Pub Date : 2025-06-01Epub 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":"2025-06-01","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 : 2025-04-01Epub 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":"2025-04-01","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 : 2025-04-01Epub 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":"2025-04-01","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 : 2025-04-01Epub 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":"2025-04-01","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 : 2025-04-01Epub 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":"2025-04-01","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 : 2025-04-01Epub 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":"2025-04-01","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 : 2025-04-01Epub 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":"2025-04-01","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}
Pub Date : 2025-03-01Epub Date: 2025-01-22DOI: 10.1016/j.jvb.2025.104093
Sogol Yazdankhoo , Peyman Abkhezr , Donna McAuliffe , Mary McMahon
This article reports on a systematic literature review that investigated the current state of knowledge on migrant women's career development within the two fields of migration studies and career development/vocational psychology. Migrant women, a heterogeneous population, undergo significant transitions navigating post-migration uncertainties. A wide range of post-migration factors and experiences often adversely impact their career development in various contexts. By synthesizing multidisciplinary research, this review focused on articles published in 38 major journals between 2000 and 2023 within the fields of ‘migration studies’ and ‘career development’. The findings highlight the methodologies employed, research participants including the nature of migration and destination countries, and conceptual/theoretical frameworks, and synthesize key findings and recommendations made in the articles. The comprehensive understanding gained through this review may inform policies that emphasize gender equity and sustainable development for migrant women and host countries. The review highlights gaps in career development and vocational psychology literature, such as the lack of localized research approaches that consider the specific contexts and systemic influences that impact migrant women's career development. This review contributes new perspectives on migrant women's career development, enriching career development and vocational psychology research, theory, and practice.
{"title":"Migrant women navigating the intersection of gender, migration, and career development: A systematic literature review","authors":"Sogol Yazdankhoo , Peyman Abkhezr , Donna McAuliffe , Mary McMahon","doi":"10.1016/j.jvb.2025.104093","DOIUrl":"10.1016/j.jvb.2025.104093","url":null,"abstract":"<div><div>This article reports on a systematic literature review that investigated the current state of knowledge on migrant women's career development within the two fields of migration studies and career development/vocational psychology. Migrant women, a heterogeneous population, undergo significant transitions navigating post-migration uncertainties. A wide range of post-migration factors and experiences often adversely impact their career development in various contexts. By synthesizing multidisciplinary research, this review focused on articles published in 38 major journals between 2000 and 2023 within the fields of ‘migration studies’ and ‘career development’. The findings highlight the methodologies employed, research participants including the nature of migration and destination countries, and conceptual/theoretical frameworks, and synthesize key findings and recommendations made in the articles. The comprehensive understanding gained through this review may inform policies that emphasize gender equity and sustainable development for migrant women and host countries. The review highlights gaps in career development and vocational psychology literature, such as the lack of localized research approaches that consider the specific contexts and systemic influences that impact migrant women's career development. This review contributes new perspectives on migrant women's career development, enriching career development and vocational psychology research, theory, and practice.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"157 ","pages":"Article 104093"},"PeriodicalIF":5.2,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143151996","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 : 2025-03-01Epub Date: 2025-01-07DOI: 10.1016/j.jvb.2025.104089
Min (Maggie) Wan , Dawn S. Carlson , Sara Jansen Perry , Merideth J. Thompson , Yejun (John) Zhang , K. Michele Kacmar
The hybrid work trend, where employees work from home and from the workplace, brings substantial changes to how employees manage their work and family lives, as well as the boundary between those roles. An important yet overlooked question is how hybrid workers, whose work environment overlaps with their home environment for at least part of every work week, navigate and adapt to work-family stressors over time. Drawing upon adaptation theory and boundary theory, we examine how work-family conflict triggers changes in boundary integration preferences, which further contribute to changes in work-family balance satisfaction. Moreover, we investigate the moderating role of spousal interaction, examining ways it shapes the preference-satisfaction relationship. We collect multi-source (hybrid workers and spouses) and multi-wave (two time points over a year) data to test the hypothesized relationships using latent change score analysis. The results suggest that hybrid workers experience increases in both work and family boundary integration preferences due to work-family conflict over time, and increased integration preferences further contributed to increases in work-family balance satisfaction. We also found that spousal interaction enhances the positive relationship between hybrid workers' increased family integration preferences and increased work-family balance satisfaction. This study illuminates nuanced and dynamic evidence of adaptation regarding the interface of the work and family domains, thus providing novel insights into work-family dynamics for an increasingly popular work arrangement – hybrid work.
