PurposePrior studies on social media have suggested that it primarily elicits negative career-related outcomes due to upward social comparison. Drawing upon social comparison theory, particularly the assimilative perspective, we challenge this prevailing view by identifying inspiration as a mediating mechanism and growth mindset as a boundary condition to explain when and how social media use fosters subjective career success (SCS).Design/methodology/approachWe conducted a three-wave survey among employees from the UK. Hierarchical regression analysis was utilized to test our hypotheses.FindingsResults show that inspiration mediates the relationship between social media use and SCS. Moreover, the growth mindset strengthens the effect of social media use on inspiration and the indirect effect of inspiration.Originality/valueThis study reveals the bright side of social media within career and its beneficial influence on SCS. It provides theoretical and practical implications for employees, organizations, and career counselors.

Purpose Previous research on narcissism and leadership seldom takes into account the leader–subordinate dyadic relationship and ignores the role of subordinate. Drawing on the contextual reinforcement model of narcissism, the purpose of this study is to explore the joint effects of both leaders’ and their subordinates’ narcissism on the former’s effectiveness through the latter’s perceived relationship conflict with them (RCWL). Design/methodology/approach Self-report data were collected from 315 full-time employees using a three-wave survey. Polynomial regression and response surface analysis were used to test the hypotheses. Findings The results of this study reveal that although RCWL is higher when leaders’ narcissism is higher along both congruence and incongruence line, RCWL is lower when leaders’ narcissism exceeds that of their subordinates than it falls short of subordinates’ narcissism when both leader’s and subordinate’s narcissism are low. Furthermore, the results of this study also demonstrate that leader–subordinate (in)congruence in narcissism has an indirect influence on the leaders’ effectiveness because of the resulting relationship conflict, and that the response surface of the total effect of joint narcissism on leader effectiveness possesses a convex surface, which demonstrates that leader effectiveness is lower at the median point when compared to the low- and high-level congruence points. Originality/value This study not only contributes to fit theory, vertical relational conflict and research on narcissistic leader by simultaneously investigating both leaders’ and subordinates’ narcissism and their joint influence on leader–subordinate relational conflict and leaders’ effectiveness but also offers several practical recommendations for companies to enhance leaders’ effectiveness.

PurposeThis study aims to examine whether there are differences in reliability and validity between the long and short measures of the career adapt-abilities scale (CAAS) and provide guidance for effective assessment of career adaptability.Design/methodology/approachA Hunter-Schmidt method random effect meta-analytic method was employed to compare the long and short CAAS measures in terms of reliability and criterion-related validity across multiple outcomes.FindingsThe study revealed that the short measure demonstrated slightly lower but still acceptable internal consistency estimates compared to the long measure. Regarding criterion-related validity, discrepancies in point estimates emerged between the two measures across several different outcome variables, with relatively large discrepancies found in commitment and job crafting. The short measure correlates more strongly with attitude-related variables, whereas the long measure has stronger relationships with behavior and/or outcome-related variables.Originality/valueThis study clarified reliability and validity differences between long and short measures of career adaptability, contributing to career adaptability literature. Moreover, it reveals potential risks of using the short measure for predicting commitment and job crafting, while also providing insights into strategically selecting measures based on outcomes of interest.

Abstract: This study aims to investigate the psychometric properties of the WRS-C (Work Resilience Scale – Chinese version) through two studies. In Study 1 (Sample 1: N = 463), we conducted an exploratory factor analysis (EFA) and identified the two-factor solution representing work resilience after translating the Work Resilience Scale (WRS) into Chinese. In Study 2, the psychometric properties of the WRS-C were investigated in two samples (Sample 2: N = 477; Sample 3: N = 374). The confirmatory factor analysis (CFA) confirms a two-factor structure. Furthermore, the WRS-C shows measurement invariance across groups by gender, age, job tenure, and education level. Furthermore, the results provide evidence for the convergent and concurrent validity of the WRS-C. In addition, its predictive validity has been demonstrated through its associations with mental health outcomes, performance outcomes, and attitude outcomes. Overall, the WRS-C is a reliable and valid instrument in the Chinese context, which can be utilized in future research and practice.

Performance information (PI) has received significant attention in public administration research. However, evaluating the impact of public sector PI on stakeholders is challenging due to varying empirical results. Drawing on information propagation theory, as well as social and cognitive psychology, we conduct a meta-analysis to examine the effect of public sector PI. Using 461 effect sizes from 75 studies, the meta-analysis reveals PI's positive effects on stakeholder attitudes, behaviors, and perceptions of performance. Moreover, the effects tend to be stronger when PI is sent by third parties, received by citizens, delivered with positive valence, presented in absolute forms, and disseminated in law enforcement administrative subfields and in societies characterized by low power distance. The findings reinforce the significance of public sector PI and illuminate the complex interplay between it and stakeholder responses.

