Personal growth initiative as a predictor of psychological empowerment: The mediating role of job crafting

Matsuo, Makoto

doi:10.1002/hrdq.21347

Cited by 25 publications

(23 citation statements)

References 69 publications

(167 reference statements)

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“…Hence, hypotheses H1b (CDàPE) and H2b (RRàPE) were supported, whilst hypothesis H3b (TDàPE) was not supported. Similar findings were confirmed by earlier researches also (Arefin et al, 2019;Matsuo, 2019;Moradi & Dashti, 2016). Also, the result confirmed that PE changed a greater level of EE (β = 0.70 and p < 0.001).…”

Section: Discussion and Practical Implicationssupporting

confidence: 91%

“…Several studies found TMP as the key player to increase PE. Although there are different controversial results, many researchers empirically found that TMP (CD, RR, TD) positively and significantly influence PE (Arefin et al, 2019;Matsuo, 2019;Moradi & Dashti, 2016). In the direction of mediating effect of PE, the relationship between TMP and employee outcome has been documented in various research works, but contradictory outcomes have been found in the context of relationship amongst these variables.…”

Section: Linking Talent Management Practices Psychological Empowermen...mentioning

confidence: 99%

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Crafting employee engagement through talent management practices in telecom sector

Akter

Ahmed

Sentosa

et al. 2022

SA Journal of Human Resource Management

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Research design, approach and method: An online survey was conducted through the purposive sampling technique to collect data from telecom firms in Malaysia. The survey resulted in 242 responses, which were analysed through Partial Least Squares -Structural Equation Modelling (PLS-SEM) and PLS-Predict. In PLS-SEM, data were evaluated for hypothesis testing. After hypothesis result was obtained, the PLS-SEM model was assessed for its predictive validity through PLS-Predict. Main findings:The results explored that talent management factors positively and significantly predicted employee engagement through psychological empowerment, except training and development. The PLS-Predict resulted a higher value of predictive power for our model. Practical/managerial implications:This study may lead to practical applications to support human resource management practitioners towards comprehending the impact of talent management practices, either directly or indirectly, in engaging the right talent.Contribution/value-add: This study will fill the untapped area of improving employee engagement by adding psychological empowerment as a mediator between employee engagement and talent management practices.

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Section: Discussion and Practical Implicationssupporting

confidence: 91%

Section: Linking Talent Management Practices Psychological Empowermen...mentioning

confidence: 99%

Crafting employee engagement through talent management practices in telecom sector

Akter

Ahmed

Sentosa

et al. 2022

SA Journal of Human Resource Management

View full text Add to dashboard Cite

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“…An example item is: “I am constantly trying to grow as a person.” The PGIS-II’s total score has demonstrated good internal consistency with a sample of 331 college students (α = .95) and was predictive of aspects of vocational identity development (Weigold et al, 2013). Additionally, PGI was found to predict job crafting in a longitudinal sample of 320 U.S. workers, and demonstrated adequate reliability (.90; Matsuo, 2019). In the current study, the total score demonstrated strong internal consistency (α = .93).…”

Section: Methodsmentioning

confidence: 98%

Positive Predictors of Career Adaptability Among Diverse Community College Students

Gregor

Weigold

Wolfe

et al. 2020

Journal of Career Assessment

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Career Construction Theory (CCT) posits that an individual’s vocational development occurs as a product of their readiness, resources, and responses to the environment in which they are situated. Thus, an individual’s ability to adapt to environmental demands is predicated on a number of complex and interwoven inter- and intrapersonal factors. This is particularly relevant to the community college student population who, relative to their 4-year university counterparts, experience disparate rates of educational barriers. Therefore, the purpose of this study was to use CCT as a theoretical framework for investigating the relations among agentic characteristics (personal growth initiative and grit), barriers (perceptions of academic and educational barriers and coping with barriers), and career adaptability in a sample of diverse community college students. Data from a sample of 309 community college students indicated that perceptions of barriers significantly predicted career adaptability through coping with barriers, grit, and personal growth initiative. Serial mediation was supported for the effect of perceptions of barriers on career adaptability through personal growth initiative and coping with barriers. Results also indicated that the proposed model accounted for 55% of the variance in career adaptability. Implications of these findings for research and practice are discussed.

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“…A higher personal growth initiative is linked to a better engagement at work and lower intention to leave (Srivastava & Bajpai, 2020). Individuals with personal growth initiative were more likely to employ job crafting, as an initiative to adjust one's task with one' preferences (Matsuo, 2019) which had a positive link with career commitment, moderated by a sense of calling (Chang, Rui, & Wu, 2021). Personal growth initiative also serves as the predictor of perceiving career calling in a cross-sectional study (Jurica, 2014).…”

Section: Personal Growth Initiative Career Commitment and Career Callingmentioning

confidence: 99%

Stay in a Career? Personal Growth Initiative, Career Commitment, Calling among Millennials

Yuliawati

Teonata

2022

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Millennials are described as the generation that regards personal development and work meaning as important factors to remain in a career. Hence, finding ways to retain millennials through their initiative for personal growth and how millennials perceive their career can provide benefits for individuals and organizations. The aim of this study was to examine the effect of personal growth initiative on perceiving and living out a career calling as well as career commitment among Indonesian millennials. Using convenience sampling, 109 millennials aged 18–32 years were recruited to complete an online survey. Based on structural equation modeling, the model in which living a calling in a career as the outcome of other variables was found better than the model in which career commitment serves as the outcome. Personal growth initiative was also found negatively correlated to living a calling in a career but positively correlated to perceiving calling in career and career commitment. It is expected that Personal growth initiatives would benefit both individuals and organization and help millennials prepare for their careers. The study recommends career counselors to assist millennials develop ability to plan life that would lead to living out one’s calling in a career

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Personal growth initiative as a predictor of psychological empowerment: The mediating role of job crafting

Cited by 25 publications

References 69 publications

Crafting employee engagement through talent management practices in telecom sector

Crafting employee engagement through talent management practices in telecom sector

Positive Predictors of Career Adaptability Among Diverse Community College Students

Stay in a Career? Personal Growth Initiative, Career Commitment, Calling among Millennials

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