Breaches and buffers: Can meaningful work impact turnover during COVID-19 pandemic?

The fear and uncertainty created by the ongoing COVID-19 pandemic have strained the employer-employee relationship. This research seeks to understand how psychological contract breach shapes employees' perspectives of meaningful work and its influence on turnover intention. Drawing on event systems theory, we investigated how objective events in the environment (e.g., global pandemic) impact employees. We also argue that the career shock caused by the COVID-19 pandemic affected employees' choices based on their job fit and psychological resources. Findings indicate that experiencing meaningful work reduced turnover intention, especially for those that experienced less psychological contract breach. Also, experiencing meaningful work reduced turnover intention most for individuals whose working hours were not impacted by the COVID-19 pandemic. These findings show that experiencing meaningful work in a relatively stable job reduces employees' potential turnover during exogenous shocks. The study also highlights the importance of meaningful work and why organizations should collaborate and assist their employees in making work more meaningful.

Female career interruption and social integration: An interaction between human capital and new media use

Promoting the social integration of various groups provides a significant guarantee for China to achieve high-quality development. However, female workers, as the main force of the service industry, had suffered a greater occupational impact due to COVID-19 and loosened China’s fertility policy in 2021. After female career interruption, the change in women’s social roles and networks has aroused concern about their social integration. However, limited attention had been paid to female career interruption in existing studies about social integration. Therefore, this study developed a theoretical model to explore the relationship between female career interruption and social integration. An empirical test using data from the fourth Chinese Women’s Social Status Survey of Hainan Province was applied to evaluate the hypotheses. The results indicate that there is a significantly negative correlation between female career interruption and social integration. And there is a difference among female career interrupters with different quantiles of social integration. Furthermore, the impact of human capital on the link between female career interruption and social integration depended on the type of new media use. When female career interrupters who use strong learning-oriented new media (such as learning about news, working/business, studying online, and investing/financial management) encounter human capital, the relationship between female career interruption and social integration is minimal. In contrast, this relationship is enhanced when female career interrupters who use strong amusing-oriented new media (such as online consumption, chatting, entertainment, and games) are confronted with human capital. Meanwhile, the results of quantile regression show that the secondary moderating effect of learning-oriented new media use gradually weakens with the rise of the quantile of female social integration. And so does amusing-oriented new media use. However, a moderating effect of human capital alone is not found.

Can you manage shocks? An investigation of career shocks on proactive career behavior: a COR theory perspective

Purpose

Considerable research has been done to link career-development strategies to career-management success, but little is known about how career shocks (CSs) relate to proactive career behavior (PCB). Furthermore, the study investigates the mediation mechanism of personal resources (i.e. perceived self-efficacy (PSE) and perceived employability (PEMP)) in the linkage between CSs and PCB using the tenets of conservation of resources (COR) theory.

Design/methodology/approach

Using the survey approach, the authors recruited 322 banking professionals and validated the proposed model and hypotheses in AMOS.

Findings

The outcome shows that CSs are significantly related to PSE and PEMP (personal resources), subsequently linked to PCB. Moreover, personal resources mediate the linkage between CSs and PCB. Thus, CSs cannot be ignored but can be minimized through proactive efforts.

Practical implications

The findings support the banks' management to protect their personnel career by not giving CSs and build their PCB through personal resources. The employees should strive for enhancing personal resources through organizational development opportunities (i.e. training and development) to rescue themselves from sudden CSs.

Originality/value

Shocks cannot be ignored but can be managed through PCB. This research is the first that successfully adds to the career-development literature by empirically establishing the direct and indirect association between CSs and PCB through personal resources.