The COVID-19 pandemic represents a major global health crisis that continues to threaten public health and safety. Although the pandemic is still unfolding, measures to reduce the spread of the virus ...have spawned significant challenges to people's current work as well as their careers more generally. In this commentary, we discuss the implications of COVID-19 for maintaining one's psychological well-being and employment security, and also managing family and work responsibilities. We also bring forth evidence from the emotion regulation literature to help mitigate the downstream negative consequences of COVID-19 on people's work lives. Finally, we offer several suggestions for future scholarly investigation into how this pandemic impacts vocational behavior.
The authors develop and test a moderated mediation model that accounts for employee emotions (psychological contract violation), employee motivation (revenge cognitions), employee personality ...(self-control), and context (perceived aggressive culture) in the relationship between psychological contract breach and workplace deviance. In Sample 1, involving 146 hospitality workers and their peers, the authors found support for a conditional indirect effect of psychological contract violation in predicting workplace deviance via revenge cognitions for those employees who perceive a high as opposed to low aggressive work culture. In addition, they found that at high levels of perceived aggressive work culture, the conditional indirect effects of psychological contract violation in predicting workplace deviance via revenge cognitions were statistically significant for those employees with low as opposed to high self-control. These results were replicated in Sample 2 using an independent sample of 168 hospitality workers in a different cultural context. Overall, the results suggest that self-control and perceived aggressive culture, taken together, influence the enactment of deviant acts. Implications for research and practice are discussed.
Summary
The rising use of artificially intelligent (AI) technologies, including generative AI tools, in organizations is undeniable. As these systems become increasingly integrated into ...organizational practices and processes, understanding their impact on workers' experiences and job designs is critical. However, the ongoing discourse surrounding AI use in the workplace remains divided. Proponents of the technology extol its benefits for enhancing efficiency and productivity, while others voice concerns about the potential harm to human workers. To provide greater clarity on this pressing issue, this article presents a systematic review of empirical research that sheds light on the implications of AI use at work. Organized under five inductively generated themes within a multilevel framework, we uncover individual, group, and organizational factors that shape the interplay between humans and AI. Specifically, the themes are: (1) human–AI collaboration; (2) perceptions of algorithmic and human capabilities; (3) worker attitudes towards AI; (4) AI as a control mechanism in algorithmic management of platform‐based work; and (5) labor market implications of AI use. Our review offers insights into these themes and identifies five pathways for future research. Finally, we provide practical recommendations for organizational leaders seeking to implement AI technologies while prioritizing their employees' well‐being.
Summary
In two experimental studies, we investigate how being sick with a common cold in a selection context influences the appraisals that evaluators form and how, in turn, people appraisal ...dimensions influence evaluators' hiring recommendations and leadership evaluations. Grounded in people appraisal theory (Cuddy et al., 2008; Fiske et al., 2007), we assess the universal evaluative dimensions of warmth and competence to explain detriments in hiring recommendations and leadership evaluations for applicants with a common cold. Further, we investigate whether a theoretically grounded individual difference variable, namely, the degree to which evaluators take others' perspective, influences the appraisals and subsequent judgments of sick applicants. Results across the two experimental studies, using students and professionals with selection experience, suggest that showing signs of being sick (i.e., presenteeism) had a negative impact on competence appraisals but not warmth appraisals. In addition, attending a job interview while sick had a significantly stronger negative effect on competence appraisals when the rater had a low as opposed to a high level of perspective‐taking. These effects in turn predicted hiring recommendations and leadership evaluations. We discuss the implications of our findings for theory and practice.
The prevailing issues of exclusion and inequality have amplified the plight of the vulnerable workforce worldwide. In celebration of the 50th anniversary of the Journal of Vocational Behavior, it is ...timely to examine and reflect upon the state of scholarship about vulnerable workers. While there is burgeoning interest in this domain of research, current work mostly covers specific groups of workers (e.g., LGBT employees, persons with disabilities) while other vulnerable groups continue to be overlooked. In this essay, we advocate for increased scholarship on understudied vulnerable workers including 1) workers with chronic illness, 2) workers with mental illness, 3) immigrants and migrants, 4) refugees, 5) victims of violence, and 6) ex-offenders. We start by addressing the issue of definitional clarity, differentiating vulnerable workers from vulnerable work, and offering an interactionist perspective in conceptualizing vulnerable workers. We also discuss the results of a targeted literature review identifying emerging themes and methodological trends. Finally, we recommend future research directions, methodological refinements, and pragmatic solutions for research challenges to guide scholars interested in this line of inquiry.
