Journal Of Vocational Behavior Research Articles

The moderating role of social capital for late‐career management intervention effects on older employees' work engagement

AbstractDespite increasing interest in supporting older workers' motivation, retention, and well‐being at work, knowledge about how social networks at work may affect the efficacy of training interventions among older employees is scarce. These social ties are an important source of resources for older workers' careers. This study examined the characteristics of older workers' personal social networks as boundary conditions for the effects of late‐career management intervention on work engagement. Data were used from an earlier randomized controlled trial (RCT) in which senior employees (mean age of 58 years) participated in a peer group‐based training intervention and were asked to complete follow‐up surveys at baseline, post‐intervention, and after 6 months (Vuori et al., 2019, Journal of Vocational Behavior, 115: 103327). The results showed that older workers' social ties at higher organizational levels (upper reachability) and the number of social ties at work moderated the effect of the intervention on work engagement. Specifically, the intervention aimed at enhancing employees' personal resources improved work engagement for senior employees with few or no social ties at work with whom they could discuss important matters, and for those with social ties at higher organizational levels. However, the relationship quality between older workers and their leaders showed no moderation effect. This study encourages human resources professionals to consider the social network characteristics and peer learning of older workers when providing training to enhance their work engagement.

A BIBLIOMETRIC ANALYSIS ON TURNOVER INTENTION

The study aimed to examine past study publication trends for turnover intention over 39 (thirty-nine) years (1982 to 2021). Bibliometric analysis was conducted through the searching method on the Scopus database. The search string for the Scopus database was conducted systematically. A total of 2215 documents were identified and screened for the scope of this study. Data screening was performed, and no duplicates were found in the document list. Therefore, 445 documents were removed. A total of 1770 published articles were analysed using Microsoft Excel, VOSviewer, and Harzing’s Publish or Perish. The analysis revealed that the study of turnover intentions displays an increasing trend annually. The majority of articles are published in English, whereas the United States of America (USA) generated the highest number of publications. Osman M. Karatepe is the author with the highest number of publications and article citations in this analysis. The Journal of Vocational Behavior has the highest citation impact. In addition, a well-known publication entitled "Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-Analytic Findings" authored by Tett and Meyer (1993) has the highest citation with 65.21 per year. Concepts related to turnover intention such as job satisfaction, nurses, organizational commitment, turnover and burnout were the most frequently studied. In addition, this study also contributed to historical development, scientific development and identified research gaps to be filled in the future.

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Proactive personality literature through scientometric analysis

The proactive personality is designed to seize a behavioral tendency to impose, or change, a person`s environment. This take a look at goals to observe the popularity and role of the visible maps of global studies and the Scopus listed proactive character literature the usage of bibliometric positioning images. The studies turned into carried out the usage of a bibliometric technique. Data evaluation and use of the VOSViewer visualization application and the Scopus characteristic to examine seek results. In this review, the information amassed follow to 496 files posted from 1993 to 2020. The take a look at famous that Renmin University of China and United State is the maximum energetic affiliated and country institutions, scientists and countries within side the proactive character literature. In the proactive character literature, Business, Management and Accounting and Journal of Vocational Behavior are the maximum studied fields and reasserts of dissemination. There is one map of businesses round the arena with collaborative researchers. To discover the frame of expertise produced from thirty- years of publication, this take a look at constructs a convergence axis grouping inclusive of proactive character literature: Personality, Employee, Career, Organization, Manager, and Entrepreneur, abbreviated as PECOME.

Undergraduates' academic socialization. A cross-time analysis.

