Pages: 334 - 350 Abstract: Career Development International, Volume 22, Issue 4, Page 334-350, August 2017. Purpose The purpose of this paper is to investigate the mediating role of innovative behavior on the relationships between organizational structure, such as centralization, formalization, integration, and organizational innovation performance. Design/methodology/approach The authors collected data from 140 functional managers of manufacturing organizations in the Republic of Korea. The authors used structural equation modeling procedure to evaluate the validity of proposed hypotheses. Findings The results suggest that innovative behavior mediates the links among centralization, formalization, and organizational innovation performance. However, the findings indicate that innovative behavior does not mediate the relationship between integration and organizational innovation performance. Originality/value This work is the first to examine the mediating role of innovative behavior on the associations among centralization, integration, and organizational innovation performance. Citation: Career Development International PubDate: 2017-08-22T09:59:19Z DOI: 10.1108/CDI-12-2016-0234
Pages: 351 - 371 Abstract: Career Development International, Volume 22, Issue 4, Page 351-371, August 2017. Purpose The implications of the work-family balance (WFB) of dual-earner couples are well known; however, the extant literature on this topic has failed to adequately explore the context of Sub-Saharan Africa (SSA), specifically Nigeria. The purpose of this paper is to examine the implications of the WFB of dual-earner couples in Nigeria. Design/methodology/approach This paper employs a qualitative methodology in order to explore the effect of couples’ dual-earner status on their WFB in an African context by using Nigerian medical practitioners as the empirical focus. Findings The findings reveal that the dual-earner status provides some respite from financial hardship and improves family finances, which subsequently enhances WFB. However, the dual-earner status also has negative impacts on WFB in terms of work performance, dysfunctionality, and associated societal problems. Originality/value This paper provides insights into the WFB of dual-earner couples in the non-western context of SSA, highlighting the previously unexplored implications of dual-earner status in the context of SSA. Citation: Career Development International PubDate: 2017-08-22T09:58:56Z DOI: 10.1108/CDI-09-2016-0154
Pages: 372 - 398 Abstract: Career Development International, Volume 22, Issue 4, Page 372-398, August 2017. Purpose The purpose of this paper is to challenge existing models of career ambition, extending understanding of how women define and experience ambition at early career stages in a professional services organisation. Design/methodology/approach Semi-structured interviews were conducted with 20 women from a professional services organisation, who were aged 24-33 and had not yet reached managerial positions. The interviews were recorded, transcribed and template analysis was conducted. Findings The analysis revealed four main themes in the women’s experiences: subjective, dynamic ambition; frustrated lack of sight; self-efficacy enables ambition; and a need for resilience vs a need to adapt. The findings support that women do identify as ambitious, but they vary in the extent to which they view ambition as intrinsic and stable, or affected by external, contextual factors, such as identity-fit, barriers, support and work-life conflict. Research limitations/implications These results demonstrated insufficiency of current models of ambition and a new model was proposed. The model explains how women’s workplace experiences affect their ambition and therefore how organisations and individuals can better support women to maintain and fulfil their ambitions. Originality/value This study extends and contributes to the redefinition of women’s career ambition, proposing a model incorporating women’s affective responses to both internal (psychological) and external (organisational) factors. It provides further evidence against previous individual-level claims that women “opt-out” of their careers due to an inherent lack of ambition, focussing on the interplay of contextual-level explanations. Citation: Career Development International PubDate: 2017-08-22T09:59:10Z DOI: 10.1108/CDI-08-2016-0137
Pages: 399 - 418 Abstract: Career Development International, Volume 22, Issue 4, Page 399-418, August 2017. Purpose The purpose of this paper is to analyze the moderating effects of the broad personality traits associated with the five-factor model (FFM) of personality, on the relationship between qualitative and quantitative job insecurity (JI) and physical and mental health complaints. Design/methodology/approach Self-report data collected in a cross-sectional study from a heterogeneous sample of 469 Romanian employees was analyzed with hierarchical regressions in order to identify moderation effects between each personality trait, JI and health outcomes. Findings Neuroticism and introversion amplify the relationship between JI and mental health complaints. None of the other personality traits showed any significant interaction with JI. No moderating effects were found for physical health complaints. Quantitative and qualitative JI show a high correlation and similar relationships with other variables, but may not be part of the same larger factor. Practical implications The FFM has a lower contribution than expected in explaining the JI-health dynamic, with only 2 out of 5 reaching significance. The personality traits of neuroticism and introversion function as moderately strong vulnerability factors in the JI-mental health relationship, and may be used by managers in identifying employees who are at risk in situations when JI is likely to appear. Originality/value The authors offer overall support for the main effect model in the relationship between JI and health, showing that, while some broad personality traits buffer the negative effect of JI in a fairly strong manner, this effect may be very difficult to completely abolish. The authors further show that quantitative and qualitative JI are very closely related facets of the broader JI construct. Citation: Career Development International PubDate: 2017-08-22T09:58:42Z DOI: 10.1108/CDI-08-2016-0146
Pages: 419 - 435 Abstract: Career Development International, Volume 22, Issue 4, Page 419-435, August 2017. Purpose The purpose of this paper is to investigate the independent and joint effects of regulatory focus (promotion and prevention) on the relationship between workplace resources (support and feedback) and employee resilience. It proposed that, at high levels of resource availability, a high promotion-high prevention profile would elicit the highest levels of employee resilience. Design/methodology/approach An online survey was completed by 162 white collar employees from four organisations. In addition to the main effects, two- and three-way interactions were examined to test hypotheses. Findings Promotion focus was positively associated with employee resilience, and though the relationship between prevention focus and resilience was non-significant, both regulatory foci buffered against the negative effects of low resources. Employees with high promotion-high prevention focus displayed the highest levels of resilience, especially at high levels of feedback. Conversely, the resilience of low promotion-low prevention individuals was susceptible to feedback availability. Practical implications Employee resilience development and demonstration are contingent not only on resources, but also on psychological processes, particularly regulatory focus. Organisations will develop resilience to the extent that they provide workplace resources, and, importantly, stimulate both promotion and prevention perspectives on resource management. Originality/value This study extends the research on regulatory focus theory by testing the joint effects of promotion and prevention foci on workplace resources, and the relationship between regulatory foci and employee resilience. Citation: Career Development International PubDate: 2017-08-22T09:59:04Z DOI: 10.1108/CDI-11-2016-0208
Pages: 436 - 459 Abstract: Career Development International, Volume 22, Issue 4, Page 436-459, August 2017. Purpose The purpose of this paper is to examine the relationship between employees’ perceptions of organizational virtuousness and task crafting, and to test the mediating roles of organizational identification and work engagement in this relationship. Design/methodology/approach The authors collected questionnaires from 175 Korean flight attendants and conducted structural equation modeling analyses. Findings Employees’ perceptions of organizational virtuousness were positively associated with task crafting. While organizational identification was not solely responsible for mediating this relationship, it intervened in the relationship between organizational virtuousness perceptions and task crafting by affecting work engagement. Research limitations/implications While this study provides important insights into the roles of organizational virtuousness, organizational identification, and work engagement in promoting task crafting, the use of self-reported, cross-sectional data limits causal inferences between variables. Practical implications Based on the present findings, managers can better understand the antecedents and mediating processes affecting employees’ task crafting. Originality/value This study adds value to the positive organizational psychology literature by revealing crucial intermediary processes linking organizational virtuousness perceptions and task crafting, thus suggesting reciprocity and social identity-based motivation as potential underlying mechanisms of task crafting. Citation: Career Development International PubDate: 2017-08-22T09:58:43Z DOI: 10.1108/CDI-11-2016-0192
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