Pub Date : 2025-03-14DOI: 10.1016/j.jvb.2025.104114
Christian Yao , Ishbel McWha-Hermann
This study extends social cognitive career theory (SCCT) by introducing cultural affordances as culturally embedded interpretive frameworks through which individuals make sense of and navigate between distal contextual affordances (e.g., Confucian values) and proximal contextual affordances (e.g., contemporary work values). Based on qualitative interviews with 31 unemployed, university-educated Chinese youths, the study shows how cultural affordances shape individuals' interpretation of career-related opportunities and tensions arising from the interplay between traditional and contemporary values. This extension enhances SCCT's cultural relevance, offering insights into career development in contexts where tradition and modernity intersect.
{"title":"Contextualizing career development: Cultural affordances as the missing link in social cognitive career theory","authors":"Christian Yao , Ishbel McWha-Hermann","doi":"10.1016/j.jvb.2025.104114","DOIUrl":"10.1016/j.jvb.2025.104114","url":null,"abstract":"<div><div>This study extends social cognitive career theory (SCCT) by introducing cultural affordances as culturally embedded interpretive frameworks through which individuals make sense of and navigate between distal contextual affordances (e.g., Confucian values) and proximal contextual affordances (e.g., contemporary work values). Based on qualitative interviews with 31 unemployed, university-educated Chinese youths, the study shows how cultural affordances shape individuals' interpretation of career-related opportunities and tensions arising from the interplay between traditional and contemporary values. This extension enhances SCCT's cultural relevance, offering insights into career development in contexts where tradition and modernity intersect.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"159 ","pages":"Article 104114"},"PeriodicalIF":5.2,"publicationDate":"2025-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143642976","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-03-11DOI: 10.1016/j.jvb.2025.104112
André D.S. Lerche, Christian L. Burk, Bettina S. Wiese
Based on person-environment fit theory and using and advancing a latent modeling approach, this longitudinal study (eight measurement points, half-year time lags) reports on the association between demands-abilities fit and job satisfaction as well as turnover. Using demands and abilities in terms of applied work as a sample case, we tested for within-person associations between demand-ability congruence and job satisfaction in scientists continuously working in either academia or industry. And we examined whether scientists in academia with incongruent demand-ability patterns later changed their field of work. To investigate congruence effects, we applied a comparably new approach for latent congruence modeling (i.e., latent moderated structural equation modeling) and extended it to a multilevel framework (repeated measures nested in individuals). The sample (N = 3028; 38.2 % female) consisted of early-career scientists (i.e., doctoral students and PhD holders) with a background in science, technology, engineering, and mathematics (STEM). As expected, congruence concerning applied work tasks was associated with job satisfaction in industrially employed scientists, and incongruence predicted later turnover from academia to industry in academicians whose applied work competence beliefs had exceeded related demands. Methodological and theoretical implications for future research are discussed.
{"title":"Demands-abilities fit in longitudinal designs: An eight-wave study predicting job satisfaction and turnover in STEM professionals","authors":"André D.S. Lerche, Christian L. Burk, Bettina S. Wiese","doi":"10.1016/j.jvb.2025.104112","DOIUrl":"10.1016/j.jvb.2025.104112","url":null,"abstract":"<div><div>Based on person-environment fit theory and using and advancing a latent modeling approach, this longitudinal study (eight measurement points, half-year time lags) reports on the association between demands-abilities fit and job satisfaction as well as turnover. Using demands and abilities in terms of applied work as a sample case, we tested for within-person associations between demand-ability congruence and job satisfaction in scientists continuously working in either academia or industry. And we examined whether scientists in academia with incongruent demand-ability patterns later changed their field of work. To investigate congruence effects, we applied a comparably new approach for latent congruence modeling (i.e., latent moderated structural equation modeling) and extended it to a multilevel framework (repeated measures nested in individuals). The sample (<em>N</em> = 3028; 38.2 % female) consisted of early-career scientists (i.e., doctoral students and PhD holders) with a background in science, technology, engineering, and mathematics (STEM). As expected, congruence concerning applied work tasks was associated with job satisfaction in industrially employed scientists, and incongruence predicted later turnover from academia to industry in academicians whose applied work competence beliefs had exceeded related demands. Methodological and theoretical implications for future research are discussed.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"159 ","pages":"Article 104112"},"PeriodicalIF":5.2,"publicationDate":"2025-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143643061","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-03-10DOI: 10.1016/j.jvb.2025.104111
Wen Wu , Xiaoyan Zhang , Shuning Liu , Shaoxue Wu , Dan Ni , Chong Chen , Hanzhi Xu , Junjun Liu , Ganjing Hou
The literature reveals the effectiveness of social sharing in unburdening stressed employees; however, the question of how the social sharing of stress in superior–subordinate dyads can affect supervisors' well-being remains unanswered. By integrating self-disclosure theory and conservation of resources theory, we develop a model to explore the influence of supervisors' daily social sharing of stress with their subordinates on the actors' work-related well-being, especially job satisfaction. By conducting a 10-day experience sampling study, we find that supervisors' daily social sharing of stress can promote their state of recovery from stressful working conditions and thus improve their daily job satisfaction. However, supervisors' daily social sharing of stress can trigger concerns about losing control over their subordinates, which can decrease their daily job satisfaction. Furthermore, the strength of the two effects is bounded by the supervisors' motives behind social sharing (i.e., expressive orientation and instrumental orientation), respectively. Specifically, expressive orientation can strengthen the impact of supervisors' daily social sharing of stress on their state of recovery, and instrumental orientation can weaken the influence of supervisors' daily social sharing of stress on their concerns about losing control over subordinates. We discuss the theoretical and practical implications of the findings and propose future research directions.
