Journal of Vocational Behavior最新文献_第4页

Changes within: How within-person changes on key social cognitive career theory constructs relate to first-year engineering student persistence intentions 内部变化：关键社会认知职业理论构念的内部变化与一年级工程专业学生坚持意向的关系

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-05-31 DOI: 10.1016/j.jvb.2025.104141

Allison M. Esparza , Andrea McMurray , Karen E. Rambo-Hernandez

The engineering field is experiencing a disparity between the growing demand for engineers and the supply of new entrants into the labor market. Social Cognitive Career Theory (SCCT) has long been used to model student persistence in engineering. However, almost all prior studies use differences between students and not changes within students over time to predict persistence. To address this gap, we measured salient Social Cognitive Career Theory (SCCT) constructs, namely self-efficacy, outcome expectations, and interest in engineering, at four time points to explore the relationship between persistence intentions and changes in those constructs within individual students. Participants were enrolled in introductory engineering courses during their first semester of their engineering program of study. Using hierarchical linear modeling, engineering persistence intentions over their first semester were predicted from between-student differences in self-efficacy, outcome expectations, and interest and importantly within-person differences over time in the same suite of predictors. We found that within-student self-efficacy and within-person outcome expectations were statistically significant predictors of persistence intentions, with the strength of these relationships changing over time.

工程领域正在经历对工程师不断增长的需求和劳动力市场新进入者的供应之间的差距。社会认知职业理论（SCCT）长期以来一直被用来模拟学生在工程领域的坚持。然而，几乎所有先前的研究都是利用学生之间的差异，而不是学生内部随时间的变化来预测持久性。为了解决这一差距，我们在四个时间点测量了社会认知职业理论（SCCT）的显著构念，即自我效能感、结果期望和对工程的兴趣，以探索持久意图与个体学生中这些构念的变化之间的关系。参与者在他们的工程项目学习的第一学期注册了入门工程课程。使用层次线性模型，通过学生之间在自我效能、结果预期和兴趣方面的差异，以及重要的在同一套预测因子中随着时间的推移的个人差异，预测了他们第一学期的工程坚持意图。我们发现，学生内部的自我效能感和个人内部的结果预期在统计上是持久性意图的显著预测因素，这些关系的强度随着时间的推移而变化。

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引用次数: 0

Building an age-inclusive workplace for older workers: A dual pathway of age-inclusive HR practices to facilitate successful aging at work 为老年员工建立一个包容年龄的工作场所：包容年龄的人力资源实践的双重途径，以促进工作中成功的老龄化

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-05-31 DOI: 10.1016/j.jvb.2025.104148

Guodong Cui , Dorien D.T.A.M. Kooij , Ying Zhang , Depeng Liu , Jingzhou Pan

With an increasing number of older workers in the workplace worldwide, it is critical for organizations to help older workers age successfully. However, little is known about how and why human resource (HR) practices contribute to older workers' successful aging at work. Guided by the process model of successful aging at work (Kooij et al., 2020), we propose a dual-path mediation model in which age-inclusive HR practices (AIHRP) positively contribute to successful aging at work via demands-abilities fit and relatedness needs-supplies fit. We further extend this theoretical model by hypothesizing occupational future time perspective as a self-regulation resource that strengthens the benefits of AIHRP. A multi-source and multi-wave survey was conducted, and a matched sample of older workers (aged 45 years and above) and their leaders were used to test the hypotheses. The results showed that AIHRP had a positive direct and indirect effect on successful aging at work through increased demands-abilities fit and relatedness needs-supplies fit, particularly among those older workers with higher occupational future time perspective (vs. lower). Theoretical and practical implications are discussed.

随着世界范围内越来越多的老年员工进入职场，帮助老年员工成功地适应老年生活对组织来说至关重要。然而，关于人力资源（HR）实践如何以及为什么有助于老年员工在工作中成功老龄化，人们知之甚少。在工作中成功老龄化的过程模型（Kooij et al., 2020）的指导下，我们提出了一个双路径中介模型，其中年龄包容性人力资源实践（AIHRP）通过需求-能力匹配和相关性需求-供给匹配积极促进工作中成功老龄化。我们进一步扩展了这一理论模型，假设职业未来时间视角作为一种自我调节资源，加强了AIHRP的益处。我们进行了一项多来源、多波的调查，并使用年龄较大的员工（45岁及以上）及其领导的匹配样本来检验这些假设。结果表明，AIHRP通过提高需求-能力契合度和相关性需求-供给契合度，对工作成功老龄化有积极的直接和间接影响，特别是在职业未来时间观较高（相对较低）的老年工人中。讨论了理论和实践意义。

