Pub Date : 2025-04-01DOI: 10.1016/j.jvb.2025.104123
Chengchuan Yang , Chunyong Tang , Nan Xu
Based on person-environment fit theory and the significance of employees' sustainable employability in the transformation of human resource (HR) practices within organizations, we propose a moderated mediation model to examine how developmental HR practices are linked to employees' sustainable employability. This mechanism incorporates proactive career behaviors as a mediator and person-vocation fit as a moderator. We conducted two studies to test the hypothesized model. Study 1 utilized a scenario-based experimental design, and the results indicate that perceived developmental HR practices positively influence sustainable employability through proactive career behaviors. Study 2 employed a three-stage time-lagged data collection method and hierarchical regression analysis, replicating and extending the findings of Study 1 to support the moderating role of person-vocation fit. These findings contribute to a deeper understanding of sustainable employability by revealing the process of proactive career behaviors in the relationship between perceived developmental HR practices and sustainable employability, along with identifying the boundary condition of this relationship.
{"title":"Enhancing sustainable employability through developmental HR practices: The mediating role of proactive career behaviors and moderating role of person-vocation fit","authors":"Chengchuan Yang , Chunyong Tang , Nan Xu","doi":"10.1016/j.jvb.2025.104123","DOIUrl":"10.1016/j.jvb.2025.104123","url":null,"abstract":"<div><div>Based on person-environment fit theory and the significance of employees' sustainable employability in the transformation of human resource (HR) practices within organizations, we propose a moderated mediation model to examine how developmental HR practices are linked to employees' sustainable employability. This mechanism incorporates proactive career behaviors as a mediator and person-vocation fit as a moderator. We conducted two studies to test the hypothesized model. Study 1 utilized a scenario-based experimental design, and the results indicate that perceived developmental HR practices positively influence sustainable employability through proactive career behaviors. Study 2 employed a three-stage time-lagged data collection method and hierarchical regression analysis, replicating and extending the findings of Study 1 to support the moderating role of person-vocation fit. These findings contribute to a deeper understanding of sustainable employability by revealing the process of proactive career behaviors in the relationship between perceived developmental HR practices and sustainable employability, along with identifying the boundary condition of this relationship.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"162 ","pages":"Article 104123"},"PeriodicalIF":5.2,"publicationDate":"2025-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145010425","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 : 2025-03-20DOI: 10.1016/j.jvb.2025.104115
Heather N. Odle-Dusseau , Yi-Ren Wang , Russell A. Matthews , Julie H. Wayne
We propose that Conservation of Resources theory can be applied through a gendered lens to understand how individual and socio-structural forces explain experiences of workers' financial hardships over a six-month period (N = 455). Using latent growth curve analysis, we analyzed how energy resources (income), personal resources (money management skills), gender, and the community's gender inequality predicted workers' financial insecurity during a financial hardship. We also analyzed how the change trajectories of financial insecurity related to change trajectories in their health, work-family balance, and job attitudes over time. Results demonstrated that one's income, money management skills, and gender predicted the initial perceptions of financial insecurity. Furthermore, participants living in communities with greater gender inequality in earnings and full-time employment had higher initial levels of financial insecurity than individuals living in communities with greater gender equality. Finally, changes in financial insecurity levels predicted changes in worker health, work-family balance, and job attitudes over time. This work provides a test of Corollary 1 and Corollary 2 of Conservation of Resources theory, advancing the theory to specifically integrate gender at both individual and community levels.
