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Veterans of the U.S. Armed Forces are an at-risk population given their increased mental health concerns resulting from their military service. However, there has been limited research conducted with this population during the novel coronavirus (COVID-19) pandemic. The purpose of this exploratory study was to examine aspects of positive psychological functioning with 132 U.S. veterans during COVID-19 using Lazarus and Folkman's (1984) transactional model of stress and coping. Specifically, we examined the personal resources of hope and proactive personality, two coping styles, and satisfaction with life. We performed correlation analyses to determine how these constructs related to each other. We also conducted a regression analysis to examine if the two dimensions of hope, proactive personality, adaptive coping, and maladaptive coping predicted veterans' satisfaction with life. Lastly, we utilized a mediation analysis to investigate whether two coping styles mediated the relationships among personal resources and satisfaction with life. Findings from the regression analysis suggested hope pathways and proactive personality were significant predictors of satisfaction with life. Results from the mediation analysis suggested that adaptive and maladaptive coping did not mediate the relationships among personal resources and satisfaction with life. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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Students' learning processes are heavily impeded by the COVID-19 pandemic. Students are experiencing more online learning environment and less face-to-face idea exchange, which may make them feel exhausted and demotivated. Using self-determination and proactivity theories, we propose and examine whether playful study design (PSD)-a proactive study strategy including designing fun and designing competition in learning tasks-is effective in fostering study engagement, which, in turn, improves study goal attainment during the COVID-19 period. Moreover, we examine whether students who are high in proactive personality will benefit more (e.g., reach a higher level of study engagement) when using the PSD strategy. We collected data using a weekly diary approach during four consecutive weeks, including 97 people and 308 within-person observations. Results of multilevel analyses showed that weekly PSD was positively related to weekly study engagement, and in turn, facilitated weekly goal attainment. Moreover, we found that proactive personality moderated and strengthened the positive associations between PSD and goal attainment, study engagement and goal attainment, but not for the relationship between PSD and study engagement. Overall, we provide one of the first attempts to demonstrate how PSD strategy can be used in student study life to improve study engagement and reach their goals. We shed light on how proactive personality can safeguard the success of PSD strategy. Theoretical and practical contributions are discussed.
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Currently, economic recovery is being affected by the consequences of the Covid-19 pandemic, climate shocks, logistical interruptions in the supply of goods, global inflation, and rising commodity prices due to the war in Ukraine. By proposing a new modified conceptual model of the Theory of Planned Behavior (TPB) oriented toward sustainability, this study aims to analyze, in an exploratory way, the influence of three new antecedents (propensity to take risks, perceived creativity, and proactive personality) on the dimensions of TPB and the sustainable entrepreneurial intention of Angolan students. A quantitative methodology was used by applying the Partial Least Square (PLS) method to a sample of 308 responses from Angolan students attending higher education in Angola. The results show that the TPB dimensions positively influence the sustainability-oriented entrepreneurial intentions of students in Angola. Furthermore, the dimensions of the TPB may have as antecedents and, therefore, be explained by the risk-taking propensity, the proactive personality, and the perceived creativity, positively influencing the dimensions of the TPB and stimulating the sustainable entrepreneurial intention in Angola. We demonstrate through an extended TPB model that there are antecedents of TPB that can be learned and stimulated, positively influencing entrepreneurial intention and, as such, entrepreneurial activity in Angola. Thus, these results are particularly interesting for policymakers, higher education institutions, and students. This study proposes a new conceptual model oriented towards sustainable entrepreneurship that includes the TPB dimensions and three new personality factors as antecedents. In this work, we intend to contribute to accelerating economic growth in Angola, stimulating entrepreneurial activity, and simultaneously contributing to achieving the sustainable development goals set out in the 2030 Agenda.
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We examined the relationship between COVID-19 stressors and individuals' career insecurity and the moderating effect of family support and openness to experience on that relationship. Participants were 207 young Chinese employees (female = 52.2%;mean age = 25.5 years, SD = 4.673 years). They completed the COVID-related stressors, Family Support, Career Insecurity, and Openness Questionnaires. Regression analysis results showed that COVID-related stressors were associated with higher career insecurity. Openness to experience buffered such a link between the COVID-related stressors and career insecurity so that when openness was high, career insecurity from COVID-related stressors was lower. Family support did not moderate the relationship between COVID-related stressors and career insecurity. These findings suggest the importance of personality traits in the relationship between COVID-19 pandemic stressors and work participation for resilient careers.
