Pub Date : 2025-10-01Epub Date: 2025-09-15DOI: 10.1016/j.jvb.2025.104178
Andreana Drencheva , Wee Chan Au
This study advances current understanding of career shocks among non-standard workers by investigating how social entrepreneurs, as a novel group of non-standard workers pursuing purpose, engage in sensemaking during career shocks. Our inductive analysis of in-depth interviews with 39 Bangladeshi social entrepreneurs facing a crisis revealed three distinct sensemaking patterns: ‘mission-neglected preservation,’ ‘mission-protective collaboration,’ and ‘mission-validating continuity’ based on identity structure and disruption valence. These patterns explicate how the same external events can generate varied career shock experiences. By introducing a novel group of non-standard workers who either neglect or protect purpose in a shared crisis, we advance conceptual insights on career shocks, social entrepreneurship, and non-standard work.
{"title":"Navigating crisis in non-standard work: Social entrepreneurs' sensemaking and purpose protection during career shocks","authors":"Andreana Drencheva , Wee Chan Au","doi":"10.1016/j.jvb.2025.104178","DOIUrl":"10.1016/j.jvb.2025.104178","url":null,"abstract":"<div><div>This study advances current understanding of career shocks among non-standard workers by investigating how social entrepreneurs, as a novel group of non-standard workers pursuing purpose, engage in sensemaking during career shocks. Our inductive analysis of in-depth interviews with 39 Bangladeshi social entrepreneurs facing a crisis revealed three distinct sensemaking patterns: ‘mission-neglected preservation,’ ‘mission-protective collaboration,’ and ‘mission-validating continuity’ based on identity structure and disruption valence. These patterns explicate how the same external events can generate varied career shock experiences. By introducing a novel group of non-standard workers who either neglect or protect purpose in a shared crisis, we advance conceptual insights on career shocks, social entrepreneurship, and non-standard work.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104178"},"PeriodicalIF":5.2,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145157640","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 : 2025-10-01Epub Date: 2025-09-07DOI: 10.1016/j.jvb.2025.104176
Judith B. Langerak , Edwin A.J. van Hooft , Jessie Koen
Job insecurity can harm workers' health and work performance. Adding to prior research that has mostly identified ways to minimize job insecurity among regular workers (e.g., employment protection legislation), the current research focusses on solo self-employed workers to investigate whether they can influence job insecurity by their own means. Based on proactive coping theory and conservation of resources theory, we propose a cyclic model in which proactive coping and job insecurity influence each other. We expect that more proactive coping during a month relates to less current job insecurity through the accumulation of career resources during the month and that current job insecurity relates to less proactive coping during the next month through psychological strain. We test whether trait self-compassion and recovery experiences mitigate this negative relationship of job insecurity via psychological strain with later proactive coping. The multi-level path modelling results from a 5-wave monthly survey study among 243 solo self-employed workers show that proactive coping during a month decreases current job insecurity via increased career resources. However, while current job insecurity positively related to current psychological strain, this strain was not related to proactive coping during the next month. We found some indication that trait self-compassion may weaken the negative relationship of job insecurity with psychological strain, but found no moderating role of recovery experiences. Instead, recovery experiences directly positively related to proactive coping. We recommend future researchers to further investigate our cyclic model and to sample less advantaged workers to gain better insight into potential loss cycles.
