Career Development International最新文献

{"title":"Fired by an algorithm? Exploration of conformism with biased intelligent decision support systems in the context of workplace discipline","authors":"Marcin Bartosiak, Artur Modliński","doi":"10.1108/cdi-06-2022-0170","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0170","url":null,"abstract":"PurposeThe importance of artificial intelligence in human resource management has grown substantially. Previous literature discusses the advantages of AI implementation at a workplace and its various consequences, often hostile, for employees. However, there is little empirical research on the topic. The authors address this gap by studying if individuals oppose biased algorithm recommendations regarding disciplinary actions in an organisation.Design/methodology/approachThe authors conducted an exploratory experiment in which the authors evaluated 76 subjects over a set of 5 scenarios in which a biased algorithm gave strict recommendations regarding disciplinary actions at a workplace.FindingsThe authors’ results suggest that biased suggestions from intelligent agents can influence individuals who make disciplinary decisions.Social implicationsThe authors’ results contribute to the ongoing debate on applying AI solutions to HR problems. The authors demonstrate that biased algorithms may substantially change how employees are treated and show that human conformity towards intelligent decision support systems is broader than expected.Originality/valueThe authors’ paper is among the first to show that people may accept recommendations that provoke moral dilemmas, bring adverse outcomes, or harm employees. The authors introduce the problem of “algorithmic conformism” and discuss its consequences for HRM.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42528995","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How do individual factors affect career sustainability? An investigation of cascading effects through the career construction model of adaptation","authors":"Surendra Babu Talluri, B. Schreurs, N. Uppal","doi":"10.1108/cdi-05-2022-0120","DOIUrl":"https://doi.org/10.1108/cdi-05-2022-0120","url":null,"abstract":"PurposeThough the recent conceptualization of career sustainability, defining its indicators and dimensions prompted an important field of careers research, empirical research is still in its infancy. The current study empirically investigates how proactive personality, career adaptability and proactive career behaviors promote career sustainability based on the career construction model of adaptation.Design/methodology/approachThe authors used a two-wave survey design to collect data from 414 full-time working professionals representing different organizations located in India. The authors tested the proposed hypotheses using structural equation modeling in IBM SPSS AMOS.FindingsResults supported a serial indirect effect model with career adaptability and proactive career behaviors carrying the effect of proactive personality on career sustainability.Originality/valueThe study contributes to the emerging sustainable careers literature by unveiling the role of individual factors in career sustainability. Furthermore, the authors investigated these relationships through the complete career construction model of adaptation. By doing so, the current study contributes to careers literature by revealing the linkage between the career construction model of adaptation and career sustainability.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48651039","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Influence of relational learning and job autonomy in associations between social capital resources and newcomer adjustment: a moderated mediation study","authors":"L. Harris, H. Cooper–Thomas, Peter Smith, Gordon W. Cheung","doi":"10.1108/cdi-02-2022-0038","DOIUrl":"https://doi.org/10.1108/cdi-02-2022-0038","url":null,"abstract":"PurposeThis study aims to test the propositions of socialization resources theory, specifically focusing on social capital resources and their prediction of proximal (relational learning) and distal (job satisfaction and intent to quit) outcomes. The authors include the job design characteristic of job autonomy as a moderator of these associations.Design/methodology/approachCheung et al.’s (2021) four-step SEM procedure was used to test our mediation, moderation and moderated mediation hypotheses. The sample consisted of newcomers (N = 175) measured at two time points.FindingsThe results support the proposed model. Relational learning mediates the associations between social capital resources and outcomes; the utility of these social capital resources is stronger when job autonomy is lower.Practical implicationsOrganizations can use social capital resources to reduce newcomers' uncertainty during socialization, facilitating learning and positive outcomes. Organizations should also carefully consider the amount of job autonomy they grant to newcomers, as too much can be detrimental.Originality/valueDespite the acknowledged importance of workplace resources and relationships, few studies have focused on social resources provided during socialization. Moreover, job design is rarely included in socialization research, despite its influence on workplace processes. Thus, this study provides information about two novel areas of investigation: socially-oriented socialization resources and the impact of job autonomy.