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Are they more proactive or less engaged? Understanding employees' career proactivity after promotion failure through an attribution lens 他们更积极主动还是更少参与?通过归因视角了解晋升失败后员工的职业主动性
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-10-31 DOI: 10.1016/j.jvb.2024.104061
In existing research and practice, promotion failure is often depicted as a source of negative consequences. However, this study deviates from traditional wisdom and argues that promotion failure has the potential to be a positive motivator. Integrating attribution theory, cognitive theories of repetitive thoughts, and the integrative model of career proactivity, we investigate how different attributions of promotion failure among employees activate distinct cognitive processes, resulting in varying effects on career proactivity. Data collected from 359 IT industry employees over three waves indicated that employees who ascribe promotion failures to internal issues are more likely to reflect on them. The process of reflection encourages career proactivity, as evidenced by increased proactive career behavior and decreased career inaction. However, employees blaming external circumstances for their promotion failures are more likely to ruminate over their failure, resulting in lower career proactivity. This study emphasizes the significance of attributions in employee reactions to promotion failure and provides a cognitive perspective on the complex relationship between promotion failure and career proactivity.
在现有的研究和实践中,晋升失败往往被描述为消极后果的根源。然而,本研究偏离了传统观点,认为晋升失败有可能成为一种积极的激励因素。综合归因理论、重复思维认知理论和职业积极性综合模型,我们研究了员工对晋升失败的不同归因如何激活不同的认知过程,从而对职业积极性产生不同的影响。从 359 名 IT 行业员工处收集的三波数据表明,将晋升失败归因于内部问题的员工更有可能对晋升失败进行反思。反思过程鼓励了职业主动性,这表现在主动的职业行为增加,而不作为的职业行为减少。然而,将晋升失败归咎于外部环境的员工则更有可能对晋升失败进行反思,从而降低职业主动性。本研究强调了归因在员工对晋升失败的反应中的重要性,并从认知角度探讨了晋升失败与职业积极性之间的复杂关系。
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引用次数: 0
Humble leader, successful follower: Linking leader humility with follower career outcomes via leader competence from an implicit leadership theory perspective 谦逊的领导者,成功的追随者:从内隐领导理论的角度,通过领导者的能力将领导者的谦逊与追随者的职业成果联系起来
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-10-21 DOI: 10.1016/j.jvb.2024.104060
Drawing on implicit leadership theory, this study examines the key conditions under which leader humility facilitates the career outcomes of employees. First, considering both similar-attraction and opposite-attraction perspectives within implicit leadership theory, we propose two competing hypotheses, and suggest that leader humility interacts with follower narcissism to predict perceived leader competence. Second, in accordance with implicit leadership theory, we propose that humble leaders are perceived to be more competent when the power distance climate is relatively lower. Further, we suggest that perception of their leaders as competent is positively related to followers' career satisfaction and proactive career behavior. To test our model, we implemented a multi-wave, time-lagged survey with 187 subordinate–supervisor dyads from 79 teams. The results demonstrate that followers who are highly narcissistic or who are members of groups with a lower power distance climate are more likely to regard humble leaders as competent, which allows them to experience enhanced career satisfaction and engage in more proactive career behavior. Both the theoretical and practical implications are discussed.
