Journal of Vocational Behavior最新文献

{"title":"High-performance work practices and job embeddedness: A comprehensive test","authors":"Kohyar Kiazad ,&nbsp;Peter Hom ,&nbsp;Gary Schwarz ,&nbsp;Alexander Newman ,&nbsp;Brooks Holtom","doi":"10.1016/j.jvb.2024.104066","DOIUrl":"10.1016/j.jvb.2024.104066","url":null,"abstract":"<div><div>Using Conservation of Resources (COR) theory, we developed and tested a theoretical model linking high-performance work practices (HPWPs) to employees' quit intentions and job performance via their occupational, organizational, and job-role embeddedness. We also investigated how family embeddedness (FE) in the organization moderated those indirect relationships, addressing long-neglected <em>family</em> influence on HPWP outcomes. For a broad test of model generalizability, we combined multisource data (<em>n</em> = 1663) from four countries (China, Malaysia, Pakistan, and USA) and established that occupational, organizational, and job-role embeddedness are uniquely important mechanisms translating HPWP effects onto employees' quit intentions and job performance. Crucially, our findings challenge the prevalent view that HPWPs influence staying and performing in uniformly <em>positive</em> ways, as well as the nascent view that FE promotes staying. In fact, we find consistent evidence that HPWPs engender thoughts of leaving by increasing occupational embeddedness and diminish performance contributions by increasing organizational embeddedness. Furthermore, our test provides robust evidence that FE can operate as a “pull-to-leave” factor—either by <em>strengthening positive</em> indirect effects or <em>weakening negative</em> indirect effects of HPWPs on quit intentions.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104066"},"PeriodicalIF":5.2,"publicationDate":"2024-11-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142700056","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The impacts of supervisory information communication technology (ICT) demands after hours on employee proactive behavior and unethical behavior at work: An attribution perspective","authors":"Shenjiang Mo ,&nbsp;Wenqing Yu ,&nbsp;Yanran Fang ,&nbsp;Yi Su ,&nbsp;Yu Zhao","doi":"10.1016/j.jvb.2024.104065","DOIUrl":"10.1016/j.jvb.2024.104065","url":null,"abstract":"<div><div>It is not unusual that employees are required by their supervisors to stay accessible and responsive to work during nonwork time in the digitalized workplace. Yet, we know little about how and when supervisory information communication technology (ICT) demands after hours influence employee behavior at work. Drawing on attribution theory, our research aims to unpack the underlying mechanisms that transmit the effects of supervisory ICT demands after hours on employee proactive behavior and unethical behavior at work. We collected data from 397 employees in a media company (Study 1) and 493 employees in a retail corporation (Study 2) in East China, both using a three-wave time-lagged design. Results showed that supervisory ICT demands after hours positively related to employee proactive behavior through employees' performance-promotion attribution. Employees' self-serving attribution mediated the positive association between such demands and employee unethical behavior. Moreover, ICT centrality strengthened the indirect relationship between supervisory ICT demands after hours and employee proactive behavior. Specifically, this indirect relationship was stronger (vs. weaker) when employees perceived higher (vs. lower) ICT centrality. Theoretical and practical implications are discussed.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104065"},"PeriodicalIF":5.2,"publicationDate":"2024-11-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142696390","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}

{"title":"Eye of the beholder: A meta-analysis of personality traits' relationships with psychological contract breach and job performance","authors":"Youngduk Lee ,&nbsp;Christopher M. Berry ,&nbsp;Rebecca Rees","doi":"10.1016/j.jvb.2024.104064","DOIUrl":"10.1016/j.jvb.2024.104064","url":null,"abstract":"<div><div>Psychological contract breach (PCB) is a subjective perception that one's employer has failed to live up to promised obligations. Because PCB is subjective, personality traits should play an important role. However, existing research on the relationships between personality traits and PCB is scattered and explores a variety of subsets of personality traits, with little agreement on which traits are most important to PCB. Thus, we focus on personality traits selected based on insights from a reneging-incongruence framework suggesting that personality traits will be important to the degree that they influence the likelihood that employees are targeted for a “real” PCB (i.e., reneging) or bias their perspective of their PCB (i.e., incongruence). Further, drawing from social exchange theory, we examined PCB as a mechanism by which personality traits relate to job performance. Meta-analytic results indicated that the multiple correlation between personality traits and PCB was <em>R</em> = 0.34, and they continued to account for variance in PCB beyond social exchange quality. Emotional stability and equity sensitivity were the strongest predictors of PCB. Results also demonstrated that PCB mediates the relationships equity sensitivity and emotional stability have with task performance, organizational citizenship behavior, and counterproductive work behavior, even controlling for job satisfaction as an alternative mediator.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104064"},"PeriodicalIF":5.2,"publicationDate":"2024-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142696391","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}