Socialization practices support undergraduates' transitional processes when beginning their academic careers and afterwards. Anyhow, the absence of specific socialization measures for academic contexts does not allow Universities to assess it. The present study aimed to contribute to the socialization literature by proposing a reliable measure (USQ, Undergraduate Socialization Questionnaire) specific for the academic context, that is, reflecting the same construct at different developmental stages. Based on an organizational socialization scale (NSQ; Haueter al., 2003, Journal of Vocational Behavior, 63, 20), we examined in Study One the USQ's three-factor structure (task, group, organization) (n. 451 undergraduates) and, in Study Two, we tested the construct invariance across time, comparing undergraduates' developmental changes through a two-wave longitudinal design (n.185 undergraduates attending their first and their second year). Findings supported both the USQ's dimensionality and measurement invariance, thus ensuring that the same underlying construct is being assessed, and its concurrent and predictive validity. Overall, results showed that USQ is a reliable instrument useful to monitor the effectiveness of undergraduates' adjustment process, also allowing comparison between specific groups of students or longitudinal comparison to evaluate their career development or the effectiveness of policies targeted to reduce the risk of marginalization and dropout.

Leadership Attributes: Its’ Influence on The Five Dimensions of Potentiality Among Faculty Members of An Academic Institution in Cagayan Valley

The points of view that members of the teaching staff bring into the classroom are one of the most important factors that influence the amount of success that may be attained in the many different aspects of the teaching and learning processes. In the study, the descriptive technique was utilized to acquire the necessary information from the respondents. This was accomplished through the use of surveys and questionnaires. According to the findings of the study, it is evident that the members of the faculty have the qualities, traits, and abilities of leadership that project their executive ability as well as their skills and competencies to influence other people. These qualities, traits, and abilities of leadership are referred to collectively as leadership competencies. The respondents have a powerful ability to influence the growth of their students into citizens who are more interested in their communities and more responsible for their actions as a result of the role modeling that they provide. There is a significant link between the intellectual and emotional development of a faculty and their capacity for clear and effective communication. The degree to which a person is adept at interacting with others is a significant factor in determining their people management skills. The more the faculty goes out of their way to please, ethers, and research the wants of other people, the more praiseworthy he or she is in terms of devising methods to project his or her managerial skills. In other words, the more the faculty goes above and beyond, the more laudable he or she is. In order for the respondents to realize their full potential, they need to guarantee that they keep the high degree of leadership qualities they now possess. References Agustin, C. P. (2019). The teaching behavioral attitudes of the faculty members of college of business, entrepreneurship and accountancy: A comparative Students evaluation. International Journal of Advanced Research in Management and Social Sciences. 8 (3), 132-170 Agustin, C.P. & Lagundi R.F. N. ( 2019) Classroom teaching Management and Evaluative techniques of the Instructional Staff of business, entrepreneurship and accountancy. International Journal of Advance Research in Management and Social Sciences.8 (3), 171-196. Ahmed, K.Z. and Bakar, R.A. (2013).The association between training and organizational commitment among white-collar workers in Malaysia. International Journal of Training and Development, Vol. 7 No. 3, pp. 166-185. Allen DG, Shore LM, Griffeth RW (2013). The role of perceived organizational support and supportive human resource practices in the turnover process. J. Mgt. 29(1): 99-103. Allen, T. D., & Rush, M. C. (2012). The effects of organizational citizenship behavior on performance judgments: A field study and a laboratory experiment. Journal of Applied Psychology, 83(2), 247–260 Allen, D. G., Shore, L. M., & Griffith, R. W. (2013). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118. Allen, N. J., & Meyer, J. P. (2011). Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity. Journal of Vocational Behavior, 49(3),252-276. Buchanan, B., II. (2014). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 2014. 19, 533-546. Bolat, O. İ., Bolat, T. ve Seymen, O. A. (2009). Güçlendirici lider davranışları ve örgütsel vatandaşlık davranışı arasındaki ilişkinin sosyal mübadele kuramından hareketle incelenmesi. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 12, 21, 215-239. Carmeli, A., Gilat, G., & Weisberg, J. (2014). Perceived external prestige, organizational identification and affective commitment: A stakeholder approach. Corporate Reputation Review, 9, 92-104. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2011) 'Reciprocation of perceived organizational support', Journal of Applied Psychology, Vol. 86, No. 1, pp. 42-51. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42–51. Eisenberger, R., Rhoades, L., & Cameron, J. (2011). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77(5), 1026–1040. Taguiam, A. ( 2021). Trust or not to trust: Assessing the Employees’ Level of Organizational Trust in the State University. Journal of Positive Psychology and Wellbeing. 5(3),991-1000. Taguiam, A. (2022). Organizational Communication Climate and It’s Relationship to Employee Organizational Trust: An Exploratory Study. Journal of Positive School Psychology. 6 (3, 3332-3342.

