Work volition: A systematic review of the literature and agenda for future research

IF 13 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2025-09-25 DOI:10.1016/j.hrmr.2025.101118

Alexander Newman , Cecilia Toscanelli , Andreas Hirschi , Karen Dunwoodie , Luke Macaulay , Blake A. Allan

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引用次数: 0

Abstract

In this article, we undertake a systematic review of empirical research on work volition, defined as the capacity of an individual to make occupational choices despite facing constraints. In doing so we not only expose emerging theoretical perspectives that have been used to study work volition, but also analyse assumptions in the literature and clarify the construct of work volition. Based on the gaps and inconsistencies identified in our review, we develop an agenda for future research that highlights the advantages of adopting social cognitive approaches to study work volition, articulates new empirical directions for research, and identifies improved methodologies for studying work volition. In particular, we call on scholars to examine personal and contextual factors that promote work volition, and support individuals to overcome the constraints faced in their work and personal lives, as well as the mechanisms that explain why those high in work volition are able to overcome constraints and look at a wider range of outcomes associated with work volition.

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工作意向：对文献和未来研究议程进行系统回顾

在本文中，我们对工作意志的实证研究进行了系统的回顾，工作意志被定义为个人在面临约束的情况下做出职业选择的能力。在此过程中，我们不仅揭示了用于研究工作意志的新兴理论观点，还分析了文献中的假设，并阐明了工作意志的结构。基于我们在回顾中发现的差距和不一致，我们为未来的研究制定了一个议程，强调采用社会认知方法研究工作意愿的优势，阐明了新的研究经验方向，并确定了研究工作意愿的改进方法。特别是，我们呼吁学者们研究促进工作意愿的个人和环境因素，支持个人克服工作和个人生活中面临的限制，以及解释为什么那些高工作意愿的人能够克服限制的机制，并研究与工作意愿相关的更广泛的结果。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.