Search results

1 – 7 of 7
Article
Publication date: 11 October 2022

Surendra Babu Talluri, Bert Schreurs and Nishant Uppal

Though the recent conceptualization of career sustainability, defining its indicators and dimensions prompted an important field of careers research, empirical research is…

Abstract

Purpose

Though the recent conceptualization of career sustainability, defining its indicators and dimensions prompted an important field of careers research, empirical research is still in its infancy. The current study empirically investigates how proactive personality, career adaptability and proactive career behaviors promote career sustainability based on the career construction model of adaptation.

Design/methodology/approach

The authors used a two-wave survey design to collect data from 414 full-time working professionals representing different organizations located in India. The authors tested the proposed hypotheses using structural equation modeling in IBM SPSS AMOS.

Findings

Results supported a serial indirect effect model with career adaptability and proactive career behaviors carrying the effect of proactive personality on career sustainability.

Originality/value

The study contributes to the emerging sustainable careers literature by unveiling the role of individual factors in career sustainability. Furthermore, the authors investigated these relationships through the complete career construction model of adaptation. By doing so, the current study contributes to careers literature by revealing the linkage between the career construction model of adaptation and career sustainability.

Details

Career Development International, vol. 27 no. 6/7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 28 September 2022

Varun Sharma, Vivek Mishra and Nishant Uppal

The present research aims to provide a comprehensive understanding of the mechanism underlying the potential harmful outcomes of perceived organizational support (POS) in…

Abstract

Purpose

The present research aims to provide a comprehensive understanding of the mechanism underlying the potential harmful outcomes of perceived organizational support (POS) in instigating unethical pro-organizational behavior (UPB). Integrating social exchange theory with social identity theory, the present study proposes the indirect effect of one's POS as the mechanism that leads an individual to commit UPB via organizational identification (OI). The authors also expect the role of an individual's moral identity (MI) in moderating the relationship between OI and UPB.

Design/methodology/approach

The current research tests the proposed moderated mediation model by using two survey-based field studies consisting of 316 and 178 responses in study 1 and 2, respectively from working professionals of various organizations in India.

Findings

The current research finds support for the proposed moderated mediation model where the POS leads to UPB through the indirect effects of OI. Also, an individual's MI plays a key role in moderating one's engagement in UPB.

Originality/value

The current research integrates social exchange theory and social identity theory in the UPB literature in a logical and coherent manner. Furthermore, the current research also explains the role of multiple identities in enhancing and attenuating one's engagement in UPB.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 6 November 2017

Nishant Uppal

The purpose of this paper is to posit a curvilinear relationship between organizational tenure and various facets of job performance. So far, theoretical explanations of…

Abstract

Purpose

The purpose of this paper is to posit a curvilinear relationship between organizational tenure and various facets of job performance. So far, theoretical explanations of such curvilinearity have been inconclusive and ambiguous. The current study draws from literature on organizational commitment to present an additional psychoeconomic explanation for curvilinearity. Further, it brings together job design, job stage, and conservation resource models to investigate moderation effects of motivational job characteristics on the organizational tenure-job performance relationship.

Design/methodology/approach

It is a longitudinal field study at two time periods using a sample of employees (n=679) in 19 job profiles from 13 different public sector organizations.

Findings

The current study found a mediated curvilinear relationship between organizational tenure and job performance from continuance commitment. The data show moderation effects of motivational job characteristics on the mediated curvilinear organizational tenure-job performance relationship.

Originality/value

Prior research based on industrial and business organizations provides substantial evidence to expect a curvilinear relationship between organizational tenure and job performance. That is, after an employee has spent a considerable amount of time in an organization and learned virtually all aspects of the job, further organizational tenure may cease to produce additional job performance improvements. However, scholars predicting curvilinear relationship have focused predominately on empirical verification with inconclusive and ambiguous theoretical explications. Therefore, the aim of the present study is twofold. First, it attempts to describe the ambiguous relationship between organizational tenure and job performance by examining the mechanism behind curvilinearity. Second, it examines motivational job characteristics as possible moderators that may affect the relationship.