本研究借鉴内隐领导力理论,探讨了领导者谦逊促进员工职业发展的关键条件。首先,考虑到内隐领导理论中的相似吸引和相反吸引观点,我们提出了两个相互竞争的假设,并认为领导者的谦逊与追随者的自恋相互影响,从而预测了感知到的领导者能力。其次,根据内隐领导理论,我们认为当权力距离相对较低时,谦逊的领导者会被认为更有能力。此外,我们还提出,对领导者能力的感知与追随者的职业满意度和积极主动的职业行为呈正相关。为了验证我们的模型,我们对来自 79 个团队的 187 个下属-主管二元组进行了多波时滞调查。结果表明,高度自恋或属于权力距离氛围较低群体的追随者更有可能认为谦逊的领导者是称职的,这使他们能够体验到更高的职业满意度,并采取更积极主动的职业行为。本文讨论了其理论和实践意义。
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引用次数: 0
The psychological experience of flexibility in the workplace: How psychological job control and boundary control profiles relate to the wellbeing of flexible workers 工作场所灵活性的心理体验:心理工作控制和边界控制特征如何与灵活工作者的幸福感相关联
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-10-08 DOI: 10.1016/j.jvb.2024.104059
<div><div>Rather than studying workplace flexibility as the availability or usage of flexible work practices, in this study, we theorize workplace flexibility as a subjective psychological experience influenced by employees' perceptions of control over where and when they work (psychological job control) and control over their social boundaries (boundary control). Based on boundary and border theory, using a two-wave study conducted at an Italian bank (<em>N</em> = 1423) and adopting a person-centered approach through latent transition analysis (LTA), we identified four flexibility profiles characterized by different levels of psychological job control and boundary control, with the same structure, dispersion, and sizes over time. The four profiles were: (1) flexible non-dividers (3.46 %), marked by high psychological job control and low boundary control; (2) flexible dividers (34.83 %), characterized by high levels of both psychological job control and boundary control; (3) non-flexible dividers (50.74 %), featuring low psychological job control but high boundary control; and (4) non-flexible non-dividers (10.97 %), with low levels of both types of control. Three of these profiles exhibited high within-person stability across time, while the flexible non-dividers profile was highly unstable, with many members transitioning to profiles with higher boundary control at Time 2. Organizational investments in training and communication programs may have contributed to these transitions from low to high boundary control profiles. Gender and age emerged as significant predictors of profile membership, with gender effects shifting over time: at Time 1, men were more likely to be in non-flexible dividers profile, while at Time 2, they were more likely to be in the flexible non-dividers profile. Age effects also changed: older workers were more likely to be in the flexible non-dividers profile at Time 1 but shifted toward the flexible dividers profile by Time 2. Parental status was not significant, whereas carer status was significant only at Time 1, where being a carer increased the likelihood of employees belonging to the flexible dividers profile compared to the non-flexible dividers. Our findings further revealed that the psychological experience of work flexibility positively impacts wellbeing when employees experience control over both work and social boundaries. Flexible dividers consistently exhibited the highest levels of work engagement, job satisfaction, and work-life balance across both Time 1 and Time 2. In contrast, flexible non-dividers showed a significant decline in these outcomes over time. Profiles with low boundary control, especially flexible non-dividers and non-flexible non-dividers, reported the lowest levels of wellbeing. Despite some improvements in non-flexible non-dividers profile from Time 1 to Time 2, it remained to have the lowest scores on all outcomes, emphasizing the critical role of boundary control in maintaining employe
在本研究中,我们不是将工作场所灵活性作为灵活工作方式的可用性或使用情况来研究,而是将工作场所灵活性理论化为一种主观心理体验,它受到员工对工作地点和时间的控制感(心理工作控制)以及对社会边界的控制感(边界控制)的影响。基于边界和边界理论,我们在一家意大利银行进行了两波研究(N = 1423),并通过潜伏转换分析(LTA)采用了以人为本的方法,确定了四种灵活性特征,其特点是不同水平的心理工作控制和边界控制,具有相同的结构、分散性和随时间变化的大小。这四种情况是(1) 灵活的非分割者(3.46%),表现为高心理工作控制和低边界控制;(2) 灵活的分割者(34.83%),表现为高心理工作控制和高边界控制;(3) 非灵活的分割者(50.74%),表现为低心理工作控制和高边界控制;(4) 非灵活的非分割者(10.97%),表现为低心理工作控制和低边界控制。其中三种情况在不同时间段内表现出较高的人际稳定性,而灵活的非划分者情况则极不稳定,许多成员在时间 2 过渡到边界控制较高的情况。组织在培训和沟通项目上的投资可能促成了这些从低边界控制类型向高边界控制类型的转变。性别和年龄是预测成员特征的重要因素,性别效应随着时间的推移而变化:在时间 1,男性更有可能属于非灵活分隔者特征,而在时间 2,他们更有可能属于灵活的非分隔者特征。年龄效应也发生了变化:在时间 1 时,年龄较大的工人更有可能属于灵活的非分割者,但到了时间 2 时,他们则更有可能属于灵活的分割者。父母身份不显著,而照顾者身份仅在时间 1 显著,与非灵活分隔者相比,照顾者身份增加了员工属于灵活分隔者的可能性。我们的研究结果进一步表明,当员工体验到对工作和社交界限的控制时,工作灵活性的心理体验会对幸福感产生积极影响。在时间 1 和时间 2 中,灵活分隔者始终表现出最高的工作投入度、工作满意度和工作生活平衡度。相比之下,灵活的非分隔者在这些方面的表现随着时间的推移明显下降。边界控制能力较低的员工,尤其是灵活非分割员工和非灵活非分割员工,其福利水平最低。尽管从时间 1 到时间 2,非灵活非分割人员的情况有所改善,但其在所有结果上的得分仍然最低,这强调了边界控制在长期保持员工幸福感方面的关键作用。这些发现为 "自主-控制悖论 "提供了一种可能的解释,即除非有效管理社交边界,否则工作地点和时间的灵活性可能会降低自主性。控制好自己的社交领域,就能享受工作场所灵活性带来的好处,并降低工作地点和时间灵活性破坏其本应提供的自主性的风险。
