Encouraging employees’ innovative behavior via the mediating effect of work engagement and the moderating effect of their proactive personality: the case of Generation Z in Vietnam

References

• Alam, I., Singh, J., & Islam, M. (2021). Does supportive supervisor complement the effect of ethical leadership on employee engagement? Cogent Business & Management, 8(1), 1-15. https://doi.org/10.1080/23311975.2021.1978371
   Web of Science ®Google Scholar
• Al-Hawari, A., Bani-Melhem, S., & Shamsudin, M. (2019). Determinants of frontline employee service innovative behavior: The moderating role of co-worker socializing and service climate. Management Research Review, 42(9), 1–20. https://doi.org/10.1108/MRR-07-2018-0266
   Web of Science ®Google Scholar
• Ali, H., Li, M., & Qiu, X. (2022). Employee engagement and innovative work behavior among Chinese millennials: Mediating and moderating role of work-life balance and psychological empowerment. Frontiers Psychology, 13.
   Web of Science ®Google Scholar
• Annis, J. (2017). Gen Z is willing to trade hard work for job security. Reno Gazette Journal. https://www.rgj.com/story/money/business/2017/03/20/annis-gen-z-willing-trade-hard-work-job-security/99431454/
   Google Scholar
• Atak, M. (2011). A research on the relation between organizational commitment and learning organization. African Journal of Business Management, 5(14), 5612.
   Google Scholar
• Asfaw, A., & Chang, C.-C. (2019). The association between job insecurity and engagement of employees at work. Journal of Workplace Behavioral Health, 34(2), 96–110. https://doi.org/10.1080/15555240.2019.1600409
   PubMed Web of Science ®Google Scholar
• Avolio, B. J., & Bass, B. M. (Eds.) (2002). Developing potential across a full range of leadership: Cases on transactional and transformational leadership. Lawrence Erlbaum.
   Google Scholar
• Bailey, C., Madden, A., Alfes, K., & Fletcher, L. (2017). The meaning, antecedents and outcomes of employee engagement: A narrative synthesis. International Journal of Management Reviews, 19(1), 31–53. https://doi.org/10.1111/ijmr.12077
   Web of Science ®Google Scholar
• Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
   Google Scholar
• Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476
   Google Scholar
• Bakker, A. B., Demerouti, E., de Boer, E., & Schaufeli, W. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62(2), 341–356. https://doi.org/10.1016/S0001-8791(02)00030-1
   Web of Science ®Google Scholar
• Bakker, A. B., Hakanen, J. J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274–284. https://doi.org/10.1037/0022-0663.99.2.274
   Web of Science ®Google Scholar
• Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84(2), 191–215. https://doi.org/10.1037//0033-295x.84.2.191
   PubMed Web of Science ®Google Scholar
• Barrick, M. R., Thurgood, G. R., Smith, T. A., & Courtright, S. H. (2015). Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance. Academy of Management Journal, 58(1), 111–135. https://doi.org/10.5465/amj.2013.0227
   Web of Science ®Google Scholar
• Bass, B. M., & Bass Bernard, M. (1985). Leadership and performance beyond expectations. Free Press.
