Human Performance最新文献_第2页

Good and Bad Influences: A Meta-Analysis of Leader Behavior on Followers’ Experienced and Perpetrated Deviance 正面与负面影响:领导行为对下属行为偏差的元分析

IF 2.2 4区心理学

Human Performance Pub Date : 2022-11-03 DOI: 10.1080/08959285.2022.2142228

Gargi Sawhney, Mallory A. McCord, A. Cunningham, Kwesi Adjei, Henry R. Young, David R. Glerum

{"title":"Good and Bad Influences: A Meta-Analysis of Leader Behavior on Followers’ Experienced and Perpetrated Deviance","authors":"Gargi Sawhney, Mallory A. McCord, A. Cunningham, Kwesi Adjei, Henry R. Young, David R. Glerum","doi":"10.1080/08959285.2022.2142228","DOIUrl":"https://doi.org/10.1080/08959285.2022.2142228","url":null,"abstract":"ABSTRACT Despite the rise in research on leader behaviors and workplace deviance, a comprehensive understanding of the magnitude of associations between the different forms of leader behaviors and workplace deviance is lacking. Drawing on Social Learning Theory and Banks and colleagues’) framework of leader behaviors, our meta-analysis provides a rank ordering of leader behaviors (i.e., moral, inspirational, task-oriented, relational, and passive) based on their importance in predicting workplace deviance using 104 independent samples (N = 42,968). Additionally, we consolidate the literatures on perpetrated and experienced deviance to investigate the association between leader behaviors and deviance from both perspectives. We also assess three boundary conditions that could moderate the leader behavior – workplace deviance relationship. Our findings suggest that passive leader behaviors explain the greatest variance in workplace deviance, followed by moral, relational, inspirational, and task-oriented leader behaviors. We also find support for the moderating effects of deviance target, study design, and rater in(dependence) on the association between leader behaviors and workplace deviance. We highlight that passive leader behaviors exhibit a greater influence on workplace deviance relative to the influence of positive leader behaviors. We discuss the implications of our results for both research and practice.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"36 1","pages":"24 - 44"},"PeriodicalIF":2.2,"publicationDate":"2022-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42003021","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

The Consequence of Unethical Leader Behavior to Employee Well-Being: Does Support from the Organization Mitigate or Exacerbate the Stress Experience? 不道德的领导行为对员工幸福感的影响:来自组织的支持是减轻还是加剧了压力体验?

IF 2.2 4区心理学

Human Performance Pub Date : 2022-09-18 DOI: 10.1080/08959285.2022.2123486

A. Hetrick, Marie S. Mitchell, Margo C. Villarosa-Hurlocker, Taylor Sullivan

引用次数: 3

Specializing in Politics: Effects of Specialization, Social Capital, and Human Capital on Corporate Lobbying 专门化政治:专业化、社会资本和人力资本对企业游说的影响

