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Journal of Vocational Behavior最新文献

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Longitudinal dynamics of psychological need satisfaction, meaning in work, and burnout 心理需求满足、工作意义和职业倦怠的纵向动态变化
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-02-07 DOI: 10.1016/j.jvb.2024.103971
Lucas A. Maunz, Jürgen Glaser

Drawing on an integrated perspective of self-determination theory (SDT) and conservation of resources theory (COR theory), this study investigated normal and reverse causation within-person effects among basic psychological need satisfaction (BPNS), meaning in work, and burnout over time. Using random intercept cross-lagged panel models (RI-CLPM), we examined data from German-speaking employees (complete cases = 781, imputed cases = 2131) at three time points over 12 months. At the within-person level, increased burnout was related to subsequent decreased BPNS (i.e., autonomy and competence need satisfaction). In line with COR theory, reciprocal within-person effects between burnout and meaning in work suggest a loss-cycle over time. Explorative analyses suggest that increased autonomy need satisfaction is related to subsequent increased competence and relatedness need satisfaction. At the between-person level, all variables were significantly correlated. Overall, this study found limited support for within-person assumptions of SDT, while supporting assumptions of COR theory. We discuss how the previous neglect of reverse causation, within-person effects, and the effect of time in SDT and COR theory may have led to a misrepresentation of the associations among BPNS, meaning in work, and burnout.

本研究从自我决定理论(SDT)和资源保护理论(COR 理论)的综合视角出发,调查了基本心理需求满足(BPNS)、工作意义和职业倦怠之间随时间变化的正常和反向因果关系。我们使用随机截距交叉滞后面板模型(RI-CLPM),研究了德语员工(完整案例=781,估算案例=2131)在 12 个月内三个时间点的数据。在个人层面上,职业倦怠的增加与随后 BPNS(即自主性和能力需求的满足)的减少有关。与 COR 理论一致,职业倦怠与工作意义之间的人内互惠效应表明,随着时间的推移,会出现一个损失周期。探索性分析表明,自主性需求满足的增加与随后能力和相关性需求满足的增加有关。在人与人之间的层面上,所有变量都有显著的相关性。总之,本研究发现,在支持 COR 理论假设的同时,对 SDT 人内假设的支持有限。我们讨论了之前在 SDT 和 COR 理论中对反向因果关系、人内效应和时间效应的忽视是如何导致误解 BPNS、工作意义和职业倦怠之间的关联的。
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引用次数: 0
Corrigendum to “Why do people network? Professional networking motives and their implications for networking behaviors and career success” [J. Vocat. Behav. 142 (2023) 103856] 人们为何建立网络关系?职业网络动机及其对网络行为和职业成功的影响"[J. Vocat. Behav. 142 (2023) 103856] 更正
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-02-06 DOI: 10.1016/j.jvb.2024.103972
Caitlin M. Porter , Sang Eun Woo , Nicole Alonso , Galen Snyder
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引用次数: 0
A framework of community-engaged vocational research methodologies from liberatory perspectives 从解放的角度看社区参与的职业研究方法框架
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-02-01 DOI: 10.1016/j.jvb.2024.103970
Yunkyoung Loh Garrison , Germán A. Cadenas , Saba Rasheed Ali

With the broadening scope of research inquiries into work, employment, industrial and organizational processes, and vocational development addressing issues with systemic oppression, there is a pressing need for discussion on using research methodologies as tools for catalyzing liberatory change. This article is underpinned by liberation theories and perspectives, which critically examine the Euro-American systems of thoughts that justify and perpetuate decisions, conditions, and culture that may exclude marginalized knowers, knowledge, and ways of knowing. Building on the work of other liberation scholars, we propose a new framework of community-engaged vocational research methodologies, which expands the existing methodologies: a) from distance to proximity, b) from academic capitalism to community vocational outcomes, c) from researcher authority to community partnership, and d) from theoretical knowledge to actionable knowledge. We discuss guiding Global Majority values to address tensions that may arise from expanding and complicating the traditional boundaries of methodologies. The framework also shows expansion through intersectional, interdisciplinary, anti-oppressive, and action-oriented approaches. With the introduction of this framework, we invite readers to broaden the scope of research methodologies and transform them into processes and tools for people who generate, need, and use the community-based knowledge of work and working.