   Google Scholar
• Baumgartner, H., & Homburg, C. (1996). Applications of structural equation modeling in marketing and consumer research: A review. International Journal of Research in Marketing, 13(2), 139–161. https://doi.org/10.1016/0167-8116(95)00038-0
   Google Scholar
• Berkup, S. B. (2014). Working with generations X and Y in generation Z period: Management of different generations in business life. Mediterranean Journal of Social Sciences, 5(19), 218. https://doi.org/10.5901/mjss.2014.v5n19p218
   Google Scholar
• Brunetto, Y., Teo, S. T. T., Shacklock, K., & Farr-Wharton, R. (2012). Emotional intelligence, job satisfaction, well-being and engagement: Explaining organisational commitment and turnover intentions in policing. Human Resource Management Journal, 22(4), 428–441. https://doi.org/10.1111/j.1748-8583.2012.00198.x
   Web of Science ®Google Scholar
• Borg, I., & Elizur, D. (1992). Job insecurity: Correlates, moderators and measurement. International Journal of Manpower, 13(2), 13–26. https://doi.org/10.1108/01437729210010210
   Google Scholar
• Canavesi, A., & Minelli, E. (2022). Servant leadership and employee engagement: A qualitative study. Employee Responsibilities and Rights Journal, 34(4), 413–435. https://doi.org/10.1007/s10672-021-09389-9
   Web of Science ®Google Scholar
• Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among U.S. managers. The Journal of Applied Psychology, 85(1), 65–74. https://doi.org/10.1037/0021-9010.85.1.65
   PubMed Web of Science ®Google Scholar
• Cheng, G. H. L., & Chan, D. K. ‐S. (2008). Who suffers more from job insecurity? A meta‐analytic review. Applied Psychology, 57(2), 272–303. https://doi.org/10.1111/j.1464-0597.2007.00312.x
   Web of Science ®Google Scholar
• Chughtai, A., Byrne, M., & Flood, B. (2015). Linking ethical leadership to employee well-being: The role of trust in supervisor. Journal of Business Ethics, 128(3), 653–663. https://doi.org/10.1007/s10551-014-2126-7
   Web of Science ®Google Scholar
• Chughtai, A. A., & Buckley, F. (2013). Exploring the impact of trust on research scientists’ work engagement: Evidence from Irish science research centres. Personnel Review, 42(4), 396–421. https://doi.org/10.1108/PR-06-2011-0097
   Web of Science ®Google Scholar
• Colton, D., & Covert, R. W. (2007). Designing and constructing instruments for social research and evaluation (1st ed.). Jossey-Bass.
   Google Scholar
• Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462. https://doi.org/10.1177/014920630002600304
   Web of Science ®Google Scholar
• Csiszárik-Kocsír, H., & Garia-Fodor, M. (2018). Motivation analysing and preference system of choosing a workplace as segmentation criteria based on a country wide research result focus on generation of Z. On-Line Journal Modelling the New Europe, 27(27), 67–85. https://doi.org/10.24193/OJMNE.2018.27.03
   Google Scholar
• Del Líbano, M., Llorens, S., Salanova, M., & Schaufeli, W. B. (2012). About the dark and bright sides of self-efficacy: Workaholism and work engagement. The Spanish Journal of Psychology, 15(2), 688–701. https://doi.org/10.5209/rev_sjop.2012.v15.n2.38883
   PubMed Web of Science ®Google Scholar
• Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499
   PubMed Web of Science ®Google Scholar
• Dimock, M. (2019). Defining generations: Where Millennials end and Generation Z begins. Pew Research Center, 17(1), 1–7.
   Google Scholar
• Doll, W. J., Xia, W., & Torkzadeh, G. (1994). A confirmatory factor analysis of the end-user computing satisfaction instrument. MIS Quarterly, 18(4), 453–461. https://doi.org/10.2307/249524
   Web of Science ®Google Scholar
• Dolot, A. (2018). The characteristics of Generation Z. E-mentor, 74(74), 44–50. https://doi.org/10.15219/em74.1351
   Google Scholar
• Dwidienawati, D., & Gandasari, D. (2018). Understanding Indonesia’s generation Z. International Journal of Engineering & Technology, 7(3), 245–253.
   Google Scholar
• Dwidienawati, D., & Syahchari, D. (2021). Effective leadership style for generation Z. In Proceedings of the 4th European International Conference on Industrial Engineering and Operations Management, 894-902. IEOM Society.
   Google Scholar
• Edelbroek, R., Peters, P., & Blomme, R. (2019). Engaging in open innovation: The mediating role of work engagement in the relationship between transformational and transactional leadership and the quality of the open innovation process as perceived by employees. Journal of General Management, 45(1), 5–17. https://doi.org/10.1177/0306307019844633
   Web of Science ®Google Scholar
• Eldor, L. (2017). Looking on the bright side: The positive role of organizational politics in the relationship between employee engagement and performance at work. Journal of Applied Psychology, 66(2), 233–259. https://doi.org/10.1111/apps.12090
   Google Scholar
• Eldor, L., & Harpaz, I. (2016). A process model of employee engagement: The learning climate and its relationship with extra‐role performance behaviors. Journal of Organizational Behavior, 37(2), 213–235. https://doi.org/10.1002/job.2037
   Web of Science ®Google Scholar
• Engelbrecht, A. S., Heine, G., & Mahembe, B. (2017). Integrity, ethical leadership, trust and work engagement. Leadership & Organization Development Journal, 38(3), 368–379. https://doi.org/10.1108/LODJ-11-2015-0237
   Web of Science ®Google Scholar
• Etikan, I. (2016). Comparison of convenience sampling and purposive sampling. American Journal of Theoretical and Applied Statistics, 5(1), 1. https://doi.org/10.11648/j.ajtas.20160501.11
   Google Scholar
• Flippin, C. (2017). Generation Z in the workplace: Helping the newest generation in the workforce build successful working relationships and career paths. Candace Steele Flippin.
