Abstract not available

Building career decision self-efficacy (CDSE) and engaging in career exploratory behavior (CEB) have been identified as key adaptive career behaviors that promote successful career choice and development among adolescents and young adults. Using the RI-CLPM and a five-wave dataset gathered from first-year exploratory college students (N = 833), this study examined temporal predominance between CDSE

This study focused on the relationship of employees' career growth with high-performance work systems (HPWS), how and the conditions under which HPWS enhance organizational career growth. It considered job crafting as part of the mechanism, the idea being that employees actively exploit the resources provided and demands imposed by HPWS to craft their jobs. Using a multi-level, three-wave time-lagged

Scholars made clear that daily job and home crafting can optimize employees' well-being, also when teleworking. Since telework is largely characterized by a constant juggle between work and home roles, we need knowledge on how teleworkers can combine job and home crafting during the day. While previous studies have almost exclusively applied an enrichment-based perspective, which assumes that daily

In a workforce marked by telecommuting, decentralization, and automation, the need for employees to take personal initiative (PI) is greater than ever before. The model of proactive motivation suggests that people need to experience proactive motivational states to engage in PI. Self-determination theory suggests that people must have their needs satisfied to engage in PI. In this work, we combine

Increasingly dynamic labor markets have caused a steep increase in nonstandard workers. This study focuses on agency temps who work via labor market intermediaries at client organizations. The short-term and frequently changing nature of their jobs creates uncertainty about their employment and personal stability. Based on an explorative qualitative interview study among 27 agency temps, we studied

Existing research with gay dads has focused almost exclusively on those in the upper middle-class. Given the financial barriers to gay fatherhood and that parenting and work experiences often differ based on class, research at the work-family interface with working-class gay dads holds promise for advancing the field of vocational psychology. Using the Psychology of Working Theory (PWT) as a framework

In this paper, we investigate the risks and side effects of workplace friendships for coworkers. Combining the dialectical perspective on workplace friendships with a self-regulatory perspective, we argue that workplace friendships can lead to incivility directed toward coworkers because employees experience inter-role conflict between their role as “employee” and their role as “friend”, and subsequent

The journey from deciding to move abroad as a student to gaining the right to stay permanently has been described as a long tunnel. One of the most challenging turning points along this journey is when edu-immigrants (EduIms) attempt to secure permanent employment upon graduation from host country universities. In this qualitative study, we explore the career stories of 29 highly skilled EduIms who

Abstract not available

With the increase of remote work after the COVID-19 pandemic, it can be expected that soon a great number of households will consist of more than one teleworker. This raises the question of how to manage work and nonwork boundaries for the collective of household members who work from home. To better understand the adjustment to collective work from home, we examined the experiences of 28 dual-income

The present study is designed to investigate how leader proactive personality and competency jointly relate to team proactivity. Drawing on social cognitive theory, we hypothesize that proactive yet incompetent leaders diminish the magnitude and enhance the dispersion of team role breadth efficacy, defined as the collective confidence to engage in a range of integrative, interpersonal, and proactive

Biodata inventories are standardized questionnaires about a person's history (past behaviors and events in one's life). They are among the most predictive pre-employment assessment methods to hire job applicants, and their use extends beyond just in work settings. Biodata inventories have also been used for high stakes school admissions, and if strongly related to school success, may be useful measures

For youth transitioning to adulthood, finding a job that matches one's career aspirations is a major challenge. This is especially true for non-college-bound youth, for whom well-paid, meaningful work opportunities are scarce. One avenue often proposed to enhance these youths' chances of successful professional integration is through work experiences during high school, which are thought to help at

Due to the increasing digitalization and connectivity of work, more and more employees engage in technology-assisted supplemental work (TASW). TASW refers to the performance of work-related tasks after regular work hours with the aid of technological tools. Based on a conceptual model of TASW, we present a comprehensive meta-analysis of potential antecedents and outcomes of TASW (K = 89 independent

Professional networking involves a series of goal-directed interpersonal interactions that build and maintain professional relationships and include the exchange of work and career-benefiting resources. Despite the utility of professional networking, many people eschew the activity, which has spurred interest in the question: “why do people network?” Drawing from psychological theories of personality