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引用次数: 0
Nature, predictors, and outcomes of the psychological capital trajectories observed among upcoming police officers' undergoing vocational training 在即将接受职业培训的警官中观察到的心理资本轨迹的性质、预测因素和结果
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-09-24 DOI: 10.1016/j.jvb.2024.104058
This study seeks to achieve a dynamic person-centered understanding of the nature of the psychological capital trajectories observed among upcoming police officers undergoing vocational training. Moreover, it seeks to document the predictive role of leader-member exchange and perceived organizational support in relation to these psychological capital trajectories, as well as the implications of these trajectories for a variety of outcomes related to trainees' attitudes (i.e., organizational cynicism, identification with the organization, engagement in the training program, and satisfaction toward the training program), psychological health (i.e., perceived stress), and behaviors (i.e., performance in the training program). A sample of 1200 participants undergoing a 33-week full-time vocational training program to become police officers were surveyed four times over a period of five months and a half. Results revealed that psychological capital trajectories corresponded to five primary profiles: Learning to Hate, High Fit, Moderate Fit, Honeymoon-Hangover, and Low Fit. Perceived leader-member exchange and organizational support were associated with these trajectories in a way that mainly supported our expectations. Trajectories characterized by lower levels of psychological capital were associated with higher levels of cynicism and stress, and with lower levels of engagement, identification, performance, and satisfaction. Conversely, trajectories characterized by higher levels of psychological capital were associated with the most positive outcomes.
本研究旨在以人为中心,动态地了解即将接受职业培训的警察的心理资本轨迹的性质。此外,本研究还试图记录领导-成员交流和感知到的组织支持对这些心理资本轨迹的预测作用,以及这些轨迹对学员态度(即组织犬儒主义、对组织的认同感、对培训项目的参与度和对培训项目的满意度)、心理健康(即感知到的压力)和行为(即在培训项目中的表现)等各种结果的影响。在五个半月的时间里,我们对 1200 名正在接受为期 33 周的全日制警官职业培训的学员进行了四次抽样调查。结果显示,心理资本轨迹与五个主要特征相对应:学会憎恨、高度契合、适度契合、蜜月-宿醉和低度契合。感知到的领导-成员交流和组织支持与这些轨迹相关,这主要符合我们的预期。心理资本水平较低的轨迹与较高的愤世嫉俗和压力水平,以及较低的参与度、认同感、绩效和满意度相关。相反,心理资本水平较高的轨迹则与最积极的结果相关。
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引用次数: 0
Stacking bricks or building a cathedral? How affective shifts shape perceptions of daily task significance 堆砌砖块还是建造大教堂?情感转变如何影响对日常任务重要性的认识
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-09-22 DOI: 10.1016/j.jvb.2024.104057
One of the most fundamental experiences of deriving positive meaning from work stems from perceptions of task significance. Although interactions with managers and beneficiaries can provide inspirational cues that make the significance of employees' work tasks salient (Grant, 2012, 2008), relying solely on an understanding of these discrete experiences may limit an employee's ability to consistently perceive the significance of work tasks from day to day. To expand understanding of the influences that shape perceptions of daily task significance, we draw on personality systems interaction theory (Kuhl, 2000) to examine the influence of affective shifts. Using a daily diary design over 10 workdays, results from 292 daily observations nested within 38 employees showed that upshifts in positive affect and downshifts in negative affect were positively related to daily task significance. In turn, daily task significance was positively related to helping behaviors and negatively related to work withdrawal. Daily task significance also exhibited an indirect effect on the subsequent workday's start-of-day mood. Employees who perceived high significance today were more likely to start tomorrow off with lower negative mood due to higher helping behaviors the day before and with lower positive mood due to lower work withdrawal the day before. The results yield new insights into the experience of daily task significance and offer significant implications for theory and practice on affect, task significance, and work performance.
