Abstract
The purpose of this paper is to empirically examine the effects of paradox mindset on work engagement, considering two employees’ proactive behaviors: seeking challenges and individual unlearning as mediators based on Job demands-resources model. A serial multiple-mediator model was tested using survey data from 358 employees working in a research company and an education organization in China. Results of this study showed that paradox mindset, directly and indirectly enhanced work engagement through individual unlearning. Additionally, paradox mindset had a positive effect on seeking challenges. However, paradox mindset did not have an indirect effect on work engagement through seeking challenges. The analyses indicate that employees with paradox mindset tend to seek challenges, unlearn and be engaged in their work. Therefore, managers should cultivate employees’ paradox mindset in the workplace. Since the relationship between paradox mindset and work engagement has not previously been investigated, this study is one of the first to explore how paradox mindset, as a personal resource directly and indirectly affects work engagement through individual unlearning. Such findings provide fresh insights into the process by which employees with paradox mindset are more engaged in their work.
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Yin, J. Effects of the paradox mindset on work engagement: The mediating role of seeking challenges and individual unlearning. Curr Psychol 42, 2708–2718 (2023). https://doi.org/10.1007/s12144-021-01597-8
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DOI: https://doi.org/10.1007/s12144-021-01597-8