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Enhancing person-job fit: Who needs a strengths-based leader to fit their job? 加强人职匹配:谁需要适合自己工作的优势型领导?
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-08-30 DOI: 10.1016/j.jvb.2024.104044

Even though person-job fit (PJ fit) is a crucial predictor of employees' overall engagement and performance in their jobs, few studies have identified the mechanisms that enhance PJ fit during the employment relationship. Further, the models that do predict how PJ fit evolves over time are predominantly based on the idea that fit improves through individual adjustment processes by workers. This paper provides a new lens on PJ fit that is based on strengths theory, proposing that strengths-based leaders play a critical role in enhancing both dimensions of PJ fit, i.e. needs-supplies (NS) and demands-abilities (DA) fit, by encouraging employees to use their unique strengths. Furthermore, based on theorizing on substitutes for leadership, proactive career management, and situational strength theory we test the idea that high levels of proactive personality and job autonomy may partly compensate for a lack of strengths-based leadership. We collected three waves of data with two-month time lags from a representative sample of 308 Dutch workers, resulting in 906 datapoints. Results of multi-level path modeling indicate that strengths-based leadership is indeed positively related to both DA fit and NS fit and mediated by strengths use at the within-person level. Further, our results indicate that the combination of high job autonomy and high proactive personality partly compensates for the absence of strengths-based leadership on the within-person level. We conclude that strengths-based leadership is particularly important to facilitate strengths use and PJ fit of employees who have a low propensity to be proactive and/or do not have a high degree of autonomy in their job. We discuss the implications of these findings for research and practice.

尽管人职契合度(PJ fit)是预测员工整体工作投入度和工作绩效的一个重要指标,但很少有研究能够确定在雇佣关系中提高 PJ fit 的机制。此外,那些能够预测人岗契合度如何随时间演变的模型,主要是基于契合度是通过员工的个人调整过程来提高的这一观点。本文以优势理论为基础,为 PJ 适应性提供了一个新的视角,提出基于优势的领导者通过鼓励员工发挥其独特优势,在增强 PJ 适应性的两个维度(即需求-供给(NS)和需求-能力(DA)适应性)方面发挥着至关重要的作用。此外,基于领导力替代理论、积极主动的职业管理和情境优势理论,我们检验了高水平的积极主动个性和工作自主性可以部分弥补基于优势的领导力不足的观点。我们从 308 名荷兰工人的代表性样本中收集了三波数据,时间滞后两个月,共获得 906 个数据点。多层次路径建模的结果表明,基于优势的领导力确实与DA契合度和NS契合度呈正相关,并且在人的内部层面受到优势使用的中介作用。此外,我们的研究结果表明,高工作自主性和高积极主动性格的结合在一定程度上弥补了在个人内部层面上基于优势的领导力的缺失。我们的结论是,对于那些积极主动倾向较低和/或工作自主性不高的员工来说,优势领导力对于促进他们的优势使用和 PJ 适应性尤为重要。我们将讨论这些发现对研究和实践的影响。
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引用次数: 0
Me, my work and AI: How radiologists craft their work and identity 我、我的工作和人工智能:放射科医生如何打造自己的工作和身份
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-08-30 DOI: 10.1016/j.jvb.2024.104042

This study investigates the introduction of AI in the field of radiology through a multi-level analysis (individuals, organization, and profession). Drawing on in-depth interviews with 54 participants (radiologists, radiological technologists, managers, hospital directors, and engineers), we examined how radiologists perceive AI and respond through job crafting behaviors and identity work. The findings reveal three categories of job crafting: approach, avoidance, and an emerging category of identity crafting, in which actors develop strategies to redefine their identity after the introduction of AI. This study contributes to a better understanding of AI and its implications for individuals at work and, in particular, employees' use of proactive approaches to job design, along with how such approaches are shaped by organizations and professional bodies.

