as the major theoretical framework to investigate the role of psychological detachment and job crafting behaviours in predicting intrinsic motivation through emotional stability. It was hypothesized that emotionally stable employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated.Design/methodology/approachThe sample comprised 396 employees, who are employed in different organizations across India. To test the hypotheses, the authors conducted structural equation modelling on SPSS AMOS 22.FindingsThe results highlight the partial mediating role of emotional stability in the association of psychological detachment with intrinsic motivation as well as the fully mediating role between job crating and intrinsic motivation.Research limitations/implicationsThe study is conducted in a non-western collectivist culture and it makes significant contribution to the available literature on intrinsic motivation by proving that psychological detachment and job crafting act as predictor and highlighting the psychological state through emotional stability. The study further adds toward theory building around the construct of emotional stability, as it is still in its infancy.Practical implicationsThis study has depicted that emotionally stable employees who are psychologically detached and have proactive job crafting behaviour can achieve higher intrinsic motivation.Originality/valueOn the basis of the recovery process (i.e. the effort-recovery model), the broaden and build theory and self-determination theory (SDT), this paper demonstrates that emotional stability plays the role of mediator that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employees.

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“…Therefore, we used demographic characteristics namely age, gender, marital status, education, work experience and job level were used as control variables in the study in line with prior studies (Robledo et al. , 2019; Sameer and Priyadarshi, 2021a, b). As one form of job crafting may affect the availability of job resources for pursuing other types of job crafting (Bakker and Demerouti, 2014), therefore, we also controlled for the effect of promotion-focused job crafting while assessing various relationships involving prevention-focused job crafting and vice-versa.…”

Section: Methodsmentioning

confidence: 99%

Regulatory-focused job crafting, person-job fit and internal employability–examining interrelationship and underlying mechanism

Sameer

Priyadarshi²

2022

EBHRM

Self Cite

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PurposeThis paper examines the relationships between regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting, person-job fit and internal employability and explores the direct and underlying mediation process using conservation of resources and job demands-resources theories.Design/methodology/approachSurvey data collected from 425 executives of India based public sector enterprises were used to test hypotheses.FindingsPromotion- and prevention-focused job crafting respectively had a contrasting relationship with needs-supplies fit. The relationship with demands-abilities fit was statistically significant only in the case of prevention-focused job crafting. These two job crafting forms respectively had a positive and a negative effect on internal employability, both directly as well as indirectly through person-job fit.Practical implicationsEmployees can pursue promotion-focused job crafting and avoid prevention-focused job crafting to improve their person-job fit as well as internal employability which subsequently may have multiple favourable outcomes at an organizational and individual level.Originality/valueThe study, for the first time, empirically investigates the differential role of individuals' efforts in the form of promotion- and prevention-focused job crafting, in influencing internal employability and explains its underlying mechanism through person-job fit. These interrelationships may have important implications for employees' job demand management process and job choices.

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Role of Big Five personality traits in regulatory-focused job crafting

Cited by 10 publications

References 52 publications

Employee’s regulatory focus and intrapreneurship: modeling the mediating role of creative self-efficacy and thriving

Employee’s regulatory focus and intrapreneurship: modeling the mediating role of creative self-efficacy and thriving

Can intrinsic motivation be attained through psychological detachment and job crafting: the mediating role of emotional stability

Regulatory-focused job crafting, person-job fit and internal employability–examining interrelationship and underlying mechanism

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