Pub Date : 2026-03-06DOI: 10.1016/j.jvb.2026.104229
Nicolas Mueller, Nina M. Junker, Regina Kempen
Work-induced guilt toward one's family (i.e., work-to-family guilt) is a central challenge for working parents managing work-to-family boundaries. Whereas prior research has primarily focused on between-person differences, stable determinants, and static perspectives, our study investigates how daily work-to-family guilt both results from and shapes fluctuations in work-to-family boundaries. Drawing on boundary theory and cognitive dissonance theory, we examine how daily enacted work-to-family segmentation (i.e., the extent to which individuals keep work out of family) reduces daily work-to-family guilt, and whether this effect depends on daily preferences for work-to-family segmentation. We further test whether daily work-to-family guilt predicts next-day preferred and enacted work-to-family segmentation. In a 2-week experience sampling study (Level-1 N = 620, Level-2 N = 129), working parents completed morning surveys assessing preferred work-to-family segmentation and evening surveys assessing enacted work-to-family segmentation and work-to-family guilt. Multilevel path analyses revealed that enacted work-to-family segmentation was negatively related to same-day work-to-family guilt. This association was stronger on days when working parents preferred greater work-to-family segmentation. Moreover, work-to-family guilt was positively related to next-day preferred work-to-family segmentation, but not to next-day enacted work-to-family segmentation. By demonstrating that work-to-family guilt functions both as an emotional outcome of daily boundary management and as a trigger for next-day adjustments in boundary preferences, this study reveals a reciprocal regulatory process through which working parents experience and respond to work-induced guilt toward their family.
工作引起的对家庭的内疚（即工作对家庭的内疚）是在职父母管理工作对家庭界限的主要挑战。先前的研究主要集中在人与人之间的差异、稳定的决定因素和静态的观点上，而我们的研究调查了日常工作对家庭的负罪感是如何导致和塑造工作对家庭界限的波动的。利用边界理论和认知失调理论，我们研究了日常制定的工作-家庭分割（即个人将工作排除在家庭之外的程度）如何减少日常工作-家庭的内疚感，以及这种影响是否取决于日常对工作-家庭分割的偏好。我们进一步测试了日常工作对家庭的负罪感是否预测了第二天偏好和制定的工作对家庭分割。在一项为期两周的经验抽样研究中（一级 N = 620，二级 N = 129），工作的父母完成了上午的调查，评估了首选的工作-家庭分割，晚上的调查评估了制定的工作-家庭分割和工作-家庭内疚。多层次路径分析显示，制定的工作-家庭分割与当日工作-家庭内疚负相关。当有工作的父母更喜欢将工作与家庭分割开来时，这种联系就更强了。此外，工作到家庭的罪恶感与第二天偏好的工作到家庭的分割呈正相关，而与第二天制定的工作到家庭的分割无关。通过证明工作对家庭的内疚感既是日常边界管理的情感结果，也是第二天边界偏好调整的触发因素，本研究揭示了一个互惠的调节过程，通过这个过程，工作的父母经历并回应工作引起的对家庭的内疚感。
{"title":"Navigating work-to-family boundaries: Day-level reciprocal effects between guilt and boundary management","authors":"Nicolas Mueller, Nina M. Junker, Regina Kempen","doi":"10.1016/j.jvb.2026.104229","DOIUrl":"https://doi.org/10.1016/j.jvb.2026.104229","url":null,"abstract":"Work-induced guilt toward one's family (i.e., work-to-family guilt) is a central challenge for working parents managing work-to-family boundaries. Whereas prior research has primarily focused on between-person differences, stable determinants, and static perspectives, our study investigates how daily work-to-family guilt both results from and shapes fluctuations in work-to-family boundaries. Drawing on boundary theory and cognitive dissonance theory, we examine how daily enacted work-to-family segmentation (i.e., the extent to which individuals keep work out of family) reduces daily work-to-family guilt, and whether this effect depends on daily preferences for work-to-family segmentation. We further test whether daily work-to-family guilt predicts next-day preferred and enacted work-to-family segmentation. In a 2-week experience sampling study (Level-1 <ce:italic>N</ce:italic> = 620, Level-2 <ce:italic>N</ce:italic> = 129), working parents completed morning surveys assessing preferred work-to-family segmentation and evening surveys assessing enacted work-to-family segmentation and work-to-family guilt. Multilevel path analyses revealed that enacted work-to-family segmentation was negatively related to same-day work-to-family guilt. This association was stronger on days when working parents preferred greater work-to-family segmentation. Moreover, work-to-family guilt was positively related to next-day preferred work-to-family segmentation, but not to next-day enacted work-to-family segmentation. By demonstrating that work-to-family guilt functions both as an emotional outcome of daily boundary management and as a trigger for next-day adjustments in boundary preferences, this study reveals a reciprocal regulatory process through which working parents experience and respond to work-induced guilt toward their family.","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"16 1","pages":""},"PeriodicalIF":11.1,"publicationDate":"2026-03-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147393090","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2026-03-01Epub Date: 2026-01-23DOI: 10.1016/j.jvb.2026.104215
Yucheng Zhang , Xin Liu , Wenrui Cao , Shan Xu , Peter Rodgers
