The school-to-work transition: A role identity perspective

The current article provides an extension of the conceptual literature on the school-to-work transition (STWT). Specifically, we attempt to integrate this diverse literature by proposing a role identity approach to studying STWTs. Here, we suggest that an individual’s work role identity plays three roles in understanding the outcomes of STWTs: as a direct predictor of STWT success, as a mediator of distal factors on STWT success, and as moderator variable that interacts with other role identities (e.g., family member) in influencing STWT success. The article concludes with directions for future theoretical and empirical research as well as implications for practice.     

What remains of the intersubjective?: On the presencing of self and other

Recent work in the social sciences has been concerned with how we understand the subject. This has entailed critiquing the ways the subject has traditionally been understood – as a mental entity existing prior to and so organizing our experience of the world. In its place a relational subject has been posited, one emerging through a combination of affective experiences, performative enunciations, and haunting absent presences. However, the implications of such critiques for how we understand intersubjective relations have not been discussed. What remains of intersubjectivity when any subject entering into a relation has already been decentred amid a more-than human ecology of affective relations? In response, this paper draws on the work of Jean-Luc Nancy in developing understandings of the socio-spatial constitution of subjectivity/intersubjectivity in terms of movements of presencing. Here the body-subject is always in approach to itself and others, but neither is actually reached, never (self) present, always already receding: a spacing at the heart of any relation. The discussion is interspersed with a series of narrative sections outlining an encounter between a street performer and their audience which draw attention to a number of key themes in any understanding of intersubjectivity and attempt to expose this inherent dis-position.     

How consumer drivers construe vehicle performance: Implications for electric vehicles

Electric vehicles (EVs) have emerged as potentially important contenders as low carbon vehicles. However from the perspectives of consumer (non-commercial) drivers, all types of EVs have limitations such as short range and higher cost that are significant barriers to widespread uptake. To displace a significant fraction of conventional vehicles, they may need to offer consumer drivers specific advantages that offset these limitations. Better performance might be such an advantage, since electric powertrains can offer performance benefits such as quieter operation and higher torque at low speeds. This qualitative study explored how vehicle performance is construed by consumer drivers, using a repertory grid approach to elicit drivers’ personal constructs. Drivers were found to construe performance in terms of two main dimensions, both situationally specific: dynamic performance (involving acceleration, power, and responsiveness during pulling away, overtaking and hill climbs) and cruising performance (involving smoothness and low noise, during high speed cruising on highways). Users of gasoline fuelled cars emphasised dynamic performance more than did users of diesel fuelled cars, but the opposite was the case for cruising performance. A conceptual model based on the findings could help focus design efforts on those aspects of performance that are most directly salient to drivers.     

Outcomes of work–life balance on job satisfaction,life satisfaction and mental health: A study across seven cultures

This study investigates the effects of work–life balance (WLB) on several individual outcomes across cultures. Using a sample of 1416 employees from seven distinct populations – Malaysian, Chinese, New Zealand Maori, New Zealand European, Spanish, French, and Italian – SEM analysis showed that WLB was positively related to job and life satisfaction and negatively related to anxiety and depression across the seven cultures. Individualism/collectivism and gender egalitarianism moderated these relationships. High levels of WLB were more positively associated with job and life satisfaction for individuals in individualistic cultures, compared with individuals in collectivistic cultures. High levels of WLB were more positively associated with job and life satisfaction and more negatively associated with anxiety for individuals in gender egalitarian cultures. Overall, we find strong support for WLB being beneficial for employees from various cultures and for culture as a moderator of these relationships.     

The impact of within country heterogeneity in vocational specificity on initial job matches and job status

This paper analyses the impact of vocational specificity on school-to-work transitions in terms of initial job mismatches and socioeconomic status at the individual level. Considering heterogeneity amongst the various qualifications in Austria, the study finds that the positive impact of specificity on initial labour market placement known from cross-country research also holds within the highly stratified Austrian system in which various vocational specialisations are provided at the upper secondary level. Independent of the level and field of the qualification obtained, vocational specificity facilitates initial labour market placement, resulting in a reduced mismatch risk and an increase in initial jobs status. In the course of subsequent labour market adjustments, however, holders of general qualifications attain higher status gains when changing jobs. Likewise, the overqualified can make up for a good part of their initial status penalty on labour market entrance through job changes. Implications for policy and practice are discussed.     

