Journal of Vocational Behavior最新文献_第3页

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 整体大于部分：通过平衡需求满足和积极影响，领导和同事的日常支持在促进员工福祉方面的相互作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-08-04 DOI: 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.

先前基于自我决定理论的研究表明，对自主性、能力和相关性的每一种基本心理需求的满足对员工幸福感都表现出独特的积极影响，而不依赖于其他需求的满足（即加性假设）。相比之下，最近的理论建议对需求满足采取更全面的观点，提出每个需求相对于其他需求的平等满足有助于超越三个需求的总体满足（即平衡假设）的幸福。本研究旨在扩大我们对平衡假说的理解。我们建议领导和同事的支持共同促进平衡的需求满足，从而促进积极的影响，从而丰富家庭领域的幸福感（即主观活力）。我们整合了自我决定理论和工作-家庭资源模型，表明除了每个独立需求的满足之外，平衡需求满足作为一种机制，将工作场所支持与挥发性能量资源（积极影响）跨领域转移联系起来。一项包含85名员工的10个工作日的日记研究为我们的研究模型提供了支持，我们发现共同领导和同事支持通过基本心理需求和积极影响的平衡满足间接与家庭领域主观活力相关。使用潜在剖面分析（LPA）的补充分析进一步证实了平衡需求满足对幸福感的独特贡献。我们随后讨论了我们的发现的理论和实践意义。

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引用次数: 0

Beyond one-size-fits-all in school-to-work transition success: The role of career competency profiles 在从学校到工作的成功过渡中，除了一刀切之外：职业能力概况的作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-07-28 DOI: 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 (n^T1 = 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.

尽管学术研究表明，职业能力对于成功从学校到工作的过渡至关重要，但职业能力的个体差异却很少得到研究。这是有问题的，因为它阻碍了研究人员更细致地了解职业能力的特定模式如何帮助不同的个人成功地度过这一转变。因此，本文运用潜在特征分析（latent profile analysis， LPA）来检验：(a)职业胜任力的不同配置（即特征）；(b)剖面隶属度预测因子；(c)这些概况对从学校到工作的过渡结果的影响。样本1 （n = 544）揭示了在教育的最后一年出现的六种不同的职业能力特征：不发达型、漂流型、社会探索者型、探索者型、领航者型和成熟型。除了导航仪剖面和成熟剖面之间的水平差异外，其余剖面之间还存在形状差异。样本2 （nT1 = 1388）复制了这6个特征，发现个人在最后一年的职业能力特征预测了毕业后一年的就业状况、感知就业能力、就业不足和感知过渡满意度。年龄、性别和工作经验作为档案成员预测因素的结果是混合的。总体而言，本研究通过强调考虑职业胜任力的个体差异对学校到工作的成功过渡的重要性，为学校到工作的过渡文献做出了贡献。

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引用次数: 0

Navigating sustainable careers: A conceptual framework on subjective person-career fit dynamics 引导可持续职业：主观人-职业契合动力学的概念框架

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-07-24 DOI: 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.

可持续职业已经成为职业研究的中心焦点。然而，将关键利益相关者制定的影响因素与可持续职业成果联系起来的机制仍然不够理论化。在可持续职业过程模型、人-环境契合理论和可持续职业生态系统理论的基础上，我们的概念框架将主观的人-职业契合（P - C）定位为解释个体如何在时间和社会背景下导航和适应其职业的中心环节。具体而言，我们强调个人因素和职业环境因素之间的动态兼容性如何塑造主观P - C契合度，进而影响可持续的职业成果（即幸福、健康和生产力）。此外，我们还详细阐述了动态反馈回路、应对和防御机制、自我导向的职业取向以及近端和远端结果视角的平衡在主观P - C契合与可持续职业结果之间的关系中的作用。为此，我们在可持续职业生态系统模型中引入了一种连接职业行为者和结果的关键机制，强调了将个人机构、情境影响和个人职业意义演变整合到单一框架中的重要性。我们的概念框架伴随着一组命题，以指导未来可持续职业和个人职业契合研究的实证研究。

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引用次数: 0

Making impact through vocational behavior research: Engaging with the Sustainable Development Goals 通过职业行为研究产生影响：参与可持续发展目标

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-07-17 DOI: 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。

引用次数: 0

Workplace impostor thoughts are positively associated with risk aversion: Implications for workplace deviance and creativity 工作场所冒名顶替者思想与风险厌恶正相关：对工作场所偏差和创造力的影响

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-07-14 DOI: 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.

