Journal of Vocational Behavior最新文献_第2页

Family-friendly policies and workplace supports: A meta-analysis of their effects on career, job, and work-family outcomes 家庭友好政策和工作场所支持：对职业、工作和工作-家庭结果影响的荟萃分析

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-01-13 DOI: 10.1016/j.jvb.2025.104091

Rutger Blom , Eva Jaspers , Eva Knies , Tanja van der Lippe

Today, many individuals face the challenge of combining work and family responsibilities. To help employees tackle the issues they face when juggling work and family, organizations often provide formal family-friendly policies. In addition, other people in the workplace, such as supervisors and coworkers, can support employees in an informal way in work and family reconciliation. In this study, we provide the most comprehensive meta-analytic review to date that examines the effects of family-friendly policies and workplace supports on career, job, and work-family outcomes. Based on 1680 effect sizes from 229 samples, our findings indicate that, overall, small to moderate positive effects exist across a wide range of outcomes. Supports tend to have an overall stronger effect than policies, although the differences between individual policies and supports are more nuanced. Moderator analyses indicate that people with greater family demands, such as parents, seem to benefit less. In addition, family-friendly policies and supports appear more valuable in national and organizational contexts that are disadvantageous for people that need to combine work and family responsibilities.

今天，许多人面临着兼顾工作和家庭责任的挑战。为了帮助员工解决他们在工作和家庭中遇到的问题，公司通常会提供正式的家庭友好政策。此外，工作场所的其他人，如主管和同事，可以在工作和家庭和解中以非正式的方式支持员工。在这项研究中，我们提供了迄今为止最全面的元分析回顾，考察了家庭友好政策和工作场所支持对职业、工作和工作-家庭结果的影响。基于来自229个样本的1680个效应量，我们的研究结果表明，总体而言，小到中等的积极效应存在于广泛的结果中。总体而言，支持往往比政策产生更大的效果，尽管个别政策和支持之间的差异更为细微。调节分析表明，家庭需求较大的人，如父母，似乎受益较少。此外，对家庭友好的政策和支持在国家和组织范围内似乎更有价值，这对需要兼顾工作和家庭责任的人是不利的。

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引用次数: 0

Adapting boundary preferences to match reality of hybrid work: A latent change score analysis☆ 适应边界偏好以适应混合工作的现实：一种潜在变化评分分析☆

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-01-07 DOI: 10.1016/j.jvb.2025.104089

Min (Maggie) Wan , Dawn S. Carlson , Sara Jansen Perry , Merideth J. Thompson , Yejun (John) Zhang , K. Michele Kacmar

The hybrid work trend, where employees work from home and from the workplace, brings substantial changes to how employees manage their work and family lives, as well as the boundary between those roles. An important yet overlooked question is how hybrid workers, whose work environment overlaps with their home environment for at least part of every work week, navigate and adapt to work-family stressors over time. Drawing upon adaptation theory and boundary theory, we examine how work-family conflict triggers changes in boundary integration preferences, which further contribute to changes in work-family balance satisfaction. Moreover, we investigate the moderating role of spousal interaction, examining ways it shapes the preference-satisfaction relationship. We collect multi-source (hybrid workers and spouses) and multi-wave (two time points over a year) data to test the hypothesized relationships using latent change score analysis. The results suggest that hybrid workers experience increases in both work and family boundary integration preferences due to work-family conflict over time, and increased integration preferences further contributed to increases in work-family balance satisfaction. We also found that spousal interaction enhances the positive relationship between hybrid workers' increased family integration preferences and increased work-family balance satisfaction. This study illuminates nuanced and dynamic evidence of adaptation regarding the interface of the work and family domains, thus providing novel insights into work-family dynamics for an increasingly popular work arrangement – hybrid work.