本研究通过多层次分析(个人、组织和职业)研究了放射学领域引入人工智能的情况。通过对 54 名参与者(放射科医生、放射技术人员、管理人员、医院院长和工程师)进行深入访谈,我们研究了放射科医生如何看待人工智能,以及如何通过工作制作行为和身份工作做出回应。研究结果揭示了三类工作塑造行为:接近、回避和新出现的身份塑造,其中行为者在引入人工智能后制定了重新定义自身身份的策略。这项研究有助于更好地理解人工智能及其对个人工作的影响,特别是员工使用积极主动的工作设计方法,以及组织和专业机构是如何塑造这些方法的。
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引用次数: 0
Blurred lines: The spillover and crossover effects of interpersonal experiences at work on family behaviors and well-being 界限模糊:工作中的人际交往经历对家庭行为和幸福的溢出效应和交叉效应
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-08-23 DOI: 10.1016/j.jvb.2024.104043

Drawing on the spillover-crossover model, we examine both the enriching and conflicting effects of interpersonal experiences at work on the family domain using experience sampling methodology with 567 daily observations from 70 couples. As a positive spillover-crossover process, we find that employees' help provision at work indirectly and positively influences couples' relationship satisfaction, employees' life satisfaction, and spouses' life satisfaction via support provision to the spouse at home. As a negative spillover-crossover process, employees' experiences of interpersonal conflict at work indirectly and negatively influence couples' relationship satisfaction and employees' life satisfaction via undermining behaviors toward the spouse at home. We further theorize and find that the negative spillover-crossover process is less pronounced when spouses are more responsive to employees' disclosures of negative work experiences. Overall, this study provides new insights regarding behavioral pathways underlying interpersonal models of the work-family interface, with important practical implications for working couples and the organizations employing them.

借鉴溢出-交叉模型,我们采用经验抽样方法,通过对 70 对夫妇的 567 次日常观察,研究了工作中的人际交往经验对家庭领域的丰富和冲突影响。我们发现,作为一个积极的溢出-交叉过程,员工在工作中提供的帮助通过在家庭中向配偶提供支持,间接地对夫妻关系满意度、员工生活满意度和配偶生活满意度产生积极影响。作为一个负溢出-交叉过程,员工在工作中的人际冲突经历会通过对家庭中配偶的破坏行为间接地、负面地影响夫妻关系满意度和员工的生活满意度。我们进一步推论并发现,当配偶对员工披露的负面工作经历反应更积极时,负面溢出-交叉过程就不那么明显。总之,这项研究为工作与家庭界面的人际模型提供了新的行为途径,对工作中的夫妻和雇用他们的组织具有重要的现实意义。
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引用次数: 0
Predicting work values: A psychology of working theory perspective 预测工作价值:工作理论心理学视角
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-08-21 DOI: 10.1016/j.jvb.2024.104030

Drawing on the perspective of the Psychology of Working Theory, this study adopted a latent change score model to examine how changes in work volition and decent work during the COVID-19 pandemic related to post-pandemic work values. We conducted a three-wave longitudinal study with 276 Chinese working adults over nearly three years. We found that higher levels of and increases in work volition positively related to increases in decent work during the pandemic. Increases in decent work also negatively related to the work value of pay and positively related to the work value of relationships. Finally, higher levels of decent work during the early stages of the pandemic were positively related to three post-pandemic work values: autonomy, relationships, and altruism. Overall, we demonstrated that the Psychology of Working Theory explains work values, contributing to a deeper understanding of how work values were influenced by the work experiences during the COVID-19 pandemic.

本研究从工作心理学理论的视角出发,采用潜在变化分值模型来考察 COVID-19 大流行期间工作意愿和体面工作的变化与大流行后工作价值观的关系。我们对 276 名中国在职成年人进行了为期近三年的三波纵向研究。我们发现,在大流行期间,较高水平的工作意愿和工作意愿的提高与体面工作的提高呈正相关。体面工作的增加还与薪酬的工作价值呈负相关,而与人际关系的工作价值呈正相关。最后,在大流行病的早期阶段,较高水平的体面工作与大流行病后的三种工作价值(自主、人际关系和利他主义)呈正相关。总之,我们证明了工作心理学理论对工作价值观的解释,有助于深入理解工作价值观是如何受到 COVID-19 大流行期间工作经历的影响的。
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引用次数: 0
The threat of electronic performance monitoring: Exploring the role of leader-member exchange on employee privacy invasion 电子绩效监控的威胁:探索领导者与成员之间的交流对侵犯员工隐私的影响
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-08-17 DOI: 10.1016/j.jvb.2024.104031

