Journal of Vocational Behavior最新文献

{"title":"Humble leader, successful follower: Linking leader humility with follower career outcomes via leader competence from an implicit leadership theory perspective","authors":"Jie Zhong ,&nbsp;Chao Ma ,&nbsp;Zhen Xiong Chen (George) ,&nbsp;Li Zhang ,&nbsp;Xue Zhang","doi":"10.1016/j.jvb.2024.104060","DOIUrl":"10.1016/j.jvb.2024.104060","url":null,"abstract":"<div><div>Drawing on implicit leadership theory, this study examines the key conditions under which leader humility facilitates the career outcomes of employees. First, considering both similar-attraction and opposite-attraction perspectives within implicit leadership theory, we propose two competing hypotheses, and suggest that leader humility interacts with follower narcissism to predict perceived leader competence. Second, in accordance with implicit leadership theory, we propose that humble leaders are perceived to be more competent when the power distance climate is relatively lower. Further, we suggest that perception of their leaders as competent is positively related to followers' career satisfaction and proactive career behavior. To test our model, we implemented a multi-wave, time-lagged survey with 187 subordinate–supervisor dyads from 79 teams. The results demonstrate that followers who are highly narcissistic or who are members of groups with a lower power distance climate are more likely to regard humble leaders as competent, which allows them to experience enhanced career satisfaction and engage in more proactive career behavior. Both the theoretical and practical implications are discussed.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104060"},"PeriodicalIF":5.2,"publicationDate":"2024-10-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142571987","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}

{"title":"The psychological experience of flexibility in the workplace: How psychological job control and boundary control profiles relate to the wellbeing of flexible workers","authors":"Gabriele Boccoli ,&nbsp;Maria Tims ,&nbsp;Luca Gastaldi ,&nbsp;Mariano Corso","doi":"10.1016/j.jvb.2024.104059","DOIUrl":"10.1016/j.jvb.2024.104059","url":null,"abstract":"&lt;div&gt;&lt;div&gt;Rather than studying workplace flexibility as the availability or usage of flexible work practices, in this study, we theorize workplace flexibility as a subjective psychological experience influenced by employees' perceptions of control over where and when they work (psychological job control) and control over their social boundaries (boundary control). Based on boundary and border theory, using a two-wave study conducted at an Italian bank (&lt;em&gt;N&lt;/em&gt; = 1423) and adopting a person-centered approach through latent transition analysis (LTA), we identified four flexibility profiles characterized by different levels of psychological job control and boundary control, with the same structure, dispersion, and sizes over time. The four profiles were: (1) flexible non-dividers (3.46 %), marked by high psychological job control and low boundary control; (2) flexible dividers (34.83 %), characterized by high levels of both psychological job control and boundary control; (3) non-flexible dividers (50.74 %), featuring low psychological job control but high boundary control; and (4) non-flexible non-dividers (10.97 %), with low levels of both types of control. Three of these profiles exhibited high within-person stability across time, while the flexible non-dividers profile was highly unstable, with many members transitioning to profiles with higher boundary control at Time 2. Organizational investments in training and communication programs may have contributed to these transitions from low to high boundary control profiles. Gender and age emerged as significant predictors of profile membership, with gender effects shifting over time: at Time 1, men were more likely to be in non-flexible dividers profile, while at Time 2, they were more likely to be in the flexible non-dividers profile. Age effects also changed: older workers were more likely to be in the flexible non-dividers profile at Time 1 but shifted toward the flexible dividers profile by Time 2. Parental status was not significant, whereas carer status was significant only at Time 1, where being a carer increased the likelihood of employees belonging to the flexible dividers profile compared to the non-flexible dividers. Our findings further revealed that the psychological experience of work flexibility positively impacts wellbeing when employees experience control over both work and social boundaries. Flexible dividers consistently exhibited the highest levels of work engagement, job satisfaction, and work-life balance across both Time 1 and Time 2. In contrast, flexible non-dividers showed a significant decline in these outcomes over time. Profiles with low boundary control, especially flexible non-dividers and non-flexible non-dividers, reported the lowest levels of wellbeing. Despite some improvements in non-flexible non-dividers profile from Time 1 to Time 2, it remained to have the lowest scores on all outcomes, emphasizing the critical role of boundary control in maintaining employe","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104059"},"PeriodicalIF":5.2,"publicationDate":"2024-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142423819","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}