混合工作趋势，即员工在家工作和在工作场所工作，给员工管理工作和家庭生活的方式以及这些角色之间的界限带来了重大变化。一个重要但被忽视的问题是，混合型员工（每周至少有部分时间的工作环境与家庭环境重叠）如何随着时间的推移导航并适应工作与家庭的压力。运用适应理论和边界理论，研究了工作家庭冲突如何引发边界整合偏好的变化，进而影响工作家庭平衡满意度的变化。此外，我们研究了配偶互动的调节作用，考察了它如何塑造偏好-满意度关系。我们收集了多来源（混合工作人员和配偶）和多波（一年以上的两个时间点）数据，使用潜在变化评分分析来测试假设的关系。结果表明，随着时间的推移，由于工作与家庭的冲突，混合型员工的工作和家庭边界融合偏好都有所增加，而融合偏好的增加进一步促进了工作与家庭平衡满意度的提高。我们还发现，配偶互动增强了混合型员工增加的家庭融合偏好与增加的工作家庭平衡满意度之间的正相关关系。这项研究阐明了关于工作和家庭领域界面的适应的细微和动态证据，从而为日益流行的工作安排-混合工作-提供了工作-家庭动态的新见解。

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引用次数: 0

Don't leave the good things in the rearview! A field experiment examining the influence of a positive work reflection intervention on taxi drivers' work behaviors 不要把美好的事情抛在脑后！积极工作反思干预对出租车司机工作行为影响的现场实验研究

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2024-11-28 DOI: 10.1016/j.jvb.2024.104069

Xiaoxiao Hu , Yujie Zhan , Su Kyung (Irene) Kim , William P. Jimenez , Xiang Yao

As service jobs tend to be demanding and exhausting, it is critical to identify ways that help service employees stay positive and engage in behaviors that represent high quality customer service. Drawing upon affective events theory, this research aims to examine how a positive work reflection intervention influences service employees' work behaviors via positive affect and the role of promotion focus as a personality moderator. We used a between-subjects design to test the effects of the “three good things” positive work reflection intervention in a field experiment. Data were collected from 74 taxi drivers who were randomly assigned into either an intervention condition or a control condition. They rated their positive affect and work behaviors using daily diary surveys for 7 consecutive days, during which participants in the intervention condition completed the “three good things” exercise at the end of each workday. Results showed that participants in the intervention condition reported higher levels of morning positive affect compared to participants in the control condition, but only for those with higher levels of promotion focus. Further, the intervention indirectly increased extra-role service behavior and reduced rule breaking behavior and passive response to entitled customer demands via positive affect for individuals with higher levels of promotion focus. The intervention showed opposite effects for individuals with lower levels of promotion focus. The intervention also directly enhanced employees' active response in handling entitled customer demands. Our findings suggest that a simple exercise like the “three good things” positive work reflection intervention can significantly influence service employees' work behaviors and the importance of considering the alignment between the intervention and individual differences.

由于服务工作往往要求很高，令人筋疲力尽，因此找到方法帮助服务员工保持积极的态度，并参与代表高质量客户服务的行为是至关重要的。基于情感事件理论，本研究旨在探讨积极的工作反思干预如何通过积极情感和晋升关注作为人格调节因子对服务员工的工作行为产生影响。我们采用被试间设计，在现场实验中检验“三好”积极工作反思干预的效果。数据来自74名出租车司机，他们被随机分配到干预组和对照组。他们连续7天使用每日日记调查来评估自己的积极影响和工作行为，在此期间，干预条件下的参与者在每个工作日结束时完成“三件好事”锻炼。结果表明，与对照组相比，干预组的参与者报告了更高水平的早晨积极影响，但仅限于那些具有更高水平的促销焦点的参与者。此外，干预通过正向影响间接增加了角色外服务行为，减少了违规行为和对顾客权利要求的被动反应。干预对那些关注提升程度较低的个体显示出相反的效果。干预亦直接提高了员工在处理顾客要求时的积极反应。我们的研究结果表明，“三件好事”积极工作反思干预可以显著影响服务员工的工作行为，并且考虑干预与个体差异之间的一致性的重要性。

