Journal of Vocational Behavior最新文献_第6页

Crafting work in the social context: A daily diary study on the impact of ingratiation on task crafting 社会情境下的制作工作：一项关于讨好对任务制作影响的每日日记研究

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-02-21 DOI: 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.

本研究利用COR理论的原则来调查日常人际动态，这是工作制作的基础，重点关注讨好行为的作用-员工试图增加他们在他人眼中的吸引力-在日常工作环境中塑造任务制作。通过对中国一家大型国有企业的133名员工进行为期15天的日常日记研究设计，我们发现，讨好行为显著增加了员工获得的同伴支持，从而提高了员工对任务制定的参与度。此外，我们发现讨好和由此产生的社会支持对任务制定的积极影响被一般结构资源所加强，这些资源是根据描述工作动机潜力的工作特征来定义的。具体而言，当结构性资源较低时，社会支持与结构性工作资源的交互作用更为显著。我们的研究结果强调了人际关系动态在促进工作制定方面的关键作用，特别是在工作设计不理想的工作环境中。这项研究强调，工作塑造不仅仅是个人的努力，而且与社会互动的积极管理和工作场所的环境特征密切相关。

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引用次数: 0

Sense of belonging in hybrid work settings 在混合工作环境中的归属感

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-02-03 DOI: 10.1016/j.jvb.2025.104096

Laura Urrila , Aija Siiriäinen , Liisa Mäkelä , Hilpi Kangas

Despite a wealth of research on flexible work, the understanding of the social and relational implications of hybrid work—a type of flexible work that combines remote and onsite work—is limited. This qualitative study investigates how individuals experience belonging in the hybrid working context. We present findings from 32 interviews conducted at two time-points between 2020 and 2022 with 16 expert employees. Our analysis reveals particular aspects of hybrid work that are related to working remotely (Control over work and personal time; Remote working skills; Virtual communication practices) and working onsite (Human connection; Information exchange; Relevance of onsite work). Based on our research, we theorize how the physical asynchrony attached to working remotely (i.e., alone, usually at home) and the physical synchrony attached to working onsite (i.e., alongside others) may contribute to employees' sense of belonging in hybrid work. We also debate potential early signs of work loneliness, and what might constitute satisfactory work relationships in hybrid work. We encourage future research on psychological needs satisfaction in hybrid work settings and recommend that organizations deploy hybrid working models that support connection.

尽管有大量关于弹性工作的研究，但对混合工作（一种结合远程和现场工作的弹性工作）的社会和关系影响的理解是有限的。本定性研究调查了个人在混合工作环境中如何体验归属感。我们在2020年至2022年的两个时间点对16名专家员工进行了32次访谈。我们的分析揭示了与远程工作相关的混合工作的特定方面(对工作和个人时间的控制；远程工作技能；虚拟交流实践)和现场工作(人际关系；信息交换;现场工作的相关性)。基于我们的研究，我们对远程工作（即独自工作，通常在家里）和现场工作（即与其他人一起工作）的物理同步如何有助于员工在混合工作中的归属感进行了理论分析。我们还讨论了工作孤独的潜在早期迹象，以及在混合工作中什么可能构成令人满意的工作关系。我们鼓励未来对混合工作环境中心理需求满足的研究，并建议组织采用支持联系的混合工作模式。

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引用次数: 0

Crafting the road to well-being for precarious frontline workers: Explicating the role of jolts and resources 为不稳定的一线工人打造幸福之路：阐明震动和资源的作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-02-02 DOI: 10.1016/j.jvb.2025.104097

Ann M. Mirabito , David Solnet , Bethany S. Cockburn , Maria Golubovskaya , Xinyu (Judy) Hu , Laura E. McClelland , Richard N.S. Robinson

