Employability, proactiveness and workplace behaviors: is socioeconomic status a mediator?
Abstract
The paper aims to examine individuals’ behavior at work and/or in college, by placing the focus on employability, proactiveness and socioeconomic status as predictors. The paper’s objectives are threefold: (1) to examine if there is a causal relationship between employability and proactive personality of individuals and their citizenship or deviant behavior at work and/or in college; (2) to understand the extent to which socioeconomic status influences individuals’ citizenship or deviant behavior at work and/or in college; and (3) to determine the mediation role of socioeconomic status in the causal relationship between employability and proactiveness and individuals’ behaviors. Linear regression models were employed to test the predictive power of the variables once a causal relationship had been confirmed. Mediation tests were used to quantify the extent to which a variable participated in known causal relationships. The research reports results based on data collected from 534 university business students in Romania. The results confirm that employability and proactiveness predict workplace behavior, and that socioeconomic status mediates this relationship.
Keyword : organizational citizenship behavior, deviant workplace behavior, socioeconomic status, employability, proactive personality, mediation test
How to Cite
Păunescu, C., Acatrinei, C., Argatu, R., McGuire, S. J. J., & Zhang, Y. (2024). Employability, proactiveness and workplace behaviors: is socioeconomic status a mediator?. Journal of Business Economics and Management, 25(1), 47–65. https://doi.org/10.3846/jbem.2024.20745
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
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DeNavas-Walt, C., Proctor, B. D., & Smith, J. C. (2014). Income and poverty in the United States: 2013. US Census Bureau.
Dessler, G. (2014). Human resource management (14th ed.). Pearson Education.
Du-Babcock, B. (2016) Bridging the gap from classroom-based learning to experiential professional learning: A Hong Kong case. Dinamika Ilmu, 16(2), 181–199. https://doi.org/10.21093/di.v16i2.527
Duncan, G. J., & Brooks-Gunn, J. (1997). Consequences of growing up poor. Russel Sage Foundation.
Gan, Y., & Cheung, F. M. (2010). From proactive personality to organizational citizenship behavior: Mediating role of harmony. Psychological Reports, 106(3), 755–765. https://doi.org/10.2466/pr0.106.3.755-765
Greenberg, J., & Baron, R. A. (2007). Behavior in organization (9th ed.). Pearson College Div.
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). Moderation analysis. In Partial Least Squares Structural Equation Modeling (PLS-SEM) using R (pp. 155–172). Springer, Cham. https://doi.org/10.1007/978-3-030-80519-7_8
Harry, T., Chinyamurindi, W. T., & Mjoli, T. (2018). Perceptions of factors that affect employability amongst a sample of final-year students at a rural South African university. SA Journal of Industrial Psychology, 44, Article a1510. https://doi.org/10.4102/sajip.v44i0.1510
Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. In C. L. Keyes & J. Haidt (Eds.), Flourishing: The positive person and the good life (pp. 205–224). American Psychological Association. https://doi.org/10.1037/10594-009
Harvey, J. F., & Green, P. (2022) Constructive feedback: When leader agreeableness stifles team reflexivity. Personality and Individual Differences, 194, Article 111624. https://doi.org/10.1016/j.paid.2022.111624
Hermawan, H., Thamrin, H. M., & Susilo, P. (2020). Organizational citizenship behavior and performance: The role of employee engagement. Journal of Asian Finance, Economics and Business, 7(12), 1089–1097. https://doi.org/10.13106/jafeb.2020.vol7.no12.1089
Heslin, P. A., Vandewalle, D., & Latham, G. P. (2006). Keen to help? Managers’ implicit person theories and their subsequent employee coaching. Personnel Psychology, 59(4), 871–902. https://doi.org/10.1111/j.1744-6570.2006.00057.x
Hsieh, H.-H., & Huang, J.-T. (2014). The effects of socioeconomic status and proactive personality on career decision self-efficacy. The Career Development Quarterly, 62(1), 29–43. https://doi.org/10.1002/j.2161-0045.2014.00068.x
Hua, J., Zhang, G., Coco, C., Zhao, T., & Hou, N. (2020). Proactive personality and cross-cultural adjustment: The mediating role of adjustment self-efficacy. Journal of International Students, 10(4), 817–835. https://doi.org/10.32674/jis.v10i4.1274
Imam, H., & Chambel, M. J. (2020). Productivity or illusion? Assessing employees’ behavior in an employability paradox. Employee Relations, 42(6), 1271–1289. https://doi.org/10.1108/ER-11-2019-0446
Jencks, C., & Mayer, S. (1990). The social consequences of growing up in a poor neighborhood. In L. E. Lynn, & M. F. H. McGeary (Eds.), Inner-city poverty in the United States (pp. 111–186). National Academy Press.