Recent decades have witnessed a growing interest in team-member exchange (TMX) research. This quantitative review provides a comprehensive integration of the relationships between TMX and its correlates, with particular attention given to cross-cultural differences in effect sizes. Based on 172 studies that include 185 samples (67,228 participants), we first reviewed the recent literature on TMX and meta-analyzed its antecedents, including individual, job, and situational characteristics, as well as its outcomes related to job, team and organization. We then examined whether these associations are moderated by national cultural factors (i.e., vertical-collectivistic and horizontal-individualistic contexts). Additionally, we conducted a more detailed analysis of how cultural differences influence the well-established relationships between TMX and in-role and extra-role performance. Finally, using multigroup meta-analytic structural equation modeling (MASEM), we examined the incremental effects of TMX over leader-member exchange (LMX) on in-role performance and extra-role performance across cultural contexts. These findings extend social exchange theory by clarifying its cultural boundary conditions and contribute to cross-cultural organizational behavior research by providing a nuanced understanding of TMX's role in diverse cultural settings.
{"title":"A meta-analysis of TMX and incremental effects over LMX: An examination in different cultures","authors":"Yucheng Zhang , Xin Liu , Wenrui Cao , Shan Xu , Peter Rodgers","doi":"10.1016/j.jvb.2026.104215","DOIUrl":"10.1016/j.jvb.2026.104215","url":null,"abstract":"<div><div>Recent decades have witnessed a growing interest in team-member exchange (TMX) research. This quantitative review provides a comprehensive integration of the relationships between TMX and its correlates, with particular attention given to cross-cultural differences in effect sizes. Based on 172 studies that include 185 samples (67,228 participants), we first reviewed the recent literature on TMX and meta-analyzed its antecedents, including individual, job, and situational characteristics, as well as its outcomes related to job, team and organization. We then examined whether these associations are moderated by national cultural factors (i.e., vertical-collectivistic and horizontal-individualistic contexts). Additionally, we conducted a more detailed analysis of how cultural differences influence the well-established relationships between TMX and in-role and extra-role performance. Finally, using multigroup meta-analytic structural equation modeling (MASEM), we examined the incremental effects of TMX over leader-member exchange (LMX) on in-role performance and extra-role performance across cultural contexts. These findings extend social exchange theory by clarifying its cultural boundary conditions and contribute to cross-cultural organizational behavior research by providing a nuanced understanding of TMX's role in diverse cultural settings.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"165 ","pages":"Article 104215"},"PeriodicalIF":5.2,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146033957","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2026-03-01Epub Date: 2026-02-07DOI: 10.1016/j.jvb.2026.104218
A. Kersten , E. Laukineitytė , K.A. Kerti , S. Nijs , F. Scholz
In response to the volatile nature of contemporary labor markets, individuals are increasingly expected to self-manage their career trajectories. Although career self-management presents inherent challenges for the general working population, these difficulties may be exacerbated for vulnerable groups. To date, however, empirical research on the career crafting behaviors of vulnerable populations remains scarce. To extend career crafting research to underrepresented groups, we explored the career crafting strategies that migrant women engage in to achieve their future work selves, as well as the influence of resource availability on the adoption of these strategies. Based on migrant women's career orientation and temporal focus (present vs. future), we identified four career crafting strategies: (1) career planning, (2) career balancing, (3) career architecting and (4) career navigating. Our findings suggest that migrant women do not solely adopt one strategy throughout their entire career. Instead, we conceptualize career crafting as an agentic process wherein individuals seek optimal fit between their career crafting strategy and their (migration) context at the current stage of their career. Consequently, we do not state that one strategy is optimal compared to others – rather that the optimum can be found when achieving the right contextual fit, particularly in the context of vulnerability. Our findings underscore the importance of acknowledging the enabling and constraining circumstances that influence career crafting strategies of migrant women.
