Be a boundaryless good guy! How job embeddedness mediates and organizational identification moderates the associations of boundaryless career attitude with extra-role behaviours

IF 3.4 3区 管理学 Q2 MANAGEMENT
Alessandro Lo Presti, Assunta De Rosa, Yasir Mansoor Kundi, Piotr Mamcarz, Mariusz Wołońciej
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引用次数: 0

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.

做一个无边界的好人!工作嵌入性如何介导和组织认同如何调节无边界职业态度与角色外行为的关联
目的 本文旨在研究工作嵌入性的中介作用和组织认同对无边界职业态度与角色外行为(即组织公民行为和反工作行为)之间关系的调节作用。在时间 1 对无边界职业态度、组织认同和人口统计数据进行了测量。四个月后(时间 2),对工作嵌入度、组织公民行为和反工作行为进行评估。研究结果工作嵌入性在无边界职业态度与反生产性工作行为之间的正相关关系以及工作嵌入性与组织公民行为之间的负相关关系之间起到了中介作用;组织认同对后一种间接影响起到了缓冲作用。实践意义组织可以促进更强的组织认同和工作嵌入性,以留住以无边界为导向的人才,并培养积极的角色外行为。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
5.40
自引率
10.00%
发文量
25
期刊介绍: Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts
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