Xinyuan (Roy) Zhao, Jiale Wang, Anna Mattila, Aliana Man Wai Leong, Zhenzhen Cui, Zaoning Sun, Chunjiang Yang and Yashuo Chen
Frontline employees’ proactive behaviors (i.e. job crafting) are critical to satisfying customers’ idiosyncratic needs. If the supervisors practice job crafting, their…
Abstract
Purpose
Frontline employees’ proactive behaviors (i.e. job crafting) are critical to satisfying customers’ idiosyncratic needs. If the supervisors practice job crafting, their subordinates are more likely to mimic such behaviors. However, there has been limited research on how leaders’ job crafting can influence subordinates’ job crafting. This study aims to examine the cross-level mechanisms (i.e. trickle-down effects) of supervisors’ job crafting on the subordinates’ attitudes and performance. Specifically, such trickle-down effects can be explained via two cross-level mechanisms of the supervisors’ job crafting on the subordinates’ work engagement and performance: social learning mechanism and job demands-resources mechanism.
Design/methodology/approach
A three-wave cross-lagged study was conducted in two-week intervals. The valid responses from 67 supervisors and their 201 subordinates were collected. The data set was analyzed using multilevel Structural Equation Modeling.
Findings
The results demonstrated that the social learning and job demands-resources mechanisms are not independent. The supervisor’s job crafting improves employment relationships, subsequently encourages subordinates’ job crafting and ultimately enhances work engagement and work performance.
Practical implications
The findings suggested that hospitality organizations should encourage job crafting among supervisors and managers. A proactive hotel manager can establish strong employment relationships, motivate subordinates to work proactively and obtain positive work outcomes.
Originality/value
The findings enrich the knowledge about the trickle-down effects of supervisors on subordinates in terms of job-crafting behaviors. In particular, this study found a new theoretical perspective that the job demands-resources and social learning mechanisms may not be independent, and the subordinates’ perception of the employment relationship plays a critical role.
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Chunjiang Yang, Yashuo Chen, Xinyuan Zhao and Zhenzhen Cui
Drawing upon the social identity theory, the authors argue that professionals' career identities have a positive indirect effect on identification with on-demand organizations…
Abstract
Purpose
Drawing upon the social identity theory, the authors argue that professionals' career identities have a positive indirect effect on identification with on-demand organizations through career networking behavior. In addition, the strength of these beneficial effects was also bound by extraversion and collectivism.
Design/methodology/approach
The hypothesized moderated mediation model was tested by multisource and time-lagged data about 242 Chinese accountants engaging in on-demand work.
Findings
The results demonstrated that professionals with a career identity tend to engage in career networking behaviors and identify themselves with a client company. In addition, extraverted professionals were more likely to engage in career networking behaviors, and collectivist professionals were more likely to identify with their on-demand organizations.
Practical implications
This research provides important guidelines on how managers in on-demand organizations leverage gig workers' career identities to establish deep relationships with them.
Originality/value
The authors expanded the traditional framework of identification in the setting of nontraditional work arrangements by establishing a link between career identity and organizational identification for on-demand professionals.
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Chunjiang Yang, Yashuo Chen and Aobo Chen
Using the theoretical lens of sensemaking, this paper aims to investigate the relationship between on-the-job shocks, as experienced by the employees and intention to stay (IS) by…
Abstract
Purpose
Using the theoretical lens of sensemaking, this paper aims to investigate the relationship between on-the-job shocks, as experienced by the employees and intention to stay (IS) by shedding light on the mediating role of organizational embeddedness (OE) and the moderating role of commitment human resource practices (CHRP).
Design/methodology/approach
The study used a time-lagged research design, collecting data from 304 employees from 48 teams in China to conduct multilevel structural equation modeling to test hypotheses.
Findings
This study found that employees who suffer on-the-job shocks tend to decrease their IS in organizations via OE. However, CHRP did not bound the main effect of on-the-job shocks on OE.
Practical implications
Given the increasingly dynamic business environment, employees constantly encounter shocks in the workplace. Organizations or leaders should be aware of the on-the-job shocks in harming employee retention.
