In the original article, there was an error in the author list as published. After a unanimous decision, the authors consider that Din Jong had a low contribution to this article and does not qualify for authorship of this article. Therefore, Din Jong was removed from the author list.
Publisher's Note
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Statements
Author contributions
This study is a joint work of the three authors. MY-PP and T-CL contributed to the ideas of research, collection of data, and empirical analysis. MY-PP and LW contributed to the data analysis, design of research methods, and tables. MY-PP, LW, and H-KH participated in developing a research design, writing, and interpreting the analysis. All four authors contributed to the literature review and conclusions.
The authors apologize for this error and state that this does not change the scientific conclusions of the article in any way. The original article has been updated.
Summary
Keywords
prior knowledge, perceived organizational support, self-efficacy, employee employability, subjective well-being, job performance
Citation
Lee T-C, Yao-Ping Peng M, Wang L and Hung H-K (2021) Corrigendum: Factors Influencing Employees' Subjective Wellbeing and Job Performance During the COVID-19 Global Pandemic: The Perspective of Social Cognitive Career Theory. Front. Psychol. 12:679600. doi: 10.3389/fpsyg.2021.679600
Received
12 March 2021
Accepted
30 June 2021
Published
09 August 2021
Approved by
Frontiers Editorial Office, Frontiers Media SA, Switzerland
Volume
12 - 2021
Updates
Copyright
© 2021 Lee, Yao-Ping Peng, Wang and Hung.
This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
*Correspondence: Michael Yao-Ping Peng s91370001@mail2000.com.twLin Wang Irene0705@126.comHao-Kai Hung home2330@yahoo.com.tw
This article was submitted to Organizational Psychology, a section of the journal Frontiers in Psychology
†These authors have contributed equally to this work and share first authorship
Disclaimer
All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.