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The crisis created by the pandemic severely disrupted the working patterns of employees, especially in the aviation industry. It is insufficient for workers to be satisfied – they have to be engaged in their work to deal with crises and situations never encountered before. Thus, investigating the antecedents of work engagement and their interactive effects is crucial to organizational survival. The paper examines the impact of the trait of curiosity on proactive personality, which ultimately leads to work engagement. The moderated-mediation model looks at the mediating effect of proactive personality on the relationship between curiosity and work engagement. It also examines the moderating effect of organizational culture perceptions on the relationship between curiosity and proactive personality. A sample of 327 respondents was collected from 32 organizations in the aviation industry in the United Arab Emirates through purposive sampling. The hypothesized associations were analyzed via structural equation modelling. As predicted, proactive personality is a mediator, and organizational culture moderates the said relationships. Managers desirous of improving employees’ work engagement will now understand how employees’ curiosity can enhance work engagement through proactive personality. Managers can also ensure that organizational culture can further strengthen the relationship between curiosity and proactive personality. © The Author(s) 2022.
ABSTRACT
Reaching full employment and reducing the unemployment rate is one of the 17 sustainable development goals (SDGs) issued by the United Nations to face COVID-19 and the complex global economic situation. Although governments, society, and organizations have made efforts towards SDGs, how employees exert their subjective initiative and enhance their career adaptability is fundamental to solve the employment issue. How to enhance employees’ career adaptability to strengthen their psychological ability to face career changes is the guarantee of sustainable employment. In the light of the main force role and the unique characteristics of the new generation of employees in the workplace, this study aims to explore the relation between a proactive personality and career adaptability. According to the career construction theory, this study constructed a moderated mediation model to test the effect of a proactive personality on career adaptability through career identity and thriving at work, and the moderating role of task interdependence. Surveying 285 new-generation employees in China, this research found that a proactive personality had a significant positive impact on career adaptability, and that career identity and thriving at work mediate the relation. Task interdependence moderated this relation. Our findings extend the research of career construction theory on individual factors and contextual factors, and offer insights into enhancing the sustainability of human resource management and supporting sustainable economic development.
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Purpose Drawing upon the conservation of resource (COR) theory, the purpose of this paper is to explore the mediating role of knowledge hiding in the relationship between job insecurity and two dimensions of thriving at work, i.e. learning and vitality. The study further aims to investigate the moderating role of benevolent leadership in the aforementioned mediating relationship by applying the moderated mediation framework. Design/methodology/approach The sample for the study consisted of employees working in service sector in India. The hypotheses were tested with two wave survey data collected from 365 employees during the COVID-19 pandemic when the Indian Government was lifting phase wise restrictions. Data was analyzed using mediation and moderated mediation analyses on PROCESS v 3.0 macro. Findings Results showed that knowledge hiding mediated the relationship between job insecurity and both dimensions of thriving at work. Further, benevolent leadership was seen to moderate the mediated relationship providing support for the moderated mediation framework. Practical implications The results highlight the significance of providing benevolent leadership training to the managers to help them cope with the anxiety arising out of job insecurity. Further, employees need to be cautioned regarding the deleterious effects of knowledge hiding, which can impede their own learning and vitality. Originality/value To the best of the authors' knowledge, this is the first study to investigate the mediating role of knowledge hiding in the relationship between job insecurity and thriving. Further, the role played by benevolent leadership in mitigating the harmful effects of job insecurity especially during COVID-19 pandemic is a unique contribution of the study.