Advances in digitalization have led employers to increasingly adopt electronic performance monitoring technologies that allow supervisors to observe, analyze and evaluate not only employees' work activities, but also their cognitive and behavioral data. This has significant implications for employees' perceptions of privacy, and, in turn, for their basic needs, intrinsic motivation, and turnover intentions. However, the extent of perceiving privacy invasion may also depend on the relationship with those individuals for whom information is shared. This relationship should play a pivotal role in defining and negotiating boundaries and establishing comfort levels in information sharing. Building on communication privacy management theory and self-determination theory, we examined in three studies (two experiments and one field study) how the relationship with the supervisor (LMX) shapes the associations between (a) supervisor's use of EPM, its perceived invasiveness, and privacy invasion (Study 1, 2, 3), and (b) privacy invasion and needs, intrinsic motivation, and turnover intentions (Study 3). Specifically, we theorized that a high LMX that builds on trust should mitigate privacy invasion from invasive electronic performance monitoring. In addition, we hypothesized that high LMX can help employees cope with privacy invasion and consequently reduce need thwarting, decreased intrinsic motivation, and turnover intention. While we found some support for the role of LMX in the emergence of privacy invasion from invasive EPM, our data did not reveal that a high LMX reduces need thwarting and related outcomes due to perceived privacy invasion. This research provides timely insights with a multimethod approach into if and how the social context shapes unintended consequences from using electronic monitoring.

数字化的进步促使雇主越来越多地采用电子绩效监测技术,使主管人员不仅可以观察、分析和评估员工的工作活动,还可以观察、分析和评估员工的认知和行为数据。这对员工的隐私感知产生了重大影响,进而影响到他们的基本需求、内在动力和离职意向。不过,隐私受侵犯的程度可能还取决于与信息共享对象的关系。这种关系应在界定和协商界限以及建立信息共享的舒适度方面发挥关键作用。基于沟通隐私管理理论和自我决定理论,我们在三项研究(两项实验和一项实地研究)中考察了与主管的关系(LMX)如何影响(a)主管对 EPM 的使用、其感知到的侵犯性和隐私侵犯(研究 1、2、3),以及(b)隐私侵犯与需求、内在动机和离职意向(研究 3)之间的关联。具体来说,我们假设建立在信任基础上的高LMX应能减轻电子绩效监控对隐私的侵犯。此外,我们还假设,高 LMX 可以帮助员工应对隐私侵犯,从而减少需求受挫、内在动机下降和离职意向。虽然我们发现 LMX 在入侵性 EPM 侵犯隐私的出现中发挥了一定的作用,但我们的数据并未显示高 LMX 能减少需求挫败以及因感知到隐私被侵犯而导致的相关结果。这项研究采用多种方法,及时揭示了社会环境是否以及如何影响使用电子监控的意外后果。
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引用次数: 0
The bittersweet nature of adult family caregiving on workplace behaviors and attitudes 成人家庭护理对工作场所行为和态度的苦乐影响
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-08-07 DOI: 10.1016/j.jvb.2024.104029

Family caregivers, who are managing the demands of work while simultaneously giving care to an adult family member, are a growing segment of the workforce. The current paper explores the struggle and joys of family caregiving employees, who manage work demands while simultaneously caring for an adult family member. We developed and tested a theoretical model of 311 family caregivers in the U.S. workforce that considered the simultaneous demands (burdens) and resources (gains) paths using the theoretical framework of the work-home resources model (ten Brummelhuis & Bakker, 2012). Further, we consider the role that these play as the family domain spilled over into the work domain and had both behavioral and affective outcomes. We found that family caregiving operated on simultaneous separate paths, confirming the bittersweet nature of the phenomenon. Through a demands path we found caregiving burdens contributed to experiences of family-work conflict and required greater work concessions (job and career) while also reducing job satisfaction. At the same time, through a resources path we found caregiving gains contributed to experiences of family-work enrichment and contributed to satisfaction (job and life) but did not reduce the need for work concessions. As such, considering caregiving burdens and gains simultaneously helps us to understand that, although caregiving results in more work concessions, it also improves employees' overall satisfaction.

家庭照顾者在照顾成年家庭成员的同时还要兼顾工作需求,他们在劳动力队伍中的比例越来越大。本文探讨了提供家庭照顾的员工的挣扎与喜悦,他们在满足工作需求的同时还要照顾成年家庭成员。我们利用工作-家庭资源模型(ten Brummelhuis & Bakker,2012 年)的理论框架,开发并测试了美国劳动力队伍中 311 名家庭照顾者的理论模型,该模型考虑了需求(负担)和资源(收益)同时存在的路径。此外,我们还考虑了这些因素在家庭领域蔓延到工作领域并产生行为和情感结果时所发挥的作用。我们发现,家庭护理同时在不同的路径上运行,这证实了这一现象的苦乐交织性质。通过需求路径,我们发现照顾家庭的负担导致了家庭与工作之间的冲突,需要在工作上做出更大的让步(工作和事业),同时也降低了工作满意度。与此同时,通过资源路径,我们发现护理收益有助于丰富家庭工作体验,提高满意度(工作和生活),但并没有减少工作让步的需求。因此,同时考虑照护负担和照护收益有助于我们理解,虽然照护会导致更多的工作让步,但也会提高员工的整体满意度。
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引用次数: 0
Technology and the changing nature of work 技术与不断变化的工作性质
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-07-25 DOI: 10.1016/j.jvb.2024.104028

