Pub 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":"https://doi.org/10.1016/j.jvb.2025.104206","url":null,"abstract":"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.","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"29 1","pages":""},"PeriodicalIF":11.1,"publicationDate":"2026-01-10","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}
Pub 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":"2025-12-17","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 : 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.
{"title":"Women in STEM careers through the lens of career construction theory: A study on females' experiences in persisting in the engineering field","authors":"Bonesso Sara, Bressan Federica","doi":"10.1016/j.jvb.2025.104204","DOIUrl":"10.1016/j.jvb.2025.104204","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"164 ","pages":"Article 104204"},"PeriodicalIF":5.2,"publicationDate":"2025-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145732780","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 : 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":"2025-11-24","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 : 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。
{"title":"The paths to interests: Motivation profiles in interest development","authors":"Daphne Xin Hou , Laura K. Kaizer , Sarah J. Schmiege , Molly Cooper , Louis Tay","doi":"10.1016/j.jvb.2025.104194","DOIUrl":"10.1016/j.jvb.2025.104194","url":null,"abstract":"<div><div>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; <span><span>Deci & Ryan, 1985</span></span>; <span><span>Ryan & Deci, 2000</span></span>) and the Joint Model of Interest Formation and Consequence (InFoCo; <span><span>Xu, 2024</span></span>), 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 (<em>N</em> = 672) and a student sample (<em>N</em> = 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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"164 ","pages":"Article 104194"},"PeriodicalIF":5.2,"publicationDate":"2025-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145575632","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 : 2025-11-05DOI: 10.1016/j.jvb.2025.104193
Roopal Gupta, Tanuja Sharma, Nidhi S. Bisht
The return to work after maternity leave is a critical yet underexplored career transition. Existing scholarship largely emphasizes individual adaptation and identity reconstruction, while overlooking how social, relational, and institutional forces intersect to shape mothers' experiences and decisions during the return to work. Understanding this gap is vital, as the post-maternity return often determines women's career continuity and reveals how subtle relational forces sustain gendered inequalities. We draw on the concept of felt accountability, an internalized sense of being answerable to salient audiences, to examine how returning mothers make sense of and navigate competing demands. Using qualitative data from highly skilled women in India's information technology (IT) sector and a hermeneutic phenomenological approach, we explore how they manage conflicting accountabilities amid high professional expectations, rapid skill obsolescence, and cultural norms positioning mothers as primary caregivers. By foregrounding felt accountability we offer a socially embedded and relational perspective on post-maternity transitions, showing how mothers negotiate tensions between caregiving and career in ways that are emotionally charged, context-sensitive, and continually evolving. Our findings reveal how temporal construals shape felt accountability, as mothers shift between high-level (future-focused, value-driven) and low-level (immediate, feasibility-driven) interpretations in response to competing pressures, that, in turn, influence decisions about work and caregiving. We position accountability to the self as a vital yet overlooked facet of felt accountability, showing how internal values render the self a salient audience alongside external one. Finally, we advance career transition scholarship by redirecting attention from inward-looking identity reconstruction to accountability-driven, socially embedded processes.
{"title":"Navigating conflicting accountabilities: Post-maternity re-entry transitions in India","authors":"Roopal Gupta, Tanuja Sharma, Nidhi S. Bisht","doi":"10.1016/j.jvb.2025.104193","DOIUrl":"10.1016/j.jvb.2025.104193","url":null,"abstract":"<div><div>The return to work after maternity leave is a critical yet underexplored career transition. Existing scholarship largely emphasizes individual adaptation and identity reconstruction, while overlooking how social, relational, and institutional forces intersect to shape mothers' experiences and decisions during the return to work. Understanding this gap is vital, as the post-maternity return often determines women's career continuity and reveals how subtle relational forces sustain gendered inequalities. We draw on the concept of felt accountability, an internalized sense of being answerable to salient audiences, to examine how returning mothers make sense of and navigate competing demands. Using qualitative data from highly skilled women in India's information technology (IT) sector and a hermeneutic phenomenological approach, we explore how they manage conflicting accountabilities amid high professional expectations, rapid skill obsolescence, and cultural norms positioning mothers as primary caregivers. By foregrounding felt accountability we offer a socially embedded and relational perspective on post-maternity transitions, showing how mothers negotiate tensions between caregiving and career in ways that are emotionally charged, context-sensitive, and continually evolving. Our findings reveal how temporal construals shape felt accountability, as mothers shift between high-level (future-focused, value-driven) and low-level (immediate, feasibility-driven) interpretations in response to competing pressures, that, in turn, influence decisions about work and caregiving. We position accountability to the self as a vital yet overlooked facet of felt accountability, showing how internal values render the self a salient audience alongside external one. Finally, we advance career transition scholarship by redirecting attention from inward-looking identity reconstruction to accountability-driven, socially embedded processes.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"163 ","pages":"Article 104193"},"PeriodicalIF":5.2,"publicationDate":"2025-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145447553","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 : 2025-10-24DOI: 10.1016/j.jvb.2025.104192
Felix Y. Wu , Victoria T. Udomsirirat , David J.G. Dwertmann , Frederick L. Oswald
It is an economic and ethical imperative to facilitate the inclusion of people with disabilities (PWDs) in the workplace. This point, along with the more specific need to improve personnel decisions in organizations (e.g., hiring, accommodation), recommends greater research and practice addressing how functional limitations of PWDs align with the job's essential functions (i.e., disability-job fit). Complementing prior micro-level research, we operationalize disability-job fit at the macro level, extending the Disability Contingency Framework (Dwertmann & McAlpine, 2023) and integrating job analysis. We merge two large national occupational datasets (i.e., the Occupation Information Network [O*NET] and the American Community Survey [ACS]; k = 184 occupations) to understand how disability-job fit, the overlap between functional limitations of PWD and job requirements, relates to representation of PWDs in occupations. Our macro-level results are theoretically and practically important by identifying data-driven sources of disability-job fit, and showing where they contrast existing disability-job fit stereotype literature. Our results therefore practically inform career guidance and personnel selection involving PWDs, while encouraging further disability job-fit research involving macro-level characteristics.
