Abstract This study examined the dynamic relationships among career adaptability, academic cynicism, and smartphone addiction in Chinese adolescents. Drawing on career construction theory, we proposed that career adaptability would be negatively associated with subsequent smartphone addiction and that smartphone addiction would, in turn, be negatively associated with subsequent career adaptability, with academic cynicism mediating both associations. Data were collected across three waves at 6‐month intervals: T1 ( N = 1923), T2 ( N = 1550), and T3 ( N = 1177). Using latent‐variable cross‐lagged panel models, we found support for the reciprocal longitudinal associations between career adaptability and smartphone addiction from T1 to T3. Moreover, academic cynicism at T2 mediated both longitudinal associations. These findings offer valuable insights for interventions aimed at strengthening career adaptability, sustaining students' sense of meaning in learning, and reducing problematic smartphone use among adolescents.
Despite the emerging research on vigilant leadership, little attention has been paid to the influence of vigilant leadership behaviors on the leaders themselves. Drawing upon conservation of resources theory, this study adopts an actor-centric perspective to investigate the double-edged sword effect of vigilant leadership behaviors on leader work engagement. For the resource gain pathway, we suggest that vigilant leadership behaviors can enhance leaders' perceived impact at work, which in turn increases their work engagement. For the resource loss pathway, we suggest that leaders who demonstrate vigilant leadership behaviors will experience greater ego depletion, leading to decreased work engagement. Furthermore, we argue that followers' proactive personality moderates these indirect effects: it reinforces the resource gain pathway and weakens the resource loss pathway. Results from an experience sampling study (Study 1, N = 176 leader-follower dyads) and a scenario-based experiment (Study 2, N = 142) consistently support our hypothesized model. Our findings have important implications for future research and practice of vigilant leadership.
Based on the framework of the experiential learning cycle, prior research has widely assumed that reflection promotes exploration, which subsequently facilitates learning from past experiences. However, empirical evidence regarding how and when this process unfolds remains limited. Based on affective events theory, this study aims to explore how daily work reflection influences exploration behaviour through emotional mechanisms. Data were collected from 102 full-time employees for 10 consecutive working days with experience sampling methodology. In the morning of each workday, participants were randomly assigned to one of three reflection conditions: reflecting on previous workday's success experiences, error experiences or neutral work events (i.e., the control group). Results from multilevel analyses showed that reflecting on successful working experiences had positive effects on daily exploration behaviour via increased attentiveness, whereas reflecting on error working experiences showed negative effects on daily exploration behaviour via decreased attentiveness and increased shame. Besides, performance-prove goal orientation (PPGO) had a cross-level moderating effect on the relationship between error experience reflection and attentiveness. That is, the negative relationship between error experiences reflection intervention and attentiveness was stronger for employees with higher levels of PPGO. Theoretical contributions and practical implications are discussed.
Abstract The changing nature of careers has implications for navigating organizational careers. An increased focus on employee agency and an erosion of clearly structured and predictable career paths mark them with ambiguity and uncertainty, thereby increasing the likelihood of intra‐organizational career inaction (i.e., insufficient action on a desire to make an intra‐organizational career transition over time). Due to a one‐sided focus on the influence of organizational conditions and on realized transitions (i.e., those in which the individual has moved into a new position within the organization), individual conditions and possible discrepancies in the execution of career desires remain underexplored. This paper takes an individual decision‐making perspective to explain intra‐organizational career inaction. Building on career inaction theory, we examine which configurations of individual and contextual conditions contribute to this phenomenon. This is important as intra‐organizational career transitions can build employee competences, leading to a dynamic and resilient workforce. Empirically, we adopted a qualitative longitudinal research design covering 1 year, following 26 employees who expressed a desire to make an intra‐organizational career transition at the beginning of the study. Qualitative comparative analysis (QCA) revealed four paths consisting of different combinations of the proposed conditions. We contribute to the career literature by addressing challenges in navigating contemporary organizational careers and to career inaction theory by empirically examining its core tenets.
Abstract The current study aims to address how and when work‐related information and communication technology (ICT) use during daily commutes affects the speed of work engagement. Based on a role transition perspective, we propose that work‐related ICT use during the home‐to‐work commute (WICT H‐W) has a positive indirect effect on the speed of work engagement via increased psychological detachment from home; and work‐related ICT use during the work‐to‐home commute (WICT W‐H) has a negative indirect effect on the next‐day speed of work engagement via increased work‐to‐home conflict. Moreover, we expect general task significance to amplify these effects of work‐related ICT use during commutes. Using an experience sampling study with 149 employees over 10 consecutive workdays, multilevel analyses revealed that daily WICT H‐W was positively related to psychological detachment from home, which, in turn, accelerated the speed of work engagement in the morning. On the other hand, daily WICT W‐H was positively associated with work‐to‐home conflict; however, the relationship between work‐to‐home conflict and next‐day speed of work engagement was not significant as expected. Besides, the cross‐level moderating role of general task significance was supported by our data. Specifically, employees with higher task significance experienced more pronounced effects of WICT H‐W on psychological detachment from home and of WICT W‐H on work‐to‐home conflict. These findings highlight daily commutes as a critical role transition context and show that work‐related ICT use during commutes can either facilitate or disrupt employees' daily role transitions depending on the direction of commute and the general perceived significance of work tasks.
