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Research has shown that vocational interests are important predictors of a number of life outcomes. Therefore, understanding individuals’ vocational interests can also help to explain and predict their attitudes, behavior, and motives. The goal of the present study was to examine changes in vocational interests over time and explore whether these changes could be partially explained by employees’ interactions with their work environments. We started by developing a theoretical framework that links interest development to the broader notion of person–environment (P-E) fit. Using a sample of 933 individuals entering the workforce, vocational interests, ratings of the work environment, and job satisfaction were assessed at 3 time points over the course of a 22-year longitudinal study. Results showed both stability (correlations ranging from .26 to .80) and change (d′s ranging from .03 to .34 in absolute value) in vocational interests over time. In addition, individual differences in vocational interest change were also associated with corresponding changes in the work environment, suggesting that employees gravitate toward work environments that fit with their interests and their vocational interests are then predicted by their experiences in these environments. Similarly, we found that job satisfaction was positively associated with changes in interest fit such that individuals who were more satisfied with their jobs also experienced greater changes in interest fit. These results suggest that interactions between individuals and their work environments can play an important role in shaping vocational interests and understanding employee behavior over time.
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... years, SD = 11.4) compared with the whole population of workers in the United States. Previous research has demonstrated that fit can improve over time (e.g., Etzel & Nagy, 2021;Feij et al., 1999;Hanna et al., 2021;Nye et al., 2021;Wille et al., 2014), such as when individuals enter better fitting work environments as they advance in their career, or if they become more interested in their job (i.e., socialization). As such, our benchmark estimates of vocational interest fit may be underestimated to the degree that older adults have higher vocational interest fit than younger adults. ...
... For comparison purposes, future work may assess person and/or job interests in different ways, such as using standardized job interest assessments based on the O*NET framework but collected from participants (e.g., Nye et al., 2021) or by averaging incumbent interest scores to represent "job" interests (acknowledging that this representation of job interests may not accurately represent how jobs exemplify different interests and simply averages across a lot of variation in incumbent scores within particular jobs; see Nye et al., 2018). Future work could also estimate average levels of subjective vocational interest fit or fit based on more specific basic interest scales (e.g., Su et al., 2019), particularly across subgroups. ...
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Although research and policy efforts have attempted to "even the hiring playing field" and progress equal opportunities, systemic employment patterns based on gender and ethnicity remain prevalent. An unexplored avenue of diversity, equity, and inclusion efforts is the degree to which all people can obtain jobs that fit their interests. The present study used a large, diverse sample of over 250,000 American employees to estimate the average vocational interest fit that people have with their jobs and differences in fit across race/ ethnicity, gender, and education. Overall, employees showed moderate positive vocational interest fit with their jobs, with an average profile correlation of .20 between person and job interests. There were small gender differences in vocational interest fit favoring men, especially White and Hispanic men, with minimal differences across other race/ethnicity groups. However, the largest group differences emerged for education, as employees with higher educational attainment showed greater vocational interest fit, particularly among women. Further intersectional analyses added greater nuance to these results, including how various groups achieve vocational interest fit across different types of jobs. Altogether, this work
... The model and its dimensions have been extensively examined the past years (McDaniel & Snell, 1999;Morgan et al., 2019). Evidence was provided for its cross-cultural structural validity (Fouad & Kantamneni, 2010;Morgan & De Bruin, 2018), and stability and change patterns over time (Gfrörer et al., 2021;Nye et al., 2021;Swanson, 1999;Tracey & Sodano, 2008) have been well-documented. Moreover, there is now strong meta-analytic evidence for the predictive validity of interest congruence for various academic and work outcomes (Banov et al., 2023;Nye et al., 2012;Stoll et al., 2017;Usslepp et al., 2020). ...
... In line with the literature, older students presented stronger Tucker's congruence with a sixdimensional representation of interests. These results reinforce the importance of maturation and learning experiences throughout human development for the formation of vocational interests (Gfrörer et al., 2021;Nye et al., 2021;Swanson, 1999;Tracey & Sodano, 2008), especially at school, which should be a safe space to help teenagers to explore their interests and start their professional development trajectory (Jüttler et al., 2021). This developmental process can be facilitated by prioritizing strategies that encourage experimentation in different areas of interest and by placing the student as protagonist in this exercise. ...
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This study aims to revise 18REST, a short RIASEC-based measure about vocational interests, developed for large-scale assessment in education. Using a large sample of 63,128 Brazilian students from 5 th , 9 th , and 12 th grade, a revised version with partly new items was proposed, i.e., 18REST-2. 18REST-2 RIASEC scales showed a circular order in 12 th grade. Younger students exhibited lower coherence and differentiation in their interests than students in more advanced grades. Gender differences in vocational interests were more pronounced in 9 th and 12 th grades. Overall, the study established validity and reliability evidence for the 18REST-2 scales for general vocational interest surveys and provided valuable insights into gender and developmental differences in vocational interests in an educational context.