In the digital economy era,employees'time theft—defined as engaging in unapproved non-work-related activities during work hours—has become increasingly hidden and widespread.Most prior studies have assumed that such behavior negatively impacts performance,focusing on mechanisms to reduce time theft within organizations.However,few have considered the potential positive effects of time theft or the conditions under which it may yield positive or negative outcomes.Drawing on the conservation of resources theory,this study examines the"too-much-of-a-good-thing"effect of time theft and explores how and under what circumstances it influences innovative behavior through recovery experience.Additionally,we investigate the moderating role of mindfulness to identify the boundary conditions of time theft's effects. To ensure both internal and external validity,we adopted a combination of experimental study(Study 1)and survey study(Study 2).In Study 1,we utilized a single-factor,three-level between-subjects design,randomly assigning 182 participants to one of three conditions.Participants first assessed their mindfulness traits and provided demographic information.They were then instructed to recall and describe a recent workplace time theft incident at one of three levels(high,medium,or low).Afterward,they completed measures of mindfulness and recovery experience and a manipulation check.In Study 2,we used a multi-wave,multi-source design to collect data from 633 employees.The survey was conducted in three phases,with a one-month interval between each phase.In the end,we obtained a leader-employee matched dataset with 503 observations across all three waves to test the proposed model. The experimental data(Study 1)showed that participants in the medium-level time theft group reported significantly higher recovery experience compared to those in the low-and high-level time theft conditions.The results also suggested that mindfulness moderated the relationship between time theft and recovery experience.Employees with higher mindfulness experienced a stronger positive effect of time theft on recovery.In Study 2,given that the data was nested(i.e.,multiple employees'innovative behavior was assessed by the same leader),we employed the Hierarchical Linear Modeling(HLM)to test our hypotheses.The results confirmed the inverted U-shaped relationship between time theft and recovery experience,and this effect was moderated by mindfulness.Additionally,following established methodologies,we used the"instantaneous indirect effect approach"to examine the indirect effects of time theft on innovative behavior through recovery experience.To further assess these indirect effects,we conducted a Monte Carlo simulation with 20 000 replications to generate 95%confidence intervals in R 4.2.The findings suggested that time theft influenced innovative behavior through recovery experience,with mindfulness strengthening the mediating effect. Drawing on the conservation of resources theory,we explored how time theft influenced innovative behavior through recovery experience.We also examined the moderating role of mindfulness.Our study contributes to the existing literature in the following ways.First,by investigating the effect of time theft on employee innovation,we offered a novel perspective that time theft,rather than being solely detrimental,can also provide benefits to organizations.Second,we identified the curvilinear mediation effect of recovery experience,suggesting that time theft and recovery exhibited an inverted U-shaped relationship,which indirectly influenced innovative behavior.Finally,we highlighted both the positive effects and potential costs of mindfulness as a moderator between time theft,recovery experience,and innovation,thus clarifying the boundary conditions under which time theft affected recovery experience.

To provide a comprehensive understanding of the competitive psychological climate, this research developed and validated the Competitive Psychological Climate Scale (CPCS) in China through three studies. In Study 1 (N = 293), a large pool of items were developed and exploratory factor analysis was conducted, resulting in three 4-item scales representing competition of performance, competition of Guanxi with superior, and competition inspired by coworkers. In Study 2 (N = 291), confirmatory factor analysis demonstrated that a three-factor model offered the strongest fit to the data. Configural, metric, and scalar invariance were achieved. Moreover, concurrent validity, convergent, discriminant validity was preliminarily evidenced. In Study 3 (N = 411), results from the two-wave data evidenced predictive validity by demonstrating that the three dimensions of the CPCS had unique and significant impacts in predicting silence and career satisfaction through emotional exhaustion. The development of CPCS provides a useful tool for researchers and practitioners to understand the mixed effects of competitive psychological climate.

To facilitate future research on career adaptability, this study aims to validate the super-short form of the Career Adapt-Abilities Scale (CAAS-SSF) through two studies across three samples. In Study 1, the full scale is shortened to a 4-item scale based on a Chinese sample (Sample 1, N = 616), considering both reliability and validity. Study 2 aims to validate the 4-item CAAS-SSF across two additional samples: Sample 2 in China (N = 332) and Sample 3 in the United Kingdom (N = 317). Results show that the CAAS-SSF demonstrates satisfactory reliability and good fit with the unidimensional model of career adaptability. Furthermore, the super-short scale exhibits acceptable measurement invariance across gender and culture groups. Moreover, criterion-related validity of the CAAS-SSF is supported by its positive correlations with criterions (i.e., job performance, career satisfaction, and occupational self-efficacy) that parallel results of the CAAS and CAAS-Short Form. Overall, the findings support the CAAS-SSF as a reliable and valid representation of the 24-item CAAS. Limitations and directions for future research are also discussed.