Article
Publication date: 26 February 2021

Nishant Uppal

The current paper proposes a curvilinear relationship between the dark triad traits (Machiavellianism, psychopathy and narcissism) and job performance. In addition, it…

Abstract

Purpose

The current paper proposes a curvilinear relationship between the dark triad traits (Machiavellianism, psychopathy and narcissism) and job performance. In addition, it examines the moderation effect of traitedness on the dark triad–job performance relationship.

Design/methodology/approach

Drawing on data from 382 participants in a financial services firm in India, the authors conducted a two-phase study to examine the curvilinear and moderation effects.

Findings

Results confirmed that the relationship between dark triad traits and job performance is positive at the lower end of dark triad traits but flattens out as the dark triad traits intensify.

Originality/value

The authors discuss theoretical and practical implications and offer suggestions for future research.

Details

Personnel Review, vol. 51 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 December 2020

Nishant Uppal

This paper aims to examine the effects of the leaders’ dark triad (DT) personality traits, namely, Machiavellianism, Narcissism and Psychopathy, on the team performance…

Abstract

Purpose

This paper aims to examine the effects of the leaders’ dark triad (DT) personality traits, namely, Machiavellianism, Narcissism and Psychopathy, on the team performance variability. Furthermore, this work explores the role of team agreeableness in the above relationship.

Design/methodology/approach

The study is based on the longitudinal and archival data obtained from the sales team (team leaders: n = 190; team members: n = 832) of 19 firms dealing with fast-moving consumer goods in India.

Findings

From the finding of the study, it can be inferred that the presence of DT traits in the leaders causes high fluctuations in team performance. Besides, team agreeableness was found to moderate the relationship between the DT traits of the leaders and the team performance variability.

Originality/value

The theoretical and practical implications of the study are also discussed.

Details

Team Performance Management: An International Journal, vol. 27 no. 1/2
Type: Research Article
ISSN: 1352-7592

Keywords

Article
Publication date: 7 July 2020

Nishant Uppal

Drawing on the interactionist approach and interest alignment theory, this study aims to examine the mediating effects of three dimensions of person environment fit …

Abstract

Purpose

Drawing on the interactionist approach and interest alignment theory, this study aims to examine the mediating effects of three dimensions of person environment fit – person–organisation fit, person–job fit and person–supervisor fit – on the relationship between high-performance human resource practices (HPHRP) and firm performance.

Design/methodology/approach

Survey data obtained from 3,014 employees of research and development units and 721 senior HR executives and top management team members belonging to 274 Indian-based pharmaceutical firms is analysed to investigate a mediated pathway between HPHRP and firm performance.

Findings

The findings of the current research established that HPHRP was positively and significantly related to person–organisation fit, person–job fit and person–supervisor fit, and this facilitates firm performance and curtails employee turnover.

Originality/value

The current work firmly establishes a link between human resource management with firm performance using interactionist approach. Implications of the study to theory and practice are discussed.

Details

International Journal of Manpower, vol. 42 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 21 February 2020

Nishant Uppal

This study aims to investigate the relationship between Chief Executive Officer (CEO) narcissism and firm performance. Further, it examined the moderation effects of CEO…

1250

Abstract

Purpose

This study aims to investigate the relationship between Chief Executive Officer (CEO) narcissism and firm performance. Further, it examined the moderation effects of CEO duality and top management team (TMT) and board member agreeableness on the CEO narcissism–firm performance relationship.

Design/methodology/approach

The study is based on survey data from 373 CEOs in the automobile industry in India. The paper used mixed method research where CEO narcissism and TMT agreeableness has been measured using survey instruments, other data such as firm performance has been captured using secondary sources.

Findings

The study confirms that the relationship between CEO narcissism and firm performance is curvilinear, meaning that narcissism can positively impact firm performance to a point, but may become counter-productive or ineffective beyond that. Further, CEO duality and TMT and board member agreeableness significantly impact this relationship.

Originality/value

This paper fulfills an identified need to study how CEO behavior can affect variance in firm performance. The authors discuss theoretical and practical implications and offer suggestions for future research.

Details

European Business Review, vol. 32 no. 4
Type: Research Article
ISSN: 0955-534X

Keywords

1 – 7 of 7