The rise of non-standard work arrangements has increased the need for research on career sustainability within these contexts, yet insights remain limited. In this study, we explore how gig workers employed by so-called umbrella companies understand and navigate their seemingly contradictory work arrangement. Building on the framework of sustainable careers, we conducted a reflexive thematic analysis with gig workers employed by Swedish umbrella companies. Results challenge the common portrayal of gig work as inherently precarious, as workers found ways to create a meaningful and sustainable career sequence. Participants perceived umbrella companies as enabling hyper-flexibility and hyper-individualization, thereby enhancing their person-career fit. However, they also acknowledged the limitations and potential societal challenges of this work model. We discuss how the sustainable career framework can capture the complexity of how employed gig workers made sense of their careers.
{"title":"Under my umbrella? Gig workers' perspectives on career sustainability as employees in Swedish umbrella companies","authors":"Franziska Müller , Linda Weidenstedt , Claudia Bernhard-Oettel , Constanze Eib","doi":"10.1016/j.jvb.2025.104182","DOIUrl":"10.1016/j.jvb.2025.104182","url":null,"abstract":"<div><div>The rise of non-standard work arrangements has increased the need for research on career sustainability within these contexts, yet insights remain limited. In this study, we explore how gig workers employed by so-called umbrella companies understand and navigate their seemingly contradictory work arrangement. Building on the framework of sustainable careers, we conducted a reflexive thematic analysis with gig workers employed by Swedish umbrella companies. Results challenge the common portrayal of gig work as inherently precarious, as workers found ways to create a meaningful and sustainable career sequence. Participants perceived umbrella companies as enabling hyper-flexibility and hyper-individualization, thereby enhancing their person-career fit. However, they also acknowledged the limitations and potential societal challenges of this work model. We discuss how the sustainable career framework can capture the complexity of how employed gig workers made sense of their careers.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"163 ","pages":"Article 104182"},"PeriodicalIF":5.2,"publicationDate":"2025-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145236405","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 : 2025-12-01Epub 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":"2025-12-01","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}
Pub Date : 2025-12-01Epub Date: 2025-09-11DOI: 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.
{"title":"Taking dynamics and their origins seriously: Work-family conflict trajectories and their gendered antecedents in work and nonwork support","authors":"Genping Ye, Michail Veliziotis , Guy Vernon","doi":"10.1016/j.jvb.2025.104177","DOIUrl":"10.1016/j.jvb.2025.104177","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"163 ","pages":"Article 104177"},"PeriodicalIF":5.2,"publicationDate":"2025-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145528271","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 : 2025-12-01Epub 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":"2025-12-01","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 : 2025-12-01Epub 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":"2025-12-01","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 : 2025-12-01Epub 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":"2025-12-01","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 : 2025-12-01Epub 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":"2025-12-01","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 : 2025-10-01Epub Date: 2025-07-24DOI: 10.1016/j.jvb.2025.104157
Surendra Babu Talluri , Beatrice I.J.M. Van der Heijden , Yehuda Baruch , William E. Donald
Sustainable careers have become a central focus in careers research. However, the mechanisms linking influential factors enacted by key stakeholders and sustainable career outcomes remain insufficiently theorized. Building on the process model of sustainable careers, person-environment-fit theory, and sustainable career ecosystem theory, our conceptual framework positions subjective person-career (P−C) fit as the central link explaining how individuals navigate and adapt their careers over time and across social contexts. Specifically, we emphasize how dynamic compatibility between personal factors and career environment elements shapes subjective P−C fit, further impacting sustainable career outcomes (i.e., happiness, health, and productivity). Additionally, we elaborate on the role of dynamic feedback loops, coping and defense mechanisms, self-directed career orientations, and a balance of proximal and distal outcome perspectives in the relationship between subjective P−C fit and sustainable career outcomes. In doing so, we introduce a key mechanism to connect career actors and outcomes in the sustainable career ecosystem model, highlighting the importance of integrating individual agency, contextual influences, and evolving career meaning for the individual into a single framework. Our conceptual framework is accompanied by a set of propositions to guide future empirical investigations in sustainable careers and person-career fit research.