{"title":"Career crafting in transition: Strategies of migrant women in vocational settings","authors":"A. Kersten , E. Laukineitytė , K.A. Kerti , S. Nijs , F. Scholz","doi":"10.1016/j.jvb.2026.104218","DOIUrl":"10.1016/j.jvb.2026.104218","url":null,"abstract":"<div><div>In response to the volatile nature of contemporary labor markets, individuals are increasingly expected to self-manage their career trajectories. Although career self-management presents inherent challenges for the general working population, these difficulties may be exacerbated for vulnerable groups. To date, however, empirical research on the career crafting behaviors of vulnerable populations remains scarce. To extend career crafting research to underrepresented groups, we explored the career crafting strategies that migrant women engage in to achieve their future work selves, as well as the influence of resource availability on the adoption of these strategies. Based on migrant women's career orientation and temporal focus (present vs. future), we identified four career crafting strategies: (1) career planning, (2) career balancing, (3) career architecting and (4) career navigating. Our findings suggest that migrant women do not solely adopt one strategy throughout their entire career. Instead, we conceptualize career crafting as an agentic process wherein individuals seek optimal fit between their career crafting strategy and their (migration) context at the current stage of their career. Consequently, we do not state that one strategy is optimal compared to others – rather that the optimum can be found when achieving the right contextual fit, particularly in the context of vulnerability. Our findings underscore the importance of acknowledging the enabling and constraining circumstances that influence career crafting strategies of migrant women.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"165 ","pages":"Article 104218"},"PeriodicalIF":5.2,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146135492","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2026-03-01Epub Date: 2026-01-10DOI: 10.1016/j.jvb.2025.104206
Christopher C. Winchester , Connie R. Wanberg , John D. Kammeyer-Mueller , Elizabeth M. Campbell
Listening is a crucial skill for effective workplace communication, leadership, and relationship development, with significant implications for employee well-being, work adjustment, and career success. Despite its importance to vocational outcomes, surprisingly little is known about how personality traits shape perceived listening competency across the career lifespan. Extraversion is often assumed to be negatively related to listening, with widespread assertions that individuals lower in extraversion are better listeners. However, limited academic research has examined whether, to what extent, through which behavioral processes, or under what conditions extraversion influences listening in work-relevant contexts. Across four studies in varied listening contexts (general listening, project team listening, one-on-one meetings, and conference interactions), we found no support for the notion that individuals low in extraversion are perceived as better listeners in interpersonal contexts. Instead, results primarily show no relationship between extraversion and listening, and in a few cases, a positive relationship where individuals higher in extraversion are perceived as better listeners. Drawing upon theoretical perspectives from the listening and extraversion literature, we examine, but find minimal support for, the notion that differential mechanisms (i.e., intrusive interruptions, speaking proportion, positive affect, and self-focused attention) contribute to individuals low in extraversion being perceived as both better and worse listeners. Extraversion complementarity between the speaker and listener was also assessed, but not supported, as a moderator. These findings suggest that effective listening is better understood as a function of behavior and perception, not personality.
