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1
المؤلفون: Jessica Badger Darrow, Tara S. Behrend
المصدر: Journal of Vocational Behavior. 103:117-131
مصطلحات موضوعية: Organizational Behavior and Human Resource Management, media_common.quotation_subject, 05 social sciences, 050109 social psychology, Affect (psychology), Work environment, Education, Variety (cybernetics), Formative assessment, Perception, 0502 economics and business, Person–environment fit, 0501 psychology and cognitive sciences, Research questions, Life-span and Life-course Studies, Construct (philosophy), Psychology, Social psychology, 050203 business & management, Applied Psychology, Cognitive psychology, media_common
الوصف: This study explores the concept of person-environment (PE) fit. There has been a push recently to move beyond unidimensional definitions of fit and to consider fit at a variety of dimensions and levels of the environment simultaneously, which has led to questions about how this multidimensional construct should be conceptualized. Specifically, is fit on dimensions and levels a manifestation of overall fit (i.e., a reflective model) or does fit at the dimensions and levels combine to collectively define overall fit (i.e., a formative model)? This study focused on two main research questions. First, is PE fit a formative or reflective construct? Second, how does specifying PE fit as formative or reflective affect the prediction of outcomes? Six hundred and eighty-eight employees from a variety of occupations and organizations rated their fit with various aspects of their work environment and several attitudinal and behavioral outcomes. The results supported the hypotheses that PE fit should be conceptualized as a formative construct. The results also suggest that formative models slightly improve the prediction of outcomes. This suggests that the dimensions and levels of fit combine to form employees' perceptions of fit. Limitations, directions for future research, and implications for theory and practice are discussed.
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2
المؤلفون: Tony Gutentag, Itamar Gati
المصدر: Journal of Vocational Behavior. 93:33-46
مصطلحات موضوعية: Organizational Behavior and Human Resource Management, Teamwork, media_common.quotation_subject, 05 social sciences, Variance (accounting), Work environment, Education, 050106 general psychology & cognitive sciences, Consistency (negotiation), Vocational education, 0502 economics and business, 0501 psychology and cognitive sciences, Life-span and Life-course Studies, Psychology, Social psychology, Practical implications, 050203 business & management, Applied Psychology, Reliability (statistics), media_common
الوصف: Career aspects (e.g., work environment, using verbal ability, length of training, teamwork) are an elaboration and extension of vocational interests. Aspect-based preferences can serve individuals and their career counselors only if they are reliable and stable. Study 1 estimated the two-week test–retest reliability of 213 college freshmen's preferences in 31 career aspects and the two-year stability of these preferences for 132 of these freshmen. The two-week reliability and the two-year stability of both the within-aspect preferred levels (e.g., “only indoors” most preferred, but “mostly indoors” is also acceptable) and the aspect importance were tested for each of the aspects. The interquartile ranges of the two-week reliability of the aspect importance and of the preferred within-aspect levels were .54–.62 and .63–.74 for the 31 aspects; the interquartile ranges of the two-year stabilities were .38–.48 and .48–.59, respectively. These interquartile ranges reflect the variance in consistency among the aspects. Study 2 explored the structure of the aspects based on the pattern of associations among them. In addition, it examined the consistency of the aspect structures by comparing them in four samples (total N = 40,313). The structure was found consistent across time (Spearman rs = .88, .76 and .68, two weeks, two years, and 20 years later, respectively), within culture (rs = .75 and .76, for women and men, respectively), and across cultures (USA and Israel; rs = .64). Theoretical and practical implications are discussed.
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3
المؤلفون: Lisa Kristina Horvath, Bettina S. Wiese, Anna M. Stertz
المصدر: Journal of Vocational Behavior. 118:103375
مصطلحات موضوعية: Organizational Behavior and Human Resource Management, Work domain, media_common.quotation_subject, 05 social sciences, Work life, Work related, Work environment, Education, Developmental psychology, 050106 general psychology & cognitive sciences, Perception, 0502 economics and business, 0501 psychology and cognitive sciences, Parental leave, Life-span and Life-course Studies, Psychology, Practical implications, 050203 business & management, Applied Psychology, media_common
الوصف: This research aims to expand the understanding of how fathers' daily parental leave experiences are affected by the interplay of organizational influences and fathers' leave behavior. Using data from a diary study involving fathers on parental leave from Germany and Austria (N = 108), we examined the impact of family-supportive organizational perceptions and length of leave on fathers' daily work-related worries. With regard to within-person effects, we took a closer look at the relationship between fathers' daily contact with other organizational members and their work-related worries. Multilevel analyses confirmed the impact of fathers' family-supportive organizational perceptions on their work-related worries during the leave period. Fathers perceiving their organization as family-supportive were found to have fewer worries than fathers perceiving their organization as family-unsupportive. Remarkably, with respect to the leave duration, our results indicated that fathers who took relatively short leaves of not more than two months worried more intensely regarding the impact of their leave on their work life than fathers who took long leaves. Furthermore, particularly among those fathers who perceive their organization as unsupportive, a short leave was found to be associated with increased work-related worries. With respect to daily contact with persons from the work domain, we found that on days when fathers had more contact, their worries were more pronounced. Additionally, the findings suggested that more intense worries on one day lead to increased contact on the following day. We discuss practical implications, taking into consideration that it is essential to perceive the work environment as supportive for leave-taking to be beneficial for both fathers as well as organizations.
