Home / Journals / IJMHP / Vol.21, No.2, 2019
  • Open Access

    ARTICLE

    Risk the Change or Change the Risk? The Nonlinear Effect of Job Insecurity on Task Performance

    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

    Better Match, Better Career: Comparing the Mediating Effects of DemandsAbilities Fit and Needs-Supplies Fit between Career Exploration and Career Satisfaction

    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

    Facilitating Newcomers’ Work Engagement: The Role of Organizational Socialization and Psychological Capital

    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 >

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