- مبلغ: ۸۶,۰۰۰ تومان
- مبلغ: ۹۱,۰۰۰ تومان
This research examines how work pressure influences proactive skill development in the context of the Chinese workplace. Drawing from the conservation of resources theory, we develop a model which argues that career networking behavior serves as the mechanism that allows employees to transform work pressure into proactive skill development. We further argue that in the context of the Chinese workplace, guanxi HRM, which is a culturally-specific workplace practice deeply-rooted in Chinese tradition, plays a contingency role in influencing the extent to which work pressure influences career networking behavior. We test our model using Partial Least Squares Structural Equation Modeling for a sample of employees (N=392) in China. The results show that career networking behavior positively mediates the influence of work pressure on proactive skill development and that guanxi HRM positively and significantly moderates the influence of work pressure on career networking behavior. The overall findings provide empirical support for the relevance of contextual and motivational factors in explaining employee proactive skill development. The theoretical and practical implications of the findings are fully discussed.
5.4. Concluding remarks
Drawing upon COR theory, the ‘reason to’ pathway hypotheses developed in the study enriches our understanding of why people undertake proactive skill development when faced with work pressure. The study departs form the conventional treatment of career networking behavior and proactive skill development as a composite construct of proactive career behaviours. Rather, the study argues that career networking behaviors is a precursor of proactive skill development and that career networking behavior itself is subject to context-specific cultural influences. Additionally, an organization’s HRM practices, which in the case of the Chinese workplace as embodied in guanxi HRM, signals the overall work environment and management attitudes towards human resources and thus impacts employees’ career behaviors. In sum COR theory, in particular its resource investment tent, was evidenced as a robust theoretical framework to explain the buffering of work pressure. Work pressure does not always come with negative consequences and this presents an ongoing research challenge to further explicate dispositional and situational factors related to specific proactive career behaviors.