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Well-being and empowerment perceptions in a sudden shift to working from home 突然转向在家工作的幸福感和授权感
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-05-01 DOI: 10.1016/j.jvb.2024.104000
Duncan J.R. Jackson, Amanda Jones, G. Michaelides, Christopher Dewberry
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引用次数: 0
Diversity in the career lifecycle: A review and research agenda 职业生涯周期中的多样性:回顾与研究议程
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-04-27 DOI: 10.1016/j.jvb.2024.103998
Quinetta Roberson, Kevin Hoff, Rachael Pyram, Jordan Holmes

Acknowledging the evolving composition of modern workforces and nature of contemporary work, we offer a review and research agenda for integrating diversity process theory into career and vocational behavior research. Based on a review of theories that articulate how social identity shapes career outcomes, we highlight a need for additional theorizing that captures the dynamism and complexity of human experience and intersecting roles embedded within the career lifecycle. To address this need, we propose approaching the study of vocational behavior from a diversity process perspective. Integrating three diversity-related processes (identity, information processing, inclusion) across three career stages (career choice, adjustment, exit), we develop a model for exploring how diversity influences people's career experiences and transitions. Specifically, we identify five career transitions – identity-choice, information processing-choice, information processing-adjustment, inclusion-adjustment, and inclusion-exit – and discuss the underlying mechanisms for each. We also suggest specific directions for future research that respond to the increasing diversity and intersectionality of modern workforces and advances foundational insights into how individuals navigate their career experiences and trajectories. By bridging the gap between the career and diversity theoretical domains and offering a new perspective for researchers and practitioners in the field of career development, we hope to take an important step toward a more comprehensive, inclusive and socially responsive understanding of vocational behavior.

考虑到现代劳动力的构成和当代工作的性质不断变化,我们提出了将多样性过程理论纳入职业生涯和职业行为研究的综述和研究议程。在回顾阐述社会身份如何影响职业结果的理论的基础上,我们强调需要更多的理论来捕捉人类经验的动态性和复杂性,以及职业生命周期中的交叉角色。为了满足这一需求,我们建议从多样性过程的角度来研究职业行为。通过整合三个职业阶段(职业选择、调整、退出)中与多样性相关的三个过程(身份认同、信息处理、包容),我们建立了一个模型,用于探索多样性如何影响人们的职业经历和职业转换。具体来说,我们确定了五种职业过渡--身份选择、信息处理--选择、信息处理--调整、包容--调整和包容--退出--并讨论了每种过渡的内在机制。我们还提出了未来研究的具体方向,以应对现代劳动力日益增长的多样性和交叉性,并推进对个人如何驾驭其职业经历和轨迹的基础性洞察。通过弥合职业生涯和多样性理论领域之间的差距,并为职业发展领域的研究人员和从业人员提供一个新的视角,我们希望朝着更全面、更具包容性和社会响应性的职业行为理解迈出重要的一步。
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引用次数: 0
Introducing a sustainable career ecosystem: Theoretical perspectives, conceptualization, and future research agenda 引入可持续职业生态系统:理论视角、概念化和未来研究议程
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-03-30 DOI: 10.1016/j.jvb.2024.103989
William E. Donald , Beatrice I.J.M. Van der Heijden , Yehuda Baruch

Our paper advances the embryonic interest of combining the theoretical frameworks of sustainable career and career ecosystem into a sustainable career ecosystem theory by introducing Artificial Intelligence (AI) as a new actor, spotlighting the need for liminality of the relationship between an individual and career practitioner, and presenting a new conceptual model. We begin by providing a brief overview of sustainable career and career ecosystem theories, culminating in a recently proposed definition of a sustainable career ecosystem. Second, using this as our point of departure, we consider the theoretical perspectives for understanding a sustainable career ecosystem through (a) introducing AI as a new actor with the potential to disrupt and transform the (future) labor market and (b) making a case for the liminality of the individual and career practitioner relationship. Third, we consider various dimensions for analyzing a sustainable career ecosystem to offer a new conceptual model. We conclude with a future research agenda.

Article classification

Conceptual Paper.