   Google Scholar
• Fong, C. T. (2006). The effects of emotional ambivalence on creativity. Academy of Management Journal, 49(5), 1016–1030. https://doi.org/10.5465/amj.2006.22798182
   Web of Science ®Google Scholar
• Francis, T., & Hoefel, F. (2018, November). ‘True Gen’: Generation Z and its implications for companies. McKinsey. https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/true-gen-generation-z-and-its-implications-for-companies
   Google Scholar
• Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. The American Psychologist, 56(3), 218–226. https://doi.org/10.1037//0003-066x.56.3.218
   PubMed Web of Science ®Google Scholar
• Frese, M., & Fay, D. (2001). 4. Personal initiative: An active performance concept for work in the 21st century. Research in Organizational Behavior, 23, 133–187. https://doi.org/10.1016/S0191-3085(01)23005-6
   Web of Science ®Google Scholar
• Goh, E., & Okumus, F. (2020). Avoiding the hospitality workforce bubble: Strategies to attract and retain generation Z talent in the hospitality workforce. Tourism Management Perspectives, 33, 100603. https://doi.org/10.1016/j.tmp.2019.100603
   Web of Science ®Google Scholar
• Gomez, K., Mawhinney, T., & Betts, K. (2018). Welcome to Generation Z. Deloitte. https://www2.deloitte.com/content/dam/Deloitte/us/Documents/consumer-business/welcome-to-gen-z.pdf
   Google Scholar
• Greenhalgh, L. (1983). Organizational decline. Research in the Sociology of Organizations, 2(23), l–276.
   Google Scholar
• Greenhalgh, L., & Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity. The Academy of Management Review, 9(3), 438–448. https://doi.org/10.2307/258284
   Web of Science ®Google Scholar
• Greenhalgh, L., & Sutton, R. (1991). Job insecurity and organizational effectiveness. Job insecurity: Coping with jobs at risk. Sage.
   Google Scholar
• Guo, J., Qiu, Y., & Gan, Y. (2021). Workplace incivility and work engagement: The mediating role of job insecurity and the moderating role of self-perceived employability. Managerial and Decision Economics, 43(1), 192–205. https://doi.org/10.1002/mde.3377
   Web of Science ®Google Scholar
• Haddouche, H., & Salomone, C. (2018). Generation Z and the tourist experience: Tourist stories and use of social networks. Journal of Tourism Futures, 4(1), 69–79. https://doi.org/10.1108/JTF-12-2017-0059
   Web of Science ®Google Scholar
• Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Prentice Hall.
   Google Scholar
• Hakanen, J. J., Perhoniemi, R., & Toppinen-Tanner, S. (2008). Positive gain spirals at work: From job resources to work engagement, personal initiative, and work-unit innovativeness. Journal of Vocational Behavior, 73(1), 78–91. https://doi.org/10.1016/j.jvb.2008.01.003
   Web of Science ®Google Scholar
• Hakanen, J. J., & Roodt, G. (2010). Using the job demands-resources model to predict engagement: Analysing a conceptual model. Work Engagement: A Handbook of Essential Theory and Research, 2(1), 85–101.
