Search results

Civil service workers are valuable resources for any nation and play a crucial role in driving their country’s economic development. Per the supervisor, this research examines the impact of mindfulness, proactive personality, and career competencies on employee job performance. The study also analyzes the effects of career adaptability and identity on this aspect.

To test the model of this study, questionnaires were administered to a sample of 500 civil service employees whose career-based knowledge and skills were measured in various cities in the province of Punjab, Pakistan.

Mindfulness and career competencies significantly impact supervisor-rated task performance, whereas a proactive personality does not substantially relate to supervisor-rated task performance. Research indicated that the two hypotheses about mediation were accepted. However, career adaptability does not play a significant role in the link between mindfulness and how well a supervisor rates task performance. Regarding moderation, career identity did not significantly moderate the relation between proactive personality and supervisor-rated task performance. However, the other two moderate hypotheses have been proven to be significant.

The findings offer compelling support for career construction theory (CCT) in this study area by analyzing the connections related to career adaptability and identity within the framework. In the future, researchers can build on this model by adding theories like conservation of resources (COR), looking into possible moderators that might change specific pathways in this network of relationships and using longitudinal designs to find stronger causal relationships.

Considering the evolving workplace due to the COVID-19 pandemic, the study offers fresh perspectives on the post-COVID situation, understanding and integrating various variables. For future studies, more variables can be explored in this model with the expansion of sample size and change of context.

While there has been growing interest in how personal and work-related factors shape employees’ careers, we know little about how family demands affect career intentions. Drawing from role theory and boundary theory, we examine the indirect effect of family-role overload on career intentions via family-interferes-with-work (FIW), as well as the conditional indirect effect of boundary management on these relationships.

Utilizing two waves of panel data that were collected in the third and fourth waves of the pandemic in Canada (n = 433), we conducted a structural equation model to test our hypotheses.

Our analysis reveals that FIW mediates the relationship between family-role overload and (1) career change intention and (2) job turnover intention. The results also indicate that the effect of family-role overload on career intentions via FIW strengthens for employees with a low ability to enact preferred boundaries.

This research shows the indirect effect of family-role overload on career intentions via FIW. This research also highlights how boundary management can buffer the effects of family-role overload on career intentions.

The extant literature on expatriate adjustment primarily highlights the role of host country nationals (HCNs) in supporting expatriates during international assignments. However, there is a dearth of research exploring the expatriates’ socialization process in establishing interpersonal relationships with HCNs. Additionally, the pivotal element of expatriates seeking credible HCN sources, fundamental for fostering these relationships for adjustment, remains largely unexamined in the context of expatriate literature. Thus, this study addresses these gaps by proposing a conceptual model to provide a more comprehensive understanding of the expatriate adjustment process.

This conceptual paper draws upon the theoretical framework of social identity theory to elucidate how socialization processes initiated by the parent organization and the expatriate shape the expatriate’s perception of HCN credibility. This perception, in turn, serves as the foundation for building a robust support system, ultimately leading to expatriate adjustment.

The proposed model explores the nuanced dimensions of expatriate adjustment, emphasizing the complex dynamics between expatriates and host country nationals during individualized socialization. This model aims to assess the credibility of HCNs in the eyes of expatriates and understand the role of the institutionalized socialization process. Further, the model investigates the influence of perceived similarity traits in the examined relationship, shedding light on the interplay of these factors and their impact on the expatriate’s adjustment to the international assignment.

The study’s findings offer practical insights for organizations looking to enhance their support systems for expatriates, emphasizing the importance of nurturing interpersonal relationships and the credibility of HCNs.

This study contributes to the expatriate literature by shedding light on the often-overlooked interpersonal relationship between expatriates and HCNs. Doing so opens new avenues for further research, offering a fresh perspective on the expatriate adjustment process.

This paper aims to study the effect of short-term firm-level exposure on managerial change during the COVID-19 pandemic in the Chinese economy. Such a link is not explored in the existing COVID-19 and resource-based theory (RBT) literature.

The logit regression model is utilized to examine the effect of short-term exposure on the probability of managerial change in the Chinese economy. Logit models based on coarsened exact matching (CEM) are also used in the robustness checks part of the study. The results are robust to different specifications.

The obtained findings show that short-term exposure has a significantly positive effect on the probability of managerial change during the pandemic.

Under the RBT approach, this study sheds new light on the relationship between short-term financial exposure and managerial change under uncertainty during the pandemic.

C-Suite executives need to be prepared for short-term sudden shocks. According to the findings of the study, the relationship between short-term sudden shocks and short-term financial exposure is a factor that C-suite executives should pay attention to.

Short-term sudden shocks can support managerial change, pushing society into uncertainty and negatively affecting the private sector. In this context, it has a structure that can amplify uncertainty.

In the existing COVID-19 literature, the effect of short-term exposure on the probability of managerial change is under researched, especially in the emerging markets-based RBT and COVID-19 literature. The present study offers an insight into the link between short-term exposure and the probability of managerial change during the pandemic.

The study aims to examine the association between virtual communication effectiveness (VCE), leadership effectiveness (LE) and the role of emotional intelligence (EI) in the post-pandemic era.

A survey was conducted among 305 employees in the Indian IT sector using an online questionnaire. Data were analyzed using reliability, validity and moderated regression analysis.

The findings reveal that VCE is a significant predictor of LE. EI plays a significant moderating role between VCE and LE.

This study establishes the role of EI in pre-empting LE. Furthermore, it results in the advancement of improved tools for the selection, training and development of leadership talent. Research on virtual communication (VC) and EI enhances our understanding of effective leadership. To the best of the authors’ knowledge, the present research is one of the first to link and standardize various practices of VC, and EI to increase LE in the post-pandemic era.