A model of career success: A longitudinal study of emergency physicians

Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the relationship, but income change and career satisfaction mediated the relationship between the hours worked and years employed in emergency medicine. Work centrality was significantly related to subjective career success more so for men than women and perceptions of success or self-efficacy were positively related to subjective career success for women, but not for men. The expected pattern of women indicating more difficulties with personal time and family time did not emerge; but women did indicate less perceived support from the organization, fewer EM leadership positions, less perceived control over their work situation and less organizational support than did men.     

Vocational interest structures for Asian Americans,Middle-Eastern Americans and Native Americans on the 2005 Strong Interest Inventory

This study examined whether the vocational interests of Asian Americans, Middle-Eastern Americans, and Native Americans, as measured by the 2005 Strong Interest Inventory (SII), followed Holland's (1997) calculus hypotheses for a RIASEC ordering. The structures of interests of these three racial/ethnic groups were examined for fit with two structural models: (1) a less-stringent model requiring a circular RIASEC ordering and (2) a more stringent model requiring equal distances between adjacent interest types. Individuals who completed the 2005 Strong Interest Inventory were included in the sample (N = 22,394), and the overall sample was divided between racial/ethnic groups, gender, and professional status (i.e. student and employed adults). Results from randomization tests of hypothesized order and circular unidimensional scaling analyses found that a circular RIASEC order is applicable to Asian American, Middle-Eastern American and Native American students and employed adults, regardless of gender, when measured by the 2005 Strong Interest Inventory. Results from this study indicate that the current version of the Strong Interest Inventory measures vocational interests in a manner that strongly aligns with Holland's calculus hypothesis for both men and women.     

Testing a calling model of psychological career success in Australian young adults: A longitudinal study

Theory-based longitudinal research on career calling is sparse. In a two-wave, cross-lagged panel design we assessed Hall and Chandler's (2005) calling model of psychological career success using 216 young adults (M age = 20.44 years, SD = 2.54). We tested if changes in career calling over time were associated with changes in goal-directed effort (work effort and career strategies) and psychological career success (life meaning and career adaptability) over time, and if goal-directed effort mediated between career calling and psychological career success over time. The standard causal model showed a better fit over the base, reverse, and reciprocal causation models. T1 career calling predicted T2 work effort, career strategies, life meaning, and career adaptability. Only career strategies mediated between T1 career calling and T2 life meaning and T2 career adaptability. Limitations and future directions are discussed.     

Organizational identification: A meta-analysis

The last two decades have witnessed a surge in interest in research on organizational identification (OI). This paper presents a comprehensive meta-analysis of this research (k = 96). Results indicate that (a) OI is correlated with a wide range of work-related attitudes, behaviors, and context variables, (b) OI is empirically distinct from its closest conceptual neighbor, attitudinal organizational commitment (AOC), and (c) the two most common OI measures (the Mael scale and the Organizational Identification Questionnaire) produce very different results. It is argued that OI scales, especially the Mael scale, may be preferable over AOC scales for studies aimed at explaining, and partly also for studies aimed at predicting, work behavior.     

The physician values in practice scale: Construction and initial validation

Measures of values typically appraise the construct globally, across life domains or relative to a broad life domain such as work. We conducted two studies to construct and initially validate an occupation- and context-specific values measure. Study 1, based on a sample of 192 medical students, describes the initial construction and item analysis of the physician values in practice scale (PVIPS), which produced a 15-factor model. Study 2 reports on a further analysis and refinement of the instrument with a national sample of 644 medical students. Results supported the basic psychometric properties of the PVIPS items. Exploratory factor analysis in Study 2 extracted six factors consistent with a theoretical model of values (Dawis, 1991) and accounting for 61% of the variance: Prestige, Service, Autonomy, Lifestyle, Management, and Scholarly Pursuits. The PVIPS shows promise as a values measure for medical students and physicians encountering career specialty and medical practice style decisions. Interested researchers may construct similar scales for other occupations to promote contextualized appraisals of values.     

