Journal of Vocational Behavior最新文献

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Employees' affective commitment to multiple work-related targets: A longitudinal person-centered investigation
IF 11.1 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-12-15 DOI: 10.1016/j.jvb.2024.104080
Alexandre J.S. Morin, Christian Vandenberghe, Joon Lee, Nicolas Gillet
{"title":"Employees' affective commitment to multiple work-related targets: A longitudinal person-centered investigation","authors":"Alexandre J.S. Morin, Christian Vandenberghe, Joon Lee, Nicolas Gillet","doi":"10.1016/j.jvb.2024.104080","DOIUrl":"https://doi.org/10.1016/j.jvb.2024.104080","url":null,"abstract":"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 <ce:cross-ref ref>Perreira et al.'s (2018)</ce:cross-ref> 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) <ce:italic>Globally Moderately Committed with a Hierarchical-Organizational Orientation</ce:italic>, (2) <ce:italic>Globally Weakly Committed with a Balanced Orientation</ce:italic>, (3) <ce:italic>Globally Strongly Committed with an Occupational Orientation</ce:italic>, (4) <ce:italic>Globally Moderately Committed with a Hierarchical-Supervisor Orientation</ce:italic>, (5) <ce:italic>Globally Strongly Committed with a Career Orientation</ce:italic>, and (6) <ce:italic>Globally Strongly Committed with a Social Orientation</ce:italic>. 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 <ce:italic>Globally Moderately Committed with a Hierarchical-Organizational Orientation</ce:italic> profile.","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"22 1","pages":""},"PeriodicalIF":11.1,"publicationDate":"2024-12-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142874109","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}
引用次数: 0
Supervisor resilience promotes employee well-being: The role of resource crossover
IF 11.1 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-12-02 DOI: 10.1016/j.jvb.2024.104076
Jacquelyn M. Brady, Leslie B. Hammer, Mina Westman
{"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":"https://doi.org/10.1016/j.jvb.2024.104076","url":null,"abstract":"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.","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"91 1","pages":""},"PeriodicalIF":11.1,"publicationDate":"2024-12-02","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}
引用次数: 0
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
IF 5.2 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-11-28 DOI: 10.1016/j.jvb.2024.104069
Xiaoxiao Hu , Yujie Zhan , Su Kyung (Irene) Kim , William P. Jimenez , Xiang Yao
{"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 ,&nbsp;Yujie Zhan ,&nbsp;Su Kyung (Irene) Kim ,&nbsp;William P. Jimenez ,&nbsp;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}
引用次数: 0
Family recognition of work as a source of meaningful work: Examining the roles of self-esteem and parental status
IF 5.2 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-11-26 DOI: 10.1016/j.jvb.2024.104068
Seonyoung Hwang , Yiluyi Zeng , Evgenia I. Lysova
{"title":"Family recognition of work as a source of meaningful work: Examining the roles of self-esteem and parental status","authors":"Seonyoung Hwang ,&nbsp;Yiluyi Zeng ,&nbsp;Evgenia I. Lysova","doi":"10.1016/j.jvb.2024.104068","DOIUrl":"10.1016/j.jvb.2024.104068","url":null,"abstract":"<div><div>Research on meaningful work has highlighted social context as an important source of meaningful work but has primarily focused on the social context at <em>work</em>. 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, <em>non-work-related</em> 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 (<em>N</em> = 196 and <em>N</em> = 210). In Study 2, a cross-lagged panel analysis was conducted with the three-wave survey data from the UK (<em>N</em> = 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.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"156 ","pages":"Article 104068"},"PeriodicalIF":5.2,"publicationDate":"2024-11-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142747416","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}
引用次数: 0
High-performance work practices and job embeddedness: A comprehensive test 高效工作实践与工作嵌入性:综合测试
IF 5.2 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-11-19 DOI: 10.1016/j.jvb.2024.104066
Kohyar Kiazad , Peter Hom , Gary Schwarz , Alexander Newman , Brooks Holtom
{"title":"High-performance work practices and job embeddedness: A comprehensive test","authors":"Kohyar Kiazad ,&nbsp;Peter Hom ,&nbsp;Gary Schwarz ,&nbsp;Alexander Newman ,&nbsp;Brooks Holtom","doi":"10.1016/j.jvb.2024.104066","DOIUrl":"10.1016/j.jvb.2024.104066","url":null,"abstract":"<div><div>Using Conservation of Resources (COR) theory, we developed and tested a theoretical model linking high-performance work practices (HPWPs) to employees' quit intentions and job performance via their occupational, organizational, and job-role embeddedness. We also investigated how family embeddedness (FE) in the organization moderated those indirect relationships, addressing long-neglected <em>family</em> influence on HPWP outcomes. For a broad test of model generalizability, we combined multisource data (<em>n</em> = 1663) from four countries (China, Malaysia, Pakistan, and USA) and established that occupational, organizational, and job-role embeddedness are uniquely important mechanisms translating HPWP effects onto employees' quit intentions and job performance. Crucially, our findings challenge the prevalent view that HPWPs influence staying and performing in uniformly <em>positive</em> ways, as well as the nascent view that FE promotes staying. In fact, we find consistent evidence that HPWPs engender thoughts of leaving by increasing occupational embeddedness and diminish performance contributions by increasing organizational embeddedness. Furthermore, our test provides robust evidence that FE can operate as a “pull-to-leave” factor—either by <em>strengthening positive</em> indirect effects or <em>weakening negative</em> indirect effects of HPWPs on quit intentions.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104066"},"PeriodicalIF":5.2,"publicationDate":"2024-11-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142700056","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}
