The Impact of Network Embeddedness on the Innovation Performance of New Generation of Employees in the Post-COVID-19 Era—The Mediating Role of Psychological Contract

Wang, Jianhua; Ma, Junwei; Yong-zhou, LI

doi:10.3389/fpsyg.2022.737945

Cited by 10 publications

(14 citation statements)

References 95 publications

(87 reference statements)

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“…New-generation employees refers to those workers born between 1980 and 2000, also called "xinshengdai yuangong" [19], and contains the post-1980s ("80 hou"), post-1990s ("90 hou"), and post-2000s ("00 hou") cohorts, which are similar to the "millennial generation" in Western culture [10,16,35]. In terms of growth with the rapid development of information technology and economic reforms [36], the new generation of employees are influenced by change, innovation, and informatization, showing significantly different characteristics such as freedom, active thinking, contempt for authority, and advocating equality [17,18].…”

Section: The New Generation Of Employeesmentioning

confidence: 99%

“…They actively use resources to find and to grasp various learning and creative opportunities, and to gain vitality and learning experience. Meanwhile, new-generation employees are more receptive to change and innovation [35,94]. New-generation employees with proactive personalities are motivated to engage in constructive change behaviors.…”

Section: Proactive Personality and Thriving At Workmentioning

confidence: 99%

“…First, generational categories have become commonplace in human resource management research. Scholars have become increasingly interested in the behaviors of different generations of employees [19,35]. Combining with the characteristics of the times, this study started from the distinct personality of the new generation of employees to explore how the proactive personality of new-generation employees affects the improvement of their career adaptability.…”

Section: Theoretical Contributionsmentioning

confidence: 99%

See 2 more Smart Citations

Career Adaptability as a Strategy to Improve Sustainable Employment: A Proactive Personality Perspective

Zhao

Zhang

2022

Sustainability

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Reaching full employment and reducing the unemployment rate is one of the 17 sustainable development goals (SDGs) issued by the United Nations to face COVID-19 and the complex global economic situation. Although governments, society, and organizations have made efforts towards SDGs, how employees exert their subjective initiative and enhance their career adaptability is fundamental to solve the employment issue. How to enhance employees’ career adaptability to strengthen their psychological ability to face career changes is the guarantee of sustainable employment. In the light of the main force role and the unique characteristics of the new generation of employees in the workplace, this study aims to explore the relation between a proactive personality and career adaptability. According to the career construction theory, this study constructed a moderated mediation model to test the effect of a proactive personality on career adaptability through career identity and thriving at work, and the moderating role of task interdependence. Surveying 285 new-generation employees in China, this research found that a proactive personality had a significant positive impact on career adaptability, and that career identity and thriving at work mediate the relation. Task interdependence moderated this relation. Our findings extend the research of career construction theory on individual factors and contextual factors, and offer insights into enhancing the sustainability of human resource management and supporting sustainable economic development.

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Section: The New Generation Of Employeesmentioning

confidence: 99%

Section: Proactive Personality and Thriving At Workmentioning

confidence: 99%

Section: Theoretical Contributionsmentioning

confidence: 99%

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Career Adaptability as a Strategy to Improve Sustainable Employment: A Proactive Personality Perspective

Zhao

Zhang

2022

Sustainability

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“…Internet companies are innovative entities with high demand for knowledge and have high requirements for new inspiration, new technologies, and innovative resources, while small differences in knowledge, lack of technical talents, and resource gaps will restrict the multidirectional development of enterprises (Biedenbach et al 2018 ). The connection among networking involvement, affective commitment, and creative ability is hypothesized in this study, as it has demonstrated that networking integration has a favorable impact on the creative achievement of new generations of personnel (Wang et al 2022 ). Then, will the influence process of Internet firms’ network embeddedness on product innovation be moderated by knowledge absorptive capacity?…”

Section: Introductionmentioning

confidence: 99%

The impact of smart city Internet firms network embeddedness on product innovation: a moderated mediating model

Sun

2023

Soft Comput

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While networking integration has been regarded as a significant driver in technology development, it remains unknown which and how situations influence the online business innovation process. This study used survey data from 466 smart city Internet firms in China to examine how three network embeddedness dimensions—structural embeddedness, relational embeddedness, and cognitive embeddedness—affect product innovation from the perspective of value network embeddedness, drawing on network embeddedness, intergrowth, and knowledge absorptive capacity theory. This paper also looked at the mediating variable of intergrowth and information knowledge transfer. According to our findings, intellectual, social, or architectural inclusion, all contribute to the enhancement of product innovativeness. Such beneficial connections are mediated to some extent by the resources provided. The association among networking involvement as well as technology innovation is moderated by information absorbent ability. Our findings add to the body of research in the areas of innovative technology, networking inclusion, and information absorbent ability.

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“…New generation of employees are gradually becoming the main force in China's labor market (Williams, 2020). However, the practical management experience is still not powerful when facing this new type of employees who have greater interest demands (Wang et al, 2022), more sensitive psychological construction (Zhou and Qian, 2021) and so on. And it is becoming increasing for cracks between new generation of employees and their organizations.…”

Section: Introductionmentioning

confidence: 99%

Psychological contract breach and job performance of new generation of employees: Considering the mediating effect of job burnout and the moderating effect of past breach experience

Yang²,

Zhao³

et al. 2022

Front. Psychol.

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With the intensification of COVID-19 epidemic, it becomes prominent to discuss the issue about the influence of psychological contract breach on job performance of new generation of employees. Based on social exchange theory, fairness theory, and conservation of resource theory, this study constructed a relationship model between psychological contract breach and job performance of new generation of employees with considering the mediating effect of job burnout and the moderating effect of past breach experience. Our hypotheses were tested using data from 235 respondents working in Yunnan Province, China. The results were as follows: first, psychological contract breach had a significant negative effect on job performance of new generation of employees, whether in the whole sample or in two grouped samples; second, both in the overall sample and the grouped sample of state-owned enterprises, job burnout partially mediated the negative relationship between psychological contract breach and job performance of new generation of employees, and past experience of breach positively moderated the negative relationship between psychological contract breach and job performance of new generation of employees; third, in the grouped sample of non-state-owned enterprises, job burnout did not play a significant mediating role in the relationship between psychological contract breach and job performance of new generation of employees, and past breach experience did not play a significant moderating role in this relationship. These findings uncover the psychological mechanism underlying work performance of new generation of employees, and also provide useful theoretical reference for management practices of new generation of employees among different natures of enterprises.

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The Impact of Network Embeddedness on the Innovation Performance of New Generation of Employees in the Post-COVID-19 Era—The Mediating Role of Psychological Contract

Cited by 10 publications

References 95 publications

Career Adaptability as a Strategy to Improve Sustainable Employment: A Proactive Personality Perspective

Career Adaptability as a Strategy to Improve Sustainable Employment: A Proactive Personality Perspective

The impact of smart city Internet firms network embeddedness on product innovation: a moderated mediating model

Psychological contract breach and job performance of new generation of employees: Considering the mediating effect of job burnout and the moderating effect of past breach experience

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