JOOP Special Section - Developmental Perspectives

Special Section: Call for Submissions

Long-Term Intra-Individual Developmental Perspectives on Work Behaviour

Guest Editors:

René Schalk, Tilburg University (M.J.D.Schalk@uvt.nl)

Beatrice van der Heijden, Maastricht School of Management, Open University of the Netherlands, University of Twente (Heijden@msm.nl)

Annet de Lange, University of Groningen (A.H.de.Lange@rug.nl)

Marc van Veldhoven, Tilburg University (M.J.P.M.vanVeldhoven@uvt.nl)

Issue scope:

The Journal of Occupational and Organizational Psychology (JOOP) invites submissions for a special section on "Long-term intra-individual developmental perspectives on work behaviour". It is anticipated that the special section will appear in the March 2011 issue of JOOP.

In the current era, characterized by dynamic societal and economic changes, and by an increasingly diverse workforce, previous models on relations between work characteristics, work behaviour and work outcomes are challenged (Schalk & Van Veldhoven et al., 2009). Longitudinal studies provide evidence for the dynamic relations between work and work behaviour, and the diversity of intra-individual change trajectories across time (see, for example De Jonge & Dormann, 2006; Martin & Hofer, 2004). Interpreting these complex results asks for innovative, developmental perspectives, and for more attention for long-term change effects. More in-depth psychological research along these lines is needed to formulate recommendations for 'life-span aware’ Human Resource Management (HRM) policies, and practices at the societal and organizational level.

A developmental perspective towards work and careers portrays the multi-dimensional process that refers to the many changes in psychological, organizational, as well as social and even societal functioning across time (cf. De Lange et al., 2006). Taking a long-term approach acknowledges that people at every point in time have past experiences that they carry with them, and that these experiences influence their choices, behaviour, self-concept or social identity, roles, and outcomes at work. This includes the influence of critical events at work.

With respect to psychological processes age-related changes have been documented in fundamental psychological processes over time, for example with respect to identity, self-determination, work values, future time perspective, job (attribute) preferences, and work motivation. Although there are life-span theories available ((e.g., Super’s Life-span, Life-space conceptual framework (1957, 1963), Vondracek’s Developmental-Contextual model (Vondracek, Lerner, & Schulenberg, 1986), and Carstensen’s Life-span Socio-emotional Selectivity theory (1998)), there is a lack of innovative theory-based studies that examine and explain intra-individual developmental changes in work behaviour, its antecedents and its consequences across longer periods of time.

We expect that articles addressing these issues will contribute to both academic progress in the field, and to an improvement of HRM practices in working organizations and society as a whole. With this special section JOOP aims to contribute to the literature on a developmental perspective towards work and careers by focusing upon the following issues:

• Age-related changes in process variables (e.g., future time perspective, motivation, and identity) that explain intra-individual changes in work behaviour across time. It is highly relevant to take into account how motives, personal preferences, attitudes and wisdom change and develop over time, and how these changes impact on work behaviour in a way that compensates for potential decreases in performance capacity and employability (Bajor & Baltes, 2003; Baltes, Staudinger & Lindenberger, 1999);
• Intra-individual changes in employability and performance across life stages, its antecedents and its outcomes. Research shows that the changes people experience throughout their career cannot be characterized as a fixed process, because individual differences are very large, and besides, these differences increase with age. In addition, change is not continuous, but rather is charcterized by turning points, career shifts, and sudden (life) events. Therefore, there is a need for an approach with a greater focus on unique intra-individual changes across time. Papers examining individual, job-related, organizational, or societal determinants of successful work and career behaviour, that build on life-span related theories pertaining to ageing, career growth and development, work ability, withdrawal, and retirement, and related outcomes (motivation, well-being, and performance) will be considered;
• Intra-individual changes in perceived employee-employer (e.g., psychological contract) relationships over time in relation to work behaviour, enduring work ability, and its outcomes. This includes intra-individual changes in reactions to job insecurity caused by (threats of) loss of long-term employment relations or even multiple experiences of such (threats of) a loss;
• Studies providing more information on methodology and statistical procedures that are specifically designed to capture intra-individual developmental change trajectories across time, such as latent growth curve analysis or time series analysis are strongly invited.

