Organizational Psychology Review最新文献

{"title":"Inter-team coordination in multiteam systems: Mechanisms, transitions, and precipitants","authors":"J. Wagner","doi":"10.1177/20413866231153537","DOIUrl":"https://doi.org/10.1177/20413866231153537","url":null,"abstract":"Coordination among the teams of a multiteam system is necessary in order to initiate and maintain inter-team interdependence. In turn, coordinated interdependence is required if the teams in a multiteam system are to work together toward a common outcome and succeed as an organized entity. A literature review indicates that multiteam research has indicated that three basic coordination mechanisms—mutual adjustment, direct supervision, and standardization—are used to coordinate interdependence among teams. The review also reveals that multiteam systems research has seldom examined transitions among inter-team coordination mechanisms and has rarely investigated precipitants that trigger mechanism transitions. In light of this finding, this article describes theorized transitions and identifies precipitant factors likely to stimulate these transitions. It concludes that transitions and precipitants merit significant attention in future multiteam systems research in order to render a more complete understanding of inter-team coordination.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47206106","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Internal marketing and employees’ perception of organizational performance in the maritime organization: The mediator and moderator role of satisfaction and work experience","authors":"N. Şenbursa, Ali Tehci","doi":"10.17323/2312-5942-2023-13-2-193-206","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-193-206","url":null,"abstract":"Purpose. This research aims to bring to light the relationship between organizational performance perceptions of the employees in the maritime sector, employee satisfaction and internal marketing. Study design. The data obtained through a questionnaire from 357 office workers in aTurkish ship-owner company were tested with the Structural Equation Model using SPSS 24.0 AMOS21.0 statistical package program. The large percentage of the study’s participants are men. However, it can be said that the distribution obtained in the research is in parallel with the ratio of female and male employees in the maritime business. Most of the employees work in the operations department of the company, followed by the management, marketing and logistics departments, respectively. Findings. As a result, it was determined that internal marketing has a positive effect on employees’ perception of organizational performance. In addition, job satisfaction has a mediating role in the effect of internal marketing on organizational performance of employees, also work experience has a moderating role in the impact of internal marketing on organizational performance of employees. Value of the results. In the future this study might be applied to sea farers or other maritime industry employees. Authors expect that this study will shed light on both researchers who study on similar subjects and organizations that would like to expand their horizon in terms of employee relations.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84955110","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Linking aspects of human capital management, employee engagement, perceived organizational support, and selfreported employee job performance","authors":"Abel Desta, Worku Tadesse, Wubshet Mulusem","doi":"10.17323/2312-5942-2023-13-2-78-99","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-78-99","url":null,"abstract":"Purpose. The primary intangible asset of firms and the main factor determining the ircompetitive advantage has emerged as human capital. This paper examined the effect of the selected aspects of human capital management on self-reported employee job performance and the mediating role of employee engagement. Likewise, this study tested the moderation role of perceived organizational support on the human capital management with self-reported employee performance link. Method. This paper is structured on a quantitative approach, with stratified and simple random sampling techniques. The research model analysis method applies structural equation modeling with AMOS to test the hypothesized relationships. Findings. The aspects of human capital management were positively related to self-reported employee job performance. Moreover, employee engagement partially mediates the relationship, and perceived organizational support positively moderates the association between knowledge accessibility, learning capacity, leadership practice, career advancement, and selfreported employee job performance. Conversely, it has an in significant moderation between workforce optimization and employee job performance, optimization and self-reported employee job performance. Implications for practice. This paper has an implication for policy makers, organizational managers, investors in general, and the banking sector in particular in their effort towards creating strategies for matching human capital management strategies, employee engagement, perceived organizational support, and self-reported employee job performance. Thus, aspects of human capital management are the determinant factors of employee engagement and self-reported employee job performance. Moreover, the perception of employees towards organizational support contributes to the relationship.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90185063","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The impact of family-to-work spillover on the subjective well-being: role of coping strategies","authors":"Tatiana Mikhailova, Polina Shlyk, Olesya Gritsko, A. Bordunos, Sofia Kosheleva, Anna Zyrianova","doi":"10.17323/2312-5942-2023-13-2-174-192","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-174-192","url":null,"abstract":"Purpose. The study focuses on issues related to gender inclusion in organizations. It examine show employers can support women in achieving a balance in two domains: work and family. Employees with childcare commitments can perceive the impact of family on work as positive or negative, and this perception might affect their well-being. Following person-environment fit theory, we test the hypothesis that coping strategies can reduce negative consequences and strengthen positive ones. Study design. Women from CIS countries with childcare commitments (N = 200) participated in this survey. The data was collected in close partnership with the SelfMama project. Findings. The results demonstrate thatsuch coping strategies as positive reinterpretation and growth, planning, denial, and attention leads to insignificance of the negative relationship between the negative spillover effect of the family on workand employee well-being, while venting of emotions and behavioral disengagement act in a similar wayin case of low variable value. At the same time, such coping strategies as planning, venting of emotions, denial, and attention, with their high manifestation, strengthened the relationship between the positive spillover effect of the family on work and well-being, while behavioral disengagement moderated in a similar manner at low values. Thus, the following coping strategies with high manifestation are the most effective moderators: planning, denial, and attention in case of their high manifestation, as wellas venting of emotions and behavioral disengagement in case of their low value. Value of results. The observations obtained will allow the management of companies and employees themselves to increase gender inclusion, pointing to more effective coping strategies that can be trained for employees with childcare commitments.