Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones最新文献

{"title":"Losing and Regaining Organizational Attractiveness During the Recruitment Process: A Multiple-Segment Factorial Vignette Study","authors":"Sabrina Krys, Udo Konradt","doi":"10.5093/jwop2022a4","DOIUrl":"https://doi.org/10.5093/jwop2022a4","url":null,"abstract":"How applicants’ perceptions of organizational attractiveness (OA) change over the recruitment process and whether OA, once lost, can ever be regained, has hardly been investigated. Therefore, drawing on organizational justice and signaling theories, we examined the effects of treatment (fair vs. unfair), re-evaluation (positive vs. negative), and outcome (offer vs. rejection) on OA. Results from a multiple-segment factorial vignette study (N = 193 employees) showed a reduction in OA (67%) after applicants were treated unfairly. Up to 24% of this loss was regained in subsequent stages through positive re-evaluation and by being offered a job. The results also showed a reduction in OA (52%) for applicants who were treated fairly but re-evaluated their experience negatively and received a rejection. Thus, one good experience may not be enough to attract applicants, and understanding the combined effect of experiences is even more important than understanding the effect of a single experience. Ganar y recuperar atractivo organizacional durante el proceso de reclutamiento: un estudio factorial multisegmentario con viñetas","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88924974","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Perceived Family and Partner Support and the Work-Family Interface: A Meta-analytic Review","authors":"H. Kelley, Ashley B. LeBaron‐Black, E. Hill, Diana J. Meter","doi":"10.5093/jwop2021a15","DOIUrl":"https://doi.org/10.5093/jwop2021a15","url":null,"abstract":"This study employed meta-analytic techniques to elucidate the role of perceived partner and family support in four measures of the work-family interface. We extracted 183 effect sizes from 82 samples and a total of N = 36,226 individuals. We found perceived familial (partner and family) support was negatively associated with work-to-family conflict (r = -.099) and family-to-work conflict (r = -.178). It was positively associated with work-to-family enrichment (r = .173) and family-to-work enrichment (r = .378). Various sample-level moderators were investigated through meta regression and subgroup analyses, including whether the support measure was family or partner focused. Perceived family support showed larger magnitude associations with the two conflict outcome variables than partner support, while there were no significant differences between family and partner support and the two enrichment outcomes. The results suggest that familial support is an essential component of successfully minimizing work-family conflict and maximizing work-family enrichment, and that whether the measure of support is partner or family specific may impact the magnitude of results. El apoyo familiar y de pareja percibido y la interconexión trabajo-familia: una revisión metaanalítica","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76119564","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Ten Years of Research on Psychosocial Risks, Health, and Performance in Latin America: A comprehensive Systematic Review and Research Agenda","authors":"Lucas Pujol-Cols, M. Lazzaro-Salazar","doi":"10.5093/jwop2021a18","DOIUrl":"https://doi.org/10.5093/jwop2021a18","url":null,"abstract":"Most systematic reviews of the relationships between work-related psychosocial risks, health, and performance have only considered papers in English, thus ignoring, to a considerable extent, studies conducted in Latin America. In addition, most systematic reviews that have indeed included Latin-American studies have focused on only one occupation and one kind of psychosocial risk, which contributes to producing scattered empirical evidence of this relationship. This paper reports the results of a comprehensive and critical systematic review of 85 studies that examined the relationships between psychosocial risks, health, and performance across a wide range of organizational contexts in Latin America over the last ten years. The paper contributes to the organizational psychology literature by critically reviewing and integrating the most recent studies on this topic in Latin America, identifying their main limitations, and proposing future lines of research that update the debate on this relationship and move this field of study forward.Alternate : La mayoría de las revisiones sistemáticas sobre las relaciones entre los riesgos psicosociales en el trabajo, la salud y el desempeño solo han considerado artículos en inglés, ignorando así, en gran medida, los estudios realizados en América Latina. Además, la mayoría de las revisiones sistemáticas que efectivamente han incluido estudios latinoamericanos se han centrado en una sola ocupación y en un solo tipo de riesgo psicosocial, lo que ha contribuido a producir evidencia empírica dispersa y atomizada de esta relación. Este artículo reporta los resultados de una revisión sistemática integradora y crítica de 85 estudios que examinaron las relaciones entre los riesgos psicosociales, la salud y el desempeño en una amplia gama de contextos organizacionales en América Latina durante los últimos diez años. El artículo contribuye a la literatura de psicología organizacional dado que revisa críticamente e integra los estudios más recientes sobre este tema en América Latina, identifica sus principales limitaciones y propone líneas futuras de investigación que actualicen el debate sobre esta relación y promuevan el avance de este campo de estudio.