随着对工作、就业、工业和组织过程以及职业发展的研究调查范围不断扩大,涉及到系统性压迫问题,因此迫切需要讨论如何将研究方法作为促进解放变革的工具。本文以解放理论和观点为基础,批判性地审视了欧美思想体系,这些思想体系为可能排斥边缘化知识分子、知识和认知方式的决策、条件和文化提供了理由,并使之长期存在。在其他解放学者工作的基础上,我们提出了社区参与职业研究方法的新框架,扩展了现有方法:a) 从距离到接近;b) 从学术资本主义到社区职业成果;c) 从研究者权威到社区伙伴关系;d) 从理论知识到可操作知识。我们讨论了 "全球多数派 "的指导价值观,以解决方法论传统界限的扩展和复杂化可能产生的紧张关系。该框架还显示了通过交叉、跨学科、反压迫和以行动为导向的方法进行的扩展。通过引入本框架,我们邀请读者拓宽研究方法论的范围,并将其转化为产生、需要和使用以社区为基础的工作和工作知识的过程和工具。
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引用次数: 0
Towards a self-regulation model of career competencies: A systematic review and future research agenda 建立职业能力的自我调节模型:系统回顾与未来研究议程
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-01-24 DOI: 10.1016/j.jvb.2024.103969
Surendra Babu Talluri , Nishant Uppal , Jos Akkermans , Alexander Newman

Owing to the growing emphasis on self-managed career patterns, career competencies as essential personal career resources play a vital role in several work and career outcomes. Despite extensive research on career competencies in the last three decades, it lacks a consistent theorization and often relies on diverse theoretical perspectives. To synthesize our scholarly knowledge of career competencies, we conducted a systematic literature review of 80 peer-reviewed articles from 1985 to November 2022. In doing so, we understand how the construct of career competencies has been conceptualized and measured, review prominent theoretical perspectives adopted, and build a theoretical model based on a self-regulation perspective. This review helped us identify significant research limitations and locate promising research gaps. Building on these insights, we craft a future research agenda highlighting opportunities for conceptual, theoretical, and empirical advancement of career competencies research.

由于人们越来越重视自我管理的职业模式,职业能力作为必不可少的个人职业资源,在若干工作和职业成果中发挥着至关重要的作用。尽管过去三十年来对职业胜任力进行了广泛的研究,但缺乏一致的理论体系,而且往往依赖于不同的理论视角。为了综合我们对职业胜任力的学术知识,我们对 1985 年至 2022 年 11 月的 80 篇同行评审文章进行了系统的文献综述。在此过程中,我们了解了职业能力这一概念是如何被概念化和测量的,回顾了所采用的著名理论视角,并建立了一个基于自我调节视角的理论模型。这一回顾帮助我们确定了重大的研究局限,并找到了有希望的研究空白。在这些见解的基础上,我们制定了未来的研究议程,强调了在概念、理论和实证方面推进职业能力研究的机会。
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引用次数: 0
Workplace hurdles and innovative behavior: A meta-analysis 工作场所障碍与创新行为:荟萃分析
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2024-01-10 DOI: 10.1016/j.jvb.2024.103968
Thomas W.H. Ng

Many studies have assumed that workplace hurdles have uniform effects on innovative behavior and that motivational mechanisms are the key explanation. Guided by the conservation of resources theory, this study argues that different subgroups of workplace hurdles might relate to innovative behavior differently and that the mechanism underlying the relationship between workplace hurdles and innovative behavior can be informed by an organizational attachment perspective. Meta-analytical data from 544 samples (N = 188,572) showed that (a) social hurdles were more strongly and negatively related to innovative behavior than were task and organizational hurdles, (b) the absence of favorable conditions was more strongly and negatively related to innovative behavior than were proximal stressors, and (c) hindrance stressors were more strongly and negatively related to innovative behavior than were challenge stressors. The path analysis results also provide support for the proposed theoretical process: workplace hurdles weaken organizational attachment, which in turn lowers innovative behavior. Crucially, organizational attachment remained a significant mediator even when I controlled for the mediating effects of job and creative motivation. Moderator analyses showed that the study relationships were generally robust.