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引用次数: 0

Corrigendum to “Humble leader, successful follower: Linking leader humility with follower career outcomes via leader competence from an implicit leadership theory perspective” [Journal of Vocational Behavior, 155, 104060] “谦虚的领导者、成功的追随者：基于内隐领导理论的领导者谦逊与追随者职业成果的关系”[j] .职业行为学报，2004,10(6):1060。

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-05-16 DOI: 10.1016/j.jvb.2025.104140

Jie Zhong , Chao Ma , (George) Zhen Xiong Chen , Li Zhang , Xue Zhang

引用次数: 0

Not all distance is alike: revisiting the associations between physical and perceived proximity in multilocational work 并不是所有的距离都是一样的：重新审视在多地点工作中物理距离和感知距离之间的联系

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-05-13 DOI: 10.1016/j.jvb.2025.104139

Ward van Zoonen , Jennifer L. Gibbs , Anu Sivunen

The relation between distance and perceived proximity within multilocational work has been subject to mixed empirical support. The massive shift toward remote work and technology-mediated communication gives renewed urgency to the need to understand the association between distance and proximity. This study utilizes multi-sourced two-wave data to examine different conceptualizations of distance and its consequential effects on perceived proximity through communication, work practices, and worker engagement. The findings suggest that configural dispersion (i.e., the percentage of dispersed colleagues) may be a more meaningful predictor of work experiences and practices than time distance (i.e., time zone differences between colleagues) and physical distance (i.e., miles apart). The findings also challenge the theorized reciprocal association between perceived proximity and communicative behaviors, suggesting perceived proximity is a distal outcome of, rather than an antecedent to, communication and engagement. The findings underscore the role of engagement and social communication in enhancing perceived proximity. In contrast, task-related communication and supplemental work practices deter perceptions of proximity to others. This investigation not only updates existing knowledge but also contributes a more comprehensive understanding of the spatial and temporal demands in multilocational work settings.

在多地点工作中，距离和感知接近之间的关系受到混合经验支持。向远程工作和以技术为媒介的通信的巨大转变，使人们再次迫切需要了解距离和接近之间的关系。本研究利用多来源的两波数据来检验距离的不同概念及其通过沟通、工作实践和员工敬业度对感知接近度的相应影响。研究结果表明，相对于时间距离（即同事之间的时区差异）和物理距离（即相隔几英里），结构分散（即分散的同事的百分比）可能是更有意义的工作经验和实践预测指标。研究结果还挑战了感知接近和沟通行为之间的理论相互关联，表明感知接近是沟通和参与的远端结果，而不是先决条件。研究结果强调了参与和社会沟通在增强感知亲近度方面的作用。相反，与任务相关的沟通和补充工作实践会阻碍与他人亲近的感觉。这项调查不仅更新了现有的知识，而且有助于更全面地了解多地点工作环境中的空间和时间需求。

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引用次数: 0

Newcomer psychological health profiles: A Latent Transition Analysis 新移民心理健康概况：一个潜在的过渡分析

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-05-08 DOI: 10.1016/j.jvb.2025.104138

Simon A. Houle , Hoe-Yin Ng , Joon J. Lee , Alexandre J.S. Morin

Rather than focusing on performance as the ultimate outcome in organizational and vocational research, it has been argued that psychological health represents a far more relevant outcome given its pervasive impact on employee's lives, including their work performance. This longitudinal study examined the various combinations of work and non-work psychological health indicators observed among distinct profiles of newly hired employees (N = 604; M_age = 42.34; 53.4 % males). This study also assessed the stability and generalizability of employee profiles and profile membership over a six-month period. Latent profile analysis revealed six stable newcomer profiles: Apathetic, Detrimental, Normative-Comfortable, Optimal, Workaholic, and Distressed. Newcomer socialization, particularly in relation to the organization and workgroup functioning, were linked to membership into profiles characterized by more favourable psychological states. The profiles were also related to turnover intention, performance, and physical symptoms, highlighting the connection between negative psychological states and adverse outcomes at the organizational and individual levels.