{"title":"Nature, predictors, and outcomes of the psychological capital trajectories observed among upcoming police officers' undergoing vocational training","authors":"Nicolas Gillet ,&nbsp;Alexandre J.S. Morin ,&nbsp;Isabelle Huart ,&nbsp;Hélène Coillot ,&nbsp;Mathieu Fiolet ,&nbsp;Evelyne Fouquereau","doi":"10.1016/j.jvb.2024.104058","DOIUrl":"10.1016/j.jvb.2024.104058","url":null,"abstract":"<div><div>This study seeks to achieve a dynamic person-centered understanding of the nature of the psychological capital trajectories observed among upcoming police officers undergoing vocational training. Moreover, it seeks to document the predictive role of leader-member exchange and perceived organizational support in relation to these psychological capital trajectories, as well as the implications of these trajectories for a variety of outcomes related to trainees' attitudes (i.e., organizational cynicism, identification with the organization, engagement in the training program, and satisfaction toward the training program), psychological health (i.e., perceived stress), and behaviors (i.e., performance in the training program). A sample of 1200 participants undergoing a 33-week full-time vocational training program to become police officers were surveyed four times over a period of five months and a half. Results revealed that psychological capital trajectories corresponded to five primary profiles: Learning to Hate, High Fit, Moderate Fit, Honeymoon-Hangover, and Low Fit. Perceived leader-member exchange and organizational support were associated with these trajectories in a way that mainly supported our expectations. Trajectories characterized by lower levels of psychological capital were associated with higher levels of cynicism and stress, and with lower levels of engagement, identification, performance, and satisfaction. Conversely, trajectories characterized by higher levels of psychological capital were associated with the most positive outcomes.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104058"},"PeriodicalIF":5.2,"publicationDate":"2024-09-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142359066","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}

{"title":"Stacking bricks or building a cathedral? How affective shifts shape perceptions of daily task significance","authors":"Jordan D. Nielsen ,&nbsp;Amy E. Colbert","doi":"10.1016/j.jvb.2024.104057","DOIUrl":"10.1016/j.jvb.2024.104057","url":null,"abstract":"<div><div>One of the most fundamental experiences of deriving positive meaning from work stems from perceptions of task significance. Although interactions with managers and beneficiaries can provide inspirational cues that make the significance of employees' work tasks salient (Grant, 2012, 2008), relying solely on an understanding of these discrete experiences may limit an employee's ability to consistently perceive the significance of work tasks from day to day. To expand understanding of the influences that shape perceptions of daily task significance, we draw on personality systems interaction theory (Kuhl, 2000) to examine the influence of affective shifts. Using a daily diary design over 10 workdays, results from 292 daily observations nested within 38 employees showed that upshifts in positive affect and downshifts in negative affect were positively related to daily task significance. In turn, daily task significance was positively related to helping behaviors and negatively related to work withdrawal. Daily task significance also exhibited an indirect effect on the subsequent workday's start-of-day mood. Employees who perceived high significance today were more likely to start tomorrow off with lower negative mood due to higher helping behaviors the day before and with lower positive mood due to lower work withdrawal the day before. The results yield new insights into the experience of daily task significance and offer significant implications for theory and practice on affect, task significance, and work performance.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104057"},"PeriodicalIF":5.2,"publicationDate":"2024-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142329855","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}

{"title":"One who wishes to wear the crown, must bear its weight: How performance pressure benefits career-prospective employees in organizations","authors":"Li Guo ,&nbsp;Suosuo Jia ,&nbsp;Xiongying Niu ,&nbsp;Zhen Wang","doi":"10.1016/j.jvb.2024.104056","DOIUrl":"10.1016/j.jvb.2024.104056","url":null,"abstract":"<div><div>Performance pressure is not uncommon in the field of human resource management, and it stands as a constant companion to those aspiring to advance their careers. Drawing on the appraisal theories of emotion and literature on fear and career prospects, this research explores how and when performance pressure fosters work-goal progress. Across two time-lagged, multi-industry field studies with full-time employees, we demonstrate that performance pressure intensifies mental preoccupation with work by triggering fear of performance failure, which in turn promotes work-goal progress. Furthermore, these positive serial mediation effects (performance pressure → fear of performance failure → mental preoccupation with work → work-goal progress) are moderated by employees' career prospects within organizations, being more pronounced among those with higher career prospects. Theoretically, this work deepens the understanding of the positive impacts of performance pressure and broadens its influencing mechanisms and contextual moderators. Practically, the findings can inform organizations in leveraging performance pressure to serve the best interests of both individuals and the organization. Limitations and future directions are also discussed.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104056"},"PeriodicalIF":5.2,"publicationDate":"2024-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142310732","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}