冒名顶替现象是一个严重的问题，可能会阻碍当代工人的职业发展。由于这种不愉快的经历，人们如何调整他们在工作中的行为？在本研究中，我们利用资源保护理论假设娱乐工作场所冒名顶替者思想与风险厌恶呈正相关。这反过来又对组织产生了双重影响——减少了工作场所的偏差，同时阻碍了创造力。此外，我们提出竞争心理气候调节并加强了职场冒名顶替者思想对风险厌恶的影响，以及职场冒名顶替者思想通过风险厌恶对职场偏差和创造力的间接影响，因此在高度竞争的心理气候条件下，这些关系更强。时间滞后的关键事件技术分析和多波、多源实地调查的结果为我们的理论框架和假设提供了支持。我们讨论了这些发现的理论和实践意义，并概述了未来的研究方向。

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引用次数: 0

Let it go and embrace something new: How goal reengagement capacities moderate the effect of interacting with artificial intelligence on career optimism 放手，拥抱新事物：目标再投入能力如何调节与人工智能互动对职业乐观的影响

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-07-10 DOI: 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.

人工智能（AI）正在迅速进入工作场所，改变人们的工作方式并影响他们的职业生涯。这种整合提出了一个关键问题，即员工需要具备哪些能力，才能对人工智能的崛起和职业生涯的未来保持积极的态度。我们探讨了目标再参与能力如何塑造人类与人工智能交互的影响。在两项实验研究中，我们开发了一个有调节的中介模型，其中目标再投入能力调节了人工智能互动（相对于对照组）通过感知人工智能威胁到职业相关乐观的路径。通过对学生（N = 355）和全职员工（N = 186）的两项实验研究，我们发现个体的目标再投入能力通过人工智能感知威胁调节人工智能互动与职业相关乐观之间的间接关系，因此这种间接影响对低目标再投入能力的人是负的，对高目标再投入能力的人是正的。我们的研究结果强调了随着人工智能重塑工作世界，放弃以前的目标并接受新目标的价值，并强调了在人工智能转型的工作场所中，目标再参与能力对于保持职业乐观至关重要。

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引用次数: 0

Team-based perceived insider status: Exploring the drivers and outcomes of freelancers' sense of belonging to their project teams 基于团队的内部感知状态：探索自由职业者对其项目团队归属感的驱动因素和结果

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-07-09 DOI: 10.1016/j.jvb.2025.104153

Thomas Gigant , Kerstin Alfes , Almudena Cañibano

This study explores the changing nature of freelance work and challenges the traditional view of freelancers as outsiders to their organisation. Considering the increasing importance of project-based work, which emphasises collaboration and integration, we draw from social identity and exchange theories to suggest that perceived team support, social cohesion and trust within the team are crucial for enhancing freelancers' sense of belonging – a concept we encapsulate as ‘team-based perceived insider status’. We further argue that such a sense of belonging not only redefines their position within their teams, but it also plays an important role in strengthening their work engagement. Data from 229 freelancers in diverse roles and countries support this model and underline the essential role of team dynamics in this regard, shifting the role of freelancers from peripheral participants to integral team members. This research has substantial ramifications, particularly for human resource managers, as it underscores the significance of cultivating a collaborative team atmosphere to foster the involvement of freelancers. A fundamental shift in thinking is required to maximise the impact of freelancers in modern, project-based organisational frameworks.