{"title":"Does grade point average have a long-lasting impact on career success later in life? A resource caravans' perspective from adolescence to mid-career","authors":"Bryndís D. Steindórsdóttir ,&nbsp;Jan Ketil Arnulf ,&nbsp;Hans M. Norbom","doi":"10.1016/j.jvb.2024.104063","DOIUrl":"10.1016/j.jvb.2024.104063","url":null,"abstract":"<div><div>We draw on a resource caravans' perspective to explain pathways to career success among a longitudinal sample, covering the first 15 years of their careers. By applying a latent growth model, we investigate how the role of university grade point average (GPA) on career success changes across time. The results from latent growth curve analysis revealed that GPA was not positively related to initial levels of career success (i.e., salary and leadership level), however, GPA was positively related to increases in career success over time and positively related to subjective career success. These findings indicate that the positive impact of GPA on career success accumulates over time, in line with the resource caravans and gain spirals of conservation of resources theory. Further, we examine the joint role of GPA and affective-identity motivation to lead (MTL) measured at the start of university studies to explain growth in career success over time. As expected, affective identity MTL moderated the relationship between GPA and leadership level, salary level and subjective career success, such that the positive relationship was stronger for individuals higher on affective-identity MTL. Our findings highlight that the pathway to career success is based on gain spirals that may develop slowly over time as individuals accumulate resources in their resource caravan and invest these resources further to achieve their career outcomes. Implications for practice are discussed.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104063"},"PeriodicalIF":5.2,"publicationDate":"2024-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142651836","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Give it your all or hardly give? The role of mentors' beliefs about protégé advancement potential and gender in mentoring relationships","authors":"Belle Rose Ragins ,&nbsp;Changya Hu ,&nbsp;Sheng Wang ,&nbsp;Jui-Chieh Huang","doi":"10.1016/j.jvb.2024.104062","DOIUrl":"10.1016/j.jvb.2024.104062","url":null,"abstract":"<div><div>Our research challenges assumptions about equity in formal mentoring programs. Drawing on mentoring schema and diversified mentoring theory, we theorized that mentors' beliefs about their protégés' advancement potential predict the career support they provide and the quality of their relationship, and that these effects vary by gender. Using matched-pair designs, we tested our model in two field studies of mentors and their protégés (total <em>n</em> = 355 dyads). Supporting theoretical predictions, mentors showed less interest in their protégés' careers, provided less career guidance, experienced less respect, and were less satisfied with their relationship when they believed their protégé had low advancement potential. Protégés also experienced less respect in their relationship when their mentor perceived them as lacking potential. Gender played a nuanced role. While mentors saw female and male protégés as having equivalent advancement potential, female protégés were seen as having less potential and experienced less respect when assigned a male rather than a female mentor. Compared to their female counterparts, male mentors felt more respected in their relationship when they believed their assigned protégé had high potential. Our findings challenge assumptions about the career support and respect provided in mentoring programs, offer insights about the nuanced effects of gender, and call for interventions that help organizations fulfill the promise of mentoring.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104062"},"PeriodicalIF":5.2,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142651837","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Are they more proactive or less engaged? Understanding employees' career proactivity after promotion failure through an attribution lens","authors":"Zhen Wang ,&nbsp;Yao Song ,&nbsp;Fubin Jiang","doi":"10.1016/j.jvb.2024.104061","DOIUrl":"10.1016/j.jvb.2024.104061","url":null,"abstract":"<div><div>In existing research and practice, promotion failure is often depicted as a source of negative consequences. However, this study deviates from traditional wisdom and argues that promotion failure has the potential to be a positive motivator. Integrating attribution theory, cognitive theories of repetitive thoughts, and the integrative model of career proactivity, we investigate how different attributions of promotion failure among employees activate distinct cognitive processes, resulting in varying effects on career proactivity. Data collected from 359 IT industry employees over three waves indicated that employees who ascribe promotion failures to internal issues are more likely to reflect on them. The process of reflection encourages career proactivity, as evidenced by increased proactive career behavior and decreased career inaction. However, employees blaming external circumstances for their promotion failures are more likely to ruminate over their failure, resulting in lower career proactivity. This study emphasizes the significance of attributions in employee reactions to promotion failure and provides a cognitive perspective on the complex relationship between promotion failure and career proactivity.