Although career proactivity has positive consequences for an individual's career success, studies mostly examine objective measures of success within single countries.This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across cultures. Drawing on Social Information Processing theory, we examined the relationship between proactive career behaviors and two aspects of subjective career success-financial success and work-life balance-and the moderating role of national culture. We tested our hypotheses using multilevel analyses on a largescale sample of 11,892 employees from 22 countries covering nine of GLOBE's 10 cultural clusters. Although we found that proactive career behaviors were positively related to subjective financial success, this relationship was not significant for worklife balance. Furthermore, career proactivity was relatively more important for subjective financial success in cultures with high in-group collectivism, high power distance, and low uncertainty avoidance. For work-life balance, career proactivity was relatively more important in cultures characterized by high in-group collectivism and humane orientation. Our findings underline the need to treat subjective career success as a multidimensional construct and highlight the complex role of national culture in shaping the outcomes of career proactivity. KEYWORDS career self-management, career success, national culture, proactive career behaviors * These 12 authors contributed equally to the article. † The quantitative part of this research endeavor has taken a number of years from conceptualization through to implementation. During this time, we have tried to ensure that we gained the maximum possible through this multiauthor approach while maintaining the integrity of our research. Many of the authors were involved in conceptualizing the research at face-to-face meetings held twice a year for this purpose during 2007-2014. All of the authors were involved in data collection in some capacity in their representative countries. All of the 12 main authors and many of the authors in the 5C collaborative were then involved in the subsequent initial analysis and interpretation of the data in similar biannual meetings held during 2014-2018. In between each of the whole-collaborative meetings, the 12 main authors took the group's inputs away to work on them in meetings held face-to-face, via email and Skype. The original text was drafted and revised among the 12 first-named authors before inviting critical input and revisions from the other 34 authors. The final text emerged from the input received from the collaborative, and all authors have signed off on the submission. This submitted version of the paper thus reflects the input and views of all 46 authors, and all are prepared to be accountable for its content. This process was repeated during the revision and resubmission stage. The large number of authors has facilitated ...
We apply an affordance lens on qualitative data from three case organisations using a digital voice channel providing employees with the opportunity to speak up via answering periodic mini‐surveys and making comments in an anonymous mini‐forum. We find that imbrications of material and social agencies (i.e., the voice channel's features and managerial reactions to voice) in the respective organisational contexts culminate in employees perceiving the channel as either affording or constraining voice, leading to perceived voice outcomes that eventually encourage or discourage them to speak up. Whether voice is encouraged or discouraged partly results from the mere interaction between employees and the digital voice channel independent of managerial reactions. Our findings thus challenge the emphasis on managerial behaviour and reactions to voice in explaining voice behaviour and outcomes in extant literature.
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