Haibo Yu

Although perfectionism has received considerable attention from organizational scholars, research on how it enhances employee creativity remains limited. Drawing on the model of proactive motivation and trait activation theory, this study investigates the relationship between employees’ self-oriented perfectionism and creativity (including both radical and incremental creativity), with job crafting as a mediating mechanism. In addition, we incorporate work stress as a moderator and propose a moderated mediation model. Multi-wave survey data were collected from employees in several Chinese organizations. The results show that self-oriented perfectionism is positively associated with both radical and incremental creativity, and that job crafting mediates these relationships. Furthermore, work stress moderates the mediated relationships, such that the positive indirect associations are stronger when work stress is higher. Theoretical and practical implications are discussed.

Introduction: While scholars have devoted considerable attention to integrating regulatory-focus theory into the job crafting field, there is no consensus on the fundamental definition, structure, and relationship between the promotion- and prevention-oriented job crafting. Methods: In study 1 (N = 923), the ambidextrous job crafting scale is 4 developed and tested for its factor structure and reliability. In Study 2 (N = 387), the dual-path effects mechanisms of the ambidextrous job crafting are examined using a lagged study design. Results: By integrating ambidexterity theory, we develop and validate a scale to measure ambidextrous job crafting behavior using two separate studies conducted in the Chinese context. Ambidextrous job crafting is defined as the employees’ behavior strategies of combining promotion- and prevention-oriented job crafting. The results indicate that there are two distinct forms of job crafting (promotion-oriented and prevention-oriented) and five dimensions for each form (cognitive, emotion, skill, task, and relationship). These dimensions could be measured with 41 items with satisfying reliability and validity. Results of structural equation and bootstrap models indicate that promotion-oriented job crafting is negatively correlated with turnover intention through work meaning, while prevention-oriented job crafting is positively correlated with turnover intention through work meaning and emotional exhaustion. Additionally, the difference and interaction between promotion- and prevention-oriented job crafting are negatively correlated with turnover intention through work meaning and emotional exhaustion. Discussion: Overall, our results underscore the importance of treating job crafting as a dual-path, multi-dimensional concept. The unique insights provide an essential aspects of job crafting.

Career crafting offers a new approach for individuals to cope with changing career situations. However, few studies have focused on personality-related antecedents that stably predict career proactivity. Additionally, as individuals’ careers are embedded in various social relationships, career crafting involves significant social interaction. Our study focuses on gratitude, which is related to social interaction, suggesting that gratitude fosters an appreciation for interpersonal relationships, providing a beneficial impetus for career crafting. A quantitative approach was adopted with a three-wave survey with 825 responses, and SPSS 26 and Mplus 8.3 were used as the analytical software for confirmatory factor analysis, hierarchical regression analysis, and path analysis. We conducted an empirical examination employing a moderated mediation model grounded in the framework of proactive motivation. The results revealed a positive correlation between gratitude and career crafting, with prosocial motivation mediating this relationship. Simultaneously, intrinsic motivation moderated the relationship between prosocial motivation and career crafting. Our study emphasizes gratitude’s role in career crafting and explores how it, along with prosocial motivations, drives proactive behaviors, responding to calls for relational work redesign and examining interactions between intrinsic and prosocial motivations in careers. It has important practical implications for individuals, organizations, and career counselors.

Learning from work failures is not only beneficial for individual development but also crucial for improving organizational performance and achieving sustainable development. We hypothesize that leader bottom-line mentality, which is commonly used by leaders to prevent profit and performance losses, may reduce subordinates learning from work failures. Drawing on social information processing theory, this paper examines how and when leader bottom-line mentality negatively affects subordinates learning from work failures. We tested our hypotheses through a three-wave survey of 245 employees from several high-tech companies in China. For data analysis, we used SPSS 26.0 and Mplus 8.0 to test the theoretical model and research hypotheses. The results indicated that leader bottom-line mentality has a negative indirect effect on subordinates learning from work failures through the mediating role of subordinates’ psychological availability. In addition, subordinate self-compassion can mitigate this negative mediating mechanism. The present study has several theoretical and practical implications for the current literature.

