Pub Date : 2025-02-01DOI: 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.
{"title":"Exploring the use of ICTs as a tool for job crafting","authors":"Lisa Handke , Giverny De Boeck , Sharon K. Parker","doi":"10.1016/j.jvb.2024.104081","DOIUrl":"10.1016/j.jvb.2024.104081","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"156 ","pages":"Article 104081"},"PeriodicalIF":5.2,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142889348","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 : 2025-02-01DOI: 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.
{"title":"Supervisor resilience promotes employee well-being: The role of resource crossover","authors":"Jacquelyn M. Brady , Leslie B. Hammer , Mina Westman","doi":"10.1016/j.jvb.2024.104076","DOIUrl":"10.1016/j.jvb.2024.104076","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"156 ","pages":"Article 104076"},"PeriodicalIF":5.2,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142789973","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 : 2025-01-31DOI: 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.
{"title":"“Cats in the cradle:” Work-family conflict, parenting, and life satisfaction among fathers","authors":"Joseph Regina , Tammy D. Allen","doi":"10.1016/j.jvb.2025.104095","DOIUrl":"10.1016/j.jvb.2025.104095","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"157 ","pages":"Article 104095"},"PeriodicalIF":5.2,"publicationDate":"2025-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143077679","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 : 2025-01-22DOI: 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":"2025-01-22","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 : 2025-01-21DOI: 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.
{"title":"Mobilized social capital and career success: A model of retrieval, referral, and reinforcement","authors":"Helen H. Zhao , Shuning Liu , Xiaoming Zheng , Ning Li , Shun Yiu , Xin Liu","doi":"10.1016/j.jvb.2025.104094","DOIUrl":"10.1016/j.jvb.2025.104094","url":null,"abstract":"<div><div>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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"157 ","pages":"Article 104094"},"PeriodicalIF":5.2,"publicationDate":"2025-01-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143077680","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 : 2025-01-18DOI: 10.1016/j.jvb.2025.104092
Yael Goldfarb , Ofer Golan , Eynat Gal
Due to the growing prevalence of autism diagnosis, counselors in various settings are more likely to encounter autistic adults seeking employment-related counseling and support. Research on employment in the field of autism has focused mostly on a person-environment fit perspective, which does not take into account the complexity of career behavior and contemporary developments in vocational psychology. The current study examined career narratives of autistic adults, with the aim of understanding how they perceive their work experiences and construct their career identities in relation to labor market norms. Twelve autistic employees took part in narrative interviews, which were analyzed employing dialogical narrative analysis. Findings revealed the recurrence of two major themes, conceptualized as a two-dimensional ‘autism career identity construction model’: (1) adapting vs. defiant views on job market demands and career norms, and (2) acceptance vs. rejection of the autism diagnosis. Findings illustrate ways in which autistic individuals position themselves in relation to both dimensions. The possible contribution of the model to theoretical understandings in the field is discussed, as well as potential applications for career counseling and vocational rehabilitation practices.
{"title":"A narrative approach to career identity construction of autistic adults","authors":"Yael Goldfarb , Ofer Golan , Eynat Gal","doi":"10.1016/j.jvb.2025.104092","DOIUrl":"10.1016/j.jvb.2025.104092","url":null,"abstract":"<div><div>Due to the growing prevalence of autism diagnosis, counselors in various settings are more likely to encounter autistic adults seeking employment-related counseling and support. Research on employment in the field of autism has focused mostly on a person-environment fit perspective, which does not take into account the complexity of career behavior and contemporary developments in vocational psychology. The current study examined career narratives of autistic adults, with the aim of understanding how they perceive their work experiences and construct their career identities in relation to labor market norms. Twelve autistic employees took part in narrative interviews, which were analyzed employing dialogical narrative analysis. Findings revealed the recurrence of two major themes, conceptualized as a two-dimensional ‘autism career identity construction model’: (1) adapting vs. defiant views on job market demands and career norms, and (2) acceptance vs. rejection of the autism diagnosis. Findings illustrate ways in which autistic individuals position themselves in relation to both dimensions. The possible contribution of the model to theoretical understandings in the field is discussed, as well as potential applications for career counseling and vocational rehabilitation practices.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"157 ","pages":"Article 104092"},"PeriodicalIF":5.2,"publicationDate":"2025-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143035206","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 : 2025-01-13DOI: 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":"2025-01-13","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}
Pub 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":"2025-01-07","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 : 2024-11-28DOI: 10.1016/j.jvb.2024.104069
Xiaoxiao Hu , Yujie Zhan , Su Kyung (Irene) Kim , William P. Jimenez , Xiang Yao
As service jobs tend to be demanding and exhausting, it is critical to identify ways that help service employees stay positive and engage in behaviors that represent high quality customer service. Drawing upon affective events theory, this research aims to examine how a positive work reflection intervention influences service employees' work behaviors via positive affect and the role of promotion focus as a personality moderator. We used a between-subjects design to test the effects of the “three good things” positive work reflection intervention in a field experiment. Data were collected from 74 taxi drivers who were randomly assigned into either an intervention condition or a control condition. They rated their positive affect and work behaviors using daily diary surveys for 7 consecutive days, during which participants in the intervention condition completed the “three good things” exercise at the end of each workday. Results showed that participants in the intervention condition reported higher levels of morning positive affect compared to participants in the control condition, but only for those with higher levels of promotion focus. Further, the intervention indirectly increased extra-role service behavior and reduced rule breaking behavior and passive response to entitled customer demands via positive affect for individuals with higher levels of promotion focus. The intervention showed opposite effects for individuals with lower levels of promotion focus. The intervention also directly enhanced employees' active response in handling entitled customer demands. Our findings suggest that a simple exercise like the “three good things” positive work reflection intervention can significantly influence service employees' work behaviors and the importance of considering the alignment between the intervention and individual differences.