... However, it is unlikely that people's initial job choices are based exclusively on their underlying motivational drivers, and/or that the concrete work activities in these initial choices already perfectly reflect their idiosyncratic needs and preferences. Career choice is a dynamic process that unfolds over time and attaining P-E fit is typically the result of people adjusting their work environments to make these gradually more aligned with their personal preferences (Nye et al., 2021;Wille et al., 2012;Wille et al., 2014b). This can be achieved during the initial career stage either bydrastically-changing jobs or-in a more subtle form-adjusting work role responsibilities within a given job (e.g., job crafting; Tims et al., 2012;Wrzesniewski & Dutton, 2001). ...
... for Relating, and between .17 and . 45 for ...
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The vast majority of studies on trait narcissism have adopted a static unidirectional approach, documenting the mainly detrimental effects of this trait on a variety of work outcomes. The present study contributes to this literature by adopting a novel bidirectional perspective, investigating how trait narcissism shapes and is shaped by our experiences at work. Specifically, this study examines how trait narcissism develops during the first 6 years after the transition from college to work, and how agentic versus communal work demands may either enhance or diminish the development of this trait. Reciprocal relationships between narcissism and subjective and objective work activities are examined in a sample of 1,513 college alumni who were assessed four times across a time period of 6 years. Both selection (i.e., narcissism shapes work activities) and socialization effects (i.e., narcissism is shaped by work activities) were examined using bivariate latent change score models. Results showed that trait narcissism prior to the college-to-work transition positively predicted the selection of agentic work activities at the beginning of the career, but not future changes in these activities. Importantly, the results regarding socialization effects indicated that engagement in communal activities, particularly those that require relating with others at work (e.g., to help them), diminished trait narcissism over time.
... For example, Dannefer (2003) found that income inequality increases with age. This may be attributed to individual differentiation, where individuals select or are selected by environments aligning with their pre-existing personality, as confirmed in a 22-year longitudinal study demonstrating that changes in vocational interests parallel shifts in the work environment (Nye et al. 2021). Another explanation is that initial disparities in opportunities and rewards due to social status (e.g., gender, educational level) continue to shape opportunities and rewards in the workplace, such that those initially granted more opportunities and rewards are likely to receive even more over time. ...
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Adult development is closely intertwined with work-related experiences. This article presents a comprehensive but concise review of current findings on the manifold ways in which aging shapes work outcomes and vice versa, the ways in which work experiences shape aging (i.e., long-term change), across the working lifespan, from roughly 18 to 70 years of age. First, we present theories and findings on how normative age-related changes in key functional domains (e.g., cognition, affect, motivation) translate into work motivation, work behavior and performance, and occupational health and well-being. Second, we present theories and findings on how job characteristics and work-related role changes bring about long-term changes in health, cognition, socioemotional experiences, and personality. We discuss mechanisms underlying normative age-related trends and social context effects, as well as differential preservation, plasticity, and successful aging at work. Looking forward, we suggest embracing the heterogeneity of aging workers and examining mechanisms of long-term change, psychosocial age constructs, and future work and career trends. Moreover, we suggest revisiting concepts and measurements and integrating further concepts from the lifespan development literature into the work and aging literature.
... For instance, during early career years, people are more likely to leave interest-misfitting jobs in pursuit of more interesting opportunities, rather than experiencing changes in their own interests (Hanna et al., 2021). Yet other longitudinal work suggests that people can develop new interests consistent with their jobs over time (Nye et al., 2021b). Very little research has addressed changes in interest fit in later career years, and it is unclear what happens to employee interests as the nature of jobs themselves change, especially when jobs change rapidly due to an influx of technology or deconstruction of roles (Rogiers & Collings, 2024). ...
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Research on automation and the future of work is a major focus for both academics andpractitioners due to technological changes disrupting the labor market and educational pathways.Although recent articles have published projections about the types of tasks and jobs most likelyto be automated in the coming years, little attention has been devoted to how different types ofvocational interests are susceptible to automation, as well as resulting changes to the matchbetween people’s interests and their jobs. In the present article, we provide an integrative reviewof vocational interests and automation projections within and across jobs. By standardizing andmapping projections to Holland’s RIASEC interest model, we found that Investigative(scientific) and Conventional (detail-oriented) interests, including STEM interests, are mostsusceptible to automation, whereas Social (people-oriented) and Realistic (hands-on) interestsare least susceptible. For Artistic and Enterprising interests, some creative work, decision-making, and leadership skills may be affected by automation across a range of jobs. We build onthese projections to propose a future research agenda integrating interests, technology, andcareers. Specifically, we identify five areas for future research, including using intentional workdesign to enhance interests, the role of interests in career decisions related to project-based work,changes in people’s interests following automation, increased use of basic interests, and thesystematic impacts of automation on different groups of people. Overall, this review highlightshow vocational interests will remain an important topic with high relevance for career guidance,education, and organizations as the future of work evolves.
