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Lu Xin¹, Mengyi Li^2,*, Fangcheng Tang¹, Wenxia Zhou², Wenxi Wang³
International Journal of Mental Health Promotion, Vol.21, No.1, pp. 1-11, 2019, DOI:10.32604/IJMHP.2019.010808
Abstract Based on social cognitive career theory, this research examined a chained mediation model for the relations between proactive personality, career success criteria clarity, career decision-making self-efficacy and affective wellbeing. A two-wave survey study was conducted among Chinese graduating students (N = 235). The results showed that proactive personality (measured at time 1), career success criteria clarity (measured at time 1), and career decisionmaking self-efficacy (measured at time 2) positively related to affective well-being respectively. In addition, the results further revealed that proactive personality was positively related to career success criteria clarity, which further predicted affective well-being More >

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Guanglei Zhang¹, Silu Chen^2,*, Youqing Fan³, Yue Dong¹
International Journal of Mental Health Promotion, Vol.21, No.1, pp. 13-29, 2019, DOI:10.32604/IJMHP.2019.010730
Abstract This paper attempts to unlock how and when leaders’ loneliness influences their voice-taking behavior in the workplace by integrating the regulatory loop model of loneliness and the affect theory of social exchange. Through collecting a daily diary study of 87 paired leader-follower samples from two electronics industry companies based in Guangzhou, China, this study finds that (1) leaders’ loneliness has a significant negative impact on social self-efficacy and voice-taking behavior; (2) leaders’ social self-efficacy mediates the relationship between their loneliness and voice-taking behavior; (3) performance pressure moderates the relationship between leaders’ loneliness and voice-taking behavior; More >

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Open Access

ARTICLE

Ying Xu¹, Ping Guo², Wenxia Zhou^1,*
International Journal of Mental Health Promotion, Vol.21, No.1, pp. 31-44, 2019, DOI:10.32604/IJMHP.2019.010742
Abstract Work engagement is a crucial positive psychological construct related to mental health. However, current self-directed and boundaryless career trend brings unprecedented challenges for organizations to foster employee engagement using traditional means. From an integrative perspective of the engagement theory and the career boundaryless theory, we built a model to test the moderating effect of person-vocation fit and trust in supervisor on the relationship between future work self and work engagement. After conducting a two-wave study with a sample of 231 employees, we found that future work-self was positively related to work engagement; and both person-vocation More >

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