The present study aims to translate the Family-Supportive Coworker Behavior (FSCB) Scale into Chinese version (FSCB-C) and examine its reliability and validity through two studies. In Study 1 (N = 392), the exploratory factor analysis was conducted, which confirmed that the two-factor structure was consistent with the original scale. In Study 2 (N = 374), two-wave data was collected for confirmatory factor analysis and the results showed that the two-factor model was a good fit. Furthermore, the measurement invariance results displayed that the FSCB-C was equivalent across gender, age, education level, and job tenure. Additionally, the convergent validity and predictive validity were also demonstrated. The results showed that the FSCB-C could significantly predict job satisfaction, altruism towards colleagues, job stress, work-family conflict, and turnover intention. These findings provide evidence that the Chinese version of the FSCB scale is a valuable instrument.

Purpose This bibliometric literature review aims to uncover the (1) intellectual foundations and (2) topical evolution in the field of career aspiration research. Design/methodology/approach We employed the systematic literature review methodology following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. According to the predetermined criteria, 286 articles were included from the Web of Science database. Then, we employed performance analysis, science mapping and natural language processing to address our research objectives. Findings Co-citation analysis uncovered four foundational themes: (1) gender and leadership aspiration, (2) Social Cognitive Career Theory, (3) process of career development and (4) adolescents’ career aspiration. Moreover, co-word analysis showed that scholarly foci have shifted from adolescents’ career development to diverse streams. This shift was indicated by the exploration of additional research samples, such as university students, and topics related to specific aspirations (e.g. entrepreneurial and managerial aspirations) and gender issues (e.g. women leadership and gender stereotypes). Research limitations/implications Although this review has limitations related to data selection, it presents implications for practice, theory and future research on career aspirations. Originality/value The study illuminated the past and development of a research domain, thus advancing the understanding of career aspirations and inspiring future research.

Despite extensive research on procrastination, knowledge of its portrait remains limited. We integrate two perspectives in exploring the relationship between personality and procrastination: the traditional Big Five traits and the darker traits known as the Dark Triad. Through a meta-analysis of 47 independent samples with 18,839 participants, we found that most Big Five traits were negatively related to procrastination, while the Dark Triad traits were positively associated with procrastination. Moreover, the incremental variance analyses revealed that the Dark Triad captured variance in procrastination beyond the Big Five. However, the results of the relative weight analysis were more nuanced, as emotional stability, psychopathy, and conscientiousness emerged as the most important factors. Finally, life domain and national culture contributed to variations in the personality-procrastination relationship. Overall, the findings provide a more comprehensive and clearer understanding of the associations between personality and procrastination.

This research aims to develop a 15-item short form of the WOQ (WOQ-SF) and provide evidence for its reliability and validity. In Study 1 (N = 305), we simplified the WOQ into a short version in line with the scale reduction procedure and recommendations (Kruyen et al., 2013; Stanton et al., 2002). The exploratory factor analysis (EFA) reveals that the five factors of the WOQ-SF are conceptually distinct and correlated with each other. In Study 2 (N = 442), the psychometric properties of the WOQ-SF were investigated. The findings of the confirmatory factor analysis (CFA) confirm a good factor structure. In addition, the measurement invariance of this shortened scale was examined across gender, age, education level, and job tenure. Regarding validity, significant correlations between the WOQ-SF and the original WOQ were found. Furthermore, the WOQ-SF demonstrates relationships with career satisfaction, work engagement, job satisfaction, and career planning, providing evidence for its validity. In sum, the WOQ-SF shows good psychometric properties comparable to the WOQ, suggesting it is a suitable alternative.