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Purpose>Although the research stream in the area of career plateau acknowledges its ramifications, yet investigation on how this phenomenon can be reduced is sparse. This study aims to address this gap by illuminating the role of proactive personality (PP) as a factor of minimizing plateau via playful work design (PWD), career adaptability (CA) and perceived work-life balance (PWLB).Design/methodology/approach>A cross-sectional study design was applied and structural equation modelling was used to assess the hypothesized relationships among PP, CA, PWD, perceived work design and career plateau. A total of 338 employees from public and private universities were sampled from February 2020 to July 2020.Findings>The results highlighted that CA mediated the relationship between PP and PWLB, as well as, PWD mediated the association between PP and PWLB. Further, the authors got support for both serial mediation paths i.e. PP, CA, PWLB and career plateau and PP, PWD, PWLB and career plateau.Originality/value>The findings of this study provide much needed ways to overcome career plateau in the academic sector. Moreover, the use of multiple serial paths has enhanced the underlying factors of PP and career plateau nexus.
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We investigated the moderating role of employment stress in the relationship between proactive personality and career decision-making self-efficacy among recent Chinese graduates during the COVID-19 pandemic. The main results are as follows: (a) proactive personality positively predicted career decision-making self-efficacy, (b) employment stress was negatively related to proactive personality and career decision-making self-efficacy, and (c) employment stress significantly and negatively moderated the effect of proactive personality on career decision-making self-efficacy, meaning that the moderating effect was stronger at a lower level of employment stress. The results indicate that students graduating during the COVID-19 pandemic are more prone to suffering from complex career decision-making processes exacerbated by a challenging and changing labor market. Our findings suggest that graduates should secure flexible employment options and that officials, staff, and managers in governments, universities, and industries should work together to enhance graduates' career decision-making self-efficacy and assist them in achieving their early career aspirations by alleviating internal and external employment pressure. © 2021 Scientific Journal Publishers Limited. All Rights Reserved.
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The purpose of this study is to understand how leader humility effectively stimulates follower creativity in the workplace during the coronavirus disease 2019 (COVID-19) scenario. Relying on social cognitive and social information processing theories, this study investigates how leader humility cultivates follower self-efficacy and follower creativity. Furthermore, it explores an intervening mechanism of follower self-efficacy and examines a moderating role of leader proactive personality. The hypothesized model is empirically tested by collecting the data from 405 employees and 87 managers working in the banking sector of Pakistan. The results indicate that leader humility is positively related to follower self-efficacy and follower creativity, which improve the organization's innovation climate and an environment for social sustainability. Follower self-efficacy is also significantly related to follower creativity. The mediation analysis shows that follower self-efficacy mediates the relationship between leader humility and follower creativity. Additionally, leader proactive personality moderates the relation between follower self-efficacy and follower creativity. This study highlights the importance of leader humility for creativity and extends the literature by explaining the role of self-efficacy. Furthermore, the findings may assist the policymakers in how a humble leader heightens employee creativity and social sustainability in COVID-19.
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This study examined the characteristics of university new graduates' career adaptability and the effects of individual internal factors during COVID-19. In January 2021, 1160 Chinese university new graduates completed self-report measures. Career adaptability was related to less intolerance of uncertainty and anxiety sensitivity and higher levels of proactive personality and resilience. Resilience mediated the relationships between intolerance of uncertainty, anxiety sensitivity, and career adaptability. Proactive personality buffered the negative effect of anxiety sensitivity on career adaptability. Implications for promoting career adaptability and alleviating the effects of intolerance of uncertainty and anxiety sensitivity in the COVID-19 epidemic and beyond are discussed.
Subject(s)
COVID-19 , Humans , Occupations , Personality , Protective Factors , UniversitiesABSTRACT
During the COVID-19 pandemic, many hospitality organizations are trying to help their employees overcome various challenges. Career adaptability has proven to be useful in helping employees handle challenges, while proactive personality is a critical factor affecting the formation of career adaptability. However, career adaptability can be a double-edged sword, and it is unclear how it may impact employees' turnover intentions. Drawing on social exchange theory, the current study reconciles mixed findings in the literature by proposing a moderated mediation model suggesting that work social support moderates the indirect relationship between proactive personality and turnover intentions through career adaptability. Results based on data collected from 339 hotel employees in the United States indicate that proactive personality is positively associated with employees' career adaptability. More importantly, work social support significantly moderates the relationship between career adaptability and turnover intentions. Theoretical and managerial implications are discussed.