我们的论文通过引入人工智能(AI)作为新的行为者,强调个人与职业实践者之间关系的边缘性需求,并提出一个新的概念模型,推进了将可持续职业生涯和职业生态系统的理论框架结合为可持续职业生态系统理论的雏形。首先,我们简要概述了可持续职业生涯和职业生态系统理论,最后提出了可持续职业生态系统的最新定义。其次,我们以此为出发点,通过(a)将人工智能作为一个有可能颠覆和改变(未来)劳动力市场的新角色,以及(b)论证个人与职业从业者关系的边缘性,来考虑理解可持续职业生态系统的理论视角。第三,我们考虑了分析可持续职业生态系统的各种维度,以提供一个新的概念模型。最后,我们提出了未来的研究议程。
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引用次数: 0
A meta-analytic review of family supportive supervisor behaviors (FSSBs): Work-family related antecedents, outcomes, and a theory-driven comparison of two mediating mechanisms 家庭支持性主管行为(FSSBs)的元分析综述:与工作和家庭相关的前因、结果以及两种中介机制的理论比较
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-03-24 DOI: 10.1016/j.jvb.2024.103988
Yongxing Guo , Siqi Wang , Yasin Rofcanin , Mireia Las Heras

This quantitative review systematically integrates the antecedents and outcomes of Family-Supportive Supervisor Behaviors (FSSBs) through bivariate meta-analysis and meta-analytic structural equation modeling (MASEM). Utilizing data from 231 primary studies, which are drawn from 213 sources (N = 118, 100), we examined a set of hypotheses exploring the antecedents and consequences of FSSBs. We also conducted a comparative analysis of the explanatory power of two theoretical perspectives: the resource-based view (operationalized as work-family conflict and work-family enrichment) and the social-exchange perspective (operationalized as leader-member exchange relationship). Our results showed that the social-exchange perspective accounted for a greater proportion of FSSBs' impacts on work outcomes (i.e., in-role performance, and job satisfaction), while the resource-based perspective predominantly elucidates FSSBs' influence on employee wellbeing (i.e., burnout). In doing this, we unveiled nuanced insights into the nomological network surrounding FSSBs. Based on these results, we develop a future map for this growing body of research.

这篇定量综述通过双变量元分析和元分析结构方程模型(MASEM)系统地整合了家庭支持型督导行为(FSSBs)的前因和结果。利用来自 213 个来源(N = 118,100)的 231 项主要研究的数据,我们研究了一系列探讨 FSSB 前因后果的假设。我们还对两种理论视角的解释力进行了比较分析:基于资源的视角(操作化为工作-家庭冲突和工作-家庭充实)和社会交换视角(操作化为领导-成员交换关系)。我们的研究结果表明,社会交换视角在家庭支持结构对工作结果(即角色绩效和工作满意度)的影响中占了较大比例,而基于资源的视角则主要阐明了家庭支持结构对员工福利(即职业倦怠)的影响。在此过程中,我们揭示了围绕 FSSB 的名义网络的细微差别。基于这些结果,我们为这一不断发展的研究机构绘制了未来地图。
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引用次数: 0
Working with a chronic health condition: The implications of proactive vitality management for occupational health and performance 带着慢性病工作:积极主动的活力管理对职业健康和绩效的影响
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-03-19 DOI: 10.1016/j.jvb.2024.103987
Emma M. Op den Kamp , Arnold B. Bakker , Maria Tims , Evangelia Demerouti , Jimmy J. de Wijs

Employees with a chronic disease are confronted with health problems, pain, and a limited energy reserve, which may hinder their day-to-day functioning at work. In the current study, we use proactive motivation and job demands-resources (JD-R) theories to hypothesize that chronically ill individuals may optimize their own well-being and work performance by using proactive vitality management (PVM). In Study 1, we tested our hypotheses through multigroup comparative analyses among a mixed sample of both healthy and chronically ill employees who participated in a weekly, three-wave study (T1 N = 399, M age = 45.18 (SD = 13.13), 48 % female). In Study 2, employees with a chronic liver disease were followed over the course of 2,5 years and filled out surveys at three points in time (T1 N = 192, M age = 48.73 (SD = 10.75), 72 % female). Findings from both studies were in line with our hypotheses. More specifically, consistent with JD-R theory's health impairment hypothesis, results showed that exhaustion mediated the relation between PVM and (a) functional limitations and (b) absenteeism. Consistent with JD-R's motivational hypothesis, work engagement mediated the relation between PVM and (a) creative work performance and (b) absenteeism. In addition, results of moderated mediation analyses indicated that these indirect effects were stronger for chronically ill employees with more (vs. less) self-insight – i.e., a developed understanding of one's own thoughts, feelings, and behaviors. These findings contribute to JD-R and proactive motivation theories and suggest that PVM is an important behavioral strategy that may protect chronically ill employees' occupational health and promote their performance, especially when combined with self-insight.

