Lanyue Fan
About
Biography
Lanyue Fan joined Surrey Business School in April 2023 as a lecturer in Organisational Behaviour and Human Resource Management. She holds a Master's degree in Psychology from the Chinese University of Hong Kong and a Bachelor's degree in Human Resource Management from Renmin University of China. Currently, she is in the final stage of her Ph.D. in Management at Durham University Business School, where she also served as a seminar tutor for the Organisational Behaviour Module (MSc) and as a research associate supporting collaborative research projects.
She is interested in exploring how individuals thrive in today’s dynamic and complex working environment. Her research primarily concentrates on career management and development, studying how individuals interact with their environment to achieve certain outcomes like career choices, satisfaction, performance, and well-being. A parallel stream of her research focuses on leadership process and behaviour, particularly from the perspective of leader identity. She has published in the Journal of Vocational Behavior and the Journal of Occupational and Organizational Psychology.
ResearchResearch interests
- Career development
- Career management
- Leader identity
- Leadership complexity
- Measurement development
Research interests
- Career development
- Career management
- Leader identity
- Leadership complexity
- Measurement development
Teaching
2023/4
MANM383 Research Methods for Applied Psychology (MSc)
MAN1073 Organisational Behaviour and Analysis (BSc)
Publications
In this study, we aim to examine how socialization practices predict newcomers' career adaptability during their organizational transitions. Drawing on career construction theory and conservation of resources theory, we argue that newcomers' job embeddedness, as predicted by their perceived organizational socialization tactics, positively predicts their career adaptability during career transitions. We investigate the role of past transition experiences (i.e., career variety) in moderating the relationship between job embeddedness and career adaptability. Data were collected at three time points from 492 newcomers in an information technology company in China. The newcomers' perceived organizational socialization tactics (i.e., training, future prospects and coworker support) positively predicted their job embeddedness, which was positively associated with their career adaptability. Additionally, career variety weakened the positive effect of job embeddedness on career adaptability. Furthermore, career variety moderated the indirect effects of future prospects and coworker support on career adaptability via job embeddedness, but not that of training. We conclude the article with discussions of our theoretical and practical contributions.
This article is part of the 50th anniversary issue of the Journal of Vocational Behavior (JVB), with a focus on person-environment (P-E) fit. P-E fit has been a central research area in vocational and organizational psychology. With a focus on highly influential work in both fields, this article aims to synthesize P-E fit literature and develop theoretical models to guide future research. First, we summarize key perspectives and the state of the art in the general P-E fit literature. Second, based on a succinct review of P-E fit papers published in JVB, we take an interdisciplinary approach to critically discuss the conceptual and methodical ambiguities in this area. Third, we integrate identity and social exchange theories to present an Identity-Capability-Reward (ICR) model to conceptualize P-E fit across job roles and work entities at different levels. Fourth, we draw upon self-regulation and life-span development perspectives to propose a cybernetic development model that theorizes the self-regulated changes of fit experiences across time. We conclude with recommendations for an integrative, dynamic, and developmental approach to advance the P-E fit theories.