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The moderating role of HR practices on the career adaptability–job crafting relationship: a study among employee–manager dyads

Published on Jan 12, 2019in International Journal of Human Resource Management 2.42
· DOI :10.1080/09585192.2018.1522656
Eloisa Federici (UvA: University of Amsterdam), Corine Boon12
Estimated H-index: 12
(UvA: University of Amsterdam),
Deanne N. Den Hartog44
Estimated H-index: 44
(UvA: University of Amsterdam)
Abstract
AbstractThis study aims to investigate whether career adaptability could enhance an employee’s work engagement through job crafting behaviors and to address the role of HR practices in this relationship. Based on career construction theory, we first examine whether career adaptability, as a self-regulatory competency may trigger enhanced job crafting behaviors, which in turn increase employee’s work engagement. Second, we propose a moderation model in which different implemented high-performance work practices (HPWPs) moderate the relationship between career adaptability and job crafting. The results show that job crafting mediated the positive relationship between career adaptability and work engagement. The results support the hypothesized moderation only for opportunity-enhancing HPWPs. The relationship between career adaptability and job crafting is positive and significant for medium and high opportunity-enhancing HPWPs, but not for low levels of this HPWPs domain. The results imply that through the ...
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Zhike Lv4
Estimated H-index: 4
(XTU: Xiangtan University),
Ting Xu3
Estimated H-index: 3
(XTU: Xiangtan University)
AbstractBased on social exchange theory, we developed and tested a mediated moderation model to investigate the effects of psychological contract breach (PCB), person–organization fit (P–O fit) and high-performance work system (HPWS) on employee engagement. Using a sample of 255 employees in China, our results revealed that PCB has significant negative effect on employee engagement, and P–O fit partially mediates this relationship. We further found that high levels of perceived HPWS aggravate no...
5 Citations Source Cite
Published on Oct 1, 2017in Journal of Vocational Behavior 3.05
Cort W. Rudolph10
Estimated H-index: 10
(SLU: Saint Louis University),
Kristi N. Lavigne4
Estimated H-index: 4
(SLU: Saint Louis University)
+ 1 AuthorsHannes Zacher30
Estimated H-index: 30
(QUT: Queensland University of Technology)
Abstract As the work environment becomes more dynamic, adaptability is becoming increasingly important. Career adaptability refers to a set of psychosocial resources that help individuals successfully manage career-related tasks and transitions. The number of publications on career adaptability has increased rapidly over the past five years. Grounded in career construction theory, the current study provides a dimension-level meta-analysis of 76 career adaptability studies, examining relationship...
13 Citations Source Cite
Published on Jan 1, 2017in Applied Psychology 2.49
Jos Akkermans10
Estimated H-index: 10
(VU: VU University Amsterdam),
Maria Tims14
Estimated H-index: 14
(VU: VU University Amsterdam)
This study aimed to investigate whether career competencies could enhance an employee's subjective career success in terms of perceived employability and work-home balance via job crafting behaviors. Based on Job Demands-Resources (JD-R) Theory, we examined a potential motivational process in which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career compete...
33 Citations Source Cite
Published on Jan 1, 2017in Human Resource Management 2.47
Kaifeng Jiang12
Estimated H-index: 12
(Mendoza College of Business),
Jia Hu10
Estimated H-index: 10
(Mendoza College of Business)
+ 1 AuthorsDavid P. Lepak32
Estimated H-index: 32
(RU: Rutgers University)
Strategic HRM researchers have increasingly adopted an employee perspective to understand the influence of HR practices on employee outcomes and have called for studies to explain variability in employees’ perceptions of HR practices. To address this research need, we used the social information processing perspective to examine the contextual influence of managers and coworkers on employees’ perceptions of HR practices and explore demographic dissimilarities as boundary conditions of the contex...
19 Citations Source Cite
Published on Jan 1, 2017
Paul J. Hartung21
Estimated H-index: 21
(NEOMED: Northeast Ohio Medical University),
Michael C. Cadaret2
Estimated H-index: 2
(Springfield College)
Human beings must adapt to survive and thrive across all domains of life. Doing so in the work domain requires career adaptability—the particular capacity to hone and use psychosocial resources necessary to make changes in self and situation for career satisfaction and success. Rooted in life-span, life-space theory, the career adaptability construct has evolved both conceptually and practically since it was first introduced nearly 40 years ago. Career adaptability now represents a principal con...
9 Citations Source Cite
Published on Dec 1, 2016
Haijiang Wang4
Estimated H-index: 4
,
Evangelia Demerouti60
Estimated H-index: 60
,
Arnold B. Bakker97
Estimated H-index: 97
7 Citations Source Cite
Published on Oct 10, 2016in Career Development International 1.73
Judith Plomp2
Estimated H-index: 2
,
Maria Tims14
Estimated H-index: 14
+ 3 AuthorsArnold B. Bakker97
Estimated H-index: 97
Purpose: The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the pathway from proactive personality to well-being. Design/methodology/approach: Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations. Findin...
14 Citations Source Cite
Published on Jun 1, 2016in Journal of Vocational Behavior 3.05
Baoguo Xie2
Estimated H-index: 2
(WUT: Wuhan University of Technology),
Mian Xia2
Estimated H-index: 2
(CCNU: Central China Normal University)
+ 1 AuthorsWenxia Zhou4
Estimated H-index: 4
(RUC: Renmin University of China)
Abstract Drawing on career construction theory, this study examined the relationship between calling and work engagement and subjective career success (i.e., career satisfaction) and the mediating role of career adaptability with a sample of 832 Chinese employees. Results from a time-lagged survey study showed that: (1) calling (measured at time 1) positively related to an employee's career adaptability, work engagement, and career satisfaction (measured at time 2), and (2) career adaptability m...
30 Citations Source Cite
Published on Jun 1, 2016in Journal of Vocational Behavior 3.05
Pianpian Guan1
Estimated H-index: 1
(SCUT: South China University of Technology),
Alessandra Capezio7
Estimated H-index: 7
(ANU: Australian National University)
+ 3 AuthorsMin Li4
Estimated H-index: 4
(SCUT: South China University of Technology)
Abstract Integrating career construction (Savickas, 2013) and cognitive evaluation (Ryan & Deci, 2002) theories, we examined the moderating role of traditionality beliefs in the indirect relationships among parental support, career decision-making self-efficacy and career adaptability among Chinese university students. Data were collected from 731 undergraduate students in China at two measurement periods, 18 months apart. Results showed that Time 1 parental support was associated positively wit...
19 Citations Source Cite
Maria Tims14
Estimated H-index: 14
(EUR: Erasmus University Rotterdam),
Arnold B. Bakker97
Estimated H-index: 97
(EUR: Erasmus University Rotterdam),
Daantje Derks24
Estimated H-index: 24
(EUR: Erasmus University Rotterdam)
In this three-wave study (N = 288), we examined whether job crafting intentions and work engagement led to actual job crafting behaviours and, in turn, to higher levels of prospective work engagement and job performance. We used the Job Demands-Resources model as a theoretical framework and defined job crafting as the self-initiated changes that employees make in their job demands and resources. One month after reporting their job crafting intentions, respondents rated their actual job crafting ...
64 Citations Source Cite
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