Journal of Vocational Behavior最新文献

{"title":"Working with a chronic health condition: The implications of proactive vitality management for occupational health and performance","authors":"Emma M. Op den Kamp ,&nbsp;Arnold B. Bakker ,&nbsp;Maria Tims ,&nbsp;Evangelia Demerouti ,&nbsp;Jimmy J. de Wijs","doi":"10.1016/j.jvb.2024.103987","DOIUrl":"https://doi.org/10.1016/j.jvb.2024.103987","url":null,"abstract":"<div><p>Employees with a chronic disease are confronted with health problems, pain, and a limited energy reserve, which may hinder their day-to-day functioning at work. In the current study, we use proactive motivation and job demands-resources (JD-R) theories to hypothesize that chronically ill individuals may optimize their own well-being and work performance by using proactive vitality management (PVM). In Study 1, we tested our hypotheses through multigroup comparative analyses among a mixed sample of both healthy and chronically ill employees who participated in a weekly, three-wave study (T1 <em>N</em> = 399, <em>M</em> age = 45.18 (<em>SD</em> = 13.13), 48 % female). In Study 2, employees with a chronic liver disease were followed over the course of 2,5 years and filled out surveys at three points in time (T1 <em>N</em> = 192, <em>M</em> age = 48.73 (<em>SD</em> = 10.75), 72 % female). Findings from both studies were in line with our hypotheses. More specifically, consistent with JD-R theory's health impairment hypothesis, results showed that exhaustion mediated the relation between PVM and (a) functional limitations and (b) absenteeism. Consistent with JD-R's motivational hypothesis, work engagement mediated the relation between PVM and (a) creative work performance and (b) absenteeism. In addition, results of moderated mediation analyses indicated that these indirect effects were stronger for chronically ill employees with more (vs. less) self-insight – i.e., a developed understanding of one's own thoughts, feelings, and behaviors. These findings contribute to JD-R and proactive motivation theories and suggest that PVM is an important behavioral strategy that may protect chronically ill employees' occupational health and promote their performance, especially when combined with self-insight.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"150 ","pages":"Article 103987"},"PeriodicalIF":11.1,"publicationDate":"2024-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0001879124000289/pdfft?md5=37afe716af5425dab2f59c9ddeee57d2&pid=1-s2.0-S0001879124000289-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140187106","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":"Longitudinal associations between the rates of change in family to work enrichment, leader-member exchange, and job satisfaction","authors":"Ying Chen ,&nbsp;Guozhen Zhao ,&nbsp;Meng-Yu Cheng","doi":"10.1016/j.jvb.2024.103986","DOIUrl":"https://doi.org/10.1016/j.jvb.2024.103986","url":null,"abstract":"<div><p>By integrating the work-home resource model with the leader-member exchange (LMX) theory, we adopt a change perspective to examine the effects of the change rate in family-to-work enrichment (FWE) on that in job satisfaction through the change rate in LMX. Using a longitudinal, multilevel sample of 360 employees in 71 teams, the results of three waves of data over eight months reveal the FWE change rate is associated positively with the LMX change rate, which, in turn, is associated positively with the job satisfaction change rate. Furthermore, we show that LMX differentiation at Time 1 moderates the FWE change rate's effect on the LMX change rate over time, such that the relation is stronger when the LMX differentiation is high at Time 1. Moreover, the LMX change rate mediates the interactive effects of the FWE change rate and Time 1 LMX differentiation on the job satisfaction change rate over time. The results also show that the initial level of FWE is related positively with the LMX change rate, but not with the job satisfaction change rate. These findings emphasize the importance of studying changes in family-work research and providing new insights into the processes of the FWE change rate's effects on the change rates of important work outcomes over time.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"150 ","pages":"Article 103986"},"PeriodicalIF":11.1,"publicationDate":"2024-03-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140122422","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":"How do employees build and maintain relationships with leaders? Development and validation of the workplace upward networking scale","authors":"Song Wang ,&nbsp;Kun Luan","doi":"10.1016/j.jvb.2024.103985","DOIUrl":"10.1016/j.jvb.2024.103985","url":null,"abstract":"<div><p>The importance of social networking helping employees achieve career success is widely recognized. However, there is limited discussion regarding employees' subtle networking behaviors with leaders and their impact. With this paper we contribute to this oversight by conceptualizing workplace upward networking (WUN) and by developing and validating a new scale that assesses the extent to which employees build and maintain relationships with leaders in pursuit of resources. Using 10 samples (<em>N</em> = 1597), the results provide strong evidence for the reliability and validity of the WUN scale, and support the nomological network of the WUN construct. Our work contributes to social networking research by demonstrating the theoretical uniqueness of WUN versus similar constructs, such as workplace peer networking and impression management, as well as the underlying mechanisms by which WUN affects work outcomes. Overall, with this study we offer support for the reliability and validity of WUN scale and advance the burgeoning node-specific networking literature both conceptually and empirically.