在组织和职业研究中，人们没有把绩效作为最终结果，而是认为心理健康代表了一个更相关的结果，因为它对员工的生活，包括他们的工作绩效产生了广泛的影响。本纵向研究考察了不同类型新聘员工的工作和非工作心理健康指标的不同组合(N = 604；法师= 42.34；53.4%男性)。本研究还评估了六个月期间员工简介和简介成员的稳定性和普遍性。潜在特征分析揭示了六种稳定的新来者特征：冷漠、有害、规范舒适、最佳、工作狂和苦恼。新人的社会化，特别是在组织和工作组功能方面，与成员关系联系在一起，形成了更有利的心理状态。这些档案还与离职意向、绩效和身体症状有关，强调了消极心理状态与组织和个人层面的不良结果之间的联系。

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引用次数: 0

When newcomer voice is (not) endorsed: The moderating effect of organizational socialization 当新人的声音被认可（不认可）：组织社会化的调节作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-04-22 DOI: 10.1016/j.jvb.2025.104126

Tim A. Reissner, Hannes Guenter, Simon B. de Jong

Upon entering an organization, newcomers aim to reduce uncertainty, and often do so by adjusting to the organizational status quo. In this paper, we argue that these efforts to adjust and fit in can, paradoxically, enable newcomers to stand out. We focus on a specific way in which newcomers can stand out—by constructively challenging the organizational status quo. Although such challenge-oriented behavior is potentially risky, as it may antagonize incumbents, it holds great promise for organizations seeking new ideas and fresh perspectives on a status quo that many incumbents may have become blind to. Specifically, we investigate newcomer voice behavior—the upward communication of challenging but constructive ideas, suggestions, and concerns—and whether and when supervisors endorse such input. Informed by sensemaking theory, we argue that supervisor endorsement of voice critically depends on the organizational socialization of newcomers as this enables them to communicate ideas, suggestions, and concerns in ways that resonate with incumbents. We test our model using matched supervisor-newcomer data (i.e., 108 dyads), distinguishing between promotive (suggestion-oriented) and prohibitive (problem-focused) voice. We find that supervisors are generally receptive to newcomer promotive voice but tend to not endorse problem-focused voice from less-adjusted newcomers. Overall, our research provides novel, theory-driven insights into organizational socialization and newcomer voice endorsement, cautioning organizations against rejecting newcomer input that may be difficult to make sense of.

在进入一个组织后，新人的目标是减少不确定性，并经常通过适应组织现状来实现这一目标。在本文中，我们认为，这些努力调整和适应可以，矛盾的是，使新来者脱颖而出。我们专注于让新人脱颖而出的具体方式——建设性地挑战组织现状。尽管这种以挑战为导向的行为有潜在的风险，因为它可能会与现任者对抗，但它为那些寻求新想法和新视角的组织带来了巨大的希望，而许多现任者可能已经对现状视而不见。具体来说，我们调查了新员工的建言行为——具有挑战性但建设性的想法、建议和关注的向上沟通——以及主管是否以及何时认可这些输入。根据语义制造理论，我们认为主管对声音的认可主要取决于新员工的组织社会化，因为这使他们能够以与现任员工产生共鸣的方式交流想法、建议和关注。我们使用匹配的主管-新人数据（即108对）来测试我们的模型，区分促进（建议导向）和禁止（问题导向）的声音。我们发现，主管通常会接受新员工的提示性声音，但往往不认可适应能力较差的新员工提出的以问题为重点的声音。总的来说，我们的研究为组织社会化和新人声音认可提供了新颖的、理论驱动的见解，提醒组织不要拒绝可能难以理解的新人输入。

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引用次数: 0

Goal orientation, time pressure, and daily job crafting profiles: an integration of job demands-resources model and approach-avoidance perspective 目标导向、时间压力和日常工作制作概况：工作需求-资源模型和方法-回避视角的整合

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-04-21 DOI: 10.1016/j.jvb.2025.104128

Xinxin Lu , Donald Kluemper , Yidong Tu , Haiming Zhou

Despite the emerging research on job crafting profiles at the general, monthly, and weekly levels, we have limited knowledge of how and when employees combine different job crafting strategies in daily work. Integrating the job demands-resources model and the approach–avoidance perspective, the present research investigates job crafting profiles at the daily level and the antecedents and consequences of daily job crafting profiles. Using two experience sampling method samples (Sample 1: N = 92, four times per day across 10 consecutive workdays; Sample 2: N = 46, four times per day across 10 consecutive workdays), we found four quantitatively distinct (passive, moderate, active, and intensively active) job crafting profiles at the daily level. Individual trait performance-prove goal-oriented employees and daily time pressure were positively related to the intensively active job crafting profile. Moreover, daily job crafting profiles were found to significantly differentiate employee daily work engagement, task performance, and work-family conflict, such that intensively active job crafters reported the highest work engagement, task performance, and also the highest time- and strain-based work–family conflicts. Theoretical and practical implications are discussed in detail.

