Journal of Vocational Behavior最新文献_第6页

Demands-abilities fit in longitudinal designs: An eight-wave study predicting job satisfaction and turnover in STEM professionals 需求-能力契合纵向设计：一项预测STEM专业人员工作满意度和离职的八波研究

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-03-11 DOI: 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.

本研究以人-环境契合理论为基础，运用潜在建模方法（8个测量点，半年时间滞后），对需求-能力契合度与工作满意度、离职率之间的关系进行了纵向研究。以应用工作中的需求和能力为例，我们测试了在学术界或工业界连续工作的科学家的需求-能力一致性和工作满意度之间的个人关联。我们还研究了需求-能力模式不一致的学术界科学家后来是否改变了他们的工作领域。为了研究一致性效应，我们采用了一种相对较新的潜在一致性建模方法（即潜在调节结构方程模型），并将其扩展到多层次框架（重复测量嵌套在个体中）。样本(N = 3028；38.2%女性)由具有科学、技术、工程和数学（STEM）背景的早期职业科学家（即博士生和博士学位持有者）组成。正如预期的那样，在工业就业的科学家中，应用工作任务的一致性与工作满意度有关，而在应用工作能力信念超过相关需求的院士中，不一致性预测了后来从学术界转向工业界的人员流动。讨论了未来研究的方法和理论意义。

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引用次数: 0

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] “重新考虑你的MBA谈判课程教给你的东西：高工资要求可能带来的不利影响”的更正[Journal of Vocational Behavior] 139 (2022) 103803]

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-03-10 DOI: 10.1016/j.jvb.2025.104109

Yossi Maaravi, Sandra Segal

引用次数: 0

Releasing pressure but increasing concerns: A daily investigation of supervisors' social sharing of stress and supervisors' well-being 释压增忧：主管压力社会分担与主管幸福感的日常调查

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-03-10 DOI: 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.

文献揭示了社会分享在减轻压力员工负担方面的有效性；然而，上下级关系中压力的社会分担如何影响主管幸福感的问题仍未得到解答。通过整合自我表露理论和资源保护理论，我们建立了一个模型来探讨管理者与下属日常压力社会分担对行为者工作幸福感，尤其是工作满意度的影响。通过为期10天的经验抽样研究，我们发现主管日常的压力社会分享可以促进他们从压力工作状态中恢复，从而提高他们的日常工作满意度。然而，主管日常的社交压力分享可能会引发对下属失去控制的担忧，从而降低他们的日常工作满意度。此外，这两种效应的强度分别受到管理者社会分享背后动机（即表达取向和工具取向）的限制。具体而言，表达取向可以增强主管日常压力社会分担对其恢复状态的影响，工具取向可以减弱主管日常压力社会分担对其对下属失去控制的担忧的影响。我们讨论了这些发现的理论和实践意义，并提出了未来的研究方向。

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引用次数: 0

Navigating leader vs. servant identity: An Interpretative Phenomenological Analysis of leader identity threat 导航型领导与仆人身份：领导身份威胁的解释性现象学分析

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior

Pub Date : 2025-03-07 DOI: 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.

领导者经常会遇到身份威胁，这可能会对他们作为领导者的自我认同产生潜在的危害。然而，对领导者身份威胁的研究，尤其是那些考察领导者个人生活经历的研究，却很少。利用社会建构主义和身份差异理论，我们探讨急诊医生所经历的领导者身份威胁，他们的领导实践的特点是制度义务的领导者身份和更个人的、理想化的仆人身份之间的矛盾张力。基于对澳大利亚和新西兰10名急诊医生访谈数据的解释现象学分析（IPA），我们发现不同层次（即个人、人际和组织内）的不协调多重自我体验转化为应对领导认同威胁的遭遇、评估和策略制定过程。本研究结果有助于深入了解高压动态团队环境下领导身份威胁的复杂性、领导职业义务与职业服务理想之间的紧张关系，以及身份威胁对领导者幸福感和职业生涯的影响。最后对本文的理论贡献和现实意义进行了讨论。

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引用次数: 0

Turnover reasons are more complex than “people quit bosses”: An approach-avoidance perspective 离职的原因比“人们离开老板”要复杂得多：一种方法规避的观点

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.2025.104099

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.

人们辞职的说法在职业网站上很常见，甚至出现在学术文章中。从方法回避的角度来看，老板的格言表明，自愿离职是为了摆脱消极的人，这忽略了潜在的方法导向的原因。我们将常见的离职原因组织在接近和回避的动机框架内，并探讨回避导向的离职原因（其中包括老板问题）是否以及在多大程度上真的超过了接近导向的离职原因。利用不同的数据来源——系统的文献综述、在线调查和离职访谈——我们还采用了一种组合方法，并从测量的角度讨论了研究结果。总体而言，研究结果表明，与回避相关的离职原因比方法导向的原因更重要。压力（由于工作负荷过大）是最重要的逃避原因，其次是老板问题。然而，这两个原因很少是员工离职的唯一原因。以回避和方法为导向的原因经常同时发生，而与方法有关的原因，如在其他地方获得晋升的机会，有时同样重要，甚至更重要。此外，与晋升相关的方法导向原因在离职面谈中更为突出，而老板问题在员工对前雇主的在线评论中更为突出。总之，我们得出结论，老板的格言过于简化了与接近和回避相关的离职原因的复杂现实。我们进一步得出结论，离职原因应考虑其评估目的，并考虑不同的离职组合和类型是有意义的。最后，我们提出了未来研究如何利用方法-回避-视角研究离职原因的想法。

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引用次数: 0

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