The Journal of applied psychology最新文献_第7页

Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan. 经验、脆弱还是超载?情绪工作需求在情绪幸福感和工作满意度轨迹中的调节作用。

IF 9.9

The Journal of applied psychology Pub Date : 2021-11-01 Epub Date: 2021-01-14 DOI: 10.1037/apl0000859

Susan Reh, Cornelia Wieck, Susanne Scheibe

{"title":"Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.","authors":"Susan Reh, Cornelia Wieck, Susanne Scheibe","doi":"10.1037/apl0000859","DOIUrl":"https://doi.org/10.1037/apl0000859","url":null,"abstract":"Employees exert emotional effort in order to perform their work effectively, albeit to varying degrees based on their occupation. These emotional job demands (EJDs) affect employees' well-being, yet evidence is mixed as to whether these effects are positive or negative. One limiting factor in extant studies is that they investigated short-term effects or cross-sectional relationships between EJDs (usually assessed at the employee level) and work outcomes. The present study used an accelerated longitudinal design with a 10-year timespan of data (effectively covering the whole working lifespan) to test the effects of EJDs at the occupational level on long-term trajectories of well-being. Drawing on the model of strengths and vulnerabilities integration (SAVI) from the lifespan psychology literature, we tested three competing effects: an experience effect (EJDs predict increased well-being), a vulnerability effect (EJDs predict diminished well-being), and an overload effect (a non-linear relationship in which very high levels lead to more unfavorable trajectories). Using data of N = 2,478 working adults in Germany drawn from the Socioeconomic Panel Study (SOEP), in tandem with data on EJDs from the Occupational Information Network (O*NET), we found an overload effect of EJDs on trajectories of positive affect and job satisfaction. However, EJDs did not influence trajectories of negative affect. We discuss the implications of our findings for theory and practice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1734-1749"},"PeriodicalIF":9.9,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38818172","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 9

When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work-family conflict and enrichment. 当忘记工作中发生的事情时:情感反思，解决问题的思考和自我控制在工作-家庭冲突和充实中的作用。

IF 9.9

The Journal of applied psychology Pub Date : 2021-11-01 Epub Date: 2020-10-22 DOI: 10.1037/apl0000847

Nina M Junker, Roy F Baumeister, Kerstin Straub, Jeffrey H Greenhaus

{"title":"When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work-family conflict and enrichment.","authors":"Nina M Junker, Roy F Baumeister, Kerstin Straub, Jeffrey H Greenhaus","doi":"10.1037/apl0000847","DOIUrl":"https://doi.org/10.1037/apl0000847","url":null,"abstract":"Whether integrating work into home benefits or harms an employee's family role is a critical issue that has met with mixed findings in the extant literature. Work-home integration can be manifested in different ways. Unfortunately, prior research has tended to use global assessments of integration that may mask relationships between different types of integration and work-family outcomes. In 2 studies, the present research takes a step toward a more fine-grained analysis by focusing on the work-family consequences of affective rumination and problem-solving pondering, both of which represent psychological integration of work into home. In Study 1, using a between-person design with a 6-week time lag (NTime1 = 519, NTime2 = 231), affective rumination was positively related to work-family conflict and negatively to work-family enrichment, whereas problem-solving pondering was unrelated to work-family conflict and positively related to work-family enrichment. In Study 2, a within-person daily diary study over 1 workweek (N = 103), affectively ruminating more than usual was related to more work-family conflict than usual and to less enrichment than usual. Moreover, average affective rumination over 1 workweek was negatively related to average work-family enrichment. Problem-solving pondering was unrelated to work-family conflict and enrichment within persons, but was positively related to work-family enrichment between persons. Neither study supported the hypothesis that trait self-control would buffer the negative consequences of affective rumination. Overall, these results emphasize the importance of investigating the consequences of specific types of integrating work into home rather than overall tendencies of doing so. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1750-1766"},"PeriodicalIF":9.9,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38523610","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 17

Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior. 创建组织公民:主管与同伴主导的角色干预如何以及何时改变组织公民行为。

IF 9.9

The Journal of applied psychology Pub Date : 2021-11-01 Epub Date: 2020-10-22 DOI: 10.1037/apl0000848