尽管在一般、每月和每周层面上对工作制定概况的研究正在兴起，但我们对员工在日常工作中如何以及何时结合不同的工作制定策略的了解有限。本研究结合工作需求-资源模型和方法-回避视角，探讨了日常层面的工作塑造特征及其前因和后果。采用2个经验抽样法样本(样本1:N = 92，每天4次，连续10个工作日；样本2:N = 46，在连续10个工作日中每天4次)，我们发现在日常层面上有4种不同数量的工作（被动、适度、主动和高度主动）。个体特质、绩效证明型、目标导向型员工和日常时间压力与密集主动的工作制作档案呈正相关。此外，我们发现日常工作制作档案显著区分了员工的日常工作投入、任务绩效和工作-家庭冲突，例如，高度活跃的工作制作者报告了最高的工作投入、任务绩效，以及最高的基于时间和压力的工作-家庭冲突。详细讨论了理论和实践意义。

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引用次数: 0

Morality in careers: A systematic review, integration, and ways forward 职业道德：系统回顾、整合和前进方向

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-04-18 DOI: 10.1016/j.jvb.2025.104127

Clarissa Zwarg , Martin P. Fladerer , Armin Pircher Verdorfer , Claudia Peus

Research on (un)ethical behavior in organizations has a long tradition, yet the role of individual morality in career development remains underexamined. Insights from both career and behavioral ethics research can help address this issue. While career research so far lacks systematic investigation into the morality-career relationship, behavioral ethics research overlooks the developmental and career-related outcomes of individual morality. This points to a critical need for dialogue between these two fields. An initial analysis of core theories and concepts in career research reveals the scant inclusion of moral variables. Through our systematic review of a final sample of 43 articles, we identify gaps in understanding the interplay between morality and career dynamics, particularly concerning career options (including decisions and opportunities) and both subjective and objective career success. By leveraging the specific insights extracted from the literature review, our aim is to bridge the morality and career research domains. We highlight discrepancies and untapped areas in this field, proposing future research directions concerning (1) the role of morality in career decisions and opportunities, (2) the nexus between morality and career success, and (3) employees' implicit beliefs about this relationship. Furthermore, we consider implications for measurement and career counseling. Altogether, we advocate for a fresh research focus on exploring the impact of individual morality on career development.

对组织中（非）道德行为的研究有着悠久的传统，但个人道德在职业发展中的作用仍未得到充分研究。来自职业和行为伦理研究的见解可以帮助解决这个问题。职业研究目前缺乏对道德与职业关系的系统研究，行为伦理研究忽视了个体道德的发展和职业相关结果。这表明迫切需要在这两个领域之间进行对话。对职业研究中的核心理论和概念的初步分析表明，道德变量很少被纳入其中。通过我们对43篇文章的最终样本的系统回顾，我们发现在理解道德与职业动态之间的相互作用方面存在差距，特别是在职业选择（包括决策和机会）以及主观和客观职业成功方面。通过利用从文献综述中提取的具体见解，我们的目标是在道德和职业研究领域之间架起一座桥梁。我们强调了这一领域的差异和未开发的领域，并提出了未来的研究方向，包括：(1)道德在职业决策和机会中的作用，(2)道德与职业成功之间的联系，以及(3)员工对这种关系的内隐信念。此外，我们考虑了对测量和职业咨询的影响。总之，我们提倡对个人道德对职业发展的影响进行新的研究。

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引用次数: 0

Navigating transitions: A longitudinal exploration of career decision-making process dynamics in adolescents 导航过渡：青少年职业决策过程动态的纵向探索

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-04-07 DOI: 10.1016/j.jvb.2025.104125

Madeleine Haenggli , Andreas Hirschi , Julian Marciniak

In times of changing labor markets and rapid technological development, individuals are repeatedly faced with career decision-making to manage frequent and complex transitions within and between learning and work. Thus, it is crucial to understand the dynamic process of career decision-making. Career decision-making models propose specific sequences of key aspects, such as actions of career exploration, gaining career knowledge, and making a career decision. However, how such key aspects are related over time remains not well understood. In this six-wave longitudinal study across 30 months, we investigate the intra-personal dynamics between career self management actions (i.e., environmental exploration), career knowledge (i.e., labor market knowledge), and attitudes (i.e., career decidedness). Based on a sample of 1132 students in 8th grade in Switzerland, we tested a random intercept cross-lagged panel model (RI-CLPM) to examine within-person dynamics while accounting for stable between-person differences. We found a dynamic link between these variables, in that increases in environmental career exploration predicted subsequent increases in career knowledge and career decidedness. Moreover, increased career knowledge and career decidedness predicted subsequent increases in environmental exploration. We discuss the findings considering a dynamic intra-person approach to understanding the career decision-making process.