{"title":"The wheel is turning (and you can't slow down): Financial hardships as gendered experiences and financial insecurity trajectories","authors":"Heather N. Odle-Dusseau , Yi-Ren Wang , Russell A. Matthews , Julie H. Wayne","doi":"10.1016/j.jvb.2025.104115","DOIUrl":"10.1016/j.jvb.2025.104115","url":null,"abstract":"<div><div>We propose that Conservation of Resources theory can be applied through a gendered lens to understand how individual and socio-structural forces explain experiences of workers' financial hardships over a six-month period (<em>N =</em> 455). Using latent growth curve analysis, we analyzed how energy resources (income), personal resources (money management skills), gender, and the community's gender inequality predicted workers' financial insecurity during a financial hardship. We also analyzed how the change trajectories of financial insecurity related to change trajectories in their health, work-family balance, and job attitudes over time. Results demonstrated that one's income, money management skills, and gender predicted the initial perceptions of financial insecurity. Furthermore, participants living in communities with greater gender inequality in earnings and full-time employment had higher initial levels of financial insecurity than individuals living in communities with greater gender equality. Finally, changes in financial insecurity levels predicted changes in worker health, work-family balance, and job attitudes over time. This work provides a test of Corollary 1 and Corollary 2 of Conservation of Resources theory, advancing the theory to specifically integrate gender at both individual and community levels.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"159 ","pages":"Article 104115"},"PeriodicalIF":5.2,"publicationDate":"2025-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143679847","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 : 2025-03-14DOI: 10.1016/j.jvb.2025.104114
Christian Yao , Ishbel McWha-Hermann
This study extends social cognitive career theory (SCCT) by introducing cultural affordances as culturally embedded interpretive frameworks through which individuals make sense of and navigate between distal contextual affordances (e.g., Confucian values) and proximal contextual affordances (e.g., contemporary work values). Based on qualitative interviews with 31 unemployed, university-educated Chinese youths, the study shows how cultural affordances shape individuals' interpretation of career-related opportunities and tensions arising from the interplay between traditional and contemporary values. This extension enhances SCCT's cultural relevance, offering insights into career development in contexts where tradition and modernity intersect.
{"title":"Contextualizing career development: Cultural affordances as the missing link in social cognitive career theory","authors":"Christian Yao , Ishbel McWha-Hermann","doi":"10.1016/j.jvb.2025.104114","DOIUrl":"10.1016/j.jvb.2025.104114","url":null,"abstract":"<div><div>This study extends social cognitive career theory (SCCT) by introducing cultural affordances as culturally embedded interpretive frameworks through which individuals make sense of and navigate between distal contextual affordances (e.g., Confucian values) and proximal contextual affordances (e.g., contemporary work values). Based on qualitative interviews with 31 unemployed, university-educated Chinese youths, the study shows how cultural affordances shape individuals' interpretation of career-related opportunities and tensions arising from the interplay between traditional and contemporary values. This extension enhances SCCT's cultural relevance, offering insights into career development in contexts where tradition and modernity intersect.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"159 ","pages":"Article 104114"},"PeriodicalIF":5.2,"publicationDate":"2025-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143642976","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-03-13DOI: 10.1016/j.jvb.2025.104113
Victor Valls , Vicente González-Romá , Ana Hernández , Esperanza Rocabert
{"title":"Corrigendum to “Proactive personality and early employment outcomes: The mediating role of career planning and the moderator role of core self-evaluations.” [J. Vocat. Behav.], 119 (2020) 103424","authors":"Victor Valls , Vicente González-Romá , Ana Hernández , Esperanza Rocabert","doi":"10.1016/j.jvb.2025.104113","DOIUrl":"10.1016/j.jvb.2025.104113","url":null,"abstract":"","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104113"},"PeriodicalIF":5.2,"publicationDate":"2025-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143677696","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-03-11DOI: 10.1016/j.jvb.2025.104112
André D.S. Lerche, Christian L. Burk, Bettina S. Wiese
Based on person-environment fit theory and using and advancing a latent modeling approach, this longitudinal study (eight measurement points, half-year time lags) reports on the association between demands-abilities fit and job satisfaction as well as turnover. Using demands and abilities in terms of applied work as a sample case, we tested for within-person associations between demand-ability congruence and job satisfaction in scientists continuously working in either academia or industry. And we examined whether scientists in academia with incongruent demand-ability patterns later changed their field of work. To investigate congruence effects, we applied a comparably new approach for latent congruence modeling (i.e., latent moderated structural equation modeling) and extended it to a multilevel framework (repeated measures nested in individuals). The sample (N = 3028; 38.2 % female) consisted of early-career scientists (i.e., doctoral students and PhD holders) with a background in science, technology, engineering, and mathematics (STEM). As expected, congruence concerning applied work tasks was associated with job satisfaction in industrially employed scientists, and incongruence predicted later turnover from academia to industry in academicians whose applied work competence beliefs had exceeded related demands. Methodological and theoretical implications for future research are discussed.
