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Newcomer work-to-nonwork conflict to withdrawal via work-to-nonwork self-efficacy: The buffering role of family supportive supervisor behavior 工作-非工作自我效能感对新员工工作-非工作冲突-退缩的缓冲作用
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-08-01 DOI: 10.1016/j.jvb.2023.103895
Allison M. Ellis , Talya N. Bauer , Tori L. Crain

In adulthood, starting a new job is a major life event that, for many, accompanies significant changes to one's personal life (e.g., moving to a new location, setting up new childcare or eldercare arrangements, renegotiating schedules and nonwork responsibilities with a spouse or partner). Research shows that job candidates anticipate the degree of work-family support and conflict they might experience in a new role when deciding to accept or reject a job offer. Despite this, work examining associations between newcomer work-to-nonwork conflict (WNC), once arriving at a new job, and their adjustment to the new work role has lagged. To address this, the current study investigates the relationship between newcomers' work nonwork demands (i.e., WNC) and resources (having a family-supportive supervisor) during organizational entry, in relation to work withdrawal. Results from surveys administered to newcomers across three time points, indicate that newcomers' WNC was positively related to work withdrawal via reduced work-to-nonwork self-efficacy. Additionally, the indirect relationship between WNC and newcomer withdrawal was moderated by family-supportive supervisor behavior, indicating that managers can serve as resources with powerful potential to counteract the negative effects of conflict during this early stage. This study is among the first to explicitly link the work-nonwork and organizational socialization literatures. Our results suggest that organizations aiming to support and retain new workers may benefit from training supervisors to help newcomers manage WNC when starting a new job.

成年后,开始一份新工作是一件重要的生活事件,对许多人来说,它伴随着个人生活的重大变化(例如,搬到一个新的地方,建立新的儿童保育或老人护理安排,与配偶或伴侣重新协商时间表和非工作责任)。研究表明,当求职者决定接受或拒绝一份工作时,他们会预期在一个新角色中可能遇到的工作家庭支持和冲突的程度。尽管如此,研究新员工工作与非工作冲突(WNC)与他们对新工作角色的适应之间关系的工作却滞后了。为了解决这个问题,本研究调查了新员工在进入组织时的工作非工作需求(即WNC)与资源(拥有一个支持家庭的主管)之间的关系,以及与工作退缩的关系。在三个时间点上对新员工进行的调查结果表明,新员工的WNC通过降低工作到非工作的自我效能与工作退缩呈正相关。此外,家庭支持型主管行为调节了WNC与新员工退缩之间的间接关系,表明在早期阶段,管理者可以作为具有强大潜力的资源来抵消冲突的负面影响。本研究是第一个明确地将工作-非工作与组织社会化文献联系起来的研究。我们的研究结果表明,旨在支持和留住新员工的组织可以通过培训主管来帮助新员工在开始新工作时管理WNC。
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引用次数: 1
You've got mail! How work e-mail activity helps anxious workers enhance performance outcomes 你收到邮件了!工作电子邮件活动如何帮助焦虑的员工提高绩效
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-08-01 DOI: 10.1016/j.jvb.2023.103881
Bonnie Hayden Cheng , Yaxian Zhou , Fangyuan Chen

Despite workplace anxiety being a common experience of daily work life that is increasingly reliant on technology, we lack knowledge of technology-based job demands that prompt its occurrence. Drawing on theorization on workplace anxiety and integrating literature on information and communication technologies, we consider telepressure and normative response pressure as internal and external between-person sources of daily workplace anxiety. We further present a model of how employees adaptively (vs. maladaptively) respond to workplace anxiety on days they experience workplace anxiety, where anxiety prompts: (a) work e-mail activity, a self-regulatory behavior facilitating performance outcomes; and (b) non-work e-mail activity, a behavior that disengages employees from their work, debilitating performance outcomes. Utilizing a multilevel, time-lagged experience sampling field study across 10 workdays (Level 1 N = 809; Level 2 N = 96), we identify telepressure as a significant contributor of daily workplace anxiety. Further, we found support for an adaptive function of workplace anxiety. On days employees experienced workplace anxiety, their personal initiative and citizenship behaviors were enhanced through behavioral regulatory activity manifested in work e-mail activity. This indirect effect was strengthened for employees perceiving higher (vs. lower) work e-mail centrality. This research advances understanding of the adaptive function of workplace anxiety, such that employees are active drivers of their daily experiences of workplace anxiety.