许多研究认为,工作场所障碍对创新行为的影响是一致的,动机机制是关键的解释因素。在资源保护理论的指导下,本研究认为,工作场所障碍的不同子类与创新行为的关系可能不同,工作场所障碍与创新行为之间关系的内在机制可以从组织依附的角度得到启发。来自 544 个样本(N=188,572)的元分析数据显示:(a) 与任务和组织障碍相比,社会障碍与创新行为的负相关更强;(b) 与近似压力源相比,缺乏有利条件与创新行为的负相关更强;(c) 与挑战压力源相比,阻碍压力源与创新行为的负相关更强。路径分析结果也为所提出的理论过程提供了支持:工作场所的障碍会削弱组织依恋,进而降低创新行为。重要的是,即使我控制了工作和创新动机的中介效应,组织依恋仍然是一个重要的中介因素。调节分析表明,研究关系总体上是稳健的。
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引用次数: 0
Crafting networks: A self-training intervention 打造网络:自我培训干预
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2023-12-29 DOI: 10.1016/j.jvb.2023.103956
Huatian Wang , Evangelia Demerouti , Sonja Rispens , Piet van Gool

Social networks are known to be critical for enhancing employees' work outcomes. However, we still know relatively less about how employees take charge of their networks to reap network, work, and career-related benefits and how we can intervene in this process. Based on the self-regulation theory and the networking literature, we developed and evaluated the effectiveness of a network crafting self-training intervention. In a quasi-experimental research design of 88 participants in the experimental group and 59 participants in the control group, our results revealed that, after the intervention, employees reported an increase in three trained network crafting actions (i.e., using existing contacts, establishing new contacts, and maintaining professional contacts). Those participating in the intervention reported higher levels of two career outcomes (i.e., career autonomy and perceived marketability). Moreover, we found that through the three trained network crafting actions, the intervention indirectly enhanced participants' network size and diversity as well as their work performance (e.g., task performance and problem-solving). Our study provides insights into a means to smartly shape one's social networks. Our intervention offers an effective management tool that employees and managers can use to guide individuals' network crafting actions and apply them in their daily work context.

众所周知,社交网络对于提高员工的工作成果至关重要。然而,我们对员工如何掌控自己的网络以获得与网络、工作和职业相关的益处,以及如何干预这一过程的了解还相对较少。基于自我调节理论和网络文献,我们开发并评估了网络工艺自我培训干预的有效性。在一项由 88 名实验组参与者和 59 名对照组参与者组成的准实验研究设计中,我们的结果显示,在干预之后,员工们报告说他们在三种经过培训的网络构建行动(即使用现有联系人、建立新联系人和维护专业联系人)方面都有所提高。参与干预的员工在两项职业成果(即职业自主性和市场认知度)方面的水平都有所提高。此外,我们还发现,通过三种训练有素的人际关系网络构建行动,干预措施间接提高了参与者的人际关系网络规模和多样性,以及他们的工作绩效(如任务绩效和问题解决能力)。我们的研究为如何巧妙地塑造自己的社交网络提供了启示。我们的干预措施提供了一种有效的管理工具,员工和管理者可以用它来指导个人的网络构建行动,并将其应用于日常工作中。
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引用次数: 0
Career transitions across the lifespan: A review and research agenda 人一生中的职业转换:回顾与研究议程
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2023-12-29 DOI: 10.1016/j.jvb.2023.103957
Jos Akkermans , Serge P. da Motta Veiga , Andreas Hirschi , Julian Marciniak