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Theorizing person-environment fit in a changing career world: Interdisciplinary integration and future directions

This article is part of the 50th anniversary issue of the Journal of Vocational Behavior (JVB), with a focus on person-environment (P-E) fit. P-E fit has been a central research area in vocational and organizational psychology. With a focus on highly influential work in both fields, this article aims to synthesize P-E fit literature and develop theoretical models to guide future research. First, we summarize key perspectives and the state of the art in the general P-E fit literature. Second, based on a succinct review of P-E fit papers published in JVB, we take an interdisciplinary approach to critically discuss the conceptual and methodical ambiguities in this area. Third, we integrate identity and social exchange theories to present an Identity-Capability-Reward (ICR) model to conceptualize P-E fit across job roles and work entities at different levels. Fourth, we draw upon self-regulation and life-span development perspectives to propose a cybernetic development model that theorizes the self-regulated changes of fit experiences across time. We conclude with recommendations for an integrative, dynamic, and developmental approach to advance the P-E fit theories.

Contemporary career orientations and career self-management: A review and integration

Successful career development requires increased career self-management and contemporary career orientations accordingly stress the importance of being self-directed, values-driven, and flexible. This paper provides an overview of key perspectives on contemporary career orientations in relation to career self-management (CSM), as well as a systematic review of these two streams of literatures. With a focus on highly influential classic and recent papers as well as on all papers published in the Journal of Vocational Behavior on these topics, we aim to integrate the literatures on career orientations and CSM and advance future research. To this purpose, we present an integrative framework of career self-regulation which views CSM as a dynamic process consisting of goal setting and development, information seeking, planning and execution of behaviors, and monitoring and feedback processing. This process is influenced by, and subsequently affects, individual career orientations. We finish the paper by providing several directions for future research in terms of examining more dynamic and self-regulatory processes, unpacking the role of context, integrating the larger proactivity literature, applying a work-nonwork perspective, and developing and testing interventions.

Journal of Vocational Behavior's 50th anniversary: Looking back and going forward

• Describes goals for JVB's role and function • Reports experiences and challenges during editorial term • Emphasizes purview of JVB as vocational behavior of individuals • Considers the growth of vocational psychology • Muses about the future of JVB

What makes a hospitality professional?

Despite the many efforts to propose effective career development solutions and career satisfaction in the hospitality industry, issues of staff retention and rising turnover continue to surface. The need for quality employees who consider hospitality a long-term career is of paramount importance. If employers wish to retain existing talent and also attract new talent, they have to know their employees’ key characteristics. Until now the industry has preferred to recruit using competencies and task proficiency or specific technical expertise and job aptitude. Passion, sensitivity, team-oriented attitude, emotional self-control, and professional ethics have been identified as characteristics of professionalism within the hospitality industry. What remains unknown are the individual qualities that make a hospitality employee ‘professional’.
 To identify the new indicators of what constitutes a hospitality ‘professional’, an extensive review [1] of previous academic research was undertaken in these five areas: the hospitality environment [2, 3]; understanding professionalism [4]; self-efficacy (the power of believing in one’s own capabilities) [5]; career inheritance (career as inherited from one’s family) [6]; and career commitment (the emotional attachment to one’s career) [7]. This resulted in identifying three common characteristics of a hospitality professional:
 
 hospitality self-efficacy;
 hospitality career commitment; and
 hospitality career inheritance.
 
