Open Access
ARTICLE
Shuhong Wang1, Yipeng Tang1,*, Crystal Zhang2, Wenyue Pan1,*, 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 >
Open Access
ARTICLE
Lu Xin1, Mengyi Li2,*, 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 >
Open Access
ARTICLE
Jia Xu1, Baoguo Xie2,*, 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 >