{"title":"Releasing pressure but increasing concerns: A daily investigation of supervisors' social sharing of stress and supervisors' well-being","authors":"Wen Wu , Xiaoyan Zhang , Shuning Liu , Shaoxue Wu , Dan Ni , Chong Chen , Hanzhi Xu , Junjun Liu , Ganjing Hou","doi":"10.1016/j.jvb.2025.104111","DOIUrl":"10.1016/j.jvb.2025.104111","url":null,"abstract":"<div><div>The literature reveals the effectiveness of social sharing in unburdening stressed employees; however, the question of how the social sharing of stress in superior–subordinate dyads can affect supervisors' well-being remains unanswered. By integrating self-disclosure theory and conservation of resources theory, we develop a model to explore the influence of supervisors' daily social sharing of stress with their subordinates on the actors' work-related well-being, especially job satisfaction. By conducting a 10-day experience sampling study, we find that supervisors' daily social sharing of stress can promote their state of recovery from stressful working conditions and thus improve their daily job satisfaction. However, supervisors' daily social sharing of stress can trigger concerns about losing control over their subordinates, which can decrease their daily job satisfaction. Furthermore, the strength of the two effects is bounded by the supervisors' motives behind social sharing (i.e., expressive orientation and instrumental orientation), respectively. Specifically, expressive orientation can strengthen the impact of supervisors' daily social sharing of stress on their state of recovery, and instrumental orientation can weaken the influence of supervisors' daily social sharing of stress on their concerns about losing control over subordinates. We discuss the theoretical and practical implications of the findings and propose future research directions.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104111"},"PeriodicalIF":5.2,"publicationDate":"2025-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143611125","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 : 2025-03-07DOI: 10.1016/j.jvb.2025.104110
Lee Yung Wong , Andrew Rixon , Sen Sendjaya , Samuel Wilson
Leaders regularly experience identity threats that are potentially harmful to the enactment of their self-identity as leaders. Yet research into leader identity threat, particularly those that examine the lived experience of individual leaders in situ, is scarce. Drawing on social constructionism and identity discrepancy theories, we explore the leader identity threat experienced by emergency physicians whose leadership practice is characterized by a paradoxical tension between the institutionally obligated leader identity and a more personal, idealized servant identity. On the basis of Interpretative Phenomenological Analysis (IPA) of interview data obtained from 10 emergency doctors across Australia and New Zealand, we found that the experience of incongruous multiple selves at different levels (i.e., intrapersonal, interpersonal, intra-organizational) translates to a process of encountering, appraising, and strategizing in response to leader identity threat. Our study findings contribute to a deeper understanding of the complexities of leader identity threat, the tensions between professional obligations of leadership and vocational ideals of service in high-pressure and dynamic team context, and the effects of identity threat on leaders' well-being and careers. Theoretical contributions and practical implications are discussed at the conclusion of the paper.
