选择乐观，感觉更好！职业决策自我效能感在无边界职业取向与职业乐观主义关系中的作用

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2022-04-14 DOI:10.1177/23220937221090413

Bilal Ahmad, Nadia Nasir

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引用次数: 3

摘要

本研究运用资源守恒理论，考察了职业决策自我效能感是否干预了员工无边界职业导向与职业乐观的关系。本研究进一步评估了员工对遥远未来后果-未来的考虑(CFC-F)对员工CDSE与乐观情绪前关联性的交互贡献。在这种情况下，通过电子管理问卷，通过群集抽样从211名电子媒体员工中收集数据。采用SPSS 21和SmartPLS 3.0分别进行初步数据分析和假设检验。结果表明，CDSE在无边界职业导向与职业乐观的关系中具有显著的正向干预作用。此外，CFC-F的交互作用也很显著，员工在CFC-F水平越高时表现出更高的职业乐观程度。因此，CoR理论的前提是建设性资源(如无边界职业导向)帮助个体获得其他关键资源(如CDSE、乐观主义)。本文还讨论了本研究的理论和实践意义。

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Choose to be Optimistic, it Feels Better! The Role of Career Decision-making Self-efficacy on the Relationship between Boundaryless Career Orientation and Career Optimism

Drawing on the conservation of resources (CoR) theory, this study examined whether career decision-making self-efficacy (CDSE) intervenes in the association of employees’ boundaryless career orientation and career optimism. The study further sets out to assess the interactional contribution of employees’ consideration of distant future consequences—future (CFC-F) on the fore connection of employees’ CDSE and optimism. In this vein, data were collected from 211 electronic media employees through cluster sampling via an electronically administered questionnaire. SPSS 21 and SmartPLS 3.0 were used for preliminary data analyses and hypothesis testing, respectively. The results showed that CDSE significantly and positively intervened in the relationship between boundaryless career orientation and career optimism. Furthermore, the interactional effect of CFC-F was also found significant in a way that employees demonstrated a higher degree of career optimism at the higher levels of CFC-F. Hence, the premise of CoR theory that constructive resources (e.g., boundaryless career orientation) help individuals to gain other key resources (e.g., CDSE, optimism) was substantiated. Theoretical and practical implications of the study were also discussed.

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.