The conceptualization of work and careers has evolved with technological advancements. From the steam engine to the internet, and now to digital technologies like AI and robotics, each era has redefined employment. These innovations offer safer, more meaningful work and broaden access. However, they also bring challenges such as the need for new skills and constant adaptation. This special issue includes nine papers exploring themes like lifelong learning, access to work, human agency, and ethical dimensions. The research highlights the need for continuous skill development, equitable access, and informed policy-making to harness the benefits of technology while mitigating its risks.

随着技术的进步,工作和职业的概念也在不断演变。从蒸汽机到互联网,再到现在的人工智能和机器人等数字技术,每个时代都在重新定义就业。这些创新提供了更安全、更有意义的工作,并扩大了就业机会。然而,它们也带来了挑战,如需要新技能和不断适应。本特刊收录了九篇论文,探讨了终身学习、工作机会、人的能动性和道德层面等主题。这些研究强调了持续技能发展、公平获取和知情决策的必要性,以便在利用技术优势的同时降低其风险。
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引用次数: 0
Showing authentic examples of academic and career trajectories to influence college students' career exploration 展示真实的学术和职业发展轨迹实例,影响大学生的职业探索
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-07-23 DOI: 10.1016/j.jvb.2024.104026

College students increasingly use digital information resources to help them make academic and career decisions, but the effects of digital information tools on students' career exploration outcomes are not well understood. We investigate the impact of an online tool that shows the full sequence of course enrollments and the first career destination of recent graduates with matched interests. We conducted a randomized controlled experiment with 234 undergraduate students at a U.S. university to examine the tool's impact on students' career exploration outcomes, specifically their self-efficacy in academic planning for career exploration and behavioral intentions for career exploration. We did not find clear evidence that the tool increased students' self-efficacy and behavioral intentions. However, our exploratory analysis shows that the tool benefited students who were at a later stage in their career decision-making process. We also found that students' awareness of official information sources from archival student records and awareness of holistic information that combines academic and career decisions are important predictors of self-efficacy and behavioral intentions. This study presents a nuanced view of the potential of digital tools to enhance career exploration outcomes through information support. It has important implications for institutional administrators to integrate existing digital resources with traditional career services, creating a more comprehensive support system for students.

大学生越来越多地使用数字信息资源来帮助他们做出学业和职业决定,但数字信息工具对学生职业探索结果的影响却不甚了解。我们研究了一个在线工具的影响,该工具显示了兴趣相匹配的应届毕业生的全部课程注册顺序和第一个职业目的地。我们对美国一所大学的 234 名本科生进行了随机对照实验,以考察该工具对学生职业探索结果的影响,特别是他们在职业探索的学业规划中的自我效能以及职业探索的行为意向。我们没有发现明确的证据表明该工具提高了学生的自我效能感和行为意向。不过,我们的探索性分析表明,该工具有利于处于职业决策过程后期的学生。我们还发现,学生对来自学生档案的官方信息来源的认识,以及对结合学业和职业决策的整体信息的认识,是自我效能感和行为意向的重要预测因素。本研究从细微处探讨了数字工具通过信息支持提高职业探索结果的潜力。它对机构管理者整合现有数字资源与传统职业服务,为学生创建一个更全面的支持系统具有重要意义。
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引用次数: 0
Technological support for lifelong learning: The application of a multilevel, person-centric framework 为终身学习提供技术支持:以人为本的多层次框架的应用
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-07-18 DOI: 10.1016/j.jvb.2024.104027

21st century career development is increasingly characterized by recurring participation in work-related skill learning, much of which is mediated by technology. However, integration of this technology into work-related lifelong learning contexts has been relatively atheoretical and non-systematic. Building on interdisciplinary adult learning research and our findings from several studies on an online graduate degree program in a high demand STEM field, we propose a multilevel, person-centric framework of adult learning processes related to: (1) knowledge and skill acquisition, (2) the development and maintenance of motivation and wellbeing over time, and (3) transfer of learning to career-related goals. For each level of the framework, we discuss issues related to the measurement and evaluation of learning. We outline affordances (i.e., functional benefits) of technology (including artificial intelligence) for supporting career-related learning at each level, and present future directions related to major gaps in the field's understanding of these affordances. Throughout the final section, we illustrate the implications of our framework with examples of its use in a research institute focused on AI adult learning technologies. Finally, we present guiding questions for researchers and practitioners interested in technology-mediated career-related learning.