{"title":"Navigating sustainable careers: A conceptual framework on subjective person-career fit dynamics","authors":"Surendra Babu Talluri , Beatrice I.J.M. Van der Heijden , Yehuda Baruch , William E. Donald","doi":"10.1016/j.jvb.2025.104157","DOIUrl":"10.1016/j.jvb.2025.104157","url":null,"abstract":"<div><div>Sustainable careers have become a central focus in careers research. However, the mechanisms linking influential factors enacted by key stakeholders and sustainable career outcomes remain insufficiently theorized. Building on the process model of sustainable careers, person-environment-fit theory, and sustainable career ecosystem theory, our conceptual framework positions <em>subjective person-career (P−C) fit</em> as the central link explaining how individuals navigate and adapt their careers over time and across social contexts. Specifically, we emphasize how dynamic compatibility between personal factors and career environment elements shapes subjective P−C fit, further impacting sustainable career outcomes (i.e., happiness, health, and productivity). Additionally, we elaborate on the role of dynamic feedback loops, coping and defense mechanisms, self-directed career orientations, and a balance of proximal and distal outcome perspectives in the relationship between subjective P−C fit and sustainable career outcomes. In doing so, we introduce a key mechanism to connect career actors and outcomes in the sustainable career ecosystem model, highlighting the importance of integrating individual agency, contextual influences, and evolving career meaning for the individual into a single framework. Our conceptual framework is accompanied by a set of propositions to guide future empirical investigations in sustainable careers and person-career fit research.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104157"},"PeriodicalIF":5.2,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144748989","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 : 2025-10-01Epub Date: 2025-04-01DOI: 10.1016/j.jvb.2025.104123
Chengchuan Yang , Chunyong Tang , Nan Xu
Based on person-environment fit theory and the significance of employees' sustainable employability in the transformation of human resource (HR) practices within organizations, we propose a moderated mediation model to examine how developmental HR practices are linked to employees' sustainable employability. This mechanism incorporates proactive career behaviors as a mediator and person-vocation fit as a moderator. We conducted two studies to test the hypothesized model. Study 1 utilized a scenario-based experimental design, and the results indicate that perceived developmental HR practices positively influence sustainable employability through proactive career behaviors. Study 2 employed a three-stage time-lagged data collection method and hierarchical regression analysis, replicating and extending the findings of Study 1 to support the moderating role of person-vocation fit. These findings contribute to a deeper understanding of sustainable employability by revealing the process of proactive career behaviors in the relationship between perceived developmental HR practices and sustainable employability, along with identifying the boundary condition of this relationship.
{"title":"Enhancing sustainable employability through developmental HR practices: The mediating role of proactive career behaviors and moderating role of person-vocation fit","authors":"Chengchuan Yang , Chunyong Tang , Nan Xu","doi":"10.1016/j.jvb.2025.104123","DOIUrl":"10.1016/j.jvb.2025.104123","url":null,"abstract":"<div><div>Based on person-environment fit theory and the significance of employees' sustainable employability in the transformation of human resource (HR) practices within organizations, we propose a moderated mediation model to examine how developmental HR practices are linked to employees' sustainable employability. This mechanism incorporates proactive career behaviors as a mediator and person-vocation fit as a moderator. We conducted two studies to test the hypothesized model. Study 1 utilized a scenario-based experimental design, and the results indicate that perceived developmental HR practices positively influence sustainable employability through proactive career behaviors. Study 2 employed a three-stage time-lagged data collection method and hierarchical regression analysis, replicating and extending the findings of Study 1 to support the moderating role of person-vocation fit. These findings contribute to a deeper understanding of sustainable employability by revealing the process of proactive career behaviors in the relationship between perceived developmental HR practices and sustainable employability, along with identifying the boundary condition of this relationship.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104123"},"PeriodicalIF":5.2,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145010425","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}
扫码关注我们
求助内容：
应助结果提醒方式：
京公网安备 11010802042870号