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The purpose of this study is to examine the link between English foreign language teacher’s professional identity and employee success via mediating role of critical thinking. Further, we examined the moderating role of leader motivational language between employee professional identity and critical thing and also indirect effect on employee success via critical thinking. We collected data from Chinese MNC’s school by using time lagged study design. We used hierarchical linear regression for direct hypotheses and Hayes PROCESS model’s for mediation, moderation, and mediation moderation analysis. The results show that there is positive relation between employee’s professional identity and teacher’s success. Further, critical thinking mediates the link between professional identity and employee success. The results of the moderated mediation analysis show that critical thinking mediated the interaction of employee’s professional identity and leader’s motivational language on teacher’s success.

The COVID-19 pandemic has caused a global crisis that particularly hit employment globally. Due to the economic crisis, many small businesses attempted to minimise their expenses by either closing or downsizing. During such organisational situations, the employees face negative workplace attitudes that lead to knowledge hiding and affect team performance. This study examines negative attitudes and their effect on team performance. Further, this study examines the mediating effect of knowledge hiding and moderating the role of servant leadership. Through a multi-time data collection approach, the authors obtained 363 responses from the education sector in China during the COVID-19 pandemic. PROCESS Hayes model 1 and 4 were used for mediation and moderation analysis. Results show that job insecurity, cynicism, and role stress are significant forces behind knowledge-hiding behaviour. Furthermore, the knowledge hiding behaviour adversely affects task performance. Servant leadership shows a buffering effect on knowledge hiding behaviour caused by negative workplace attitudes. This is one of the first studies in the South Asian environment to examine the association between employees’ negative attitudes and task performance using knowledge hiding as a mediator and servant leadership as a moderator in the COVID-19 scenario. Lastly, the paper concludes with a consideration of its theoretical, practical implication and future direction.

The purpose of this study is to develop a conceptual framework for theoretical background explaining about the expected relationship between protean career attitudes and organizational commitment with moderating role of organizational career management within today’s unstable and uncertain career scenario. Career literature shows that individuals having a protean career attitudes are less committed to their organizations however any practical researches on this relationship are not sufficient and need further empirical investigation. Review literature summarize the organizational commitment and it possible relationship with protean career attitudes with moderating role of organizational career management. This is followed by conceptual framework and propositions. Further It is suggested that individuals with protean career attitudes do not results in less organizational commitment until organization does not ignore them for organizational career management. Upcoming future research must examine practically the correlation between protean career attitudes and organizational commitment of employees with moderating role of organizational career management. HR practitioners, managers, and organizations should develop the protean career attitudes in order to utilize their valuable skills and abilities. It is also suggested that organization can enhance the organizational commitment of employees when they perceive sufficient career development opportunities. This paper contributes to the career literature by theoretically identifying the relationship between protean career and organizational commitment with moderating impact of organizational career management. In future this study will empirically investigate the correlation between protean career attitudes and organizational commitment with moderating role of organizational commitment of hotels managers in Malaysia.