Pub Date : 2025-08-25DOI: 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.
{"title":"Social inequality in career trajectories: How occupations shape unequal task allocation between social groups","authors":"Andrea Wessendorf , Rasmus Pichler","doi":"10.1016/j.jvb.2025.104173","DOIUrl":"10.1016/j.jvb.2025.104173","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104173"},"PeriodicalIF":5.2,"publicationDate":"2025-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144899816","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 : 2025-08-23DOI: 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.
{"title":"Living a value-based work life: Individual values as predictors of career outcomes","authors":"Marne L. Arthaud-Day , Joseph C. Rode , Kyle Bradley","doi":"10.1016/j.jvb.2025.104172","DOIUrl":"10.1016/j.jvb.2025.104172","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104172"},"PeriodicalIF":5.2,"publicationDate":"2025-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144899866","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 : 2025-08-20DOI: 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.
{"title":"Employee flourishing and moral obligation in extreme conditions","authors":"Baniyelme D. Zoogah , William Y. Degbey , Felicity Asiedu-Appiah , Chidiebere Ogbonnaya , Benjamin Laker","doi":"10.1016/j.jvb.2025.104171","DOIUrl":"10.1016/j.jvb.2025.104171","url":null,"abstract":"<div><div>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: <em>N</em> = 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 (<em>N</em> = 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 (<em>N</em> = 112), we examine the mechanism and dynamics by which moral obligation influences employee flourishing. Study 4, a replication (<em>N</em> = 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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104171"},"PeriodicalIF":5.2,"publicationDate":"2025-08-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144899658","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 : 2025-08-11DOI: 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.
{"title":"Employability as antecedent of eudaimonic wellbeing at work: The mediating role of work meaningfulness","authors":"Marija Davcheva , Vicente González-Romá , Pascale Le Blanc , Ana Hernández , Inés Tomás","doi":"10.1016/j.jvb.2025.104170","DOIUrl":"10.1016/j.jvb.2025.104170","url":null,"abstract":"<div><div>Employee eudaimonic wellbeing is crucial for sustainable performance, health, and quality of work life. However, research is needed to understand <em>what</em> shapes eudaimonic wellbeing <em>at work</em> (EWW), and <em>how</em> and <em>why</em>. 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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104170"},"PeriodicalIF":5.2,"publicationDate":"2025-08-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144830969","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 : 2025-08-04DOI: 10.1016/j.jvb.2025.104166
Ioannis Kratsiotis , Wladislaw Rivkin , Nicholas Theodorakopoulos , Charlotte Hohnemann
Previous research drawing on the Self-Determination Theory has demonstrated that the satisfaction of each basic psychological need for autonomy, competence, and relatedness exhibits unique positive effects on employee well-being independent of the satisfaction of the other needs (i.e., additive hypothesis). In comparison, more recent theorizing has suggested taking a more holistic view of needs satisfaction by proposing that the equal satisfaction of each need relative to the other needs contributes to wellbeing beyond the overall satisfaction of the three needs (i.e., balance hypothesis). The present study aims to expand our understanding of the balance hypothesis. We propose that leader and colleagues’ support jointly contribute to balanced needs satisfaction, which promotes positive affect that in turn enriches home-domain wellbeing (i.e., subjective vitality). We integrate Self-Determination Theory and the Work-Home Resources model to suggest that beyond the satisfaction of each independent need, balanced needs satisfaction serves as a mechanism linking workplace support to the transfer of volatile energetic resources (positive affect) across domains. A diary study across 10 workdays with N=85 employees offers support for our research model as we find that joint leader and colleague support are indirectly related to home-domain subjective vitality via the balanced satisfaction of the basic psychological needs and positive affect. Supplementary analysis using Latent Profile Analysis (LPA) further corroborates the distinct contribution of balanced needs satisfaction to well-being. We subsequently discuss the theoretical and practical implications of our findings.
