Journal of Vocational Behavior最新文献_第2页

Pathways to second chances: A multidisciplinary integrative review of 25 years of research on the employment of formerly incarcerated individuals 途径到第二次机会：一个多学科综合审查25年研究的就业前监禁的人

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-09-19 DOI: 10.1016/j.jvb.2025.104179

C. Allen Gorman , Sarah C. Tucker , Tamanna K. Patel , Joseph R. Himmler , Tanya F. Contreras

In this paper, we present an integrative review of the research literature on the challenges and opportunities surrounding the employment of formerly incarcerated individuals (FIIs). Our primary aim is to integrate 25 years of multidisciplinary evidence into vocational behavior scholarship, offering an employment life-cycle framework that identifies research gaps and practical implications for employers. Grounded in a multidisciplinary approach, we synthesize research across various domains, including criminal justice, psychology, sociology, law, economics, and management, to provide a holistic understanding of the systemic barriers that hinder FIIs' reintegration into the workforce. We introduce an integrative framework that examines the employment life cycle of FIIs, encompassing recruitment, selection, onboarding, development, and retention. We also highlight the critical role of social stigmatization, lack of access to vocational training, and the systemic disconnection between correctional institutions and labor market demands. Furthermore, our review emphasizes the importance of employer engagement and policy interventions in fostering inclusive hiring practices that support the successful reintegration of FIIs. We conclude with a call for future research and practical recommendations focusing on individual, organizational, and systemic factors that influence successful FII employment, highlighting the necessity of tailored vocational programs, social network support, and supportive workplace practices.

在本文中，我们提出了一个综合的研究文献的挑战和机遇，围绕前监禁的个人（FIIs）的就业。我们的主要目标是将25年来的多学科证据整合到职业行为研究中，提供一个就业生命周期框架，以确定研究差距和对雇主的实际影响。在多学科方法的基础上，我们综合了各个领域的研究，包括刑事司法、心理学、社会学、法律、经济学和管理学，以全面了解阻碍外国投资者重新融入劳动力市场的系统性障碍。我们介绍了一个综合框架，该框架考察了外国投资机构的就业生命周期，包括招聘、选择、入职、发展和保留。我们还强调了社会污名化、缺乏获得职业培训的机会以及惩教机构与劳动力市场需求之间的系统性脱节所起的关键作用。此外，我们的回顾强调了雇主参与和政策干预在促进包容性招聘实践方面的重要性，这些实践支持外国金融机构成功重返社会。最后，我们呼吁未来的研究和实践建议，重点关注个人、组织和系统因素对FII成功就业的影响，强调量身定制的职业计划、社会网络支持和支持性工作场所实践的必要性。

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引用次数: 0

Navigating crisis in non-standard work: Social entrepreneurs' sensemaking and purpose protection during career shocks 非标准工作中的危机导航：社会企业家在职业冲击中的意义建构与目的保护

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-09-15 DOI: 10.1016/j.jvb.2025.104178

Andreana Drencheva , Wee Chan Au

This study advances current understanding of career shocks among non-standard workers by investigating how social entrepreneurs, as a novel group of non-standard workers pursuing purpose, engage in sensemaking during career shocks. Our inductive analysis of in-depth interviews with 39 Bangladeshi social entrepreneurs facing a crisis revealed three distinct sensemaking patterns: ‘mission-neglected preservation,’ ‘mission-protective collaboration,’ and ‘mission-validating continuity’ based on identity structure and disruption valence. These patterns explicate how the same external events can generate varied career shock experiences. By introducing a novel group of non-standard workers who either neglect or protect purpose in a shared crisis, we advance conceptual insights on career shocks, social entrepreneurship, and non-standard work.

本研究通过调查社会企业家作为一个追求目标的新型非标准工作者群体，在职业冲击中如何参与意义制造，推进了目前对非标准工作者职业冲击的理解。我们对39位面临危机的孟加拉国社会企业家的深度访谈进行归纳分析，揭示了三种不同的意义生成模式：基于身份结构和破坏价的“使命忽视保护”、“使命保护合作”和“使命验证连续性”。这些模式解释了相同的外部事件如何产生不同的职业冲击体验。通过介绍一群在共同危机中忽视或保护目标的新非标准工人，我们提出了关于职业冲击、社会企业家精神和非标准工作的概念见解。

引用次数: 0

Taking dynamics and their origins seriously: Work-family conflict trajectories and their gendered antecedents in work and nonwork support 认真对待动力及其起源：工作-家庭冲突轨迹及其在工作和非工作支持中的性别前因

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-09-11 DOI: 10.1016/j.jvb.2025.104177