 A hospitality professional has high levels of hospitality self-efficacy, which means having the confidence to achieve a particular task or an outcome; in this case, a successful hospitality career. A committed hospitality professional self-directs their career path by taking charge of their career goals to improve their skills, career prospects and achieve promotions. Such an individual is also willing to learn and treats challenges as obstacles to be overcome, rather than as threats. Hospitality becomes an inherited part of their life and their career identity. This requires having the ability to thrive on the very nature of the industry, which is dynamic, exciting and ever-changing. The hospitality career inheritance is such a significant part of their life for hospitality professionals that it represents their ability to identify with hospitality beyond their working lives. This, in turn, is likely to compensate them for certain conditions of the job such as working long hours, but also to contribute to increased levels of hospitality career commitment. In times of increased changes in organisations, related to diversified workforce, globalisation and technological advancements, having a career is likely to have a positive influence on hospitality professionals who can exercise the most control over this part of their professional lives. In an industry known for its high staff turnover, a committed hospitality professional is an asset to both an organisation and the industry as a whole.
 Knowledge of the key characteristics of a hospitality professional has implications for human resource management in the hospitality industry. Diversity of roles, being challenged and using their skills is what drives and motivates career-driven hospitality professionals to perform and develop an emotional attachment to their career. This requires, from the managers, a genuine understanding of the nature of hospitality, and what hospitality means to each professional. Together, the three professional characteristics are also considered a strong predictor of a person’s desire to contribute to the successful performance of a hospitality business. Therefore, to meet the identified shortage of hospitality managers, the industry needs to attract hospitality professionals who are committed, emotionally attached to hospitality, and who exhibit high levels of self-confidence.
 The research review on which this article was based can be read here: https://doi.org/10.1386/hosp.9.2.215_1
 Corresponding author
 Maria Gebbels can be contacted at: m.m.gebbels@greenwich.ac.uk
 References
 (1) Gebbels, M.; Pantelidis, I. S.; Goss-Turner, S. Towards a Personology of a Hospitality Professional. Hospitality & Society 2019, 9 (2), 215–236. https://doi.org/10.1386/hosp.9.2.215_1
 (2) Mooney, S. K.; Harris, C.; Ryan, I. Long Hospitality Careers – A Contradiction in Terms? International Journal of Contemporary Hospitality Management 2016, 28 (11), 2589–2608. https://doi.org/10.1108/IJCHM-04-2015-0206
 (3) Cassel, S. H.; Thulemark, M.; Duncan, T. Career Paths and Mobility in the Swedish Hospitality Sector. Tourism Geographies 2018, 20 (1), 29–48. https://doi.org/10.1080/14616688.2017.1402946
 (4) Cheng, S.; Wong, A. Professionalism: A Contemporary Interpretation in Hospitality Industry Context. International Journal of Hospitality Management 2015, 50 (1), 122–133. https://doi.org/10.1016/j.ijhm.2015.08.002
 (5) Bandura, A. Social Foundations of Thought and Action: A Social Cognitive Theory; Prentice-Hall: Englewood Cliffs, NJ, 1986.
 (6) Inkson, K. Images of Career: Nine Key Metaphors. Journal of Vocational Behavior 2004, 65 (1), 96–111. https://doi.org/10.1016/S0001-8791(03)00053-8
 (7) Meyer, J. P.; Stanley, D. J.; Herscovitch, L.; Topolnytsky, L. Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences, Journal of Vocational Behavior 2002, 61 (1), 20–52. https://doi.org/10.1006/jvbe.2001.1842

Development and validation of the Spanish Work-Family Conflict Scale (SP-WFCS): Evidence from two independent samples in Argentina

