Jane Sturges
Biographic Data
| ID | 4369092 |
|---|---|
| NAME | Jane Sturges |
| GIVEN NAMES | Jane |
| FAMILY NAME | Sturges |
| SIGNATURE | STURGES J |
| AFFILIATIONS | King's College London |
| ORCID | 0000-0002-0133-3195 |
| VERIFIED | Yes |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 88 |
| WORKS AS AUTHOR | 9 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2002 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 5 |
Walking back to happiness
Working in a domain to which one feels called has been heralded as a source of deep meaning and fulfilment, but not everyone is able to pursue their calling through paid employment. Current thinking positions such abandoned occupational callings as a source of regret, stress and disappointment but, by focusing on the perspectives of those still in mid-career, extant research has overlooked the potential for a calling to re-emerge in late adulthoo…
Do Temporary Workers Always Lower Workgroup Effectiveness? The Moderating Effect of Job Similarity in Blended Workgroups
Workgroups containing both permanent and temporary workers are often referred to as being ‘blended’. There exists a general view in the literature that workgroups blended in this way function less well with greater rather than fewer temporary workers. However, this notion has received little direct testing. Drawing on social identity theory and the input‐process‐output model of group effectiveness, this study examines the performance of 131 workg…
Self-control during daily work activities and work-to-nonwork conflict
In God's name
This article uses a gender lens to examine how people with a calling conceptualize what career success means to them, that is, what work‐related outcomes they seek to accomplish in their career. Qualitative data were gathered from ministers of religion working for the Church of England, an organization where gender discrimination is deeply embedded. The findings show that people with the same calling may conceptualize their own career success in …
Using self-determination theory to understand the relationship between calling enactment and daily well-being
This paper contributes to the calling literature by using self-determination theory—a theory that makes distinctions between different types of motivation—in order to gain a better understanding of how enacting a calling may relate both positively and negatively to well-being. We use a daily diary method novel to the calling field and a sample with a distinctive calling, Church of England clergy. We expect daily calling enactment to relate positi…
A matter of time
This article examines young construction industry professionals' experiences of working long hours from the perspective of the meanings that they ascribe to work time and how these influence the hours that they work. It considers how such notions of 'qualitative' time spent on work may shape attitudes and behaviour relating to 'quantitative' work hours. The findings show that, for the interviewees, work time has meanings chiefly associated with e…
Crafting a balance between work and home
This article reports the findings of a qualitative study that explored the unofficial techniques and activities that individuals use to shape their own work–life balance. It theorizes that this behaviour may be usefully conceptualized as physical, relational and cognitive work–life balance crafting. It identifies the physical, relational and cognitive techniques that young professionals employ to manage their work–life balance and shows that dist…
Managing the career deal
This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological co…
A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work
This paper reports the findings of a two‐wave longitudinal study investigating relationships between organizational and individual career management activities and organizational commitment in the early years of graduate careers. Several hypotheses are tested and receive mixed support. High organizational commitment predicts the practice of career management activities by graduates to further their career within the organization while low commitm…
A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work
This paper reports the findings of a two‐wave longitudinal study investigating relationships between organizational and individual career management activities and organizational commitment in the early years of graduate careers. Several hypotheses are tested and receive mixed support. High organizational commitment predicts the practice of career management activities by graduates to further their career within the organization while low commitm…
Crafting a balance between work and home
This article reports the findings of a qualitative study that explored the unofficial techniques and activities that individuals use to shape their own work–life balance. It theorizes that this behaviour may be usefully conceptualized as physical, relational and cognitive work–life balance crafting. It identifies the physical, relational and cognitive techniques that young professionals employ to manage their work–life balance and shows that dist…
Managing the career deal
This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological co…
Using self-determination theory to understand the relationship between calling enactment and daily well-being
This paper contributes to the calling literature by using self-determination theory—a theory that makes distinctions between different types of motivation—in order to gain a better understanding of how enacting a calling may relate both positively and negatively to well-being. We use a daily diary method novel to the calling field and a sample with a distinctive calling, Church of England clergy. We expect daily calling enactment to relate positi…