Kayani, M., Alasan, I. I., Ali, W., & Hassan, S. (2021). Employees working behavior under different shades of destructive leadership. Studies of Applied Economics, 39(10), 1–18. https://doi.org/10.25115/eea.v39i10.5821
Kelloway, E. K., Hurrell, J. J., Jr., & Day, A. (2008). Workplace interventions for occupational stress. In K. Näswall, J. Hellgren, & M. Sverke (Eds.), The individual in the changing working life (pp. 419–441). Cambridge University Press. https://doi.org/10.1017/CBO9780511490064.020
Khalili, A. (2017). Transformational leadership and organizational citizenship behavior: The moderating role of emotional intelligence. Leadership & Organization Development Journal, 38(7), 1004–1015. https://doi.org/10.1108/LODJ-11-2016-0269
Kim, Y. M., & Cho, S. I. (2020). Socioeconomic status, work-life conflict, and mental health. American Journal of Industrial Medicine, 63(8), 703–712. https://doi.org/10.1002/ajim.23118
Knez, I., Hjärpe, D., & Bryngelsson, M. (2019). Predicting organizational citizenship behavior: The role of work-related self. SAGE Open, 9(2), 1–10. https://doi.org/10.1177/2158244019854834
Kornelakis, A., & Petrakaki, D. (2020). Embedding employability skills in UK higher education: Between digitalization and marketization. Industry and Higher Education, 34(5), 290–297. https://doi.org/10.1177/0950422220902978
Kraus, M. W., Piff, P. K., & Keltner, D. (2009). Social class, sense of control, and social explanation. Journal of Personality and Social Psychology, 97(6), 992–1004. https://doi.org/10.1037/a0016357
Kwentoh, W. N., Joe-Akunne, C. O., & Anazor, C. S. (2020). Job burnout and personality as predictors of workplace deviance. International Journal of Trend in Scientific Research and Development, 4(3), 454–458.
Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131–142. https://doi.org/10.1037/0021-9010.87.1.131
Li, N., Liang, J., & Crant, J. M. (2010). The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective. Journal of Applied Psychology, 95(2), 395–404. https://doi.org/10.1037/a0018079
Li, W., Gill, S. A., Wang, Y., Safdar, M. A., & Sheikh, M. R. (2022). Proactive personality and innovative work behavior: Through the juxtapose of Schumpeter’s theory of innovation and broaden-and-build theory. Frontiers in Psychology, 13, Article 927458. https://doi.org/10.3389/fpsyg.2022.927458
Liao, P.-Y. (2021). Linking proactive personality to well-being: The mediating role of person-environment fit. SAGE Open, 11(3), 1–15. https://doi.org/10.1177/21582440211040118
Liguori, E. W., McLarty, B. D., & Muldoon, J. (2013). The moderating effect of perceived job characteristics on the proactive personality-organizational citizenship behavior relationship. Leadership & Organization Development Journal, 34(8), 724–740. https://doi.org/10.1108/LODJ-01-2012-0014
Lin, S.-H., Lu, W.-C., Chen, Y.-C., & Wu, M.-H. (2022). The relationships among proactive personality, work engagement, and perceived work competence in sports coaches: The moderating role of perceived supervisor support. International Journal of Environmental Research and Public Health, 19(19), Article 12707. https://doi.org/10.3390/ijerph191912707
López-Domínguez, M., Enache, M., Sallan, J. M., & Simo, P. (2013). Transformational leadership as an antecedent of change-oriented organizational citizenship behavior. Journal of Business Research, 66(10), 2147–2152. https://doi.org/10.1016/j.jbusres.2013.02.041
Ma, E., Wang, Y. C., Xu, S. T., & Wang, D. (2022). Clarifying the multi-order multidimensional structure of organizational citizenship behavior: A cross-cultural validation. Journal of Hospitality and Tourism Management, 50, 83–92. https://doi.org/10.1016/j.jhtm.2021.12.008
Marica, D.-F. (2018). The contribution of work engagement over proactive personality and proactive work behavior. Studia Doctoralia. Psychology and Educational Science, 9(2), 106–115. https://doi.org/10.47040/sd0000063
Mayers, A. (2013). Introduction to statistics and SPSS in psychology. Pearson Education Limited.
Mosadeghrad, A. M. (2013). Quality of working life: An antecedent to employee turnover intention. International Journal of Health Policy and Management, 1(1), 43–50. https://doi.org/10.15171/ijhpm.2013.07
Näswall, K., Baraldi, S., Richter, A., Hellgren, J., & Sverke, M. (2006). The salaried employee in the modern working life: Threats and challenges (SALSTA – joint programme for working life research in Europe). Elanders Gotab.
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