从工作中获得积极意义的最基本经验之一源自对任务重要性的认知。虽然与管理者和受益人的互动可以提供灵感线索,使员工的工作任务意义变得突出(格兰特,2012 年,2008 年),但仅仅依靠对这些离散经验的理解,可能会限制员工每天持续感知工作任务意义的能力。为了扩大对形成日常任务重要性感知的影响因素的理解,我们借鉴了人格系统互动理论(Kuhl,2000 年)来研究情感转变的影响。通过对 10 个工作日进行每日日记设计,我们对嵌套在 38 名员工中的 292 项每日观察结果表明,积极情绪的上移和消极情绪的下移与每日任务的重要性呈正相关。反过来,日常任务的重要性与帮助行为呈正相关,而与工作退缩呈负相关。日常任务的重要性还对随后工作日的起始情绪有间接影响。今天认为任务重要性高的员工更有可能在明天开始时因前一天较高的帮助行为而产生较低的消极情绪,因前一天较低的工作退缩而产生较低的积极情绪。这些结果为我们了解日常任务的重要性提供了新的视角,并对情感、任务重要性和工作绩效方面的理论和实践产生了重要影响。
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引用次数: 0
One who wishes to wear the crown, must bear its weight: How performance pressure benefits career-prospective employees in organizations 欲戴王冠,必承其重:组织中的绩效压力如何惠及有职业前景的员工
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-09-17 DOI: 10.1016/j.jvb.2024.104056
Performance pressure is not uncommon in the field of human resource management, and it stands as a constant companion to those aspiring to advance their careers. Drawing on the appraisal theories of emotion and literature on fear and career prospects, this research explores how and when performance pressure fosters work-goal progress. Across two time-lagged, multi-industry field studies with full-time employees, we demonstrate that performance pressure intensifies mental preoccupation with work by triggering fear of performance failure, which in turn promotes work-goal progress. Furthermore, these positive serial mediation effects (performance pressure → fear of performance failure → mental preoccupation with work → work-goal progress) are moderated by employees' career prospects within organizations, being more pronounced among those with higher career prospects. Theoretically, this work deepens the understanding of the positive impacts of performance pressure and broadens its influencing mechanisms and contextual moderators. Practically, the findings can inform organizations in leveraging performance pressure to serve the best interests of both individuals and the organization. Limitations and future directions are also discussed.
绩效压力在人力资源管理领域并不罕见,它始终伴随着那些渴望提升职业生涯的人。本研究借鉴情绪评估理论以及有关恐惧和职业前景的文献,探讨了绩效压力如何以及何时会促进工作目标的实现。通过对全职员工进行的两项时间滞后、跨行业的实地研究,我们证明,绩效压力会引发对绩效失败的恐惧,从而加强心理上对工作的专注,进而促进工作目标的实现。此外,这些积极的序列中介效应(绩效压力→对绩效失败的恐惧→对工作的心理专注→工作目标进展)受到员工在组织中的职业前景的调节,在那些职业前景较好的员工中更为明显。从理论上讲,这项研究加深了人们对绩效压力积极影响的理解,拓宽了绩效压力的影响机制和背景调节因素。在实践中,研究结果可以帮助组织利用绩效压力为个人和组织的最佳利益服务。此外,还讨论了研究的局限性和未来发展方向。
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引用次数: 0
Hybrid work stressors and psychological withdrawal behavior: A moderated mediation model of emotional exhaustion and proactive personality 混合工作压力与心理退缩行为:情绪衰竭与主动型人格的调节中介模型
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-09-12 DOI: 10.1016/j.jvb.2024.104053

This study proposes a theoretical model of challenge/hindrance stressors of hybrid work on emotional and behavioral reactions based on the conservation of resources theory. We investigate a mediation model by incorporating emotional exhaustion as a mediator to connect the relationship between two stressors and psychological withdrawal behavior. In addition, we identify proactive personality as a key personal resource to moderator the above mediating effects. The two-wave panel data was collected through online questionnaire surveys with a one-month interval. This study targeted at employees worked in the United States and 213 valid questionnaires were collected. Our results show that: (1) challenge/hindrance stressors of hybrid work are positively related to emotional exhaustion; (2) emotional exhaustion mediates the relationship between challenge/hindrance stressors of hybrid work and psychological withdrawal behavior; (3) proactive personality weakens the positive relationship between challenge stressors of hybrid work and emotional exhaustion. However, the moderating effect of proactive personality on the indirect effect of hindrance stressors of hybrid work on psychological withdrawal behavior via emotional exhaustion was not found. The implications of this study for theory and practice are discussed.