A matter of time
This article examines young construction industry professionals' experiences of working long hours from the perspective of the meanings that they ascribe to work time and how these influence the hours that they work. It considers how such notions of 'qualitative' time spent on work may shape attitudes and behaviour relating to 'quantitative' work hours. The findings show that, for the interviewees, work time has meanings chiefly associated with e…
Walking back to happiness
Working in a domain to which one feels called has been heralded as a source of deep meaning and fulfilment, but not everyone is able to pursue their calling through paid employment. Current thinking positions such abandoned occupational callings as a source of regret, stress and disappointment but, by focusing on the perspectives of those still in mid-career, extant research has overlooked the potential for a calling to re-emerge in late adulthoo…
In God's name
This article uses a gender lens to examine how people with a calling conceptualize what career success means to them, that is, what work‐related outcomes they seek to accomplish in their career. Qualitative data were gathered from ministers of religion working for the Church of England, an organization where gender discrimination is deeply embedded. The findings show that people with the same calling may conceptualize their own career success in …
A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work
This paper reports the findings of a two‐wave longitudinal study investigating relationships between organizational and individual career management activities and organizational commitment in the early years of graduate careers. Several hypotheses are tested and receive mixed support. High organizational commitment predicts the practice of career management activities by graduates to further their career within the organization while low commitm…
Managing the career deal
This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological co…
Crafting a balance between work and home
This article reports the findings of a qualitative study that explored the unofficial techniques and activities that individuals use to shape their own work–life balance. It theorizes that this behaviour may be usefully conceptualized as physical, relational and cognitive work–life balance crafting. It identifies the physical, relational and cognitive techniques that young professionals employ to manage their work–life balance and shows that dist…
A matter of time
This article examines young construction industry professionals' experiences of working long hours from the perspective of the meanings that they ascribe to work time and how these influence the hours that they work. It considers how such notions of 'qualitative' time spent on work may shape attitudes and behaviour relating to 'quantitative' work hours. The findings show that, for the interviewees, work time has meanings chiefly associated with e…
Using self-determination theory to understand the relationship between calling enactment and daily well-being
This paper contributes to the calling literature by using self-determination theory—a theory that makes distinctions between different types of motivation—in order to gain a better understanding of how enacting a calling may relate both positively and negatively to well-being. We use a daily diary method novel to the calling field and a sample with a distinctive calling, Church of England clergy. We expect daily calling enactment to relate positi…
In God's name
This article uses a gender lens to examine how people with a calling conceptualize what career success means to them, that is, what work‐related outcomes they seek to accomplish in their career. Qualitative data were gathered from ministers of religion working for the Church of England, an organization where gender discrimination is deeply embedded. The findings show that people with the same calling may conceptualize their own career success in …
Self-control during daily work activities and work-to-nonwork conflict
Do Temporary Workers Always Lower Workgroup Effectiveness? The Moderating Effect of Job Similarity in Blended Workgroups
Workgroups containing both permanent and temporary workers are often referred to as being ‘blended’. There exists a general view in the literature that workgroups blended in this way function less well with greater rather than fewer temporary workers. However, this notion has received little direct testing. Drawing on social identity theory and the input‐process‐output model of group effectiveness, this study examines the performance of 131 workg…
Walking back to happiness
Working in a domain to which one feels called has been heralded as a source of deep meaning and fulfilment, but not everyone is able to pursue their calling through paid employment. Current thinking positions such abandoned occupational callings as a source of regret, stress and disappointment but, by focusing on the perspectives of those still in mid-career, extant research has overlooked the potential for a calling to re-emerge in late adulthoo…
Psychology (8 works) · Social Psychology (8 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Sociology (5 works) · Engineering (4 works) · Political science (4 works) · Work (physics (4 works) · Career development (3 works) · Gender Diversity and Inequality (3 works)