在劳动力市场变化和技术快速发展的时代，个人不断面临职业决策，以管理学习和工作之间频繁而复杂的过渡。因此，了解职业决策的动态过程至关重要。职业决策模型提出了职业探索、职业知识获取、职业决策等关键环节的具体顺序。然而，这些关键方面是如何随着时间的推移而相互关联的，仍然没有得到很好的理解。在这项为期30个月的六波纵向研究中，我们调查了职业自我管理行为（即环境探索）、职业知识（即劳动力市场知识）和态度（即职业决策）之间的个人内部动态。基于1132名瑞士八年级学生的样本，我们测试了一个随机截距交叉滞后面板模型（RI-CLPM）来检验人内部动态，同时考虑到稳定的人与人之间的差异。我们发现这些变量之间存在动态联系，因为环境职业探索的增加预示着随后职业知识和职业决定的增加。此外，职业知识和职业决心的增加预示着随后环境勘探的增加。我们讨论的结果考虑到一个动态的内部人员的方法来理解职业决策过程。

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引用次数: 0

No laughing matter: The motivational complexity of pursuing an aspirational self in non-standard work 这可不是闹着玩的：在非标准工作中追求有抱负的自我的动机复杂性

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-04-05 DOI: 10.1016/j.jvb.2025.104124

Gabrielle Cunningham , Otilia Obodaru

Through an inductive study based on in-depth interviews with 50 female comedians, we develop a process model of how people pursue ambitious career goals in non-standard work. We adopt an identity lens to understanding ambition as pursuing an aspirational self, i.e., a possible self that the person sees as both highly desirable and highly improbable. We find that aspirational selves create a state of motivational ambivalence, in which people are caught between two conflicting motivations: to achieve their aspirational self and to protect themselves from likely failure. These conflicting motivations drive people to vacillate between promotion-focused enactment (enacting an aspirational self as a primary career, with significant resources and risks— “going all in”) and prevention-focused enactment (enacting an aspirational self through daydreaming or as a hobby, with limited resources and risks— “dipping one's toes”). Over time, these enactment experiences recalibrate individuals' assumptions surrounding what is desirable and possible, ultimately refining their understanding about what career success means and shifting the balance either in favor of promotion (in which case individuals commit to achieving their aspirational selves) or in favor of prevention (in which case individuals become demotivated and postpone or forego this pursuit). This model expands our understanding of possible selves, illuminates the complexity of the link between identity and motivation, provides novel insights into identity enactment, and offers several theoretical contributions to research on non-standard careers.

通过对50位女性喜剧演员的深度访谈，我们建立了一个人们在非标准工作中追求远大职业目标的过程模型。我们采用认同的视角来理解野心是追求一个有抱负的自我，也就是说，一个人认为既非常理想又极不可能的可能的自我。我们发现，有抱负的自我创造了一种动机矛盾的状态，在这种状态下，人们被夹在两种相互冲突的动机之间：实现他们的有抱负的自我，并保护自己免受可能的失败。这些相互冲突的动机驱使人们在以促进为重点的行为（将有抱负的自我作为主要职业，拥有大量资源和风险——“全力以赴”）和以预防为重点的行为（通过做白日梦或将有抱负的自我作为爱好，拥有有限的资源和风险——“尝试”）之间摇摆不定。随着时间的推移，这些制定经验重新校准了个人对什么是可取的和可能的假设，最终完善了他们对职业成功意味着什么的理解，并改变了平衡，要么有利于晋升（在这种情况下，个人致力于实现他们的理想自我），要么有利于预防（在这种情况下，个人变得失去动力，推迟或放弃这种追求）。这个模型扩展了我们对可能自我的理解，阐明了身份和动机之间联系的复杂性，为身份制定提供了新的见解，并为非标准职业的研究提供了一些理论贡献。

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引用次数: 0