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45222027","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Losing the benefits of work passion? The implications of low ego-resilience for passionate workers","authors":"Wayne A. Hochwarter, Samantha L. Jordanno, Ashlee Fontes-Comber, D. de la Haye, A. Khan, Mayowa T. Babalola, J. Franczak","doi":"10.1108/cdi-05-2022-0132","DOIUrl":"https://doi.org/10.1108/cdi-05-2022-0132","url":null,"abstract":"PurposeThis research assessed the interactive effects of employee passion and ego-resilience (ER) on relevant work outcomes, including job satisfaction, citizenship behavior, job tension, and emotional exhaustion. The authors hypothesize that higher work passion is associated with less positive work outcomes when employees are low in ER.Design/methodology/approachThe authors collected data from three unique samples (N's = 175, 141, 164) to evaluate the moderating effect across outcomes. The authors conducted analyses with and without demographic controls and affectivity (e.g. negative and positive). The authors used a time-separated data collection approach in Sample 3. The authors also empirically assess the potential for non-linear passion and ER main effect relationships to emerge.FindingsFindings across samples confirm that high passion employees with elevated levels of ER report positive attitudinal, behavioral, and well-being outcomes. Conversely, high passion employees do not experience comparable effects when reporting low levels of ER. Results were broadly consistent when considering demographics and affectivity.Research limitations/implicationsDespite the single-source nature of the three data collections, The authors took steps to minimize common method bias concerns (e.g. time separation and including affectivity). Future research will benefit from multiple data sources collected longitudinally and examining a more comprehensive range of occupational contexts.Practical implicationsPassion is something that organizations want in all employees. However, the authors' results show that passion may not be enough to lead to favorable outcomes without considering factors that support its efficacy. Also, results show that moderate levels of passion may offer little benefit compared to low levels and may be detrimental.Originality/valueAs a focal research topic, work passion research is still in early development. Studies exploring factors that support or derail expected favorable effects of work passion are needed to establish a foundation for subsequent analyses. Moreover, the authors comment on the assumed “more is better” phenomenon. The authors argue for reconsidering the linear approach to predicting behavior in science and practice.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48688110","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Leader secure-base support and organizational learning culture: synergetic effects on employee state promotion focus and approach job crafting","authors":"Yan Tu, Lixin Jiang, Lirong R. Long, Linlin Wang","doi":"10.1108/cdi-09-2021-0235","DOIUrl":"https://doi.org/10.1108/cdi-09-2021-0235","url":null,"abstract":"PurposeLeader secure-base support, consisting of leader availability, noninterference and encouragement of growth, has important implications for stimulating employee proactivity. This study is aimed at examining whether, why and when leader secure-base support may motivate employees to engage in approach job crafting behavior. Drawing upon regulatory focus theory, we propose leader secure-base support is positively associated with employee approach job crafting via employee state promotion focus. Based on cue consistency theory, we further examine the moderating role of organizational learning culture in the associations of leader secure-base support with employee state promotion focus and subsequent approach job crafting.Design/methodology/approachTwo-wave data were collected from 281 Chinese workers. Path analyses with Mplus 7 were conducted to test the hypotheses.FindingsAs predicted, we found that leader secure-base support was positively related to employee state promotion focus and, in turn, facilitated employee approach job crafting. Moreover, organizational learning culture accentuated the impact of leader secure-base support on employee job crafting process.Originality/valueThis study is the first to examine the influence of leader secure-base support on employee job crafting. It also identifies a boundary condition for such an influence.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-09-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48432955","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Can qualitative job insecurity instigate workplace incivility? The moderating roles of self-compassion and rumination","authors":"Shanshan Qian, V. Lim, Yong-Xin Gao","doi":"10.1108/cdi-11-2021-0280","DOIUrl":"https://doi.org/10.1108/cdi-11-2021-0280","url":null,"abstract":"PurposeThis study examines why and when qualitative job insecurity (JI) leads to instigated workplace incivility.Design/methodology/approachThe authors collected data from 227 Chinese full-time employees from multiple organizations at two time points. Structural equation modeling was used to test hypotheses.FindingsResults show that qualitative JI is positively related to instigated workplace incivility through negative emotions; this indirect relationship is weaker among employees with higher self-compassion and stronger among employees with higher rumination.Originality/valueThe authors shift the predominant focus on the predictor of instigated workplace incivility from quantitative JI to qualitative JI. Based on the transactional model of stress and the stressor–emotion model of counterproductive work behavior (CWB), they provide new theoretical insights on why qualitative JI affects workplace incivility and identify new boundary conditions that affect employees' reactions to qualitative JI.