Psychologist-Manager Journal最新文献_第6页

The Role of the Work Station: Visibility of One’s Computer Screen to Coworkers Influences Cyberloafing Through Self-Efficacy to Hide Cyberloafing 工作站的作用：一个人的电脑屏幕对同事的可见性通过自我效能感来隐藏网络钓鱼对网络钓鱼的影响

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-11-01 DOI: 10.1037/mgr0000061

Kevin Askew, John E. Buckner

{"title":"The Role of the Work Station: Visibility of One’s Computer Screen to Coworkers Influences Cyberloafing Through Self-Efficacy to Hide Cyberloafing","authors":"Kevin Askew, John E. Buckner","doi":"10.1037/mgr0000061","DOIUrl":"https://doi.org/10.1037/mgr0000061","url":null,"abstract":"The use of the Internet at work for reasons unrelated to work, or cyberloafing, is a potentially harmful behavior for organizations. Past studies have shown cyberloafing is driven in part by characteristics of the work environment (Askew, Vandello, & Coovert, 2012). However, there remains little research on how the work environment influences cyberloafing. Here, we tested hypotheses that work station properties (and electronic monitoring) would influence cyberloafing through self-efficacy to hide cyberloafing among a sample of working adults (N = 202). We found evidence that visibility of one’s computer screen influences cyberloafing through increased levels of one’s self-efficacy to hide cyberloafing. In addition to the main study, we conducted a cross-validation study with a sample of Amazon’s Mechanical Turk workers. Using multiple data control techniques, we were able to replicate the original results, providing evidence that the effect is robust and not specific to our original sample. The investigation contributes to practice and theory in two important ways. First, this investigation identifies a novel intervention point for decreasing personal computer use at work, that is, the structuring or restructuring of the immediate work station to deter cyberloafing. Second, the results suggest an expansion to one of the major theories of cyberloafing (i.e., theory of planned behavior model of cyberloafing) to include visibility of one’s computer screen as a distal antecedent, proximal to self-efficacy to hide.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41676789","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: 8

Other Facets of Workplace Abuse: An Exploratory Study 工作场所虐待的其他方面:一项探索性研究

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-11-01 DOI: 10.1037/mgr0000060

A. Cavaiola, D. Stout

{"title":"Other Facets of Workplace Abuse: An Exploratory Study","authors":"A. Cavaiola, D. Stout","doi":"10.1037/mgr0000060","DOIUrl":"https://doi.org/10.1037/mgr0000060","url":null,"abstract":"Previous research has identified a variety of forms of workplace abuse (e.g., bullying and ostracism) and various forms of workplace incivility, including exploitation. To explore other forms of workplace abuse, 354 participants from various occupations were surveyed by using a questionnaire developed by the authors (Beyond Bullying Questionnaire [BBQ]). When compared with the Negative Acts Questionnaire–Revised (NAQ-R; Einarsen, Hoel, & Notelears, 2009), the BBQ revealed nearly equal percentages (64.86% and 64.95%, respectively) of participants endorsing one or more items on both measures, suggesting a likelihood that those who experience bullying may also be subjected to other forms of workplace abuse. Significant correlations were found between the full scale or composite scores of the NAQ-R and the BBQ; however, the subscales were not strongly correlated, suggesting that these scales measure distinct aspects of workplace abuse. However, multiple regression analysis revealed that the Person-Related Bullying subscale of the NAQ-R, the Exploitation subscale of the BBQ, participant’s age, and overall number of stressors were found to be significant predictors of the Global Severity Index of the Brief Symptom Inventory, suggesting that the other forms of workplace abuse caused both stress and psychological distress for workers who experienced these behaviors. Overall, being subjected to bullying behaviors resulted in higher levels of psychological distress, as measured by the Brief Symptom Inventory; higher levels of traumatic symptoms, as measured by the Impact of Events Scale–Revised; and higher levels of stress, as measured by the Perceived Stress Scale, when compared with other forms of workplace abuse.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44755910","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: 3

Purpose, Passion, and Performance at the Workplace: Exploring the Nature, Structure, and Relationship 工作场所的目标、激情和表现:探索性质、结构和关系

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-10-12 DOI: 10.1037/mgr0000059

R. K. Pradhan, Priyasha Panda, L. K. Jena

引用次数: 10

Assessing Emotional and Social Intelligence for Building Effective Hospital Teams 建立有效医院团队的情绪和社会智力评估

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-10-02 DOI: 10.1037/mgr0000058

Marcia M. Hughes, J. Albino

引用次数: 1

Millennials, Learning, and Development: Managing Complexity Avoidance and Narcissism 千禧一代，学习和发展:管理复杂性回避和自恋