This paper examines whether employees' strategies to recognize (through self-recognition) and regulate (through job crafting, work-family management, and recovery) their internal and external demands and resources help them retain their well-being and performance during the COVID-19 pandemic. It also examines whether an online self-training intervention can stimulate the use of these strategies. A

Pregnancy loss is often stigmatized and is considered to be a taboo topic in the workplace, causing employees to suffer in silence. Yet, pregnancy loss is unequivocally a workplace issue – it can occur at work and influence work outcomes, such as performance, job attitudes, and employee wellbeing. Unfortunately, there is little research examining the intersection between work and pregnancy loss, leaving

This study investigates the mediator role of psychological need satisfaction for the effects of job demands and resources on turnover intentions, psychological distress, and work-to-family conflict, simultaneously at the employee and work unit levels. In doing so, we consider how need satisfaction, when considered at the work unit level, creates a context likely to play an additional role in the prediction

This study aimed to investigate the influence of contextual constraints on the perception of future decent work among Korean emerging adults and to identify potential coping strategies to overcome these constraints. By applying the Psychology of Working Theory in the cultural context of Korea, this study investigated the barriers imposed by economic and academic status and the role of social support

The purpose of the current study was to examine how workplace rivalry relates to work-family and wellbeing outcomes. Specifically, informed by resource theory, the relationship of workplace rivalry to work-family conflict was analyzed using a three-timepoint survey of 406 participants (165 with rivals); additionally, the role of psychological detachment as a mediator was tested as were the moderating

According to the model of proactive motivation (Parker et al., 2010), previous literature on the relationship between perceived overqualification (POQ) and proactive behavior overlooked the pivotal role of the “energized to” motivational state, which primarily involves activated affects that motivate individuals' proactive behaviors. Moreover, research on the “energized to” motivational state mainly

Past research has distinguished between organizational citizenship behaviors (OCBs), which refer to willful extra-role behaviors, and citizenship pressure – the perceived pressure to engage in these behaviors. Although citizenship pressure can be seen as a precursor to OCBs, it is also considered a stressing demand (and evidence for the association between these two citizenship constructs is mixed);

Although receiving help is largely viewed as a positive gesture, we argue that some people may interpret being helped differently depending on their self-views. We focus on help received while working in the novel context of coworking spaces. Coworking space members differ from traditional coworkers in that they are not structurally linked to each other and may even work in a different industry, thus

This study explores the lived career experiences of women managers with children in Sweden. Drawing on existing theory on flexible careers which proposes that multiple contexts – institutional, organizational and individual - shape employees' career decisions, we present findings from a study of 34 career mothers in dual-income households within a large engineering company in Sweden. We show that the

South Korean vocational psychologists have studied the impact of parental support on children's career self-efficacy using theories validated in the US. However, there is little research examining whether theories developed in the US can be applied to South Korean population. As the cultural context is a critical factor that can shape the associations between parental support and children's career

Hetherington's (1991) “bottleneck hypothesis”, which maintains that the process of sexual identity development can hamper the career development of sexual minority college students, has received periodic study. We revisited this hypothesis using the social cognitive model of career self-management (CSM; Lent & Brown, 2013) as a theoretical framework. An online survey of 225 sexual minority and 287

This study examined parental behaviors (autonomy support, control) toward their adolescent child as well as parents' and adolescents' positive and negative emotions experienced during parent-adolescent discussions on vocational decision-making. Research showed that repeated daily interactions provide the seeds to stable interactional patterns. Exploring short-term interactions allows to understand

Abstract not available

In this paper, we integrate displaced aggression theory with organizational dehumanization research to examine the trickle-out effects of organizational dehumanization. Specifically, we argue that supervisors who feel dehumanized by their organization will displace their aggression toward their subordinates by engaging in supervisor undermining behaviors. Undermined subordinates, in turn, will displace

Although the benefits of proactive helping (i.e., providing help without being asked) are recognized in the organizations, employees who proactively help others may not always engage in proactive helping in the future. To address this issue, we employed self-determination theory to explain why and when proactive helping promotes or inhibits subsequent proactive helping. Employing an experience sampling