   Google Scholar
• Hakanen, J. J., Schaufeli, W. B., & Ahola, K. (2008). The job demands-resources model: A three-year cross-lagged study of burnout, depression, commitment, and work Engagement. Work & Stress, 22(3), 224–241. https://doi.org/10.1080/02678370802379432
   Web of Science ®Google Scholar
• Heyns, M., & Rothmann, S. (2018). Volitional trust, autonomy satisfaction, and engagement at work. Psychological Reports, 121(1), 112–134. https://doi.org/10.1177/0033294117718555
   PubMed Web of Science ®Google Scholar
• Hoole, C., & Bonnema, J. (2015). Work engagement and meaningful work across generational cohort. SA Journal of Human Resource Management, 13(1), 1-11. https://doi.org/10.4102/sajhrm.v13i1.681
   Google Scholar
• House, R. J., & Shamir, B. (1993). Toward the integration of transformational, charismatic, and visionary theories. Academic Press.
   Google Scholar
• Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55. https://doi.org/10.1080/10705519909540118
   Web of Science ®Google Scholar
• Huhtala, H., & Parzefall, M. R. (2007). A review of employee well‐being and innovativeness: An opportunity for a mutual benefit. Creativity and Innovation Management, 16(3), 299–306. https://doi.org/10.1111/j.1467-8691.2007.00442.x
   Google Scholar
• Isen, A. M. (2001). An influence of positive affect on decision making in complex situations: Theoretical issues with practical implications. Journal of Consumer Psychology, 11(2), 75–85. https://doi.org/10.1207/S15327663JCP1102_01
   Web of Science ®Google Scholar
• Jager, J., Putnick, D. L., & Bornstein, M. H. (2017). More than just convenient: The scientific merits of homogeneous convenience samples: Developmental methodology. Monographs of the Society for Research in Child Development, 82(2), 13–30. https://doi.org/10.1111/mono.12296
   PubMed Web of Science ®Google Scholar
• Janssen, O. (2000). Job demands, perceptions of effort‐reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73(3), 287–302. https://doi.org/10.1348/096317900167038
   Web of Science ®Google Scholar
• Jiang, L. (2017). Perception of and reactions to job insecurity: The buffering effect of secure attachment. Work & Stress, 31(3), 256–275. https://doi.org/10.1080/02678373.2017.1305005
   Web of Science ®Google Scholar
• Jiménez-Estévez, P., Yáñez-Araque, B., Ruiz-Palomino, P., & Gutiérrez-Broncano, S. (2023). Personal growth or servant leader: What do hotel employees need most to be affectively well amidst the turbulent COVID-19 times? Technological Forecasting and Social Change, 190, 122410. https://doi.org/10.1016/j.techfore.2023.122410
   Web of Science ®Google Scholar
• Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287’
   Web of Science ®Google Scholar
• Kaltiainen, J., Lipponen, J., & Petrou, P. (2018). Dynamics of trust and fairness during organizational change: Implications for job crafting and work engagement. In M. Vakola & P. Petrou (Eds.), Organizational change (pp. 90–101). Routledge.
   Google Scholar
• Kanter, R. M. (1983). The change masters New York–Simon and Schuster. KanterThe Change Masters. Free Press.
   Google Scholar
• Karatepe, O., Rezapouraghdam, H., & Hassannia, R. (2020). Job insecurity, work engagement and their effects on hotel employees’ non-green and nonattendance behavior. International Journal of Hospitality Management, 87, 102472. https://doi.org/10.1016/j.ijhm.2020.102472
   Web of Science ®Google Scholar
• Kiefer, T. (2005). Feeling bad: Antecedents and consequences of negative emotions in ongoing change. Journal of Organizational Behavior, 26(8), 875–897. https://doi.org/10.1002/job.339
   Web of Science ®Google Scholar
• Kim, S., & Koo, W. (2017). Linking LMX, engagement, innovative behavior, and job performance in hotel employees. International Journal of Contemporary Hospitality Management, 29(12), 3044–3062. https://doi.org/10.1108/IJCHM-06-2016-0319
   Web of Science ®Google Scholar
• Kim, T. Y., Hon, A. H., & Lee, D. R. (2010). Proactive personality and employee creativity: The effects of job creativity requirement and supervisor support for creativity. Creativity Research Journal, 22(1), 37–45. https://doi.org/10.1080/10400410903579536
   Web of Science ®Google Scholar