Michael R Parke, Subrahmaniam Tangirala, Insiya Hussain

{"title":"Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior.","authors":"Michael R Parke, Subrahmaniam Tangirala, Insiya Hussain","doi":"10.1037/apl0000848","DOIUrl":"https://doi.org/10.1037/apl0000848","url":null,"abstract":"We generate and test new theory on how organizations can use role interventions to increase employees' organizational citizenship behavior (OCB) such as helping and voice. In particular, we examine how interventions that employ supervisors and peers as change agents can independently and jointly motivate employees to engage in OCB by encouraging them to view their work roles more broadly. We propose that the effects of these interventions become apparent over two distinct temporal phases of change. In the early phase of the change process, when there is higher flux and uncertainty, supervisor-led interventions have relatively stronger positive influences on OCB change and peer-led interventions have limited effects. By contrast, during the later phase of the change process, as greater clarity about behavioral expectations emerges, peer-led interventions have a positive impact and work synergistically with supervisor-led interventions to increase OCB. Using a mixed methods approach, we found support for our theory in a longitudinal quasifield experiment-which tested when supervisor- and peer-led interventions induced changes in OCB-and we explored the processes and challenges underlying such changes in a qualitative follow-up investigation. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1714-1733"},"PeriodicalIF":9.9,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38523609","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 12

Relational aspects of vicarious retribution: Evidence from professional baseball. 替代报复的关系方面:来自职业棒球的证据。

The Journal of applied psychology Pub Date : 2021-10-25 DOI: 10.2139/ssrn.3897330

Xing Zhang, Tat Y Chan, W. Bottom

引用次数: 0

Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition. 性别、底线心态与职场虐待:性别规范违反与团队性别构成的作用

The Journal of applied psychology Pub Date : 2021-10-04 DOI: 10.1037/apl0000936

Kenneth Tai, Kiyoung Lee, Eugene Kim, Tiffany D. Johnson, Wei Wang, M. Duffy, S. Kim

{"title":"Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.","authors":"Kenneth Tai, Kiyoung Lee, Eugene Kim, Tiffany D. Johnson, Wei Wang, M. Duffy, S. Kim","doi":"10.1037/apl0000936","DOIUrl":"https://doi.org/10.1037/apl0000936","url":null,"abstract":"Although gender has been identified as an important antecedent in workplace mistreatment research, empirical research has shown mixed results. Drawing on role congruity theory, we propose an interactive effect of gender and bottom-line mentality on being the target of mistreatment. Across two field studies, our results showed that whereas women experienced more mistreatment when they had higher levels of bottom-line mentality, men experienced more mistreatment when they had lower levels of bottom-line mentality. In another field study, using round-robin survey data, we found that team gender composition influenced the degree to which the adoption of a bottom-line mentality by female team members was perceived to be a gender norm violation, which subsequently predicted their likelihood of being mistreated. Specifically, women who had higher (vs. lower) levels of bottom-line mentality were more likely to be perceived to violate gender norms in teams with a lower proportion of women, and in turn, perceived gender norm violation was positively associated with being mistreated. We discuss theoretical and practical implications of our findings and directions for future research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":"70 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122781242","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 7

The regulating role of mindfulness in enacted workplace incivility: An experience sampling study. 正念对职场不文明行为的调节作用:一项经验抽样研究。

IF 9.9

The Journal of applied psychology Pub Date : 2021-08-01 Epub Date: 2020-09-10 DOI: 10.1037/apl0000824