患有慢性疾病的员工面临着健康问题、疼痛和有限的能量储备,这可能会妨碍他们在工作中的日常运作。在本研究中,我们运用积极主动的动机和工作需求-资源(JD-R)理论,假设慢性病患者可以通过积极主动的活力管理(PVM)来优化自身健康和工作表现。在研究 1 中,我们通过对参与每周三波研究的健康员工和慢性病员工的混合样本(T1 N = 399,M 年龄 = 45.18 (SD = 13.13),48 % 为女性)进行多组比较分析,检验了我们的假设。在研究 2 中,对患有慢性肝病的员工进行了为期 2.5 年的跟踪调查,并在三个时间点填写了调查问卷(T1 N = 192,M 年龄 = 48.73 (SD = 10.75),72 % 为女性)。两项研究的结果均符合我们的假设。更具体地说,与 JD-R 理论的健康损害假说一致,结果表明,疲惫在 PVM 与(a)功能限制和(b)旷工之间起中介作用。与 JD-R 理论的动机假设一致,工作投入在自 愿动机与(a)创造性工作表现和(b)旷工之间起中介作用。此外,调节性中介分析的结果表明,这些间接效应对自我洞察力较强(与较弱)的慢性病员工更强,即对自己的思想、情感和行为有深刻理解的员工。这些研究结果有助于JD-R和主动激励理论的发展,并表明PVM是一种重要的行为策略,可以保护慢性病员工的职业健康并促进其工作表现,尤其是在与自我洞察力相结合的情况下。
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引用次数: 0
Longitudinal associations between the rates of change in family to work enrichment, leader-member exchange, and job satisfaction 从家庭到工作的充实感、领导与成员交流以及工作满意度变化率之间的纵向联系
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-03-08 DOI: 10.1016/j.jvb.2024.103986
Ying Chen , Guozhen Zhao , Meng-Yu Cheng

By integrating the work-home resource model with the leader-member exchange (LMX) theory, we adopt a change perspective to examine the effects of the change rate in family-to-work enrichment (FWE) on that in job satisfaction through the change rate in LMX. Using a longitudinal, multilevel sample of 360 employees in 71 teams, the results of three waves of data over eight months reveal the FWE change rate is associated positively with the LMX change rate, which, in turn, is associated positively with the job satisfaction change rate. Furthermore, we show that LMX differentiation at Time 1 moderates the FWE change rate's effect on the LMX change rate over time, such that the relation is stronger when the LMX differentiation is high at Time 1. Moreover, the LMX change rate mediates the interactive effects of the FWE change rate and Time 1 LMX differentiation on the job satisfaction change rate over time. The results also show that the initial level of FWE is related positively with the LMX change rate, but not with the job satisfaction change rate. These findings emphasize the importance of studying changes in family-work research and providing new insights into the processes of the FWE change rate's effects on the change rates of important work outcomes over time.

通过将工作-家庭资源模型与领导者-成员交换(LMX)理论相结合,我们采用了变化的视角,通过LMX的变化率来研究家庭-工作丰富度(FWE)的变化率对工作满意度的影响。通过对 71 个团队的 360 名员工进行纵向、多层次的抽样调查,八个月内三波数据的结果显示,家庭工作丰富度(FWE)的变化率与 LMX 的变化率呈正相关,而 LMX 的变化率又与工作满意度的变化率呈正相关。此外,我们还发现,随着时间的推移,时间 1 的 LMX 差异调节了 FWE 变更率对 LMX 变更率的影响,因此,当时间 1 的 LMX 差异较高时,两者之间的关系更为密切。此外,随着时间的推移,LMX 变化率会调节 FWE 变化率和时间 1 LMX 差异对工作满意度变化率的交互影响。结果还显示,最初的 FWE 水平与 LMX 变化率呈正相关,但与工作满意度变化率无关。这些发现强调了在家庭-工作研究中研究变化的重要性,并提供了关于 FWE 变化率对重要工作结果随时间变化率的影响过程的新见解。
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引用次数: 0
How do employees build and maintain relationships with leaders? Development and validation of the workplace upward networking scale 员工如何与领导建立并保持关系?开发和验证工作场所向上网络量表
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-03-05 DOI: 10.1016/j.jvb.2024.103985
Song Wang , Kun Luan