{"title":"Hybrid work stressors and psychological withdrawal behavior: A moderated mediation model of emotional exhaustion and proactive personality","authors":"Chih-Chieh Chu ,&nbsp;Chun-Yi Chou","doi":"10.1016/j.jvb.2024.104053","DOIUrl":"10.1016/j.jvb.2024.104053","url":null,"abstract":"<div><p>This study proposes a theoretical model of challenge/hindrance stressors of hybrid work on emotional and behavioral reactions based on the conservation of resources theory. We investigate a mediation model by incorporating emotional exhaustion as a mediator to connect the relationship between two stressors and psychological withdrawal behavior. In addition, we identify proactive personality as a key personal resource to moderator the above mediating effects. The two-wave panel data was collected through online questionnaire surveys with a one-month interval. This study targeted at employees worked in the United States and 213 valid questionnaires were collected. Our results show that: (1) challenge/hindrance stressors of hybrid work are positively related to emotional exhaustion; (2) emotional exhaustion mediates the relationship between challenge/hindrance stressors of hybrid work and psychological withdrawal behavior; (3) proactive personality weakens the positive relationship between challenge stressors of hybrid work and emotional exhaustion. However, the moderating effect of proactive personality on the indirect effect of hindrance stressors of hybrid work on psychological withdrawal behavior via emotional exhaustion was not found. The implications of this study for theory and practice are discussed.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104053"},"PeriodicalIF":5.2,"publicationDate":"2024-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142172996","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}

{"title":"Moving away from, moving towards and moving against others: An adaptive multi-strategy approach to defend and build resources in self-protection mode","authors":"Emma Russell ,&nbsp;Jacqueline O'Reilly ,&nbsp;Constantin Blome ,&nbsp;Margherita Bussi ,&nbsp;Heejung Chung ,&nbsp;Mark Finney ,&nbsp;Hakan Johansson ,&nbsp;Margarita Leon ,&nbsp;Janine Leschke ,&nbsp;Lucia Mytna-Kurekova ,&nbsp;Chiara Ruffa ,&nbsp;Mi Ah. Schoyen ,&nbsp;Matthias Thürer ,&nbsp;Marge Unt ,&nbsp;Rachel Verdin ,&nbsp;Claire Wallace","doi":"10.1016/j.jvb.2024.104052","DOIUrl":"10.1016/j.jvb.2024.104052","url":null,"abstract":"<div><p>In the face of extreme and enduring stressors, a self-protection coping mode can be entered to conserve resources (Conservation of Resources (COR) theory principle 4). Self-protection coping is underexplored in COR theory yet may offer insights about how people deal with the significant challenges posed by work today. We investigate this using a large-group collaborative auto-ethnography (CAE) with 15 academic workers during a period when resources were severely stretched or exhausted (the first four months of the Covid-19 lockdown). We identify three defensive coping strategies, applied in self-protection mode, that are akin to Karen Horney's neurotic trends of ‘moving away from’, ‘moving against’ and ‘moving towards’ others. We also identify that, even when in self-protection mode, workers engage in resource (re)investment activities, in an attempt to (re)gain control of, and (re)build resources. These multiple self-protection coping strategies are applied in a seemingly haphazard and interchangeable way but appear to serve an adaptive function for trying out how best to conserve resources, defend the self, and extend resources towards recovery. Our findings emphasize the need for organizations and society to provide support and resources at times of adversity, to help people rebuild their work, their lives and their well-being.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104052"},"PeriodicalIF":5.2,"publicationDate":"2024-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0001879124000939/pdfft?md5=76cc4cdea29f6a66fe7842371ed2307d&pid=1-s2.0-S0001879124000939-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142239118","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}