The above list is meant to provide illustrations and is by no means exhaustive. Other proposals for relevant papers in the field of long-term intra-individual developmental perspectives on work and career behaviour are encouraged by the Guest Editors. Although we prefer longitudinal contributions, manuscripts focusing upon a developmental perspective wherein other methodological approaches have been used will be seriously considered as regards their possible fit as well. Informal enquiries about the Special Issue can be made to the guest editors.

Method of submission:

Manuscripts, which should be clearly labelled as submissions intended for this Special Section, must be submitted through JOOP's online review system, Editorial Manager, in accordance with regular JOOP guidelines. All submissions will be anonymously reviewed, using the normal JOOP review criteria while also taking into account the contribution of the paper to understanding the long-term, intra-individual developments in work behaviour.

Consistent with JOOP editorial policy, papers based entirely on non-working populations (e.g. student samples) will only be considered in rather unusual circumstances. The Guest Editors retain discretion to publish this kind of data, for instance where it is clearly demonstrated that the data obtained can be generalised to working populations. Moreover, studies conducted using only cross-sectional self-report data will be considered only in exceptional circumstances. For example; if the sample is exceptionally large, representative or multiple. In all other cases, cross-sectional self-report data should form part of a wider selection of data, including other measures such as longitudinal or experimental elements, corroborating or comparison data, third party records or psycho-physiological data.

Time line:

September 2009: Call for papers.

March 30, 2010: Deadline for initial submissions.

June 1, 2010: First round of reviewing complete, and decision letters out to authors.

October 1, 2010: Deadline revised submissions and final decisions made.

March 2011: Publication.

References:

Bajor, J.K., & Baltes, B.B. (2003). The relationship between selection optimization with compensation, conscientiousness, motivation, and performance. Journal of Vocational Behavior, 63, 347-367.

Baltes, P.B., Staudinger, U.M., & Lindenberger, U. (1999). Life span psychology: Theory and application to intellectual functioning. Annual Review of Psychology, 50, 471-507.

Carstensen, L.L. (1998). A life-span approach to social motivation. In: J. Heckhausen & C.S. Dweck (Eds.). Motivation and self-regulation across the life span [pp. 341-364]. New York: Cambridge University Press.

De Jonge, J, & Dormann, C. (2006). Stressors, resources, and strain at work: A longitudinal test of the triple-match principle. Journal of Applied Psychology, 91, 6, 1359-1374.

De Lange, A.H., Taris, T.W., Jansen, P.G.W., Smulders, P., Houtman, I.L.D., & Kompier, M.A.J (2006). Age as a factor in the relation between work and mental health: results from the longitudinal TAS survey. In: J. Houdmont & S. McIntyre (Eds.). Occupational Health Psychology: European Perspectives on Research, Education and Practice (Vol. 1). Maia, Portugal: ISMAI Publications.

Martin, M., & Hofer, S.M. (2004). Intraindividual variability, change, and aging: Conceptual and analytical issues. Gerontology, 50, 7-11.

Peterson, S.J., & Spiker, B.K. (2005). Establishing the positive contributory value of older workers: A positive psychology perspective. Organizational Dynamics, 34, 133-167.

Schalk, M.J.D., & Van Veldhoven, M.J.P.M. et al. (in press). Moving European research on work and ageing forward: Overview and agenda. European Journal of Work and Organizational Psychology.

Shultz, K.S., & Adams, G.A. (2007). Aging and Work in the 21^st Century. Mahwah, New Jersey: Lawrence Erlbaum.

Super, D.E. (1957). The psychology of careers. New York: Harper.

Super, D.E. (1963). Self-concepts in vocational development. In: D.E. Super, R. Starishevsky, N. Matlin, & J.P. Jordaan (Eds.). Career development: Self-concept theory [pp. 1-16]. New York: College Entrance Examination Board.

Vondracek, F.W., Lerner, R.M., & Schulenberg, J.E. (1986). Career development: A life-span developmental approach. Hillsdale, NJ: Erlbaum.

Vondracek, F.W. (2007). Introduction and commentary: studies of development in context. Journal of Vocational Behavior, 70, 1-7.