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引用次数: 0

Family recognition of work as a source of meaningful work: Examining the roles of self-esteem and parental status 家庭承认工作是有意义的工作的来源：检查自尊和父母地位的作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2024-11-26 DOI: 10.1016/j.jvb.2024.104068

Seonyoung Hwang , Yiluyi Zeng , Evgenia I. Lysova

Research on meaningful work has highlighted social context as an important source of meaningful work but has primarily focused on the social context at work. This is surprising, given that much of the work-family research showed that family can enrich work experiences. To address this noticeable gap, this paper introduces the concept of ‘family recognition of work’ – a perception of family recognizing and appreciating one's work – as a critical, non-work-related social context contributing to meaningful work. Drawing on interpersonal sense-making theory, we argue that family recognition of work positively enhances meaningful work via increased self-esteem. Acknowledging shifts in life priorities and values when entering parenthood, we also argue that the indirect effect of family recognition of work on meaningful work via self-esteem is moderated by parental status. To test these hypotheses, we conducted two studies. In Study 1, a five-item scale for family recognition of work was developed and validated, utilizing two UK-based samples (N = 196 and N = 210). In Study 2, a cross-lagged panel analysis was conducted with the three-wave survey data from the UK (N = 466) to test the hypothesized model. The results of Study 2 confirmed a positive relationship between family recognition of work and work meaningfulness, and that this relationship was mediated by self-esteem. Additionally, parents, compared to non-parents, exhibited a stronger indirect effect of family recognition of work on work meaningfulness via self-esteem. The paper extends the literature on social context as a source of meaningful work by demonstrating the importance of family recognition of work.

关于有意义工作的研究强调社会环境是有意义工作的重要来源，但主要集中在工作中的社会环境。这是令人惊讶的，因为许多关于工作与家庭的研究表明，家庭可以丰富工作经验。为了解决这一明显的差距，本文引入了“家庭对工作的认可”的概念——家庭对工作的认可和欣赏——作为一种关键的、与工作无关的社会环境，有助于有意义的工作。根据人际意义形成理论，我们认为家庭对工作的认可通过增加自尊积极地促进有意义的工作。承认生活优先级和价值观在成为父母时的转变，我们还认为家庭通过自尊对有意义工作的认可的间接影响受到父母地位的调节。为了验证这些假设，我们进行了两项研究。在研究1中，利用两个英国样本（N = 196和N = 210），开发并验证了一个五项家庭工作认可量表。在研究2中，我们使用来自英国的三波调查数据（N = 466）进行交叉滞后面板分析来检验假设模型。研究2的结果证实了家庭对工作的认可与工作意义之间存在正相关关系，并且这种关系是由自尊介导的。此外，与非父母相比，父母通过自尊对工作意义的家庭认可表现出更强的间接影响。本文通过展示家庭对工作的认可的重要性，扩展了社会背景作为有意义工作来源的文献。

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引用次数: 0

High-performance work practices and job embeddedness: A comprehensive test 高效工作实践与工作嵌入性：综合测试

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2024-11-19 DOI: 10.1016/j.jvb.2024.104066

Kohyar Kiazad , Peter Hom , Gary Schwarz , Alexander Newman , Brooks Holtom

Using Conservation of Resources (COR) theory, we developed and tested a theoretical model linking high-performance work practices (HPWPs) to employees' quit intentions and job performance via their occupational, organizational, and job-role embeddedness. We also investigated how family embeddedness (FE) in the organization moderated those indirect relationships, addressing long-neglected family influence on HPWP outcomes. For a broad test of model generalizability, we combined multisource data (n = 1663) from four countries (China, Malaysia, Pakistan, and USA) and established that occupational, organizational, and job-role embeddedness are uniquely important mechanisms translating HPWP effects onto employees' quit intentions and job performance. Crucially, our findings challenge the prevalent view that HPWPs influence staying and performing in uniformly positive ways, as well as the nascent view that FE promotes staying. In fact, we find consistent evidence that HPWPs engender thoughts of leaving by increasing occupational embeddedness and diminish performance contributions by increasing organizational embeddedness. Furthermore, our test provides robust evidence that FE can operate as a “pull-to-leave” factor—either by strengthening positive indirect effects or weakening negative indirect effects of HPWPs on quit intentions.

