Why does competitive psychological climate foster or hamper career success? The role of challenge and hindrance pathways and leader-member-exchange
Bibliographic Data
| ID | 21285157 |
|---|---|
| Authors | Daniel Spurk (0000-0002-5865-108X, University of Bern, corresponding author), Annabelle Hofer (0000-0001-6759-1755, University of Bern), Simone Kauffeld (0000-0002-4158-5266, Technische Universität Braunschweig) |
| Year | 2021 |
| Volume | 127 |
| Pages | 103542 |
| Publication date | 2021-06-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Vocational Behavior (JOURNAL) |
| Journal identifiers | ISSN: 0001-8791 • E-ISSN: 1095-9084 |
| Publisher | Elsevier BV (PUBLISHER) |
| DOI | 10.1016/j.jvb.2021.103542 |
| OpenAlex | W3126401328 |
| Language | EN |
| Citations received | 29 |
| References cited | 108 |
This study integrated research on competitive psychological climate (CPC) and successful career development within transactional stress theory and the job-demands resources model. The theoretical model assumed two different processes from CPC at work that might either foster or hamper career success. Specifically, CPC might be positively related to work engagement (motivation-enhancing path, CPC appraised as challenge) or burnout (energy-decreasing path, CPC appraised as hindrance), which then should be positively or negatively related to objective and subjective career success, respectively. High versus low leader-member exchange relationships are assumed to moderate the relationships between CPC and work engagement and burnout. In Study 1, we tested the theoretical model within a sample of 808 academic scientists from different research fields in Germany. By doing so, we applied conditional indirect effects analyses within a path-modeling framework. The results largely supported the theoretical model, and showed that CPC is positively related to the number of publications and career satisfaction via work engagement under the condition of a high LMX quality. By contrast, CPC was negatively related to career satisfaction via burnout under the condition of a low LMX quality. Within Study 2 and an additional independent sample, results showed that these pathways are explained via hindrance and challenge appraisals of CPC. We discuss these results against the background of competition-based HR systems, as well as the integration of challenge–hindrance frameworks in career developmental research
Burnout · Career development · Job satisfaction · Path analysis (statistics) · Quality (philosophy) · Transactional leadership · Work (physics) · Work engagement · Applied Psychology · Clinical Psychology · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Personality Traits and Psychology · Psychology · Social Psychology
Leader–Member Exchange
Leading the Challenge
Why does team status difference have dual impacts on employees’ job behaviors? The role of challenge-hindrance pathways and individual personality traits
Why and when employees’ degree centrality influences knowledge-hiding
The high cost of competition
When and how LMX increases employee career satisfaction
Job resources and perceived marketability
The bright and dark sides of creativity in employee conflict management; the moderating role of competitive climate
How competitive climates trigger conflict with colleagues and supervisors and how team knowledge sharing helps
Team Artificial Intelligence Awareness and Self-Interested Unethical Behavior
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When and why does competitive psychological climate affect employee engagement and burnout
Workplace impostor thoughts are positively associated with risk aversion
Trait resilience and resilient behavior at work
Anxiety or engaged? Research on the impact of technostress on employees' innovative behavior in the era of artificial intelligence
Turnover intentions among gig workers
The role of leader favoritism, unfairness, and employability in employee psychological withdrawal behavior
The mediating effect of self-efficacy on career aspiration and organizational support with subjective career success among Malaysian women managers during the Covid-19 pandemic
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The double-edged sword of workplace friendship
Shaping Career Satisfaction
Self-Reliance in the Workplace
Job demands and burnout
Benefits or costs? The influence of gig employees' social comparison on organizational commitment via benign and malicious envy
Unraveling the Impact of Team Performance‐Prove Goal Orientation on Employee Creative Performance Through a Transactional Stress Theory Framework
Statistical analysis with missing data
Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences
Leader–member exchange (LMX) and culture
A Meta-Analytic Test of the Challenge Stressor–Hindrance Stressor Framework
A meta-analysis of burnout with job demands, resources, and attitudes
Effects of Race on Organizational Experience, Job Performance Evaluations, and Career Outcomes.
A Meta-Analysis of Antecedents and Consequences of Leader-Member Exchange
Work engagement
The Convergent Validity of Two Burnout Instruments
Weekly work engagement and flourishing
The job crafting intervention
An empirical examination of self-reported work stress among U.S. managers.
Workaholism, Burnout, and Work Engagement
What Do Proactive People Do? A Longitudinal Model Linking Proactive Personality and Career Success
Effects of Trait Competitiveness and Perceived Intraorganizational Competition on Salesperson Goal Setting and Performance
Antecedents and Outcomes of Objective Versus Subjective Career Success
A new occupational self-efficacy scale and its relation to personality constructs and organizational variables
The construct validity of an alternative measure of burnout
Linking job demands and resources to employee engagement and burnout
Even the best laid plans sometimes go askew
Meta-Analytic review of leader–member exchange theory
Stress
Subjective career success
Leader–Member Exchange (LMX) and Performance
Predictors of Objective and Subjective Career Success
Role of Prot+g+ Personality in Receipt of Mentoring and Career Success.
Extending the challenge-hindrance model of occupational stress
The Relative Performance of Full Information Maximum Likelihood Estimation for Missing Data in Structural Equation Models
Stress, appraisal, and coping
Fit indices in covariance structure modeling
Job demands–resources theory
Missing data
Sources of Method Bias in Social Science Research and Recommendations on How to Control It
The job demands-resources model of burnout.
Social Exchange Theory
Mediation in experimental and nonexperimental studies
Maslach Burnout Inventory
The Measurement of Work Engagement With a Short Questionnaire
Exchange and Power in Social Life
Protean Careers at Work
Relationships between psychological climate perceptions and work outcomes
Job demands, job resources, and their relationship with burnout and engagement
Reconceptualizing career success
Development and validation of an objective intra‐organizational career success measure for managers
Career success in a boundaryless career world
Careers as tournaments
The interactive relationship of competitive climate and trait competitiveness with workplace attitudes, stress, and performance
Development of a new scale to measure subjective career success
Best practice recommendations for data screening
So far, so good
Economic inequality enhances inferences that the normative climate is individualistic and competitive
Appraisal, coping, health status, and psychological symptoms
The effects of mentoring on academic careers over time
Have careers become boundaryless
Exchange and power in social life
The dynamics of threat and challenge appraisals prior to stressful achievement events
Gender differences in burnout
Principles and Practice of Structural Equation Modeling
Sponsored and Contest Mobility and the School System
| Citations per year | 5.8 |
|---|---|
| Citation span | 2021 - 2026 (6) |
| Highly cited | No |