Career transitions are becoming increasingly prevalent across the lifespan, and research on the topic has proliferated in recent years. However, the literature is fragmented across disciplines and has primarily focused on specific one-off transitions (e.g., school-to-work, unemployment-to-work, work-to-work, work-to-retirement). To reconcile these different perspectives, we conducted a review of processual career transition research, analyzing 93 quantitative longitudinal studies in this area. We problematize and synthesize the existing literature focusing on four main challenges: (1) an overemphasis on normative and predictable transitions, (2) a fragmented use of theories, (3) a lack of focus on behavioral antecedents and outcomes, and (4) a lack of attention to boundary conditions. Building on these literature critiques, we formulate a future research agenda across five directions by integrating the existing studies into a self-regulation framework of career transitions. This review thereby contributes to creating a more consistent and integrative understanding of career transitions across the lifespan.

职业过渡在人的一生中越来越普遍,近年来有关这一主题的研究也大量涌现。然而,各学科的研究文献并不完整,而且主要集中于特定的一次性过渡(例如,从学校到工作、从失业到工作、从工作到工作、从工作到退休)。为了协调这些不同的观点,我们对过程性职业过渡研究进行了回顾,分析了该领域的 93 项定量纵向研究。我们对现有文献进行了分析和归纳,重点关注四个主要挑战:(1) 过分强调规范性和可预见性的过渡,(2) 理论的使用支离破碎,(3) 缺乏对行为前因和结果的关注,(4) 缺乏对边界条件的关注。在这些文献评论的基础上,我们通过将现有研究整合到职业生涯过渡的自我调节框架中,制定了五大方向的未来研究议程。因此,本综述有助于对人的一生中的职业生涯过渡形成更加一致和综合的理解。
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引用次数: 0
Measuring SETPOINT vocational interest dimensions: The development and validation of three short scales 测量 SETPOINT 职业兴趣维度:三个简易量表的开发与验证
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2023-12-27 DOI: 10.1016/j.jvb.2023.103959
Daphne Xin Hou , Rong Su , Louis Tay

Vocational interest research has seen a resurgence in the applied psychology literature, given evidence showing its predictive validity for key work outcomes. There is a need for integrative, reliable, and valid measures to advance research in this space. While the RIASEC model of vocational interests (Holland, 1997) has been the most widely used and studied typology for the assessment of six broad interest types, more recent work with the SETPOINT model (Su et al., 2019) suggests that eight interest dimensions provide better fit to interest data and demonstrates stronger criterion-related validity evidence. However, to date, no short scales are available for measuring the broad SETPOINT dimensions. We developed three short scales with 8, 24, and 41 items, respectively, that capture the eight dimensions of the SETPOINT model in an integrative manner. Using a sample of 972 full-time working adults assessed across two-time points over five weeks, we validated these three short scales following robust psychometric analyses. These scales are shown to have good psychometric properties. The development and validation of the three short scales help close the operational gap for the SETPOINT model and further facilitate the study of interests and use of interest measures in academic and applied settings.

职业兴趣研究在应用心理学文献中再次兴起,因为有证据表明,它对关键工作结果具有预测效力。我们需要综合、可靠和有效的测量方法来推动这一领域的研究。虽然 RIASEC 职业兴趣模型(Holland,1997 年)一直是最广泛使用和研究的类型学,用于评估六种广泛的兴趣类型,但最近关于 SETPOINT 模型(Su 等人,2019 年)的研究表明,八个兴趣维度能更好地拟合兴趣数据,并显示出更强的标准相关效度证据。然而,迄今为止,还没有测量 SETPOINT 广泛维度的简易量表。我们开发了三个短量表,分别包含 8 个、24 个和 41 个项目,以综合的方式捕捉 SETPOINT 模型的八个维度。我们对 972 名全职工作的成年人进行了为期五周、跨越两个时间点的抽样评估,并通过可靠的心理测量分析对这三个短量表进行了验证。结果表明,这些量表具有良好的心理测量特性。这三个简易量表的开发和验证有助于缩小 SETPOINT 模型的操作差距,进一步促进兴趣研究以及兴趣测量在学术和应用环境中的使用。
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引用次数: 0
Your employees are calling: How organizations help or hinder living a calling at work 您的员工在召唤:组织如何帮助或阻碍员工在工作中实现使命
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2023-12-26 DOI: 10.1016/j.jvb.2023.103958
Brittany C. Buis , Donald H. Kluemper , Hannah Weisman , Siyi Tao

