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Article
Publication date: 6 March 2020

Hai-jiang Wang, Xiao Chen and Chang-qin Lu

Career dissatisfaction can be defined as an unpleasant or a negative emotional state that results from the appraisal of one’s career. This negative affective appraisal might…

2020

Abstract

Purpose

Career dissatisfaction can be defined as an unpleasant or a negative emotional state that results from the appraisal of one’s career. This negative affective appraisal might motivate an individual to take actions to improve the situation. This paper examines career dissatisfaction as a trigger for employee job crafting in terms of altering the task and the relational boundaries of the work.

Methodology/methodology/approach

The paper further theorizes that employee contextual resource (i.e., job social support) and personal resource (i.e., occupational self-efficacy) will interact with career dissatisfaction to result in job crafting. Two-wave data were collected from a sample of 246 Chinese employees.

Findings

As hypothesized, employees with career dissatisfaction exhibited the highest levels of task and relational job crafting when they received adequate support from coworkers and supervisors and were confident about their occupational abilities.

Originality/value

The findings suggest that under certain conditions employee career dissatisfaction could be transformed into proactive work behavior (i.e., job crafting).

Details

Career Development International, vol. 25 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

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Article
Publication date: 8 June 2015

Luo Lu, Hui Yen Lin, Chang-Qin Lu and Oi-Ling Siu

The moderating roles of personal resources in the Job Demands-Resources (JD-R) model are relatively rarely examined, especially in non-western countries. The purpose of this paper…

566

Abstract

Purpose

The moderating roles of personal resources in the Job Demands-Resources (JD-R) model are relatively rarely examined, especially in non-western countries. The purpose of this paper is to investigate the moderating effect of a personal resource (i.e. intrinsic work value orientation) on the relationships between job demands, job resources, and job satisfaction among a large sample of Chinese employees from both mainland China and Taiwan.

Design/methodology/approach

Structured questionnaire survey was carried out to collect data from 402 employees in mainland China and 306 employees in Taiwan.

Findings

The authors found that intrinsic work value orientation amplified the negative relationship between work constraints (a job demand) and job satisfaction. Meanwhile, intrinsic work value orientation strengthened the positive relationship between autonomy (a job resource) and job satisfaction.

Originality/value

This is one of the few studies that explored the role of personal resources in the JD-R model. One unique contribution of the study is that the authors extended the JD-R model to include the intrinsic work value orientation as a resourceful work value for Chinese employees in two major Chinese societies. Based upon the findings, the authors suggest that personal resources such as work value orientation should be taken into account in the research of the JD-R model. Managerial implications of the findings are also discussed.

Details

International Journal of Workplace Health Management, vol. 8 no. 2
Type: Research Article
ISSN: 1753-8351

Keywords

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Article
Publication date: 14 September 2015

Chang-qin Lu, Bei Wang, Oi-ling Siu, Luo Lu and Dan-yang Du

The purpose of this paper is to investigate the mediating effects of work-home interference (WHI) on the relationships between work demand, work attitudes, and job performance…

1009

Abstract

Purpose

The purpose of this paper is to investigate the mediating effects of work-home interference (WHI) on the relationships between work demand, work attitudes, and job performance, with a focus on the moderating effect of Chinese work values (CWV).

Design/methodology/approach

A self-administered survey method was used. The sample comprised 1,032 employees from Mainland China, Hong Kong, and Taiwan. The moderated mediation framework was used to test the proposed model.

Findings

The results showed that WHI mediated the relationships among work demand, job satisfaction, and affective organizational commitment (AOC), but did not mediate the relationship between work demand and job performance. CWV moderated the mediated relationships and exacerbated the mediation effects of WHI on the relationships between work demand and job satisfaction and AOC.

Research limitations/implications

The use of a cross-sectional design prevented the drawing of causal inference. With the exception of job performance, the self-reported measures are all subject to the problem of common method bias.

Practical implications

Organizations in Greater China could implement stress management programs to reduce the negative effects of work demands. HR practitioners and managers should understand what values their employees hold to provide the proper interventions for them.