利用资源保护（COR）理论，我们建立并测试了一个理论模型，该模型通过职业、组织和工作角色嵌入性，将高绩效工作实践（HPWP）与员工的辞职意愿和工作绩效联系起来。我们还研究了组织中的家庭嵌入性（FE）如何调节这些间接关系，从而解决长期以来被忽视的家庭对 HPWP 结果的影响问题。为了广泛检验模型的可推广性，我们结合了来自四个国家（中国、马来西亚、巴基斯坦和美国）的多源数据（n = 1663），确定了职业、组织和工作角色嵌入性是将 HPWP 的影响转化为员工辞职意愿和工作绩效的独特重要机制。至关重要的是，我们的研究结果对普遍认为 HPWP 会以一致的积极方式影响员工的留任和绩效的观点，以及新出现的认为 FE 会促进留任的观点提出了质疑。事实上，我们发现了一致的证据，即 HPWP 通过增加职业嵌入性来激发离职想法，并通过增加组织嵌入性来减少绩效贡献。此外，我们的测试还提供了有力的证据，证明FE可以作为一个 "拉动离职 "的因素发挥作用--通过加强HPWPs对离职意向的积极间接影响或削弱其消极间接影响。

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引用次数: 0

The impacts of supervisory information communication technology (ICT) demands after hours on employee proactive behavior and unethical behavior at work: An attribution perspective 下班后主管对信息通信技术（ICT）的需求对员工工作中的主动行为和不道德行为的影响：归因视角

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2024-11-19 DOI: 10.1016/j.jvb.2024.104065

Shenjiang Mo , Wenqing Yu , Yanran Fang , Yi Su , Yu Zhao

It is not unusual that employees are required by their supervisors to stay accessible and responsive to work during nonwork time in the digitalized workplace. Yet, we know little about how and when supervisory information communication technology (ICT) demands after hours influence employee behavior at work. Drawing on attribution theory, our research aims to unpack the underlying mechanisms that transmit the effects of supervisory ICT demands after hours on employee proactive behavior and unethical behavior at work. We collected data from 397 employees in a media company (Study 1) and 493 employees in a retail corporation (Study 2) in East China, both using a three-wave time-lagged design. Results showed that supervisory ICT demands after hours positively related to employee proactive behavior through employees' performance-promotion attribution. Employees' self-serving attribution mediated the positive association between such demands and employee unethical behavior. Moreover, ICT centrality strengthened the indirect relationship between supervisory ICT demands after hours and employee proactive behavior. Specifically, this indirect relationship was stronger (vs. weaker) when employees perceived higher (vs. lower) ICT centrality. Theoretical and practical implications are discussed.

在数字化的工作场所中，上司要求员工在非工作时间保持联系并对工作做出响应，这种情况并不罕见。然而，对于下班后上司对信息通信技术（ICT）的要求如何以及何时影响员工的工作行为，我们却知之甚少。借鉴归因理论，我们的研究旨在揭示下班后上司的信息和通信技术要求对员工工作中的主动行为和不道德行为产生影响的潜在机制。我们收集了华东地区一家传媒公司（研究 1）的 397 名员工和一家零售企业（研究 2）的 493 名员工的数据，均采用了三波时滞设计。结果表明，下班后上司的信息和通信技术需求通过员工的绩效晋升归因与员工的主动行为正相关。员工的自我服务归因在这种要求与员工不道德行为之间起到了中介作用。此外，信息和通信技术中心地位加强了下班后上级信息和通信技术要求与员工主动行为之间的间接关系。具体来说，当员工认为信息和通信技术中心地位较高时，这种间接关系更强（相对较弱）；当员工认为信息和通信技术中心地位较低时，这种间接关系更弱。本文讨论了理论和实践意义。