The importance of social networking helping employees achieve career success is widely recognized. However, there is limited discussion regarding employees' subtle networking behaviors with leaders and their impact. With this paper we contribute to this oversight by conceptualizing workplace upward networking (WUN) and by developing and validating a new scale that assesses the extent to which employees build and maintain relationships with leaders in pursuit of resources. Using 10 samples (N = 1597), the results provide strong evidence for the reliability and validity of the WUN scale, and support the nomological network of the WUN construct. Our work contributes to social networking research by demonstrating the theoretical uniqueness of WUN versus similar constructs, such as workplace peer networking and impression management, as well as the underlying mechanisms by which WUN affects work outcomes. Overall, with this study we offer support for the reliability and validity of WUN scale and advance the burgeoning node-specific networking literature both conceptually and empirically.

社交网络对员工取得事业成功的重要性已得到广泛认可。然而,有关员工与领导建立微妙关系网络的行为及其影响的讨论却十分有限。本文通过对工作场所向上网络(WUN)的概念化,以及开发和验证一个新的量表,来评估员工为寻求资源而与领导建立和保持关系的程度,从而为这一疏忽做出贡献。通过使用 10 个样本(= 1597),研究结果为 WUN 量表的可靠性和有效性提供了有力证据,并支持了 WUN 构建的名义网络。我们的研究通过证明 WUN 相对于工作场所同伴网络和印象管理等类似结构的理论独特性,以及 WUN 影响工作结果的内在机制,为社交网络研究做出了贡献。总之,通过这项研究,我们为 WUN 量表的可靠性和有效性提供了支持,并在概念和经验上推动了新兴的特定节点网络文献的发展。
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引用次数: 0
Getting into flow during virtual meetings: How virtual meetings can benefit employee functioning in the work- and home domain 在虚拟会议中进入状态:虚拟会议如何有利于员工在工作和家庭领域的运作
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-02-27 DOI: 10.1016/j.jvb.2024.103984
Wladislaw Rivkin , Karin S. Moser , Stefan Diestel , Isaac Alshaikh

During the COVID-19 pandemic, a majority of the global workforce turned to virtual meetings for work-related communication and continues to do so as part of the shift to hybrid work. This change in communication patterns has led to an increased scholarly emphasis on the costs of virtual meetings for employees. The present study adds to this emerging field of research by taking a theory-led approach to highlight that alongside costs there are benefits to spending time in virtual meetings for employee functioning. Specifically, we integrate the concept of flow experiences and the Conservation of Resources theory to expand our understanding of the psychological mechanisms that link daily time spent in virtual meetings to employees' functioning in the work (i.e., task performance and counterproductive work behavior) and home domains (i.e., work-family conflict and need for recovery). More specifically, we argue that the benefits of virtual meetings manifest through flow experiences and associated reduced within-day changes in cognitive depletion. Furthermore, we identify low emotional dissonance as a contingency in virtual meetings that can strengthen the benefits of this mode of computer mediated communication. Results from two daily diary studies largely support the hypothesized relationships. Our findings have important theoretical and practical implications for employee functioning in the ‘new normal’ of hybrid work.

在 COVID-19 大流行期间,全球大多数劳动力都转而使用虚拟会议进行与工作有关的交流,并继续这样做,作为向混合工作转变的一部分。沟通模式的这一变化促使学者们越来越重视虚拟会议给员工带来的成本。本研究为这一新兴的研究领域增添了新的内容,它采用理论指导的方法,强调在花费时间参加虚拟会议的同时,也为员工的工作带来了益处。具体而言,我们整合了流动体验的概念和资源保护理论,以扩大我们对将每天花在虚拟会议上的时间与员工在工作(即任务绩效和工作反作用行为)和家庭(即工作与家庭冲突和恢复需求)领域的功能联系起来的心理机制的理解。更具体地说,我们认为虚拟会议的益处体现在流动体验和相关的认知耗竭日内变化减少上。此外,我们还发现,低情绪失调是虚拟会议中的一种意外情况,它可以加强这种以计算机为媒介的交流模式的益处。两项每日日记研究的结果在很大程度上支持了假设的关系。我们的研究结果对于员工在混合工作的 "新常态 "下发挥职能具有重要的理论和实践意义。
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引用次数: 0
Interim leadership: A systematic literature review and future research agenda 临时领导:系统文献综述和未来研究议程
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-02-22 DOI: 10.1016/j.jvb.2024.103974
Jo-anne Fisher , Alexander Newman , Sen Sendjaya