{"title":"The ear of the beholder: Does listener introversion predict perceptions of being heard?","authors":"Christopher C. Winchester , Connie R. Wanberg , John D. Kammeyer-Mueller , Elizabeth M. Campbell","doi":"10.1016/j.jvb.2025.104206","DOIUrl":"10.1016/j.jvb.2025.104206","url":null,"abstract":"<div><div>Listening is a crucial skill for effective workplace communication, leadership, and relationship development, with significant implications for employee well-being, work adjustment, and career success. Despite its importance to vocational outcomes, surprisingly little is known about how personality traits shape perceived listening competency across the career lifespan. Extraversion is often assumed to be negatively related to listening, with widespread assertions that individuals lower in extraversion are better listeners. However, limited academic research has examined whether, to what extent, through which behavioral processes, or under what conditions extraversion influences listening in work-relevant contexts. Across four studies in varied listening contexts (general listening, project team listening, one-on-one meetings, and conference interactions), we found no support for the notion that individuals low in extraversion are perceived as better listeners in interpersonal contexts. Instead, results primarily show no relationship between extraversion and listening, and in a few cases, a positive relationship where individuals higher in extraversion are perceived as better listeners. Drawing upon theoretical perspectives from the listening and extraversion literature, we examine, but find minimal support for, the notion that differential mechanisms (i.e., intrusive interruptions, speaking proportion, positive affect, and self-focused attention) contribute to individuals low in extraversion being perceived as both better and worse listeners. Extraversion complementarity between the speaker and listener was also assessed, but not supported, as a moderator. These findings suggest that effective listening is better understood as a function of behavior and perception, not personality.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"165 ","pages":"Article 104206"},"PeriodicalIF":5.2,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145956500","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Venting—expressing negative feelings to others—is a frequent occurrence in the workplace. While previous research has mainly focused on its effects on the ventor and on recipients' reactions at work, the broader consequences for recipients, particularly the impacts on their post-work experiences, are not well understood. Drawing on the Work–Home Resources model, we examine the resource costs for individuals who receive venting at work and the resulting spillover effects. Results from a pilot critical incident study (193 working adults) and a 10-day experience sampling study (117 full-time employees, 973 daily observations) revealed that receipt of venting at work was positively associated with emotional exhaustion, which, in turn, diminished family engagement and life satisfaction in the evening. Additionally, emotional stability, as a key personal resource, was found to buffer the negative relationship between emotional exhaustion and life satisfaction. Our study highlights the need to consider the far-reaching effects of venting, which transcend workplace boundaries and influence other life domains.
{"title":"Bearing others' burdens: An investigation of how daily venting at work shapes recipients' post-work experiences","authors":"Junchao Huang , Waiseng Lou , Yongjuan Li , Yaoshan Xu","doi":"10.1016/j.jvb.2026.104216","DOIUrl":"10.1016/j.jvb.2026.104216","url":null,"abstract":"<div><div>Venting—expressing negative feelings to others—is a frequent occurrence in the workplace. While previous research has mainly focused on its effects on the ventor and on recipients' reactions at work, the broader consequences for recipients, particularly the impacts on their post-work experiences, are not well understood. Drawing on the Work–Home Resources model, we examine the resource costs for individuals who receive venting at work and the resulting spillover effects. Results from a pilot critical incident study (193 working adults) and a 10-day experience sampling study (117 full-time employees, 973 daily observations) revealed that receipt of venting at work was positively associated with emotional exhaustion, which, in turn, diminished family engagement and life satisfaction in the evening. Additionally, emotional stability, as a key personal resource, was found to buffer the negative relationship between emotional exhaustion and life satisfaction. Our study highlights the need to consider the far-reaching effects of venting, which transcend workplace boundaries and influence other life domains.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"165 ","pages":"Article 104216"},"PeriodicalIF":5.2,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146026146","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2026-03-01Epub Date: 2026-02-05DOI: 10.1016/j.jvb.2026.104217