Originality/value

By integrating both the mediator (WHI) and a moderator (CWV), this study investigated how CWV, an individual-level cultural value, affects the influences of WHI. The results highlight the importance of incorporating culturally specific value constructs when examining the underlying mechanisms of WHI.

Details

Journal of Managerial Psychology, vol. 30 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

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Article
Publication date: 8 February 2016

Chang-qin Lu, Jing-Jing Lu, Dan-yang Du and Paula Brough

The purpose of this paper is to investigate the crossover effects of one partner’s work-family conflict (WFC) on the other partner’s family satisfaction, physical well-being, and…

1331

Abstract

Purpose

The purpose of this paper is to investigate the crossover effects of one partner’s work-family conflict (WFC) on the other partner’s family satisfaction, physical well-being, and mental well-being. The study tests the moderating effect of the opposite partner’s family identity salience within the crossover process in a Chinese context.

Design/methodology/approach

A self-administered questionnaire was used to collect matched data from 212 Chinese dual-earner couples. Hierarchical multiple regression analysis was employed to test the research hypotheses.

Findings

The results showed that there were significantly negative crossover effects of husbands’ WFC on their wives’ family satisfaction, physical well-being, and mental well-being, and vice versa. The authors found that the wives’ family identity salience mitigated the crossover effects of the husbands’ WFC, but the husbands’ family identity did not moderate the crossover effect of the wives’ WFC.

Originality/value

This is the first study to investigate the crossover effects of WFC among dual-earner couples in China. Further, the study integrated family identity salience into the WFC crossover process between couples from the receiver’s view and provided evidence that partners differed in the ways they dealt with each other’s stress. This research advances scholarly discussions of the psychological crossover process and fills a key gap of considering complex role variables as moderators within this crossover process.

Details

Journal of Managerial Psychology, vol. 31 no. 1
Type: Research Article
ISSN: 0268-3946

Keywords

Available. Content available
Article
Publication date: 21 October 2013

131

Abstract

Details

Journal of Chinese Human Resource Management, vol. 4 no. 2
Type: Research Article
ISSN: 2040-8005

Available. Content available
Article
Publication date: 8 February 2016

20

Abstract

Details

Journal of Managerial Psychology, vol. 31 no. 1
Type: Research Article
ISSN: 0268-3946

Available. Open Access. Open Access
Article
Publication date: 4 September 2023

Roberto Bacani Figueroa Jr

The purpose of this study is to describe an educational virtual reality (VR) photo-based tour used in an online course and investigate the influence of immersive capability on the…

1291

Abstract

Purpose

The purpose of this study is to describe an educational virtual reality (VR) photo-based tour used in an online course and investigate the influence of immersive capability on the dimensions of spatial presence and their relationship with learning-related variables.

Design/methodology/approach

The study employs a descriptive and an experimental methodological approach. The research objectives were achieved using a two-group (n1 = 29 and n2 = 30) experiment, employing descriptive statistics, t-test and correlation analysis.

Findings

The t-test revealed that the immersive capability had a significant effect on the sense of physical space (SP) , Engagement (EN) and negative effects (NE) dimensions. Correlations between the dimensions of spatial presence were found to confirm reports from the literature. Furthermore, some of the dimensions were found to be correlated with motivational and learning variables.

Research limitations/implications

The study reported the results of a one-off experiment among 59 participants. While the results were promising, a longitudinal qualitative study could confirm the results in an actual distance learning context.

Practical implications

The study confirmed that adding VR photo-based tours as learning activities may enhance the learning experience of distance learners.

Social implications

The study shared a case of a learning activity that can be employed for flexible education. Virtual tours can support the need for context-based learning that the geographical or political constraints may limit.

Originality/value

While the paper confirms previous reports on the benefits of using VR photo-based tours as learning activities, this paper has empirically shown the relationship between the dimensions of spatial presence and immersive capability in this specialized context.

Details

Asian Association of Open Universities Journal, vol. 18 no. 3
Type: Research Article
ISSN: 1858-3431

Keywords

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