... For instance, during early career years, people are more likely to leave interest-misfitting jobs in pursuit of more interesting opportunities, rather than experiencing changes in their own interests (Hanna et al., 2021). Yet other longitudinal work suggests that people can develop new interests consistent with their jobs over time (Nye et al., 2021b). Very little research has addressed changes in interest fit in later career years, and it is unclear what happens to employee interests as the nature of jobs themselves change, especially when jobs change rapidly due to an influx of technology or deconstruction of roles (Rogiers & Collings, 2024). ...
... Recently, Lent et al. (2018) focused on specific science, technology, engineering, and mathematics fields and meta-analytically revealed a correlation of .58 for the link from outcome expectations to interests. Additionally, research has shown that satisfactory P-E interactions, which likely facilitate positive outcome expectations, could predict enhanced interests in the work environment (Nye et al., 2021). Given the empirical evidence of outcome expectations and their extrinsiccontrolled nature, we propose that the extrinsic-controlled mechanism contributes to interests (Proposition 3). ...
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Vocational interests have been an important concept for career decision making and counseling. However, while researchers have separately explored the criterion validity of interest congruence and the formation mechanism of interests, there has been little joint, interactive consideration of the two key aspects of interests. A key issue remains unclear: Could interests with different focal formation mechanisms have different consequences? Drawing on the motivation and vocational literature, this article first explains why it is possible and necessary to differentiate the formation mechanisms of interests in terms of motivational focus (intrinsic, extrinsic-autonomous, and extrinsic-controlled). Then, it formulates how the motivational focus of interests interacts with the performance focus of environments (quality-oriented vs. quantity-oriented) and the value focus of individuals (intrinsic vs. extrinsic satisfaction) in shaping the criterion validity of congruence. By linking what people like with why they like it, the joint interest formation and consequence model (a) delineates the motivational, performance, and value moderators of congruence–criterion links and explains previous results; (b) suggests assessment strategies that can facilitate research and practice related to the joint model and marginalized populations; and (c) provides insights into the flexible use of interests in different scenarios of career selection.
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Organizations are always faced with uncertainty, and they are expected to make adjustments in order to survive. Humans are slowly perceived as an important asset, so today's HR practices are beginning to focus on empowering employees. Managing human resources are not only covers on education and training, but also career planning. Unfortunately, not all organizations are aware about the fitness between employees and their jobs, when preparing career plans for them. Unfitness of employee with their work can harm organizational performance, if not addressed properly. This research is intended to see the fitness between employees’ competence and work interest, with their career aspirations. A research participant is an employee with 3 years of work experience, who is affected by organizations restructured. Research was conducted using a descriptive qualitative method, using assessment instruments to collect the data. The results show that the subject's competence and work interest are sufficient in accordance with one of the career choices, but developments are still needed in order to the success doing the job.Organisasi selalu dihadapkan pada ketidakpastian, dan diharapkan melakukan penyesuaian agar tetap dapat bertahan. Manusia perlahan dipandang sebagai aset penting, hingga praktik SDM saat ini mulai berfokus pada pemberdayaan karyawan. Pengelolaan SDM tidak hanya meliputi pendidikan dan pelatihan, namun juga perencanaan karir. Sayangnya, belum semua organisasi menaruh perhatian terhadap kesesuaian antara karyawan dan pekerjaannya, dalam penyusunan perencanaan karir untuk karyawan di dalamnya. Ketidaksesuaian karyawan dengan pekerjaannya dapat membahayakan kinerja organisasi, jika tidak segera ditangani. Penelitian ini ditujukan untuk melihat kesesuaian antara kompetensi dan minat kerja karyawan, dengan aspirasi karir dari karyawan. Subjek merupakan karyawan dengan masa kerja 3 tahun, yang terdampak oleh restrukturisasi. Penelitian dilakukan menggunakan metode kualitatif deskriptif, menggunakan instrumen asesmen dalam pengambilan datanya. Hasil penelitian menunjukkan bahwa komopetensi dan minat kerja subjek sudah cukup sesuai dengan salah satu pilihan karirnya, namun masih diperlukan pengembangan agar subjek berhasil dalam pekerjaan tersebut.
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Socioemotional selectivity theory claims that the perception of time plays a fundamental role in the selection and pursuit of social goals. According to the theory, social motives fall into 1 of 2 general categories—those related to the acquisition of knowledge and those related to the regulation of emotion. When time is perceived as open-ended, knowledge-related goals are prioritized. In contrast, when time is perceived as limited, emotional goals assume primacy. The inextricable association between time left in life and chronological age ensures age-related differences in social goals. Nonetheless, the authors show that the perception of time is malleable, and social goals change in both younger and older people when time constraints are imposed. The authors argue that time perception is integral to human motivation and suggest potential implications for multiple subdisciplines and research interests in social, developmental, cultural, cognitive, and clinical psychology.