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85367013","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Servant Leadership and Machiavellian Followers: A Moderated Mediation Model","authors":"Tasneem Fatima, Mehwish Majeed, Sadia Jahanzeb, S. Gul, Muhammad Irshad","doi":"10.5093/jwop2021a19","DOIUrl":"https://doi.org/10.5093/jwop2021a19","url":null,"abstract":"Despite promoting positive employee outcomes, servant leaders may become the victim of manipulation by followers. The current study investigates this underexplored side of servant leadership by examining the employee-related outcomes of the interaction between servant leadership and follower Machiavellianism through mediating mechanism of exploitative manipulative behavior. It is argued that employees high in Machiavellianism engage in exploitative manipulative behavior to achieve subjective career success and social power while working with a servant leader. We used PROCESS macro to analyze our mediation and moderated mediation hypotheses, respectively. We collected data in a time-lagged design (three-time lags) from 320 dyads (self and peer) responses from service sector organizations. The results fully supported our hypotheses. Limitations and future research directions are also presented. El liderazgo de servicio y los subordinados maquiavélicos: un modelo de mediación moderada","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86982713","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Type D Personality Individuals: Exploring the Protective Role of Intrinsic Job Motivation in Burnout","authors":"Esther Cuadrado, C. Tabernero, Cristina Fajardo, Bárbara Luque, Alicia Arenas, Manuel Moyano, R. Castillo-Mayén","doi":"10.5093/JWOP2021A12","DOIUrl":"https://doi.org/10.5093/JWOP2021A12","url":null,"abstract":"Three studies (Study 1, with 354 teaching and administrative staff at the University of Córdoba, Study 2 with 567 teachers, Study 3, longitudinal, with 111 teachers) analyzed the role adopted by self-regulatory variables in the relationship between type D personality (TDP) and burnout. Moderated mediation analyses in the three studies confirmed: (1) the mediating role of emotional dissonance in the relationships between TDP and burnout; (2) the mediating role of selfefficacy in the TDP-burnout link; and (3) the moderating role of intrinsic job motivation in confirmed mediations. The results highlighted that (1) high levels of emotional dissonance may act as a risk factor that is increased with high levels of TDP and (2) self-efficacy to cope with stress and intrinsic motivation act as protective factors, highlighting the protective role of intrinsic motivation because it buffers the negative effects of TDP on workers’ burnout. Trabajadores con personalidad tipo D: la exploración del rol protector de la motivación laboral intrínseca en el burnout","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2021-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89679607","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How Contextual Performance Influences Perceptions of Personality and Leadership Potential","authors":"Danilo R. Le Sante, A. Eaton, C. Viswesvaran","doi":"10.5093/JWOP2021A10","DOIUrl":"https://doi.org/10.5093/JWOP2021A10","url":null,"abstract":"Research has found that employees high in cooperative and persistent personality traits tend to engage in more contextual performance at work—extra-role behaviors that support and maintain organizational structure. In a between-subjects experiment, we examined whether descriptions of employees engaged in contextual performance affected inferences about their personality traits and leadership potential. We also examined whether the effects of interpersonal facilitation on perceptions of agreeableness, and perceptions of agreeableness on leadership emergence, were moderated by target employee gender. As predicted, the positive relationship between interpersonal facilitation and leadership emergence was explained by increased perceptions of extraversion and agreeableness, though no effects of target gender emerged. By engaging in interpersonal facilitation, employees may be able to increase others’ confidence in their leadership potential through personality inferences.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2021-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79942436","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Meta-analytic Examination of a Suppressor Effect on Subjective Well-Being and Job Performance Relationship","authors":"Silvia Moscoso, J. Salgado","doi":"10.5093/JWOP2021A13","DOIUrl":"https://doi.org/10.5093/JWOP2021A13","url":null,"abstract":"This paper presents a meta-analytic study of the relationship between overall subjective well-being (SWB), cognitive SWB, affective SWB, and job performance ratings. The study examined the moderator effect of the source of job performance measure (self-report vs. supervisory ratings). The database consists of 34 independent samples (n = 5,352) using supervisory performance ratings and 38 independent samples (n = 12,086) using self-reported of job