Ute R Hülsheger, Suzanne van Gils, Alicia Walkowiak

{"title":"The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.","authors":"Ute R Hülsheger, Suzanne van Gils, Alicia Walkowiak","doi":"10.1037/apl0000824","DOIUrl":"https://doi.org/10.1037/apl0000824","url":null,"abstract":"Incivility at work poses a problem, both for individuals who are the targets of incivility and for organizations. However, relatively little is known about what drives or hinders individuals to engage in incivility, and how they respond to their own uncivil behavior. Adopting a self-regulation perspective, we link theories explaining enacted incivility as self-regulatory failure with research about the self-regulatory benefits of mindfulness. We develop and investigate a conceptual model on the role of trait mindfulness in antecedent- and consequent-based processes of enacted workplace incivility. Data from an experience-sampling study across 5 work days provided support for the majority of our hypotheses. Individuals high in trait mindfulness not only showed generally low levels of enacted incivility, but they also displayed less variability in enacted incivility over time. Specifically, while enacted incivility was entrained to the work week and systematically decreased from Monday to Friday for individuals low in mindfulness, enacted incivility remained stable over the course of the work week for individuals high in mindfulness. Furthermore, employees high in trait mindfulness reacted in a more morally mature manner and experienced guilt when having engaged in uncivil behavior compared to their low mindful counterparts. However, increases in guilt for high mindful individuals did not translate into lower levels of enacted incivility the following work day. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1250-1265"},"PeriodicalIF":9.9,"publicationDate":"2021-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38367331","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 26

Awakening the entrepreneur within: Entrepreneurial identity aspiration and the role of displacing work events. 唤醒内在的企业家:企业家身份渴望和取代工作事件的作用。

IF 9.9

The Journal of applied psychology Pub Date : 2021-08-01 Epub Date: 2020-09-03 DOI: 10.1037/apl0000823

Scott E Seibert, Jordan D Nielsen, Maria L Kraimer

{"title":"Awakening the entrepreneur within: Entrepreneurial identity aspiration and the role of displacing work events.","authors":"Scott E Seibert, Jordan D Nielsen, Maria L Kraimer","doi":"10.1037/apl0000823","DOIUrl":"https://doi.org/10.1037/apl0000823","url":null,"abstract":"This study develops and tests a model of the transition from paid employment to entrepreneurship using a sample of 226 adults currently in paid employment. Building on a seminal but largely untested insight from Shapero (1975), we used theoretical logic from event system theory to propose that displacing work events moderate the effect of entrepreneurial identity aspirations, a possible-self role identity, on engagement in nascent entrepreneurial activities (discovery and exploitation behaviors). Results show that entrepreneurial identity aspirations were more strongly positively related to entrepreneurial discovery behaviors among employees who experienced a displacing work event in their current workplace; discovery behaviors in turn related to entrepreneurial exploitation behaviors. The moderation effect was significant for four of the six displacing events examined in this study. Our findings have implications for the literatures on entrepreneurial career transitions, entrepreneurial role identity, and event system theory and offer validity evidence for the nascent entrepreneurial behaviors scale. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1224-1238"},"PeriodicalIF":9.9,"publicationDate":"2021-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38340826","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 23

Individualized pay-for-performance arrangements: Peer reactions and consequences. 个性化绩效薪酬安排:同行反应和后果。

IF 9.9

The Journal of applied psychology Pub Date : 2021-08-01 Epub Date: 2020-09-03 DOI: 10.1037/apl0000820

Dhuha Abdulsalam, Mark A Maltarich, Anthony J Nyberg, Greg Reilly, Melissa Martin

{"title":"Individualized pay-for-performance arrangements: Peer reactions and consequences.","authors":"Dhuha Abdulsalam, Mark A Maltarich, Anthony J Nyberg, Greg Reilly, Melissa Martin","doi":"10.1037/apl0000820","DOIUrl":"https://doi.org/10.1037/apl0000820","url":null,"abstract":"We contribute to understanding the previously unrecognized consequences of individualized employment arrangements on the relationship between pay and performance. Increases in the application of pay-for-performance (PFP) idiosyncratic deals (PFP i-deals) raise questions about how individualized PFP arrangements affect the performance of peers who do not receive such customized deals. As pay systems become more individualized, understanding the economic ramifications of how PFP i-deals affect peer performance is essential for understanding the total unit effects of implementing PFP i-deals. To examine these peer effects, we explored peer responses to PFP i-deals and identified boundary conditions on broad theoretical assumptions underlying the conclusion that PFP increases unit performance. We tested our predictions by applying multilevel random-coefficient discontinuous growth models to a sample of 451 peers nested in 117 business units of a for-profit health-care organization. Immediately after PFP i-deal implementation in the unit, the performance level of peers was negatively affected. Additionally, peer performance trends after PFP i-deal implementation were lower than they were before the PFP i-deal implementation. Our study also identified contextual factors that influence peer responses to PFP i-deal implementation. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1202-1223"},"PeriodicalIF":9.9,"publicationDate":"2021-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38340825","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 9