{"title":"Demands-abilities fit in longitudinal designs: An eight-wave study predicting job satisfaction and turnover in STEM professionals","authors":"André D.S. Lerche, Christian L. Burk, Bettina S. Wiese","doi":"10.1016/j.jvb.2025.104112","DOIUrl":"10.1016/j.jvb.2025.104112","url":null,"abstract":"<div><div>Based on person-environment fit theory and using and advancing a latent modeling approach, this longitudinal study (eight measurement points, half-year time lags) reports on the association between demands-abilities fit and job satisfaction as well as turnover. Using demands and abilities in terms of applied work as a sample case, we tested for within-person associations between demand-ability congruence and job satisfaction in scientists continuously working in either academia or industry. And we examined whether scientists in academia with incongruent demand-ability patterns later changed their field of work. To investigate congruence effects, we applied a comparably new approach for latent congruence modeling (i.e., latent moderated structural equation modeling) and extended it to a multilevel framework (repeated measures nested in individuals). The sample (<em>N</em> = 3028; 38.2 % female) consisted of early-career scientists (i.e., doctoral students and PhD holders) with a background in science, technology, engineering, and mathematics (STEM). As expected, congruence concerning applied work tasks was associated with job satisfaction in industrially employed scientists, and incongruence predicted later turnover from academia to industry in academicians whose applied work competence beliefs had exceeded related demands. Methodological and theoretical implications for future research are discussed.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"159 ","pages":"Article 104112"},"PeriodicalIF":5.2,"publicationDate":"2025-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143643061","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-03-10DOI: 10.1016/j.jvb.2025.104109
Yossi Maaravi, Sandra Segal
{"title":"Corrigendum to “Reconsider what your MBA negotiation course taught you: The possible adverse effects of high salary requests” [Journal of Vocational Behavior 139 (2022) 103803]","authors":"Yossi Maaravi, Sandra Segal","doi":"10.1016/j.jvb.2025.104109","DOIUrl":"10.1016/j.jvb.2025.104109","url":null,"abstract":"","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104109"},"PeriodicalIF":5.2,"publicationDate":"2025-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143677697","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-03-10DOI: 10.1016/j.jvb.2025.104111
Wen Wu , Xiaoyan Zhang , Shuning Liu , Shaoxue Wu , Dan Ni , Chong Chen , Hanzhi Xu , Junjun Liu , Ganjing Hou
The literature reveals the effectiveness of social sharing in unburdening stressed employees; however, the question of how the social sharing of stress in superior–subordinate dyads can affect supervisors' well-being remains unanswered. By integrating self-disclosure theory and conservation of resources theory, we develop a model to explore the influence of supervisors' daily social sharing of stress with their subordinates on the actors' work-related well-being, especially job satisfaction. By conducting a 10-day experience sampling study, we find that supervisors' daily social sharing of stress can promote their state of recovery from stressful working conditions and thus improve their daily job satisfaction. However, supervisors' daily social sharing of stress can trigger concerns about losing control over their subordinates, which can decrease their daily job satisfaction. Furthermore, the strength of the two effects is bounded by the supervisors' motives behind social sharing (i.e., expressive orientation and instrumental orientation), respectively. Specifically, expressive orientation can strengthen the impact of supervisors' daily social sharing of stress on their state of recovery, and instrumental orientation can weaken the influence of supervisors' daily social sharing of stress on their concerns about losing control over subordinates. We discuss the theoretical and practical implications of the findings and propose future research directions.
{"title":"Releasing pressure but increasing concerns: A daily investigation of supervisors' social sharing of stress and supervisors' well-being","authors":"Wen Wu , Xiaoyan Zhang , Shuning Liu , Shaoxue Wu , Dan Ni , Chong Chen , Hanzhi Xu , Junjun Liu , Ganjing Hou","doi":"10.1016/j.jvb.2025.104111","DOIUrl":"10.1016/j.jvb.2025.104111","url":null,"abstract":"<div><div>The literature reveals the effectiveness of social sharing in unburdening stressed employees; however, the question of how the social sharing of stress in superior–subordinate dyads can affect supervisors' well-being remains unanswered. By integrating self-disclosure theory and conservation of resources theory, we develop a model to explore the influence of supervisors' daily social sharing of stress with their subordinates on the actors' work-related well-being, especially job satisfaction. By conducting a 10-day experience sampling study, we find that supervisors' daily social sharing of stress can promote their state of recovery from stressful working conditions and thus improve their daily job satisfaction. However, supervisors' daily social sharing of stress can trigger concerns about losing control over their subordinates, which can decrease their daily job satisfaction. Furthermore, the strength of the two effects is bounded by the supervisors' motives behind social sharing (i.e., expressive orientation and instrumental orientation), respectively. Specifically, expressive orientation can strengthen the impact of supervisors' daily social sharing of stress on their state of recovery, and instrumental orientation can weaken the influence of supervisors' daily social sharing of stress on their concerns about losing control over subordinates. We discuss the theoretical and practical implications of the findings and propose future research directions.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104111"},"PeriodicalIF":5.2,"publicationDate":"2025-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143611125","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 : 2025-03-07DOI: 10.1016/j.jvb.2025.104110