{"title":"The sum is larger than its parts: The daily interplay of leader and colleague support in facilitating employee well-being through balanced needs satisfaction and positive affect","authors":"Ioannis Kratsiotis , Wladislaw Rivkin , Nicholas Theodorakopoulos , Charlotte Hohnemann","doi":"10.1016/j.jvb.2025.104166","DOIUrl":"10.1016/j.jvb.2025.104166","url":null,"abstract":"<div><div>Previous research drawing on the Self-Determination Theory has demonstrated that the satisfaction of each basic psychological need for autonomy, competence, and relatedness exhibits unique positive effects on employee well-being independent of the satisfaction of the other needs (i.e., additive hypothesis). In comparison, more recent theorizing has suggested taking a more holistic view of needs satisfaction by proposing that the equal satisfaction of each need relative to the other needs contributes to wellbeing beyond the overall satisfaction of the three needs (i.e., balance hypothesis). The present study aims to expand our understanding of the balance hypothesis. We propose that leader and colleagues’ support jointly contribute to balanced needs satisfaction, which promotes positive affect that in turn enriches home-domain wellbeing (i.e., subjective vitality). We integrate Self-Determination Theory and the Work-Home Resources model to suggest that beyond the satisfaction of each independent need, balanced needs satisfaction serves as a mechanism linking workplace support to the transfer of volatile energetic resources (positive affect) across domains. A diary study across 10 workdays with N=85 employees offers support for our research model as we find that joint leader and colleague support are indirectly related to home-domain subjective vitality via the balanced satisfaction of the basic psychological needs and positive affect. Supplementary analysis using Latent Profile Analysis (LPA) further corroborates the distinct contribution of balanced needs satisfaction to well-being. We subsequently discuss the theoretical and practical implications of our findings.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104166"},"PeriodicalIF":5.2,"publicationDate":"2025-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144766846","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 : 2025-07-28DOI: 10.1016/j.jvb.2025.104158
Rowena Blokker , Jos Akkermans , Y. Ngoc Nhu Nguyen , Svetlana Khapova , Paul Jansen
Although scholarly work has demonstrated that career competencies are essential for a successful school-to-work transition, individual differences in career competencies have rarely been studied. This is problematic, because it has prevented researchers from attaining a more fine-grained understanding of how specific patterns of career competencies may help different individuals navigate this transition successfully. Therefore, using latent profile analysis (LPA), this paper examines: (a) different configurations (i.e., profiles) of career competencies; (b) predictors of profile membership; and (c) the impact of these profiles on school-to-work transition outcomes. Sample 1 (n = 544) revealed six distinct career competency profiles that emerge in the final year of education: the underdeveloped, drifter, social explorer, seeker, navigator, and mature profiles. In addition to the level difference between the navigator and mature profiles, there were shape differences among the remaining profiles. Sample 2 (nT1 = 1388) replicated the six profiles and revealed that the career competency profiles in individuals' final year in education predicted employment status, perceived employability, underemployment, and perceived transition satisfaction one year after graduation. Results on age, sex, and work experience as predictors of profile membership were mixed. Overall, this study contributes to the school-to-work transition literature by highlighting the importance of considering individual differences in career competencies for school-to-work transition success.
