Journal of Vocational Behavior最新文献

{"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}

{"title":"Me, my work and AI: How radiologists craft their work and identity","authors":"Fabienne Perez ,&nbsp;Neil Conway ,&nbsp;Jonathan Peterson ,&nbsp;Olivier Roques","doi":"10.1016/j.jvb.2024.104042","DOIUrl":"10.1016/j.jvb.2024.104042","url":null,"abstract":"<div><p>This study investigates the introduction of AI in the field of radiology through a multi-level analysis (individuals, organization, and profession). Drawing on in-depth interviews with 54 participants (radiologists, radiological technologists, managers, hospital directors, and engineers), we examined how radiologists perceive AI and respond through job crafting behaviors and identity work. The findings reveal three categories of job crafting: approach, avoidance, and an emerging category of identity crafting, in which actors develop strategies to redefine their identity after the introduction of AI. This study contributes to a better understanding of AI and its implications for individuals at work and, in particular, employees' use of proactive approaches to job design, along with how such approaches are shaped by organizations and professional bodies.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"155 ","pages":"Article 104042"},"PeriodicalIF":5.2,"publicationDate":"2024-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0001879124000836/pdfft?md5=f0229fc2b3fe5b7871ee08ab456b71f4&pid=1-s2.0-S0001879124000836-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142238969","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":"Blurred lines: The spillover and crossover effects of interpersonal experiences at work on family behaviors and well-being","authors":"Remus Ilies ,&nbsp;Jingxian Yao ,&nbsp;Helen Pluut ,&nbsp;Alyssa X. Liang ,&nbsp;Qingxiong (Derek) Weng","doi":"10.1016/j.jvb.2024.104043","DOIUrl":"10.1016/j.jvb.2024.104043","url":null,"abstract":"<div><p>Drawing on the spillover-crossover model, we examine both the enriching and conflicting effects of interpersonal experiences at work on the family domain using experience sampling methodology with 567 daily observations from 70 couples. As a positive spillover-crossover process, we find that employees' help provision at work indirectly and positively influences couples' relationship satisfaction, employees' life satisfaction, and spouses' life satisfaction via support provision to the spouse at home. As a negative spillover-crossover process, employees' experiences of interpersonal conflict at work indirectly and negatively influence couples' relationship satisfaction and employees' life satisfaction via undermining behaviors toward the spouse at home. We further theorize and find that the negative spillover-crossover process is less pronounced when spouses are more responsive to employees' disclosures of negative work experiences. Overall, this study provides new insights regarding behavioral pathways underlying interpersonal models of the work-family interface, with important practical implications for working couples and the organizations employing them.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"154 ","pages":"Article 104043"},"PeriodicalIF":5.2,"publicationDate":"2024-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142087266","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":"Predicting work values: A psychology of working theory perspective","authors":"Chengjie Chang ,&nbsp;Chunyu Zhang ,&nbsp;Bryan J. Dik","doi":"10.1016/j.jvb.2024.104030","DOIUrl":"10.1016/j.jvb.2024.104030","url":null,"abstract":"<div><p>Drawing on the perspective of the Psychology of Working Theory, this study adopted a latent change score model to examine how changes in work volition and decent work during the COVID-19 pandemic related to post-pandemic work values. We conducted a three-wave longitudinal study with 276 Chinese working adults over nearly three years. We found that higher levels of and increases in work volition positively related to increases in decent work during the pandemic. Increases in decent work also negatively related to the work value of pay and positively related to the work value of relationships. Finally, higher levels of decent work during the early stages of the pandemic were positively related to three post-pandemic work values: autonomy, relationships, and altruism. Overall, we demonstrated that the Psychology of Working Theory explains work values, contributing to a deeper understanding of how work values were influenced by the work experiences during the COVID-19 pandemic.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"154 ","pages":"Article 104030"},"PeriodicalIF":5.2,"publicationDate":"2024-08-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142050265","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 threat of electronic performance monitoring: Exploring the role of leader-member exchange on employee privacy invasion","authors":"Mauren S. Wolff ,&nbsp;Jerod C. White ,&nbsp;Martin Abraham ,&nbsp;Claus Schnabel ,&nbsp;Luisa Wieser ,&nbsp;Cornelia Niessen","doi":"10.1016/j.jvb.2024.104031","DOIUrl":"10.1016/j.jvb.2024.104031","url":null,"abstract":"<div><p>Advances in digitalization have led employers to increasingly adopt electronic performance monitoring technologies that allow supervisors to observe, analyze and evaluate not only employees' work activities, but also their cognitive and behavioral data. This has significant implications for employees' perceptions of privacy, and, in turn, for their basic needs, intrinsic motivation, and turnover intentions. However, the extent of perceiving privacy invasion may also depend on the relationship with those individuals for whom information is shared. This relationship should play a pivotal role in defining and negotiating boundaries and establishing comfort levels in information sharing. Building on communication privacy management theory and self-determination theory, we examined in three studies (two experiments and one field study) how the relationship with the supervisor (LMX) shapes the associations between (a) supervisor's use of EPM, its perceived invasiveness, and privacy invasion (Study 1, 2, 3), and (b) privacy invasion and needs, intrinsic motivation, and turnover intentions (Study 3). Specifically, we theorized that a high LMX that builds on trust should mitigate privacy invasion from invasive electronic performance monitoring. In addition, we hypothesized that high LMX can help employees cope with privacy invasion and consequently reduce need thwarting, decreased intrinsic motivation, and turnover intention. While we found some support for the role of LMX in the emergence of privacy invasion from invasive EPM, our data did not reveal that a high LMX reduces need thwarting and related outcomes due to perceived privacy invasion. This research provides timely insights with a multimethod approach into if and how the social context shapes unintended consequences from using electronic monitoring.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"154 ","pages":"Article 104031"},"PeriodicalIF":5.2,"publicationDate":"2024-08-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0001879124000721/pdfft?md5=43994d6a1924e8ea3752426eee03b7bb&pid=1-s2.0-S0001879124000721-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142084439","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}