Career crafting is a new concept in the field of career research in recent years. However, the research on career crafting is still in its infancy, and there are few systematic and integrated studies. In this study, we have collected the existing research and extracted the 12 most related articles from 10 databases (Web of Science, Google Scholar, ProQuest, and EBSCO Host, etc.) by the end of 2022 to discuss the concepts of discrimination, theoretical basis, research methods, and measurement tools and variables of career crafting. As a reference for the follow-up in-depth study, future research should progress forward, such as by deepening and expanding the theoretical basis, testing and developing mature scales, building multilevel influencing factors and testing their interaction, and furthering the research on the mechanism of multi-field effects.

Although research in the feedback-seeking behavior literature has primarily focused on feedback-seeking from supervisors, some emerging works have begun to explore the benefits of coworker feedback-seeking behavior. Based on the social exchange theory, we investigated how and when seeking feedback from coworkers will benefit the seekers. Using a sample of 327 teachers from China, we find that seeking feedback from coworkers is positively associated with task performance and workplace well-being. Seeking feedback from coworkers is also positively associated with coworker relationship. Moreover, the coworker relationship mediates the effects of seeking feedback from coworkers and task performance and workplace well-being, and moderates the strength of the relationship between seeking feedback from coworkers on task performance and workplace well-being. Theoretical and practical implications of our findings are discussed.

Based on career construction theory, this study examined the relationships between career adaptability, organizational success, and individual career success with the moderating effect of career identity. Using a time-lagged survey design, we tested the proposed model on a sample of 1,652 employees from 20 Chinese companies. The results showed that career adaptability was negatively related to turnover intention but positively associated with supervisor-rated job performance, career satisfaction, and yearly income. In addition, the relationship between career adaptability and turnover intention was significantly positive for employees with low levels of career identity. Moreover, the positive relationship between career adaptability and career satisfaction was stronger for employees with high levels of career identity, and the relationship between career adaptability and yearly income was significantly positive for employees with high levels of career identity. We discuss the research implications for the development of career adaptability and career counseling.

Depression and diabetes have been recognized as major public health issues in China, however, no studies to date examined the factors associated with the development of depression in patients with diabetes in China. This study aimed to estimate the prevalence of co-morbid depression among adults with type 2 diabetes mellitus (DM) and to examine the influence factors of co-morbid depression in a group of patients with type 2 DM. The study was conducted from March l to May 31, 2012, in the Department of Endocrinology of the First Affiliated Hospital of the General Hospital of the People’s Liberation Army (PLA). A systematic random sample of 412 type 2 DM patients aged over 18 years was selected. A structured questionnaire was used for collecting the information about socio-demographic data, lifestyle factors and clinical characteristics. Depression and social support was evaluated by using the Chinese version of Beck Depression Inventory (BDI) and Social Support Rate Scale (SSRS), respectively. Weights and heights were measured. Hemoglobin A1c (HbA1c) was abstracted from each patient directly after the interview. Of the total sample, 142 patients had depression according to the BDI scores (BDI scores ≥14), the prevalence of co-morbid depression in this study population was 5.7 % (142/2500). Of which, 56 had major depression (BDI ≥ 21), and 86 had moderate depression (BDI ≥ 14&BDI < 21). Logistic regression analysis indicated that a high HbA1c level, a high BMI, low quality health insurance, and being single, were significantly associated with the development of depression. However, a family history of diabetes and a high social support level are likely protective factors. The prevalence of co-morbid depression was 5.7 % among Chinese subjects with type 2 DM in this study. High HbA1c level, high BMI score, being single, low social support level, and low quality health insurance were associated with the presence of depression. These findings support a recommendation for routine screening and management in China for depression in patients with diabetes, especially for those in primary care, to reduce the number of the depressed or the misrecognized depressed diabetic patients.