{"title":"Proactive coping and job insecurity among solo self-employed workers: Investigating a cyclic model with monthly measures","authors":"Judith B. Langerak , Edwin A.J. van Hooft , Jessie Koen","doi":"10.1016/j.jvb.2025.104176","DOIUrl":"10.1016/j.jvb.2025.104176","url":null,"abstract":"<div><div>Job insecurity can harm workers' health and work performance. Adding to prior research that has mostly identified ways to minimize job insecurity among regular workers (e.g., employment protection legislation), the current research focusses on solo self-employed workers to investigate whether they can influence job insecurity by their own means. Based on proactive coping theory and conservation of resources theory, we propose a cyclic model in which proactive coping and job insecurity influence each other. We expect that more proactive coping during a month relates to less current job insecurity through the accumulation of career resources during the month and that current job insecurity relates to less proactive coping during the next month through psychological strain. We test whether trait self-compassion and recovery experiences mitigate this negative relationship of job insecurity via psychological strain with later proactive coping. The multi-level path modelling results from a 5-wave monthly survey study among 243 solo self-employed workers show that proactive coping during a month decreases current job insecurity via increased career resources. However, while current job insecurity positively related to current psychological strain, this strain was not related to proactive coping during the next month. We found some indication that trait self-compassion may weaken the negative relationship of job insecurity with psychological strain, but found no moderating role of recovery experiences. Instead, recovery experiences directly positively related to proactive coping. We recommend future researchers to further investigate our cyclic model and to sample less advantaged workers to gain better insight into potential loss cycles.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104176"},"PeriodicalIF":5.2,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145026606","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 : 2025-10-01Epub 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":"2025-10-01","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 : 2025-10-01Epub Date: 2025-09-19DOI: 10.1016/j.jvb.2025.104179
C. Allen Gorman , Sarah C. Tucker , Tamanna K. Patel , Joseph R. Himmler , Tanya F. Contreras
In this paper, we present an integrative review of the research literature on the challenges and opportunities surrounding the employment of formerly incarcerated individuals (FIIs). Our primary aim is to integrate 25 years of multidisciplinary evidence into vocational behavior scholarship, offering an employment life-cycle framework that identifies research gaps and practical implications for employers. Grounded in a multidisciplinary approach, we synthesize research across various domains, including criminal justice, psychology, sociology, law, economics, and management, to provide a holistic understanding of the systemic barriers that hinder FIIs' reintegration into the workforce. We introduce an integrative framework that examines the employment life cycle of FIIs, encompassing recruitment, selection, onboarding, development, and retention. We also highlight the critical role of social stigmatization, lack of access to vocational training, and the systemic disconnection between correctional institutions and labor market demands. Furthermore, our review emphasizes the importance of employer engagement and policy interventions in fostering inclusive hiring practices that support the successful reintegration of FIIs. We conclude with a call for future research and practical recommendations focusing on individual, organizational, and systemic factors that influence successful FII employment, highlighting the necessity of tailored vocational programs, social network support, and supportive workplace practices.
{"title":"Pathways to second chances: A multidisciplinary integrative review of 25 years of research on the employment of formerly incarcerated individuals","authors":"C. Allen Gorman , Sarah C. Tucker , Tamanna K. Patel , Joseph R. Himmler , Tanya F. Contreras","doi":"10.1016/j.jvb.2025.104179","DOIUrl":"10.1016/j.jvb.2025.104179","url":null,"abstract":"<div><div>In this paper, we present an integrative review of the research literature on the challenges and opportunities surrounding the employment of formerly incarcerated individuals (FIIs). Our primary aim is to integrate 25 years of multidisciplinary evidence into vocational behavior scholarship, offering an employment life-cycle framework that identifies research gaps and practical implications for employers. Grounded in a multidisciplinary approach, we synthesize research across various domains, including criminal justice, psychology, sociology, law, economics, and management, to provide a holistic understanding of the systemic barriers that hinder FIIs' reintegration into the workforce. We introduce an integrative framework that examines the employment life cycle of FIIs, encompassing recruitment, selection, onboarding, development, and retention. We also highlight the critical role of social stigmatization, lack of access to vocational training, and the systemic disconnection between correctional institutions and labor market demands. Furthermore, our review emphasizes the importance of employer engagement and policy interventions in fostering inclusive hiring practices that support the successful reintegration of FIIs. We conclude with a call for future research and practical recommendations focusing on individual, organizational, and systemic factors that influence successful FII employment, highlighting the necessity of tailored vocational programs, social network support, and supportive workplace practices.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104179"},"PeriodicalIF":5.2,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145117822","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 : 2025-10-01Epub Date: 2025-09-09DOI: 10.1016/j.jvb.2025.104175
Lorenz Affolter , Daniel Spurk , Caroline Straub
This article aims to shed light on the diverse career experiences of gig workers by investigating the relationship between gig work challenges and living a calling. Drawing from the Job Demands-Resources (JD-R) theory and the Work as Calling Theory (WCT), we conceptualize gig work challenges as hindrance demands which can potentially undermine individuals' sense of living a calling through a health impairment process mediated by work alienation. Beyond that, we look at meaning-making as a personal resource that can buffer negative effects of hindrance demands for living a calling. In a three-wave time-lagged sample of 723 gig workers that work through online labor platforms (OLPs), we investigated the relationship between gig work challenges and living a calling. We found that gig work challenges were negatively related to living a calling. This relationship was fully mediated by work alienation. Furthermore, we found that meaning-making buffered the effect of these challenges on living a calling through work alienation. The results support the idea that hindrance demands are negatively related to living a calling and that the way individuals cope with hindrances plays an important role in maintaining a sense of living a calling. We discuss the implications of these findings for the WCT and reflect on its relevance for our understanding of subjective career success in the context of the gig economy.