Zhen Wang , Yin Zhu , Fubin Jiang , Boming Yu
Promotion failure, as an inherent workplace stressor, is widely acknowledged as a distressing experience for employees. Although prior research has explored factors that may mitigate its negative consequences, existing studies have predominantly focused on situational variables, while comparatively little attention has been paid to personal resources with potential buffering effects. Drawing on conservation of resources theory, we hypothesize that employees' self-compassion can alleviate both the anxiety triggered by promotion failure and the subsequent erosion of their well-being. Using three-wave survey data collected from 298 hospital medical staff, our findings provide empirical support for the hypothesized model. Specifically, we demonstrate that high self-compassion not only alleviates anxiety stemming from promotion failure but also buffers the subsequent decline in employees' psychological, career, and life well-being that is induced by this anxiety. We further show that higher levels of self-compassion attenuate the detrimental impact of promotion failure on employees' well-being by weakening the mediating pathway of anxiety. Overall, this study underscores that self-compassion serves as an effective buffer against the negative consequences of promotion failure, offering employees an adaptive coping strategy to preserve their well-being amid such workplace setbacks.
{"title":"A shield against promotion failure: Self-compassion mitigates the negative effects of promotion failure on well-being","authors":"Zhen Wang , Yin Zhu , Fubin Jiang , Boming Yu","doi":"10.1016/j.jvb.2026.104217","DOIUrl":"10.1016/j.jvb.2026.104217","url":null,"abstract":"<div><div>Promotion failure, as an inherent workplace stressor, is widely acknowledged as a distressing experience for employees. Although prior research has explored factors that may mitigate its negative consequences, existing studies have predominantly focused on situational variables, while comparatively little attention has been paid to personal resources with potential buffering effects. Drawing on conservation of resources theory, we hypothesize that employees' self-compassion can alleviate both the anxiety triggered by promotion failure and the subsequent erosion of their well-being. Using three-wave survey data collected from 298 hospital medical staff, our findings provide empirical support for the hypothesized model. Specifically, we demonstrate that high self-compassion not only alleviates anxiety stemming from promotion failure but also buffers the subsequent decline in employees' psychological, career, and life well-being that is induced by this anxiety. We further show that higher levels of self-compassion attenuate the detrimental impact of promotion failure on employees' well-being by weakening the mediating pathway of anxiety. Overall, this study underscores that self-compassion serves as an effective buffer against the negative consequences of promotion failure, offering employees an adaptive coping strategy to preserve their well-being amid such workplace setbacks.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"165 ","pages":"Article 104217"},"PeriodicalIF":5.2,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146135493","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2026-02-01Epub Date: 2025-11-24DOI: 10.1016/j.jvb.2025.104195
Kevin Loo , Lauren Kuykendall , Seth Kaplan , Ze Zhu , Christopher W. Wiese
Previous research on commuting and employees' subjective well-being has produced inconsistent findings despite the emphasis on the negative consequences of long and stressful commutes. This study aims to disentangle the complex relationship between commute experiences and domain-specific subjective well-being. Drawing on the conservation of resources theory (COR), the effort-recovery model (ERM), and appraisal theory, we propose an integrative framework that encompasses both positive and negative mechanisms linking commuting to subjective well-being outcomes. We conducted a three-wave study with 570 full-time employees. The results demonstrate negative associations between commute stress and both leisure satisfaction and family satisfaction, mediated by work-personal conflict. In contrast, the results show that enjoyable commutes are associated with reduced work-personal conflict and increased leisure and family satisfaction for individuals with more financial resources. We discuss theoretical implications for commuting literature, COR theory, appraisal theory, and work-nonwork research, along with practical implications and future research directions.
