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How future work self salience shapes the effects of interacting with artificial intelligence 未来工作的自我显著性如何影响与人工智能互动的效果
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-09-10 DOI: 10.1016/j.jvb.2024.104054
Julian Voigt , Karoline Strauss

The rapid rise of artificial intelligence (AI) is transforming the world of work, leaving individuals wondering what AI means for the future of their career. The current research investigates the moderating role of future work self salience (FWSS) on the effect of interacting with AI on perceived control over one's future work self and proactive career behavior. In a first longitudinal experiment with full-time employees in the UK (N = 174), participants interacting with AI to solve a task (compared to a control group) experienced increased perceived control over their future work self when FWSS was high, in contrast to those with low FWSS. We replicated this pattern in a second longitudinal study with German business students (N = 208). Building on these findings, a third longitudinal experiment with German full-time employees (N = 155) extended the model by demonstrating a moderated mediation: for individuals with high FWSS, AI interaction increased perceived control over the future work self and thus promoted proactive career behavior. In contrast, perceived control and proactive career behavior decreased for those with low FWSS. This research demonstrates the potential impact of AI interactions on work-related outcomes, offering critical insights for both theory and practice.

人工智能(AI)的迅速崛起正在改变工作世界,让人们不禁要问,人工智能对他们未来的职业生涯意味着什么。目前的研究调查了未来工作自我显著性(FWSS)对与人工智能互动对未来工作自我感知控制和主动职业行为影响的调节作用。在第一项以英国全职雇员(N = 174)为对象的纵向实验中,与人工智能互动解决任务的参与者(与对照组相比)在FWSS较高的情况下,对未来工作自我的感知控制能力会增强,与FWSS较低的情况形成鲜明对比。我们在第二项纵向研究中复制了这一模式,研究对象是德国商科学生(N = 208)。在这些研究结果的基础上,我们对德国全职雇员(人数= 155)进行了第三次纵向实验,通过证明调节中介作用扩展了这一模型:对于全职工作自我满意度高的人来说,人工智能互动增强了他们对未来工作自我的感知控制力,从而促进了积极主动的职业行为。相反,对于 FWSS 值低的人来说,感知到的控制力和积极主动的职业行为都有所下降。这项研究证明了人工智能互动对工作相关结果的潜在影响,为理论和实践提供了重要启示。
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引用次数: 0
Others matter when mothers return: An investigation of relational movement and its role in post-maternity leave reentry transitions 母亲回归时,他人很重要:对关系流动及其在产假后重返社会中的作用的调查
IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-09-10 DOI: 10.1016/j.jvb.2024.104045
Dana McDaniel Sumpter , Danna Greenberg , Emily Rosado-Solomon

Post-maternity leave reentry, the period when mothers return to work following a maternity leave, is a profound transition in a woman's life that often sets the foundation for her work and career progression. While scholars have looked at the intraindividual aspects of this transition, the experience of reentry extends beyond the returning mother. This transition occurs in a dynamic relational and organizational system that impacts a returning mother's adjustment to work. In this study, we bring relational dynamics to the forefront of this transition as we examine how and why returning mothers' work-based relationships shift during reentry and the implications this has for returning mothers' readjustment. Drawing on qualitative data from academic mothers' retrospective accounts of their reentry transitions, our findings reveal that returning mothers experience relational movement, defined as perceived shifts in one's relational experiences. Our findings provide evidence of how relational movement plays a role in facilitating returning mothers' well-being as they readjust to work. Our theorizing of how and why relational movement occurs during reentry transitions brings to focus the complex, changing nature of women's relationships with colleagues during this time, as well as implications for women's broader workplace and career experiences.

产假后重返工作岗位,即母亲在休完产假后重返工作岗位的时期,是妇女生活中的一次深刻转变,往往为其工作和职业发展奠定了基础。虽然学者们关注的是这一转变的个人内部方面,但重返工作岗位的经历却超出了重返工作岗位的母亲的范围。这种转变发生在一个动态的关系和组织系统中,影响着回归母亲对工作的适应。在本研究中,我们将关系动态引入这一过渡的前沿,研究重返职场的母亲在重返职场期间与工作的关系如何以及为何发生转变,以及这对重返职场的母亲重新适应工作的影响。我们的研究结果表明,重返职场的母亲们经历了关系的转变,这种转变被定义为个人关系经历中可感知的变化。我们的研究结果提供了证据,证明在重返职场的母亲重新适应工作的过程中,关系流动是如何在促进她们的幸福感方面发挥作用的。我们对重返职场的过渡时期如何以及为什么会发生关系运动进行了理论分析,使人们更加关注妇女在此期间与同事关系的复杂性和变化性,以及对妇女更广泛的工作场所和职业经历的影响。
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引用次数: 0
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
Marianne van Woerkom , Robin Bauwens , Sait Gürbüz , Evelien Brouwers

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
Fabienne Perez , Neil Conway , Jonathan Peterson , Olivier Roques

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
Remus Ilies , Jingxian Yao , Helen Pluut , Alyssa X. Liang , Qingxiong (Derek) Weng

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
Chengjie Chang , Chunyu Zhang , Bryan J. Dik

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
Mauren S. Wolff , Jerod C. White , Martin Abraham , Claus Schnabel , Luisa Wieser , Cornelia Niessen

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
Dawn S. Carlson , Matthew J. Quade , Min (Maggie) Wan , K. Michele Kacmar

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
Tara S. Behrend , Daniel M. Ravid , Cort W. Rudolph

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
Youjie Chen, René F. Kizilcec

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
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Journal of Vocational Behavior
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