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4
المؤلفون: Sabine Sonnentag, Anita Starzyk
المصدر: Journal of Vocational Behavior. 115:103342
مصطلحات موضوعية: Value (ethics), Organizational Behavior and Human Resource Management, business.industry, media_common.quotation_subject, 05 social sciences, Psychological safety, Interpersonal communication, Public relations, Work environment, Education, 050106 general psychology & cognitive sciences, Feeling, Transformational leadership, Work (electrical), 0502 economics and business, Survey data collection, 0501 psychology and cognitive sciences, sense organs, Life-span and Life-course Studies, Psychology, business, 050203 business & management, Applied Psychology, media_common
الوصف: Research on proactive motivation has shown that employees' personal initiative tendency relates positively to the responsibility they feel for change, which then predicts upward voice. This study focuses on circumstances when low-initiative employees feel responsible for change and speak up. We examine how the interpersonal work environment (i.e., transformational leadership and psychological safety) moderates the indirect relationship between personal initiative tendency and upward voice via felt responsibility. We collected multi-source survey data from 133 employees, their co-workers, and managers working in 41 automotive repair shops and hair salons. At the first stage of the indirect effect, managers' transformational leadership substituted for employees' personal initiative tendency in predicting the responsibility employees felt for change. At the second stage, psychological safety operated as a catalyst: Employees' feelings of responsibility and upward voice were not related in low psychologically safe workgroups, but were positively related in high psychologically safe workgroups. To help low-initiative employees feel responsible for change and speak up at work, organizations and managers need to promote both the value of change and safety in taking interpersonal risks.
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5
المؤلفون: Valérie Cohen-Scali
المساهمون: Centre de recherche sur le travail et le développement (CRTD), Conservatoire National des Arts et Métiers [CNAM] (CNAM), HESAM Université (HESAM)-HESAM Université (HESAM)
المصدر: Journal of Vocational Behavior
Journal of Vocational Behavior, Elsevier, 2014, 85 (1), pp.49-56. ⟨10.1016/j.jvb.2014.04.002⟩مصطلحات موضوعية: Organizational Behavior and Human Resource Management, Higher education, media_common.quotation_subject, Career construction, [SHS.PSY]Humanities and Social Sciences/Psychology, 050109 social psychology, Education, Drop out, Perception, 0502 economics and business, Pedagogy, 0501 psychology and cognitive sciences, Apprenticeship programs, Life-span and Life-course Studies, TUTOR, Applied Psychology, computer.programming_language, media_common, Tutorship, business.industry, 4. Education, 05 social sciences, Gender, Private sector, Work environment, Work (electrical), 8. Economic growth, Apprenticeship, business, Psychology, computer, 050203 business & management, Young adults
الوصف: International audience; In France, the private sector has increasingly over the last 20 years developed apprenticeship programs (Aeberhardt, Crusson, & Pommier, 2011) in Higher Education. One reason for this development is that young people who prepare for a diploma through apprenticeship programs achieve professional integration in the working world more quickly (Arrighi & Joseph, 2005). However, 17% of young people drop out before the end of their work contract, partly because they consider the work environment to be unsatisfactory or the work too difficult (Cart, ToutinTrelcat, & Henguelle, 2010). In the workplace, apprentices receive the guidance of a professional, the tutor. This research aims to analyze the role of tutor gender on apprentices' perception of their career and intention to quit or stay in the professional sector. The general hypothesis of the research is that tutors have a key role on the career construction of apprentices. Semi-structured interviews have been conducted with apprentices in Higher Education on their relationships with their male or female tutor in the company. The findings underline the role of both tutors' and apprentices' gender and of the particular labor division in the workplace.
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6
المؤلفون: In-Sue Oh, Laura C. Lomeli, Dan S. Chiaburu, Ann Chunyan Peng, George C. Banks
المصدر: Journal of Vocational Behavior. 83:181-197
مصطلحات موضوعية: Organizational Behavior and Human Resource Management, Nomological network, Psychological contract, Work environment, Education, Antecedent (grammar), Cynicism, Organizational behavior, Meta-analysis, Trait, Life-span and Life-course Studies, Psychology, Social psychology, Applied Psychology
الوصف: We propose an integrative framework to investigate the extent to which employees' organizational cynicism is predicted by individual differences (positive and negative affect, trait cynicism) and positive (e.g., organizational support) and negative (e.g. psychological contract violation) aspects of the work environment. We also examine the extent to which organizational cynicism predicts employee attitudes and performance. We investigate these relationships based on 9186 individuals across 34 statistically independent samples from 32 primary studies. Using both new meta-analytic effect sizes from the current study and effect sizes from prior meta-analyses, we test whether a negative antecedent, organizational cynicism, has a predictive advantage over a positive one, organizational trust, in predicting employees' attitudes and behaviors. Our study contributes to a better understanding of the nomological network of organizational cynicism and its relationship with organizational trust.
