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Purpose The purpose of this paper is to examine the effect of servant leadership on followers’ subjective career success and the mediating role of career skills. The moderating effect of followers’ proactive personality is also investigated. Design/methodology/approach This paper collected two-wave matched data from 283 employees of an IT company. The authors use hierarchical regression and bootstrapping to test the hypotheses. Findings Servant leadership has a positive effect on career satisfaction and perceived employability through career skills. In addition, proactive personality moderates the association between servant leadership and career skills, such that the relationship is stronger when proactive personality is high. Proactive personality also moderates the indirect effect of servant leadership on career satisfaction and perceived employability. Practical implications The findings suggest that organizations should select and train leaders to practice servant leadership to enhance employee subjective career success. Originality/value This is the first study to investigate the mechanism and boundary conditions of the association between servant leadership and employee subjective career success.

Drawing upon the identity‐based perspective, the current research focused on the role of affective commitment and future work self salience (FWSS) in the relationship between abusive supervision and job performance. We expected that affective commitment, which represents the organization‐based identities of employees, would mediate the relationship between abusive supervision and job performance. Furthermore, we predicted that employees’ FWSS, which represents the ease of construction and clarity of an individual's hoped‐for work‐based identity, would amplify the indirect effect of abusive supervision on job performance via affective commitment. Specifically, FWSS was expected to play an amplifying role in the abusive supervision–affective commitment path. Based on a sample of 480 salespersons, the results of a 3‐wave study revealed that affective commitment mediated the abusive supervision–sales performance relationship. Moreover, the indirect effect of abusive supervision on sales performance via affective commitment was stronger for employees with higher FWSS. Specifically, the deleterious effect of abusive supervision on affective commitment was amplified by FWSS. This was the case even when emotional exhaustion and leader–member exchange were incorporated as competing mediators. Implications of our findings and future directions are discussed. Practitioner points Organizations should pay greater attention to employees with higher FWSS because they are more vulnerable to abusive supervision in terms of their decreased affective commitment and performance. To maintain affective commitment and job performance of employees with higher FWSS, organizations should train leaders to reduce or eliminate abusive behaviours, especially for those leading teams with a majority of high‐FWSS employees.

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Drawing upon the conservation of resources theory (Hobfoll, Am Psychol 44:513-524, 1989), social exchange theory (Blau, Exchange and power in social life, 1964) and the job demand-control model (Karasek, Adm Sci Q 24:285-308, 1979), this study uncovers the theoretical mechanism that explains the relationship between workfamily conflict and organizational citizenship behavior (OCB). First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in the mediated relationship. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Results of hierarchical linear modeling (HLM) first shows that job satisfaction mediates the relationship between work interference with family (WIF) and OCB. In addition, employees' decision authority moderates the direct effect of WIF on OCB. Specifically, the negative relationship between WIF and OCB is stronger when employees' decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WIF and job satisfaction is weaker when employees' decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.

Drawing upon career construction theory ( Savickas, 2002 , 2013 ) and the job demand-control-support model (JDCS; Johnson and Hall, 1988 ; Van der Doef and Maes, 1999 ), the present study aims to explore the adaptability resources mechanism of the relationship between work stressors and counterproductive work behavior (CWB). Two-wave data were collected from 305 employees working in the operation department of an e-commerce company. The results showed that career adaptability mediated the relationship between work stressors and CWB against both coworkers (CWB-I) and the organization (CWB-O), going above, and beyond the mediation effect of job satisfaction (i.e., an indicator of a social exchange path). Also, the association between career adaptability and CWB-O was stronger among employees who perceived a low (vs. high) level of organizational support. This study sheds light on how work stressors are related to CWBs indirectly through career adaptability. The findings also offer practical advice for organizations to prevent CWBs by developing employees’ adaptability.

Purpose Drawing upon the career construction theory (Savickas, 2002, 2013) and the conservation of resources theory (Hobfoll, 1989, 2001), the purpose of this paper is to explore whether, how and when career adaptability influences citizenship outcomes (i.e. citizenship behavior and citizenship fatigue). Design/methodology/approach Two-wave data were collected from 306 employees working in the operation department of an e-commerce company in Eastern China. Findings The results showed that both affective commitment and emotional exhaustion mediated the relationship between career adaptability and both citizenship behavior and citizenship fatigue, revealing a dual-process mechanism. Moreover, both the positive association between career adaptability and affective commitment and the negative association between career adaptability and emotional exhaustion were stronger among employees with a high (vs low) level of hindrance stressors. Research limitations/implications This study sheds light on the mechanisms and boundary conditions of the career adaptabilities–citizenship outcomes relationship. Originality/value This is one of the first studies to investigate the mechanism of the relationship between career adaptability and citizenship outcomes using multi-wave data.