{"title":"Living a calling despite the challenges of the gig economy? The role of meaning-making and work alienation","authors":"Lorenz Affolter , Daniel Spurk , Caroline Straub","doi":"10.1016/j.jvb.2025.104175","DOIUrl":"10.1016/j.jvb.2025.104175","url":null,"abstract":"<div><div>This article aims to shed light on the diverse career experiences of gig workers by investigating the relationship between gig work challenges and living a calling. Drawing from the Job Demands-Resources (JD-R) theory and the Work as Calling Theory (WCT), we conceptualize gig work challenges as hindrance demands which can potentially undermine individuals' sense of living a calling through a health impairment process mediated by work alienation. Beyond that, we look at meaning-making as a personal resource that can buffer negative effects of hindrance demands for living a calling. In a three-wave time-lagged sample of 723 gig workers that work through online labor platforms (OLPs), we investigated the relationship between gig work challenges and living a calling. We found that gig work challenges were negatively related to living a calling. This relationship was fully mediated by work alienation. Furthermore, we found that meaning-making buffered the effect of these challenges on living a calling through work alienation. The results support the idea that hindrance demands are negatively related to living a calling and that the way individuals cope with hindrances plays an important role in maintaining a sense of living a calling. We discuss the implications of these findings for the WCT and reflect on its relevance for our understanding of subjective career success in the context of the gig economy.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104175"},"PeriodicalIF":5.2,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145060230","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 : 2025-10-01Epub Date: 2025-08-28DOI: 10.1016/j.jvb.2025.104174
Caroline Knight , Matthew J.W. McLarnon , Doina Olaru , Julie A. Lee , Sharon K. Parker
Hybrid work is fast emerging as the future of work. Yet, it is not clear how key work design characteristics that are salient in hybrid work, namely scheduling autonomy, social support, workload, and close monitoring, are experienced in the home compared to the workplace for hybrid workers, and how these work characteristics combine holistically to influence well-being. We adopted a novel approach and measured work characteristics as experienced at home and, separately, as experienced at the workplace. For a sample of hybrid workers (n = 386), latent profile analysis revealed four profiles of work design characteristics. Two profiles had similar work characteristics at home and the workplace. One of these profiles, labelled ‘active, low monitoring’, had very positive work characteristics across both locations, and was associated with the highest flourishing and mental health. The other profile, labelled ‘passive, high monitoring’, had very poor work design across both locations, and was associated with the lowest flourishing and mental health. The other two profiles diverged in work characteristic levels across locations. One profile, labelled ‘high strain, high monitoring’ had poor work design that was worse in the workplace, and one profile, labelled ‘low strain, low monitoring’, had better work design that was better at the workplace. Employees with more influence over their work location, and those with high organisational support, were likely to be in the most positive profile (active, low monitoring), suggesting these are important factors for creating positive work design irrespective of location.
{"title":"Hybrid work design profiles: Antecedents and well-being outcomes","authors":"Caroline Knight , Matthew J.W. McLarnon , Doina Olaru , Julie A. Lee , Sharon K. Parker","doi":"10.1016/j.jvb.2025.104174","DOIUrl":"10.1016/j.jvb.2025.104174","url":null,"abstract":"<div><div>Hybrid work is fast emerging as the future of work. Yet, it is not clear how key work design characteristics that are salient in hybrid work, namely scheduling autonomy, social support, workload, and close monitoring, are experienced in the home compared to the workplace for hybrid workers, and how these work characteristics combine holistically to influence well-being. We adopted a novel approach and measured work characteristics as experienced at home and, separately, as experienced at the workplace. For a sample of hybrid workers (<em>n</em> = 386), latent profile analysis revealed four profiles of work design characteristics. Two profiles had similar work characteristics at home and the workplace. One of these profiles, labelled ‘active, low monitoring’, had very positive work characteristics across both locations, and was associated with the highest flourishing and mental health. The other profile, labelled ‘passive, high monitoring’, had very poor work design across both locations, and was associated with the lowest flourishing and mental health. The other two profiles <em>diverged</em> in work characteristic levels across locations. One profile, labelled ‘high strain, high monitoring’ had poor work design that was worse in the workplace, and one profile, labelled ‘low strain, low monitoring’, had better work design that was better at the workplace. Employees with more influence over their work location, and those with high organisational support, were likely to be in the most positive profile (active, low monitoring), suggesting these are important factors for creating positive work design irrespective of location.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104174"},"PeriodicalIF":5.2,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144925302","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 : 2025-10-01Epub 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":"2025-10-01","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 : 2025-10-01Epub 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":"2025-10-01","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 : 2025-10-01Epub 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":"2025-10-01","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 : 2025-10-01Epub 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.
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