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引用次数: 0

Eye of the beholder: A meta-analysis of personality traits' relationships with psychological contract breach and job performance 观察者的眼睛人格特质与心理违约和工作绩效关系的元分析

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2024-11-12 DOI: 10.1016/j.jvb.2024.104064

Youngduk Lee , Christopher M. Berry , Rebecca Rees

Psychological contract breach (PCB) is a subjective perception that one's employer has failed to live up to promised obligations. Because PCB is subjective, personality traits should play an important role. However, existing research on the relationships between personality traits and PCB is scattered and explores a variety of subsets of personality traits, with little agreement on which traits are most important to PCB. Thus, we focus on personality traits selected based on insights from a reneging-incongruence framework suggesting that personality traits will be important to the degree that they influence the likelihood that employees are targeted for a “real” PCB (i.e., reneging) or bias their perspective of their PCB (i.e., incongruence). Further, drawing from social exchange theory, we examined PCB as a mechanism by which personality traits relate to job performance. Meta-analytic results indicated that the multiple correlation between personality traits and PCB was R = 0.34, and they continued to account for variance in PCB beyond social exchange quality. Emotional stability and equity sensitivity were the strongest predictors of PCB. Results also demonstrated that PCB mediates the relationships equity sensitivity and emotional stability have with task performance, organizational citizenship behavior, and counterproductive work behavior, even controlling for job satisfaction as an alternative mediator.

心理违约（PCB）是指主观上认为雇主没有履行承诺的义务。由于 PCB 具有主观性，因此人格特质应发挥重要作用。然而，关于人格特质与 PCB 之间关系的现有研究比较零散，探讨的人格特质子集也多种多样，对于哪些特质对 PCB 最为重要几乎没有共识。因此，我们根据 "出尔反尔--不一致 "框架的观点，将重点放在人格特质上。该框架认为，人格特质的重要程度取决于它们是否会影响员工成为 "真正 "多氯联苯目标的可能性（即出尔反尔），或影响他们对多氯联苯的看法（即不一致）。此外，我们还借鉴社会交换理论，研究了人格特质与工作绩效之间的关联机制--PCB。元分析结果表明，人格特质与 PCB 之间的多重相关性为 R = 0.34，它们继续解释了社会交换质量之外的 PCB 变异。情绪稳定性和公平敏感性是预测 PCB 的最强指标。研究结果还表明，即使将工作满意度作为替代中介，多氯联苯也能调节公平敏感性和情绪稳定性与任务绩效、组织公民行为和反工作行为之间的关系。

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引用次数: 0

Does grade point average have a long-lasting impact on career success later in life? A resource caravans' perspective from adolescence to mid-career 平均学分绩点对日后的职业成功有长期影响吗？从青春期到职业生涯中期的资源大篷车视角

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2024-11-06 DOI: 10.1016/j.jvb.2024.104063

Bryndís D. Steindórsdóttir , Jan Ketil Arnulf , Hans M. Norbom

We draw on a resource caravans' perspective to explain pathways to career success among a longitudinal sample, covering the first 15 years of their careers. By applying a latent growth model, we investigate how the role of university grade point average (GPA) on career success changes across time. The results from latent growth curve analysis revealed that GPA was not positively related to initial levels of career success (i.e., salary and leadership level), however, GPA was positively related to increases in career success over time and positively related to subjective career success. These findings indicate that the positive impact of GPA on career success accumulates over time, in line with the resource caravans and gain spirals of conservation of resources theory. Further, we examine the joint role of GPA and affective-identity motivation to lead (MTL) measured at the start of university studies to explain growth in career success over time. As expected, affective identity MTL moderated the relationship between GPA and leadership level, salary level and subjective career success, such that the positive relationship was stronger for individuals higher on affective-identity MTL. Our findings highlight that the pathway to career success is based on gain spirals that may develop slowly over time as individuals accumulate resources in their resource caravan and invest these resources further to achieve their career outcomes. Implications for practice are discussed.