Originality/value
The research highlights workplace events’ significance in investigating employees’ retention and specifically offers glimpses into the mechanisms by which on-the-job shocks manifest themselves in employees’ IS.
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Chunjiang Yang, Nan Guo, Yuting Wang and Chunling Li
Mentoring was considered as an efficient way to facilitate staff attachment with hotels. Such a strong attachment has been demonstrated to reduce employees’ intention to quit…
Abstract
Purpose
Mentoring was considered as an efficient way to facilitate staff attachment with hotels. Such a strong attachment has been demonstrated to reduce employees’ intention to quit. This study aims to investigate the mediating roles of organizational and occupational embeddedness in the relationships between mentoring functions and turnover intention.
Design/methodology/approach
The responses were collected from a sample of 354 employees in four hotels group across three Chinese provinces. A structural equation model (SEM) was applied to test the model and mediating roles of organizational and occupational embeddedness.
Findings
The results of SEM suggest that both organizational and occupational embeddedness mediated the relationships between mentoring functions (career and psychosocial support) and turnover intention. Specifically, employees who are able to receive successful mentoring can easily embed in their organization and occupation. Thus, these employees are reluctant to leave.
Research limitations/implications
Although this study reveals the important role of mediation, it has several limitations. First, the data drawn from Hebei, Beijing and Zhejiang provinces may lack geography representativeness. Second, this paper neglects potential moderating role of certain personal or context factors. Third, the time lag between the three data collections are not the same.
Practical implications
Managers should retain proper employees by introducing mentoring programs. Furthermore, to increase organizational and occupational embeddedness, managers should also consider the person-organization/occupation attachments of this industry.
Originality/value
This study tests organizational and occupational embeddedness simultaneously as mediators between mentoring and turnover intention through data obtained from the Chinese hotels.
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Chunjiang Yang, Yashuo Chen, Xinyuan (Roy) Zhao and Nan Hua
This paper aims to examine the impacts of transformational leadership and employee proactive personality on service performance, the mediation role of organizational embeddedness…
Abstract
Purpose
This paper aims to examine the impacts of transformational leadership and employee proactive personality on service performance, the mediation role of organizational embeddedness and the synergies of transformational leadership and proactive personality within the proposed framework.
Design/methodology/approach
Data was collected following a time-lagged research approach. The study sample included 218 frontline employees and their supervisors from ten carefully selected five-star hotels in China. Structural equation modeling was employed for the data analysis.
Findings
Transformational leadership and proactive personality had positive effects on task performance and contextual performance via organizational embeddedness. The interactive influences of transformational leadership and proactive personality on task performance and contextual performance were found significant and negative.
Originality/value
Transformational leaders and proactive employees have been shown to exert a strong influence on excellent service performance, with organizational embeddedness playing a critical role.
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Chunjiang Yang, Qinhai Ma and Ling Hu
The purpose of this paper is first, to overview the current research situation on job embeddedness (JE), including the theoretical underpinning of JE, the definition and…
Abstract
Purpose
The purpose of this paper is first, to overview the current research situation on job embeddedness (JE), including the theoretical underpinning of JE, the definition and dimensions of JE, its comparisons with similar constructs, and its global and composite measure; second, to intergrate the unfolding model, JE and image theory to better understand voluntary turnover – and indicate future research directions.
Design/methodology/approach
An extensive literature search covering several separate electronic databases, including ScienceDirect, EBSCO, Kluwer and Emerald, was conducted. Most of the articles can be acquired online from The University of California Riverside. The validity and reliability are compared between global and composite scales. The authors summarized and categorized the findings of current research.
Findings
JE can be differentiated from those similar constructs and measures already in the literature. Almost all of the studies on JE have found that it predicted voluntary turnover better than job attitudes and perceived ease of movement from traditional models of turnover. Along with extended research on it, JE was disaggregated into two major sub‐dimensions, namely, on‐the‐job and off‐the‐job embeddedness, and it has been extended to occupational and career level.
Research limitations/implications
In this paper, the authors use qualitative methods to evaluate the current studies on JE, only. Meta‐analysis, as a reviewing method, should be used in future research on clarifying the relationships between JE and other constructs in organizational behavior.
