Social capital and career growth

Kang, Dae‐seok; Gold, Jeff; Kim, Jeongeun; Kim, Ilsoo

doi:10.1108/ijm-10-2018-0345

Cited by 4 publications

(5 citation statements)

References 55 publications

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“…Third, social capital mediated the relationships among supervisor-supportive organizational climate, pressure to produce, organizational climate, and service performance, while organizational silence mediated the relationship between a formalized organizational climate and innovative behavior. Social capital is an essential concept in social science [73]. This study found that organizational silence had no mediating effect on the relationship between a formalized organizational climate and innovative behavior in the Chinese and Korean samples.…”

Section: Discussionmentioning

confidence: 64%

Relationship between Organizational Climate and Service Performance in South Korea and China

2023

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Both South Korea and China have collective cultures; however, there are significant differences in employee behavior due to cultural, economic, and environmental factors. This study explores the influence of organizational climate on employee innovative behavior and service performance using a competitive value model, as well as the mediating effects of social capital and organizational silence. Adopting the interpersonal relationship, rational goal, and internal process approaches, it focuses on three aspects: supervisory support, pressure to produce, and formalization. A total of 773 valid questionnaires were collected from four- and five-star hotels in South Korea and China, and the data were analyzed using SPSS and AMOS. The results showed that supervisory support and pressure to produce positively affected employee social capital, thereby affecting their service performance. Formalization positively affected organizational silence and negatively affected employees’ innovative behaviors. This study confirmed the mediating effects of social capital and organizational silence in the organizational environment. The positive effects of supervisory support and pressure to produce on social capital were similar in South Korea and China. However, among the effects of organizational silence, Korean employees were more likely to benefit from formalization. This study identified the differences in organizational climate and organizational performance between South Korea and China and provides implications for enterprises’ sustainable development.

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Section: Discussionmentioning

confidence: 64%

Relationship between Organizational Climate and Service Performance in South Korea and China

2023

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“…The study results also reinforce existing studies identifying social intelligence as a valued individual quality. Social intelligence is already associated with greater self-awareness (Burdorf et al ., 2020); self-acceptance; sense of meaning; personal growth (Ryff, 2014); emotional intelligence; improved mental health (Malinauskas and Malinauskiene, 2018) and career growth (Kang et al ., 2019). By identifying social intelligence as a means to combat stress and withdrawal intentions, the study adds to the literature highlighting the importance of social intelligence.…”

Section: Discussionmentioning

confidence: 99%

Using theory of mind to understand the impact of Covid-19 fear on healthcare workers’ withdrawal intentions

Saini

Dash

Tiwari

2023

IJM

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PurposeHealthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will lead to negative psychological (psychological distress) and behavioral (withdrawal intentions) outcomes. ToM is also used to identify social intelligence as a means to counter fear of Covid-19 on heightened psychological distress and increased withdrawal intentions.Design/methodology/approachTo investigate the study design, a sample of 262 HCWs, including doctors, nurses and technicians, were surveyed using standardized questionnaires.FindingsAs predicted, Covid-19 fear led to increased withdrawal intentions with heightened psychological distress partially mediating the relationship. The alleviating role of social intelligence on the effects of Covid-19 was supported as high social intelligence reduced HCWs’ turnover intentions, with decreased psychological distress partially mediating the relationship.Originality/valueGiven the universality of the Theory of Mind (ToM), the findings of this study are likely to be generalizable to all pandemics. The study results support the increased application of ToM in organizational settings and have both theoretical and practical implications for health administrators. Based on study results, health administrators are exhorted to develop ToM-based mental models to understand and deal with the fear of contagious diseases. Health administrators can also increase HCWs’ social intelligence to deal with the negative perceptual and behavioral outcomes arising from the emotions aroused by the nature of their work.

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“…Contextual influences studied as moderators include climate-like constructs, such as innovation climate (Jiang et al, 2020a(Jiang et al, , 2020b, job insecurity climate (Kang et al, 2019), perceptions on organizational politics (Wanniarachchi et al, 2020;Liu et al, 2010) and shared vision (Huang et al, 2017). The career-related moderators examined are career growth (Ingusci et al, 2019), career growth opportunities (Bashir et al, 2020) and perceived alternative job opportunities (Zhu et al, 2020).…”

Section: Integrative Reviewmentioning

confidence: 99%

“…Most of the scholars in career growth literature studied variables at the individual level. Though prior research considered various contextual variables as moderators, such as innovation climate (Jiang et al, 2020a(Jiang et al, , 2020b, job insecurity climate (Kang et al, 2019) and perceptions of organizational politics (Liu et al, 2010), only innovation climate was collected at the individual level and aggregated to the organization level. This type of cross-level type of study is scarce in career growth literature.…”

Section: Integrative Reviewmentioning

confidence: 99%

“…Antecedents. Though prior research on organizational career growth has endorsed nonlinear effects of exploring the impacts of job status (van Osch and Schaveling, 2020), personality traits (Jiang et al, 2020a), social capital (Kang et al, 2019), despotic leadership (Rasool et al, 2018) and work stress (Zhao et al, 2016), the research on the determinants of organizational career growth remains scarce (Figure 5). McElroy and Weng (2016) have also advised scholars to investigate the individual and contextual determinants of organizational career growth.…”

Section: Contributions To the Literature On Organizational Career Growthmentioning

confidence: 99%

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Twenty-five years of career growth literature: a review and research agenda

Modem

Lakshminarayanan

Pillai

et al. 2021

ICT

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Purpose The dynamic career scenario and the significant change from traditionally placing careers in employers’ hands to self-managing one’s careers have sparked profound scholarly interest in career growth. This paper aims to analyze quadricentennial literature on career growth published during the years 1995 through 2020. In this paper, through bibliometric and integrative reviews, the authors address the two critical questions, “what do we know?” and “where should we go?” While the bibliometric review examines the evolution and trends, the integrative review examines the dynamics of conceptual frameworks, primary research foci, research context and quality in research designs and methods. Design/methodology/approach The study adopted preferred reporting items for systematic reviews and meta-analyses guidelines to identify the papers for this review. The data set comprised 102 papers and 60 papers for bibliometric and integrative review, respectively. “CiteSpace” is used for the bibliometric analysis and the template designed by the authors is used for the integrative review. Findings The results present conceptual clarification for career growth and its related constructs. The bibliometric analysis findings highlight the extensive research on career growth followed by organizational career growth and career growth opportunities. The findings also show that seven of the top 10 productive authors are from China. This study also identifies theoretical, conceptual and methodological opportunities and provides recommendations intended to further research engagements across the different aspects of career growth. Originality/value To the best of the authors’ knowledge, this is the first study to introduce bibliometric analysis into career growth literature. This research adopts an integrative review approach and offers insights into career growth literature.

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Social capital and career growth

Cited by 4 publications

References 55 publications

Relationship between Organizational Climate and Service Performance in South Korea and China

Relationship between Organizational Climate and Service Performance in South Korea and China

Using theory of mind to understand the impact of Covid-19 fear on healthcare workers’ withdrawal intentions

Twenty-five years of career growth literature: a review and research agenda

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