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The authors administered inventories of vocational and recreational interests and talents to 924 pairs of twins who had been reared together and to 92 pairs separated in infancy and reared apart. Factor analysis of all 291 items yielded 39 identifiable factors and 11 superfactors. The data indicated that about 50% of interests variance (about two thirds of the stable variance) was associated with genetic variation. The authors show that heritability can be conservatively estimated from the within-pair correlations of adult monozygotic twins reared together. Evidence for nonadditive genetic effects on interests may explain why heritability estimates based on family studies are so much lower. The authors propose a model in which precursor traits of aptitude and personality, in part genetically determined, guide the development of interests through the mechanisms of gene–environment correlation and interaction.
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Prior research demonstrated that narcissism fosters the attainment of higher managerial ranks in organizations. However, it is not known whether climbing the corporate ladder also fosters the development of narcissism over time. Whereas prior work consistently adopted a unidirectional perspective on narcissism and career attainment, this study presents and tests a bidirectional perspective, incorporating long-term development in narcissism in relation to and in response to long-term upward mobility. To this end, a cohort of highly educated professionals was assessed three times over a 22-year time frame. Extended latent difference score modeling showed that, over the entire interval, within-person changes in narcissism were positively related to within-person changes in upward mobility. This was in line with our first hypothesis which described a positive co-development between both processes over time. However, when reciprocity was analyzed in a time-sequential manner, i.e. from the first career stage to the second, we found more support for narcissism predicting later upward mobility (Hypothesis 2) than for the reverse effect from mobility to later change in narcissism (Hypothesis 3). Moreover, this effect from upward mobility to subsequent change in narcissism was negative, indicating that higher career attainment during the first career stage inhibited (rather than fostered) subsequent growth in narcissism. In sum, these results indicate that narcissism continues to demonstrate room for development over the course of people's careers. However, future research is needed to further clarify the exact nature of the effects that career experiences such as upward mobility have on this developmental process.
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The current review presents a theoretical integration of interest research across the fields of vocational, organizational, and educational psychology and provides empirical evidence that supports this integration. Guided by the framework of Trait-State Interest Dynamics (TSID; Su, Stoll, & Rounds, 2018), I discuss three research themes that cut across and link the currently segregated disciplines: (1) the motivational functions of interests (direction, vigor, persistence), (2) the behavioral outcomes of interests (selection into academic and work environments, performance in academic and work settings, educational and career success), and (3) the affective and cognitive experience of interest and interventions for increasing interest. The review leverages advancement in interest research over the last two decades (1999-2018) since the publication of Savickas and Spokane’s (1999) edited book Vocational Interests: Meaning, Measurement, and Counseling Use, with a particular focus on new meta-analytic findings across the fields. I discuss updated evidence that counters previous beliefs about interests, areas where current research is lacking or needs further synthesis, and future directions for the development of interest theory, assessment, and application. In closing, I highlight the need to understand interest and interest fit as dynamic phenomena in individuals’ work life.
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Abstract Personality traits and vocational interests capture different aspects of human individuality that intersect in certain ways. In this longitudinal study, we examined developmental relations between the Big Five traits and RIASEC interests over four time points from late adolescence to young adulthood (age 16 - 24) in a sample of Icelandic youth (N = 485) well-representative of the total student population. Results showed that interests and personality traits were similarly stable over time, but showed different patterns of mean-level change. There was evidence of personality maturation but a lack of cumulative changes in interest levels. For the most part, gender differences in developmental trends were minimal. In addition, latent growth curve analyses revealed broad and specific correlated changes between personality and interests. Changes in general factors of personality and interests were moderately related (r = .32), but stronger correlated changes were found among specific personality-interest pairs that share situational content. Overall, results reveal how interests and personality are related across different types of continuity and change. While there was little correspondence between group- level changes, substantial correlated change occurred at the individual-level. This means that when a person’s personality changes, their interests tend to change in predictable ways (and vice versa). Integrative theories that link different aspects of psychological functioning can benefit by incorporating these findings.
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This longitudinal study provides an analysis of the relationship between personality traits and work experiences with a special focus on the relationship between changes in personality and work experiences in young adulthood. Longitudinal analyses uncovered 3 findings. First, measures of personality taken at age 18 predicted both objective and subjective work experiences at age 26. Second, work experiences were related to changes in personality traits from age 18 to 26. Third, the predictive and change relations between personality traits and work experiences were corresponsive: Traits that "selected" people into specific work experiences were the same traits that changed in response to those same work experiences. The relevance of the findings to theories of personality development is discussed.