{"title":"Commute experiences & well-being: Exploring positive and negative effects through work-personal conflict","authors":"Kevin Loo , Lauren Kuykendall , Seth Kaplan , Ze Zhu , Christopher W. Wiese","doi":"10.1016/j.jvb.2025.104195","DOIUrl":"10.1016/j.jvb.2025.104195","url":null,"abstract":"<div><div>Previous research on commuting and employees' subjective well-being has produced inconsistent findings despite the emphasis on the negative consequences of long and stressful commutes. This study aims to disentangle the complex relationship between commute experiences and domain-specific subjective well-being. Drawing on the conservation of resources theory (COR), the effort-recovery model (ERM), and appraisal theory, we propose an integrative framework that encompasses both positive and negative mechanisms linking commuting to subjective well-being outcomes. We conducted a three-wave study with 570 full-time employees. The results demonstrate negative associations between commute stress and both leisure satisfaction and family satisfaction, mediated by work-personal conflict. In contrast, the results show that enjoyable commutes are associated with reduced work-personal conflict and increased leisure and family satisfaction for individuals with more financial resources. We discuss theoretical implications for commuting literature, COR theory, appraisal theory, and work-nonwork research, along with practical implications and future research directions.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"164 ","pages":"Article 104195"},"PeriodicalIF":5.2,"publicationDate":"2026-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145593451","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2026-02-01Epub Date: 2025-12-17DOI: 10.1016/j.jvb.2025.104205
Yuyang Zhou , Siddharth K. Upadhyay , Chockalingam Viswesvaran
This study cumulates results across 50 studies (76 independent samples) comparing disabled and non-disabled employees on perceived job demands, psychological and motivational factors, perceived support, job performance, and economic impacts. A moderator analysis was conducted based on the report method, disability type, job requirements (interactional demand), geographical location, and sample type. Results revealed that disabled employees reported no significant differences in job demands, including physical, psychological, and time demands, compared to non-disabled peers. However, they exhibited lower levels of some psychological and motivational factors, such as diminished psychological well-being, reduced job self-efficacy, and less perceived autonomy, but had comparable levels of job satisfaction, organizational commitment, and job meaningfulness. While disabled employees reported comparable levels of perceived support from organizations, supervisors, and coworkers, they reported moderate levels of perceived discrimination. They received significantly lower pay than non-disabled employees. We also observed higher work interference (e.g., health-related interruptions) and slight differences in task performance between disabled and non-disabled employees. Notably, organizational concerns about shorter tenure, higher turnover, and increased compensation claims for disabled employees were unfounded, even though disabled employees reported greater unmet accommodation needs.
{"title":"Comparing workplace outcomes between disabled and non-disabled employees: A multi-paradigm meta-analysis","authors":"Yuyang Zhou , Siddharth K. Upadhyay , Chockalingam Viswesvaran","doi":"10.1016/j.jvb.2025.104205","DOIUrl":"10.1016/j.jvb.2025.104205","url":null,"abstract":"<div><div>This study cumulates results across 50 studies (76 independent samples) comparing disabled and non-disabled employees on perceived job demands, psychological and motivational factors, perceived support, job performance, and economic impacts. A moderator analysis was conducted based on the report method, disability type, job requirements (interactional demand), geographical location, and sample type. Results revealed that disabled employees reported no significant differences in job demands, including physical, psychological, and time demands, compared to non-disabled peers. However, they exhibited lower levels of some psychological and motivational factors, such as diminished psychological well-being, reduced job self-efficacy, and less perceived autonomy, but had comparable levels of job satisfaction, organizational commitment, and job meaningfulness. While disabled employees reported comparable levels of perceived support from organizations, supervisors, and coworkers, they reported moderate levels of perceived discrimination. They received significantly lower pay than non-disabled employees. We also observed higher work interference (e.g., health-related interruptions) and slight differences in task performance between disabled and non-disabled employees. Notably, organizational concerns about shorter tenure, higher turnover, and increased compensation claims for disabled employees were unfounded, even though disabled employees reported greater unmet accommodation needs.