本研究以资源保护理论为基础,提出了混合工作的挑战/阻碍压力源对情绪和行为反应的理论模型。我们研究了一个中介模型,将情绪衰竭作为中介因素,将两种压力源与心理退缩行为之间的关系联系起来。此外,我们还发现积极主动的个性是调节上述中介效应的关键个人资源。我们通过在线问卷调查收集了两波面板数据,数据间隔为一个月。本研究以在美国工作的员工为对象,共收集到 213 份有效问卷。研究结果表明(1) 混合工作的挑战/阻碍压力源与情感衰竭正相关;(2) 情感衰竭在混合工作的挑战/阻碍压力源与心理退缩行为之间起中介作用;(3) 积极主动型人格削弱了混合工作的挑战压力源与情感衰竭之间的正相关关系。然而,积极主动型人格对混合工作阻碍性压力源通过情绪耗竭间接影响心理退缩行为的调节作用并未被发现。本研究对理论和实践的意义进行了讨论。
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引用次数: 0
Moving away from, moving towards and moving against others: An adaptive multi-strategy approach to defend and build resources in self-protection mode 远离、走向和对抗他人:在自我保护模式下捍卫和建设资源的适应性多策略方法
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-09-11 DOI: 10.1016/j.jvb.2024.104052

In the face of extreme and enduring stressors, a self-protection coping mode can be entered to conserve resources (Conservation of Resources (COR) theory principle 4). Self-protection coping is underexplored in COR theory yet may offer insights about how people deal with the significant challenges posed by work today. We investigate this using a large-group collaborative auto-ethnography (CAE) with 15 academic workers during a period when resources were severely stretched or exhausted (the first four months of the Covid-19 lockdown). We identify three defensive coping strategies, applied in self-protection mode, that are akin to Karen Horney's neurotic trends of ‘moving away from’, ‘moving against’ and ‘moving towards’ others. We also identify that, even when in self-protection mode, workers engage in resource (re)investment activities, in an attempt to (re)gain control of, and (re)build resources. These multiple self-protection coping strategies are applied in a seemingly haphazard and interchangeable way but appear to serve an adaptive function for trying out how best to conserve resources, defend the self, and extend resources towards recovery. Our findings emphasize the need for organizations and society to provide support and resources at times of adversity, to help people rebuild their work, their lives and their well-being.

面对极端和持久的压力,可以进入自我保护应对模式,以节约资源(资源保护(COR)理论原则 4)。在 COR 理论中,对自我保护应对方式的探讨还很不够,但却可以为人们如何应对当今工作带来的重大挑战提供启示。在资源严重紧张或耗尽的时期(科维德-19 封锁事件的前四个月),我们与 15 名学术工作者进行了一次大型小组合作自述(CAE),对这一问题进行了研究。我们发现了三种自我保护模式下的防御性应对策略,与卡伦-霍尼(Karen Horney)提出的 "远离"、"反对 "和 "走向 "他人的神经质趋势相似。我们还发现,即使在自我保护模式下,工人也会参与资源(再)投资活动,试图(再)获得对资源的控制权并(再)建立资源。这些多重自我保护应对策略的应用看似杂乱无章、相互交替,但似乎具有一种适应功能,即尝试如何以最佳方式保存资源、保护自我并将资源用于恢复。我们的研究结果强调,组织和社会需要在逆境中提供支持和资源,帮助人们重建工作、生活和幸福。
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引用次数: 0
How future work self salience shapes the effects of interacting with artificial intelligence 未来工作的自我显著性如何影响与人工智能互动的效果
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-09-10 DOI: 10.1016/j.jvb.2024.104054

The rapid rise of artificial intelligence (AI) is transforming the world of work, leaving individuals wondering what AI means for the future of their career. The current research investigates the moderating role of future work self salience (FWSS) on the effect of interacting with AI on perceived control over one's future work self and proactive career behavior. In a first longitudinal experiment with full-time employees in the UK (N = 174), participants interacting with AI to solve a task (compared to a control group) experienced increased perceived control over their future work self when FWSS was high, in contrast to those with low FWSS. We replicated this pattern in a second longitudinal study with German business students (N = 208). Building on these findings, a third longitudinal experiment with German full-time employees (N = 155) extended the model by demonstrating a moderated mediation: for individuals with high FWSS, AI interaction increased perceived control over the future work self and thus promoted proactive career behavior. In contrast, perceived control and proactive career behavior decreased for those with low FWSS. This research demonstrates the potential impact of AI interactions on work-related outcomes, offering critical insights for both theory and practice.

