Alessandro Lo Presti, Beatrice Van der Heijden and Alfonso Landolfi
Building on the spillover-crossover model (Bakker and Demerouti, 2013), this study aimed to examine the processes through which three forms of social support at work (i.e. from…
Abstract
Purpose
Building on the spillover-crossover model (Bakker and Demerouti, 2013), this study aimed to examine the processes through which three forms of social support at work (i.e. from coworkers, from supervisor and organizational family-friendly) were positively associated with an individual's level of work-family balance (spillover effect), and through this latter, with one's partner's family life satisfaction (crossover effect), via the partner's perception of family social support as provided by the incumbent person.
Design/methodology/approach
The authors sampled 369 heterosexual couples using a time-lagged design, surveying forms of social support at work and work-family balance at t1 and family social support and partner's family life satisfaction at t2. Data were analyzed through structural equation modeling.
Findings
The results showed that coworkers’ support and organizational family-friendly support positively predicted work-family balance. Furthermore, work-family balance mediated the associations between organizational family-friendly support and coworkers’ support with instrumental family social support. Moreover, only emotional family social support positively predicted partner's family life satisfaction.
Originality/value
The authors simultaneously examined the direct and indirect associations of three concurrent forms of social support at work with one's work-family balance (spillover effect). Moreover, in line with the spillover-crossover model, the authors adopted a systemic approach and assessed how one's work-family balance is associated with emotional and instrumental family social support as perceived by one's partner and the latter's family life satisfaction (crossover effect).
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Yasir Mansoor Kundi, Alessandro Lo Presti and Hira Khan
As employees face increased turbulence due to uncertain economic and organisational conditions, they are nowadays pushed to be proactive in both their jobs and careers in terms of…
Abstract
Purpose
As employees face increased turbulence due to uncertain economic and organisational conditions, they are nowadays pushed to be proactive in both their jobs and careers in terms of heightened customisation, adaptability and flexibility. Drawing from the career construction theory, we examine the reciprocal associations of a contemporary career orientation among employees to customise one’s own career (i.e. protean career orientation) vs one’s own job (i.e. job crafting behaviours) as well as the boundary conditions due to the levels of career adaptability.
Design/methodology/approach
We conducted a cross-lagged study with three waves using data collected from a sample of Polish employees. The data were analysed using structural equation modelling in AMOS.
Findings
Results from a cross-lagged panel study with 168 participants revealed a bidirectional relationship between protean career orientation and job crafting behaviours. The results also confirmed the moderating role of career adaptability between these two variables.
Originality/value
This research is one of the first to examine a reciprocal relationship between protean career orientation and job crafting. Moreover, it examines the moderating role of career adaptability in the aforementioned association.
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Alessandro Lo Presti, Assunta De Rosa, Yasir Mansoor Kundi, Piotr Mamcarz and Mariusz Wołońciej
This paper aims to examine the mediating role of job embeddedness and the moderating role of organizational identification on the relationships between boundaryless career…
Abstract
Purpose
This paper aims to examine the mediating role of job embeddedness and the moderating role of organizational identification on the relationships between boundaryless career attitude and extra-role behaviours (i.e. organizational citizenship behaviours and counterproductive work behaviours).
Design/methodology/approach
A two-wave study was carried out on 296 employees from public and private organizations in Italy. Boundaryless career attitude, organizational identification and demographics were measured at Time 1. Four months later (Time 2), job embeddedness, organizational citizenship behaviours and counterproductive work behaviours were assessed. Responses were analysed by means of multigroup structural equation modelling.
Findings
Job embeddedness mediated the positive relationship between boundaryless career attitude and counterproductive work behaviours, as well as its negative association with organizational citizenship behaviours; organizational identification buffered this latter indirect effect.
Practical implications
Organizations can promote stronger organizational identification and job embeddedness to retain boundaryless-oriented talent and foster positive extra-role behaviours.
Originality/value
This study integrated the protean/boundaryless careers literature with organizational behaviour theories to examine contextual factors influencing the effects of these contemporary career attitudes.
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Alessandro Lo Presti, Amelia Manuti, Assunta De Rosa and Angelo Elia
The current study makes two main contributions: one theoretical and one methodological. First, it investigated the theoretical prepositions of career sustainability perspective…
Abstract
Purpose
The current study makes two main contributions: one theoretical and one methodological. First, it investigated the theoretical prepositions of career sustainability perspective, which appears particularly suitable for examining project managers' careers' dynamics and patterns, featured by explicit and recursive interactions between individual, temporal and contextual factors. Second, the study aimed to adopt a qualitative approach to this topic as to allow a deeper understanding of individual narratives about careers, highlighting underexplored issues and peculiarities that future research could further examine through quantitative methodologies.
Design/methodology/approach
Project managers' careers are still an under-researched topic, especially through qualitative methods. The study applied career sustainability theory to the realm of project management, moreover, adopting a socio-constructivist perspective. Participants were 50 Italian project managers who were involved through a narrative in-depth interview that focused on career and career success. Their answers were analyzed through thematic analysis of contents and diatextual analysis.