{"title":"Navigating leader vs. servant identity: An Interpretative Phenomenological Analysis of leader identity threat","authors":"Lee Yung Wong , Andrew Rixon , Sen Sendjaya , Samuel Wilson","doi":"10.1016/j.jvb.2025.104110","DOIUrl":"10.1016/j.jvb.2025.104110","url":null,"abstract":"<div><div>Leaders regularly experience identity threats that are potentially harmful to the enactment of their self-identity as leaders. Yet research into leader identity threat, particularly those that examine the lived experience of individual leaders in situ, is scarce. Drawing on social constructionism and identity discrepancy theories, we explore the leader identity threat experienced by emergency physicians whose leadership practice is characterized by a paradoxical tension between the institutionally obligated leader identity and a more personal, idealized servant identity. On the basis of Interpretative Phenomenological Analysis (IPA) of interview data obtained from 10 emergency doctors across Australia and New Zealand, we found that the experience of incongruous multiple selves at different levels (i.e., intrapersonal, interpersonal, intra-organizational) translates to a process of encountering, appraising, and strategizing in response to leader identity threat<em>.</em> Our study findings contribute to a deeper understanding of the complexities of leader identity threat, the tensions between professional obligations of leadership and vocational ideals of service in high-pressure and dynamic team context, and the effects of identity threat on leaders' well-being and careers. Theoretical contributions and practical implications are discussed at the conclusion of the paper.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104110"},"PeriodicalIF":5.2,"publicationDate":"2025-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143577449","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-02-21DOI: 10.1016/j.jvb.2025.104099
Sabine Hommelhoff , Ferdinand Keller , Mark Stemmler
The claim that people quit bosses is common on career websites and has even entered academic articles. From an approach-avoidance lens, the boss adage suggests that voluntary turnover is about escaping from somebody negative, which neglects potential approach-oriented reasons. We organize common turnover reasons within the motivational framework of approach and avoidance and explore whether and to what extent avoidance-oriented turnover reasons (among them boss issues) really outweigh approach-oriented ones. Leveraging different data sources—a systematic literature review, an online survey, and exit interviews—we also pursue a combinational approach and discuss findings from a measurement perspective. Overall, findings suggest that avoidance-related turnover reasons are somewhat more important than approach-oriented reasons. Stress (due to work overload) emerged as the most important avoidance-related reason, followed by boss issues. Yet, these two reasons were rarely employees' sole turnover reasons. Avoidance- and approach-oriented reasons often occurred in combination, and approach-related reasons such as the opportunity for advancement elsewhere were sometimes equally or even more important. Further, approach-oriented reasons related to advancement were more salient in exit interviews, and boss issues were more salient in employee online-reviews of their former employers. Altogether, we conclude that the boss adage is too much of a simplification of the complex reality of approach-and-avoidance-related turnover reasons. We further conclude that turnover reasons should be understood considering their assessment purpose and that it is meaningful to consider different combinations and types of leaving. Finally, we present ideas on how future research can utilize the approach-avoidance-perspective on turnover reasons.
{"title":"Turnover reasons are more complex than “people quit bosses”: An approach-avoidance perspective","authors":"Sabine Hommelhoff , Ferdinand Keller , Mark Stemmler","doi":"10.1016/j.jvb.2025.104099","DOIUrl":"10.1016/j.jvb.2025.104099","url":null,"abstract":"<div><div>The claim that <em>people quit bosses</em> is common on career websites and has even entered academic articles. From an approach-avoidance lens, the boss adage suggests that voluntary turnover is about escaping from somebody negative, which neglects potential approach-oriented reasons. We organize common turnover reasons within the motivational framework of approach and avoidance and explore whether and to what extent avoidance-oriented turnover reasons (among them boss issues) really outweigh approach-oriented ones. Leveraging different data sources—a systematic literature review, an online survey, and exit interviews—we also pursue a combinational approach and discuss findings from a measurement perspective. Overall, findings suggest that avoidance-related turnover reasons are somewhat more important than approach-oriented reasons. Stress (due to work overload) emerged as the most important avoidance-related reason, followed by boss issues. Yet, these two reasons were rarely employees' sole turnover reasons. Avoidance- and approach-oriented reasons often occurred in combination, and approach-related reasons such as the opportunity for advancement elsewhere were sometimes equally or even more important. Further, approach-oriented reasons related to advancement were more salient in exit interviews, and boss issues were more salient in employee online-reviews of their former employers. Altogether, we conclude that the boss adage is too much of a simplification of the complex reality of approach-and-avoidance-related turnover reasons. We further conclude that turnover reasons should be understood considering their assessment purpose and that it is meaningful to consider different combinations and types of leaving. Finally, we present ideas on how future research can utilize the approach-avoidance-perspective on turnover reasons.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104099"},"PeriodicalIF":5.2,"publicationDate":"2025-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143611124","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-02-21DOI: 10.1016/j.jvb.2025.104098
Dan Shi , Ming Zhang , Arianna Costantini , Lei Chen
This study draws on the principles of COR theory to investigate the daily interpersonal dynamics that underlie job crafting, focusing on the role of ingratiation behaviors – employees' attempts to increase their attractiveness in the eyes of others – in shaping task crafting within the daily work context. Using a daily diary study design involving 133 employees over 15 days, working in various occupations (operations, management, technology, and marketing) at a large state-owned company in China, we found that ingratiation behaviors significantly increased peer support received by employees, which in turn led to greater engagement in task crafting. Furthermore, we found that the positive impact of ingratiation and the resulting social support on task crafting was strengthened by general structural resources, defined in terms of job characteristics that delineate the motivational potential of a job. Specifically, the interactive effect of social support and structural job resources was more pronounced when structural resources were lower. Our findings underscore the crucial role of interpersonal dynamics in facilitating job crafting, particularly in work settings with suboptimal work design. This research highlights that job crafting is not solely an individual endeavor but is deeply interconnected with the active management of social interactions and the contextual features of the workplace.