• Kim, W., Kolb, J. A., & Kim, T. (2013). The relationship between work engagement and performance: A review of empirical literature and a proposed research agenda. Human Resource Development Review, 12(3), 248–276. https://doi.org/10.1177/1534484312461635
   Web of Science ®Google Scholar
• Kock, F., Berbekova, A., & Assaf, A. G. (2021). Understanding and managing the threat of common method bias: Detection, prevention and control. Tourism Management, 86, 104330.https://doi.org/10.1016/j.tourman.2021.104330
   Web of Science ®Google Scholar
• Kruse, K. (2012, June, 22). What is employee engagement?. Forbes. https://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/?sh=6d2296b97f37
   Google Scholar
• Kühnel, J., Sonnentag, S., & Bledow, R. (2012). Resources and time pressure as day‐level antecedents of work engagement. Journal of Occupational and Organizational Psychology, 85(1), 181–198. https://doi.org/10.1111/j.2044-8325.2011.02022.x
   Web of Science ®Google Scholar
• Kwon, K., & Kim, T. (2020). An integrative literature review of employee engagement and innovative behavior: Revisiting the JD-R model. Human Resource Management Review, 30(2), 100704. https://doi.org/10.1016/j.hrmr.2019.100704
   Web of Science ®Google Scholar
• Lanier, K. (2017). 5 things HR professionals need to know about Generation Z. Strategic HR Review, 16(6), 288–290. https://doi.org/10.1108/SHR-08-2017-0051
   Google Scholar
• Larasati, D. P., & Hasanati, N. (2019, March). The effects of work-life balance towards employee engagement in the millennial generation. In 4th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2018) (pp. 390–394). Atlantis Press.
   Google Scholar
• Lee, C. C., Aravamudhan, V., Roback, T., Lim, H. S., & Ruane, S. G. (2021). Factors impacting work engagement of Gen Z employees: A regression analysis. Journal of Leadership, Accountability and Ethics, 18(3), 147–159.
   Google Scholar
• LePine, J. A., Podsakoff, N. P., & LePine, M. A. (2005). A meta-analytic test of the challenge stressor–hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal, 48(5), 764–775. https://doi.org/10.5465/amj.2005.18803921
   Web of Science ®Google Scholar
• Leslie, B., Anderson, C., Bickham, C., Horman, J., Overly, A., & Gentry, C. (2021). Generation Z perceptions of a positive workplace environment. Employee Responsibilities and Rights Journal, 33, 1–17.
   Web of Science ®Google Scholar
• Li, M., Wang, Z., Gao, J., & You, X. (2017). Proactive personality and job satisfaction: The mediating effects of self-efficacy and work engagement in teachers. Current Psychology, 36(1), 48–55. https://doi.org/10.1007/s12144-015-9383-1
   Web of Science ®Google Scholar
• Liaw, Y. J., Chi, N. W., & Chuang, A. (2010). Examining the mechanisms linking transformational leadership, employee customer orientation, and service performance: The mediating roles of perceived supervisor and coworker support. Journal of Business and Psychology, 25(3), 477–492. https://doi.org/10.1007/s10869-009-9145-x
   Web of Science ®Google Scholar
• Lu, W., & Miller, L. (2018). Gen Z is set to outnumber Millennials within a year. BNNBloomberg. https://www.bnnbloomberg.ca/gen-z-is-set-to-outnumber-millennials-within-a-year-1.1125841
   Google Scholar
• Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35(S1), S139–S157. https://doi.org/10.1002/job.1913
   Web of Science ®Google Scholar
• Magano, J., Silva, C., Figueiredo, C., Vitória, A., Nogueira, T., & Pimenta Dinis, M. A. (2020). Generation Z: Fitting project management soft skills competencies—A mixed-method approach. Education Sciences, 10(7), 187. https://doi.org/10.3390/educsci10070187
   Web of Science ®Google Scholar
• Maloni, M., Hiatt, M., & Campbell, S. (2019). Understanding the work values of Gen Z business students. The International Journal of Management Education, 17(3), 100320. https://doi.org/10.1016/j.ijme.2019.100320
   Web of Science ®Google Scholar
• Marsick, V. J., & Watkins, K. E. (2003). Demonstrating the value of an organization’s learning culture: The dimensions of the learning organization questionnaire. Advances in Developing Human Resources, 5(2), 132–151. https://doi.org/10.1177/1523422303005002002
   Google Scholar
• Mauno, S., Kinnunen, U., & Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70(1), 149–171. https://doi.org/10.1016/j.jvb.2006.09.002
