How Does Mentoring Affect Protégés’ Adaptive Performance in the Workplace: Roles of Thriving at Work and Promotion Focus

Zeng, Hao; Zhao, Lijing; Ruan, Shuai

doi:10.3389/fpsyg.2020.546152

Cited by 15 publications

(13 citation statements)

References 103 publications

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“…High in prevention focus, employees exhibit security and safety needs and connect their goals to routines, duties, risk mitigation and security, while promotion-focused individuals exhibit growth and developmental needs and frame their goals around aspirations and gains (Wallace et al , 2016). Research reported that employees with different regulatory foci tend to respond differently to the effects of management practices such as mentoring (Zeng et al , 2020), job control (Du et al , 2018) and supervisor knowledge sharing (Kim et al , 2021). It is, thus, tenable to postulate the interactive effect of regulatory foci with HR flexibility on employee harmonious passion.…”

Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

Can human resource flexibility disentangle innovative work behavior among hospitality employees? The roles of harmonious passion and regulatory foci

Luu

2021

IJCHM

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Purpose The ongoing improvement of hospitality services stems from innovative behavior among employees. This study aims to investigate how and when human resource (HR) flexibility promotes hospitality employees’ innovative work behavior. Design/methodology/approach The data were garnered from 438 employees and 67 managers from 19 hotels operating in Vietnam. Multilevel structural equation modeling was used to analyze the data. Findings The positive association was observed between HR flexibility and innovative work behavior. Harmonious passion functioned as a mediator for such a relationship. While promotion focus was found to positively interact with HR flexibility to predict employee harmonious passion, prevention focus demonstrated an attenuating effect on the association between HR flexibility and harmonious passion. Practical implications The findings suggest that hospitality organizations can promote innovative work behavior among employees through building skill and behavioral flexibility, as well as flexibility in HR practices. Hospitality organizations should also realize the role of harmonious passion as a mechanism that can channel HR flexibility into innovative work behavior and the interactive effect of promotion focus and HR flexibility on fostering harmonious passion and, in turn, innovative work behavior. Originality/value This inquiry advances the strand of research on the HR management-innovative behavior linkage by offering insights into how and when HR flexibility promotes innovative work behavior among hotel employees.

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Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

Can human resource flexibility disentangle innovative work behavior among hospitality employees? The roles of harmonious passion and regulatory foci

Luu

2021

IJCHM

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“…As a kind of contextual resource and social support, enterprise actively undertaking CSR promotes employees’ taking charge via thriving at work. This positive relationship is also supported by Zeng et al (2020a) , who suggests mentoring as a resource that has a significant positive impact on protégés’ adaptive performance via thriving at work. Furthermore, findings confirm the importance of CSR and its boundary context to employees’ taking charge, which provides a very promising framework for studying CSR and taking charge behavior via thriving at work.…”

Section: Discussionmentioning

confidence: 72%

Can Corporate Social Responsibility Promote Employees’ Taking Charge? The Mediating Role of Thriving at Work and the Moderating Role of Task Significance

2021

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There is growing evidence to suggest that employees’ perceptions of their employer’s corporate social responsibility (CSR) positively influences their attitude and behavior. An increasing number of scholars have called for further explorations of the microfoundations of CSR. To that end, this study takes the conservation of resources perspective to examine relationships and the perception of CSR by employees, considering areas such as thriving at work, task significance, and employees taking charge. By analyzing 444 questionnaires completed by employees in China and using the conditional process analysis to test a hypothesis, results showed that the association between employees’ CSR perception and taking charge is significantly and positively correlated, with thriving at work mediating the connection. We also found that task significance negatively moderates the mediating effect between CSR and taking charge, such that the lower the level of task significance of a job, the more positive the effect of CSR on taking charge via thriving at work. These findings have theoretical implications for micro-level CSR research and managerial implications for entrepreneurs.

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“…Although CEOs are actively involved in the strategic choices of their firms [16] and the trade-offs between risk-taking and conservatism, studies examining the impact of CEOs' regulatory focus on firms' strategic choices remain scarce, implying that the impact of CEO regulatory focus on strategy may be underestimated. The innovation search behavior studied in this work is divided into depth search and breadth search behavior, both of which require CEOs to trade-off between innovativeness and riskiness [17][18][19]. From this, we propose that CEO regulatory focus may influence firms' search behavior choices in the face of the same positive performance feedback.…”

Section: Introductionmentioning

confidence: 99%

Positive Performance Feedback and Innovation Search: New Ideas for Sustainable Business Development

Sun

Qiu

2022

Sustainability

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Although the literature suggests that firms tend to adopt “conservative” behavior in the face of positive performance feedback, there are also studies that take the opposite view on the impact of positive performance feedback. Based on the behavior theory of the firm and regulatory focus theory, this study explored the impact of positive performance feedback on innovation search behavior and the boundary effect of CEO regulatory focus to gain insight into the mechanisms of innovation search behavior and to promote innovation for sustainable development. Based on data from 230 biopharmaceutical companies in China, the analysis found that: (1) positive performance feedback had a significant positive effect on depth search behavior and a significant negative effect on breadth search behavior; (2) CEOs’ promotion focus had a negative moderating effect on the relationship between positive performance feedback and depth search behavior and a positive moderating effect on the relationship between positive performance feedback and breadth search behavior; and (3) CEOs’ prevention focus positively moderated the relationship between positive performance feedback in relation to depth search behavior. This study extends the behavior theory of the firm and reveals the mechanism of the differential impact of positive performance feedback on innovation search behavior, which has implications for the study of which innovation search practices should be conducted by high-performing firms to promote sustainable development.

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How Does Mentoring Affect Protégés’ Adaptive Performance in the Workplace: Roles of Thriving at Work and Promotion Focus

Cited by 15 publications

References 103 publications

Can human resource flexibility disentangle innovative work behavior among hospitality employees? The roles of harmonious passion and regulatory foci

Can human resource flexibility disentangle innovative work behavior among hospitality employees? The roles of harmonious passion and regulatory foci

Can Corporate Social Responsibility Promote Employees’ Taking Charge? The Mediating Role of Thriving at Work and the Moderating Role of Task Significance

Positive Performance Feedback and Innovation Search: New Ideas for Sustainable Business Development

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