Research on work-family conflict has increased dramatically in recent years. In this study, we developed a Spanish version of the Work-Family Conflict Scale (Carlson et al. Journal of Vocational Behavior, 56(2), 249–276, 2000) and examined its reliability, dimensionality, factor invariance, gender invariance, convergent validity, discriminant validity, and empirical validity. To this end, we analyzed data collected from two independent samples of Argentinian employees (N = 618). The results from the confirmatory factor analysis (CFA) revealed that the Spanish Work-Family Conflict Scale (SP-WFCS) displayed a six-dimensional factor structure (CFI ≥ .96, TLI = .96, RMSEA = .06). Furthermore, each dimension showed satisfactory levels of internal consistency (α estimates ranged from .80 to .92), convergent validity (AVE estimates ranged from .59 to .80, and CR estimates ranged from .81 to .92) and discriminant validity (AVE values ≥ shared variance estimates). Moreover, the results from the multi-group confirmatory factor analyses indicated that the six-dimensional model of the SP-WFCS was statistically invariant across samples and gender. Finally, most work-family conflict dimensions displayed significant correlations with three antecedents (i.e., quantitative demands, emotional demands, and core self-evaluations) and two outcomes (i.e., affective job satisfaction and burnout). Taken together, the results provided support to the validity of the SP-WFCS in Argentina, suggesting that it may be a reliable and valid instrument to measure work-family conflict in Spanish-speaking countries. Limitations to the study and opportunities for future research are discussed in this article.

The critical role of co-worker involvement: An extended measure of the workplace environment to support work–life balance

AbstractThis paper extends the work of Thompson, Beauvais, and Lyness (1999, Journal of Vocational Behavior, 54, 392–415) on work–family culture by considering the role co-workers play. The proposed extended measure encompasses non-work spheres beyond the family as it has been established that much of the extant research does not include a large part of the workforce – those without childcare responsibilities (Kelliher, Richardson & Boiarintseva [2019, Human Resource Management Journal, 29, 101]). The extended measure constitutes Thompson et al.'s (1999) three original dimensions plus two additional dimensions: co-worker involvement (support and consequences) and gender expectations. Two quantitative studies confirmed that the extended measure is robust for different types of workers (part- and full-time, males and females). The co-worker dimensions were significantly associated with several outcome measures; however, the gender expectation dimensions added little additional variance in relation to employee outcomes. The results support the inclusion of co-workers as an important dimension of the workplace environment that supports work and life balance.

An Exploration of Career Decision-Making among Domestic and International Instructional Design Students

The factors that influence and impact graduate students in the context of their career decision-making within an instructional design graduate program remain unexplored. This mixed methods study captured actual career-related difficulties of graduate instructional design students through a conceptual framework based on Bandura (1986) and Lent et al. (Journal of Vocational Behavior, 45(1), 79–122, 1994) social cognitive career theory, emphasizing the importance of interactions with key factors such as career readiness, access to career information and consistent and reliable career information. Participants recorded their levels of career decision-making difficulty through an online survey, the Career Decision Making Questionnaire (CDDQ) (Gati et al. Journal of Counseling Psychology, 43(4), 510–526, 1996). The CDDQ was used to measure: 1) lack of readiness, 2) lack of information and 3) inconsistent information. This study indicates that the current level of support for graduate students in instructional design may not be robust enough to support their needs. The results demonstrate that graduate students have specific career needs and experience career decision-making difficulty regardless of country of origin, primarily in the pre-decision making phase and in working through internal and external sources of conflict.

Evaluating the Scholarly Impact of Vocational Research With Diverse Racial/Ethnic Groups: 1969–2017

Using citation analysis, this study evaluates the scholarly impact of 482 career-related articles on diverse racial/ethnic groups (DREGs) in the United States from a pool of 6,453 journal articles published in the Journal of Vocational Behavior ( JVB), Career Development Quarterly ( CDQ), Journal of Career Development ( JCD), and Journal of Career Assessment ( JCA) from 1969 to 2017. DREG career articles from JVB had the highest average citations, followed by CDQ, JCA, and JCD. DREG career articles on cross-cultural validation and cultural specificity received the most total citations, followed by articles on practice/interventions and racial/ethnic disparities. DREG career articles had a growing impact over time, with articles in cultural specificity having more impact in recent years than articles in other content areas. We discuss various citation trends that emerged for DREG articles by journal and content, address factors that may have driven these citation trends, and make suggestions for improving the scholarly impact of future career research with DREGs.