21 世纪职业发展的特点越来越多地表现为经常参加与工作相关的技能学习,其中大部分学习是以技术为媒介的。然而,将这种技术整合到与工作相关的终身学习环境中的做法相对缺乏理论性和系统性。基于跨学科的成人学习研究以及我们对一个高需求 STEM 领域的在线研究生学位课程的几项研究结果,我们提出了一个多层次的、以人为中心的成人学习过程框架,该框架与以下几个方面有关:(1) 知识和技能的获得,(2) 学习动机和幸福感的发展和长期保持,以及 (3) 将所学知识转化为与职业相关的目标。针对该框架的每个层次,我们讨论了与学习的衡量和评估有关的问题。我们概述了技术(包括人工智能)在每个层次上支持职业相关学习的能力(即功能优势),并介绍了与该领域对这些能力的理解存在的主要差距有关的未来发展方向。在最后一节中,我们将举例说明我们的框架在一家专注于人工智能成人学习技术的研究机构中的应用。最后,我们为对以技术为媒介的职业相关学习感兴趣的研究人员和从业人员提出了指导性问题。
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引用次数: 0
A transactional model of career adaptability: Longitudinal links between parental career-related behaviors, parent-child relationship, and career adaptability among Chinese adolescents 职业适应性的交易模型:父母职业相关行为、亲子关系与中国青少年职业适应性之间的纵向联系
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-07-14 DOI: 10.1016/j.jvb.2024.104025

Although prior studies have established that parental involvement affects career adaptability, few if any have investigated the reciprocal effect of career adaptability on parental involvement. Based on career construction theory and the transactional model of development, this study aimed to examine the bidirectional associations between specific parental career-related behaviors (i.e., support, interference, and lack of engagement), the parent-child relationship, and career adaptability. A three-wave longitudinal design was used to collect data from 3837 Chinese adolescents (Mage = 16.68, SD = 0.45, 52 % females) at three time points with 1-year intervals. The results revealed: (a) bidirectional relationships between support and career adaptability; (b) bidirectional relationships between parent-child relationship and career adaptability, an association that became stronger during the transition from grade 11 to grade 12; (c) bidirectional relationships between the three different parental career-related behaviors and the parent-child relationship. No difference in strength was observed between the parent-driven effect and the child-driven effect. Remarkably, the parent-child relationship was more strongly associated with career adaptability than with any specific parental career-related behavior. Two potential mechanisms were also identified: (a) the cumulative influence of support on the development of career adaptability and vice versa; (b) a longitudinal mediating role of the parent-child relationship between parental career-related behaviors and career adaptability. This study suggests that career adaptability can develop from career-related support and positive parent-child relationship. Relevant interventions could be integrated into educational and counseling programs to equip parents with effective strategies for supporting their children's career development.

尽管之前的研究已经证实父母的参与会影响职业适应性,但很少有研究探讨职业适应性对父母参与的相互影响。本研究以职业建构理论和发展的交易模型为基础,旨在考察父母与职业相关的具体行为(即支持、干涉和缺乏参与)、亲子关系和职业适应性之间的双向关联。研究采用三波纵向设计,收集了3837名中国青少年(年龄=16.68,标准差=0.45,52%为女性)在三个时间点的数据,每个时间点间隔1年。研究结果表明:(a)支持与职业适应性之间存在双向关系;(b)亲子关系与职业适应性之间存在双向关系,这种关系在 11 年级向 12 年级过渡期间变得更加紧密;(c)父母三种不同的职业相关行为与亲子关系之间存在双向关系。在父母驱动效应和子女驱动效应之间没有观察到强度上的差异。值得注意的是,亲子关系与职业适应性的关系比与任何特定的父母职业相关行为的关系更为密切。研究还发现了两种潜在的机制(a) 支持对职业适应性发展的累积影响,反之亦然;(b) 亲子关系在父母职业相关行为和职业适应性之间的纵向中介作用。这项研究表明,职业适应性可以从与职业相关的支持和积极的亲子关系中发展起来。可将相关干预措施纳入教育和咨询计划,使父母掌握支持子女职业发展的有效策略。
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引用次数: 0
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Journal of Vocational Behavior
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