Employee boundary-spanning behavior is critically important for organizations. Numerous studies have examined the relationships between employee boundary-spanning behavior and work-related outcomes. However, the findings are inconsistent among studies. This meta-analysis investigated the relationships between of employee boundary-spanning behavior and work attitude, performance, innovation, stress, and burnout, and also examined potential moderators and mediating mechanisms for those relationships based on social exchange theory. We meta-analyzed both Chinese and English primary studies on employee boundary- spanning behavior. Studies were identified with key words including "Boundary spanning", "Boundary spanning activities/Boundary spanning activity", "Boundary spanning behavior", etc., in English databases including Web of Science, ProQuest (Dissertation), EBSCO, Wiley, Sage and Chinese databases of CNKI and CSSCI. Finally, 52 independent samples from 50 empirical studies (with a total sample N = 14366) were included. We chose a random-effect model to conduct the meta-analysis using the R package Psychmeta (Core team, 2020). The results showed considerable heterogeneity among the 52 independent samples, according to the heterogeneity test. The publication bias test was conducted using Egger's test, Begg test, and Failsafe number, which revealed that there was no substantial publication bias in the studies. With the Hunter-Schmidt's meta-analytic method, employee boundary spanning behavior had significant relationships with job satisfaction and organizational commitment ((rho) over bar between 0.34 to 0.41) and performance outcomes ((rho) over bar between 0.19 to 0.31), as well as a small positive relationship with role stress ((rho) over bar = 0.14). It had no significant relationship with emotional exhaustion ((rho) over bar = -0.10, 95% CI = [-0.25, 0.05]). Employees' boundary-spanning behavior has both benefits and costs. Employee type (knowledge workers-non-knowledge workers), individualism-collectivism, and power distance moderated the relationships between employee's boundary-spanning behavior and its outcomes. The relationships between employee boundary-spanning behavior and performance and innovation were stronger for knowledge workers than for nonknowledge workers, but the relationships between employee boundary-spanning behavior and job satisfaction and role stress were stronger for nonknowledge workers than for knowledge workers. Collectivism positively moderated the relationship between employee boundary-spanning behavior and job satisfaction, performance, innovation. The relationships between employee boundary-spanning behavior and job satisfaction, performance, and role stress were stronger for high power distance regions than low power distance regions. Additionally, a meta mediation analysis was conducted to examine whether work attitudes partially mediated the relationship of employee boundary-spanning behavior with work outcomes. The results revealed that employee boundary-spanning behavior had indirect impacts on performance and innovation, while having suppressing effects on stress and exhaustion. We discuss the important implications for future research and organizational practices.

The present study aimed to translate the insubordination scale into the Chinese version (ISBD-C) and to test its reliability and validity among 994 full-time Chinese employees. In Study 1 ( N = 551), the insubordination scale was translated, and exploratory factor analysis (EFA) was conducted, which revealed a single factor structure of insubordination. In Study 2 ( N = 443), the scale’s convergent validity and discriminant validity were supported by confirmatory factor analyses (CFA). Further, measurement invariance was tested and indicated that the ISBD-C was equivalent across gender, age, education level and job position. Finally, the scale’s concurrent validity was demonstrated by positive correlations with general counterproductive workplace behavior and procrastination, and negative correlations with workplace well-being, work engagement, and affective commitment. These findings provide strong evidence that ISBD-C is a useful measure in the Chinese context.

A healthy relationship between supervisors and postgraduates is critical for their academic achievements and personal development. This paper quantitatively discusses such a relationship from the viewpoint of differential game theory. First, a mathematic model was established to describe the evolutionary dynamics of the academic level of the supervisor-postgraduate community, which is related to the two parties' positive and negative efforts. Then, the objective function aimed at maximizing the individual and total benefit of the community was constructed. After that, the differential game relationships in the non-cooperative, cooperative and Stackelberg scenarios were formulated and solved. A comparison of the three game scenarios showed that the optimal academic level and total benefit of the community were 22% higher in the cooperative scenario than in the non-cooperative and Stackelberg game scenarios. Moreover, the influence of model parameters on the game results was analyzed. The results indicate that, for the supervisor-led Stackelberg game, when the sharing cost ratio is increased to a specific level, the supervisor's optimal benefit will not be further improved.

The present study investigates the psychometric properties of decent work utilizing the bifactor exploratory structural equation modeling (Bifactor-ESEM) approach. Using a sample of 701 Chinese employees who completed the multidimensional Decent Work Scale (DWS: Duffy et al., 2017), this study reveals the superiority of the Bifactor-ESEM representation of DWS compared to alternative representations of the data (ICM-CFA, Bifactor-CFA, and ESEM). Additionally, the results of measurement invariance in the MIMIC framework indicate the DWS is equivalent in various age and job tenure samples of participants. Finally, the results provide evidence for the criterion validity by confirming the importance of accounting for both the G-factor (representing the global level of decent work) and the S-factors (representing the specific level of decent work), which shows that specific types of decent work explained variance in covariates (i.e., work well-being, life well-being, engagement, and turnover intention) over and above the variance already explained by the G-factor.