Originality/value
This research reviews almost all of the studies on JE from 2001 to 2009 and organizes and categorizes them into three kinds: cause, consequence and theoretical extension. The authors also summarize its relationships with other constructs (e.g. turnover, turnover intention, organizational commitment, organizational citizenship behavior) in various settings. Finally, based on discussion, the authors indicate future research directions.
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Mian Zhang and Xiyue Ma
The overall goal of this chapter is twofold. First, the authors aim to identify indigenous phenomena that influence employee turnover and retention in the Chinese context. Second…
Abstract
The overall goal of this chapter is twofold. First, the authors aim to identify indigenous phenomena that influence employee turnover and retention in the Chinese context. Second, the authors link these phenomena to the contextualization of job embeddedness theory. To achieve the goal, the authors begin by introducing three macro-level forces (i.e., political, economic, and cultural forces) in China that help scholars analyze contextual issues in turnover studies. The authors then provide findings in the literature research on employee retention studies published in Chinese academic journals. Next, the authors discuss six indigenous phenomena (i.e., hukou, community in China, migrant workers, state-owned companies, family benefit prioritization, and guanxi) under the three macro-level forces and offer exploratory propositions illustrating how these phenomena contribute to understanding employee retention in China. Finally, the authors offer suggestions on how contextualized turnover studies shall be conducted in China.
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Xinghong Wang, Qiang Bian, Xinhua Gao, Chunjiang Zhao, Minghui Liu, Xinghui Xie and Bowen Jiao
The purpose of this paper is to establish a dynamic model considering the actual operating conditions of the train and to study the dynamic performance and vibration…
Abstract
Purpose
The purpose of this paper is to establish a dynamic model considering the actual operating conditions of the train and to study the dynamic performance and vibration characteristics of axle box bearings under different operating conditions.
Design/methodology/approach
In this paper, based on the internal contact characteristics of double-row tapered roller bearings, a dynamic model considering the actual operating conditions of the train is established. The correctness of the model is verified by the vibration test of the bearing. Comparative analysis was conducted on the effects of axial force, radial force and rotational speed on the angular velocity of the cage, slip rate and vibration acceleration level of the inner ring.
Findings
As the force increases, the slip rate of the cages on both sides decreases, and the vibration acceleration level of the inner ring increases. With the increase of rotational speed, the cage slip rate of the axle box bearing increases and the vibration acceleration level of the inner ring increases.
Originality/value
A dynamic model is established considering the actual operating conditions, and the dynamic performance and vibration characteristics of the axle box bearing under different operating conditions are analyzed by numerical method. The research content can provide reference for the parameter design of high-speed railway bearings.
Peer review
The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-03-2024-0085/
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Qiang Bian, Xiangyun Zhang, Bowen Jiao, Guang Zeng and Chunjiang Zhao
The purpose of this paper is to establish a dynamic analysis model of composite cylindrical roller bearings, investigate the effects of different working conditions on the…
Abstract
Purpose
The purpose of this paper is to establish a dynamic analysis model of composite cylindrical roller bearings, investigate the effects of different working conditions on the kinematic characteristics of composite bearings and compare the differences between them and solid roller bearings.
Design/methodology/approach
This paper establishes a dynamic analysis model for composite cylindrical roller bearings and proves the correctness of the established model by establishing dynamic vibration experiments and contact theory for composite roller bearings. Comparative analysis was conducted on the effects of coupling changes in rotational speed, load, number of rollers and filling ratio on parameters such as bearing static stiffness, contact stress and vibration acceleration.
Findings
The composite roller can enhance the bearing’s operational stability and minimize contact stress, but that a higher filling ratio is going to increase the bearing’s stiffness. The acceleration degree of bearing vibration, the load on the outer raceway nodes and the bearing stability all decrease as inner ring speed rises.
Originality/value
A dynamic calculation model of composite cylindrical roller bearings is established, and the influence of multiparameter coupling changes on bearing vibration and contact is studied, which lays a foundation for the structural improvement of the bearings.
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Farhan Mirza and Naveed Iqbal Chaudhry
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
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.
Originality/value
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.