本研究探讨了自由职业者不断变化的本质，并挑战了将自由职业者视为组织局外人的传统观点。考虑到强调协作和整合的基于项目的工作越来越重要，我们从社会认同和交换理论中得出结论，认为团队支持、社会凝聚力和团队内部信任对于增强自由职业者的归属感至关重要——我们将这个概念概括为“基于团队的感知内部状态”。我们进一步认为，这种归属感不仅重新定义了他们在团队中的地位，而且在加强他们的工作投入方面也起着重要作用。来自229名不同角色和国家的自由职业者的数据支持这一模式，并强调了团队动态在这方面的重要作用，将自由职业者的角色从外围参与者转变为不可或缺的团队成员。这项研究具有重大的影响，特别是对人力资源经理来说，因为它强调了培养协作团队氛围以促进自由职业者参与的重要性。在现代的、以项目为基础的组织框架中，自由职业者的影响需要得到根本性的转变。

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引用次数: 0

Female leaders' journey after childbirth: Exploring the longitudinal relationship between work-family conflict and affective commitment using a mixed-method approach 女性领导产后之旅：运用混合方法探讨工作-家庭冲突与情感承诺的纵向关系

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-07-03 DOI: 10.1016/j.jvb.2025.104152

Yeseul Jo , Mijeong Kim , Boram Do

This study examines the trajectory of work-family conflict among female leaders after childbirth and the relationship between work-family conflict and affective commitment. Guided by boundary theory and the work-home resources model, we explored how increases in work-family conflict encountered by female leaders relate to decreases in their affective commitment, depending on an organization's work-priority climate. In our quantitative study, we used a latent growth model based on data from three waves of the Korean Women Manager Panel with 410 female leaders with young children. Results showed that the initial level of work-family conflict was negatively related to the initial level of affective commitment. Additionally, increases in work-family conflict were related to decreases in affective commitment. This relationship was more pronounced in organizations with a strong work priority climate than in those with a weak one. Our qualitative study of interviews with 21 female leaders with young children further revealed that work-family conflict undermines affective commitment through heightened resource depletion, reduced relational attachment, diminished organizational trustworthiness, and shifted work-life ideologies, particularly in organizations with strong work-priority climates. Our work deepens our understanding of work-family conflict among female leaders and has theoretical and practical implications for navigating leadership and parenting roles.

本研究旨在探讨女性领导产后工作家庭冲突的发展轨迹，以及工作家庭冲突与情感承诺的关系。在边界理论和工作-家庭资源模型的指导下，我们探讨了女性领导者遇到的工作-家庭冲突的增加与她们情感承诺的减少之间的关系，这取决于组织的工作优先气候。在我们的定量研究中，我们使用了基于韩国女性经理小组三波数据的潜在增长模型，该小组有410名有年幼子女的女性领导者。结果表明，工作家庭冲突的初始水平与情感承诺的初始水平呈负相关。此外，工作家庭冲突的增加与情感承诺的减少有关。这种关系在工作优先度高的组织中比在工作优先度低的组织中更为明显。我们对21位有年幼子女的女性领导者的访谈进行了定性研究，进一步揭示了工作-家庭冲突通过加剧资源消耗、减少关系依恋、降低组织可信度和改变工作-生活意识形态来破坏情感承诺，尤其是在工作优先氛围强烈的组织中。我们的研究加深了我们对女性领导者中工作-家庭冲突的理解，并对引导领导和育儿角色具有理论和实践意义。

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引用次数: 0

How promotion-oriented job crafting affects job performance: Exploring the role of job-crafting motives 以晋升为导向的工作制作如何影响工作绩效：探索工作制作动机的作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-06-13 DOI: 10.1016/j.jvb.2025.104151