There has been a growing demand for evidence-based interventions to help students prepare for the transition between university and the world of work. The aim of this study was to investigate the effects of a career counseling intervention, in groups and online, on the career adaptability resources and perceptions of professional development and employability of college students in the final stage

Improving one's work-related skills may be particularly valuable for workers coping with jobs at risk. The present study investigates the effect of job insecurity on participation in formal development activities and examines the antagonistic roles of need for development and availability of learning opportunities in this relationship. We used data from the Dutch Longitudinal Internet Studies for the

Intrinsic motivation (IM) and controlled extrinsic motivation (EM) have been widely studied by psychologists; however, most studies concern only static associations: Research on the dynamic relationship between employee motivation and the potential weekend effect is limited. Dynamic structural equation modeling (DSEM), a novel time-series approach, was used to assess the daily dynamic and cyclic relationship

Corporate social responsibility (CSR) is predominantly demonstrated as a panacea for employees. However, this study attempts to challenge common sense and focuses on the conditions under which CSR is related to disgust, subsequently resulting in employee turnover intentions. Drawing on the appraisal theory of disgust, we develop a conditional indirect effects model and propose that employee Machiavellianism

Despite a surge in the research on callings, the field of callings requires a better understanding of the workplace implications of callings for employee outcomes. In particular, one important question remains open as to whether calling-oriented employees are willing to engage in proactive, taking charge behaviors to initiate desirable changes in the workplace. Addressing this question is of great

While the literature generally shows that networking behavior leads to long-term outcomes, such as career success, scholars have recently lamented our lack of knowledge on short-term mechanisms and processes of networking (Wanberg et al., 2020). This paper adopts this call and focuses on how people experience networking and its immediate, short-term consequences. We build upon conservation of resources

We draw on the conservation of resources theory to examine how upward and horizontal career transitions contribute to both objective and subjective career success among a longitudinal sample, covering the first 10 to 15 years of their career. Further, we adopt socioemotional-selective theory to investigate how upward and horizontal career transitions contribute differently to career success from a

Managers and scholars now more than ever recognize the importance of emphasizing and urging improved performance among employees. Extant literature and prior work highlight that perceived interpersonal competition in the workplace is influential in determining employees' career outcomes by shaping their job or career development experience (i.e., more or less engagement and burnout at work). However

Boredom and burnout are suggested to develop from opposite conditions: Whereas boredom is associated with low job stressors, burnout is driven by high job stressors. However, little empirical research exists on the relations between different types of stressors and boredom at work vis-à-vis burnout. Moreover, the direction of these relations has not been previously examined. Drawing from control –

Research examining workers' contemporary career (CC) attitudes indicates that they are broadly associated with desirable outcomes. The one exception is organizational mobility preferences (OMP), which generally produce mixed findings. Scholars suggest this may be due to a lack of alignment with the individual's context, but little is known about how contextual factors, such as the career environment

This study relies upon the social cognitive career theory-model of career self-management to examine how and whether work placement learning might influence students' readiness for school-to-work transition. Also, it examines multiple mediation effects of self-efficacy, outcome expectations and perceived employability, and conditional direct and indirect effects of faculty supervisor support. Using

How do individuals with a higher versus lower occupational status experience major, unexpected changes to their work life? The COVID-19 pandemic has disrupted most areas of work life and, thus, provides a unique opportunity to examine changes in work attitudes in response to a worldwide crisis. We predict that individuals with higher, but not with lower occupational status showed a decline in job satisfaction

Four experiments and a pilot study (with online workers or HR specialists) explored the psychological and economic consequences of high (but not extreme) demands in salary negotiations. In Experiments 1 and 2, high demands resulted in a diminishing anchoring response function (ARF) - the increase from low requests to medium ones resulted in increased counteroffers, yet this plateaued when reaching

The school-to-work transition (STWT) represents a challenge for many young people in Germany today. Previous studies have particularly focused on the influence of adolescents' socio-demographic background as well as national institutions and transition regimes. However, qualitative studies have shown that in addition to these factors, adolescents' and young adults' social environment, especially their

Crises like the COVID-19 pandemic can trigger concerns about loss of employment and changes in work conditions, and thereby increase job insecurity. Yet, little is known about how perceived job insecurity subsequently unfolds over time and how individual differences in habitual coping moderate such a trajectory. Using longitudinal data from 899 US-based participants across 5 waves (March to June 2020)