尽管职场焦虑是越来越依赖科技的日常工作生活的常见体验,但我们缺乏促使其发生的基于科技的工作需求的知识。根据工作场所焦虑的理论,并整合信息和通信技术方面的文献,我们认为远程压力和规范反应压力是日常工作场所焦虑的内部和外部人际来源。我们进一步提出了一个模型,说明员工在经历工作场所焦虑的时候是如何适应(与不适应)地应对工作场所焦虑的,其中焦虑促使:(a)工作电子邮件活动,一种促进绩效结果的自我调节行为;(b)与工作无关的电子邮件活动,这种行为会让员工从工作中脱离出来,削弱绩效。利用跨10个工作日的多层次、时滞经验抽样实地研究(一级N = 809;水平2 N = 96),我们确定远程压力是日常工作场所焦虑的重要因素。此外,我们还发现了职场焦虑的适应功能。在工作焦虑日,员工的个人主动性和公民行为通过行为调节活动得到增强,行为调节活动表现为工作电子邮件活动。这种间接影响在工作邮件中心性较高(相对较低)的员工中得到加强。本研究促进了对工作场所焦虑的适应功能的理解,即员工是其日常工作场所焦虑体验的主动驱动者。
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引用次数: 0
The “sense” behind proactive behaviors: Feedback seeking, meaningfulness, and personal initiative 主动行为背后的“感觉”:寻求反馈、意义和个人主动性
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-08-01 DOI: 10.1016/j.jvb.2023.103896
Bin Ma , Siyao Zhu , Kriti Jain

With organizations increasingly requiring employees to proactively manage their job and career, researchers have examined various proactive behaviors, such as feedback-seeking behavior and personal initiative. However, few studies have explored the relationships and dynamics among these behaviors. Based on sensemaking theory, this paper argues that employees' feedback-seeking behavior is positively associated with their performance through two stages: meaningfulness and personal initiative. Our hypotheses were tested and supported using two samples: 196 supervisor-subordinate dyads from one large organization in China (Study 1) and panel data of 207 full-time employees from the UK (Study 2). Our findings highlight the importance of recognizing the distinctiveness of different forms of proactive behavior and the synergistic way they contribute to performance. We also demonstrate that employees can seek feedback and construct meaningful work experiences in an agentic manner, which contributes to the literature on career crafting and career self-management.

随着组织越来越多地要求员工主动管理自己的工作和职业,研究人员研究了各种主动行为,如寻求反馈行为和个人主动性。然而,很少有研究探索这些行为之间的关系和动态。基于意义制造理论,本文认为员工的反馈寻求行为与绩效之间存在着意义性和个人主动性两个阶段的正相关关系。我们的假设得到了两个样本的检验和支持:来自中国一家大型组织的196对上下级人员(研究1)和来自英国的207名全职员工(研究2)的面板数据。我们的研究结果强调了认识不同形式的主动行为的独特性及其对绩效的协同作用的重要性。我们还证明了员工能够以一种代理的方式寻求反馈和构建有意义的工作体验,这对职业塑造和职业自我管理的文献有贡献。
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引用次数: 0
Examining the impact of trait grit on aspiring entrepreneur's new venture ideation: Evidence from Ghana 审视特质勇气对有抱负的企业家新创业创意的影响:来自加纳的证据
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-08-01 DOI: 10.1016/j.jvb.2023.103889
Eric Adom Asante , Hamid Khurshid , Emmanuel Affum-Osei , Collins Opoku Antwi