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"150 ","pages":"Article 103985"},"PeriodicalIF":11.1,"publicationDate":"2024-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140064301","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":"Getting into flow during virtual meetings: How virtual meetings can benefit employee functioning in the work- and home domain","authors":"Wladislaw Rivkin ,&nbsp;Karin S. Moser ,&nbsp;Stefan Diestel ,&nbsp;Isaac Alshaikh","doi":"10.1016/j.jvb.2024.103984","DOIUrl":"10.1016/j.jvb.2024.103984","url":null,"abstract":"<div><p>During the COVID-19 pandemic, a majority of the global workforce turned to virtual meetings for work-related communication and continues to do so as part of the shift to hybrid work. This change in communication patterns has led to an increased scholarly emphasis on the costs of virtual meetings for employees. The present study adds to this emerging field of research by taking a theory-led approach to highlight that alongside costs there are benefits to spending time in virtual meetings for employee functioning. Specifically, we integrate the concept of flow experiences and the Conservation of Resources theory to expand our understanding of the psychological mechanisms that link daily time spent in virtual meetings to employees' functioning in the work (i.e., task performance and counterproductive work behavior) and home domains (i.e., work-family conflict and need for recovery). More specifically, we argue that the benefits of virtual meetings manifest through flow experiences and associated reduced within-day changes in cognitive depletion. Furthermore, we identify low emotional dissonance as a contingency in virtual meetings that can strengthen the benefits of this mode of computer mediated communication. Results from two daily diary studies largely support the hypothesized relationships. Our findings have important theoretical and practical implications for employee functioning in the ‘new normal’ of hybrid work.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"150 ","pages":"Article 103984"},"PeriodicalIF":11.1,"publicationDate":"2024-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0001879124000253/pdfft?md5=bec6134e6064944bfd4802258694ef7b&pid=1-s2.0-S0001879124000253-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140015583","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":"Interim leadership: A systematic literature review and future research agenda","authors":"Jo-anne Fisher ,&nbsp;Alexander Newman ,&nbsp;Sen Sendjaya","doi":"10.1016/j.jvb.2024.103974","DOIUrl":"10.1016/j.jvb.2024.103974","url":null,"abstract":"<div><p>Studies on interim leadership have proliferated across multiple disciplines over the past forty-five years since the first studies on non-traditional careers emerged in the late 1970s. Interim leadership tenures typically range from weeks to more than a year during critical change-induced contexts in organizations (e.g., unexpected leadership departures). Interim leadership brings benefits to both interim executives (e.g., career advancement, work-life flexibility) and organizations (e.g., the capacity to quickly adapt). Undertaking a comprehensive review of 61 articles on interim leadership published in top journals in multiple domains over almost five decades, we highlight terminologies adopted, moderating factors, theoretical perspectives and models pertinent to interim leadership explored to date. Importantly, our review identifies four emerging themes (i.e., Selection, Socialization, Success, and Succession) which represent stages of the interim leadership process, leading to the development of the resultant “4S” process framework. We subsequently explore factors which influence each of these stages that interim leaders move through from entering to exiting interim executive assignments. Following this, the review proposes a future research agenda for theoretical, empirical, and methodological advancement of interim leadership scholarship, particularly in relation to the less researched areas of socialization and success and notes practical implications to inform better practice of interim leadership for individuals and organizations.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"150 ","pages":"Article 103974"},"PeriodicalIF":11.1,"publicationDate":"2024-02-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139939035","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":"Any port in a storm: Emotional stability as a stabilizer for the job performance-voluntary turnover relationship","authors":"In-Sue Oh ,&nbsp;Huy Le ,&nbsp;Dishi Hu ,&nbsp;Steve B. Robbins","doi":"10.1016/j.jvb.2024.103973","DOIUrl":"https://doi.org/10.1016/j.jvb.2024.103973","url":null,"abstract":"<div><p>Although a great deal of research has examined supra-individual level moderators of the job performance-turnover relationship, research on individual-level moderators such as relevant employee personality traits is limited. In the current study, we examine how emotional stability moderates the job performance-voluntary turnover relationship at different levels of job performance by analyzing multi-wave time-lagged data collected over a five-year period. Results indicate that the relationship between job performance ratings and voluntary turnover at the lower end of job performance is less negative (flatter) among emotionally stable (vs. neurotic) employees. The job performance-turnover relationship at the higher end of job performance is almost flat (close to zero) among emotionally stable employees yet somewhat positive for neurotic employees. This study suggests that emotionally stable (vs. neurotic) employees, regardless of their job performance level, are more likely to stay, thus highlighting the important role of emotional stability in obtaining workforce stability. We discuss the theoretical and practical implications of these results, along with study limitations and future research directions.