{"title":"Crafting work in the social context: A daily diary study on the impact of ingratiation on task crafting","authors":"Dan Shi , Ming Zhang , Arianna Costantini , Lei Chen","doi":"10.1016/j.jvb.2025.104098","DOIUrl":"10.1016/j.jvb.2025.104098","url":null,"abstract":"<div><div>This study draws on the principles of COR theory to investigate the daily interpersonal dynamics that underlie job crafting, focusing on the role of ingratiation behaviors – employees' attempts to increase their attractiveness in the eyes of others – in shaping task crafting within the daily work context. Using a daily diary study design involving 133 employees over 15 days, working in various occupations (operations, management, technology, and marketing) at a large state-owned company in China, we found that ingratiation behaviors significantly increased peer support received by employees, which in turn led to greater engagement in task crafting. Furthermore, we found that the positive impact of ingratiation and the resulting social support on task crafting was strengthened by general structural resources, defined in terms of job characteristics that delineate the motivational potential of a job. Specifically, the interactive effect of social support and structural job resources was more pronounced when structural resources were lower. Our findings underscore the crucial role of interpersonal dynamics in facilitating job crafting, particularly in work settings with suboptimal work design. This research highlights that job crafting is not solely an individual endeavor but is deeply interconnected with the active management of social interactions and the contextual features of the workplace.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104098"},"PeriodicalIF":5.2,"publicationDate":"2025-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143487675","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-02-03DOI: 10.1016/j.jvb.2025.104096
Laura Urrila , Aija Siiriäinen , Liisa Mäkelä , Hilpi Kangas
Despite a wealth of research on flexible work, the understanding of the social and relational implications of hybrid work—a type of flexible work that combines remote and onsite work—is limited. This qualitative study investigates how individuals experience belonging in the hybrid working context. We present findings from 32 interviews conducted at two time-points between 2020 and 2022 with 16 expert employees. Our analysis reveals particular aspects of hybrid work that are related to working remotely (Control over work and personal time; Remote working skills; Virtual communication practices) and working onsite (Human connection; Information exchange; Relevance of onsite work). Based on our research, we theorize how the physical asynchrony attached to working remotely (i.e., alone, usually at home) and the physical synchrony attached to working onsite (i.e., alongside others) may contribute to employees' sense of belonging in hybrid work. We also debate potential early signs of work loneliness, and what might constitute satisfactory work relationships in hybrid work. We encourage future research on psychological needs satisfaction in hybrid work settings and recommend that organizations deploy hybrid working models that support connection.