Genping Ye, Michail Veliziotis , Guy Vernon

Containing work-family conflict is crucial for sustainable careers. This study examines work-to-family (WtFC) and family-to-work (FtWC) conflict trajectories, deploying the longitudinal Work, Family, and Health Survey on US healthcare and IT employees. It identifies five distinct profiles for 1843 individuals across four waves (T1–T4) spanning 18 months: Stable High, Stable Fairly-low, Stable Low, Increasing, and Decreasing. Stability in WtFC/FtWC is common, aligning with Dynamic Equilibrium Theory, but notable changes are also apparent, supporting Conservation of Resources Theory. The effect of initial levels (T1) of, and early changes (T1–T2) in, work and nonwork support is then examined. Individuals with higher initial support levels or larger early increases are more likely to belong to Stable Low, Stable Fairly-low, or Decreasing profiles than Stable High or Increasing ones. However, gender moderates these relationships, with support generally having stronger effects on women's membership in WtFC profiles and men's in FtWC profiles. The findings partially align with traditional gender roles typically linking women with caregiving and men with breadwinning, but also suggest shifting gender roles, with women valuing their careers and men actively engaging in family.

遏制工作与家庭的冲突对职业的可持续发展至关重要。本研究考察了工作对家庭（WtFC）和家庭对工作（FtWC）的冲突轨迹，对美国医疗保健和IT员工进行了纵向工作、家庭和健康调查。它确定了1843个人在四个波（T1-T4）中跨越18个月的五种不同的特征：稳定高，稳定相当低，稳定低，增加和减少。WtFC/FtWC的稳定性是普遍的，符合动态均衡理论，但也有明显的变化，支持资源守恒理论。然后检查工作和非工作支持的初始水平（T1）和早期变化（T1 - t2）的影响。具有较高的初始支持水平或较大的早期增长的个体更有可能属于稳定低、稳定相当低或下降型，而不是稳定高或增加型。然而，性别调节了这些关系，支持通常对妇女在WtFC档案中的成员资格和男子在FtWC档案中的成员资格有更大的影响。这一发现部分符合传统的性别角色，即女性照顾孩子，男性养家糊口，但也建议改变性别角色，女性重视自己的事业，男性积极参与家庭。

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引用次数: 0

Living a calling despite the challenges of the gig economy? The role of meaning-making and work alienation 尽管面临零工经济的挑战，但仍坚持自己的职业？意义制造与工作异化的作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-09-09 DOI: 10.1016/j.jvb.2025.104175

Lorenz Affolter , Daniel Spurk , Caroline Straub

This article aims to shed light on the diverse career experiences of gig workers by investigating the relationship between gig work challenges and living a calling. Drawing from the Job Demands-Resources (JD-R) theory and the Work as Calling Theory (WCT), we conceptualize gig work challenges as hindrance demands which can potentially undermine individuals' sense of living a calling through a health impairment process mediated by work alienation. Beyond that, we look at meaning-making as a personal resource that can buffer negative effects of hindrance demands for living a calling. In a three-wave time-lagged sample of 723 gig workers that work through online labor platforms (OLPs), we investigated the relationship between gig work challenges and living a calling. We found that gig work challenges were negatively related to living a calling. This relationship was fully mediated by work alienation. Furthermore, we found that meaning-making buffered the effect of these challenges on living a calling through work alienation. The results support the idea that hindrance demands are negatively related to living a calling and that the way individuals cope with hindrances plays an important role in maintaining a sense of living a calling. We discuss the implications of these findings for the WCT and reflect on its relevance for our understanding of subjective career success in the context of the gig economy.

本文旨在通过调查零工挑战与生活使命之间的关系，揭示零工工人的不同职业经历。根据工作需求-资源（JD-R）理论和工作作为使命理论（WCT），我们将零工工作挑战定义为障碍需求，这种需求可能会通过工作异化介导的健康损害过程破坏个人的生活使命感。除此之外，我们把意义创造看作是一种个人资源，可以缓冲生活使命的障碍需求的负面影响。在723名通过在线劳动平台（olp）工作的零工工人的三波时差样本中，我们调查了零工工作挑战与生活使命之间的关系。我们发现零工工作的挑战与生活的使命是负相关的。这种关系完全被工作异化所中介。此外，我们发现意义制造通过工作异化缓冲了这些挑战对生活召唤的影响。研究结果支持了障碍需求与“活出使命”负相关的观点，个人应对障碍的方式在维持“活出使命”感方面起着重要作用。我们讨论了这些发现对WCT的影响，并反思了它与我们理解零工经济背景下主观职业成功的相关性。