{"title":"How future work self salience shapes the effects of interacting with artificial intelligence","authors":"Julian Voigt ,&nbsp;Karoline Strauss","doi":"10.1016/j.jvb.2024.104054","DOIUrl":"10.1016/j.jvb.2024.104054","url":null,"abstract":"<div><p>The rapid rise of artificial intelligence (AI) is transforming the world of work, leaving individuals wondering what AI means for the future of their career. The current research investigates the moderating role of future work self salience (FWSS) on the effect of interacting with AI on perceived control over one's future work self and proactive career behavior. In a first longitudinal experiment with full-time employees in the UK (<em>N</em> = 174), participants interacting with AI to solve a task (compared to a control group) experienced increased perceived control over their future work self when FWSS was high, in contrast to those with low FWSS. We replicated this pattern in a second longitudinal study with German business students (<em>N</em> = 208). Building on these findings, a third longitudinal experiment with German full-time employees (<em>N</em> = 155) extended the model by demonstrating a moderated mediation: for individuals with high FWSS, AI interaction increased perceived control over the future work self and thus promoted proactive career behavior. In contrast, perceived control and proactive career behavior decreased for those with low FWSS. This research demonstrates the potential impact of AI interactions on work-related outcomes, offering critical insights for both theory and practice.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104054"},"PeriodicalIF":5.2,"publicationDate":"2024-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0001879124000952/pdfft?md5=a723b168e9a5592b690b559dc23cf3a4&pid=1-s2.0-S0001879124000952-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142239120","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}

{"title":"Others matter when mothers return: An investigation of relational movement and its role in post-maternity leave reentry transitions","authors":"Dana McDaniel Sumpter ,&nbsp;Danna Greenberg ,&nbsp;Emily Rosado-Solomon","doi":"10.1016/j.jvb.2024.104045","DOIUrl":"10.1016/j.jvb.2024.104045","url":null,"abstract":"<div><p>Post-maternity leave reentry, the period when mothers return to work following a maternity leave, is a profound transition in a woman's life that often sets the foundation for her work and career progression. While scholars have looked at the intraindividual aspects of this transition, the experience of reentry extends beyond the returning mother. This transition occurs in a dynamic relational and organizational system that impacts a returning mother's adjustment to work. In this study, we bring relational dynamics to the forefront of this transition as we examine how and why returning mothers' work-based relationships shift during reentry and the implications this has for returning mothers' readjustment. Drawing on qualitative data from academic mothers' retrospective accounts of their reentry transitions, our findings reveal that returning mothers experience relational movement, defined as perceived shifts in one's relational experiences. Our findings provide evidence of how relational movement plays a role in facilitating returning mothers' well-being as they readjust to work. Our theorizing of how and why relational movement occurs during reentry transitions brings to focus the complex, changing nature of women's relationships with colleagues during this time, as well as implications for women's broader workplace and career experiences.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104045"},"PeriodicalIF":5.2,"publicationDate":"2024-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142239119","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}

{"title":"Enhancing person-job fit: Who needs a strengths-based leader to fit their job?","authors":"Marianne van Woerkom ,&nbsp;Robin Bauwens ,&nbsp;Sait Gürbüz ,&nbsp;Evelien Brouwers","doi":"10.1016/j.jvb.2024.104044","DOIUrl":"10.1016/j.jvb.2024.104044","url":null,"abstract":"<div><p>Even though person-job fit (PJ fit) is a crucial predictor of employees' overall engagement and performance in their jobs, few studies have identified the mechanisms that enhance PJ fit during the employment relationship. Further, the models that do predict how PJ fit evolves over time are predominantly based on the idea that fit improves through individual adjustment processes by workers. This paper provides a new lens on PJ fit that is based on strengths theory, proposing that strengths-based leaders play a critical role in enhancing both dimensions of PJ fit, i.e. needs-supplies (NS) and demands-abilities (DA) fit, by encouraging employees to use their unique strengths. Furthermore, based on theorizing on substitutes for leadership, proactive career management, and situational strength theory we test the idea that high levels of proactive personality and job autonomy may partly compensate for a lack of strengths-based leadership. We collected three waves of data with two-month time lags from a representative sample of 308 Dutch workers, resulting in 906 datapoints. Results of multi-level path modeling indicate that strengths-based leadership is indeed positively related to both DA fit and NS fit and mediated by strengths use at the within-person level. Further, our results indicate that the combination of high job autonomy and high proactive personality partly compensates for the absence of strengths-based leadership on the within-person level. We conclude that strengths-based leadership is particularly important to facilitate strengths use and PJ fit of employees who have a low propensity to be proactive and/or do not have a high degree of autonomy in their job. We discuss the implications of these findings for research and practice.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"154 ","pages":"Article 104044"},"PeriodicalIF":5.2,"publicationDate":"2024-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S000187912400085X/pdfft?md5=db2cbd47dd4645cb45ab7c2ce1a4dd91&pid=1-s2.0-S000187912400085X-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142149762","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}