Proactive personality and the job search outcomes: the mediating role of networking behaviour

Comparative analysis of innovative behavior in migrant workers and local employees in the Greater Bay Area of China

Introduction

The influx of foreign workers into Chinese cosmopolitan hubs has reshaped workplace dynamics, yet research on their innovation behaviors remains limited, particularly in the post-COVID-19 context. This study examines and compares the relationships between leader-member exchange (LMX), job autonomy, innovative work behavior, and job performance among foreign workers and local employees, addressing gaps in understanding how these factors influence organizational success during and after the pandemic.

Methods

Data were collected from 449 employees (295 foreign workers and 154 local employees) in China's food and beverage (F&B) industry during the COVID-19 pandemic. A multiple group analysis approach was employed to test hypotheses and compare interrelationships between variables across the two groups. Structural equation modeling (SEM) was utilized to assess direct and indirect effects.

Results

LMX and job autonomy positively correlated with innovative work behavior and job performance for both groups. However, significant differences emerged: job autonomy had a stronger impact on innovative behaviors among foreign workers than local employees. No notable differences were found in LMX effects. These findings highlight the role of cultural and contextual factors in shaping autonomy's influence on innovation.

Discussion

The study underscores the importance of fostering LMX and job autonomy to drive innovation and performance, particularly as organizations adapt to post-pandemic recovery. For multinational workforces, tailored strategies that address cultural differences in autonomy perception are critical. Practical implications include cultivating inclusive innovation cultures and leveraging autonomy to enhance foreign workers' contributions. Future research should explore longitudinal impacts of workplace dynamics in diverse sectors.

Investigating the Drivers of the Reverse Logistics Implementation in Reducing Waste in Vietnam

Reverse logistics systems are now acknowledged as being crucial for enterprises to enhance their overall financial and environmental performance, particularly in developing nations where they face more challenges on both fronts. The majority of researchers examined drivers and barriers to implementation in developed nations. This study aims to investigate the main factors that positively influence the practice of reverse logistics in a developing country such as Vietnam. The study employed a sample of 287 managers within 5 industries. According to the findings, 4 key factors influenced the reverse logistics implementation in developing countries: economic drivers, competitive drivers, outsourcing drivers, and environmental drivers. Regulation drivers and reputation drivers have little influence on reverse logistics performance, contrary to predictions. The findings help scholars in understanding the factors influencing reverse logistics operations in emerging nations. Furthermore, the findings demonstrate differences in the drivers of reverse logistics execution in developing and developed countries.

Proactive personality and job performance during cross-cultural service encounters: a moderated mediation model

Purpose

Drawing on the person-environment fit theory, in this paper the authors aim to propose and test a moderated mediation model that examines the relationships among proactive personality and job performance, cultural intelligence and emotional intelligence.

Design/methodology/approach

The authors collected the multisource data from a total of 120 hotel service employees and the employees' immediate supervisors. The authors used the PROCESS, an SPSS macro, to conduct multiple regression analyses to test this moderated mediation model.

Findings

The results suggest that cultural intelligence mediates the relationship between proactive personality and job performance during cross-cultural service encounters. Furthermore, the indirect effect of proactive personality on job performance during cross-cultural service encounters via cultural intelligence is stronger for service employees who are high in emotional intelligence.

Practical implications

This study has several implications for hospitality management in terms of developing effective strategies to foster cultural and emotional intelligence of service employees and improve the employees' performance.

Originality/value

Considering the limited number of studies showing why, how and in which situations personality can enhance performance, this study contributes to the literature by revealing the effect of proactive personality on the performance of service employees through important constructs such as cultural intelligence and emotional intelligence.

Where there is a will, there's a way: Job search clarity, reemployment crafting and reemployment quality

Job hunting is regarded as a self-regulatory process. However, few studies have examined the mechanism underlying the job search goal-performance relationship from the perspective of the self-regulatory behavior of reemployment crafting (RC). Therefore, the purpose of this study was to examine the mediating role of RC in the relationship between job search clarity (JSC) and reemployment quality (RQ) and the moderating role of the reemployment context. A three-wave study was conducted among 295 rural migrant workers who had experienced unemployment to successful reemployment in China. Model 4 and Model 9 from SPSS macro PROCESS were used to test the moderated mediation model. The findings indicated that (1) JSC was positively correlated with RQ; (2) seeking resources (SR) and seeking challenging demands (SCD) fully mediated the relationship between JSC and RQ; (3) supportive environment (SEn) and challenging environment (CEn), independently, have moderating effect on the relationship between JSC and SR, as well as the relationship between JSC and SCD; and (4) the mediating effect of SR as well as SCD was significant and greater when SEn and CEn were both at high levels. This study contributes to goal-setting theory and highlights the important roles of RC and the reemployment context.

Relationship Between Proactive Personality and Entrepreneurial Intentions in College Students: Mediation Effects of Social Capital and Human Capital

The research aims to explore the influence mechanism of proactive personality on the entrepreneurial intentions of college students. Adopting proactive personality scale, social capital scale, human capital scale, and entrepreneurial intention scale, this research tested valid samples of 300 Chinese college students. The results revealed that proactive personality exerted a significant and positive impact on the entrepreneurial intentions. Social capital played a partial mediating role between the proactive personality and the entrepreneurial intentions. Human capital also played a partial mediating role between proactive personality and entrepreneurial intentions. Social capital and human capital exerted a chain mediation effect between proactive personality and entrepreneurial intentions. The result of this research offers valuable insights to the study of the influence of college students’ proactive personality on entrepreneurial intentions and provides entrepreneurship education management in colleges with specific practical suggestions so as to improve entrepreneurial intentions among college students.