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引用次数: 0

Proactive coping and job insecurity among solo self-employed workers: Investigating a cyclic model with monthly measures 主动应对和独立个体经营者的工作不安全感：调查每月测量的循环模型

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-09-07 DOI: 10.1016/j.jvb.2025.104176

Judith B. Langerak , Edwin A.J. van Hooft , Jessie Koen

Job insecurity can harm workers' health and work performance. Adding to prior research that has mostly identified ways to minimize job insecurity among regular workers (e.g., employment protection legislation), the current research focusses on solo self-employed workers to investigate whether they can influence job insecurity by their own means. Based on proactive coping theory and conservation of resources theory, we propose a cyclic model in which proactive coping and job insecurity influence each other. We expect that more proactive coping during a month relates to less current job insecurity through the accumulation of career resources during the month and that current job insecurity relates to less proactive coping during the next month through psychological strain. We test whether trait self-compassion and recovery experiences mitigate this negative relationship of job insecurity via psychological strain with later proactive coping. The multi-level path modelling results from a 5-wave monthly survey study among 243 solo self-employed workers show that proactive coping during a month decreases current job insecurity via increased career resources. However, while current job insecurity positively related to current psychological strain, this strain was not related to proactive coping during the next month. We found some indication that trait self-compassion may weaken the negative relationship of job insecurity with psychological strain, but found no moderating role of recovery experiences. Instead, recovery experiences directly positively related to proactive coping. We recommend future researchers to further investigate our cyclic model and to sample less advantaged workers to gain better insight into potential loss cycles.

工作不安全感会损害员工的健康和工作表现。先前的研究主要确定了减少正规工人工作不安全感的方法（例如，就业保护立法），目前的研究将重点放在个体经营工人身上，以调查他们是否可以通过自己的方式影响工作不安全感。基于主动应对理论和资源保护理论，提出了一个主动应对与工作不安全感相互影响的循环模型。我们预计，在一个月内，通过职业资源的积累，更积极的应对与更少的当前工作不安全感有关，而当前工作不安全感与下个月通过心理压力而更不积极的应对有关。我们测试了自我同情特质和恢复经历是否通过心理紧张和随后的主动应对来缓解工作不安全感的负面关系。对243名个体经营者进行了为期5波的月度调查，多层次路径建模结果显示，在一个月内积极应对可以通过增加职业资源来降低当前的工作不安全感。然而，虽然当前的工作不安全感与当前的心理压力呈正相关，但这种压力与下个月的主动应对无关。本研究发现，自我同情特质可以减弱工作不安全感与心理压力的负向关系，但未发现康复经历的调节作用。相反，康复经历与积极应对直接相关。我们建议未来的研究人员进一步研究我们的循环模型，并对条件较差的工人进行抽样，以更好地了解潜在的损失周期。

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引用次数: 0

Hybrid work design profiles: Antecedents and well-being outcomes 混合工作设计概况：前因和幸福结果

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-08-28 DOI: 10.1016/j.jvb.2025.104174

Caroline Knight , Matthew J.W. McLarnon , Doina Olaru , Julie A. Lee , Sharon K. Parker

Hybrid work is fast emerging as the future of work. Yet, it is not clear how key work design characteristics that are salient in hybrid work, namely scheduling autonomy, social support, workload, and close monitoring, are experienced in the home compared to the workplace for hybrid workers, and how these work characteristics combine holistically to influence well-being. We adopted a novel approach and measured work characteristics as experienced at home and, separately, as experienced at the workplace. For a sample of hybrid workers (n = 386), latent profile analysis revealed four profiles of work design characteristics. Two profiles had similar work characteristics at home and the workplace. One of these profiles, labelled ‘active, low monitoring’, had very positive work characteristics across both locations, and was associated with the highest flourishing and mental health. The other profile, labelled ‘passive, high monitoring’, had very poor work design across both locations, and was associated with the lowest flourishing and mental health. The other two profiles diverged in work characteristic levels across locations. One profile, labelled ‘high strain, high monitoring’ had poor work design that was worse in the workplace, and one profile, labelled ‘low strain, low monitoring’, had better work design that was better at the workplace. Employees with more influence over their work location, and those with high organisational support, were likely to be in the most positive profile (active, low monitoring), suggesting these are important factors for creating positive work design irrespective of location.