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"164 ","pages":"Article 104205"},"PeriodicalIF":5.2,"publicationDate":"2026-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145785839","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2026-02-01Epub Date: 2025-12-12DOI: 10.1016/j.jvb.2025.104204
Bonesso Sara, Bressan Federica
The persistence of female segregation in many science, technology, engineering, and mathematics (STEM) educational and occupational fields is largely ascribed to gender-specific barriers that women face during their lifespan. Relying on career construction theory, this study aims to increase the understanding of how women in STEM craft and develop their own career over time by attaining leadership positions, in comparison to their male counterparts. In this inductive qualitative research, drawing on career-based interviews on a sample of women and men in engineering, the narrative analysis reveals dynamic changes in women's career adaptability's resources (the 4C's: concern, control, curiosity, and confidence) across specific phases of the lifespan (education, early career, and upper leadership). This study expands our understanding of the role of women's agency in shaping their STEM careers, delineating the specific configurations of career adaptability resources they can deploy to constructively navigate their professional journey. Moreover, because career adaptability changes in response to environmental conditions, this study provides novel insights about the interplay between career adaptability resources and the most relevant contextual factors that support or inhibit women in the pursuit of their career development during each career phase. Overall, our research provides evidence that a lifespan approach to career development is particularly effective in sectors that are still characterized by gender norms. Practical implications are provided for women to help them self-regulate their careers, as well as for educational and organizational policies to help address the underrepresentation of women in the STEM workforce.
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Pub Date : 2026-02-01Epub Date: 2025-11-23DOI: 10.1016/j.jvb.2025.104194
Daphne Xin Hou , Laura K. Kaizer , Sarah J. Schmiege , Molly Cooper , Louis Tay
Vocational interests play a crucial role in educational, organizational, and counseling psychology, influencing important personal and organizational outcomes. Traditionally viewed as stable traits, recent research calls for an integrative approach that considers both innate traits and developmental aspects of interests. Drawing on Self-Determination Theory (SDT; Deci & Ryan, 1985; Ryan & Deci, 2000) and the Joint Model of Interest Formation and Consequence (InFoCo; Xu, 2024), the present study addresses an empirical gap by examining how motivational factors shape vocational interest development. Using latent profile analysis across a working adult sample (N = 672) and a student sample (N = 954), we identify and validate three motivational profiles: Intrinsic Pursuer, Disengaged Pursuer, and Pan-motivated Pursuer. In analyses specific to the working adult sample, our findings further reveal distinct well-being (e.g., positive affect, life satisfaction) and career outcomes (e.g., job satisfaction, career commitment) associated with each profile. Specifically, Intrinsic and Pan-motivated Pursuers reported higher well-being and career outcomes than Disengaged Pursuers. This study contributes to a more comprehensive understanding of vocational interests, highlighting how motivation-driven profiles impact career paths and well-being across different life stages.
职业兴趣在教育、组织和咨询心理学中发挥着至关重要的作用，影响着重要的个人和组织结果。传统上被认为是稳定的特征，最近的研究呼吁一种综合的方法，考虑先天特征和发展方面的兴趣。利用自我决定理论（SDT; Deci &; Ryan, 1985; Ryan &; Deci, 2000）和兴趣形成与结果联合模型（InFoCo; Xu, 2024），本研究通过考察动机因素如何影响职业兴趣发展来解决实证空白。通过对工作成人样本（N = 672）和学生样本（N = 954）的潜在特征分析，我们确定并验证了三种动机特征：内在追求者、脱离追求者和泛动机追求者。在对工作成人样本的具体分析中，我们的发现进一步揭示了与每种特征相关的不同的幸福感（例如，积极影响，生活满意度）和职业成果（例如，工作满意度，职业承诺）。具体来说，内在和泛动机追求者比无投入追求者报告了更高的幸福感和职业成果。本研究有助于更全面地了解职业兴趣，突出了动机驱动的个人资料如何影响不同人生阶段的职业道路和幸福感。
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