Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.

Individuals chronically vary in the extent to which they think about the past, present, and future. This individual difference--relates to a variety of work and life outcomes including affective well-being, job performance, and career success. Although it has been proposed that people can simultaneously focus on the past, present, and future (Lewin, 1943), tests of this idea within the organizational sciences remain scarce, with scholars instead focusing on the independent predictions of each aspect of temporal focus.

Temporal focus: Thinking about the past, present, and future.

We review recent findings on temporal focus-the degree to which individuals think about the past, present, and/or future. Hypothetically, focusing on each time period could be beneficial as one can learn from the past, savor the present moment, and plan for the future. Yet research demonstrates that characteristically thinking about the past is disadvantageous, thinking about the future is advantageous, and thinking about the present has mixed outcomes.

Is burnout static or dynamic? A career transition perspective of employee burnout trajectories.

Despite decades of theory and empirical research on employee burnout, its temporal and developmental aspects are still not fully understood. This lack of understanding is problematic because burnout is a dynamic phenomenon and burnout interventions may be improved by a greater understanding of who is likely to experience changes in burnout and when these changes occur. In this article, we advance existing burnout theory by articulating how the 3 burnout dimensions should differ in their pattern of change over time as a result of career transition type: organizational newcomers, internal job changers (e.

Changes in newcomer job satisfaction over time: examining the pattern of honeymoons and hangovers.

In this study, the authors contribute insight into the temporal nature of work attitudes, examining how job satisfaction changes across the 1st year of employment for a sample of organizational newcomers. The authors examined factors related to job change (i.e.

The phenomenology of fit: linking the person and environment to the subjective experience of person-environment fit.

The authors distinguished 3 approaches to the study of perceived person-environment fit (P-E fit): (a) atomistic, which examines perceptions of the person and environment as separate entities; (b) molecular, which concerns the perceived comparison between the person and environment; and (c) molar, which focuses on the perceived similarity, match, or fit between the person and environment. Distinctions among these approaches have fundamental implications for theory, measurement, and the subjective experience of P-E fit, yet research has treated these approaches as interchangeable. This study investigated the meaning and relationships among the atomistic, molecular, and molar approaches to fit and examined factors that influence the strength of these relationships.