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104061"},"PeriodicalIF":5.2,"publicationDate":"2024-10-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142571990","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}

{"title":"Humble leader, successful follower: Linking leader humility with follower career outcomes via leader competence from an implicit leadership theory perspective","authors":"Jie Zhong ,&nbsp;Chao Ma ,&nbsp;Zhen Xiong Chen (George) ,&nbsp;Li Zhang ,&nbsp;Xue Zhang","doi":"10.1016/j.jvb.2024.104060","DOIUrl":"10.1016/j.jvb.2024.104060","url":null,"abstract":"<div><div>Drawing on implicit leadership theory, this study examines the key conditions under which leader humility facilitates the career outcomes of employees. First, considering both similar-attraction and opposite-attraction perspectives within implicit leadership theory, we propose two competing hypotheses, and suggest that leader humility interacts with follower narcissism to predict perceived leader competence. Second, in accordance with implicit leadership theory, we propose that humble leaders are perceived to be more competent when the power distance climate is relatively lower. Further, we suggest that perception of their leaders as competent is positively related to followers' career satisfaction and proactive career behavior. To test our model, we implemented a multi-wave, time-lagged survey with 187 subordinate–supervisor dyads from 79 teams. The results demonstrate that followers who are highly narcissistic or who are members of groups with a lower power distance climate are more likely to regard humble leaders as competent, which allows them to experience enhanced career satisfaction and engage in more proactive career behavior. Both the theoretical and practical implications are discussed.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104060"},"PeriodicalIF":5.2,"publicationDate":"2024-10-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142571987","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}

{"title":"The psychological experience of flexibility in the workplace: How psychological job control and boundary control profiles relate to the wellbeing of flexible workers","authors":"Gabriele Boccoli ,&nbsp;Maria Tims ,&nbsp;Luca Gastaldi ,&nbsp;Mariano Corso","doi":"10.1016/j.jvb.2024.104059","DOIUrl":"10.1016/j.jvb.2024.104059","url":null,"abstract":"&lt;div&gt;&lt;div&gt;Rather than studying workplace flexibility as the availability or usage of flexible work practices, in this study, we theorize workplace flexibility as a subjective psychological experience influenced by employees' perceptions of control over where and when they work (psychological job control) and control over their social boundaries (boundary control). Based on boundary and border theory, using a two-wave study conducted at an Italian bank (&lt;em&gt;N&lt;/em&gt; = 1423) and adopting a person-centered approach through latent transition analysis (LTA), we identified four flexibility profiles characterized by different levels of psychological job control and boundary control, with the same structure, dispersion, and sizes over time. The four profiles were: (1) flexible non-dividers (3.46 %), marked by high psychological job control and low boundary control; (2) flexible dividers (34.83 %), characterized by high levels of both psychological job control and boundary control; (3) non-flexible dividers (50.74 %), featuring low psychological job control but high boundary control; and (4) non-flexible non-dividers (10.97 %), with low levels of both types of control. Three of these profiles exhibited high within-person stability across time, while the flexible non-dividers profile was highly unstable, with many members transitioning to profiles with higher boundary control at Time 2. Organizational investments in training and communication programs may have contributed to these transitions from low to high boundary control profiles. Gender and age emerged as significant predictors of profile membership, with gender effects shifting over time: at Time 1, men were more likely to be in non-flexible dividers profile, while at Time 2, they were more likely to be in the flexible non-dividers profile. Age effects also changed: older workers were more likely to be in the flexible non-dividers profile at Time 1 but shifted toward the flexible dividers profile by Time 2. Parental status was not significant, whereas carer status was significant only at Time 1, where being a carer increased the likelihood