Lee Yung Wong , Andrew Rixon , Sen Sendjaya , Samuel Wilson
Leaders regularly experience identity threats that are potentially harmful to the enactment of their self-identity as leaders. Yet research into leader identity threat, particularly those that examine the lived experience of individual leaders in situ, is scarce. Drawing on social constructionism and identity discrepancy theories, we explore the leader identity threat experienced by emergency physicians whose leadership practice is characterized by a paradoxical tension between the institutionally obligated leader identity and a more personal, idealized servant identity. On the basis of Interpretative Phenomenological Analysis (IPA) of interview data obtained from 10 emergency doctors across Australia and New Zealand, we found that the experience of incongruous multiple selves at different levels (i.e., intrapersonal, interpersonal, intra-organizational) translates to a process of encountering, appraising, and strategizing in response to leader identity threat. Our study findings contribute to a deeper understanding of the complexities of leader identity threat, the tensions between professional obligations of leadership and vocational ideals of service in high-pressure and dynamic team context, and the effects of identity threat on leaders' well-being and careers. Theoretical contributions and practical implications are discussed at the conclusion of the paper.
{"title":"Navigating leader vs. servant identity: An Interpretative Phenomenological Analysis of leader identity threat","authors":"Lee Yung Wong , Andrew Rixon , Sen Sendjaya , Samuel Wilson","doi":"10.1016/j.jvb.2025.104110","DOIUrl":"10.1016/j.jvb.2025.104110","url":null,"abstract":"<div><div>Leaders regularly experience identity threats that are potentially harmful to the enactment of their self-identity as leaders. Yet research into leader identity threat, particularly those that examine the lived experience of individual leaders in situ, is scarce. Drawing on social constructionism and identity discrepancy theories, we explore the leader identity threat experienced by emergency physicians whose leadership practice is characterized by a paradoxical tension between the institutionally obligated leader identity and a more personal, idealized servant identity. On the basis of Interpretative Phenomenological Analysis (IPA) of interview data obtained from 10 emergency doctors across Australia and New Zealand, we found that the experience of incongruous multiple selves at different levels (i.e., intrapersonal, interpersonal, intra-organizational) translates to a process of encountering, appraising, and strategizing in response to leader identity threat<em>.</em> Our study findings contribute to a deeper understanding of the complexities of leader identity threat, the tensions between professional obligations of leadership and vocational ideals of service in high-pressure and dynamic team context, and the effects of identity threat on leaders' well-being and careers. Theoretical contributions and practical implications are discussed at the conclusion of the paper.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104110"},"PeriodicalIF":5.2,"publicationDate":"2025-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143577449","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-02-21DOI: 10.1016/j.jvb.2025.104099
Sabine Hommelhoff , Ferdinand Keller , Mark Stemmler
The claim that people quit bosses is common on career websites and has even entered academic articles. From an approach-avoidance lens, the boss adage suggests that voluntary turnover is about escaping from somebody negative, which neglects potential approach-oriented reasons. We organize common turnover reasons within the motivational framework of approach and avoidance and explore whether and to what extent avoidance-oriented turnover reasons (among them boss issues) really outweigh approach-oriented ones. Leveraging different data sources—a systematic literature review, an online survey, and exit interviews—we also pursue a combinational approach and discuss findings from a measurement perspective. Overall, findings suggest that avoidance-related turnover reasons are somewhat more important than approach-oriented reasons. Stress (due to work overload) emerged as the most important avoidance-related reason, followed by boss issues. Yet, these two reasons were rarely employees' sole turnover reasons. Avoidance- and approach-oriented reasons often occurred in combination, and approach-related reasons such as the opportunity for advancement elsewhere were sometimes equally or even more important. Further, approach-oriented reasons related to advancement were more salient in exit interviews, and boss issues were more salient in employee online-reviews of their former employers. Altogether, we conclude that the boss adage is too much of a simplification of the complex reality of approach-and-avoidance-related turnover reasons. We further conclude that turnover reasons should be understood considering their assessment purpose and that it is meaningful to consider different combinations and types of leaving. Finally, we present ideas on how future research can utilize the approach-avoidance-perspective on turnover reasons.