混合工作正迅速成为未来的工作方式。然而，目前尚不清楚混合工作中突出的关键工作设计特征，即调度自主权、社会支持、工作量和密切监控，与混合工作人员在工作场所相比，在家中是如何体验的，以及这些工作特征如何整体地结合起来影响幸福感。我们采用了一种新颖的方法，测量了在家经历的工作特征，以及在工作场所经历的工作特征。对于混合型工作者样本（n = 386），潜在剖面分析揭示了工作设计特征的四种剖面。两份档案在家庭和工作场所有相似的工作特征。其中一种被标记为“积极，低监控”，在两个地方都有非常积极的工作特征，并且与最高的繁荣和心理健康有关。另一组被标记为“被动、高监控”，在两个地方都有非常糟糕的工作设计，并且与最低的繁荣和心理健康有关。另外两种情况在不同地点的工作特征水平上存在差异。一组被标记为“高压力，高监控”的人的工作设计很差，在工作场所更糟糕，而另一组被标记为“低压力，低监控”的人的工作设计更好，在工作场所也更好。对工作地点有更大影响力的员工，以及那些得到组织高度支持的员工，可能是最积极的（积极，低监控），这表明这些都是创造积极工作设计的重要因素，而与工作地点无关。

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引用次数: 0

Social inequality in career trajectories: How occupations shape unequal task allocation between social groups 职业轨迹中的社会不平等：职业如何塑造社会群体之间不平等的任务分配

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-08-25 DOI: 10.1016/j.jvb.2025.104173

Andrea Wessendorf , Rasmus Pichler

Recent studies suggest that day-to-day task allocation is an important driver of inequality between social groups in the workplace. In this conceptual paper, we explore how occupations influence task allocation in a way that fosters social inequality. We develop a framework that links task allocation to differences in career trajectories between practitioners of the same job. In particular, the framework explains how the tasks, stereotypes, and prestige associated with an occupation systematically influence task allocation in the workplace. We argue that occupational imprints lead to typical (atypical) practitioners of an occupation being allocated relatively more core (peripheral) tasks, and explain how this mechanism shapes practitioners' career progression (vs. stagnation or exit). This paper extends current theory on social inequality by theorizing the influence of occupations on an underexplored mechanism of inequality, namely task allocation in the workplace.

最近的研究表明，日常任务分配是职场中社会群体之间不平等的一个重要驱动因素。在这篇概念性论文中，我们探讨了职业如何以一种促进社会不平等的方式影响任务分配。我们开发了一个框架，将任务分配与相同工作的从业者之间的职业轨迹差异联系起来。特别是，该框架解释了与职业相关的任务、刻板印象和声望如何系统地影响工作场所的任务分配。我们认为，职业印记导致一个职业的典型（非典型）从业者被分配相对更多的核心（外围）任务，并解释了这一机制如何影响从业者的职业发展（相对于停滞或退出）。本文通过将职业对未被充分探索的不平等机制的影响理论化，即工作场所的任务分配，扩展了当前关于社会不平等的理论。

引用次数: 0

Living a value-based work life: Individual values as predictors of career outcomes 以价值为基础的工作生活：个人价值观作为职业结果的预测因素

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-08-23 DOI: 10.1016/j.jvb.2025.104172

Marne L. Arthaud-Day , Joseph C. Rode , Kyle Bradley

We use Schwartz's theory of universal human values as an integrative framework for testing relationships between values and career outcomes. Utilizing a longitudinal, within-subjects study design, we collect values data from a sample of undergraduate students prior to graduation and re-survey the same individuals approximately 10 years later to collect data on career development. We analyze the data using hierarchical linear regression, controlling for known covariates such as cognitive ability, academic performance, personality, and gender at Time 1 as well as marital status and number of children at Time 2. Five of eight hypotheses are supported. Achievement values positively predict compensation and job level; benevolence values positively predict work engagement; security values are negatively related to number of international relocations; and stimulation values positively predict job level. We discuss the implications of these findings for values theory and the literature on career development.

我们使用施瓦茨的人类普遍价值观理论作为一个综合框架来测试价值观与职业成果之间的关系。利用纵向的、主题内的研究设计，我们从毕业前的本科生样本中收集价值数据，并在大约10 年后对同一个人进行重新调查，以收集职业发展的数据。我们使用层次线性回归分析数据，控制了已知的协变量，如认知能力，学习成绩，个性，时间1的性别以及时间2的婚姻状况和子女数量。8个假设中有5个得到了支持。成就价值观正向预测薪酬和工作水平；仁爱价值观正向预测工作投入；安全价值与国际迁移的次数呈负相关；激励值正向预测工作水平。我们讨论了这些发现对价值观理论和职业发展文献的启示。

引用次数: 0

Employee flourishing and moral obligation in extreme conditions 员工繁荣与极端条件下的道德义务

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-08-20 DOI: 10.1016/j.jvb.2025.104171

