PurposeBecause of the changing psychological contract between employers and employees over time, the primary responsibility for career development has shifted from organizations to employees. As the role of individuals in career development has become important, personal growth initiative (PGI), individuals' positive and proactive stance toward change and continuous self-improvement, can be a pivotal construct in the fields of human resources (HR), organizational behavior (OB) and career management. The purpose of this study is to investigate the effects of person–organization fit (POF), authentic leadership and work empowerment on PGI.Design/methodology/approachData were collected from 235 employees of a leading telecommunication company in South Korea. Most respondents were highly educated male managers in their 30s and 40s. With an overall confirmatory factor analysis, the four-factor measurement model indicated a good fit to the data. The relationships between variables and the relative importance of each independent variables were tested using hierarchical multiple regression analysis, along with a bootstrapping to examine the mediation effect of work empowerment.FindingsBased on a moderated mediation model, this study examined the integrative effects of POF, authentic leadership and work empowerment on PGI. The authors found that employees demonstrated a high level of PGI when they perceived themselves fit with the organization and when they were empowered in their work. While the direct effect of authentic leadership was non-significant, supportive, transparent and ethical leadership behavior significantly moderated the relationship between POF and PGI. Lastly, based on a bootstrap analysis, this study found that work empowerment partially mediated the relationship between POF and PGI.Originality/valueThis empirical study contributes to the body of knowledge in the field of HR, OB and career management. This study introduced a relatively less explored construct, PGI, using data from knowledge workers in South Korea. The authors integrated diverse research streams such as person–environment fit, leadership and engagement research. Lastly, this was the first study that investigated the effects of contextual factors on PGI in the workplace.
The purpose of this study was to review diversity climate and inclusive climate scales and identify their features. By using three key concepts present in the diversity and inclusion climate literature (fairness, uniqueness, and belongingness), 13 measures were analyzed and summarized according to individual, group, leadership, and organizational levels. Both inclusive and diversity climate measures are based on the assumption that individual differences should be perceived, accepted, and valued in organizations. Inclusive climate measures specifically emphasize how much individuals feel a sense of belongingness to their groups or organizations while still feeling free to maintain and express their differences and uniqueness. Measures for diversity climate focus on the ways in which organizations can support diverse employees and how organizations can provide fair and equal opportunities to employees regardless of their differences. Discussion and implications are presented.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
customersupport@researchsolutions.com
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.