Studies on interim leadership have proliferated across multiple disciplines over the past forty-five years since the first studies on non-traditional careers emerged in the late 1970s. Interim leadership tenures typically range from weeks to more than a year during critical change-induced contexts in organizations (e.g., unexpected leadership departures). Interim leadership brings benefits to both interim executives (e.g., career advancement, work-life flexibility) and organizations (e.g., the capacity to quickly adapt). Undertaking a comprehensive review of 61 articles on interim leadership published in top journals in multiple domains over almost five decades, we highlight terminologies adopted, moderating factors, theoretical perspectives and models pertinent to interim leadership explored to date. Importantly, our review identifies four emerging themes (i.e., Selection, Socialization, Success, and Succession) which represent stages of the interim leadership process, leading to the development of the resultant “4S” process framework. We subsequently explore factors which influence each of these stages that interim leaders move through from entering to exiting interim executive assignments. Following this, the review proposes a future research agenda for theoretical, empirical, and methodological advancement of interim leadership scholarship, particularly in relation to the less researched areas of socialization and success and notes practical implications to inform better practice of interim leadership for individuals and organizations.

自 20 世纪 70 年代末首次出现关于非传统职业的研究以来,关于临时领导的研究在过去的 45 年中在多个学科中激增。在组织变革引发的关键时期(如领导层意外离职),临时领导的任期通常从数周到一年以上不等。临时领导对临时管理人员(如职业发展、工作生活灵活性)和组织(如快速适应能力)都有好处。我们全面回顾了近五十年来在多个领域的顶级期刊上发表的 61 篇关于临时领导力的文章,重点介绍了迄今为止所采用的术语、调节因素、理论视角以及与临时领导力相关的模型。重要的是,我们的综述确定了四个新出现的主题(即:选拔、社会化、成功和继任),它们代表了临时领导过程的各个阶段,并由此制定了 "4S "过程框架。随后,我们探讨了影响临时领导者从进入到结束临时行政任务的各个阶段的因素。随后,本综述提出了未来的研究议程,以在理论、经验和方法上推进临时领导力的学术研究,特别是在社会化和成功这两个研究较少的领域,并指出了对个人和组织更好地实践临时领导力的实际意义。
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引用次数: 0
Any port in a storm: Emotional stability as a stabilizer for the job performance-voluntary turnover relationship 风暴中的任何港口情绪稳定是工作表现与自愿离职关系的稳定剂
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-02-08 DOI: 10.1016/j.jvb.2024.103973
In-Sue Oh , Huy Le , Dishi Hu , Steve B. Robbins

Although a great deal of research has examined supra-individual level moderators of the job performance-turnover relationship, research on individual-level moderators such as relevant employee personality traits is limited. In the current study, we examine how emotional stability moderates the job performance-voluntary turnover relationship at different levels of job performance by analyzing multi-wave time-lagged data collected over a five-year period. Results indicate that the relationship between job performance ratings and voluntary turnover at the lower end of job performance is less negative (flatter) among emotionally stable (vs. neurotic) employees. The job performance-turnover relationship at the higher end of job performance is almost flat (close to zero) among emotionally stable employees yet somewhat positive for neurotic employees. This study suggests that emotionally stable (vs. neurotic) employees, regardless of their job performance level, are more likely to stay, thus highlighting the important role of emotional stability in obtaining workforce stability. We discuss the theoretical and practical implications of these results, along with study limitations and future research directions.

尽管有大量研究考察了工作绩效-离职关系的超个体层面调节因素,但对个体层面调节因素(如相关的员工个性特征)的研究却十分有限。在本研究中,我们通过分析五年内收集的多波时滞数据,考察了在不同工作绩效水平下,情绪稳定性如何调节工作绩效与自愿离职之间的关系。结果表明,在工作绩效较低的情况下,情绪稳定(相对于神经质)的员工的工作绩效评分与自愿离职之间的关系不那么消极(平缓)。在工作绩效较高的一端,情绪稳定的员工的工作绩效与离职率之间的关系几乎持平(接近于零),而神经质的员工的工作绩效与离职率之间的关系则有些积极。这项研究表明,无论工作绩效水平如何,情绪稳定(与神经质)的员工都更有可能留下来,从而凸显了情绪稳定在获得劳动力稳定性方面的重要作用。我们将讨论这些结果的理论和实践意义,以及研究的局限性和未来的研究方向。
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引用次数: 0
期刊
Journal of Vocational Behavior
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