Qiqi Wang , Yiwei Yuan , Erich C. Dierdorff , Jun Liu

Although theory has recognized that promotion-oriented job crafting may not be inherently beneficial for individuals, previous research has primarily emphasized positive effects to the neglect of potential detrimental consequences. Drawing from the cognitive-affective processing system framework and conservation of resources theory, we propose a balanced model that simultaneously considers the beneficial and detrimental effects of promotion-oriented job crafting on multidimensional job performance (i.e., task performance, altruistic behavior, and workplace deviance). We examined our hypothesized model using three-wave data collected from 288 employees (Study 1) and daily diary data collected from 213 participants across two consecutive work weeks (Study 2). Results from these studies consistently supported the beneficial effects of promotion-oriented job crafting on job performance via positive affect. Results were less consistent regarding the detrimental effects of promotion-oriented job crafting. Study 1 revealed that promotion-oriented job crafting can directly induce a sense of entitlement (i.e., state workplace entitlement), yet Study 2 suggested that these detrimental effects were significant only when employees hold high levels of impression management motives for engaging in promotion-oriented job crafting.

虽然理论已经认识到，以晋升为导向的工作塑造可能对个人没有内在的好处，但之前的研究主要强调的是积极的影响，而忽视了潜在的有害后果。从认知-情感处理系统框架和资源保护理论出发，我们提出了一个平衡的模型，该模型同时考虑了以晋升为导向的工作塑造对多维工作绩效（即任务绩效、利他行为和工作偏差）的有利和有害影响。我们使用288名员工（研究1）收集的三波数据和213名参与者在连续两个工作周（研究2）收集的日常日记数据来检验我们的假设模型。这些研究的结果一致地支持了以晋升为导向的工作制作通过积极影响对工作绩效的有益影响。关于以晋升为导向的工作塑造的有害影响，结果不那么一致。研究1揭示了以晋升为导向的工作制作可以直接诱发权利感（即国家工作场所权利），但研究2表明，只有当员工在从事以晋升为导向的工作制作时具有高水平的印象管理动机时，这些有害影响才显着。

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引用次数: 0

Forgone identity dwelling and career exploration: A self-regulatory perspective 放弃身份居住与职业探索：一个自我调节的视角

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-06-10 DOI: 10.1016/j.jvb.2025.104150

Yue Feng , Jos Akkermans , Qiuping Jin , Wenxia Zhou

This research aims to explain whether and how dwelling on the past decision to forgo a certain academic major and corresponding professional identity (i.e., forgone identity dwelling) affects young adults' career exploration during the school-to-work transition. We draw on a self-regulatory perspective to theorize that forgone identity dwelling may result in a cognitive self-regulatory pathway (i.e., career insight) and an affective self-regulatory pathway (i.e., occupational regret) that affect career exploration in opposite directions. We further propose that young adults' affective disposition (i.e., positive affectivity) may act as a differentiating factor that determines whether forgone identity dwelling triggers a cognitive or affective self-regulatory process. In a three-wave survey study with a sample of Chinese university students, we found that for young adults high in positive affectivity, forgone identity dwelling was more likely to lead to cognitive self-regulation that increased career insight, which further positively affected career exploration. Conversely, for those low in positive affectivity, forgone identity dwelling was more likely to induce occupational regret. Theoretical and practical implications are discussed.

本研究旨在解释在学校-工作过渡阶段，对过去放弃某一专业和相应职业认同的决定（即放弃身份认同）是否以及如何影响年轻人的职业探索。我们从自我调节的角度出发，认为放弃身份认同可能会导致认知自我调节途径（即职业洞察力）和情感自我调节途径（即职业后悔）在相反的方向上影响职业探索。我们进一步提出，年轻人的情感倾向（即积极情感）可能是决定放弃身份居住是否触发认知或情感自我调节过程的区分因素。通过对中国大学生的三波调查研究，我们发现，对于积极情感高的年轻人来说，放弃身份居住更容易导致认知自我调节，从而增加职业洞察力，进而对职业探索产生积极影响。相反，对于那些积极情感较低的人来说，放弃身份认同更容易引起职业后悔。讨论了理论和实践意义。

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引用次数: 0