促进残疾人士融入工作场所，既是经济上的需要，也是道德上的需要。这一点，以及改善组织人员决策的更具体需求（例如，招聘，住宿），建议进行更多的研究和实践，以解决残疾人士的功能限制如何与工作的基本功能（即残疾与工作的契合度）相一致。作为之前微观层面研究的补充，我们在宏观层面上对残疾-工作契合度进行了操作，扩展了残疾应急框架（Dwertmann & McAlpine, 2023），并整合了工作分析。我们合并了两个大型的国家职业数据集（即职业信息网络[O*NET]和美国社区调查[ACS]； k = 184个职业），以了解残疾-工作匹配，残疾人士的功能限制与工作要求之间的重叠，如何与职业中残疾人士的代表性相关。我们宏观层面的研究结果在理论上和实践上都很重要，因为它确定了残疾-工作契合度的数据驱动来源，并展示了它们与现有残疾-工作契合度刻板印象文献的对比。因此，我们的研究结果实际上为残疾人士的职业指导和人员选择提供了依据，同时鼓励进一步从宏观层面上研究残疾人士的工作适合性。
{"title":"Identifying macro-level disability-job fit to predict people with disabilities’ occupational representation: Leveraging O*NET and Census datasets","authors":"Felix Y. Wu , Victoria T. Udomsirirat , David J.G. Dwertmann , Frederick L. Oswald","doi":"10.1016/j.jvb.2025.104192","DOIUrl":"10.1016/j.jvb.2025.104192","url":null,"abstract":"<div><div>It is an economic and ethical imperative to facilitate the inclusion of people with disabilities (PWDs) in the workplace. This point, along with the more specific need to improve personnel decisions in organizations (e.g., hiring, accommodation), recommends greater research and practice addressing how functional limitations of PWDs align with the job's essential functions (i.e., disability-job fit). Complementing prior micro-level research, we operationalize disability-job fit at the macro level, extending the Disability Contingency Framework (<span><span>Dwertmann & McAlpine, 2023</span></span>) and integrating job analysis. We merge two large national occupational datasets (i.e., the Occupation Information Network [O*NET] and the American Community Survey [ACS]; <em>k</em> = 184 occupations) to understand how disability-job fit, the overlap between functional limitations of PWD and job requirements, relates to representation of PWDs in occupations. Our macro-level results are theoretically and practically important by identifying data-driven sources of disability-job fit, and showing where they contrast existing disability-job fit stereotype literature. Our results therefore practically inform career guidance and personnel selection involving PWDs, while encouraging further disability job-fit research involving macro-level characteristics.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"163 ","pages":"Article 104192"},"PeriodicalIF":5.2,"publicationDate":"2025-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145382837","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 : 2025-10-11DOI: 10.1016/j.jvb.2025.104191
Julian M. Etzel , Bart Wille , Filip De Fruyt , Gabriel Nagy
Vocational interests and personality traits are among the most important and widely studied individual differences constructs in vocational psychology. Although many studies have examined their bivariate associations, no study has approached this question from a profile-based perspective. In this study, we close this gap by linking personality traits to vocational interest profiles via the circumplex, an established model for structuring the interrelations between interest domains. We illustrate potential pitfalls of focusing solely on isolated bivariate associations and show how the circumplex makes it possible to summarize and visualize complex correlation patterns in a directly interpretable way. Study 1 presents a meta-analytic reanalysis of the relationships between FFM traits and RIASEC interests (N = 18,291, k = 27). Study 2 uses a latent circumplex model to better understand how strong these associations truly are and to examine their consistency across different interest taxonomies. Specifically, we apply the latent circumplex model to the aggregated data from Study 1 and to two different datasets from Germany (N = 1032) and Belgium (N = 1317). Results were remarkably consistent, demonstrating that personality traits are more strongly associated with profile configurations compared to profile levels. Openness was almost as strongly related to individual differences in interest configurations as a typical interest scale. Similarly strong associations were found for Extraversion and Agreeableness, whereas those with Neuroticism and Conscientiousness were weaker. These results shed new light on how interests and traits can be integrated, with important implications for theory and practice.