of employees belonging to the flexible dividers profile compared to the non-flexible dividers. Our findings further revealed that the psychological experience of work flexibility positively impacts wellbeing when employees experience control over both work and social boundaries. Flexible dividers consistently exhibited the highest levels of work engagement, job satisfaction, and work-life balance across both Time 1 and Time 2. In contrast, flexible non-dividers showed a significant decline in these outcomes over time. Profiles with low boundary control, especially flexible non-dividers and non-flexible non-dividers, reported the lowest levels of wellbeing. Despite some improvements in non-flexible non-dividers profile from Time 1 to Time 2, it remained to have the lowest scores on all outcomes, emphasizing the critical role of boundary control in maintaining employe","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104059"},"PeriodicalIF":5.2,"publicationDate":"2024-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142423819","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Nature, predictors, and outcomes of the psychological capital trajectories observed among upcoming police officers' undergoing vocational training","authors":"Nicolas Gillet ,&nbsp;Alexandre J.S. Morin ,&nbsp;Isabelle Huart ,&nbsp;Hélène Coillot ,&nbsp;Mathieu Fiolet ,&nbsp;Evelyne Fouquereau","doi":"10.1016/j.jvb.2024.104058","DOIUrl":"10.1016/j.jvb.2024.104058","url":null,"abstract":"<div><div>This study seeks to achieve a dynamic person-centered understanding of the nature of the psychological capital trajectories observed among upcoming police officers undergoing vocational training. Moreover, it seeks to document the predictive role of leader-member exchange and perceived organizational support in relation to these psychological capital trajectories, as well as the implications of these trajectories for a variety of outcomes related to trainees' attitudes (i.e., organizational cynicism, identification with the organization, engagement in the training program, and satisfaction toward the training program), psychological health (i.e., perceived stress), and behaviors (i.e., performance in the training program). A sample of 1200 participants undergoing a 33-week full-time vocational training program to become police officers were surveyed four times over a period of five months and a half. Results revealed that psychological capital trajectories corresponded to five primary profiles: Learning to Hate, High Fit, Moderate Fit, Honeymoon-Hangover, and Low Fit. Perceived leader-member exchange and organizational support were associated with these trajectories in a way that mainly supported our expectations. Trajectories characterized by lower levels of psychological capital were associated with higher levels of cynicism and stress, and with lower levels of engagement, identification, performance, and satisfaction. Conversely, trajectories characterized by higher levels of psychological capital were associated with the most positive outcomes.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104058"},"PeriodicalIF":5.2,"publicationDate":"2024-09-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142359066","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Stacking bricks or building a cathedral? How affective shifts shape perceptions of daily task significance","authors":"Jordan D. Nielsen ,&nbsp;Amy E. Colbert","doi":"10.1016/j.jvb.2024.104057","DOIUrl":"10.1016/j.jvb.2024.104057","url":null,"abstract":"<div><div>One of the most fundamental experiences of deriving positive meaning from work stems from perceptions of task significance. Although interactions with managers and beneficiaries can provide inspirational cues that make the significance of employees' work tasks salient (Grant, 2012, 2008), relying solely on an understanding of these discrete experiences may limit an employee's ability to consistently perceive the significance of work tasks from day to day. To expand understanding of the influences that shape perceptions of daily task significance, we draw on personality systems interaction theory (Kuhl, 2000) to examine the influence of affective shifts. Using a daily diary design over 10 workdays, results from 292 daily observations nested within 38 employees showed that upshifts in positive affect and downshifts in negative affect were positively related to daily task significance. In turn, daily task significance was positively related to helping behaviors and negatively related to work withdrawal. Daily task significance also exhibited an indirect effect on the subsequent workday's start-of-day mood. Employees who perceived high significance today were more likely to start tomorrow off with lower negative mood due to higher helping behaviors the day before and with lower positive mood due to lower work withdrawal the day before. The results yield new insights into the experience of daily task significance and offer significant implications for theory and practice on affect, task significance, and work performance.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104057"},"PeriodicalIF":5.2,"publicationDate":"2024-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142329855","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}