IF 2.2 4区心理学

Human Performance Pub Date : 2022-09-16 DOI: 10.1080/08959285.2022.2123805

L. Brown, Christopher M. Harris

{"title":"Specializing in Politics: Effects of Specialization, Social Capital, and Human Capital on Corporate Lobbying","authors":"L. Brown, Christopher M. Harris","doi":"10.1080/08959285.2022.2123805","DOIUrl":"https://doi.org/10.1080/08959285.2022.2123805","url":null,"abstract":"ABSTRACT Corporate lobbyists play a vital role in the Corporate Political Activity process. They act as a mediator between corporations and politicians when firms engage in lobbying activities. Firms value professional lobbyists for their connections in Washington and their knowledge of the political process. While previous Corporate Political Activity research on lobbying has focused primarily on the amount of money firms spend on lobbying, including antecedents of lobbying and outcomes, very little research has examined lobbyists’ individual differences and how those influence important outcomes. In this paper, we examine how lobbyists’ specialization and experience as both a lobbyist and a former politician can influence the number of bills lobbied on passed into law. Using a sample of corporate lobbyists who were hired by S&P 500 firms, we look at 8,630 lobbyist’s careers from 2005–2016. We find that lobbyists lower in specialization are more likely to lobby on bills which are eventually passed into law than highly specialized lobbyists. We also find that social capital moderates the relationship between specialization and lobbying effectiveness. These results suggest that while corporate political activity spending is important, both scholars and firms should also understand who firms are hiring to lobby for them and how differences in lobbyist specialization might influence firm effectiveness in the nonmarket arena.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"35 1","pages":"345 - 358"},"PeriodicalIF":2.2,"publicationDate":"2022-09-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43389182","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Understanding Why and When Compulsory Citizenship Behaviors Lead to Subsequent Destructive Voice and Citizenship Behaviors: The Retributive Justice and Impression Management Perspectives 理解为什么以及何时强制公民行为会导致随后的破坏性声音和公民行为：惩罚正义和印象管理视角

IF 2.2 4区心理学

Human Performance Pub Date : 2022-09-13 DOI: 10.1080/08959285.2022.2121964

Chieh-Yu Lin, Nai‐Wen Chi

{"title":"Understanding Why and When Compulsory Citizenship Behaviors Lead to Subsequent Destructive Voice and Citizenship Behaviors: The Retributive Justice and Impression Management Perspectives","authors":"Chieh-Yu Lin, Nai‐Wen Chi","doi":"10.1080/08959285.2022.2121964","DOIUrl":"https://doi.org/10.1080/08959285.2022.2121964","url":null,"abstract":"ABSTRACT Recent studies have attempted to clarify the detrimental consequences of compulsory citizenship behaviors (CCB; employees are pressured or forced to engage in extra-role activities). Based on the retributive justice and impression management perspectives, we simultaneously examine potentially harmful outcomes (i.e., destructive voice, DSV) and constructive outcomes (organizational citizenship behaviors, OCB) of CCB, and propose justice and impression management mechanisms and boundaries to explain the dark and potential bright sides of CCB. Data was collected from 276 supervisor-subordinate pairs across various industries at different time points. The results show that CCB increases DSV through increased perceived distributive injustice, while employees’ equity sensitivity further enhances such effects. Moreover, the indirect effect of CCB on OCB via increased impression management motive depends on employees’ self-monitoring: it becomes positive when employees rate high in self-monitoring. Theoretical and practical implications are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"35 1","pages":"303 - 322"},"PeriodicalIF":2.2,"publicationDate":"2022-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44041303","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 7

You Being New Can Be Hard on Me Too: Considering the Veteran Employee during Newcomer Socialization 你的新身份对我来说也很困难:考虑到新员工社交中的老员工

IF 2.2 4区心理学

Human Performance Pub Date : 2022-08-08 DOI: 10.1080/08959285.2022.2111432

Allison A. Toth, A. Dunn, L. Shanock, Amanda C. Sargent, K. Kavanagh, Stephanie R. Leonard

{"title":"You Being New Can Be Hard on Me Too: Considering the Veteran Employee during Newcomer Socialization","authors":"Allison A. Toth, A. Dunn, L. Shanock, Amanda C. Sargent, K. Kavanagh, Stephanie R. Leonard","doi":"10.1080/08959285.2022.2111432","DOIUrl":"https://doi.org/10.1080/08959285.2022.2111432","url":null,"abstract":"ABSTRACT The extant research on organizational socialization has primarily focused on newcomer perceptions of the socialization process, neglecting the perspective of insiders (veteran employees) who socialize newcomers. The veteran perspective is important to consider, as veterans take on additional work responsibilities to help newcomers assimilate to the organization. The current study examines how veterans’ perceptions of their personal resources (e.g., assimilation, job demands) may influence their own well-being during the socialization process, as well as newcomer outcomes (i.e., role clarity, job performance). Data from 108 matched veteran-newcomer pairs across a variety of occupations were analyzed using path analysis. Results suggest veteran assimilation and job demands during socialization are related to both veteran and newcomer outcomes, including veteran emotional exhaustion and newcomer role clarity. In addition, veteran assimilation was significantly related to newcomer performance. Implications of these findings for organizations are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"35 1","pages":"261 - 277"},"PeriodicalIF":2.2,"publicationDate":"2022-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46001513","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Uncertainty about Rater Variance and Small Dimension Effects Impact Reliability in Supervisor Ratings 评级方差的不确定性和小尺寸效应对监理评级可靠性的影响

