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The initial transition into work has become less predictable. Therefore, emerging adults should take charge and be proactively engaged in their careers during the preparation stage of the school-to-work transition (STWT). We explored which behaviors emerging adults display during the STWT to foster their happiness, health, and productivity, how various contextual factors enable or hinder these behaviors, and to what extent these behaviors can be considered proactive.

Taking a qualitative approach, we conducted 44 semi-structured interviews with undergraduate students at an Applied Sciences University in the Netherlands six months before graduation. Additionally, we held nine focus groups (n = 55) and four interviews (n = 6) with contextual stakeholders (i.e. parents, faculty/staff, employers, the board of the university, higher education policymakers, and the Ministry of Education).

The students mentioned three main behaviors to foster their health, happiness, and productivity, namely, eating healthy food, maintaining social contacts, and reflecting on their motivations. Our analysis shows that, conceptually, none of these behaviors can be considered truly proactive. Moreover, the findings revealed multiple systemic underlying contextual hindrances to portray these behaviors, such as educational system characteristics, which make proactive behaviors less likely.

As the STWT is affected by multiple contexts, adopting a multi-stakeholder perspective is imperative when studying the phenomenon. We adopted the sustainable careers framework as a lens to uncover how emerging adults may build early career sustainability—additionally, we nuance current research on proactivity by concretizing the conceptualization of proactive behaviors.

While previous research in career studies has highlighted the positive impact of several leadership behaviors on followers’ work and career success, less is known about how the emergent topic of inclusive leadership shapes followers’ task performance. Using an inclusive leadership approach and job demands-resources theory, we developed a novel sequential mediation model in which inclusive leadership indirectly facilitates followers’ performance through self-initiating behavior and work motivation. Specifically, we aimed to investigate whether inclusive leaders encourage followers to show enhanced task performance through strengths use and work engagement.

A representative sample of 278 Dutch employees from diverse organizations was surveyed at three different time points.

The results of structural equation modeling evidenced that inclusive leadership was indirectly related to follower task performance, initially through the utilization of strengths and subsequently through work engagement over time. When leaders exhibited behaviors that were inclusive in nature, they encouraged their followers to make use of their strengths at work. Such leadership actions boosted the work engagement of their followers and led to enhanced task performance.

We develop and test a novel sequential mediation model that explores how inclusive leadership fosters improved task performance among followers by promoting the utilization of strengths and subsequent work engagement. This sheds light on the mechanisms through which inclusive leadership contributes to follower performance, a crucial indicator in shaping sustainable career trajectories.

This study aims to provide a causal framework for teacher burnout (BO) and work engagement (WE) by examining the factors that contribute to it and evaluating how progressive education (PE) affects teachers' performance in Higher education institutions (HEIs).

This study uses a multi-stage sampling technique with the help of computer random generation data from a selected list of teachers. The survey has two sections; the first consisted of a questionnaire of PE, BO, WE and organizational outcomes and the second contained four items to measure the demographic variables. The researcher contacted 745 teachers and asked them to fill up the questionnaire but the authors received only 498 useable responses.

The results of the study confirmed that moderating role PE reduces the BO of the teachers of HEIs and increases WE. The job demand-resource (JD-R) model was also validated in the Indian context and the model was found suitable for the Indian sample.

The study has been conducted to manage BO and teachers' engagement in HEIs and the result suggests that the Management of HEIs should value PE characteristics as a crucial component of the educational process. PE encourages academic engagement among professors and students in HEIs.

The study tests the moderating role of PE with the JD-R and the JD-R model in the higher education system in India, which is rarely tested. The study's integrated approach to BO and WE, which provide insight into both viewpoints and aids in employees' poor health.

In the ever-evolving digital landscape, this study aims to explore which specific personality traits contribute to the innovativeness of startups, with a particular emphasis on understanding how technology adoption mediates this relationship. By doing so, the authors strive to unveil the nuanced dynamics of personality, technology adoption and startup innovativeness in the digital era.

The authors conduct a quantitative empirical analysis using a sample of 1,314 German startups. This study utilizes a mediation analysis to examine the effects of personality traits on the innovativeness of startups, taking technology adoption as a mediator into account.

The empirical results show certain personality traits have direct effects on innovativeness. Also, the results show that technology adoption is a driver of startup innovativeness. In addition, these traits are (partially) mediated by technology adoption.

The results shed new light on the interplay of entrepreneurs' personality and technology adoption in relation to startup innovativeness and therefore underline the importance of technology in this triangular relationship. The authors employ secondary data from startups in Germany, which complicates generalization of the results to other geographical and cultural contexts.

This study contributes to the scientific debate on the role of personality traits in entrepreneurship by providing empirical evidence on the mediating effect of technology adoption in the relationship between personality traits and startup innovativeness. The findings offer valuable insights for researchers, entrepreneurs and policymakers interested in understanding and promoting innovativeness in the context of startups.

Using signaling theory, the overarching purpose of this study is to provide an insight into how age-inclusive HR practices (AIHRP) influence older workers' voice behavior through job crafting toward strengths (JCS) and how negative age-based metastereotypes (NABM) moderate these relationships.

Using time-lagged data were obtained from 321 Chinese older workers. PROCESS MACRO and Bootstrapping were used to test theoretical hypotheses.

Our results revealed the positive effects of AIHRP on both JCS and voice behavior, and the positive effect of JCS on voice behavior, as well as the mediating role of JCS in the relationship between AIHRP and voice behavior. Besides, results also found that NABM negatively moderate the effect of AIHRP on voice behavior, and the effect of AIHRP on JCS. Additionally, significant moderated mediation effect indicates that the indirect effect of AIHRP on voice via JCS will be weaker for employees with higher NABM.

First, we take the lead in linking AIHRP and employees' voice behavior. This complements voice literature by identifying an important new factor in motivating older workers' voice behavior. Second, by exploring the mediating role of JCS, we reveal the “black box” of how AIHRP affect older workers' voice behavior. Third, this study responds to the call for more studies exploring the boundary conditions of AIHRP and expands the theoretical research framework of the relationship between AIHRP, JCS and voice, deepens our understanding of the mechanism of voice behavior.

Our findings have several practical implications. First, the leadership personnel throughout the firm should be conscious of the crucial role of AIHRP. Second, managers should provide older workers with opportunities to craft their jobs to use their strengths and achieve a better person-job fit, which will result in a series of positive outcomes. Third, organizations should blur intergenerational boundaries within the organization and provide older workers with mentoring opportunities to motivate their voice.

Our findings have some social implications. Firstly, the results of this study are beneficial in demonstrating to society that older workers still have significant strengths and value. With reasonable methods, older workers can continue to contribute to the development of organizations and society, which in turn is conducive to changing society's perceived bias toward older workers, reducing age discrimination and promoting social harmony. Secondly, this study provides theoretical guidance for organizations and society to manage older workers, which is conducive to alleviating social problems such as youth labor shortage and increased burden of retirement.

This study is innovative as it first explores the influence, mechanism and boundary conditions of AIHRP on older workers' voice behavior, which not only deepens our understanding of older workers voice, but also enriches the research on AIHRP and JCS.