引用次数: 0
The impacts of supervisory information communication technology (ICT) demands after hours on employee proactive behavior and unethical behavior at work: An attribution perspective 下班后主管对信息通信技术(ICT)的需求对员工工作中的主动行为和不道德行为的影响:归因视角
IF 5.2 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-11-19 DOI: 10.1016/j.jvb.2024.104065
Shenjiang Mo , Wenqing Yu , Yanran Fang , Yi Su , Yu Zhao
{"title":"The impacts of supervisory information communication technology (ICT) demands after hours on employee proactive behavior and unethical behavior at work: An attribution perspective","authors":"Shenjiang Mo ,&nbsp;Wenqing Yu ,&nbsp;Yanran Fang ,&nbsp;Yi Su ,&nbsp;Yu Zhao","doi":"10.1016/j.jvb.2024.104065","DOIUrl":"10.1016/j.jvb.2024.104065","url":null,"abstract":"<div><div>It is not unusual that employees are required by their supervisors to stay accessible and responsive to work during nonwork time in the digitalized workplace. Yet, we know little about how and when supervisory information communication technology (ICT) demands after hours influence employee behavior at work. Drawing on attribution theory, our research aims to unpack the underlying mechanisms that transmit the effects of supervisory ICT demands after hours on employee proactive behavior and unethical behavior at work. We collected data from 397 employees in a media company (Study 1) and 493 employees in a retail corporation (Study 2) in East China, both using a three-wave time-lagged design. Results showed that supervisory ICT demands after hours positively related to employee proactive behavior through employees' performance-promotion attribution. Employees' self-serving attribution mediated the positive association between such demands and employee unethical behavior. Moreover, ICT centrality strengthened the indirect relationship between supervisory ICT demands after hours and employee proactive behavior. Specifically, this indirect relationship was stronger (vs. weaker) when employees perceived higher (vs. lower) ICT centrality. Theoretical and practical implications are discussed.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104065"},"PeriodicalIF":5.2,"publicationDate":"2024-11-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142696390","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}
引用次数: 0
Eye of the beholder: A meta-analysis of personality traits' relationships with psychological contract breach and job performance 观察者的眼睛人格特质与心理违约和工作绩效关系的元分析
IF 5.2 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-11-12 DOI: 10.1016/j.jvb.2024.104064
Youngduk Lee , Christopher M. Berry , Rebecca Rees
{"title":"Eye of the beholder: A meta-analysis of personality traits' relationships with psychological contract breach and job performance","authors":"Youngduk Lee ,&nbsp;Christopher M. Berry ,&nbsp;Rebecca Rees","doi":"10.1016/j.jvb.2024.104064","DOIUrl":"10.1016/j.jvb.2024.104064","url":null,"abstract":"<div><div>Psychological contract breach (PCB) is a subjective perception that one's employer has failed to live up to promised obligations. Because PCB is subjective, personality traits should play an important role. However, existing research on the relationships between personality traits and PCB is scattered and explores a variety of subsets of personality traits, with little agreement on which traits are most important to PCB. Thus, we focus on personality traits selected based on insights from a reneging-incongruence framework suggesting that personality traits will be important to the degree that they influence the likelihood that employees are targeted for a “real” PCB (i.e., reneging) or bias their perspective of their PCB (i.e., incongruence). Further, drawing from social exchange theory, we examined PCB as a mechanism by which personality traits relate to job performance. Meta-analytic results indicated that the multiple correlation between personality traits and PCB was <em>R</em> = 0.34, and they continued to account for variance in PCB beyond social exchange quality. Emotional stability and equity sensitivity were the strongest predictors of PCB. Results also demonstrated that PCB mediates the relationships equity sensitivity and emotional stability have with task performance, organizational citizenship behavior, and counterproductive work behavior, even controlling for job satisfaction as an alternative mediator.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104064"},"PeriodicalIF":5.2,"publicationDate":"2024-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142696391","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}
引用次数: 0
Does grade point average have a long-lasting impact on career success later in life? A resource caravans' perspective from adolescence to mid-career 平均学分绩点对日后的职业成功有长期影响吗?从青春期到职业生涯中期的资源大篷车视角
IF 5.2 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-11-06 DOI: 10.1016/j.jvb.2024.104063
Bryndís D. Steindórsdóttir , Jan Ketil Arnulf , Hans M. Norbom