{"title":"Adapting boundary preferences to match reality of hybrid work: A latent change score analysis☆","authors":"Min (Maggie) Wan , Dawn S. Carlson , Sara Jansen Perry , Merideth J. Thompson , Yejun (John) Zhang , K. Michele Kacmar","doi":"10.1016/j.jvb.2025.104089","DOIUrl":"10.1016/j.jvb.2025.104089","url":null,"abstract":"<div><div>The hybrid work trend, where employees work from home and from the workplace, brings substantial changes to how employees manage their work and family lives, as well as the boundary between those roles. An important yet overlooked question is how hybrid workers, whose work environment overlaps with their home environment for at least part of every work week, navigate and adapt to work-family stressors over time. Drawing upon adaptation theory and boundary theory, we examine how work-family conflict triggers changes in boundary integration preferences, which further contribute to changes in work-family balance satisfaction. Moreover, we investigate the moderating role of spousal interaction, examining ways it shapes the preference-satisfaction relationship. We collect multi-source (hybrid workers and spouses) and multi-wave (two time points over a year) data to test the hypothesized relationships using latent change score analysis. The results suggest that hybrid workers experience increases in both work and family boundary integration preferences due to work-family conflict over time, and increased integration preferences further contributed to increases in work-family balance satisfaction. We also found that spousal interaction enhances the positive relationship between hybrid workers' increased family integration preferences and increased work-family balance satisfaction. This study illuminates nuanced and dynamic evidence of adaptation regarding the interface of the work and family domains, thus providing novel insights into work-family dynamics for an increasingly popular work arrangement – hybrid work.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"157 ","pages":"Article 104089"},"PeriodicalIF":5.2,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142968072","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 : 2025-03-01Epub Date: 2025-01-13DOI: 10.1016/j.jvb.2025.104091
Rutger Blom , Eva Jaspers , Eva Knies , Tanja van der Lippe
Today, many individuals face the challenge of combining work and family responsibilities. To help employees tackle the issues they face when juggling work and family, organizations often provide formal family-friendly policies. In addition, other people in the workplace, such as supervisors and coworkers, can support employees in an informal way in work and family reconciliation. In this study, we provide the most comprehensive meta-analytic review to date that examines the effects of family-friendly policies and workplace supports on career, job, and work-family outcomes. Based on 1680 effect sizes from 229 samples, our findings indicate that, overall, small to moderate positive effects exist across a wide range of outcomes. Supports tend to have an overall stronger effect than policies, although the differences between individual policies and supports are more nuanced. Moderator analyses indicate that people with greater family demands, such as parents, seem to benefit less. In addition, family-friendly policies and supports appear more valuable in national and organizational contexts that are disadvantageous for people that need to combine work and family responsibilities.
{"title":"Family-friendly policies and workplace supports: A meta-analysis of their effects on career, job, and work-family outcomes","authors":"Rutger Blom , Eva Jaspers , Eva Knies , Tanja van der Lippe","doi":"10.1016/j.jvb.2025.104091","DOIUrl":"10.1016/j.jvb.2025.104091","url":null,"abstract":"<div><div>Today, many individuals face the challenge of combining work and family responsibilities. To help employees tackle the issues they face when juggling work and family, organizations often provide formal family-friendly policies. In addition, other people in the workplace, such as supervisors and coworkers, can support employees in an informal way in work and family reconciliation. In this study, we provide the most comprehensive meta-analytic review to date that examines the effects of family-friendly policies and workplace supports on career, job, and work-family outcomes. Based on 1680 effect sizes from 229 samples, our findings indicate that, overall, small to moderate positive effects exist across a wide range of outcomes. Supports tend to have an overall stronger effect than policies, although the differences between individual policies and supports are more nuanced. Moderator analyses indicate that people with greater family demands, such as parents, seem to benefit less. In addition, family-friendly policies and supports appear more valuable in national and organizational contexts that are disadvantageous for people that need to combine work and family responsibilities.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"157 ","pages":"Article 104091"},"PeriodicalIF":5.2,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142990225","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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