High psychological work demands, low decision latitude, and minimal social support, together with disproportionate burdens from environmental threats such as the COVID-19 pandemic, tax the well-being of low-income frontline workers (FLWs). While worker well-being is linked with productivity and engagement, little is known about the well-being journeys of FLWs in precarious, low-paid, low-status roles. We conducted qualitative research with precarious FLWs to investigate the effects of the interplay of their personal and work experiences on their lifelong well-being journeys. We uncover the influential role of the interaction between external events (jolts) and salient resources on well-being trajectories. Precarious FLWs with resources proactively engage in job crafting in response to positive or negative jolts. However, those with few or no resources respond to positive jolts by yearning to craft but remain frozen in the face of negative jolts. In addition to extending the employee well-being literature to include FLWs in precarious roles, this research makes two important theoretical contributions. First, the interaction of jolts and resources reveals a four-part typology explaining precarious FLWs' crafting engagement and intensity—striving, rebounding, yearning, and frozen—thus empirically underscoring the theorized psychosocial dynamism of precarity. Second, by integrating crafting, positive organizational scholarship, and conservation of resources theories, we illuminate the underlying mechanisms governing the influence of jolts and resources on behaviors and, ultimately, identity and well-being. Our theory offers guidance for employers seeking to enhance precarious FLWs' well-being and improve organizational outcomes.

心理工作要求高、决策自由度低、社会支持少，再加上COVID-19大流行等环境威胁带来的不成比例的负担，对低收入一线工作者的福祉造成了沉重负担。虽然工人的幸福感与生产力和敬业度有关，但人们对从事不稳定、低工资、低地位工作的流动工人的幸福感之旅知之甚少。我们对不稳定的流动工人进行了定性研究，以调查他们的个人经历和工作经历对他们终身幸福之旅的相互作用。我们揭示了外部事件（颠簸）和显著资源之间的相互作用对幸福感轨迹的影响作用。拥有资源的不稳定流动主动参与工作制定，以应对积极或消极的冲击。然而，那些资源很少或没有资源的人对积极的冲击的反应是渴望制作，但面对消极的冲击却保持冻结。除了将员工幸福感文献扩展到不稳定角色的外，本研究还做出了两个重要的理论贡献。首先，震荡和资源的相互作用揭示了一个由四部分组成的类型学，解释了不稳定流动的制造参与和强度——努力、反弹、渴望和冻结——从而从经验上强调了不稳定的理论化的社会心理动力。其次，通过整合工艺、积极的组织学术和资源保护理论，我们阐明了控制颠簸和资源对行为的影响的潜在机制，并最终影响身份和福祉。我们的理论为雇主寻求提高不稳定流动工人的幸福感和改善组织成果提供了指导。

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引用次数: 0

Employees' affective commitment to multiple work-related targets: A longitudinal person-centered investigation 员工对多重工作目标的情感承诺：一项以人为本的纵向调查

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-02-01 DOI: 10.1016/j.jvb.2024.104080

Alexandre J.S. Morin , Christian Vandenberghe , Joon Lee , Nicolas Gillet

This study uses a person-centered approach to investigate the structure, stability, antecedents, and outcomes of employees' affective commitment to multiple work-related targets. Following Perreira et al.'s (2018) hierarchical representation of commitment, profiles of affective commitment were estimated by considering both global levels of commitment to the work life and specific levels of commitment to organization, supervisor, coworkers, occupation, work, and career. To this end, a sample of 468 individuals working in firefighting stations located in France was surveyed twice over a four-month period. Our results revealed six commitment profiles: (1) Globally Moderately Committed with a Hierarchical-Organizational Orientation, (2) Globally Weakly Committed with a Balanced Orientation, (3) Globally Strongly Committed with an Occupational Orientation, (4) Globally Moderately Committed with a Hierarchical-Supervisor Orientation, (5) Globally Strongly Committed with a Career Orientation, and (6) Globally Strongly Committed with a Social Orientation. Over time, these profiles displayed a high level of within-sample and within-person stability. Global levels of authentic leadership were related to a higher likelihood of membership into profiles displaying higher global levels of commitment (especially those with a social or occupational orientation) than into the other profiles. Levels of perceived health, work efficiency, improvement-oriented behaviors, and job satisfaction also differed across profiles, with some of the worst outcomes found in the Globally Moderately Committed with a Hierarchical-Organizational Orientation profile.

