Protégé career aspirations: The influence of formal e-mentor networks and family-based role models

Using longitudinal data from a nine-month e-mentoring program, we analyzed the influence of formal e-mentor networks and family-based role models on increases in both psychosocial and career-related outcomes. Findings indicate that e-mentor network relationship quality positively influenced general- and career-based self-efficacy which, in turn, enhanced the objective career aspirations of underprivileged youth. Moreover, we address both the compensatory and complementary perspectives of social capital to assess the moderating influence that access to educational role models within the family has on this process. Implications of the findings and areas for future research are discussed

An examination of the roles of protean career orientation and career capital on work and life outcomes

Scholars suggest that an increasingly dynamic career context has shifted the nature of the psychological contract and led to more self-directed and customized careers. Moreover, research suggests that protean career orientation (PCO) can enable individuals to successfully and independently navigate a global and volatile labor market. As such, this study examines the influence of PCO on the development and acquisition of career capital, through proactive career management behaviors. Further, this study also examines the relationships between career capital and various work and life outcomes, including employability, career success and work-life balance and the contribution of these outcomes to individual well-being. Finally, this study also examines how leadership, adaptability, and a whole-life perspective moderate these processes.Ph.D., Organizational Behavior -- Drexel University, 201

Boundary conditions of the emotional exhaustion-unsafe behavior link: the dark side of group norms and personal control

The article of record as published may be found at http://dx.doi.org/10.1007/sI0490-015-9455-7This study focuses on the conditions under which emotional exhaustion leads to employee unsafe behavior. In a sample of 592 construction workers nested in 33 groups, we found that both emotional exhaustion and unsafe behavior norms were positively related to unsafe behavior by employees. Unsafe behavior norms moderated the relationship between emotional exhaustion and unsafe behavior, such that high group unsafe behavior norms strengthened the emotional exhaustion-employee unsafe behavior link. Furthermore, results indicated a three-way interaction effect in which employees with high emotional exhaustion conducted the highest levels of unsafe behavior when both group unsafe behavior norms and personal control over work were high. This paper provides important implications on understanding the influence of group norms on employee unsafe behavior, as well as its magnifying effect with personal control on the emotional exhaustion-unsafe behavior link.National Natural Science Foundation of ChinaFulbright ScholarshipCenter for Statistical Science, Peking UniversityKey Laboratory of Mathematical Economics and Quantitative Finance (Peking University, Ministry of EducationGrant no. 10901010Grant No. 7150217

Job search and voluntary turnover in a boundaryless world: a control theory perspective

We propose a cybernetic model of job search and voluntary turnover that is based on the need to remain employable in a volatile economy. The model depicts the process by which individuals engage in ongoing cycles of job search activities that can increase the likelihood of voluntary turnover, which, in turn, provides opportunities to develop additional career competencies. We then examine the implications of the model for future research on the turnover process

When do emotionally exhausted employees speak up? Exploring the potential curvilinear relationship between emotional exhaustion and voice

Two studies were conducted to address the potential nonlinear relationship between emotional exhaustion and voice. Study 1 developed and tested a model rooted in conservation of resources theory in which responses to emotional exhaustion are determined by individual-level and group-level conditions that influence the perceived safety and efficacy of voice and drive prohibitive voice behaviors by giving rise to either resource-conservation-based or resource-acquisition-based motivation. Specifically, there was a curvilinear (U-shaped) relationship between emotional exhaustion and prohibitive voice under conditions of (i) high job security and (ii) high interactional justice climate, but a linearly negative relationship when these resources were low. Study 2 replicated and extended these findings to include an empirical examination of these effects on promotive versus prohibitive voice. Results confirmed the findings of Study 1, provided evidence of differences in the nomological networks of promotive and prohibitive voice, and indicated that prohibitive voice is more salient to the experience of high emotional strain. Implications of the findings and areas for future research are discussed.We would like to thank the National Science Foundation of China (no. 10901010 and no. 71273013), Fulbright Program sponsored by the US government, the Center for Statistical Science in Peking University, and the Key Laboratory of Mathematical Economics and Quantitative Finance (Peking University), Ministry of Education