   Web of Science ®Google Scholar
• Mayer, R. C., & Gavin, M. B. (2005). Trust in management and performance: Who minds the shop while the employees watch the boss? Academy of Management Journal, 48(5), 874–888. https://doi.org/10.5465/amj.2005.18803928
   Web of Science ®Google Scholar
• Michael, L. H., Hou, S. T., & Fan, H. L. (2011). Creative self‐efficacy and innovative behavior in a service setting: Optimism as a moderator. The Journal of Creative Behavior, 45(4), 258–272. https://doi.org/10.1002/j.2162-6057.2011.tb01430.x
   Web of Science ®Google Scholar
• Musgrove, C., E. Ellinger, A., & D. Ellinger, A. (2014). Examining the influence of strategic profit emphases on employee engagement and service climate. Journal of Workplace Learning, 26(3/4), 152–171. https://doi.org/10.1108/JWL-08-2013-0057
   Google Scholar
• Nikolic, K. (2022). Different leadership styles and their impact on Generation Z employees’ motivation (Publication No. 1921002) [Master’s thesis]. Modul University.
   Google Scholar
• Nimon, K., Zigarmi, D., Houson, D., Witt, D., & Diehl, J. (2011). The work cognition inventory: Initial evidence of construct validity. Human Resource Development Quarterly, 22(1), 7–35. https://doi.org/10.1002/hrdq.20064
   Web of Science ®Google Scholar
• Patel, D. (2017). 8 Ways Generation Z will differ from millennials in the workplace. Forbes. https://www.forbes.com/sites/deeppatel/2017/09/21/8-ways-generation-z-will-differ-from-millennials-in-the-workplace/#6ea456776e5e
   Google Scholar
• Ployhart, R. E. (2015). Strategic organizational behavior (STROBE): The missing voice in the strategic human capital conversation. Academy of Management Perspectives, 29(3), 342–356. https://doi.org/10.5465/amp.2014.0145
   Web of Science ®Google Scholar
• Putrevu, S., & Ratchford, B. (1997). A model of search behavior with an application to grocery shopping. Journal of Retailing, 73(4), 463–486. https://doi.org/10.1016/S0022-4359(97)90030-0
   Web of Science ®Google Scholar
• Randolph, K. L., & Dahling, J. J. (2013). Interactive effects of proactive personality and display rules on emotional labor in organizations. Journal of Applied Social Psychology, 43(12), 2350–2359. https://doi.org/10.1111/jasp.12184
   Web of Science ®Google Scholar
• Reis, D., Hoppe, A., Arndt, C., & Lischetzke, T. (2017). Time pressure with state vigor and state absorption: Are they non-linearly related? European Journal of Work and Organizational Psychology, 26(1), 94–106. https://doi.org/10.1080/1359432X.2016.1224232
   Web of Science ®Google Scholar
• Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617–635. https://doi.org/10.5465/amj.2010.51468988
   Web of Science ®Google Scholar
• Ruiz, P., Ruiz, C., & Martinez, R. (2011). The cascading effect of top management’s ethical leadership: Supervisors or other lower-hierarchical level individuals? African Journal of Business Management, 5(12), 4755–4764. https://doi.org/10.5897/AJBM10.718
   Google Scholar
• Ruiz-Palomino, P., Linuesa-Langreo, J., Rincón-Ornelas, R. M., & Martinez-Ruiz, M. P. (2023). Putting the customer at the center: Does store managers’ ethical leadership make a difference in authentic customer orientation? Academia Revista Latinoamericana De Administración, 36(2), 269–288. https://doi.org/10.1108/ARLA-11-2022-0201
   Web of Science ®Google Scholar
• Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
   Google Scholar
• Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(1), 19–38. https://doi.org/10.1108/JOEPP-06-2018-0034
   Google Scholar
• Sameer, Y. M. (2018). Innovative behavior and psychological capital: Does positivity make any difference? Journal of Economics and Management, 32, 75–101. https://doi.org/10.22367/jem.2018.32.06
   Google Scholar
• Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
   Web of Science ®Google Scholar
• Schmitt, A., Ohly, S., & Kleespies, N. (2015). Time pressure promotes work engagement. Journal of Personnel Psychology, 14(1), 28–36. https://doi.org/10.1027/1866-5888/a000119
   Web of Science ®Google Scholar
• Scholz, C. (2019). The Generations Z in Europe – An introduction. In C. Scholz & A. Rennig (Eds.), Generations Z in Europe (the changing context of managing people) (pp. 3–31). Emerald Publishing Limited.