{"title":"Beyond one-size-fits-all in school-to-work transition success: The role of career competency profiles","authors":"Rowena Blokker , Jos Akkermans , Y. Ngoc Nhu Nguyen , Svetlana Khapova , Paul Jansen","doi":"10.1016/j.jvb.2025.104158","DOIUrl":"10.1016/j.jvb.2025.104158","url":null,"abstract":"<div><div>Although scholarly work has demonstrated that career competencies are essential for a successful school-to-work transition, individual differences in career competencies have rarely been studied. This is problematic, because it has prevented researchers from attaining a more fine-grained understanding of how specific patterns of career competencies may help different individuals navigate this transition successfully. Therefore, using latent profile analysis (LPA), this paper examines: (a) different configurations (i.e., profiles) of career competencies; (b) predictors of profile membership; and (c) the impact of these profiles on school-to-work transition outcomes. Sample 1 (<em>n</em> = 544) revealed six distinct career competency profiles that emerge in the final year of education: the <em>underdeveloped, drifter, social explorer, seeker, navigator,</em> and <em>mature</em> profiles. In addition to the level difference between the <em>navigator</em> and <em>mature</em> profiles, there were shape differences among the remaining profiles. Sample 2 (<em>n</em><sup><em>T1</em></sup> = 1388) replicated the six profiles and revealed that the career competency profiles in individuals' final year in education predicted employment status, perceived employability, underemployment, and perceived transition satisfaction one year after graduation. Results on age, sex, and work experience as predictors of profile membership were mixed. Overall, this study contributes to the school-to-work transition literature by highlighting the importance of considering individual differences in career competencies for school-to-work transition success.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"161 ","pages":"Article 104158"},"PeriodicalIF":5.2,"publicationDate":"2025-07-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144724606","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 : 2025-07-24DOI: 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":"2025-07-24","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 : 2025-07-17DOI: 10.1016/j.jvb.2025.104156
Pamela A. Suzanne , Yasmeen Makarem , Nadine A. Veldsman , Evgenia I. Lysova , Alexander Glosenberg
The Sustainable Development Goals (SDGs) have become a central global framework for addressing interconnected development challenges. The article explores vocational psychology as a central analytic framework for understanding sustainable development by illustrating how the field may provide a deeper grasp and give visibility to the individual-level factors that influence SDG attainment. Inspired by papers published in the Journal of Vocational Behavior, the article proposes topics, research questions, theories, and methods that might prove particularly relevant to inform the SDGs, encouraging vocational psychology scholars to expand on the field's valuable yet underutilized perspective for examining the dynamics of global issues.
可持续发展目标（sdg）已成为应对相互关联的发展挑战的核心全球框架。本文探讨了职业心理学作为理解可持续发展的核心分析框架，说明了该领域如何能够更深入地掌握和了解影响可持续发展目标实现的个人层面因素。受发表在《职业行为杂志》（Journal of Vocational Behavior）上的论文的启发，本文提出了可能与可持续发展目标特别相关的主题、研究问题、理论和方法，鼓励职业心理学学者拓展该领域有价值但未被充分利用的视角，以研究全球问题的动态。
{"title":"Making impact through vocational behavior research: Engaging with the Sustainable Development Goals","authors":"Pamela A. Suzanne , Yasmeen Makarem , Nadine A. Veldsman , Evgenia I. Lysova , Alexander Glosenberg","doi":"10.1016/j.jvb.2025.104156","DOIUrl":"10.1016/j.jvb.2025.104156","url":null,"abstract":"<div><div>The Sustainable Development Goals (SDGs) have become a central global framework for addressing interconnected development challenges. The article explores vocational psychology as a central analytic framework for understanding sustainable development by illustrating how the field may provide a deeper grasp and give visibility to the individual-level factors that influence SDG attainment. Inspired by papers published in the Journal of Vocational Behavior, the article proposes topics, research questions, theories, and methods that might prove particularly relevant to inform the SDGs, encouraging vocational psychology scholars to expand on the field's valuable yet underutilized perspective for examining the dynamics of global issues.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104156"},"PeriodicalIF":5.2,"publicationDate":"2025-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144669888","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 : 2025-07-14DOI: 10.1016/j.jvb.2025.104155
Ping Jiang , Boqiang Zong , Jun Liu
The impostor phenomenon is a significant issue that may hinder contemporary workers' career development. How do people adjust their behaviors at work due to this unpleasant experience? In this study, we utilize conservation of resources theory to posit that entertaining workplace impostor thoughts is positively associated with risk aversion. This, in turn, has dual effects on organizations—decreasing workplace deviance while simultaneously impeding creativity. Additionally, we propose that competitive psychological climate moderates and strengthens the effects of workplace impostor thoughts on risk aversion, as well as the indirect effects of workplace impostor thoughts on workplace deviance and creativity via risk aversion, such that these relationships are stronger under conditions of a highly competitive psychological climate. Results from a time-lagged critical incident technique analysis and a multi-wave, multi-source field survey lend support to our theoretical framework and hypotheses. We discuss the theoretical and practical implications of these findings and outline future research directions.