Relationship between protean career orientation and work-life balance: A resource perspective

The article of record as published may be found at http://dx.doi.org/10.1002/job.1996Despite the commonly held belief that a protean career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work-life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work-life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work-life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive career planning activities that were related to the accumulation of three forms of career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work-life balance for individuals who take a whole-life perspective on their careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research

A holistic view of employee coaching: longitudinal investigation of the impact of facilitative and pressure-based coaching on team effectiveness

The article of record as published may be found at http://dx.doi.org/10.1177/0021886315594007This study uses regulatory focus theory to take a holistic perspective on employee coaching. The contrasting effects of facilitative versus pressure-based coaching on changes in team effectiveness were examined over a 54-month period of time. Results of growth curve analysis on a sample of 714 managers and their teams indicated that facilitative and pressure-based coaching had opposing direct and indirect effects on long-term changes in team performance, with team commitment playing a critical role in this process. Specifically, facilitative coaching positively influenced team commitment and, in turn, team effectiveness. In contrast, pressure-based coaching hindered team functioning by negatively influencing team commitment through heightened levels of tension within the team. Limitations and areas for future research are discussed

Job level, demands, and resources as antecedents of work-family conflict

The article of record as published may be located at http://dx.doi.org/10.1016/j.jvb.2010.10.002Although substantial research has examined the conflict that employees experience between their work and family roles, the literature has not investigated the prevalence and antecedents of work–family conflict for individuals who work at different levels of an organization. This study examines differences in work–family conflict (work interference with family and family interference with work) for lower-level and higher-level employees, the factors that might explain these differences, and the differential effect of resources on conflict across job levels. Results indicate that higher-level workers experience greater conflict in both directions than lower-level workers, and that work- and home-based resources are differentially related to the conflict experienced by employees who hold lower-level and higher-level jobs

Supervisor-subordinate proactive personality congruence and psychological safety: A signaling theory approach to employee voice behavior

The article of record as published may be found at https://doi.org/10.1016/j.leaqua.2019.03.001Building on person-supervisor fit and signaling theory, this study explores the joint effects (i.e., congruence) of supervisor and subordinate proactive personality on subordinate voice behavior through subordinate perceived psychological safety. We examined our hypotheses using cross-level polynomial regressions and response surface analyses. The results indicated that supervisor-subordinate congruence in proactive personality led to higher levels of subordinate perceived psychological safety. Additionally, subordinates in the congruent dyads with high proactive personalities perceived higher levels of psychological safety than those in the congruent dyads with low proactive personalities. Furthermore, supervisor-subordinate congruence in proactive personality had an indirect effect on voice via subordinate perceived psychological safety. Theoretical implications for proactive personality, voice, and person-supervisor fit literatures are discussed. This study highlights that organizations should focus more on creating conditions, perhaps through supervisor-focused changes, that engender psycho- logical safety as opposed to focusing attention exclusively on proactive traits exhibited by eThis research was supported by a grant funded by National Natural Science Foundation of China (Grant No. 10901010), awarded to Dr. Minya Xu, and grants funded by National Natural Science Foundation of China (Grant No. 71872190 and 71502179), Guangdong Province Higher Vocational Colleges & Schools Pearl River Scholar Funded Scheme (2018), and a Fulbright Scholarship sponsored by the U.S. government, awarded to Dr. Xin Qin. This research also received support from Center for Statistical Science in Peking University, and Key Laboratory of Mathematical Economics and Quantitative Finance (Peking University), Ministry of Education, China.This research was supported by a grant funded by National Natural Science Foundation of China (Grant No. 10901010), awarded to Dr. Minya Xu, and grants funded by National Natural Science Foundation of China (Grant No. 71872190 and 71502179), Guangdong Province Higher Vocational Colleges & Schools Pearl River Scholar Funded Scheme (2018), and a Fulbright Scholarship sponsored by the U.S. government, awarded to Dr. Xin Qin. This research also received support from Center for Statistical Science in Peking University, and Key Laboratory of Mathematical Economics and Quantitative Finance (Peking University), Ministry of Education, China