   Google Scholar
• Schroth, H. (2019). Are you ready for Gen Z in the workplace? California Management Review, 61(3), 5–18. https://doi.org/10.1177/0008125619841006
   Web of Science ®Google Scholar
• Schwarzer, R., Born, A., Iwawaki, S., Lee, Y.-M., et al. (1997). The assessment of optimistic self-beliefs: Comparison of the Chinese, Indonesian, Japanese, and Korean versions of the general self-efficacy scale. Psychologia: An International Journal of Psychology in the Orient, 40(1), 1–13.
   Web of Science ®Google Scholar
• Seemiller, C., & Grace, M. (2019). Generation Z: A century in the Making. Routledge.
   Google Scholar
• Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. The Journal of Applied Psychology, 84(3), 416–427. https://doi.org/10.1037/0021-9010.84.3.416
   PubMed Web of Science ®Google Scholar
• Shadish, W. R., Cook, T. D., & Campbell, D. T. (2001). Experimental and quasi-experimental designs for generalized causal inference. Houghton Mifflin.
   Google Scholar
• Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here? Journal of Management, 30(6), 933–958. https://doi.org/10.1016/j.jm.2004.06.007
   Web of Science ®Google Scholar
• Shin, Y., Hur, W.-M., & Choi, W.-H. (2020). Coworker support as a double-edged sword: A moderated mediation model of job crafting, work engagement, and job performance. The International Journal of Human Resource Management, 31(11), 1417–1438. https://doi.org/10.1080/09585192.2017.1407352
   Web of Science ®Google Scholar
• Shuck, B., Adelson, J. L., & Reio, T. G. (2017). The employee engagement scale: Initial evidence for construct validity and implications for theory and practice. Human Resource Management, 56(6), 953–977. https://doi.org/10.1002/hrm.21811
   Web of Science ®Google Scholar
• Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. The Journal of Applied Psychology, 88(3), 518–528. https://doi.org/10.1037/0021-9010.88.3.518
   PubMed Web of Science ®Google Scholar
• Spreitzer, G. M., & Mishra, A. K. (2002). To stay or to go: Voluntary survivor turnover following an organizational downsizing. Journal of Organizational Behavior, 23(6), 707–729. https://doi.org/10.1002/job.166
   Web of Science ®Google Scholar
• Stillman, D., & Stillman, J. (2017). Gen Z @ work: How the next generation transforming the workplace. HarperCollins.
   Google Scholar
• Stratton, S. J. (2021). Population research: Convenience sampling strategies. Prehospital and Disaster Medicine, 36(4), 373–374. https://doi.org/10.1017/S1049023X21000649
   PubMed Web of Science ®Google Scholar
• Sverke, M., Hellgren, J., & Näswall, K. (2002). No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3), 242–264. https://doi.org/10.1037/1076-8998.7.3.242
   PubMedGoogle Scholar
• Sweetman, D., & Luthans, F. (2010). The power of positive psychology: Psychological capital and work engagement. Work Engagement: A Handbook of Essential Theory and Research, 54, 68.
