Showing papers in "Journal of Vocational Behavior in 2008"

TL;DR: It is demonstrated that mentoring is associated with a wide range of favorable behavioral, attitudinal, health-related, relational, motivational, and career outcomes, although the effect size is generally small.

TL;DR: In this article, a cross-lagged panel study aimed to investigate the energizing power of job resources and related gain spirals, and the results mainly confirmed the hypotheses: positive and reciprocal crosslagged associations were found between job resource and work engagement, and between work engagement and personal initiative (PI).

TL;DR: In this article, the influence of age in the relation between psychological contract breach and the development of job attitudes was examined by means of a meta-analysis of k = 60 studies, using Weighted Least Squares estimation.

TL;DR: In this paper, the authors test a model in which they specify the relationships between protean career attitude, career self-management behaviors, career insight, and career success outcomes (career satisfaction and perceived employability).

TL;DR: The WOrk-reLated Flow Inventory (WOLF) measures flow at work, defined as a short-term peak experience characterized by absorption, work enjoyment, and intrinsic work motivation as discussed by the authors.

TL;DR: The file attached to this record is the authors final version of the article as mentioned in this paper, and the final publishers version can be found by following the DOI link on the authors' website.

TL;DR: Lent et al. as mentioned in this paper tested the fit of the social cognitive choice model to the data across gender, educational level, and type of university among students in a variety of computing disciplines.

TL;DR: Robbins et al. as discussed by the authors tested Social Cognitive Career Theory (SCCT) academic performance model using a two-stage approach that combined meta-analytic and structural equation modeling methodologies.

TL;DR: Lent et al. as discussed by the authors examined the nature of the temporal relations among the core person variables in the social cognitive model of academic and career choice and found that self-efficacy served as a temporal precursor of outcome expectations, interests, and goals.

TL;DR: In this article, the authors used meta-analysis to examine the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale (MOAQ-JSS), which is a brief, face-valid measure of global job satisfaction.

TL;DR: This paper reviewed the methodology and content of 200 published mentoring articles and found that over reliance on cross-sectional designs and self-report data, a failure to differentiate between different forms of mentoring (e.g., formal versus informal), and a lack of experimental research.

TL;DR: In this article, the authors examined two competing theoretical explanations for why work-life policies such as dependent care assistance and flexible schedules influence organizational attachment, and found that the effect of policy implementation may depend on what other policies are already offered by the organization.

TL;DR: In this article, the role of personality, social supports, and the SCCT variables of self-efficacy, outcome expectations and goals in explaining the career readiness actions of career planning and exploration was explored.

TL;DR: This paper examined how relational exchange quality, perceived organizational support (POS), and organizational identification interrelate using cross-level data from 364 supervisor-subordinate dyads and found that higher quality LLX creates a spillover of resources and reduces the negative association between lower quality LMX and POS.

TL;DR: In this article, a multidimensional model of career success was developed aiming to be more inclusive than existing models, where 22 managers were asked to tell the story of their careers and at the end of each interview, idiosyncratic career success construct ladders were constructed for each interviewee through an interactive process with the interviewer.

TL;DR: Work-family conflict (WFC) is recognized as a major issue affecting both individual employees and their employers as discussed by the authors, and there are theoretical and empirical reasons to expect that by reducing WFC, a family-supportive work environment would enhance employees' satisfaction with their job, family, and life in general.

TL;DR: In this paper, the authors examined the use of specific forms of emotion regulation at work, utilizing Gross's [Gross, J. J. (1998), this paper process-based framework for emotion regulation as a guiding structure.

TL;DR: In this article, a quantitative research synthesis was conducted focused on estimating multivariate analytical paths between mentoring and several career outcomes, while holding constant correlates of mentoring including demographics, human capital, and core self-evaluations.

TL;DR: In this paper, the authors explored interactive effects between organizational and work group identification with attitudes and behavior, and found that in cases of positive overlap of identifications (i.e., high work group and organizational identification) identifications are more strongly associated with employee job satisfaction and extra-role behavior than when only one of the identifications is high.

TL;DR: Dunnette et al. as mentioned in this paper investigated whether interactions of the Five-Factor Model constructs of agreeableness and conscientiousness with political skill predict job performance, and they found that its interaction with political skills also significantly predicted job performance.

TL;DR: In this paper, the authors link hypothesized scales of the Motivation Questionnaire (SHL) to the underlying dimensions of the protean (values-driven and self-directedness) and boundaryless career (physical and psychological mobility) attitudes.

TL;DR: In this paper, the authors examined the effects of family and career path characteristics on objective and subjective career success among 916 employed mothers and found that integration of traditional and protean career perspectives helps to explain women's career success.

TL;DR: This article used a modified version of consensual qualitative research design to examine how contextual, cultural, and personal variables influence the career choices of a diverse group of 12 Asian Americans and found seven domains of influences on career choices including family, culture, external factors, career goals, role models, work values, and self-identity.

TL;DR: In this article, the authors investigated the main effects and the interaction effects of psychological contract breach and hostile attributional style on employee deviance (i.e., interpersonal deviance and organizational deviance).

TL;DR: In this paper, a multi-university sample (N = 1174) was used to test hypotheses concerning person-organization fit and various behavioral and attitudinal outcomes; correlations between changes in these variables over time, and the correlates of these changes using autoregressive modeling and latent growth curve modeling.

TL;DR: In this paper, the authors compare organizational commitment under conditions of these forms of employment to traditional form of employment, and find that commitment to the form of employability explains variance of organizational outcomes over and above organizational commitment.

TL;DR: Employees' work-time control predicted every life-course fit dimension and partially mediated effects of job ecologies, organizational tenure, and job category.

TL;DR: This paper investigated the relationship of formal mentoring program design elements (i.e., voluntary participation, input to matching, and effectiveness of training) and management support to the benefits and costs perceived by formal mentors.

TL;DR: The rank-order stability and cross-lagged relations between work-to-family conflict (WFC), family to work conflict (FWC), and psychological well-being were examined in two longitudinal studies with full two-wave panel designs as discussed by the authors.

TL;DR: The authors compared perceptions of mentoring relationships among early adolescents, middle adolescents, and emerging adults in ten focus groups, 56 middle school, high school, and college students described relational experiences that were analyzed thematically.