本研究以人为本，探讨员工对多重工作目标的情感性承诺的结构、稳定性、前因和结果。根据Perreira等人（2018）的承诺层次表示，通过考虑对工作生活的整体承诺水平和对组织、主管、同事、职业、工作和职业的具体承诺水平，对情感承诺的概况进行了估计。为此，在法国消防站工作的468人在四个月的时间里接受了两次调查。我们的研究结果揭示了六种承诺特征：(1)全球中等承诺，层级组织导向；(2)全球弱承诺，平衡导向；(3)全球强承诺，职业导向；(4)全球中等承诺，层级主管导向；(5)全球强承诺，职业导向；(6)全球强承诺，社会导向。随着时间的推移，这些特征显示出高水平的样本内和个人内稳定性。真实领导的全球水平与更有可能加入具有更高全球承诺水平的概况（特别是那些具有社会或职业取向的概况）相关，而不是其他概况。感知健康、工作效率、以改进为导向的行为和工作满意度的水平在不同的人群中也有所不同，其中一些最差的结果出现在具有等级组织导向的全球适度承诺人群中。

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引用次数: 0

Not a pipeline but a highway: Men's and women's STEM career trajectories from age 13 to 25 不是管道，而是高速公路：男性和女性从13岁到25岁的STEM职业轨迹

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-02-01 DOI: 10.1016/j.jvb.2024.104067

Yannan Gao , Jacquelynne S. Eccles , Anna-Lena Dicke

Concerns with diversifying and expanding the STEM workforce have elicited extensive efforts to increase women's adherence to a “no leak pipeline” to match that of men. However, is such a trajectory optimal for boosting women's STEM career attainment? If so, among which types of STEM occupations? Studies often suggested that women are underrepresented in the pipeline of “white-collar”, mathematical, engineering, physical, and computer science (MEPCS) occupations, but to what extent does this conclusion hold true among other types of STEM careers? To answer these questions, we plotted men's and women's STEM career trajectories from age 13 to 25 using a U.S. national longitudinal sample and categorized occupations by domain-specific knowledge (i.e., non-STEM, MEPCS, or LEHMS [life, ecological, health and medical sciences]) and by educational requirement (i.e., “blue-collar” non-STEM, "blue-collar" STEM, "white-collar" non-STEM, or “white-collar” STEM). We found gender similarities in STEM attrition, gender differences in STEM entry, and gender differences in STEM career attainment trajectories. For example, STEM workers rarely took a “no leak pipeline”, except women in LEHMS occupations. Moreover, tracking the size of STEM workforce longitudinally, we found that though small, women's MEPCS workforce expanded to nearly twice its size as participants grew from age 13 to 25; in contrast, the LEHMS workforce shrank to less than a third of its size among both men and women. Our results specify aspects in which STEM trajectories of men and women differ across various types of STEM occupations and thus provide an updated understanding of gendered STEM career trajectories.