When employees are living a calling at work, they tend to experience greater well-being and the organization also benefits. Despite the integral role of the organization, research has not sufficiently explored what organizational factors might help employees live a calling. Drawing on a tripartite theoretical framework of living a calling— characterized by destiny, personal significance, and social significance— and Work as a Calling Theory, we hypothesize that needs-supplies fit, empowerment, and servant leadership are positively related to living a calling. Further, we hypothesize that the benefits of living a calling extend to the organization via a negative association with deviant behaviors, a positive association with LMX relationships, and that consistency of interests (a facet of grit) is a boundary condition of the proposed relationships. Through testing our hypotheses in a multi-wave, multi-source field study of employees and supervisors in a park district, we find that needs-supplies fit and empowerment facilitate living a calling in an organization. Further, consistency of interests moderates the relationship between living a calling and deviant behaviors and LMX. Our findings indicate how employers might help employees live their callings, and, in turn, mitigate negative and attain positive outcomes.

当员工在工作中实现自己的使命时,他们往往会体验到更大的幸福感,组织也会从中受益。尽管组织发挥着不可或缺的作用,但研究并未充分探讨哪些组织因素可以帮助员工实现使命。根据活出使命--以命运、个人意义和社会意义为特征--的三方理论框架和工作即使命理论,我们假设,需求-供给契合、授权和仆人式领导与活出使命正相关。此外,我们还假设,"活出使命感 "的益处会通过与偏差行为的负相关、与 LMX 关系的正相关以及兴趣一致性(勇气的一个方面)是所提议关系的边界条件而延伸到组织中。通过对一个公园区的员工和主管进行多波段、多来源的实地研究来验证我们的假设,我们发现,需求-供给契合和授权有助于在组织中实现使命。此外,兴趣的一致性也会调节 "活出使命感 "与偏差行为和 LMX 之间的关系。我们的研究结果表明,雇主可以如何帮助员工实现他们的使命,进而减轻负面影响并取得积极成果。
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引用次数: 0
How does empowering leadership promote employee creativity? The sequential mediating mechanism of felt obligation for constructive change and job crafting 授权型领导如何促进员工的创造力?感受到的建设性变革义务与工作设计的顺序中介机制
IF 11.1 1区 心理学 Q1 Social Sciences Pub Date : 2023-12-14 DOI: 10.1016/j.jvb.2023.103955
Yu Zhou , Yuan Cheng , Guangjian Liu , Zhipeng Zhang , Huaiqian Zhu

Integrating the reciprocity lens and the componential model of creative process, we develop novel theoretical insights regarding how and when empowering leadership promotes employee creativity. In a scenario-based experimental study of 198 participants (Study 1), we found that empowering leadership was positively related to employees' felt obligation for constructive change, especially for employees who had a high level of organizational identification. In a three-wave field survey study of 221 employees and their direct supervisors (Study 2), we found that organizational identification strengthened the positive effects of empowering leadership on employees' felt obligation for constructive change. Furthermore, employees' felt obligation for constructive change was positively associated with job crafting behavior, subsequently employee creativity. Our research generates valuable insights into how and when empowering leadership enhances employee creativity.

结合互惠视角和创造性过程的成分模型,我们对授权领导如何以及何时促进员工创造力提出了新的理论见解。在198名参与者的情境实验研究(研究1)中,我们发现授权型领导与员工对建设性变革的义务感正相关,尤其是对组织认同水平较高的员工。在对221名员工及其直接主管的三波实地调查研究(研究2)中,我们发现组织认同强化了授权领导对员工建设性变革义务的积极影响。此外,员工对建设性变革的义务感与工作制作行为呈正相关,进而与员工创造力呈正相关。我们的研究对授权领导如何以及何时增强员工创造力产生了有价值的见解。
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引用次数: 0
期刊
Journal of Vocational Behavior
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