Abstract
Under turbulent, boundaryless, and Internet age, the characteristics of career sustainability development have shifted from the perspective of development within the organization to the career development track of self-efficacy. New employees usually face the difficult stage of adapting to the new environment and establishing interpersonal relationships with new colleagues. When new employees enter an organization, they usually have different implicit followership cognitions. Previous studies have focused on the treatment of new employees by the organization and the leader, however, the implicit followership cognitive state of new employees has not been studied specifically. This research integrates employees' positive and negative implicit followership, perceived supervisor support, workplace friendship, and perceived self-efficacy into a research framework. This study used a questionnaire survey by an online professional survey website. A total of 394 valid questionnaires were collected. Structural equation model (SEM) analysis was carried out and according to the results, new employees' positive and negative implicit followership significantly affects perceived supervisor support. Furthermore, perceived supervisor support had a significant impact on perceived self-efficacy. Moreover, perceived supervisor support was found in a mediating role between the relationship of implicit followership theories and perceived self-efficacy. Finally, workplace friendship was found to be a significant moderator in the relationship between perceived supervisor support and perceived self-efficacy. Based on the research results, business managers are suggested to pay more attention to new employees' self-cognition of their job roles and enhance the self-efficacy of new employees in the entry stage.
Highlights
Under turbulent, boundaryless, and Internet age, new generation employers are different from the traditional concepts of the past generations
As the leadership field gradually stressed the significance of followers, Implicit Leadership Theory (ILT) research was extended to Implicit followership theory (IFT) (Lord et al, 2020)
The highest average score was 6.348, which was related to the measurement item stating “I am socialized and friendly with others” of the positive implicit followership
Summary
Boundaryless, and Internet age, new generation employers are different from the traditional concepts of the past generations. This comparison will be used to create a consequent theoretical cognition of the team participants and implement the consequent behavioral framework corresponding to this cognition (Afzal et al, 2019; Wang and Liang, 2020) These queries have been tackled by scholars in the current development of IFT (Shondrick et al, 2010; Sy, 2010; Epitropaki et al, 2013; Junker and van Dick, 2014; Uhl-Bien et al, 2014; Junker et al, 2016) that includes individuals’ beliefs regarding the qualities and actions that describe followers (Sy, 2010).
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