{"title":"Does grade point average have a long-lasting impact on career success later in life? A resource caravans' perspective from adolescence to mid-career","authors":"Bryndís D. Steindórsdóttir ,&nbsp;Jan Ketil Arnulf ,&nbsp;Hans M. Norbom","doi":"10.1016/j.jvb.2024.104063","DOIUrl":"10.1016/j.jvb.2024.104063","url":null,"abstract":"<div><div>We draw on a resource caravans' perspective to explain pathways to career success among a longitudinal sample, covering the first 15 years of their careers. By applying a latent growth model, we investigate how the role of university grade point average (GPA) on career success changes across time. The results from latent growth curve analysis revealed that GPA was not positively related to initial levels of career success (i.e., salary and leadership level), however, GPA was positively related to increases in career success over time and positively related to subjective career success. These findings indicate that the positive impact of GPA on career success accumulates over time, in line with the resource caravans and gain spirals of conservation of resources theory. Further, we examine the joint role of GPA and affective-identity motivation to lead (MTL) measured at the start of university studies to explain growth in career success over time. As expected, affective identity MTL moderated the relationship between GPA and leadership level, salary level and subjective career success, such that the positive relationship was stronger for individuals higher on affective-identity MTL. Our findings highlight that the pathway to career success is based on gain spirals that may develop slowly over time as individuals accumulate resources in their resource caravan and invest these resources further to achieve their career outcomes. Implications for practice are discussed.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104063"},"PeriodicalIF":5.2,"publicationDate":"2024-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142651836","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}
引用次数: 0
Give it your all or hardly give? The role of mentors' beliefs about protégé advancement potential and gender in mentoring relationships 全力以赴还是几乎不付出?导师对被指导者晋升潜力的看法和性别在指导关系中的作用
IF 5.2 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-11-01 DOI: 10.1016/j.jvb.2024.104062
Belle Rose Ragins , Changya Hu , Sheng Wang , Jui-Chieh Huang
{"title":"Give it your all or hardly give? The role of mentors' beliefs about protégé advancement potential and gender in mentoring relationships","authors":"Belle Rose Ragins ,&nbsp;Changya Hu ,&nbsp;Sheng Wang ,&nbsp;Jui-Chieh Huang","doi":"10.1016/j.jvb.2024.104062","DOIUrl":"10.1016/j.jvb.2024.104062","url":null,"abstract":"<div><div>Our research challenges assumptions about equity in formal mentoring programs. Drawing on mentoring schema and diversified mentoring theory, we theorized that mentors' beliefs about their protégés' advancement potential predict the career support they provide and the quality of their relationship, and that these effects vary by gender. Using matched-pair designs, we tested our model in two field studies of mentors and their protégés (total <em>n</em> = 355 dyads). Supporting theoretical predictions, mentors showed less interest in their protégés' careers, provided less career guidance, experienced less respect, and were less satisfied with their relationship when they believed their protégé had low advancement potential. Protégés also experienced less respect in their relationship when their mentor perceived them as lacking potential. Gender played a nuanced role. While mentors saw female and male protégés as having equivalent advancement potential, female protégés were seen as having less potential and experienced less respect when assigned a male rather than a female mentor. Compared to their female counterparts, male mentors felt more respected in their relationship when they believed their assigned protégé had high potential. Our findings challenge assumptions about the career support and respect provided in mentoring programs, offer insights about the nuanced effects of gender, and call for interventions that help organizations fulfill the promise of mentoring.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104062"},"PeriodicalIF":5.2,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142651837","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}
引用次数: 0
Are they more proactive or less engaged? Understanding employees' career proactivity after promotion failure through an attribution lens 他们更积极主动还是更少参与?通过归因视角了解晋升失败后员工的职业主动性
IF 5.2 1区 心理学
Journal of Vocational Behavior Pub Date : 2024-10-31 DOI: 10.1016/j.jvb.2024.104061
Zhen Wang , Yao Song , Fubin Jiang
{"title":"Are they more proactive or less engaged? Understanding employees' career proactivity after promotion failure through an attribution lens","authors":"Zhen Wang ,&nbsp;Yao Song ,&nbsp;Fubin Jiang","doi":"10.1016/j.jvb.2024.104061","DOIUrl":"10.1016/j.jvb.2024.104061","url":null,"abstract":"<div><div>In existing research and practice, promotion failure is often depicted as a source of negative consequences. However, this study deviates from traditional wisdom and argues that promotion failure has the potential to be a positive motivator. Integrating attribution theory, cognitive theories of repetitive thoughts, and the integrative model of career proactivity, we investigate how different attributions of promotion failure among employees activate distinct cognitive processes, resulting in varying effects on career proactivity. Data collected from 359 IT industry employees over three waves indicated that employees who ascribe promotion failures to internal issues are more likely to reflect on them. The process of reflection encourages career proactivity, as evidenced by increased proactive career behavior and decreased career inaction. However, employees blaming external circumstances for their promotion failures are more likely to ruminate over their failure, resulting in lower career proactivity. This study emphasizes the significance of attributions in employee reactions to promotion failure and provides a cognitive perspective on the complex relationship between promotion failure and career proactivity.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104061"},"PeriodicalIF":5.2,"publicationDate":"2024-10-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142571990","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}
引用次数: 0
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