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7
المؤلفون: James C. McElroy, Paula C. Morrow, Kevin P. Scheibe
المصدر: Journal of Vocational Behavior. 81:99-111
مصطلحات موضوعية: Organizational Behavior and Human Resource Management, Employee perceptions, business.industry, media_common.quotation_subject, Organizational commitment, Public relations, Work environment, Education, Facility management, Perception, Conceptual model, Life-span and Life-course Studies, business, Psychology, Applied Psychology, Financial services, media_common, Social theory
الوصف: Prior research on the effects of office redesign on work-related outcomes has been largely atheoretical and yielded mixed and conflicting findings. Expanding on individual reactions to office design changes as specified by social interference theory, we propose that office redesign affects organizational commitment and this relationship is mediated by employee perceptions of the broader work environment. This conceptual model is tested using 121 financial services employees who experience office redesign and 136 who do not. Results indicate that perceptions of innovation and collaboration mediate the effects of office redesign over and above negative personal reactions such that affective organizational commitment is enhanced among those experiencing reconfigured offices. Findings provide support for an expanded rendition of social interference theory that provides for favorable (as well as unfavorable) employee reactions to office redesign. Such a theoretical explanation is asserted to increase understanding of how the physical environment influences employee attitudes.
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8
المؤلفون: Cheryl L. Adkins, Sonya F. Premeaux
المصدر: Journal of Vocational Behavior. 80:380-389
مصطلحات موضوعية: Organizational Behavior and Human Resource Management, Heterogeneous sample, Work–family conflict, Family characteristics, Life domain, Work environment, Education, Work hours, Linear relationship, Work (electrical), Life-span and Life-course Studies, Psychology, Social psychology, Applied Psychology
الوصف: Scholars have long assumed that as workers spend more time at work fewer hours are available for their non-work lives leading to negative effects in both domains, and most studies examining the impact of work hours on work and life domains have supported this viewpoint. However, the majority of these studies have used one-dimensional measures of work–family conflict (WFC) and family–work conflict (FWC) on homogenous samples which included primarily married managers and professionals with children. Further, despite calls to examine non-linear relationships between work hours and WFC and FWC, few studies have done so. This study uses multi-dimensional measures to examine the linear and non-linear (quadratic) effects of work hours on WFC and FWC in a heterogeneous sample and examines the moderating effects of several work and family characteristics on these relationships. The findings indicate that whereas work hours have a linear relationship with WFC, the relationship between work hours and FWC is curvilinear. Managerial support was found to moderate the relationship between work hours and one dimension of FWC. Number of children moderated the relationships between work hours and WFC and another dimension of FWC.
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9
المؤلفون: Sang Eun Woo
المصدر: Journal of Vocational Behavior. 79:461-469
مصطلحات موضوعية: Organizational Behavior and Human Resource Management, Construct validity, Person centered, Impulsivity, Work environment, Latent class model, Education, medicine, Openness to experience, Positive psychology, medicine.symptom, Life-span and Life-course Studies, Construct (philosophy), Psychology, Social psychology, Applied Psychology
الوصف: This study attempts to clarify conceptual and operational inconsistencies in the literature around “Ghiselli's hobo syndrome.” I propose that defining characteristics of hobo syndrome should include both the exhibition of frequent job movement behavior and positive attitudes about such behavior. This definition effectively differentiates the construct from other similar phenomena associated with frequent job movement (e.g., job/career mobility, protean careers). Using latent class cluster analysis of a diverse sample of 944 U.S. workers, it was empirically validated that a small number of individuals resembling the proposed characteristics of hobos did emerge as a distinct group (N = 42), providing person-centered evidence for the construct validity of hobo syndrome. The dispositional roots of hobo syndrome and work-related outcomes were also explored. It was found that individuals with high levels of openness to experience were likely to exhibit hobo syndrome, whereas impulsivity was not related to such tendency. Also, workers who were more likely to be categorized as hobos tended to report less positive views about their current jobs. Based on these findings, implications for research and practice are discussed.
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10
المؤلفون: Gene M. Alarcon
المصدر: Journal of Vocational Behavior. 79:549-562
مصطلحات موضوعية: Organizational Behavior and Human Resource Management, Applied psychology, Burnout, Moderation, Organisation climate, Work environment, Education, Emotional labor, Meta-analysis, Human resource management, Occupational stress, Life-span and Life-course Studies, Psychology, Social psychology, Applied Psychology
الوصف: A meta-analysis was conducted on job demands, resources, and attitudes and their relation with burnout in regard to the COR theory. The version of the Maslach Burnout Inventory used was explored as a moderator of the aforementioned variables. Results suggest that higher demands, lower resources, and lower adaptive organizational attitudes are associated with burnout. In particular, results of the current study show stronger relations than previous meta-analysis (Lee & Ashforth, 1996) have suggested. The scale type also provided some evidence of moderation, with stronger effects found in samples that utilized the MBI-HSS. Implications of the findings in relation to the COR theory and future research directions to clarify the relation between job demands, job resources, organizational attitudes and burnout are discussed.
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