   Google Scholar
• Thomas, J. P., Whitman, D. S., & Viswesvaran, C. (2010). Employee proactivity in organizations: A comparative meta‐analysis of emergent proactive constructs. Journal of Occupational and Organizational Psychology, 83(2), 275–300. https://doi.org/10.1348/096317910X502359
   Web of Science ®Google Scholar
• Thompson, J. A. (2005). Proactive personality and job performance: A social capital perspective. The Journal of Applied Psychology, 90(5), 1011–1017. https://doi.org/10.1037/0021-9010.90.5.1011
   PubMed Web of Science ®Google Scholar
• Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of Vocational Behavior, 80(1), 173–186. https://doi.org/10.1016/j.jvb.2011.05.009
   Web of Science ®Google Scholar
• Tolentino, L. R., Garcia, P. R. J. M., Lu, V. N., Restubog, S. L. D., Bordia, P., & Plewa, C. (2014). Career adaptation: The relation of adaptability to goal orientation, proactive personality, and career optimism. Journal of Vocational Behavior, 84(1), 39–48. https://doi.org/10.1016/j.jvb.2013.11.004
   Web of Science ®Google Scholar
• Tseng, C. C. (2011). The influence of strategic learning practices on employee commitment. Journal of Multidisciplinary Research, 3(1), 5–23.
   Google Scholar
• Turek, D., & Wojtczuk-Turek, A. (2017). How destructive social aspects inhibit innovation in the organisation. International Journal of Contemporary Management, 16(2), 267–294.
   Google Scholar
• Van Woerkom, M., Bakker, A. B., & Nishii, L. H. (2016). Accumulative job demands and support for strength use: Fine-tuning the job demands-resources model using conservation of resources theory. The Journal of Applied Psychology, 101(1), 141–150. https://doi.org/10.1037/apl0000033
   PubMed Web of Science ®Google Scholar
• Wang, H.-J., Lu, C.-Q., & Siu, O.-L. (2015). Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement. The Journal of Applied Psychology, 100(4), 1249–1258. https://doi.org/10.1037/a0038330
   PubMed Web of Science ®Google Scholar
• Wang, S., & Noe, R. A. (2010). Knowledge sharing: A review and directions for future research. Human Resource Management Review, 20(2), 115–131. https://doi.org/10.1016/j.hrmr.2009.10.001
   Web of Science ®Google Scholar
• Weeks, K., & Schaffert, C. (2019). Generational differences in definitions of meaningful work: A mixed methods study. Journal of Business Ethics, 156(4), 1045–1061. https://doi.org/10.1007/s10551-017-3621-4
   Web of Science ®Google Scholar
• West, M. A., & Farr, J. L. (Eds.). (1990). Innovation and creativity at work: Psychological and organizational strategies. John Wiley.
   Google Scholar
• Wiesenfeld, B. M., Brockner, J., Petzall, B., Wolf, R., & Bailey, J. (2001). Stress and coping among layoff survivors: A self-affirmation analysis. Anxiety, Stress and Coping, 14(1), 15–34. https://doi.org/10.1080/10615800108248346
   Web of Science ®Google Scholar
• Wood, R., & Bandura, A. (1989). Social cognitive theory of organizational management. The Academy of Management Review, 14(3), 361–384. https://doi.org/10.2307/258173
   Web of Science ®Google Scholar
• Wu, T.-J., & Wu, Y. J. (2019). Innovative work behaviors, employee engagement, and surface acting: A delineation of supervisor-employee emotional contagion effects. Management Decision, 57(11), 3200–3216. https://doi.org/10.1108/MD-02-2018-0196
   Web of Science ®Google Scholar
• Yang, J., & Mossholder, K. W. (2010). Examining the effects of trust in leaders: A bases-and-foci approach. The Leadership Quarterly, 21(1), 50–63. https://doi.org/10.1016/j.leaqua.2009.10.004
   Web of Science ®Google Scholar
• Yuan, F., & Woodman, R. W. (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323–342. https://doi.org/10.5465/amj.2010.49388995
   Web of Science ®Google Scholar
• Zeeshan, S., Ng, S. I., Ho, J. A., & Jantan, A. H. (2021). Assessing the impact of servant leadership on employee engagement through the mediating role of self-efficacy in the Pakistani banking sector. Cogent Business & Management, 8(1), 1-19. https://doi.org/10.1080/23311975.2021.1963029
   Web of Science ®Google Scholar
• Zhu, W., Avolio, B. J., & Walumbwa, F. O. (2009). Moderating role of follower characteristics with transformational leadership and follower work engagement. Group & Organization Management, 34(5), 590–619. https://doi.org/10.1177/1059601108331242
   Web of Science ®Google Scholar