{"title":"Sense of belonging in hybrid work settings","authors":"Laura Urrila , Aija Siiriäinen , Liisa Mäkelä , Hilpi Kangas","doi":"10.1016/j.jvb.2025.104096","DOIUrl":"10.1016/j.jvb.2025.104096","url":null,"abstract":"<div><div>Despite a wealth of research on flexible work, the understanding of the social and relational implications of hybrid work—a type of flexible work that combines remote and onsite work—is limited. This qualitative study investigates how individuals experience belonging in the hybrid working context. We present findings from 32 interviews conducted at two time-points between 2020 and 2022 with 16 expert employees. Our analysis reveals particular aspects of hybrid work that are related to working remotely (Control over work and personal time; Remote working skills; Virtual communication practices) and working onsite (Human connection; Information exchange; Relevance of onsite work). Based on our research, we theorize how the physical asynchrony attached to working remotely (i.e., alone, usually at home) and the physical synchrony attached to working onsite (i.e., alongside others) may contribute to employees' sense of belonging in hybrid work. We also debate potential early signs of work loneliness, and what might constitute satisfactory work relationships in hybrid work. We encourage future research on psychological needs satisfaction in hybrid work settings and recommend that organizations deploy hybrid working models that support connection.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"157 ","pages":"Article 104096"},"PeriodicalIF":5.2,"publicationDate":"2025-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143151995","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-02-02DOI: 10.1016/j.jvb.2025.104097
Ann M. Mirabito , David Solnet , Bethany S. Cockburn , Maria Golubovskaya , Xinyu (Judy) Hu , Laura E. McClelland , Richard N.S. Robinson
High psychological work demands, low decision latitude, and minimal social support, together with disproportionate burdens from environmental threats such as the COVID-19 pandemic, tax the well-being of low-income frontline workers (FLWs). While worker well-being is linked with productivity and engagement, little is known about the well-being journeys of FLWs in precarious, low-paid, low-status roles. We conducted qualitative research with precarious FLWs to investigate the effects of the interplay of their personal and work experiences on their lifelong well-being journeys. We uncover the influential role of the interaction between external events (jolts) and salient resources on well-being trajectories. Precarious FLWs with resources proactively engage in job crafting in response to positive or negative jolts. However, those with few or no resources respond to positive jolts by yearning to craft but remain frozen in the face of negative jolts. In addition to extending the employee well-being literature to include FLWs in precarious roles, this research makes two important theoretical contributions. First, the interaction of jolts and resources reveals a four-part typology explaining precarious FLWs' crafting engagement and intensity—striving, rebounding, yearning, and frozen—thus empirically underscoring the theorized psychosocial dynamism of precarity. Second, by integrating crafting, positive organizational scholarship, and conservation of resources theories, we illuminate the underlying mechanisms governing the influence of jolts and resources on behaviors and, ultimately, identity and well-being. Our theory offers guidance for employers seeking to enhance precarious FLWs' well-being and improve organizational outcomes.
{"title":"Crafting the road to well-being for precarious frontline workers: Explicating the role of jolts and resources","authors":"Ann M. Mirabito , David Solnet , Bethany S. Cockburn , Maria Golubovskaya , Xinyu (Judy) Hu , Laura E. McClelland , Richard N.S. Robinson","doi":"10.1016/j.jvb.2025.104097","DOIUrl":"10.1016/j.jvb.2025.104097","url":null,"abstract":"<div><div>High psychological work demands, low decision latitude, and minimal social support, together with disproportionate burdens from environmental threats such as the COVID-19 pandemic, tax the well-being of low-income frontline workers (FLWs). While worker well-being is linked with productivity and engagement, little is known about the well-being journeys of FLWs in precarious, low-paid, low-status roles. We conducted qualitative research with precarious FLWs to investigate the effects of the interplay of their personal and work experiences on their lifelong well-being journeys. We uncover the influential role of the interaction between external events (jolts) and salient resources on well-being trajectories. Precarious FLWs with resources proactively engage in job crafting in response to positive or negative jolts. However, those with few or no resources respond to positive jolts by yearning to craft but remain frozen in the face of negative jolts. In addition to extending the employee well-being literature to include FLWs in precarious roles, this research makes two important theoretical contributions. First, the interaction of jolts and resources reveals a four-part typology explaining precarious FLWs' crafting engagement and intensity—striving, rebounding, yearning, and frozen—thus empirically underscoring the theorized psychosocial dynamism of precarity. Second, by integrating crafting, positive organizational scholarship, and conservation of resources theories, we illuminate the underlying mechanisms governing the influence of jolts and resources on behaviors and, ultimately, identity and well-being. Our theory offers guidance for employers seeking to enhance precarious FLWs' well-being and improve organizational outcomes.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"157 ","pages":"Article 104097"},"PeriodicalIF":5.2,"publicationDate":"2025-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143260504","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 : 2025-02-01DOI: 10.1016/j.jvb.2024.104080
Alexandre J.S. Morin , Christian Vandenberghe , Joon Lee , Nicolas Gillet
This study uses a person-centered approach to investigate the structure, stability, antecedents, and outcomes of employees' affective commitment to multiple work-related targets. Following Perreira et al.'s (2018) hierarchical representation of commitment, profiles of affective commitment were estimated by considering both global levels of commitment to the work life and specific levels of commitment to organization, supervisor, coworkers, occupation, work, and career. To this end, a sample of 468 individuals working in firefighting stations located in France was surveyed twice over a four-month period. Our results revealed six commitment profiles: (1) Globally Moderately Committed with a Hierarchical-Organizational Orientation, (2) Globally Weakly Committed with a Balanced Orientation, (3) Globally Strongly Committed with an Occupational Orientation, (4) Globally Moderately Committed with a Hierarchical-Supervisor Orientation, (5) Globally Strongly Committed with a Career Orientation, and (6) Globally Strongly Committed with a Social Orientation. Over time, these profiles displayed a high level of within-sample and within-person stability. Global levels of authentic leadership were related to a higher likelihood of membership into profiles displaying higher global levels of commitment (especially those with a social or occupational orientation) than into the other profiles. Levels of perceived health, work efficiency, improvement-oriented behaviors, and job satisfaction also differed across profiles, with some of the worst outcomes found in the Globally Moderately Committed with a Hierarchical-Organizational Orientation profile.