Coping with occupational uncertainty and formal volunteering across the life span

Common wisdom suggests that individuals confronted with occupational uncertainty (e.g., job insecurity and difficulties with career planning) may withdraw from volunteering. We argue that volunteering may be useful to workers in some career stages and that stage-appropriate coping with occupational uncertainty may increase individuals' readiness to volunteer. In Study 1, we used cross-sectional and 1-year follow-up data from Germany that covered three age groups: 16–29 (N_T1 = 1253, N_T2 = 224), 30–43 (N_T1 = 1560, N_T2 = 371), and 56–75 (N_T1 = 518, N_T2 = 215). High engagement and low disengagement in coping with occupational uncertainty were associated with concurrent volunteering in the youngest group but not in the other groups. Over 1 year, high disengagement reduced the likelihood of starting volunteering in the youngest group and increased this likelihood in the oldest group. Study 2 used an independent, cross-sectional German sample that included two age groups: 20–29 (N = 326) and 30–40 (N = 367). Using a different measure of volunteering, Study 2 partly replicated the cross-sectional findings from Study 1. Results suggest that individual agency is a decisive link between occupational uncertainty and the readiness to volunteer, particularly among young labor market entrants.     

Job emotions and job cognitions as determinants of job satisfaction: The moderating role of individual differences in need for affect

Research has shown that job satisfaction is determined by both cognitions about the job and affect at work. However, findings from basic and applied attitude research suggest that the extent to which attitudes are based on affective and cognitive information is contingent on stable individual differences, in particular need for affect. Based on current conceptualizations of job satisfaction as an attitude toward the job, we hypothesized that job satisfaction depends more on affect and less on cognitions, the higher a person's need for affect is. To test these hypotheses, we conducted two correlational studies (N = 194 university employees; N = 134 employees from various organizations) as well as an experimental study (N = 191 university employees) in which the salience of positive versus negative job cognitions was varied. Results supported our hypotheses. We discuss theoretical and practical implications of these differences in affective and cognitive underpinnings of job satisfaction.     

Does work engagement increase person–job fit? The role of job crafting and job insecurity

Drawing on the expanded model of person–environment fit and job crafting theory, this study investigates the underlying processes of the relationship between work engagement and changes in person–job fit. A two-wave longitudinal study was conducted among 246 Chinese employees of a high technology company. As hypothesized, the results show that work engagement is positively related to changes in demands–abilities fit through changes in physical job crafting and positively related to changes in needs–supplies fit through changes in relational job crafting. As predicted, the positive relationship between work engagement and changes in relational job crafting (however, not changes in physical job crafting) is strengthened under conditions of high (vs. low) job insecurity. Our findings indicate that engaged employees craft their work in physical and relational ways, which creates a better person–job fit. The theoretical and practical implications are discussed.     

Effects of different swimming race constraints on turning movements

The aim of this study was to investigate the effects of different swimming race constraints on the evolution of turn parameters. One hundred and fifty-eight national and regional level 200-m (meters) male swimming performances were video-analyzed using the individualized-distance model in the Open Comunidad de Madrid tournament. Turn (p < .001, ES = 0.36) and underwater distances (p < .001, ES = 0.38) as well as turn velocity (p < .001, ES = 0.69) significantly dropped throughout the race, although stroke velocity and underwater velocity were maintained in the last lap of the race (p > .05). Higher expertise swimmers obtained faster average velocities and longer distances in all the turn phases (p < .001, ES = 0.59), except the approach distance. In addition, national level swimmers showed the ability to maintain most of the turn parameters throughout the race, which assisted them in improving average velocity at the end of races. Therefore, the variations in the turning movements of a swimming race were expertise-related and focused on optimizing average velocity. Turning skills should be included in the swimming race action plan.     

A dark side of leadership: Corporate psychopathy and its influence on employee well-being and job satisfaction

Although psychopathy often is considered the most toxic of the “types” that make up the Dark Triad of personality (psychopathy, narcissism, Machiavellianism), its role in organizational leadership is the least explored. Using the B-Scan 360, a measure of corporate psychopathy, we investigated the relationships among employees’ perceptions of psychopathic traits in their supervisors, employee psychological distress, work–family conflict, and job satisfaction. Participants in two different samples, one civic and the other financial, rated their supervisors with the B-Scan 360, and completed self-report measures of psychological distress, work–family conflict, and job satisfaction. Structural equation modeling (SEM) indicated that in each sample B-Scan 360 scores of supervisors were directly and negatively related to employee job satisfaction. The two samples differed somewhat in the associations of the B-Scan 360 with employee psychological distress and work–family conflict. Overall, the results illustrate the effects of perceived psychopathic traits in supervisors on employee well-being and job-related attitudes.