Growth mindset of intelligence reduces counterproductive workplace behavior: A mediation analysis of occupational stress

Li, Mengting; Wu, Fan; Leong, Frederick T. L.

doi:10.1111/ijsa.12347

Cited by 3 publications

(2 citation statements)

References 45 publications

(60 reference statements)

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“…An example item is “No matter who you are, you can significantly change your intelligence level.” This scale exhibited adequate reliability ( α = .97). Further, Li et al (2021) show that belief in the malleability of intelligence (i.e., a growth mindset) was negatively related to counterproductive workplace behavior via lower perceptions of job pressure.…”

Section: Methodsmentioning

confidence: 93%

The Five-Factor Career Adapt-Abilities Scale’s Predictive and Incremental Validity With Work-Related and Life Outcomes

Leong

Gardner

Nye

et al. 2022

Journal of Career Development

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Career adaptability, often measured using the Career Adapt-Abilities Scale (CAAS), has been conceptualized as consisting of four factors (Concern, Control, Curiosity, and Confidence). However, recent research has produced evidence in support of the inclusion of a fifth factor, Cooperation. The following pair of studies intends to extend the aforementioned work, to examine how the CAAS-5 predicts a number of work and life-relevant outcomes. Results show that the CAAS-5 is uniquely predictive of a number of outcomes over and above theoretically related constructs in both a sample of students with work experience and working adults. Additionally, using a bifactor model, results suggest that many outcomes are best predicted by a unique subset of the CAAS-5 dimensions. The combination of such results provides evidence for the validity and utility of the CAAS-5 for career interventions, and we therefore suggest that future research on career adaptability explore the five-factor structure further.

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Section: Methodsmentioning

confidence: 93%

The Five-Factor Career Adapt-Abilities Scale’s Predictive and Incremental Validity With Work-Related and Life Outcomes

Leong

Gardner

Nye

et al. 2022

Journal of Career Development

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“…Lyons and Bandura (2020) specifically discuss the relevance of growth mindset for the manager as coach. Also, several recent empirical studies have focussed on the role growth mindset plays in, for instance, engagement at work (Caniëls et al , 2018), knowledge sharing (Bryant and Aytes, 2019), leadership development (Sullivan and Page, 2020) and counterproductive behaviour (Li et al , 2021).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Exploring the role of implicit person theory in the relationship between innovative work climate and proactive behaviour at work

Hendrikx

Schreurs²,

Wal

2022

JWL

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Purpose The purpose of this study is to explore the role of employees’ underlying implicit person theories in the relationship with innovative work climate and proactive behaviour at work. First, the authors study how an employee’s implicit person theory (IPT), or the domain-general implicit belief about the development potential of people’s attributes, relates to learning goal orientation and proactive learning and entrepreneurial behaviour at work. Second, the authors investigate how employees’ perception of their work climate is associated with this IPT. Design/methodology/approach The authors set up an exploratory study relying on survey data from a sample of 498 professionally active Flemish adults and analysed a correlational path through SEM. Findings The authors found that holding an incremental IPT (i.e. believing in the development potential of people’s attributes) positively relates to proactive learning and entrepreneurial behaviour. Moreover, the authors found that employees working in an innovative work climate are more likely to hold an incremental IPT. Originality/value This study offers indications that IPT is a relevant explanatory variable in the relationship between innovative work climate on the one hand and learning goal orientation, learning work behaviour and entrepreneurial work behaviour on the other hand. As such, this study suggests that IPT is a promising concept that can be actively endorsed as a relevant underlying psychological process variable for fostering learning and entrepreneurial behaviour in organizations.

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Preliminary evidence for counterproductive work behavior as a workplace manifestation of science skepticism

O'Brien,

Sizemore,

Ashby

2024

Personality and Individual Differences

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Growth mindset of intelligence reduces counterproductive workplace behavior: A mediation analysis of occupational stress

Cited by 3 publications

References 45 publications

The Five-Factor Career Adapt-Abilities Scale’s Predictive and Incremental Validity With Work-Related and Life Outcomes

The Five-Factor Career Adapt-Abilities Scale’s Predictive and Incremental Validity With Work-Related and Life Outcomes

Exploring the role of implicit person theory in the relationship between innovative work climate and proactive behaviour at work

Preliminary evidence for counterproductive work behavior as a workplace manifestation of science skepticism

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