职业兴趣和人格特质是职业心理学中最重要的、被广泛研究的个体差异构念。虽然许多研究已经检查了它们的双变量关联，但没有研究从基于档案的角度来处理这个问题。在本研究中，我们将人格特质与职业兴趣档案联系起来，通过建立兴趣域之间相互关系的环域模型来缩小这一差距。我们说明了仅仅关注孤立的二元关联的潜在陷阱，并展示了如何以直接可解释的方式总结和可视化复杂的相关模式。研究1对FFM性状与RIASEC兴趣之间的关系进行了meta分析（N = 18,291, k = 27）。研究2使用潜在循环模型来更好地理解这些关联的真正强度，并检查它们在不同兴趣分类中的一致性。具体而言，我们将潜在环形模型应用于研究1的汇总数据以及来自德国（N = 1032）和比利时（N = 1317）的两个不同数据集。结果非常一致，表明人格特质与侧面轮廓结构的关系比侧面轮廓水平的关系更强。开放性与兴趣配置的个体差异的关系几乎与典型的兴趣量表的关系一样密切。同样，外向性和宜人性也有很强的关联性，而神经质和尽责性的关联性较弱。这些结果为如何将兴趣和特质结合起来提供了新的思路，对理论和实践都具有重要意义。
{"title":"Linking personality traits to vocational interest profiles via the circumplex: Research synthesis and new applications","authors":"Julian M. Etzel , Bart Wille , Filip De Fruyt , Gabriel Nagy","doi":"10.1016/j.jvb.2025.104191","DOIUrl":"10.1016/j.jvb.2025.104191","url":null,"abstract":"<div><div>Vocational interests and personality traits are among the most important and widely studied individual differences constructs in vocational psychology. Although many studies have examined their bivariate associations, no study has approached this question from a profile-based perspective. In this study, we close this gap by linking personality traits to vocational interest profiles via the circumplex, an established model for structuring the interrelations between interest domains. We illustrate potential pitfalls of focusing solely on isolated bivariate associations and show how the circumplex makes it possible to summarize and visualize complex correlation patterns in a directly interpretable way. Study 1 presents a meta-analytic reanalysis of the relationships between FFM traits and RIASEC interests (<em>N</em> = 18,291, <em>k</em> = 27). Study 2 uses a latent circumplex model to better understand how strong these associations truly are and to examine their consistency across different interest taxonomies. Specifically, we apply the latent circumplex model to the aggregated data from Study 1 and to two different datasets from Germany (<em>N</em> = 1032) and Belgium (<em>N</em> = 1317). Results were remarkably consistent, demonstrating that personality traits are more strongly associated with profile configurations compared to profile levels. Openness was almost as strongly related to individual differences in interest configurations as a typical interest scale. Similarly strong associations were found for Extraversion and Agreeableness, whereas those with Neuroticism and Conscientiousness were weaker. These results shed new light on how interests and traits can be integrated, with important implications for theory and practice.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"163 ","pages":"Article 104191"},"PeriodicalIF":5.2,"publicationDate":"2025-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145364327","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 : 2025-10-09DOI: 10.1016/j.jvb.2025.104181
Enrico Fontana , Evgenia I. Lysova , Kaori Sato , Junko Araki
Despite growing attention to calling and its benefits for workers and organizations, little is known regarding how calling emerges in the domain of creative work as a distinct type of nonstandard work, and how context shapes its emergence. To address this knowledge void, we offer a unique qualitative study of the career journey of Japanese manga artists who draw manga and view creative work as their calling. We show that manga artists' calling emerges through the gradual enactment of their existential passion for drawing manga, beginning in their formative years, and is intertwined with and mutually reinforced by multi-layered validation—e.g., social circle, professional, and continuous validation. In their career journey, we demonstrate that context operates dually, both constraining and enabling the emergence of calling. Based on these insights, we theorize a model and show manga artists' transition from a metaphorical ‘shell’—symbolizing an initial solitary existence—toward breaking free as their existential passion is enacted and their professional calling emerges. We finally contribute to the literature on calling by offering insights into creative work and foregrounding the crucial role of context in shaping the emerge of calling.