One tool that has long been advocated to promote economic development and reduce poverty in developing countries such as Ghana is entrepreneurship. Entrepreneurship, however, is a process that goes through several phases. One of the first hurdles for aspiring entrepreneurs to cross is to come up with a viable new venture idea. Drawing on the social cognitive theory of self-regulation, we hypothesize that the two dimensions of dispositional grit (consistency of interest and perseverance of effort) may enhance aspiring entrepreneurs' new venture ideation via entrepreneurial self-efficacy. Furthermore, the indirect effects of consistency of interest and perseverance of effort on venture ideation via entrepreneurial self-efficacy are proposed to be stronger when entrepreneur identity aspiration is high. Based on a sample of 265 (Study 1) and 338 (Study 2) aspiring entrepreneurs in Ghana, we found consistent and strong support for our hypothesized model. Theoretical and practical implications of our findings are discussed.

在加纳等发展中国家,长期以来一直提倡促进经济发展和减少贫困的一种工具是创业。然而,创业是一个经历几个阶段的过程。有抱负的企业家要跨越的第一个障碍是提出一个可行的新创业想法。根据自我调节的社会认知理论,我们假设性格勇气的两个维度(兴趣的一致性和努力的毅力)可能通过创业自我效能增强有抱负的企业家的新创业创意。此外,当企业家认同意愿高时,兴趣一致性和努力毅力通过创业自我效能对创业创意的间接影响更强。基于加纳265名(研究1)和338名(研究2)有抱负的企业家的样本,我们发现我们的假设模型得到了一致和强有力的支持。讨论了研究结果的理论和实践意义。
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引用次数: 0
Deviation from the ideal worker norm and lower career success expectations: A “men's issue” too? 偏离理想员工标准和较低的职业成功期望:也是“男人的问题”?
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-08-01 DOI: 10.1016/j.jvb.2023.103892
Clotilde Coron , Emmanuelle Garbe

Career expectations of women and men have been documented extensively in both the career and the work-family literature, albeit very often focusing on women. This paper proposes to complement the existing work by shifting attention to men. Based on a French national survey and using multiple linear regression models with moderations, we examine the differential of career success expectations (CSE) — as measured by the perceived chances of promotion or wage increase — between men and women who face work-family conflict and use flexible work arrangements (teleworking and part-time work). We show that work-family conflict has a stronger negative influence on men's CSE than on women's, teleworking has a stronger positive influence on women's CSE than on men's, and part-time work has the same negative influence on both men's and women's CSE. This allows us to discuss the impact of the ideal worker norm on career success expectations and to show that a deviation from this norm has different effects on men's and women's career success expectations.

女性和男性的职业期望在职业和工作-家庭文献中都有广泛的记录,尽管往往集中在女性身上。本文建议通过将注意力转向男性来补充现有的工作。基于法国的一项全国性调查,我们使用多元线性回归模型进行了调节,研究了面临工作与家庭冲突并使用灵活工作安排(远程工作和兼职工作)的男性和女性之间的职业成功期望(CSE)差异——以晋升或加薪的感知机会来衡量。研究发现,工作-家庭冲突对男性CSE的负面影响强于女性,远程办公对女性CSE的正面影响强于男性,兼职工作对男性和女性CSE的负面影响相同。这使我们能够讨论理想工作者规范对职业成功期望的影响,并表明偏离这一规范对男性和女性的职业成功期望有不同的影响。
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引用次数: 0
Temporal precedence between and mediating effects of career decision self-efficacy and career exploratory behavior among first-year college students: Within-person and between-person analyses by race/ethnicity and gender 一年级大学生职业决策自我效能感和职业探索行为的时间优先性及其中介效应:按种族/民族和性别进行的人内和人间分析
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-08-01 DOI: 10.1016/j.jvb.2023.103882
Hung-Bin Sheu