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46876558","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"“New career” profiles for young adults incorporating traditional and protean career orientations and competencies","authors":"Sujin Kim, Michelle Hood, P. Creed, D. Bath","doi":"10.1108/cdi-10-2021-0256","DOIUrl":"https://doi.org/10.1108/cdi-10-2021-0256","url":null,"abstract":"PurposeUsing latent profile analysis, the authors explored the career profiles of young adult tertiary students (N = 468, 73.9% women; mean age 20 years) to determine the relative importance of traditional career orientation (TCO) and protean career orientation (PCO) beliefs for them.Design/methodology/approachYoung adults studying at university can aspire to traditional career experiences as they believe organizations will support their professional and career development. However, since the development of newer career models, the TCO model has received little research attention compared to the PCO.FindingsThe authors found that the dominant profile exhibited average levels of TCO, PCO and career competencies, and that this mixed profile was associated with more mature career identity development and greater organizational commitment. A second profile, with low TCO, average PCO and career competencies, showed a similar level of career maturity to the mixed profile, but exhibited less organizational commitment. A third profile, with average TCO, low PCO and career competencies, especially vocational identity awareness, was related to less career development and organizational commitment.Originality/valueThe findings suggest that a mixed traditional-protean orientation is common in young adult tertiary students and that the development of a vocational identity is important for positive career outcomes, regardless of orientation.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45153699","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Incivility experienced by immigrants struggling with acculturation: exploring buffering effects of holding behaviors by mentors","authors":"Rajashi Ghosh, Thomas G. Reio, Jr., A. M. Manongsong","doi":"10.1108/cdi-07-2021-0169","DOIUrl":"https://doi.org/10.1108/cdi-07-2021-0169","url":null,"abstract":"PurposeChallenges with acculturation in organizations may make employees an easy target of workplace incivility and awareness of what constitutes uncivil behaviors at work can influence the association between acculturation and incivility. The current study examined the links between acculturation, incivility and tested mentor holding behavior as a moderator.Design/methodology/approachSurvey data including responses to incivility vignettes were collected from 163 full-time first- and second-generation immigrant employees in the southeastern United States. The data were analyzed through moderated hierarchical regression analysis.FindingsThe results indicated that those experiencing separation or marginalization in trying to acculturate into the dominant culture reported experiencing uncivil behaviors from supervisors and coworkers. Also, one's awareness of incivility moderated the positive relationship between experience of separation and experiences of incivility, such that this relationship was stronger for those who had higher awareness of what constitutes uncivil behavior. Additionally, the effect of marginalization on reported incivility was dampened with higher levels of mentor holding behavior.Originality/valueThis study’s findings extend the application of the selective incivility theory beyond the minoritized categories of race and gender to the immigrants struggling with acculturation in organizations. Also, our study lends support to widening the theoretical lens for mentoring to include relational systems theory.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43592113","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The antecedents and outcomes of career optimism: a meta-analysis","authors":"Xinqi Lin, Y. Luan, Kai Zhao, Teng Zhao, Guolong Zhao","doi":"10.1108/cdi-01-2022-0023","DOIUrl":"https://doi.org/10.1108/cdi-01-2022-0023","url":null,"abstract":"PurposeGiven its importance, career optimism (CO) has drawn much attention from researchers. Fruitful evidence has been accumulated; unfortunately, a quantitative review is still lacking, which would limit the continuous development of this field. To address this, this paper uses the meta-analysis technology to evaluate the links between CO and its antecedents and outcomes.Design/methodology/approachThis study used Hunter–Schmidt method random effect meta-analysis technology to systematically evaluate the true score correlations between CO and its antecedents and outcomes.FindingsAmong the CO antecedents, this study found significant links between CO and agreeableness (ρ = 0.11), career adaptability (ρ = 0.55), career knowledge (ρ = 0.43), career decision self-efficacy (ρ = 0.52), social support (ρ = 0.30), conscientiousness (ρ = 0.54), extraversion (ρ = 0.38), gender (ρ = 0.07), GPA (ρ = 0.11), neuroticism (ρ = −0.42), and openness (ρ = 0.27). Moreover, among the CO outcomes, significant links have been found between CO and academic satisfaction (ρ = 0.43), career choice satisfaction (ρ = 0.44), career decisiveness (ρ = 0.37), depersonalization (ρ = −0.48), and emotional exhaustion (ρ = −0.59).Originality/valueBy conducting the first meta-analysis of CO, our study contributes to the CO literature. Additionally, our study increases the knowledge of CO, which would help leaders in the school or workplace to understand the significance of CO better and thereby take actions to intervene and increase students or employees' CO.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43534324","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Spillover and crossover effects of social support through work-family balance: a time-lagged analysis in Italian dyads","authors":"Alessandro Lo Presti, B. I. Van der Heijden, Alfonso Landolfi","doi":"10.1108/cdi-09-2021-0219","DOIUrl":"https://doi.org/10.1108/cdi-09-2021-0219","url":null,"abstract":"PurposeBuilding 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/approachThe 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.FindingsThe 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/valueThe 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).","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48980413","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}