IF 2.2 4区心理学

Human Performance Pub Date : 2022-08-08 DOI: 10.1080/08959285.2022.2111433

D. Jackson, G. Michaelides, Christopher Dewberry, Amanda Jones, S. Toms, Benjamin Schwencke, Wei-Ning Yang

引用次数: 0

It’s Not Fair! Are Applicant Reactions to Personal and Professional Social Media Screenings Similar? 这不公平！申请人对个人和专业社交媒体筛选的反应相似吗？

IF 2.2 4区心理学

Human Performance Pub Date : 2022-08-08 DOI: 10.1080/08959285.2022.2110104

Natalie Armenteros, Aniqa Hatem, Laura M. Heron, C. Viswesvaran

引用次数: 1

Do Desperate Times Call for Desperate Measures? The Effect of Crises on Performance Appraisals 绝望的时代需要绝望的措施吗？危机对绩效评估的影响

IF 2.2 4区心理学

Human Performance Pub Date : 2022-08-02 DOI: 10.1080/08959285.2022.2108034

Bret Sanner, Karoline Evans, D. Fernández

{"title":"Do Desperate Times Call for Desperate Measures? The Effect of Crises on Performance Appraisals","authors":"Bret Sanner, Karoline Evans, D. Fernández","doi":"10.1080/08959285.2022.2108034","DOIUrl":"https://doi.org/10.1080/08959285.2022.2108034","url":null,"abstract":"ABSTRACT Performance appraisals can have a large impact on organizations and individuals during crises, but they may also be biased by shortcomings in raters’ cognitive processes. Despite the importance of performance appraisals during such periods, only scant research has examined how crises affect cognitive processes in performance ratings. We address this by extending the reflective-impulsive model to develop and test a theoretical model that shows how people assess performance during a crisis. Because crises deplete people’s cognitive resources, we hypothesize that raters will form less accurate impressions of ratees’ task abilities during crises and reduce the weight they assign to ratees’ task abilities in performance ratings. We also hypothesize that raters will positively weight ratees’ team satisfaction more heavily in performance ratings during a crisis, because raters tend to use interpersonal affect as a heuristic during a crisis and feel more positive interpersonal affect toward members who are higher on team satisfaction. Data on members of in-person and virtual teams from before and during the COVID-19 crisis largely support our hypotheses. Our findings respond to calls in the performance appraisal literature to investigate environmental factors; we do so by examining the effect of a critically important environmental factor: a crisis.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"35 1","pages":"218 - 240"},"PeriodicalIF":2.2,"publicationDate":"2022-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43747161","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Balancing the Teeter Totter: A Dialectical View of Managing Neurodiverse Employees 平衡Teeter-Totter：管理神经多样性员工的辩证观

IF 2.2 4区心理学

Human Performance Pub Date : 2022-08-01 DOI: 10.1080/08959285.2023.2219061

Christopher E. Whelpley, Haley M. Woznyj

引用次数: 1

You Make Me Sick: Abuse at Work and Healthcare Utilization 你让我生病:工作中的虐待和医疗保健利用

IF 2.2 4区心理学

Human Performance Pub Date : 2022-07-27 DOI: 10.1080/08959285.2022.2104846

M. Thompson, Dawn S. Carlson, Wayne S. Crawford, K. Kacmar, Sally Weaver

引用次数: 0