{"title":"Employees' affective commitment to multiple work-related targets: A longitudinal person-centered investigation","authors":"Alexandre J.S. Morin , Christian Vandenberghe , Joon Lee , Nicolas Gillet","doi":"10.1016/j.jvb.2024.104080","DOIUrl":"10.1016/j.jvb.2024.104080","url":null,"abstract":"<div><div>This study uses a person-centered approach to investigate the structure, stability, antecedents, and outcomes of employees' affective commitment to multiple work-related targets. Following <span><span>Perreira et al.'s (2018)</span></span> hierarchical representation of commitment, profiles of affective commitment were estimated by considering both global levels of commitment to the work life and specific levels of commitment to organization, supervisor, coworkers, occupation, work, and career. To this end, a sample of 468 individuals working in firefighting stations located in France was surveyed twice over a four-month period. Our results revealed six commitment profiles: (1) <em>Globally Moderately Committed with a Hierarchical-Organizational Orientation</em>, (2) <em>Globally Weakly Committed with a Balanced Orientation</em>, (3) <em>Globally Strongly Committed with an Occupational Orientation</em>, (4) <em>Globally Moderately Committed with a Hierarchical-Supervisor Orientation</em>, (5) <em>Globally Strongly Committed with a Career Orientation</em>, and (6) <em>Globally Strongly Committed with a Social Orientation</em>. Over time, these profiles displayed a high level of within-sample and within-person stability. Global levels of authentic leadership were related to a higher likelihood of membership into profiles displaying higher global levels of commitment (especially those with a social or occupational orientation) than into the other profiles. Levels of perceived health, work efficiency, improvement-oriented behaviors, and job satisfaction also differed across profiles, with some of the worst outcomes found in the <em>Globally Moderately Committed with a Hierarchical-Organizational Orientation</em> profile.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"156 ","pages":"Article 104080"},"PeriodicalIF":5.2,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142874109","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-02-01DOI: 10.1016/j.jvb.2024.104067
Yannan Gao , Jacquelynne S. Eccles , Anna-Lena Dicke
Concerns with diversifying and expanding the STEM workforce have elicited extensive efforts to increase women's adherence to a “no leak pipeline” to match that of men. However, is such a trajectory optimal for boosting women's STEM career attainment? If so, among which types of STEM occupations? Studies often suggested that women are underrepresented in the pipeline of “white-collar”, mathematical, engineering, physical, and computer science (MEPCS) occupations, but to what extent does this conclusion hold true among other types of STEM careers? To answer these questions, we plotted men's and women's STEM career trajectories from age 13 to 25 using a U.S. national longitudinal sample and categorized occupations by domain-specific knowledge (i.e., non-STEM, MEPCS, or LEHMS [life, ecological, health and medical sciences]) and by educational requirement (i.e., “blue-collar” non-STEM, "blue-collar" STEM, "white-collar" non-STEM, or “white-collar” STEM). We found gender similarities in STEM attrition, gender differences in STEM entry, and gender differences in STEM career attainment trajectories. For example, STEM workers rarely took a “no leak pipeline”, except women in LEHMS occupations. Moreover, tracking the size of STEM workforce longitudinally, we found that though small, women's MEPCS workforce expanded to nearly twice its size as participants grew from age 13 to 25; in contrast, the LEHMS workforce shrank to less than a third of its size among both men and women. Our results specify aspects in which STEM trajectories of men and women differ across various types of STEM occupations and thus provide an updated understanding of gendered STEM career trajectories.
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