{"title":"Turnover reasons are more complex than “people quit bosses”: An approach-avoidance perspective","authors":"Sabine Hommelhoff , Ferdinand Keller , Mark Stemmler","doi":"10.1016/j.jvb.2025.104099","DOIUrl":"10.1016/j.jvb.2025.104099","url":null,"abstract":"<div><div>The claim that <em>people quit bosses</em> is common on career websites and has even entered academic articles. From an approach-avoidance lens, the boss adage suggests that voluntary turnover is about escaping from somebody negative, which neglects potential approach-oriented reasons. We organize common turnover reasons within the motivational framework of approach and avoidance and explore whether and to what extent avoidance-oriented turnover reasons (among them boss issues) really outweigh approach-oriented ones. Leveraging different data sources—a systematic literature review, an online survey, and exit interviews—we also pursue a combinational approach and discuss findings from a measurement perspective. Overall, findings suggest that avoidance-related turnover reasons are somewhat more important than approach-oriented reasons. Stress (due to work overload) emerged as the most important avoidance-related reason, followed by boss issues. Yet, these two reasons were rarely employees' sole turnover reasons. Avoidance- and approach-oriented reasons often occurred in combination, and approach-related reasons such as the opportunity for advancement elsewhere were sometimes equally or even more important. Further, approach-oriented reasons related to advancement were more salient in exit interviews, and boss issues were more salient in employee online-reviews of their former employers. Altogether, we conclude that the boss adage is too much of a simplification of the complex reality of approach-and-avoidance-related turnover reasons. We further conclude that turnover reasons should be understood considering their assessment purpose and that it is meaningful to consider different combinations and types of leaving. Finally, we present ideas on how future research can utilize the approach-avoidance-perspective on turnover reasons.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104099"},"PeriodicalIF":5.2,"publicationDate":"2025-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143611124","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-02-21DOI: 10.1016/j.jvb.2025.104098
Dan Shi , Ming Zhang , Arianna Costantini , Lei Chen
This study draws on the principles of COR theory to investigate the daily interpersonal dynamics that underlie job crafting, focusing on the role of ingratiation behaviors – employees' attempts to increase their attractiveness in the eyes of others – in shaping task crafting within the daily work context. Using a daily diary study design involving 133 employees over 15 days, working in various occupations (operations, management, technology, and marketing) at a large state-owned company in China, we found that ingratiation behaviors significantly increased peer support received by employees, which in turn led to greater engagement in task crafting. Furthermore, we found that the positive impact of ingratiation and the resulting social support on task crafting was strengthened by general structural resources, defined in terms of job characteristics that delineate the motivational potential of a job. Specifically, the interactive effect of social support and structural job resources was more pronounced when structural resources were lower. Our findings underscore the crucial role of interpersonal dynamics in facilitating job crafting, particularly in work settings with suboptimal work design. This research highlights that job crafting is not solely an individual endeavor but is deeply interconnected with the active management of social interactions and the contextual features of the workplace.
{"title":"Crafting work in the social context: A daily diary study on the impact of ingratiation on task crafting","authors":"Dan Shi , Ming Zhang , Arianna Costantini , Lei Chen","doi":"10.1016/j.jvb.2025.104098","DOIUrl":"10.1016/j.jvb.2025.104098","url":null,"abstract":"<div><div>This study draws on the principles of COR theory to investigate the daily interpersonal dynamics that underlie job crafting, focusing on the role of ingratiation behaviors – employees' attempts to increase their attractiveness in the eyes of others – in shaping task crafting within the daily work context. Using a daily diary study design involving 133 employees over 15 days, working in various occupations (operations, management, technology, and marketing) at a large state-owned company in China, we found that ingratiation behaviors significantly increased peer support received by employees, which in turn led to greater engagement in task crafting. Furthermore, we found that the positive impact of ingratiation and the resulting social support on task crafting was strengthened by general structural resources, defined in terms of job characteristics that delineate the motivational potential of a job. Specifically, the interactive effect of social support and structural job resources was more pronounced when structural resources were lower. Our findings underscore the crucial role of interpersonal dynamics in facilitating job crafting, particularly in work settings with suboptimal work design. This research highlights that job crafting is not solely an individual endeavor but is deeply interconnected with the active management of social interactions and the contextual features of the workplace.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"158 ","pages":"Article 104098"},"PeriodicalIF":5.2,"publicationDate":"2025-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143487675","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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