Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/294016 
Erscheinungsjahr: 
2022
Quellenangabe: 
[Journal:] Journal of Organizational Behavior [ISSN:] 1099-1379 [Volume:] 45 [Issue:] 3 [Publisher:] Wiley [Place:] Hoboken, NJ [Year:] 2022 [Pages:] 382-396
Verlag: 
Wiley, Hoboken, NJ
Zusammenfassung: 
Based on a “whole-life”-perspective and integrating theories of self-identity and resource management, the present longitudinal study examines the dynamic relationship between career involvement and conflicts between work and nonwork goals in a sample of 3095 German-speaking doctoral students and doctorate holders (37.0% women) from various STEM fields. We expected increases in goal conflicts to decrease career involvement, and simultaneously tested reciprocal relationships, that is, from involvement on conflicts. The random intercept cross-lagged panel model (RI-CLPM) was used to analyze within-person associations across eight measurement occasions (6-month time intervals) while controlling for between-person effects. At the between-person level, career involvement and goal conflicts were negatively correlated. At the within-person level, results showed negative cross-lagged effects from goal conflicts to career involvement as well as negative cross-lagged effects from career involvement to goal conflicts. This indicates that the interplay of goal conflicts and career involvement can result in either an upward or a downward spiral. Theoretical and practical implications are discussed.
Schlagwörter: 
career goal conflicts
career involvement
identity
random intercept cross‐lagged panel model (RI‐CLPM)
work and nonwork incompatibilities
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Dokumentart: 
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Dokumentversion: 
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