{"title":"Emergence of calling in the domain of creative work, and the role of context: The stories of manga artists","authors":"Enrico Fontana , Evgenia I. Lysova , Kaori Sato , Junko Araki","doi":"10.1016/j.jvb.2025.104181","DOIUrl":"10.1016/j.jvb.2025.104181","url":null,"abstract":"<div><div>Despite growing attention to calling and its benefits for workers and organizations, little is known regarding how calling emerges in the domain of creative work as a distinct type of nonstandard work, and how context shapes its emergence. To address this knowledge void, we offer a unique qualitative study of the career journey of Japanese manga artists who draw manga and view creative work as their calling. We show that manga artists' calling emerges through the gradual enactment of their existential passion for drawing manga, beginning in their formative years, and is intertwined with and mutually reinforced by multi-layered validation—e.g., social circle, professional, and continuous validation. In their career journey, we demonstrate that context operates dually, both constraining and enabling the emergence of calling. Based on these insights, we theorize a model and show manga artists' transition from a metaphorical ‘shell’—symbolizing an initial solitary existence—toward breaking free as their existential passion is enacted and their professional calling emerges. We finally contribute to the literature on calling by offering insights into creative work and foregrounding the crucial role of context in shaping the emerge of calling.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"163 ","pages":"Article 104181"},"PeriodicalIF":5.2,"publicationDate":"2025-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145364328","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 : 2025-10-08DOI: 10.1016/j.jvb.2025.104180
Yehuda Baruch , David S.A. Guttormsen , Stanley B. Gyoshev , Trifon Pavkov , Miana Plesca
In career and human resource management, long-standing questions about career dynamics, and more specifically, how to optimize career progress via dynamic moves or stable employment, remain unresolved. Challenging the myth of career stability in the modern labor market, this study leverages a unique, nation-wide big data set of approximately 3 million Bulgarian workers and 300,000 employers over an 11-year period to definitively answer the long-standing debate about career dynamism. We address conflicting arguments about the existence of substantial contemporary career dynamics. Theoretically, we expand both the boundaryless career and career ecosystem theories, subsequently providing new evidence for key scholarly debates regarding new careers' dynamics and practical advice for individuals. We employed linear probability analysis and sensitivity analysis to test our hypotheses. Our findings reveal a highly fluid environment where less than a third of the workforce experiences career stability. We identify eight distinct clusters of career boundary-crossings (job, employer, and sector changes) and demonstrate that, contrary to traditional views, frequent career moves are often associated with better financial outcomes. Notably, job and employer changes yield significant short-term wage growth and long-term wage increases, while sector changes often lag behind. We also uncover crucial temporal dynamics: the positive wage impact of career transitions amplifies over time, whereas the boost to wage growth is most pronounced immediately after a move. The implications for individual career management, organizational talent strategies, and national labor policies in navigating this dynamic landscape are substantial.
{"title":"Careers and labor-market stability vs. dynamisms: Using big-data to optimize career trajectories for better outcomes","authors":"Yehuda Baruch , David S.A. Guttormsen , Stanley B. Gyoshev , Trifon Pavkov , Miana Plesca","doi":"10.1016/j.jvb.2025.104180","DOIUrl":"10.1016/j.jvb.2025.104180","url":null,"abstract":"<div><div>In career and human resource management, long-standing questions about career dynamics, and more specifically, how to optimize career progress via dynamic moves or stable employment, remain unresolved. Challenging the myth of career stability in the modern labor market, this study leverages a unique, nation-wide big data set of approximately 3 million Bulgarian workers and 300,000 employers over an 11-year period to definitively answer the long-standing debate about career dynamism. We address conflicting arguments about the existence of substantial contemporary career dynamics. Theoretically, we expand both the boundaryless career and career ecosystem theories, subsequently providing new evidence for key scholarly debates regarding new careers' dynamics and practical advice for individuals. We employed linear probability analysis and sensitivity analysis to test our hypotheses. Our findings reveal a highly fluid environment where less than a third of the workforce experiences career stability. We identify eight distinct clusters of career boundary-crossings (job, employer, and sector changes) and demonstrate that, contrary to traditional views, frequent career moves are often associated with better financial outcomes. Notably, job and employer changes yield significant short-term wage growth and long-term wage increases, while sector changes often lag behind. We also uncover crucial temporal dynamics: the positive wage impact of career transitions amplifies over time, whereas the boost to wage growth is most pronounced immediately after a move. The implications for individual career management, organizational talent strategies, and national labor policies in navigating this dynamic landscape are substantial.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"163 ","pages":"Article 104180"},"PeriodicalIF":5.2,"publicationDate":"2025-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145364326","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：