人工智能(AI)的迅速崛起正在改变工作世界,让人们不禁要问,人工智能对他们未来的职业生涯意味着什么。目前的研究调查了未来工作自我显著性(FWSS)对与人工智能互动对未来工作自我感知控制和主动职业行为影响的调节作用。在第一项以英国全职雇员(N = 174)为对象的纵向实验中,与人工智能互动解决任务的参与者(与对照组相比)在FWSS较高的情况下,对未来工作自我的感知控制能力会增强,与FWSS较低的情况形成鲜明对比。我们在第二项纵向研究中复制了这一模式,研究对象是德国商科学生(N = 208)。在这些研究结果的基础上,我们对德国全职雇员(人数= 155)进行了第三次纵向实验,通过证明调节中介作用扩展了这一模型:对于全职工作自我满意度高的人来说,人工智能互动增强了他们对未来工作自我的感知控制力,从而促进了积极主动的职业行为。相反,对于 FWSS 值低的人来说,感知到的控制力和积极主动的职业行为都有所下降。这项研究证明了人工智能互动对工作相关结果的潜在影响,为理论和实践提供了重要启示。
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引用次数: 0
Others matter when mothers return: An investigation of relational movement and its role in post-maternity leave reentry transitions 母亲回归时,他人很重要:对关系流动及其在产假后重返社会中的作用的调查
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-09-10 DOI: 10.1016/j.jvb.2024.104045

Post-maternity leave reentry, the period when mothers return to work following a maternity leave, is a profound transition in a woman's life that often sets the foundation for her work and career progression. While scholars have looked at the intraindividual aspects of this transition, the experience of reentry extends beyond the returning mother. This transition occurs in a dynamic relational and organizational system that impacts a returning mother's adjustment to work. In this study, we bring relational dynamics to the forefront of this transition as we examine how and why returning mothers' work-based relationships shift during reentry and the implications this has for returning mothers' readjustment. Drawing on qualitative data from academic mothers' retrospective accounts of their reentry transitions, our findings reveal that returning mothers experience relational movement, defined as perceived shifts in one's relational experiences. Our findings provide evidence of how relational movement plays a role in facilitating returning mothers' well-being as they readjust to work. Our theorizing of how and why relational movement occurs during reentry transitions brings to focus the complex, changing nature of women's relationships with colleagues during this time, as well as implications for women's broader workplace and career experiences.

产假后重返工作岗位,即母亲在休完产假后重返工作岗位的时期,是妇女生活中的一次深刻转变,往往为其工作和职业发展奠定了基础。虽然学者们关注的是这一转变的个人内部方面,但重返工作岗位的经历却超出了重返工作岗位的母亲的范围。这种转变发生在一个动态的关系和组织系统中,影响着回归母亲对工作的适应。在本研究中,我们将关系动态引入这一过渡的前沿,研究重返职场的母亲在重返职场期间与工作的关系如何以及为何发生转变,以及这对重返职场的母亲重新适应工作的影响。我们的研究结果表明,重返职场的母亲们经历了关系的转变,这种转变被定义为个人关系经历中可感知的变化。我们的研究结果提供了证据,证明在重返职场的母亲重新适应工作的过程中,关系流动是如何在促进她们的幸福感方面发挥作用的。我们对重返职场的过渡时期如何以及为什么会发生关系运动进行了理论分析,使人们更加关注妇女在此期间与同事关系的复杂性和变化性,以及对妇女更广泛的工作场所和职业经历的影响。
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Journal of Vocational Behavior
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