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80160188","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The relationship between alexithymia and counterproductive behaviors in the workplace","authors":"D. Ucok","doi":"10.17323/2312-5942-2023-13-2-37-52","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-37-52","url":null,"abstract":"Purpose. The concept of alexithymia which is expressed as individuals having difficulty defining, regulating, and expressing their emotions, is believed to be on the rise in organizational life. It is argued that it is not possible for employees who have difficulty defining their emotions to build positive relationships in the workplace. Therefore, this study aims to investigate whether alexithymia has an impact on counterproductive work behaviors. Study design. Data were collected through the convenience sampling method from 334 employees working in public and private sector organizations in Turkey. The mean age of the participants is 34.1 years, the mean seniority in the profession is seven years, and the mean seniority in their organizations is three years. The data was collected through asurvey form. The Counterproductive Work Behaviors Scale (CWB) and Toronto Alexithymia Scale (TAS-20) were used in the data collection tool. Findings. The study revealed that alexithymia has a significant contribution to counterproductive work behaviors. Moreover, it was found that alexithymia has a stronger contribution to organizational deviance (Cwb-O) than employee deviance (Cwb-P). As a result of the simple regression analysis carried out to determine to what extent the sub-dimension of alexithymia predicts counterproductive work behaviors in the workplace. “Having difficulty recognizingand verbalizing emotions” significantly predicted counterproductive work behaviors towards the organization (β = .65, t = 15.7, p = .00) and counterproductive work behaviors towards the employee (β = .42, t = 8.52, p = .00). Value of results. The findings of the study will provide a new perspective on counterproductive work behaviors in organizations and contribute to the industrial and organizational psychology literature as it is the first study in Turkey regarding the relationship between alexithymia and counterproductive work behaviors.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73906297","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Learning organizations and innovative work behaviors: A moderated mediation model from the perspective of social schema theory","authors":"Muhammad Chughtai1, Yasra Khalid","doi":"10.17323/2312-5942-2023-13-2-207-229","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-207-229","url":null,"abstract":"Purpose. The present study aimed to examine the intervening impact of creative self-efficacy amid learning organizations — innovative work behaviors relationships. Also, this study investigates the moderating role of self-leadership amid learning organizations — innovative work behaviors and amid creative self-efficacy — innovative work behaviors relationships. Study design. Three hundred sixty-one employees and one hundred twenty-six immediate supervisors (officers) voluntarily participate in the data collection survey from the manufacturing sector (pharmaceutical and automobile). Using different statistical software (i.e., AMOS v.22, Smart-PLS v.3, SPSS v.25, and PROCESS-macro), the hypothesized relationships (i.e., direct, indirect, moderation, and moderated mediation) were tested. Findings. The present study’s findings reveal that creative self-efficacy partially mediates the learning organizations— innovative work behaviors relationships. Also, results indicate that self-leadership moderates the learning organizations — innovative work behaviors and creative self-efficacy — innovative work behaviors relationships. Implications for practice. The present study enlightens the importance of learning organizations for enhancing innovative work behaviors in the workforce. Rapid worldwide unprecedented changes increase the competition level and require a change in the working structure. Creative self-efficacy of the employees helps the management overcome this uncertain situation through innovative behaviors. Additionally, self-leadership plays a vital role with the support of learning organizational culture and creative self-efficacy for enhancing innovative work behaviors. Value of theresults. The present study will be helpful for management by explaining how to overcome the situation of uncertain change in the business world; also, this study responds to the unanswered questions which occur in the current era, such as how organizations increase the innovative behaviors of their workforce for survival and competitive advantage. Moreover, this study adds knowledge to work psychology and organizational behavior by explaining the intervening role of creative self-efficacy and moderating role of self-leadership.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84154246","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Organizational citizenship behavior: A step towards effective employee engagement in the banking sector","authors":"Mandira Dеу","doi":"10.17323/2312-5942-2023-13-2-53-63","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-53-63","url":null,"abstract":"urpose. Organizational citizenship behaviour is a concept used to describe all the productive and constructive acts and attitudes of workers that are not part of the definition of their formal work. Employees do something out of their own free will that respects their friends, which helps the companyas a whole. This paper states that how effectively monitoring the various dimensions of organizational citizenship behaviour can inculcate an effective employee engagement in the organization. Study design. Exploratory research has been conducted comprising of 84 respondents from public and private sector banks in Kolkata. Findings. The findings revealed that organizational citizenship behaviour is having a significant relationship with employee engagement. The dimension conscientiousness which has more influence on employee engagement and courtesy has least influence on employee engagement.There exists no significant difference of organizational citizenship behaviour among the employees with respect to ownership of the bank, gender of employees, experience and with respect to various dimensions of organizational citizenship behaviour. Implications for practice. This study focusses thatif the organization follow a proactive strategy for inculcating organizational citizenship behaviour i.e. stimulus-organism-response behaviour model which in turn will enhance employee engagement in the organization. Originality. The literature review reveals that no study has been conducted based on this area in banking sector in India.