How much control do people have over their career? We explore this question in the context of professional service firms, long thought of as providing predictable, agentic careers in the up-or-out model. Specifically, we seek to understand how chance events in immediate work circumstances are experienced in this context, and the responses they elicit in terms of career construction. Drawing on in-depth

Although frequent role transitions have become a fixture of contemporary careers, the literature does not offer clear evidence on whether and how former career roles continue to be relevant to ongoing careers. We draw on data collected via 41 interviews with former military officers who voluntarily left the military, and we explore how identities informed by past careers impact individuals' future

Despite the well-supported negative consequences of workplace ostracism, limited research has offered explanations as what causes an employee to be ostracized. Based on the victim precipitation theory, we predict that comparing to middle performers, both poor and high performers are more likely to be ostracized by their supervisors because they deviate from the performance norm. Thus, in this study

The present study investigated the effects of a coping-focused orientation program called “Realistic Orientation Program for Entry Stress” (ROPES; Wanous & Reichers, 2000) in reducing newcomers' experience of psychological contract breach. Based on previous socialization research, we identified two unique routes through which the ROPES program may exert its influence on the perception of psychological

The work-family literature has a scarcity of research focused on understanding individual interventions to improving work-family outcomes. In the present study, we aimed to better understand the role of self-compassion as a means to support work-family management, using a correlational study and an intervention study with an experimental design. In Study 1, we found that self-compassion correlated

In the current paper, we focus on job crafting seen from the perspective of colleagues. Guided by Social Information Processing theory, we examine how observing a colleague's job crafting may trigger an observer's reactions, and how these reactions relate to the work enjoyment of the job crafter and the colleague as an indicator of the effectiveness of job crafting. In Study 1, using a vignette experiment

Scholarship on stress and resilience at work has repeatedly overlooked professional gig workers despite the rapid growth of this independent workforce. Studying such workers, especially under conditions of global disruption, offers an opportunity to expand theory on the role of personal resources in promoting resilience and well-being in the absence of the contextual resources traditionally offered

To better understand the identity-shaping experiences of students during their school-to-work transition, we developed and tested a model of how students' future work selves change as they search for jobs. We propose that a job seeker's future work self becomes more or less salient depending on how they manage job search challenges. We further propose that change in future work self salience influences

We investigate the relationships between gender-role-orientation (i.e., androgynous, masculine, feminine and undifferentiated) and subjective career success among business professionals from 36 societies. Drawing on the resource management perspective, we predict that androgynous individuals will report the highest subjective career success, followed by masculine, feminine, and undifferentiated individuals

As a proactive behavior, the influence of voice on the voicer remains murky. This study draws on the dual perspective model of agency and communion to examine how newcomers' constructive and supportive voice behaviors affect their adjustment during organizational socialization. We tested all hypotheses with a sample of 463 newcomers and their supervisors. The results showed that newcomers' constructive

Despite the rising global population of refugees and the need for secure employment to facilitate refugee integration into host countries, research attention on this population of workers in organizational science has been scarce. Drawing from Integrated Threat Theory, we argued and tested experimentally that refugees face discrimination on the job market due to the symbolic and realistic threats that

In the current paper, we introduce the concept of decent education and highlight this new construct as a critical predictor of decent work. We first review three broad areas where indicators of quality education have been studied and utilized: Subjective student experiences, school-to-work programs, and macro-level recommendations (e.g., assessing quality in schools, counties, states, countries, etc

Increased global competition and rapid technological advancements have dramatically altered organizational structures and the work environment. The Kaleidoscope Career Model (KCM) was developed to explain how individuals enact their careers within today's complex, dynamic workplace. The KCM is particularly relevant for studying career development activities, such as networking behavior, a key career

This psychometric meta-analysis investigated the relation of cognitive and non-cognitive factors to the training success of Air Traffic Controllers by synthesizing 51 studies (N = 65,839). Cognitive factors were classified by Cattel-Horn-Carrol theory. Cognitive composite scores and work samples were also included. Non-cognitive factors consisted of Big Five personality traits, biodata, motivation