Drawing on job-demands resources and self-consistency theories, this study investigates individual and contextual factors influencing managers’ intrapreneurial intention (INI). We focus on the role of personal resources (organization-based self-esteem and proactivity) related to INI. Further, we analyze job resources (top management support and role clarity) shaping INI, and their interaction with proactivity. Our data comprises 193 Kosovan managers employed in companies varying in size and industry. The results show that organization-based self-esteem and proactivity are positively related to INI. Additionally, proactivity serves as the underlying mechanism, mediating organization-based self-esteem-INI relationship. Furthermore, job resources – top management support and role clarity – strengthen the likelihood of INI among proactive employees, suggesting a moderated mediation model.

By jointly examining individual and contextual antecedents of INI, this study contributes to the debate of who the intrapreneur is and what nurtures his/her inclinations. Furthermore, this is among the few studies to examine INI using a managerial sample and in an emerging economy context.

Ageing-in-place has become an internationally favoured policy and practice response to population ageing. However, limited literature has sought to understand this concept from Chinese older adults' perspectives, especially in rural China. The purpose of this study is to explore how older adults in rural China conceptualise ageing-in-place. This study took a qualitative approach by carrying out in-depth interviews with snowball-sampled older adults from a rural village in Shandong Province, China (N = 30). Participants conceptualised their ageing-in-place as consisting of two phases: first, when they felt self-reliant, these older adults preferred to live independently in the village; and second, when their capability declined, they would expect care-giving from their children. Autonomy was essential to participants' decision to age in place. The village offered both a physical and social environment in which participants could sustain their self-identity. This decision to age in place independently also related to participants' proactive adaptation to their children's evolving practices of filial piety. Still, had their capabilities declined, they reported they would expect their children's care-giving and move in with their children. Our findings suggest that older adults in rural China conceptualise ageing-in-place as a dynamic process that evolves as they age and experience changes in their needs and capabilities. This perception expands critical notions of ageing-in-place by highlighting rural older adults' flexible conceptualisation of the ‘place’ in which they plan to age. This study sheds light on socioculturally nuanced understandings of ageing-in-place while providing evidence to inform tailored policy and practice development in rural China.

The personal futures of older adults are continually in mind, motivating goals, desires and plans. People approach the near and long term with differing agentic traits and dispositions, and they face forward, as well, from differing standpoints according to socio-economic position. This is a study of how persons who are economically privileged diverge in their future thought from persons of modest means, asking how income level qualifies the capacity to imagine, and foresee affecting, the future. We draw upon interviews conducted with 42 older, community-dwelling individuals in the Midwestern United States of America, a sample that was partitioned into two groups, one with below-median incomes versus one with incomes above 200 per cent of median. Interviews disclosed various foci of future thought with common contents among the two groups. Three foci, however, confirmed between-group differences in confidence about handling possible material and support needs, and also in enacting idealised norms of retirement. The underlying theme of these foci – financial security, long-term supports and services, and trips and travel – was the perceived affordability of the future. We conclude that there is indeed a material basis for imagination of and proactivity toward the future. When paradigms about later life set expectations that idealise lifestyle choice, consumption and prudential preparation for the future, these are prospects towards which some can reach more readily than others.

The current study investigated employees' weekly responses to experienced job insecurity. Based on appraisal theory, it was postulated that employees may adopt three coping strategies in response to job insecurity (i.e., remaining silent, adapting, or being proactive) in order to maintain or improve their weekly well-being. We introduced a multilevel moderated mediation model, explaining how weekly job insecurity would be related to well-being in the following weeks through these three behaviors. We also expected that subordinate emotional regulation and supervisor prosocial motivation (both defined as trait variables) would function as contextual factors moderating the relationships of job insecurity with employee behavior and well-being. A 5-week diary study of 149 subordinates partially supported the model. The results showed longitudinal conditional indirect effects of job insecurity on subordinate well-being depending on subordinate emotional regulation style and supervisor prosocial motivation. In doing so, the study offers two main contributions to the job insecurity literature. First, employees are not passive responders to perceived job insecurity, but active shapers through coping depending on the context. Subordinates' emotional regulation strategy and supervisors' prosocial motivation, as trait variables, impact on how subordinates respond to perceived job insecurity over weeks. From a practical point of view, the dynamic nature of perceived job insecurity suggests implications for interventions to maintain subordinates' well-being.

Based on proactivity literature, feedback seeking behavior is generally used throughout an individual’s career to enable better adaptation to the work environment. However, it has recently been shown that declining levels of feedback seeking behavior may result in decreased psychological attachment over time. This study aims to explore whether individual adaptivity represents a mechanism through which feed-back seeking affects psychological attachment (i.e., well-being involvement and withdrawal). In addition, the interaction effect of organizational obstruction between individual adaptivity and psychological attachment was examined. Based on three-wave survey data obtained from 273 participants from French organizations, a moderated mediation model was tested using structural equation modeling. Results confirmed that adaptive performance mediated positively the relationship between feedback-seeking and well-being involvement and negatively with withdrawal. Moreover, perceived organizational obstruction moderated negatively the relationship between adaptive performance and withdrawal, and positively that with well-being. These results shed new light on the relationship between proactivity (i.e., feedback seeking behavior) and adaptive performance, but also on the positive short-term contribution of successful adaptation in a perceived obstructive organizational context. Theoretical contributions and practical implications for human resource management are discussed.

Entrepreneurial orientation (EO) is a key factor in the creation and development of companies. This study examines the CEO's personal background (personality, proactivity and resistance to change) and its influence on the EO of the organization to determine which factors enhance or weaken EO. We achieve this goal through quantitative research, developing a structural equations model with partial least squares to analyse a sample of 358 Spanish SMEs from different sectors. The results suggest that specific personality dimensions exert substantial influence on the organization's EO. We also analyse individual proactivity and resistance to change as conduits for the effect of personality dimensions on the company's EO.