This study examines the link between protean career and boundaryless career attitudes and subjective career success. We propose that employees with protean and boundaryless career attitudes are more likely to engage in job crafting behavior, ultimately leading to career commitment and career satisfaction. Data from 321 business professionals working in France revealed that protean and boundaryless career attitudes predict subjective career success in the form of career commitment and career satisfaction through job crafting. The data also revealed a serial mediation pathway whereby protean and boundaryless career attitudes positively predicted job crafting behavior, which lead to stronger career commitment and increased career satisfaction. These results highlight the importance of job crafting behavior as an important, yet unexplored work-related phenomenon with significant organizational implications.

Purpose The purpose of this paper is to examine how managers deal with religious diversity in secular organizations in France. Design/methodology/approach In total, 28 semi-structured in-depth interviews with managers in France were conducted, transcribed and analyzed. Findings The findings reveal three distinct strategies. First, the authors identified a “flexibility within the rules” strategy in which managers try to accommodate religious practices by making allowances, create mutual understanding and trust. Second, a “separation strategy” emerged in which managers keep work and religion clearly separated. Those managers expressed a strong adherence to rules and perceived the implementation of allowances difficult not only for their own organization but also in light of third parties with whom they worked. Third, the findings reveal a “common-ground” strategy in which managers stressed the communalities between individual workers, downplayed their differences and sought to create a strong corporate culture to which all employees could relate. Practical implications The expression of religious beliefs in the workplace is increasing. However, little is known about how managers deal with the perceived clash of secularism and the presence of different religions in the workplace. Implications for managers such as taking into account perceptions of justice, practical issues as well as the importance of communication and education are discussed. Originality/value Religion is a deep-level and understudied aspect of diversity management that deserves more attention given the increase in religious diversity in the workplace.

PurposeUsing career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting.Design/methodology/approachA moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).Findingshe authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting.Research limitations/implicationsdata are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.Practical implicationsHigh levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace.Originality/valueThis research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.

PurposeThis paper examines antecedents to perceived injustice in exclusive talent identification practices.Design/methodology/approach31 in-depth interviews with individuals working in for-profit organizations in France were conducted and analyzed. Interviewees represented a variety of sectors such as transportation, aerospace, energy and telecommunications.FindingsThe use of exclusivity in talent identification influences perceived organizational justice through ambiguous advancement policies, support from hidden networks, lack of diversity in the talent identification process, frequent gender discrimination, and premature labeling of talent. These practices suggest breaches in procedural, distributive and interactional justice by allocating advantages to some employees over others. Exclusivity yielded frustration, jealousy and potential retaliatory behavior against those individuals deemed to be unfairly identified as talent.Practical implicationsThe challenge of ensuring fair and equitable talent identification is a growing issue for organizations. For managers, it requires paying close attention to how some forms of exclusivity in talent identification may create unfair treatment of employees.Originality/valueWhile organizational justice research focuses on the background and practices that promote justice, our research finds its originality in examining the sentiments of injustice that remain contextual, subjective and comparative.