performance. These samples were located through electronic and manual searches. The results indicated that, on average, the correlation for SWBsupervisory ratings (ρ = .35) was slightly larger than for SWB-self-reported performance (ρ = .33). The correlation of affective SWB was much higher with supervisory ratings (ρ = .49) than with self-reported performance (ρ = .30). A suppressor effect of cognitive SWB was found for the prediction of supervisory ratings. Finally, we discuss the implications for the theory and the practice of SWB at work and suggest new research avenues. Estudio metaanalítico de un efecto supresor en la relación entre el bienestar subjetivo y el desempeño en el trabajo","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2021-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78221923","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Social Support and Well-being among Relocating Women: The Mediating Roles of Resilience and Optimism","authors":"Limor Sagi, Liad Bareket-Bojmel, Aharon Tziner, Tamar Icekson, Tair Mordoch","doi":"10.5093/JWOP2021A11","DOIUrl":"https://doi.org/10.5093/JWOP2021A11","url":null,"abstract":"The relative lack of research on the relocation of women to foreign assignments prompted this study that focused on a large online community of women in relocation. We examined the relationship between two support types, perceived social support (PSS) and online support, and well-being measures (meaning in life, depression, and loneliness) in the new setting. Based on the literature, we hypothesized that (a) PSS and online support positively relate to personal resilience and optimism, (b) resilience and optimism positively associate with well-being levels, and (c) resilience and optimism mediate the association between both types of support and well-being. Two waves of data (T1 & T2) were collected in the current study. The results largely reflected the propositions, with some deviations from the expected model, and indicated that resilience was the more prominent mediator at both T1 and T2. A complex pattern of relationships was documented between various types of virtual support and well-being. Women who received social support could foster a positive, optimistic future perspective experience and an increased sense of meaning in their lives. This study engendered implications for organizations’ appropriate preparation of relocating staff, in general, and the relocation of women employees, in particular.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2021-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88961201","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Link Between Authentic Leadership, Organizational Dehumanization and Stress at Work","authors":"Mario Sainz, Naira Delgado, J. Moriano","doi":"10.5093/JWOP2021A9","DOIUrl":"https://doi.org/10.5093/JWOP2021A9","url":null,"abstract":"Organizational dehumanization has detrimental consequences for workers’ well-being. Previous research has focused on organizational factors that trigger workers’ dehumanization or stress at work. However, less is known about the factors that can protect workers against the detrimental effects of dehumanization. In the present research, we performed a correlational study (N = 930) and a direct replication of it (N = 913) to analyze 1) the mediation role of organizational dehumanization in the relationship between authentic leadership and stress at work, and 2) the possible moderation of organizational identification and the frequency of leader-follower interactions. The results indicated that higher authentic leadership predicted lower organizational dehumanization and stress at work. Moreover, organizational dehumanization mediates the relationship between authentic leadership and stress at work.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2021-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79149108","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Coping with Burnout Symptoms through Task Significance in Professionals Working with Individuals with Intellectual Disability","authors":"V. Martínez‐Tur, Y. Estreder, I. Tomás, E. Gracia, C. Moliner","doi":"10.5093/JWOP2021A2","DOIUrl":"https://doi.org/10.5093/JWOP2021A2","url":null,"abstract":"This study examined an intervention that links task significance (one’s job has a positive impact on other people) to burnout symptoms of professionals working in organizations for individuals with intellectual disability. Professionals assigned to the experimental condition participated in teams designed to enhance the positive impact of their work on others (task significance). To do so, teams focused on a task to improve the quality of life of individuals with intellectual disability. Professionals assigned to the control condition did not participate in these teams, and they continued with their usual work. All the participating professionals answered a questionnaire about burnout before and after the intervention. Mixed ANOVA indicated that professionals who participated in teams reduced their exhaustion symptoms (comparing pre vs. post intervention scores) and kept their cynicism levels stable. Professionals assigned to the control condition increased their cynicism symptoms. We conclude with a discussion of theoretical and practical implications.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42480670","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}