This study explored the role of job crafting and job embeddedness in the relationship between employee strengths use and thriving at work.Participants were 260 nurses from Beijing,China(99.2%female,54.6%aged 26–35 ye...This study explored the role of job crafting and job embeddedness in the relationship between employee strengths use and thriving at work.Participants were 260 nurses from Beijing,China(99.2%female,54.6%aged 26–35 years,and 62%with a bachelor’s degree or above).Data were collected at two different time points,with a two-week interval between them.Regression analysis and path analysis were applied to test the hypotheses.Results showed that strengths use was associated with thriving at work.Job crafting partially mediated this relationship for higher thriving at work.Job embeddedness weakened the relationship between strengths use and job crafting,and also lowered job crafting effects on work thriving.These findings provide insights into the mechanisms by which strengths use influences thriving at work,highlighting the significance of job crafting and job embeddedness.展开更多
In contrast to traditional passive innovation behavior,proactive innovation behavior initiated by employees significantly impacts organizational performance.For manufacturing employees,proactive innovation behavior le...In contrast to traditional passive innovation behavior,proactive innovation behavior initiated by employees significantly impacts organizational performance.For manufacturing employees,proactive innovation behavior leads to high-quality innovation outcomes,thereby facilitating the transformation and upgrading of the manufacturing sector.Trait mindfulness enhances self-awareness,stimulating intrinsic motivation,and proactive employee behavior.However,research exploring how trait mindfulness affects proactive innovation behavior in manufacturing is still limited.This study,anchored in self determination theory and viewed through intrinsic motivation,develops a chain mediation model whereby trait mindfulness influences proactive innovation through professional identity and thriving at work while examining the moderating role of a caring ethical climate.Utilizing a sample of 536 manufacturing employees,data analysis and hypothesis testing are performed using SPSS and Amos.The findings reveal that(1)trait mindfulness has a positive effect on proactive innovation behavior;(2)professional identity and thriving at work each act as partial mediators between trait mindfulness and proactive innovation behavior and together serve as chain mediators;and(3)a caring ethical climate positively moderates the relationship between trait mindfulness and both professional identity and thriving at work.Finally,management recommendations are proposed based on these empirical findings.展开更多
While the heterogeneous knowledge of a diverse workforce sparks innovation,it also poses many management challenges.Therefore,human resource practices that seek unity while embracing diversity have become a hot topic ...While the heterogeneous knowledge of a diverse workforce sparks innovation,it also poses many management challenges.Therefore,human resource practices that seek unity while embracing diversity have become a hot topic in both academia and industry.Based on the conservation of resources theory,this study defines the components of diversity&inclusion human resource practice(DI-HRP),uncovers the mechanism by which it influences employees’innovative behavior through thriving at work,and examines the moderating role of shared leadership.Through multi-point tracking and hierarchical multiple regression analysis of 461 valid samples from 37 companies,this study finds that(1)DI-HRP positively influences employees’innovative behavior;(2)thriving at work mediates the relationship between DI-HRP and employees’innovative behavior;and(3)shared leadership positively moderates both the direct impact of DI-HRP on thriving at work and employees’innovative behavior,as well as the indirect effect via thriving at work.展开更多
基金This study received funding from the Youth Project of Humanities and Social Sciences Research at Guizhou University(No.GDQN2022010)the Zhiyuan Science Foundation at Beijing Institute of Petrochemical Technology(No.BIPTCSF-2023012)the URT Program for Undergraduate Research and Training at Beijing Institute of Petrochemical Technology(No.2024J00263).
文摘This study explored the role of job crafting and job embeddedness in the relationship between employee strengths use and thriving at work.Participants were 260 nurses from Beijing,China(99.2%female,54.6%aged 26–35 years,and 62%with a bachelor’s degree or above).Data were collected at two different time points,with a two-week interval between them.Regression analysis and path analysis were applied to test the hypotheses.Results showed that strengths use was associated with thriving at work.Job crafting partially mediated this relationship for higher thriving at work.Job embeddedness weakened the relationship between strengths use and job crafting,and also lowered job crafting effects on work thriving.These findings provide insights into the mechanisms by which strengths use influences thriving at work,highlighting the significance of job crafting and job embeddedness.
基金supported by the project of Jiangsu Province Social Science Fund(No.22GLB031).
文摘In contrast to traditional passive innovation behavior,proactive innovation behavior initiated by employees significantly impacts organizational performance.For manufacturing employees,proactive innovation behavior leads to high-quality innovation outcomes,thereby facilitating the transformation and upgrading of the manufacturing sector.Trait mindfulness enhances self-awareness,stimulating intrinsic motivation,and proactive employee behavior.However,research exploring how trait mindfulness affects proactive innovation behavior in manufacturing is still limited.This study,anchored in self determination theory and viewed through intrinsic motivation,develops a chain mediation model whereby trait mindfulness influences proactive innovation through professional identity and thriving at work while examining the moderating role of a caring ethical climate.Utilizing a sample of 536 manufacturing employees,data analysis and hypothesis testing are performed using SPSS and Amos.The findings reveal that(1)trait mindfulness has a positive effect on proactive innovation behavior;(2)professional identity and thriving at work each act as partial mediators between trait mindfulness and proactive innovation behavior and together serve as chain mediators;and(3)a caring ethical climate positively moderates the relationship between trait mindfulness and both professional identity and thriving at work.Finally,management recommendations are proposed based on these empirical findings.
基金supported by the National Social Science Foundation projects"A Cross-Level Longitudinal Study on the Impact of Ambidextrous Human Resource Practices on Innovation Performance in the Context of the Integration of Informatization and Industrialization"(No.16BCL107,2016.07-2018.12)"Research on the Content Structure and Mechanism of Inclusive Human Resource Practices in the Chinese Context"(No.20FGLB047,2020.10-2022.12).
文摘While the heterogeneous knowledge of a diverse workforce sparks innovation,it also poses many management challenges.Therefore,human resource practices that seek unity while embracing diversity have become a hot topic in both academia and industry.Based on the conservation of resources theory,this study defines the components of diversity&inclusion human resource practice(DI-HRP),uncovers the mechanism by which it influences employees’innovative behavior through thriving at work,and examines the moderating role of shared leadership.Through multi-point tracking and hierarchical multiple regression analysis of 461 valid samples from 37 companies,this study finds that(1)DI-HRP positively influences employees’innovative behavior;(2)thriving at work mediates the relationship between DI-HRP and employees’innovative behavior;and(3)shared leadership positively moderates both the direct impact of DI-HRP on thriving at work and employees’innovative behavior,as well as the indirect effect via thriving at work.