我们从 "资源大篷车 "的角度来解释纵向样本（涵盖职业生涯的前 15 年）中职业成功的途径。通过应用潜增长模型，我们研究了大学平均学分绩点（GPA）对职业成功的作用如何随时间而变化。潜增长曲线分析的结果表明，GPA 与最初的职业成功水平（即薪酬和领导级别）并不呈正相关，但是，GPA 与随着时间推移职业成功的增加呈正相关，并且与主观职业成功呈正相关。这些发现表明，GPA 对职业成功的积极影响是随着时间的推移而积累的，这与资源保护理论中的资源大篷车和收益螺旋是一致的。此外，我们还研究了在大学学习之初测量的 GPA 和情感认同领导动机（MTL）在解释职业成功率随时间增长的共同作用。正如预期的那样，情感认同MTL调节了GPA与领导水平、薪资水平和主观职业成功之间的关系，因此情感认同MTL较高的个体的正相关关系更强。我们的研究结果突出表明，通往职业成功的道路是以收益螺旋为基础的，随着时间的推移，个人在其资源大篷车中积累的资源可能会缓慢发展，并进一步投资这些资源以实现其职业成果。本文还讨论了对实践的启示。

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引用次数: 0

Give it your all or hardly give? The role of mentors' beliefs about protégé advancement potential and gender in mentoring relationships 全力以赴还是几乎不付出？导师对被指导者晋升潜力的看法和性别在指导关系中的作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2024-11-01 DOI: 10.1016/j.jvb.2024.104062

Belle Rose Ragins , Changya Hu , Sheng Wang , Jui-Chieh Huang

Our research challenges assumptions about equity in formal mentoring programs. Drawing on mentoring schema and diversified mentoring theory, we theorized that mentors' beliefs about their protégés' advancement potential predict the career support they provide and the quality of their relationship, and that these effects vary by gender. Using matched-pair designs, we tested our model in two field studies of mentors and their protégés (total n = 355 dyads). Supporting theoretical predictions, mentors showed less interest in their protégés' careers, provided less career guidance, experienced less respect, and were less satisfied with their relationship when they believed their protégé had low advancement potential. Protégés also experienced less respect in their relationship when their mentor perceived them as lacking potential. Gender played a nuanced role. While mentors saw female and male protégés as having equivalent advancement potential, female protégés were seen as having less potential and experienced less respect when assigned a male rather than a female mentor. Compared to their female counterparts, male mentors felt more respected in their relationship when they believed their assigned protégé had high potential. Our findings challenge assumptions about the career support and respect provided in mentoring programs, offer insights about the nuanced effects of gender, and call for interventions that help organizations fulfill the promise of mentoring.

我们的研究对正规指导项目中的公平假设提出了挑战。根据指导模式和多元化指导理论，我们推测指导者对被指导者晋升潜力的看法会预测他们提供的职业支持和他们之间关系的质量，而且这些影响会因性别而异。通过配对设计，我们在两项针对指导者及其被指导者的实地研究中检验了我们的模型（总人数 = 355 对）。结果与理论预测相吻合，当指导者认为被指导者的晋升潜力较低时，他们对被指导者的职业兴趣较低，提供的职业指导较少，受到的尊重较少，对双方关系的满意度也较低。当导师认为受训者缺乏潜力时，受训者在双方关系中受到的尊重也较少。性别起到了微妙的作用。虽然导师认为女性和男性受训者具有同等的晋升潜力，但当被指派给男性而不是女性导师时，女性受训者被认为潜力较小，所受到的尊重也较少。与女性导师相比，当男性导师认为其指派的受训者具有较高潜力时，他们在双方关系中更受尊重。我们的研究结果挑战了有关指导项目中提供职业支持和尊重的假设，提供了有关性别细微影响的见解，并呼吁采取干预措施，帮助组织实现指导的承诺。

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引用次数: 0

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

Journal of Vocational Behavior

Pub Date : 2024-10-31 DOI: 10.1016/j.jvb.2024.104061

Zhen Wang , Yao Song , Fubin Jiang

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