Findings
Results showed that project managers' career could be a prototypical example of sustainable career, basically described in terms of four basic constitutive dimensions as follows: time frame, social space, agency and meaning. Implications for both future theoretical expansion of career sustainability theory and project managers' career management interventions were also discussed.
Originality/value
The originality of the paper could be found in the effort to adopt a socio-constructivist perspective to investigate the topic of career sustainability taking the exemplary case of project managers' career.
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Alessandro Lo Presti, Amelia Manuti and Jon P. Briscoe
The increasing flexibility and discontinuity of labor relations have been associated with the development of new forms of psychological contracts as well as the development of…
Abstract
Purpose
The increasing flexibility and discontinuity of labor relations have been associated with the development of new forms of psychological contracts as well as the development of more self-directed and mobile career attitudes. The purpose of this paper is to examine the relationship between the forms of psychological contract and protean/boundaryless career attitudes on the one hand and organizational citizenship behaviors (OCB) on the other.
Design/methodology/approach
In total, 458 employees of three large Italian organizations were sampled through a self-report questionnaire. Zero-order correlations were carried out to examine the associations between study variables while dominance analysis, along with multiple linear regression, was used for evaluating their unique contribution with respect to OCB.
Findings
OCB were positively predicted by relational and balanced psychological contracts, protean career attitude and boundaryless mindset.
Practical implications
Organizations must pay particular attention to the content of the psychological contract and the career attitudes of their employees because they influence their willingness to carry out OCB.
Originality/value
The results add new evidence to the careers literature in terms of boundary conditions with regard to the effects of protean and boundaryless career attitudes as well as different forms of psychological contracts.
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Alessandro Lo Presti, Beatrice van der Heijden, Jon P. Briscoe and Assunta De Rosa
As the notions of protean career and job crafting share a common emphasis on self-management, proactivity and customization, this study aimed to examine if the associations…
Abstract
Purpose
As the notions of protean career and job crafting share a common emphasis on self-management, proactivity and customization, this study aimed to examine if the associations between protean career, subjective and objective career success were mediated by job crafting, assessed via its three main dimensions (i.e. increasing structural job resources, increasing social job resources and increasing challenging job demands).
Design/methodology/approach
The authors sampled 594 Italian employees using a time-lagged research design: protean career was assessed at T1 and job crafting and career success at T2. Responses were analyzed through structural equation modeling.
Findings
This study’s results showed that increasing structural job resources mediated the association of protean career with subjective career success, while increasing challenging job demands mediated its association with objective career success.
Originality/value
In contrast to previous studies, in this contribution, the mediating role of job crafting is disentangled by taking into account its three respective dimensions. Additionally, the authors included both forms of career success as outcomes of protean career. Implications for future research and practical recommendations are presented and discussed.
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Paola Spagnoli, Alessandro Lo Presti and Carmela Buono
The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict.
Abstract
Purpose
The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict.
Design/methodology/approach
Since previous contributions reported theoretical and empirical evidence of possible gender differences in this process, a moderated mediation model was examined including gender as moderating variable of both direct and indirect effects. Conditional process analysis was used to test the hypotheses on a sample of 507 Italian employees who were also parents.
Findings
Results showed a significant mediation effect of OCG in the relationship between organisational work–family support and work–family conflict. Furthermore, evidence of a moderated effect of gender was found in the way that the negative direct effect of organisational work–family support on work–family conflict was stronger among women, whereas the direct effect of OCG on work–family conflict was significant only for men.
Originality/value
This is the first study addressing the possible negative effect of OCG on a specific target of employees.
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Alessandro Lo Presti, Assunta De Rosa and Enrico Viceconte
Constant and frequent technological changes within organizations call for further scholarly attention, as behavioural intentions need to be coupled also with future learning…
Abstract
Purpose
Constant and frequent technological changes within organizations call for further scholarly attention, as behavioural intentions need to be coupled also with future learning intentions to predict the present and prospective individual adaptations and performance. This study, grounded on the technology acceptance model, aims to examine the association between training opportunities and behavioural and future learning intentions also taking into account the role of task–technology fit as a moderator.
Design/methodology/approach
A survey was carried out within a single organization in the water processing sector on a sample of 200 workers who recently experienced a technological change through the adoption of System Application and Product in data processing. A moderated–mediation model was estimated through regression analyses with bootstrapping.
Findings
The results were consistent with study hypotheses. In particular, task–technology fit amplified the positive association between perceived ease of use and training opportunities as well as the indirect effect of this latter on both behavioural and future learning intentions through perceived ease of use and perceived usefulness. In sum, the hypothesized moderated–mediation model was confirmed.
Originality/value
Three novelty factors of this study can be stressed: it is among the few studies carried out on Italian workers in the realm of technology adoption, it expanded the technology acceptance model by including traditional behavioural intentions and future learning intentions as outcome variables and it integrated the task–technology fit perspective within the technology acceptance model.