Work-to-family conflict, positive spillover, and boundary management: a person-environment fit approach

This study adopted a person-environment fit approach to examine whether greater congruence between employees’ preferences for segmenting their work domain from their family domain (i.e., keeping work matters at work) and what their employers’ work environment allowed would be associated with lower work-to-family conflict and higher work-to-family positive spillover. Different facets of work-to-family conflict (time-based and strain-based) and positive spillover (affective and instrumental) were examined. According to latent congruence modeling of survey data from 528 management employees, congruence was negatively related to both time-based and strain-based work-to-family conflict and positively related to work-to-family instrumental positive spillover as expected. However, contrary to expectations, congruence was negatively related to work-to-family affective positive spillover. Implications for how boundary management processes may affect both positive and negative experiences of the work-family interface are discussed.     

Toward a better understanding of the effects of hindrance and challenge stressors on work behavior

This study investigated the processes whereby hindrance and challenge stressors may affect work behavior. Three mechanisms were examined to explain the differential effects these stressors have demonstrated: job satisfaction, strains, and work self-efficacy. A model is proposed in which both types of stressors will result in increases in strains, but that job satisfaction is primarily involved in the relationship between hindrance stressors and citizenship behavior, and efficacy is involved in the relationship between challenge stressors and job performance. Although the results generally supported the dual-stressor framework showing meaningful relationships to the work outcomes through the proposed processes, the link between work self-efficacy and job performance was not significant. This model was analyzed using multi-source data collected from 143 employees from a variety of organizational settings. Implications for the conceptualization of stressors and the development of interventions are discussed.     

The effect of in-vehicle warning systems on speed compliance in work zones

The purpose of this research was to evaluate the effectiveness of augmented in-vehicle speed warnings on driver behavior in work zones. The influence of three device configurations were examined as the drivers entered a work zone which was presented in a simulated driving environment. The first configuration was a control condition which used only traditional signage. The second condition had the addition of a visual in-vehicle warning while the final condition had the addition of an auditory in-vehicle warning. Results indicated that adding in-vehicle warnings did affect driver compliance to the work zone speed limit. Participants in the audio warning condition responded more quickly to the warning than those in the visual condition. Both augmented warning configurations differed significantly and were each respectively different from the drivers in the control condition. Based on these results we suggest a combination of in-vehicle warnings. Upon entry of the work zone we suggest a combined audio and visual warning message. However, after the initial entry phase, a visual warning message shows greater promise for the on-going modulation of driver speed transit.     

Money enhances memory consolidation--but only for boring material

Money’s ability to enhance memory has received increased attention in recent research. However, previous studies have not directly addressed the time-dependent nature of monetary effects on memory, which are suggested to exist by research in cognitive neuroscience, and the possible detrimental effects of monetary rewards on learning interesting material, as indicated by studies in motivational psychology. By utilizing a trivia question paradigm, the current study incorporated these perspectives and examined the effect of monetary rewards on immediate and delayed memory performance for answers to uninteresting and interesting questions. Results showed that monetary rewards promote memory performance only after a delay. In addition, the memory enhancement effect of monetary rewards was only observed for uninteresting questions. These results are consistent with both the hippocampus-dependent memory consolidation model of reward learning and previous findings documenting the ineffectiveness of monetary rewards on tasks that have intrinsic value.     

Exploring and measuring differences in person-thing orientations

Individuals differ in their orientation toward aspects of the environment. Previous work suggests that some individuals orient primarily toward people, whereas others orient toward things. Women generally orient towards people more than men, and men orient towards things more than women. Person-thing orientation is related to occupational choices. This research examined the structure of person-thing orientation using a combination of exploratory and confirmatory factor analyses and structural equation modeling. Analyses suggested that thing orientation and person orientation can be measured (1) with a few items; (2) separately from each other; and (3) person orientation and thing orientation are not necessarily bipolar opposites.