Student Skills and Employability: A Study from Students’ Perspective

Student Skills and Employability: A Study from Students’ Perspective

The vocational ID – connecting life design counselling and personality systems interaction theory

ABSTRACTWe introduce the Vocational ID that integrates linguistic and visual representations of a career counselling client’s self. Based upon findings from the Life Design paradigm [Savickas, M. L., Nota, L., Rossier, J., Dauwalder, J.-P., Duarte, M. E., Guichard, J., … van Vianen, A. E. M. (2009). Life designing: A paradigm for career construction in the twenty-first century. Journal of Vocational Behavior, 75(3), 239–250. doi:10.1016/j.jvb.2009.04.004] and the Personality Systems Interaction theory [Kuhl, J. (2000b). The volitional basis of personality systems interaction theory: Applications in learning and treatment contexts. International Journal of Educational Research, 33(7–8), 665–703. doi:10.1016/S0883-0355(00)00045-8], the Vocational ID facilitates working on clients' vocational identity. In this article, we present the theoretical framework, its practical applications, and a case study.

Work-Family Behavioral Role Conflict: Scale Development and Validation

Common measures of work-family conflict focus on a person’s perception of conflict. However, these perceptual measures may not provide a complete picture of the range of specific instances of conflict individuals may experience. In the present study, we developed a psychometrically sound assessment of work-family behavioral role conflict through a multi-study process. In phase 1, an inductive approach was used to identify a list of specific behavioral instances of work-family conflict (both work-to-family and family-to-work) through focus group interviews. In phase 2, we reduced the total number of scale items, by eliminating behavioral items with importance scores below a minimum cutoff. In phase 3, we further reduced the total number of scale items and examined the intercorrelations between our new measure and two widely used perceptual measures of work-family conflict. Finally, in phase 4, we examined the incremental validity of the final behavioral measure above and beyond the most widely used measure of perceptions of work-family conflict (i.e., Carlson, Kacmar, & Williams, Journal of Vocational Behavior, 56, 249–276, 2000). Results indicate that the work-family behavioral role conflict scale explained a significant amount of incremental variance over a perceptual measure of work-family conflict for several important outcomes, including turnover, psychological strain, burnout, and depression. Overall, this study illustrates the benefit of assessing behavioral incidences of work-family conflict in addition to assessing perceptions of work-family conflict.

Multicultural and International Research in Four Career Development Journals: An 11‐Year Content Analysis

In an increasingly diverse and global society, it is important to evaluate the cultural responsiveness of vocational research. The authors examined trends in the publication of multicultural‐focused articles from 2005 to 2015 in 4 journals: The Career Development Quarterly, the Journal of Career Assessment, the Journal of Career Development, and the Journal of Vocational Behavior. Methodological, thematic, and construct trends were examined across the identity categories of gender, socioeconomic status, sexual orientation, gender identity, ability status, religion/spirituality, age, immigration status, and international research. Results showed increases in social class and international research but continued neglect of sexual orientation, gender identity, and ability status. The themes of career exploration and promoting agency received the most attention; equity in work settings received the least. Findings suggest that more research with underrepresented groups is needed and that counselors may need to rely on resources outside the current literature to ensure best practices with these clients.

Racial/Ethnic Minority Vocational Research Trends: An 11‐Year Update

This study extends Flores et al.'s () 36‐year analysis of racial/ethnic minority (REM) career research to identify recent trends in choice of topics and leading individual and institutional contributors. The authors identified 166 articles on REM career research published from 2005 to 2015 in the Journal of Vocational Behavior, The Career Development Quarterly, the Journal of Career Assessment, and the Journal of Career Development. Of these studies, 92% were empirical, with more than three quarters of these using quantitative rather than qualitative methodology. Most frequently, the empirical studies (n = 153) were based on samples of high school (30.7%) or undergraduate (34.6%) students. The authors discuss the implications of their findings and suggest ways to expand REM career research in the future.