对多样化和扩大STEM劳动力的关注引发了广泛的努力，以提高女性对“无泄漏管道”的遵守程度，以匹配男性。然而，这样的发展轨迹对于提高女性在STEM领域的职业成就来说是最佳的吗？如果有，包括哪些类型的STEM职业？研究经常表明，女性在“白领”、数学、工程、物理和计算机科学（MEPCS）职业中的代表性不足，但这一结论在多大程度上适用于其他类型的STEM职业？为了回答这些问题，我们使用美国全国纵向样本绘制了男性和女性从13岁到25岁的STEM职业轨迹，并根据领域特定知识（即非STEM， MEPCS或LEHMS[生命，生态，健康和医学科学]）和教育要求（即“蓝领”非STEM，“蓝领”STEM，“白领”非STEM或“白领”STEM）对职业进行了分类。我们发现STEM人员流失的性别相似，STEM入职的性别差异，以及STEM职业成就轨迹的性别差异。例如，STEM工作者很少采取“无泄漏管道”，除了LEHMS职业的女性。此外，纵向跟踪STEM劳动力的规模，我们发现，尽管规模很小，但随着参与者从13岁增长到25岁，女性的MEPCS劳动力规模扩大了近一倍；相比之下，LEHMS的男性和女性劳动力都缩减到不到其规模的三分之一。我们的研究结果明确了在不同类型的STEM职业中，男性和女性的STEM轨迹不同的方面，从而提供了对性别化STEM职业轨迹的最新理解。

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引用次数: 0

Exploring the use of ICTs as a tool for job crafting 探索利用信息通信技术作为工作制定工具

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-02-01 DOI: 10.1016/j.jvb.2024.104081

Lisa Handke , Giverny De Boeck , Sharon K. Parker

In this paper, we integrate Action-Regulation Theory into job crafting research to explore workers' agency in using information and communication technologies (ICTs) to redesign their work. Specifically, using a sequential mixed-methods design, we investigate workers' proactive use of ICTs for job crafting. In Study 1, we explore workers' use of ICTs to change their job demands and job resources using interviews and identify seven underlying ICT use crafting tactics. In Study 2, we find support for the factorial structure of the seven ICT use crafting tactics and provide evidence of their relevance by testing the relationships between these seven tactics and established measures of job crafting, key antecedents of job crafting (proactive personality, personal initiative), and key outcomes of job crafting (skill utilization, person-environment-fit), using a two-wave survey. We discuss theoretical implications for the literature on job crafting and work-related ICT use, and formulate practical recommendations for organizations to support the use of ICTs as a tool for job crafting.

在本文中，我们将行动调控理论整合到工作制定研究中，探讨工人在使用信息通信技术（ict）重新设计其工作时的代理行为。具体而言，我们使用顺序混合方法设计，调查了工人在工作制定中主动使用信息通信技术的情况。在研究1中，我们通过访谈探讨了工人使用信息通信技术来改变他们的工作需求和工作资源，并确定了七种潜在的信息通信技术使用策略。在研究2中，我们发现了七种信息通信技术使用制作策略的析因结构的支持，并通过使用两波调查测试这七种策略与既定的工作制作措施、工作制作的关键前因（主动性人格、个人主动性）和工作制作的关键结果（技能利用、人-环境契合）之间的关系，提供了它们相关性的证据。我们讨论了工作制定和与工作相关的信息通信技术使用文献的理论含义，并为组织制定了实用建议，以支持使用信息通信技术作为工作制定的工具。

引用次数: 0

Supervisor resilience promotes employee well-being: The role of resource crossover 管理者弹性促进员工幸福感：资源交叉的作用

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-02-01 DOI: 10.1016/j.jvb.2024.104076

Jacquelyn M. Brady , Leslie B. Hammer , Mina Westman

Drawing on Conservation of Resources theory and Crossover theory, we investigated the potential for crossover of a personal resource, resilience, from supervisors to employees. Specifically, the present study examined whether supervisor resilience influences employee well-being (i.e., psychological distress, burnout, and life satisfaction) via a top-down resilience crossover process. The present study utilized a time-lagged design with three data points over a 9-month period. The sample consisted of 178 supervisors and 741 employees from the United States National Guard. Multi-level models controlling for baseline levels of the outcome variables demonstrated support for time-lagged resilience crossover from supervisor to employee. Moreover, results demonstrated support for the subsequent indirect effects on improved employee well-being outcomes including lower burnout and psychological distress, and greater life satisfaction. As such, our research contributes to our understanding of promoting employee resilience, crossover effects, and promoting employee well-being. In doing so, we integrate COR theory and Crossover theory to elucidate personal resource crossover as it pertains to supervisor and employee resilience. Additionally, we expand on understanding of how supervisor resilience can have indirect positive effects on employee well-being. Implications for theory and practice, as well as future research directions are also discussed in light of our findings.