•The significance and dearth of scholarship about understudied vulnerable workers are discussed.•A definition of vulnerable workers from an interactionist perspective is offered.•Research themes and methodological trends from our targeted review is provided.•Opportunities for future scholarship are highlighted.•Challenges and pragmatic solutions in conducting research among vulnerable workers are discussed.
This study examines the psychometric properties of the Career Adapt-Abilities Scale (CAAS) and its relation to adaptivity (i.e., learning goal orientation, proactive personality, and career optimism) ...among Australian university students (N=555). Results demonstrated adequate levels of test–retest reliability (r=.61 to .76) and internal consistency (α=.83 to .94) for the CAAS full scale and subscales over a 4-week interval between measurements. Confirmatory factor analysis also supported the multidimensional and hierarchical model of career adaptability resources. The factor structure generally corresponded with that obtained from other CAAS international validation, thus, expanding its cross-national measurement equivalence. In addition, correlation results supported the predicted positive association between career adaptability and adaptivity in the form of learning goal orientation, proactive personality, and career optimism. Taken together, the present findings confirm the psychometric utility of CAAS in the Australian context and substantiate the proposition that higher personal adaptive readiness relates to better career adaptability among young people.
•CFA supported the multidimensional and hierarchical model of career adaptability.•Established adequate levels of test–retest reliability and internal consistency.•Learning goal orientation associated positively with career adaptability.•Proactive personality associated positively with career adaptability.•Career optimism associated positively with career adaptability.
Drawing from an approach-avoidance perspective, we examine the relationships between subordinates' perceptions of abusive supervision, fear, defensive silence, and ultimately abusive supervision at a ...later time point. We also account for the effects of subordinates' assertiveness and individual perceptions of a climate of fear on these predicted mediated relationships. We test this moderated mediation model with data from three studies involving different sources collected across various measurement periods. Results corroborated our predictions by showing (a) a significant association between abusive supervision and subordinates' fear, (b) second-stage moderation effects of subordinates' assertiveness and their individual perceptions of a climate of fear in the abusive supervision-fear-defensive silence relationship (with lower assertiveness and higher levels of climate-of-fear perceptions exacerbating the detrimental effects of fear resulting from abusive supervision), and (c) first-stage moderation effects of subordinates' assertiveness and climate-of-fear perceptions in a model linking fear to defensive silence and abusive supervision at a later time. Theoretical and practical implications are discussed.
Performance-prove goal orientation affects performance because it drives people to try to outperform others. A proper understanding of the performance-motivating potential of performance-prove goal ...orientation requires, however, that we consider the question of whom people desire to outperform. In a multilevel analysis of this issue, we propose that the shared team identification of a team plays an important moderating role here, directing the performance-motivating influence of performance-prove goal orientation to either the team level or the individual level of performance. A multilevel study of salespeople nested in teams supports this proposition, showing that performance-prove goal orientation motivates team performance more with higher shared team identification, whereas performance-prove goal orientation motivates individual performance more with lower shared team identification. Establishing the robustness of these findings, a second study replicates them with individual and team performance in an educational context.
Does passion predict performance? Whereas harmonious passion is typically associated with strong performance, evidence for the obsessive passion-performance relationship has been so far inconclusive. ...The mixed results in the literature suggest that there are hitherto unexamined boundary conditions and mechanisms shaping the relationship between obsessive passion and performance. This study draws on principles from conservation of resources and the dual-systems model of self-regulation to explain how these two types of passion (obsessive and harmonious) relate to work performance. We examined career adaptability as a buffer that determines when and for whom obsessive passion precipitates emotional exhaustion as well as when and for whom emotional exhaustion diminishes work performance. This proposed moderated mediation model was tested in two multisource samples in corporate (N = 139 employee-supervisor dyads) and healthcare sectors (N = 156 time-lagged employee-peer dyads) respectively. We observed support for the proposed model in both samples. Career adaptability prevents obsessively passionate workers from being consumed by obsession.
We developed a model of the relationships among aggressive norms, abusive supervision, psychological distress, family undermining, and supervisor-directed deviance. We tested the model in 2 studies ...using multisource data: a 3-wave investigation of 184 full-time employees (Study 1) and a 2-wave investigation of 188 restaurant workers (Study 2). Results revealed that (a) abusive supervision mediated the relationship between aggressive norms and psychological distress, (b) psychological distress mediated the effects of abusive supervision on spouse undermining, (c) abusive supervision had a direct positive relationship with supervisor-directed deviance, (d) the positive relationship between psychological distress and spouse undermining was stronger for men as opposed to women, and (e) employees engaged in relationship-oriented occupations reported greater levels of abusive supervision and psychological distress. Implications for theory and practice are discussed.
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