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-08-01 DOI: 10.1037/mgr0000056

Robert C. Giambatista

引用次数: 19

An Examination of Generational Stereotypes as a Path Towards Reverse Ageism 作为逆向年龄歧视途径的代际刻板印象的检验

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-08-01 DOI: 10.1037/mgr0000057

M. Raymer, M. Reed, M. Spiegel, Radostina K. Purvanova

{"title":"An Examination of Generational Stereotypes as a Path Towards Reverse Ageism","authors":"M. Raymer, M. Reed, M. Spiegel, Radostina K. Purvanova","doi":"10.1037/mgr0000057","DOIUrl":"https://doi.org/10.1037/mgr0000057","url":null,"abstract":"This article develops and tests an argument about the origins and consequences of reverse ageism. Specifically, we argue that the hype about generational differences gives credence to reverse-ageist ideologies, and we test the notion that such ideologies engender reverse-ageist discriminatory behaviors directed at young nonprofit professionals. We surveyed 282 Millennials, Xers, and Boomers employed in the nonprofit and human services sector. Participants completed a Generational Stereotypes Index, rated the work skills of young professionals, and shared examples of reverse age discrimination. Compared with Millennials, members of prior generations (Boomers and Xers) view “the typical young professional” more stereotypically. Moreover, these stereotypical perceptions of young professionals predict older employees’ beliefs that young professionals lack general work skills. Qualitative analyses show that a majority of older employees (over 60% in our sample) describe their young colleagues negatively, and that young employees (close to 30% in our sample) experience reverse age discrimination. These results illustrate how the seemingly benign conversation about generational differences escalates into a serious issue—reverse age discrimination experienced by today’s young employees, the Millennials.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49092709","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: 30

The Effects of Personality on Workplace Bullying 人格对职场欺凌的影响

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-08-01 DOI: 10.1037/mgr0000054

Christopher J. Wilson, M. Nagy

引用次数: 6

Accentuate the Positive: Which Discrete Positive Emotions Predict Which Work Outcomes? 强调积极：哪些离散的积极情绪可以预测哪些工作结果？

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-05-01 DOI: 10.1037/mgr0000053

Carolyn J. Winslow, Xiaoxiao Hu, Seth A. Kaplan, Yi Li

引用次数: 20

Joy at Work: Initial Measurement and Validation in Indian Context 工作中的快乐:在印度背景下的初步测量和验证

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-05-01 DOI: 10.1037/mgr0000051

L. K. Jena, Sajeet Pradhan

引用次数: 16

Adapting Simulation Responses From Judgment-Based to Analytic-Based Scores: A Process Model, Case Study, and Empirical Evaluation of Managers’ Responses Among a Sample of Managers 从基于判断的模拟反应到基于分析的分数:一个过程模型，案例研究，以及管理者样本中管理者反应的实证评估

IF 0.6

Psychologist-Manager Journal Pub Date : 2017-01-01 DOI: 10.1037/mgr0000049

Diana R. Sanchez, Saar Van Lysebetten, A. Gibbons

{"title":"Adapting Simulation Responses From Judgment-Based to Analytic-Based Scores: A Process Model, Case Study, and Empirical Evaluation of Managers’ Responses Among a Sample of Managers","authors":"Diana R. Sanchez, Saar Van Lysebetten, A. Gibbons","doi":"10.1037/mgr0000049","DOIUrl":"https://doi.org/10.1037/mgr0000049","url":null,"abstract":"Workplace simulations, often used to assess or train employees, historically rely on human raters who use judgment to evaluate and score the behavior they observe (judgment-based scoring). Such judgments are often complex and holistic, raising concerns about their reliability and susceptibility to bias. Human raters are also resource-intensive; thus, organizations are interested in strategies for reducing the role of human judgment in simulations. For example, using a checklist of discrete, clearly observable behaviors with predefined point values (analytic scoring) might be expected to simplify the rating process and produce more consistent scores. With the use of good text- or voice-recognition software, such a checklist might even be amenable to automation, eliminating the need for human raters altogether. Although the possibility of such potential benefits may appeal to organizations, it is unclear how changing the scoring method in this way may affect the meaning of scores. The authors developed a framework for converting judgment-based scores to analytic scores, using the automated scoring and qualitative content analysis literatures, and applied this framework to the original constructed responses of 84 managers in a workplace simulation. The responses were adapted into discrete behaviors and scored analytically. Results indicated that responses could be adequately summarized using a reasonable number of discrete behaviors, and that analytic scores converged significantly but not strongly with the original judgment-based scores from human raters. We discuss implications for future research and provide recommendations for practitioners considering automated scores in workplace simulations.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519757","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: 1