In times of changing labor markets and rapid technological development, individuals are repeatedly faced with career decision-making to manage frequent and complex transitions within and between learning and work. Thus, it is crucial to understand the dynamic process of career decision-making. Career decision-making models propose specific sequences of key aspects, such as actions of career exploration

We propose that Conservation of Resources theory can be applied through a gendered lens to understand how individual and socio-structural forces explain experiences of workers' financial hardships over a six-month period (N = 455). Using latent growth curve analysis, we analyzed how energy resources (income), personal resources (money management skills), gender, and the community's gender inequality

Based on person-environment fit theory and using and advancing a latent modeling approach, this longitudinal study (eight measurement points, half-year time lags) reports on the association between demands-abilities fit and job satisfaction as well as turnover. Using demands and abilities in terms of applied work as a sample case, we tested for within-person associations between demand-ability congruence

The literature reveals the effectiveness of social sharing in unburdening stressed employees; however, the question of how the social sharing of stress in superior–subordinate dyads can affect supervisors' well-being remains unanswered. By integrating self-disclosure theory and conservation of resources theory, we develop a model to explore the influence of supervisors' daily social sharing of stress

Leaders regularly experience identity threats that are potentially harmful to the enactment of their self-identity as leaders. Yet research into leader identity threat, particularly those that examine the lived experience of individual leaders in situ, is scarce. Drawing on social constructionism and identity discrepancy theories, we explore the leader identity threat experienced by emergency physicians

The claim that people quit bosses is common on career websites and has even entered academic articles. From an approach-avoidance lens, the boss adage suggests that voluntary turnover is about escaping from somebody negative, which neglects potential approach-oriented reasons. We organize common turnover reasons within the motivational framework of approach and avoidance and explore whether and to

Despite a wealth of research on flexible work, the understanding of the social and relational implications of hybrid work—a type of flexible work that combines remote and onsite work—is limited. This qualitative study investigates how individuals experience belonging in the hybrid working context. We present findings from 32 interviews conducted at two time-points between 2020 and 2022 with 16 expert

High psychological work demands, low decision latitude, and minimal social support, together with disproportionate burdens from environmental threats such as the COVID-19 pandemic, tax the well-being of low-income frontline workers (FLWs). While worker well-being is linked with productivity and engagement, little is known about the well-being journeys of FLWs in precarious, low-paid, low-status roles

Using data from 1995 to 2016, we examined how work interference with family (WIF) and father involvement relate to life satisfaction synchronously as well as 10 and 20 years later with hypotheses informed by life course theory. Specifically, father involvement was tested as a mediator of the relationships from WIF to life satisfaction among 387 working fathers who participated in three waves of the

This article reports on a systematic literature review that investigated the current state of knowledge on migrant women's career development within the two fields of migration studies and career development/vocational psychology. Migrant women, a heterogeneous population, undergo significant transitions navigating post-migration uncertainties. A wide range of post-migration factors and experiences

Social capital has been widely used to explain employees' objective and subjective career success. However, having social capital is one thing, and being able to use it is another thing. In the seminal social resources theory, the social mobilization process is theorized as a key intermediary process to transform social capital into valued job or career outcomes (Lin, 1999, 2001). Despite its importance

Due to the growing prevalence of autism diagnosis, counselors in various settings are more likely to encounter autistic adults seeking employment-related counseling and support. Research on employment in the field of autism has focused mostly on a person-environment fit perspective, which does not take into account the complexity of career behavior and contemporary developments in vocational psychology

Today, many individuals face the challenge of combining work and family responsibilities. To help employees tackle the issues they face when juggling work and family, organizations often provide formal family-friendly policies. In addition, other people in the workplace, such as supervisors and coworkers, can support employees in an informal way in work and family reconciliation. In this study, we

The hybrid work trend, where employees work from home and from the workplace, brings substantial changes to how employees manage their work and family lives, as well as the boundary between those roles. An important yet overlooked question is how hybrid workers, whose work environment overlaps with their home environment for at least part of every work week, navigate and adapt to work-family stressors

In this paper, we integrate Action-Regulation Theory into job crafting research to explore workers' agency in using information and communication technologies (ICTs) to redesign their work. Specifically, using a sequential mixed-methods design, we investigate workers' proactive use of ICTs for job crafting. In Study 1, we explore workers' use of ICTs to change their job demands and job resources using

This study uses a person-centered approach to investigate the structure, stability, antecedents, and outcomes of employees' affective commitment to multiple work-related targets. Following Perreira et al.'s (2018) hierarchical representation of commitment, profiles of affective commitment were estimated by considering both global levels of commitment to the work life and specific levels of commitment

Concerns with diversifying and expanding the STEM workforce have elicited extensive efforts to increase women's adherence to a “no leak pipeline” to match that of men. However, is such a trajectory optimal for boosting women's STEM career attainment? If so, among which types of STEM occupations? Studies often suggested that women are underrepresented in the pipeline of “white-collar”, mathematical

Drawing on Conservation of Resources theory and Crossover theory, we investigated the potential for crossover of a personal resource, resilience, from supervisors to employees. Specifically, the present study examined whether supervisor resilience influences employee well-being (i.e., psychological distress, burnout, and life satisfaction) via a top-down resilience crossover process. The present study

As service jobs tend to be demanding and exhausting, it is critical to identify ways that help service employees stay positive and engage in behaviors that represent high quality customer service. Drawing upon affective events theory, this research aims to examine how a positive work reflection intervention influences service employees' work behaviors via positive affect and the role of promotion focus

Research on meaningful work has highlighted social context as an important source of meaningful work but has primarily focused on the social context at work. This is surprising, given that much of the work-family research showed that family can enrich work experiences. To address this noticeable gap, this paper introduces the concept of ‘family recognition of work’ – a perception of family recognizing