Understanding the relationship between prior to end-of-workday physical activity and work-life balance: A within-person approach. 了解工作日结束前的体力活动与工作与生活平衡之间的关系:一个人的方法。

IF 9.9

The Journal of applied psychology Pub Date : 2021-08-01 Epub Date: 2020-09-07 DOI: 10.1037/apl0000829

Charles Calderwood, Allison S Gabriel, Lieke L Ten Brummelhuis, Christopher C Rosen, Emily A Rost

{"title":"Understanding the relationship between prior to end-of-workday physical activity and work-life balance: A within-person approach.","authors":"Charles Calderwood, Allison S Gabriel, Lieke L Ten Brummelhuis, Christopher C Rosen, Emily A Rost","doi":"10.1037/apl0000829","DOIUrl":"https://doi.org/10.1037/apl0000829","url":null,"abstract":"Although physical activity has typically been conceptualized by organizational scholars as a postwork activity that spills over to enhance work-related experiences, little is known about how physical activity prior to the end of the workday spills over to affect nonwork criteria. Drawing from Hirschi, Shockley, and Zacher's (2019) action regulation model of work-life balance, we develop a process-oriented model of the implications of prior to end-of-workday physical activity for daily satisfaction with work-life balance. We examine our conceptual model in a 5-day daily diary study that incorporates objective measurements of physical activity (i.e., prior to end-of-workday steps assessed via actigraph) collected from 71 full-time employees. Consistent with our predictions, prior to end-of-workday physical activity yields greater levels of end-of-workday vigor, a boundary-spanning resource that in turn provides the energetic bandwidth to simultaneously achieve work-related (i.e., daily work recovery) and non-work-related (i.e., daily family absorption) goals during the postwork period, ultimately enhancing daily satisfaction with work-life balance. We discuss how our findings expand the scope of theorizing surrounding employee physical activity to encompass nonwork criteria and yield actionable recommendations to harness prior to end-of-workday physical activity as a positive resource. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1239-1249"},"PeriodicalIF":9.9,"publicationDate":"2021-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38449268","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 13

Team leader coaching intervention: An investigation of the impact on team processes and performance within a surgical context. 团队领导指导干预:在外科手术背景下对团队过程和绩效影响的调查。

IF 9.9

The Journal of applied psychology Pub Date : 2021-07-01 Epub Date: 2020-08-27 DOI: 10.1037/apl0000814

M Travis Maynard, John E Mathieu, Tammy L Rapp, Lucy L Gilson, Cathy Kleiner

{"title":"Team leader coaching intervention: An investigation of the impact on team processes and performance within a surgical context.","authors":"M Travis Maynard, John E Mathieu, Tammy L Rapp, Lucy L Gilson, Cathy Kleiner","doi":"10.1037/apl0000814","DOIUrl":"https://doi.org/10.1037/apl0000814","url":null,"abstract":"We examined the impact of a team leader coaching intervention on episodic team processes (transition, action, interpersonal) and subsequent team performance outcomes within a surgical context. Specifically, we tested whether coaching team leaders (i.e., surgeons) on promoting effective teamwork facilitates team processes and two important outcomes-delays and distractions. Team processes were indexed using detailed observational protocols by subject-matter experts before and during surgeries. We employed an interrupted time series design whereby half of our participants received coaching midway through the longitudinal period and the remaining served as a quasi-control group. Team processes and outcomes were collected from multiple surgeries, per surgeon, both before and after the coaching intervention (N = 223 surgeries total). Results from a multilevel mixed-model (treatment vs. control, over time) structural equation model suggest that teams where the surgeon (team leader) received the coaching intervention exhibited higher-quality team transition processes. Transition processes related positively to subsequent action and interpersonal processes, which in turn yielded improvements in two different surgical team performance outcomes. Theoretical and applied implications are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1080-1092"},"PeriodicalIF":9.9,"publicationDate":"2021-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38411319","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 7