利用资源守恒理论和跨界理论，我们研究了从管理者到员工的个人资源——弹性的跨界潜力。具体而言，本研究通过自上而下的弹性交叉过程考察了主管弹性是否影响员工的幸福感（即心理困扰、职业倦怠和生活满意度）。本研究采用时间滞后设计，三个数据点超过9个月。样本包括来自美国国民警卫队的178名主管和741名雇员。控制结果变量基线水平的多层次模型证明了从主管到员工的时间滞后弹性交叉的支持。此外，研究结果还支持了随后的间接影响，包括降低倦怠和心理困扰，以及更高的生活满意度。因此，我们的研究有助于我们理解促进员工弹性、交叉效应和促进员工幸福感。在此过程中，我们整合了COR理论和跨界理论来阐明个人资源跨界，因为它与主管和员工的弹性有关。此外，我们扩展了对管理者弹性如何对员工幸福感产生间接积极影响的理解。最后，结合研究结果，讨论了未来的研究方向和理论意义。

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引用次数: 0

“Cats in the cradle:” Work-family conflict, parenting, and life satisfaction among fathers “摇篮里的猫”：工作与家庭的冲突、养育子女和父亲的生活满意度

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-01-31 DOI: 10.1016/j.jvb.2025.104095

Joseph Regina , Tammy D. Allen

Using data from 1995 to 2016, we examined how work interference with family (WIF) and father involvement relate to life satisfaction synchronously as well as 10 and 20 years later with hypotheses informed by life course theory. Specifically, father involvement was tested as a mediator of the relationships from WIF to life satisfaction among 387 working fathers who participated in three waves of the Midlife in the United States data collection. Moreover, the moderating effect of gender egalitarian beliefs about childcare (GEBC) on the relationship between father involvement and life satisfaction was tested. To test hypotheses, a 5000 bootstrap path model was created wherein direct relationships from WIF (Time 1) to life satisfaction (Time 1, 2, and 3) were modeled as were indirect relationships via father involvement (Time 1); additionally, GEBC (Time 1) was set to moderate the relationships from father involvement to all three measures of life satisfaction. Results suggest WIF was negatively, and father involvement was positively, related to life satisfaction at all timepoints, and that father involvement partially mediated the relationship from WIF to life satisfaction across all timepoints. Results also suggest a stronger relationship between father involvement and life satisfaction among fathers with greater GEBC, which emerged for life satisfaction at Time 1 and at Time 3. Results inform on the short- and long- term ramifications of work-family decisions, with relevance for careers and wellbeing.

利用1995年至2016年的数据，我们研究了工作干扰家庭（WIF）和父亲参与如何同步影响生活满意度，并在10年和20年后根据生命历程理论提出了假设。具体而言，在387名参与美国三次中年浪潮的职业父亲中，父亲参与作为WIF与生活满意度关系的中介进行了测试。此外，我们还检验了性别平等育儿信念对父亲参与与生活满意度之间关系的调节作用。为了检验假设，我们创建了一个5000次引导路径模型，其中从WIF（时间1）到生活满意度（时间1、2和3）的直接关系被建模为通过父亲参与（时间1）建立的间接关系；此外，GEBC（时间1）被设置为调节父亲参与与所有三个生活满意度测量的关系。结果表明，在所有时间点上，工作满意度与生活满意度呈负相关，父亲参与与生活满意度呈正相关，并且父亲参与在工作满意度与生活满意度之间存在部分中介关系。研究结果还表明，GEBC较高的父亲在时间1和时间3的生活满意度中出现了更强的父亲参与和生活满意度之间的关系。研究结果揭示了工作与家庭决策的短期和长期影响，并与职业和福祉相关。

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引用次数: 0

Migrant women navigating the intersection of gender, migration, and career development: A systematic literature review 在性别、迁移和职业发展的交叉点上导航的移民妇女：系统的文献综述

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-01-22 DOI: 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.

