Journal of Vocational Behavior最新文献_第4页

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。

{"title":"Forgone identity dwelling and career exploration: A self-regulatory perspective","authors":"Yue Feng , Jos Akkermans , Qiuping Jin , Wenxia Zhou","doi":"10.1016/j.jvb.2025.104150","DOIUrl":"10.1016/j.jvb.2025.104150","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"161 ","pages":"Article 104150"},"PeriodicalIF":5.2,"publicationDate":"2025-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144338734","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}

引用次数: 0

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。

{"title":"Changes within: How within-person changes on key social cognitive career theory constructs relate to first-year engineering student persistence intentions","authors":"Allison M. Esparza , Andrea McMurray , Karen E. Rambo-Hernandez","doi":"10.1016/j.jvb.2025.104141","DOIUrl":"10.1016/j.jvb.2025.104141","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"161 ","pages":"Article 104141"},"PeriodicalIF":5.2,"publicationDate":"2025-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144222363","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}

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