Building career decision self-efficacy (CDSE) and engaging in career exploratory behavior (CEB) have been identified as key adaptive career behaviors that promote successful career choice and development among adolescents and young adults. Using the RI-CLPM and a five-wave dataset gathered from first-year exploratory college students (N = 833), this study examined temporal predominance between CDSE and CEB and their effects in mediating the relations of personality traits to career decidedness. At the within-person level, the bidirectional model revealed a reciprocal relation from T2 CDSE to T5 CEB for the entire sample. A similar temporal pattern also emerged for European American students and female students, whereas the baseline model was retained for male students and students of color. At the between-person level, random intercepts of CDSE and CEB were found to mediate the relations of T1 extraversion and emotional stability to T5 career decidedness for the entire sample. While the mediating effect of CDSE was significant and tended to be larger than that of CEB across racial/ethnic and gender subgroupings, mediational pathways of personality traits → CEB → career decidedness varied by race/ethnicity. This study provides evidence for theory-based hypotheses regarding how CDSE and CEB relate to each other temporally within the student and how the two variables channel the effects of personality traits on career decidedness between students. It also offers practical implications for including CDSE and CEB in career interventions designed to facilitate career development of exploratory students of different racial/ethnic and gender backgrounds during their initial transition to college.

建立职业决策自我效能感(CDSE)和从事职业探索行为(CEB)是促进青少年成功职业选择和发展的关键适应性职业行为。本研究利用RI-CLPM和五波数据(N = 833),考察了CDSE和CEB在人格特质与职业决定关系中的时间优势及其中介作用。在个人层面上,双向模型揭示了整个样本从T2 CDSE到T5 CEB的倒数关系。类似的时间模式也出现在欧洲裔美国学生和女学生身上,而基线模型则保留在男学生和有色人种学生身上。在人际水平上,发现CDSE和CEB的随机截点在整个样本的T1外向性和情绪稳定性对T5职业决策的关系中起中介作用。在种族/民族和性别亚群中,人格特质→职业决策→职业决策的中介效应显著且倾向于大于职业决策,但人格特质→职业决策→职业决策的中介通路因种族/民族而异。本研究为基于理论的假设提供了证据,证明了CDSE和CEB在学生内部是如何相互关联的,以及这两个变量如何引导人格特质对学生职业决策的影响。本研究还提供了在职业干预中纳入CDSE和CEB的实际意义,这些职业干预旨在促进不同种族/民族和性别背景的探索性学生在进入大学初期的职业发展。
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引用次数: 0
Bored and exhausted? Profiles of boredom and exhaustion at work and the role of job stressors 感到无聊和疲惫?工作中无聊和疲惫的概况以及工作压力源的作用
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-08-01 DOI: 10.1016/j.jvb.2023.103898
Lotta K. Harju , Piia Seppälä , Jari J. Hakanen

Boredom at work is perceived to result from lacking job stressors as opposed to exhaustion that is a response to excessive job stressors. Employee boredom and exhaustion have thus been considered as antithetical states, and yet they are found to be positively related. It is therefore unclear how boredom and exhaustion manifest among workers. We build on research literature on boredom and challenge - hindrance stressor framework to argue that some employees may be both bored and exhausted depending on distinct job stressors. We employed latent profile analysis and Latent Transition Analysis across two studies to uncover these employee groups and examine if their experiences change over time. In Study 1, we used data from 301 employees to identify four profiles that we labelled “neither bored nor exhausted”, “somewhat bored, somewhat exhausted”, “exhausted and somewhat bored” and “bored and exhausted”. In Study 2, where we used data from 2452 employees at two measurement points across 18 months, we replicated three of the four profiles. Challenge stressors were associated with exhaustion dominant profiles whereas hindrance stressors predicted membership in profiles characterized by both boredom and exhaustion. Profile membership was highly stable over the measurement period. Increases in challenge and hindrance stressors over the measurement period increased the likelihood of transitioning across profiles. This study extends literature on employee well-being by suggesting that boredom and exhaustion can occur in tandem. Further, we show that challenge and hindrance stressors can deteriorate well-being in different ways.