Baniyelme D. Zoogah , William Y. Degbey , Felicity Asiedu-Appiah , Chidiebere Ogbonnaya , Benjamin Laker

We extend the extant call for a flourishing perspective by examining dynamic processes involving moral obligations of organizations, work meaningfulness, organizational responsiveness, and enabling conditions and their effects on employee flourishing in four studies from an emerging economy. Through a mixed-study design, we qualitatively explore (Study 1: N = 146), perceptions of employees about the moral obligations, enabling conditions, and responsiveness of their organizations during an extreme condition. We then conduct (in Study 2) an experiment with employees (N = 63) from the Kumasi metropolis in Ghana. The results of a 2 (high and low moral obligation) × 2 (facilitative and inhibitive enabling conditions) between-subjects design show that employees in high moral obligation organizations with facilitative enabling conditions reported perceptions of better flourishing than those in the other conditions. In Study 3, cross-sectional (N = 112), we examine the mechanism and dynamics by which moral obligation influences employee flourishing. Study 4, a replication (N = 81), shows a pattern similar to that of Study 2 in the Accra metropolis in Ghana. Consistent with the human flourishing theory, we discuss implications for future research.

我们通过在一个新兴国家的三项研究中考察动态过程，包括组织的道德义务、工作意义、组织响应、有利条件及其对员工繁荣的影响，扩展了对繁荣观点的现有呼吁。通过混合研究设计，我们定性地探索（研究1:N = 146），在极端情况下，员工对道德义务、有利条件和组织反应能力的看法。然后，我们对来自加纳库马西大都市的员工（N = 63）进行了（在研究2中）实验。2（高道德义务和低道德义务） × 2（促进性和抑制性激励条件）受试者间设计的结果显示，在具有促进性激励条件的高道德义务组织中的员工比在其他条件下的员工报告了更好的繁荣感。在研究3中，横断面（N = 112），我们考察了道德义务影响员工繁荣的机制和动态。研究4是一项重复研究（N = 81），显示了与加纳阿克拉大都市的研究2相似的模式。与人类繁荣理论相一致，我们讨论了未来研究的意义。

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引用次数: 0

Employability as antecedent of eudaimonic wellbeing at work: The mediating role of work meaningfulness 就业能力作为工作幸福感的先决条件：工作意义的中介作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-08-11 DOI: 10.1016/j.jvb.2025.104170

Marija Davcheva , Vicente González-Romá , Pascale Le Blanc , Ana Hernández , Inés Tomás

Employee eudaimonic wellbeing is crucial for sustainable performance, health, and quality of work life. However, research is needed to understand what shapes eudaimonic wellbeing at work (EWW), and how and why. Drawing on the self-discovery framework of eudaimonic identity, this study investigated whether employability dimensions (career identity, personal adaptability, and social and human capital) are related to two dimensions of EWW (personal growth at work and purpose in career). Moreover, based on the worker-centric approach to work meaningfulness, we tested whether these relationships are mediated by work meaningfulness. Our study sample consisted of 263 employees. We implemented a longitudinal design with three data collection points. Path analysis results showed that career identity was positively and directly related to both dimensions of wellbeing, whereas social capital and human capital were positively and indirectly related to them via work meaningfulness. Personal adaptability was neither directly nor indirectly related to eudaimonic wellbeing. Our findings advance the theory on antecedents of EEW and its integration with vocational psychology by clarifying how and why employability influences eudaimonic wellbeing at work. The study highlights the importance of employees' employability, specifically career identity, social capital, and human capital, in fostering EWW.

员工的幸福感对可持续绩效、健康和工作生活质量至关重要。然而，需要研究来了解是什么塑造了工作中的幸福感，以及如何以及为什么。本研究利用理想同一性的自我发现框架，考察了就业能力维度（职业认同、个人适应性、社会资本和人力资本）与EWW（工作中的个人成长和职业目的）的两个维度是否相关。此外，基于以员工为中心的工作意义取向，我们检验了这些关系是否受到工作意义的中介作用。我们的研究样本包括263名员工。我们实施了纵向设计，有三个数据收集点。通径分析结果显示，职业认同与幸福感的两个维度存在直接正向关系，而社会资本和人力资本通过工作意义与幸福感的两个维度存在间接正向关系。个人适应能力与幸福既没有直接关系，也没有间接关系。我们的研究结果通过阐明就业能力如何以及为什么影响工作中的幸福感，推进了电子商务认知的前因理论及其与职业心理学的整合。该研究强调了员工的就业能力，特别是职业认同、社会资本和人力资本在培养EWW中的重要性。

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引用次数: 0