{"title":"Don't leave the good things in the rearview! A field experiment examining the influence of a positive work reflection intervention on taxi drivers' work behaviors","authors":"Xiaoxiao Hu , Yujie Zhan , Su Kyung (Irene) Kim , William P. Jimenez , Xiang Yao","doi":"10.1016/j.jvb.2024.104069","DOIUrl":"10.1016/j.jvb.2024.104069","url":null,"abstract":"<div><div>As service jobs tend to be demanding and exhausting, it is critical to identify ways that help service employees stay positive and engage in behaviors that represent high quality customer service. Drawing upon affective events theory, this research aims to examine how a positive work reflection intervention influences service employees' work behaviors via positive affect and the role of promotion focus as a personality moderator. We used a between-subjects design to test the effects of the “three good things” positive work reflection intervention in a field experiment. Data were collected from 74 taxi drivers who were randomly assigned into either an intervention condition or a control condition. They rated their positive affect and work behaviors using daily diary surveys for 7 consecutive days, during which participants in the intervention condition completed the “three good things” exercise at the end of each workday. Results showed that participants in the intervention condition reported higher levels of morning positive affect compared to participants in the control condition, but only for those with higher levels of promotion focus. Further, the intervention indirectly increased extra-role service behavior and reduced rule breaking behavior and passive response to entitled customer demands via positive affect for individuals with higher levels of promotion focus. The intervention showed opposite effects for individuals with lower levels of promotion focus. The intervention also directly enhanced employees' active response in handling entitled customer demands. Our findings suggest that a simple exercise like the “three good things” positive work reflection intervention can significantly influence service employees' work behaviors and the importance of considering the alignment between the intervention and individual differences.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"156 ","pages":"Article 104069"},"PeriodicalIF":5.2,"publicationDate":"2024-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142756326","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 : 2024-11-26DOI: 10.1016/j.jvb.2024.104068
Seonyoung Hwang , Yiluyi Zeng , Evgenia I. Lysova
Research on meaningful work has highlighted social context as an important source of meaningful work but has primarily focused on the social context at work. This is surprising, given that much of the work-family research showed that family can enrich work experiences. To address this noticeable gap, this paper introduces the concept of ‘family recognition of work’ – a perception of family recognizing and appreciating one's work – as a critical, non-work-related social context contributing to meaningful work. Drawing on interpersonal sense-making theory, we argue that family recognition of work positively enhances meaningful work via increased self-esteem. Acknowledging shifts in life priorities and values when entering parenthood, we also argue that the indirect effect of family recognition of work on meaningful work via self-esteem is moderated by parental status. To test these hypotheses, we conducted two studies. In Study 1, a five-item scale for family recognition of work was developed and validated, utilizing two UK-based samples (N = 196 and N = 210). In Study 2, a cross-lagged panel analysis was conducted with the three-wave survey data from the UK (N = 466) to test the hypothesized model. The results of Study 2 confirmed a positive relationship between family recognition of work and work meaningfulness, and that this relationship was mediated by self-esteem. Additionally, parents, compared to non-parents, exhibited a stronger indirect effect of family recognition of work on work meaningfulness via self-esteem. The paper extends the literature on social context as a source of meaningful work by demonstrating the importance of family recognition of work.
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