工作中的无聊被认为是由于缺乏工作压力源,而不是由于过度的工作压力源而导致的疲惫。因此,员工的无聊和疲惫被认为是对立的状态,但它们被发现是正相关的。因此,目前还不清楚无聊和疲惫如何在工人中表现出来。我们在无聊和挑战-障碍压力源框架的研究文献的基础上,认为一些员工可能既无聊又疲惫,这取决于不同的工作压力源。我们在两项研究中采用了潜在特征分析和潜在转变分析来揭示这些员工群体,并检查他们的经历是否随着时间的推移而改变。在研究1中,我们使用来自301名员工的数据来确定四种概况,我们将其标记为“既不无聊也不疲惫”,“有点无聊,有点疲惫”,“疲惫又有点无聊”和“无聊又疲惫”。在研究2中,我们使用了来自2452名员工在18个月内的两个测量点的数据,我们复制了四个概况中的三个。挑战压力源与疲惫显性特征相关,而障碍压力源预测了无聊和疲惫特征的特征。剖面隶属度在测量期间高度稳定。在测量期间,挑战和障碍压力源的增加增加了跨剖面转换的可能性。这项研究扩展了有关员工幸福感的文献,表明无聊和疲惫可能同时发生。此外,我们表明挑战和阻碍压力源可以以不同的方式恶化幸福感。
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引用次数: 2
Antecedents and outcomes of work-related flow: A meta-analysis 工作流的前因和结果:一项荟萃分析
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-08-01 DOI: 10.1016/j.jvb.2023.103891
Wei Liu , Hairong Lu , Peikai Li , Dimitri van der Linden , Arnold B. Bakker

Flow is an optimal state that contributes positively to individual well-being and performance. Despite growing evidence of its antecedents and outcomes at work, few efforts have been made to systematically examine and synthesize the extant findings to advance the theoretical and empirical development of flow. Combining different perspectives (e.g., job demands and resources theory, proactivity and leadership literatures), we aim to identify the key antecedents and outcomes relevant to work-related flow, and (a) provide a nomological network and (b) spot areas for future research on flow. We conducted a meta-analysis to synthesize findings (N = 60,110, k = 113). Results showed that several factors, including job characteristics, individual characteristics, individual behaviors, and leadership characteristics were significantly related to flow. Individual behavior displayed the strongest association with flow (ρ = 0.55). In addition, flow was not only related to job outcomes but also to personal outcomes. We also investigated the relative contribution of sub-dimensions of flow to well-being and performance. The relationships between flow and its associates hold across different measures of flow and culture. Our findings suggest that employees can use more proactive strategies to foster flow rather than only respond to their environment. Despite the short-run side effects of flow (e.g., risk-taking behavior), flow is worth pursuing in the long run as it benefits both work and personal well-being. We encourage future flow studies to investigate additional social and situational factors and various types of proactive behaviors in a multilevel process.

心流是一种对个人幸福和表现有积极贡献的最佳状态。尽管有越来越多的证据表明其在工作中的前提和结果,但很少有人努力系统地检查和综合现有的发现,以推进流的理论和实证发展。结合不同的观点(如工作需求和资源理论、主动性和领导力文献),我们的目标是确定与工作流相关的关键前因和结果,并(a)提供一个逻辑网络和(b)为未来的工作流研究指明领域。我们进行了荟萃分析来综合研究结果(N = 60,110, k = 113)。结果表明,工作特征、个体特征、个体行为和领导特征等因素对流动有显著影响。个体行为与心流的相关性最强(ρ = 0.55)。此外,心流不仅与工作结果有关,也与个人结果有关。我们还研究了流动的子维度对幸福感和绩效的相对贡献。心流及其关联之间的关系适用于心流和文化的不同衡量标准。我们的研究结果表明,员工可以使用更积极主动的策略来促进心流,而不仅仅是对环境做出反应。尽管心流有短期的副作用(例如,冒险行为),但从长远来看,心流是值得追求的,因为它对工作和个人幸福都有好处。我们鼓励未来的心流研究在多层次过程中调查更多的社会和情境因素以及各种类型的主动行为。
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引用次数: 1
Crafting when teleworking: A daily diary study on the combinations of job and home crafting and their relationship with energy depletion 远程工作时的手工制作:一项关于工作和家庭手工制作组合及其与能量消耗关系的每日日记研究
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-06-01 DOI: 10.1016/j.jvb.2023.103880
Lorenz Verelst , Rein De Cooman , Marijke Verbruggen