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89223627","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"A qualitative investigation of the occupational stress in the hospitality and tourism industry in Bahrain during COVID-19","authors":"Asma Ayari","doi":"10.17323/2312-5942-2023-13-2-64-77","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-64-77","url":null,"abstract":"Purpose. Workplace stress is a big challenge for employees and organizations. This research explores employees’ stressors working in Bahrain’s hospitality and tourism industry during the COVID-19 pandemic. Study design. First, a questionnaire was distributed to 172 employees, which helped to assess employees’ stress levels. Then 18 semi-directive interviews were conducted, and the data were analysed using qualitative content analysis. Following the usual content analysis method, an analysis grid was made by switching back and forth between the corpus and the definition of categories. Findings. The study’s results highlighted new occupational stressors: “the pandemic stressors” and their effects on Bahraini tourism and hospitality professionals. The COVID-19 pandemic stressors are more specific to the context of the health crisis, such as the intolerance of uncertainty, isolation and social distancing, the risk of contamination, and job security. Value of the results. The results of this paper revealed different stressors related to the job and stressors specific to the pandemic. The findings will help managers implement preventive measures to reduce the spread of infection, protect workers, and improve employees’ well-being in the context of the pandemic. The results can also help set up procedures to manage crises in the future.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86440373","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"A meta-analysis of polychronicity: Applying modern perspectives of multitasking and person-environment fit","authors":"Matt C. Howard, Joshua E. Cogswell","doi":"10.1177/20413866221143370","DOIUrl":"https://doi.org/10.1177/20413866221143370","url":null,"abstract":"We apply modern theory on multitasking and person-environment fit to holistically explain the relations of polychronicity as well as provide justifications for disparate results found in prior studies, such as undetected differences regarding task-switching and dual-tasking. We then conduct a meta-analysis of polychronicity's relations. We show that the nomological net surrounding polychronicity matches our proposed fit perspective. We likewise demonstrate that differences in task-switching and dual-tasking indeed influence the observed results of polychronicity, and the growing complexity of businesses may have caused the association of polychronicity and job performance to strengthen over time. Our discussion highlights that polychronicity plays an important role in personal well-being and employee performance, which can be understood by our person-environment fit perspective. Plain Language Summary We apply modern theory on multitasking and person-environment fit to holistically explain the relations of polychronicity as well as provide justifications for disparate results found in prior studies, such as undetected differences regarding task-switching and dual-tasking. We then conduct a meta-analysis of polychronicity's relations. We show that the nomological net surrounding polychronicity matches our proposed fit perspective. We likewise demonstrate that differences in task-switching and dual-tasking indeed influence the observed results of polychronicity, and the growing complexity of businesses may have caused the association of polychronicity and job performance to strengthen over time. Our discussion highlights that polychronicity plays an important role in personal well-being and employee performance, which can be understood by our person-environment fit perspective.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-12-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45878498","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Job demands-resources theory in times of crises: New propositions","authors":"E. Demerouti, A. Bakker","doi":"10.1177/20413866221135022","DOIUrl":"https://doi.org/10.1177/20413866221135022","url":null,"abstract":"This theoretical paper presents an extended Job Demands–Resources (JD–R) theory aimed at understanding how organizations and their employees can best deal with COVID-19 and other crises in the workplace. The crisis showed that job characteristics alone are insufficient to explain employee health and motivation, i.e., the two focal outcomes of the JD-R theory. Rather, demands and resources of the individual, the family, the job and the organization interact with each other to predict outcomes. Moreover, next to individual regulatory strategies also the regulatory strategies of the family, the leader and organization/team are suggested to modify the impact of demands and resources on outcomes. This was possible by integrating the crisis management literature in JD-R theory. Viewing the crisis from a job design perspective helped us to introduce several new and testable propositions that specify how employee well-being and functioning are impacted by crises and turbulent times. Plain Language Summary Organizations have been struggling to find out how their employees are affected by the COVID-19 pandemic and what they can do to support their well-being and improve their functioning during the pandemic and beyond. The well-being and job performance of individual employees are difficult to predict which becomes even more complicated during times of crisis. The Job Demands–Resources theory is a helpful means because it suggests that employee health and motivation are outcomes of two different processes, i.e., the health impairment process and the motivational process. Job demands, such as work pressure and demanding customers, exhaust the energy of employees and consequently diminish their health, whereas job resources, such as autonomy and social support, help employees to deal with the demands and to develop themselves. The pandemic showed that the interplay between demands and resources of the individual, the job, the family and the organization predict outcomes. Moreover, next to individual regulatory strategies also the regulatory strategies of the family, the leader and organization/team are suggested to modify the impact of demands and resources on outcomes. Viewing the crisis from a job design perspective helped us to introduce in the Job Demands–Resources theory several testable propositions that specify how employee well-being and functioning are impacted by crises and turbulent times.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41551087","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}