本文对移民研究和职业发展/职业心理学两个领域对移民妇女职业发展的认识现状进行了系统的文献综述。移民妇女是一个异质性的群体，在移民后的不确定性中经历了重大转变。各种各样的移民后因素和经历往往对他们在各种情况下的职业发展产生不利影响。通过综合多学科研究，本综述重点关注2000年至2023年间发表在38个主要期刊上的“移民研究”和“职业发展”领域的文章。研究结果突出了所采用的方法、研究参与者（包括移徙和目的国的性质）以及概念/理论框架，并综合了文章中的主要发现和建议。通过这次审查获得的全面了解可以为强调性别平等和移民妇女和东道国可持续发展的政策提供参考。该综述强调了职业发展和职业心理学文献中的差距，例如缺乏考虑影响移民妇女职业发展的具体背景和系统影响的本地化研究方法。本综述为研究流动妇女职业发展提供了新的视角，丰富了职业发展和职业心理学的研究、理论和实践。

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引用次数: 0

Mobilized social capital and career success: A model of retrieval, referral, and reinforcement 动员社会资本与事业成功：一个检索、推荐和强化模型

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-01-21 DOI: 10.1016/j.jvb.2025.104094

Helen H. Zhao , Shuning Liu , Xiaoming Zheng , Ning Li , Shun Yiu , Xin Liu

Social capital has been widely used to explain employees' objective and subjective career success. However, having social capital is one thing, and being able to use it is another thing. In the seminal social resources theory, the social mobilization process is theorized as a key intermediary process to transform social capital into valued job or career outcomes (Lin, 1999, 2001). Despite its importance, social capital mobilization has received limited scholarly attention, possibly due to the empirical challenges of measuring it as real-time events or individual behaviors over an extended career trajectory. We innovatively bypass this long-standing methodological challenge by focusing on the social capital that has already been mobilized at some point in time. We argue that social capital is mobilized from time to time and accumulates into mobilized social capital stored within an individual's social network. Through a qualitative study, we inductively identified three forms of mobilized social capital in the networks of retrieval, referral, and reinforcement (3Rs), which respectively capture the retrieval of career-related information, opportunities arising from social connections, and productivity spillover from social contacts. In a subsequent quantitative study, we employed a whole-network approach in a small high-tech start-up to operationalize these 3Rs and found that retrieval and reinforcement were positively associated with two career success outcomes (i.e., salary and career satisfaction), while referral was positively associated with supervisor-rated promotability.

社会资本被广泛用于解释员工的客观和主观职业成功。然而，拥有社会资本是一回事，能够使用它是另一回事。在开创性的社会资源理论中，社会动员过程被理论化为将社会资本转化为有价值的工作或职业成果的关键中介过程（Lin, 1999,2001）。尽管它很重要，但社会资本动员受到了有限的学术关注，这可能是由于将其作为实时事件或个人行为在延长的职业轨迹中进行测量的实证挑战。我们创新地绕过了这个长期存在的方法论挑战，专注于已经在某个时间点动员起来的社会资本。我们认为，社会资本是不时被动员起来的，并积累成储存在个人社会网络中的可动员社会资本。通过定性研究，我们归纳出了在检索、推荐和强化（3Rs）网络中调动社会资本的三种形式，分别捕获了职业相关信息的检索、社会联系带来的机会和社会联系带来的生产力溢出。在随后的定量研究中，我们在一家小型高科技创业公司采用全网络方法对这3r进行了操作，发现检索和强化与两个职业成功结果（即薪酬和职业满意度）呈正相关，而转介与主管评价的晋升率呈正相关。

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引用次数: 0