It is not unusual that employees are required by their supervisors to stay accessible and responsive to work during nonwork time in the digitalized workplace. Yet, we know little about how and when supervisory information communication technology (ICT) demands after hours influence employee behavior at work. Drawing on attribution theory, our research aims to unpack the underlying mechanisms that transmit

Psychological contract breach (PCB) is a subjective perception that one's employer has failed to live up to promised obligations. Because PCB is subjective, personality traits should play an important role. However, existing research on the relationships between personality traits and PCB is scattered and explores a variety of subsets of personality traits, with little agreement on which traits are

We draw on a resource caravans' perspective to explain pathways to career success among a longitudinal sample, covering the first 15 years of their careers. By applying a latent growth model, we investigate how the role of university grade point average (GPA) on career success changes across time. The results from latent growth curve analysis revealed that GPA was not positively related to initial

Our research challenges assumptions about equity in formal mentoring programs. Drawing on mentoring schema and diversified mentoring theory, we theorized that mentors' beliefs about their protégés' advancement potential predict the career support they provide and the quality of their relationship, and that these effects vary by gender. Using matched-pair designs, we tested our model in two field studies

In existing research and practice, promotion failure is often depicted as a source of negative consequences. However, this study deviates from traditional wisdom and argues that promotion failure has the potential to be a positive motivator. Integrating attribution theory, cognitive theories of repetitive thoughts, and the integrative model of career proactivity, we investigate how different attributions

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

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

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

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

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

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

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

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

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

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

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

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'

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

Family caregivers, who are managing the demands of work while simultaneously giving care to an adult family member, are a growing segment of the workforce. The current paper explores the struggle and joys of family caregiving employees, who manage work demands while simultaneously caring for an adult family member. We developed and tested a theoretical model of 311 family caregivers in the U.S. workforce

The conceptualization of work and careers has evolved with technological advancements. From the steam engine to the internet, and now to digital technologies like AI and robotics, each era has redefined employment. These innovations offer safer, more meaningful work and broaden access. However, they also bring challenges such as the need for new skills and constant adaptation. This special issue includes

College students increasingly use digital information resources to help them make academic and career decisions, but the effects of digital information tools on students' career exploration outcomes are not well understood. We investigate the impact of an online tool that shows the full sequence of course enrollments and the first career destination of recent graduates with matched interests. We conducted

21st century career development is increasingly characterized by recurring participation in work-related skill learning, much of which is mediated by technology. However, integration of this technology into work-related lifelong learning contexts has been relatively atheoretical and non-systematic. Building on interdisciplinary adult learning research and our findings from several studies on an online

As artificial intelligence (AI) use expands within organizations, its influence is increasingly permeating careers and vocational domains. However, there is a notable lack of structured insights regarding AI's role in shaping individual career paths across career stages. To address this gap, we undertook a systematic literature review of 104 empirical articles, aiming to synthesize the scholarship

Occupational exoskeletons are wearable devices that can augment a human worker's physical abilities. They are designed to protect the worker from physical stress and strain due to physically demanding tasks. They are also designed to increase a worker's ability to perform these tasks with less effort or to accommodate tasks with greater physical loads. There is a labor shortage for many physically

A key component of team performance is participation among group members. One widespread organizational function that provides a stage for participation is the workplace meeting. With the shift to remote work, roughly half of all meetings are conducted virtually. One encouraging opportunity that can elevate meeting participation in this context is the use of written chat. Chat offers a second avenue

The relationship between an employee and their immediate supervisor has an established impact on subordinate work-family conflict (WFC). Likewise, the leader-member exchange (LMX) relationship is a resource to address WFC both proactively and on an episodic basis. This study draws from LMX literature as a foundation to test a resource and socio-cognitively-based process model. The model purports that

We explored the transformative impact of ChatGPT on applicants' responses and performance in situational judgement tests (SJTs), as well as the role played by faking-prevention mechanisms, in two complementary studies. Study 1 examined how the availability of ChatGPT influenced response content and performance of real applicants ( = 107,805), who completed an SJT for admission before vs. after the

Research on automation and the future of work is a major focus for both academics and practitioners due to technological changes disrupting the labor market and educational pathways. Although recent articles have published projections about the types of tasks and jobs most likely to be automated in the coming years, little attention has been devoted to how different types of vocational interests are

In this commentary, we argue that studying vulnerable workers can challenge the established norms of organizational research, which mostly focuses on non-vulnerable employees. We highlight the significant differences in the experiences of vulnerable workers, which profoundly impact their professional lives, and often defy current organizational theories and research findings. Additionally, we explore

In the literature on the antecedents and mediators of employee well-being, there is little or no acknowledgement of sudden changes in the social and environmental context in which perceptions of well-being are formed. Contextual influences are rarely so impactful and unexpected as those associated with the COVID-19 pandemic. To continue operating within lockdown restrictions, many organizations, apart

Our paper advances the embryonic interest of combining the theoretical frameworks of sustainable career and career ecosystem into a sustainable career ecosystem theory by introducing Artificial Intelligence (AI) as a new actor, spotlighting the need for liminality of the relationship between an individual and career practitioner, and presenting a new conceptual model. We begin by providing a brief

This quantitative review systematically integrates the antecedents and outcomes of Family-Supportive Supervisor Behaviors (FSSBs) through bivariate meta-analysis and meta-analytic structural equation modeling (MASEM). Utilizing data from 231 primary studies, which are drawn from 213 sources ( = 118, 100), we examined a set of hypotheses exploring the antecedents and consequences of FSSBs. We also conducted

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)

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