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Shuhong Wang¹, Yipeng Tang^1,*, Crystal Zhang², Wenyue Pan^1,*, Huan Liu¹, Sheng Huang¹
International Journal of Mental Health Promotion, Vol.21, No.2, pp. 45-57, 2019, DOI:10.32604/IJMHP.2019.010744
Abstract Job insecurity has been recognized for its negative effect on employee performance. Nevertheless, this study argues that, under the threat of job insecurity, employees may also be likely to seek to reduce the threat by proactively crafting their tasks and improving performance. Drawing from the perspective of Vroom’s expectancy theory, it is proposed that, only when job security is at moderate level will employees expect it as possible to make such a change to respond to the situation. Accordingly, a curvilinear mediated model is developed that links job insecurity and task performance indirectly through task crafting, and a two-waved time-lagged… More >

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Lu Xin¹, Mengyi Li^2,*, Fangcheng Tang¹, Wenxi Wang³, Ying Zhao⁴, Xiaotong Zheng⁵
International Journal of Mental Health Promotion, Vol.21, No.2, pp. 59-68, 2019, DOI:10.32604/IJMHP.2019.010832
Abstract In the boundaryless career era, employees tend to focus on their own needs and what they can obtain from jobs to make wise career choices and achieve a high level of career satisfaction. Using a sample of 230 Chinese employees, this study investigated the mediating effect of demands-abilities fit and needs-supplies fit in the relationship between career exploration and career satisfaction and compared the mediating effects of these two types of person-job fit. This study found that: 1) employees could achieve a higher level of career satisfaction by conducting more career exploration behaviors; 2) both demands-abilities fit and needs-supplies fit… More >

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Open Access

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Jia Xu¹, Baoguo Xie^2,*, Yi Yang³, Dhandevi Maharjan⁴
International Journal of Mental Health Promotion, Vol.21, No.2, pp. 69-80, 2019, DOI:10.32604/IJMHP.2019.010708
Abstract Employee well-being has received considerable attention over the past decades. Little has been done to examine the linkage between organizational socialization and work engagement, one of the most important indicators of wellbeing at work. Drawing upon the conservation of resources (COR) theory, we propose and test relationships between organizational socialization, employee psychological capital, work engagement, and leader psychological capital. Using data from 268 newcomers nested within 36 teams, the results show that (1) organizational socialization is positively related to work engagement; (2) employee psychological capital mediates the relationship between organizational socialization and work engagement; (3) leader psychological capital moderates the… More >

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