Strengths-Based Leadership and Turnover Intention: The Roles of Felt Obligation for Constructive Change and Job Control.

This study draws on the substitutes for leadership theory to investigate the association of strengths-based leadership with employee turnover intention and the mediating role of felt obligation for constructive change and the moderating role of job control in the linkage. Data were collected using a three-wave survey from a sample of 317 employees working in a variety of enterprises in China. The multiple regression analyses with bootstrapping procedure were utilized to examine the proposed hypotheses. The results indicate that strengths-based leadership negatively relates to turnover intention and felt obligation for constructive change partially mediates the relationship between strengths-based leadership and turnover intention. Furthermore, job control, acting as a substitute for strengths-based leadership, negatively moderates the indirect relationship between strengths-based leadership and turnover intention via felt obligation for constructive change. This study contributes to the literature of strengths-based leadership and the substitutes for leadership theory by enhancing our understanding of the effect of job control.

Nurses' strengths use and turnover intention: The roles of job crafting and self-efficacy.

AIMS: Based on conservation of resources theory, the study aimed to investigate how nurses' strengths use affects their turnover intention and its potential mechanisms and boundary conditions. DESIGN: The study adopted a time-lagged research design. METHODS: The study was conducted from October 2019 to January 2020, with a sample of 234 registered nurses in a tertiary hospital in Beijing, China. The study used bootstrapping to test the hypotheses. RESULTS: Strengths use had a significant negative effect on turnover intention, and job crafting completely mediated the relationship between strengths use and turnover intention. Furthermore, self-efficacy positively moderated the direct relationship between strengths use and job crafting and the indirect relationship between strengths use and turnover intention via job crafting. CONCLUSION: The study is the first to examine the relationships among nurses' strengths use and turnover intention, demonstrating that the activation and accumulation of work resources through job crafting can effectively reduce nurses' turnover intention. Additionally, by emphasizing the moderating effect of self-efficacy, the study contributes to finding a way for hospitals to enhance the effectiveness of nurses' strengths use in terms of increased job crafting and reduced turnover intention. IMPACT: Nurse managers should help nurses identify their strengths to improve their strengths use, provide nurses with more freedom to craft their jobs and take actions to build nurses' self-efficacy and positive expectations about their jobs.

Does positive workplace gossip help socialize newcomers? A dual-pathway model based on network ties.

Researchers have been interested in discussing negative workplace gossip and its consequences, but have paid little attention to positive workplace gossip and its positive aspects in the workplace. Based on the perspective of social network, this study explores the two-path mediating mechanisms between positive workplace gossip and the socialization outcomes of newcomers. The data were collected in a multitime and multisource manner. The results show that information ties and friendship ties mediated the relationship between positive workplace gossip and the socialization outcomes of newcomers. Specifically, positive workplace gossip helped newcomers form instrumental and expressive social relationships (viz., informational ties and friendship ties), which in turn contributed to socialization outcomes (viz., role clarity and social integration). Theoretical and management implications are discussed as well.

Humble Leadership Affects Organizational Citizenship Behavior: The Sequential Mediating Effect of Strengths Use and Job Crafting.

The purpose of the current study is to investigate the impact of humble leadership on organizational citizenship behavior (OCB) and the sequential mediation effect of strengths use and job crafting on the relationship. Data were collected at two points in time, spaced by a 2-week interval, with a sample of 260 employees working in a hospital in Beijing, China. Structural equation modeling was applied to test our predictions. The results indicated that humble leadership is positively related to OCB; the relationship between humble leadership and OCB was mediated not only by job crafting but also by strengths use and job crafting (sequential mediation). However, the indirect effect of humble leadership on OCB through the mechanism of strengths use was not statistically significant. This study advances the theory and research on the leadership-OCB relationship.

A series of asymmetrical phthalocyanines: synthesis and near infrared properties.

We report here the preparation of asymmetrical phthalocyanine dimers 1a-3a, which are endowed with novel charge transfer bands at 1,151-1,154 nm and strong NIR luminescences at 840-860 nm and 1,600-1,650 nm. Through H-bonding interaction, 1a-3a are inclined to self-assemble into hexrod nanotubes at the interface of CHCl3 and CH3H. Our results provide further insights into the interaction in molecular dimers, and suggest that 1a-3a have potential application in magnets and supramolecular architectures.