Purpose

This study aims to add to the current understanding of mediation and moderation processes through which employee career orientation (CO) is linked with organizational citizenship behavior (OCB).

Design/methodology/approach

Data were collected from 214 employees working in Delhi and NCR of India. Structural equation modeling (SEM) was used for testing moderated mediation and establishing linkages between CO, CMP and OCB. Drawing on the social exchange theory, our model posits that the effect of CO on the outcome variable OCB is mediated by career management practices (CMPs) and the CMP-mediated relationship between the two is moderated by the gender of employees.

Findings

Overall, data from 214 employees from service organizations in India support the model. This suggests that the enactment of OCB as a consequence of CO and OCB is largely dependent on the gender of employees. The relationship was observed in such a way that for women employees, CMP will have a stronger influence on the CO-OCB relationship. According to bootstrap results, upon the addition of CMP as a mediator, the main effect of CO on OCB among male employees was significant but dropped from the Beta value of 0.281 to 0.196. However, adding CMP as a mediator among women employees caused the CO-OCB relationship to become insignificant (Beta = 0.124; LLCI = 0.415; ULCI = −0.127; p = 0.420), highlighting that CMP would have a more substantial influence on the CO-OCB relationship.

Originality/value

This study explains the mediational role of CMP in the relationship between CO and OCB (explaining how the employees with new CO can trigger the role of CMP, and consequently, CMP can help them enact OCB) and how the gender of employees moderate the mediated impact of CMP in the relationship between CO and OCB (explaining how the mediated relationship varies across genders). The novelty of the study lies in exploring such a relationship that has not been studied so far.

中文翻译：

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员工职业导向、职业管理实践、公民行为和性别之间的联系：一个有调节的中介模型

目的

本研究旨在增加目前对调解和调节过程的理解，通过这些过程，员工职业导向 (CO) 与组织公民行为 (OCB) 相关联。

设计/方法/方法

数据来自在印度德里和 NCR 工作的 214 名员工。结构方程模型 (SEM) 用于测试缓和中介并建立 CO、CMP 和 OCB 之间的联系。借鉴社会交换理论，我们的模型假设 CO 对结果变量 OCB 的影响是由职业管理实践 (CMP) 介导的，并且两者之间的 CMP 介导的关系受员工性别的调节。

发现

总体而言，来自印度服务组织的 214 名员工的数据支持该模型。这表明，作为 CO 和 OCB 的结果，OCB 的颁布在很大程度上取决于员工的性别。观察这种关系的方式是，对于女性员工，CMP 将对 CO-OCB 关系产生更大的影响。根据 bootstrap 结果，加入 CMP 作为中介后，CO 对男性员工 OCB 的主要影响显着，但从 Beta 值 0.281 下降到 0.196。然而，在女性员工中加入 CMP 作为中介导致 CO-OCB 关系变得微不足道（Beta = 0.124；LLCI = 0.415；ULCI = -0.127；p  = 0.420），突出显示 CMP 将对 CO 产生更实质性的影响-OCB 关系。

原创性/价值

本研究解释了 CMP 在 CO 和 OCB 之间的关系中的中介作用（解释了新 CO 的员工如何触发 CMP 的作用，因此 CMP 可以帮助他们制定 OCB）以及员工的性别如何调节中介影响CMP 在 CO 和 OCB 之间的关系中（解释中介关系如何因性别而异）。该研究的新颖之处在于探索了迄今为止尚未研究过的这种关系。