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"150 ","pages":"Article 103973"},"PeriodicalIF":11.1,"publicationDate":"2024-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139733367","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":"Longitudinal dynamics of psychological need satisfaction, meaning in work, and burnout","authors":"Lucas A. Maunz,&nbsp;Jürgen Glaser","doi":"10.1016/j.jvb.2024.103971","DOIUrl":"https://doi.org/10.1016/j.jvb.2024.103971","url":null,"abstract":"<div><p>Drawing on an integrated perspective of self-determination theory (SDT) and conservation of resources theory (COR theory), this study investigated normal and reverse causation within-person effects among basic psychological need satisfaction (BPNS), meaning in work, and burnout over time. Using random intercept cross-lagged panel models (RI-CLPM), we examined data from German-speaking employees (complete cases = 781, imputed cases = 2131) at three time points over 12 months. At the within-person level, increased burnout was related to subsequent decreased BPNS (i.e., autonomy and competence need satisfaction). In line with COR theory, reciprocal within-person effects between burnout and meaning in work suggest a loss-cycle over time. Explorative analyses suggest that increased autonomy need satisfaction is related to subsequent increased competence and relatedness need satisfaction. At the between-person level, all variables were significantly correlated. Overall, this study found limited support for within-person assumptions of SDT, while supporting assumptions of COR theory. We discuss how the previous neglect of reverse causation, within-person effects, and the effect of time in SDT and COR theory may have led to a misrepresentation of the associations among BPNS, meaning in work, and burnout.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"150 ","pages":"Article 103971"},"PeriodicalIF":11.1,"publicationDate":"2024-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0001879124000125/pdfft?md5=ecd696dbb72d730301ce1603f2c3b06d&pid=1-s2.0-S0001879124000125-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139719005","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":"Corrigendum to “Why do people network? Professional networking motives and their implications for networking behaviors and career success” [J. Vocat. Behav. 142 (2023) 103856]","authors":"Caitlin M. Porter ,&nbsp;Sang Eun Woo ,&nbsp;Nicole Alonso ,&nbsp;Galen Snyder","doi":"10.1016/j.jvb.2024.103972","DOIUrl":"10.1016/j.jvb.2024.103972","url":null,"abstract":"","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"149 ","pages":"Article 103972"},"PeriodicalIF":11.1,"publicationDate":"2024-02-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0001879124000137/pdfft?md5=60f4c74d4ba8a6342f45c04f4cb73845&pid=1-s2.0-S0001879124000137-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139696037","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":"A framework of community-engaged vocational research methodologies from liberatory perspectives","authors":"Yunkyoung Loh Garrison ,&nbsp;Germán A. Cadenas ,&nbsp;Saba Rasheed Ali","doi":"10.1016/j.jvb.2024.103970","DOIUrl":"10.1016/j.jvb.2024.103970","url":null,"abstract":"<div><p>With the broadening scope of research inquiries into work, employment, industrial and organizational processes, and vocational development addressing issues with systemic oppression, there is a pressing need for discussion on using research methodologies as tools for catalyzing liberatory change. This article is underpinned by liberation theories and perspectives, which critically examine the Euro-American systems of thoughts that justify and perpetuate decisions, conditions, and culture that may exclude marginalized knowers, knowledge, and ways of knowing. Building on the work of other liberation scholars, we propose a new framework of community-engaged vocational research methodologies, which expands the existing methodologies: a) from <em>distance</em> to <em>proximity</em>, b) from <em>academic capitalism</em> to <em>community vocational outcomes</em>, c) from <em>researcher authority</em> to <em>community partnership,</em> and d) from <em>theoretical knowledge</em> to <em>actionable knowledge</em>. We discuss guiding Global Majority values to address tensions that may arise from expanding and complicating the traditional boundaries of methodologies. The framework also shows expansion through intersectional, interdisciplinary, anti-oppressive, and action-oriented approaches. With the introduction of this framework, we invite readers to broaden the scope of research methodologies and transform them into processes and tools for people who generate, need, and use the community-based knowledge of work and working.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"149 ","pages":"Article 103970"},"PeriodicalIF":11.1,"publicationDate":"2024-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139670420","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":"Towards a self-regulation model of career competencies: A systematic review and future research agenda","authors":"Surendra Babu Talluri ,&nbsp;Nishant Uppal ,&nbsp;Jos Akkermans ,&nbsp;Alexander Newman","doi":"10.1016/j.jvb.2024.103969","DOIUrl":"10.1016/j.jvb.2024.103969","url":null,"abstract":"<div><p>Owing to the growing emphasis on self-managed career patterns, career competencies as essential personal career resources play a vital role in several work and career outcomes. Despite extensive research on career competencies in the last three decades, it lacks a consistent theorization and often relies on diverse theoretical perspectives. To synthesize our scholarly knowledge of career competencies, we conducted a systematic literature review of 80 peer-reviewed articles from 1985 to November 2022. In doing so, we understand how the construct of career competencies has been conceptualized and measured, review prominent theoretical perspectives adopted, and build a theoretical model based on a self-regulation perspective. This review helped us identify significant research limitations and locate promising research gaps. Building on these insights, we craft a future research agenda highlighting opportunities for conceptual, theoretical, and empirical advancement of career competencies research.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"149 ","pages":"Article 103969"},"PeriodicalIF":11.1,"publicationDate":"2024-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139573842","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}