Scholars made clear that daily job and home crafting can optimize employees' well-being, also when teleworking. Since telework is largely characterized by a constant juggle between work and home roles, we need knowledge on how teleworkers can combine job and home crafting during the day. While previous studies have almost exclusively applied an enrichment-based perspective, which assumes that daily job and home crafting can be combined unlimitedly, the current study proposes an effort-based perspective, which assumes that crafting requires effort and, therefore, can only be done within certain limits. Using a daily diary study (N = 839 days nested within 202 full-time teleworkers), we investigate whether daily approach job and home crafting can prevent daily energy depletion. Moreover, we predict that equally allocating efforts across daily approach job and home crafting is related to the lowest levels of energy depletion. Multilevel polynomial regression analyses showed that daily approach job and home crafting were negatively related to daily energy depletion. As an important exception to this general finding, the combination of high approach job and home crafting was related to higher energy depletion and should be avoided. Finally, our results indicated that, in general, allocating efforts to approach job crafting is more useful than allocating efforts to approach home crafting.

学者们明确表示,日常工作和家庭制作可以优化员工的幸福感,远程办公也是如此。由于远程办公的主要特点是工作和家庭角色之间的不断平衡,我们需要了解远程工作者如何在白天将工作和家庭结合起来。虽然之前的研究几乎完全采用了基于丰富的观点,即假设日常工作和家庭制作可以无限地结合在一起,但当前的研究提出了基于努力的观点,即假设制作需要努力,因此只能在一定范围内完成。通过对202名全职远程工作者的每日日记研究(N = 839天),我们调查了日常工作和家庭制作是否可以防止日常能量消耗。此外,我们预测,在日常工作和家庭制作中平均分配努力与最低水平的能量消耗有关。多水平多项式回归分析表明,日常工作和家庭制作与日常能量消耗呈负相关。作为这一普遍发现的一个重要例外,高接近工作和家庭制作的结合与更高的能量消耗有关,应该避免。最后,我们的结果表明,在一般情况下,分配努力接近工作制作比分配努力接近家庭制作更有用。
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引用次数: 0
Finding a home for your career away from home: Experiences of Iranian highly skilled edu-immigrants in the United States 在国外为自己的职业生涯寻找归宿:伊朗高技能教育移民在美国的经历
IF 11.1 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-06-01 DOI: 10.1016/j.jvb.2023.103874
Melika Shirmohammadi , Mina Beigi , Mostafa Ayoobzadeh

The journey from deciding to move abroad as a student to gaining the right to stay permanently has been described as a long tunnel. One of the most challenging turning points along this journey is when edu-immigrants (EduIms) attempt to secure permanent employment upon graduation from host country universities. In this qualitative study, we explore the career stories of 29 highly skilled EduIms who have undertaken the transition from student to permanent employee. Informed by the intelligent careers framework, we identify the career competencies our participants developed as they navigated this transition. Our findings suggest that one competency can be leveraged to develop other competencies, which build on each other over time. Also, we show how enacting intelligent careers required our participants to address the host country's macro-context constraints and facilitators that played significant roles in securing their permanent employment. Our findings inform practitioners interested in improving the career prospects of EduIms and in benefiting from a pool of highly qualified candidates.

从决定作为一名学生移居国外到获得永久居留权,这段旅程被形容为一条漫长的隧道。在这段旅程中,最具挑战性的转折点之一是教育移民(EduIms)在从东道国大学毕业后试图获得永久就业。在这项定性研究中,我们探讨了29位高技能教育工作者的职业故事,他们从学生转变为正式员工。通过智能职业框架,我们确定了参与者在过渡过程中发展的职业能力。我们的研究结果表明,一种能力可以用来发展其他能力,这些能力随着时间的推移而相互建立。此外,我们还展示了制定智能职业生涯如何要求我们的参与者解决东道国的宏观背景限制和促进因素,这些因素在确保他们的永久就业方面发挥了重要作用。我们的研究结果为那些有兴趣改善教育工作者的职业前景并从高素质候选人中受益的从业者提供了信息。
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引用次数: 0
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