{"title":"Workplace impostor thoughts are positively associated with risk aversion: Implications for workplace deviance and creativity","authors":"Ping Jiang , Boqiang Zong , Jun Liu","doi":"10.1016/j.jvb.2025.104155","DOIUrl":"10.1016/j.jvb.2025.104155","url":null,"abstract":"<div><div>The impostor phenomenon is a significant issue that may hinder contemporary workers' career development. How do people adjust their behaviors at work due to this unpleasant experience? In this study, we utilize conservation of resources theory to posit that entertaining workplace impostor thoughts is positively associated with risk aversion. This, in turn, has dual effects on organizations—decreasing workplace deviance while simultaneously impeding creativity. Additionally, we propose that competitive psychological climate moderates and strengthens the effects of workplace impostor thoughts on risk aversion, as well as the indirect effects of workplace impostor thoughts on workplace deviance and creativity via risk aversion, such that these relationships are stronger under conditions of a highly competitive psychological climate. Results from a time-lagged critical incident technique analysis and a multi-wave, multi-source field survey lend support to our theoretical framework and hypotheses. We discuss the theoretical and practical implications of these findings and outline future research directions.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"161 ","pages":"Article 104155"},"PeriodicalIF":5.2,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144622586","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 : 2025-07-10DOI: 10.1016/j.jvb.2025.104154
Julian Voigt , Karoline Strauss
Artificial Intelligence (AI) is rapidly entering the workplace, changing the way people work and affecting their careers. This integration raises critical questions about the capabilities employees need to maintain a positive outlook on the rise of AI and the future of their career. We explore how goal reengagement capacities shape the impact of human-AI interaction. In two experimental studies, we develop a moderated mediation model in which goal reengagement capacities moderate the path from AI interaction (vs. a control group) through perceived threat of AI to career-related optimism. Using two experimental studies with students (N = 355) and full-time employees (N = 186), we show that individuals' goal reengagement capacities moderate the indirect relationship between AI interaction and career-related optimism via perceived threat of AI, such that this indirect effect is negative for those with low goal reengagement capacities and positive for those with high goal reengagement capacities. Our findings underscore the value of letting go of previously held goals and embracing new ones as AI reshapes the world of work, and highlight goal reengagement capacities as critical for maintaining career optimism in an AI-transformed workplace.
{"title":"Let it go and embrace something new: How goal reengagement capacities moderate the effect of interacting with artificial intelligence on career optimism","authors":"Julian Voigt , Karoline Strauss","doi":"10.1016/j.jvb.2025.104154","DOIUrl":"10.1016/j.jvb.2025.104154","url":null,"abstract":"<div><div>Artificial Intelligence (AI) is rapidly entering the workplace, changing the way people work and affecting their careers. This integration raises critical questions about the capabilities employees need to maintain a positive outlook on the rise of AI and the future of their career. We explore how goal reengagement capacities shape the impact of human-AI interaction. In two experimental studies, we develop a moderated mediation model in which goal reengagement capacities moderate the path from AI interaction (vs. a control group) through perceived threat of AI to career-related optimism. Using two experimental studies with students (<em>N</em> = 355) and full-time employees (<em>N</em> = 186), we show that individuals' goal reengagement capacities moderate the indirect relationship between AI interaction and career-related optimism via perceived threat of AI, such that this indirect effect is negative for those with low goal reengagement capacities and positive for those with high goal reengagement capacities. Our findings underscore the value of letting go of previously held goals and embracing new ones as AI reshapes the world of work, and highlight goal reengagement capacities as critical for maintaining career optimism in an AI-transformed workplace.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"161 ","pages":"Article 104154"},"PeriodicalIF":5.2,"publicationDate":"2025-07-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144622588","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}
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