Human Performance最新文献_第2页

Joint Decision-Making and Team Outcomes: Examining Cross-Lagged Relationships and the Roles of Psychological Safety and Participative Leadership 联合决策与团队成果:心理安全和参与式领导的交叉滞后关系及作用检验

IF 2.2 4区心理学

Human Performance Pub Date : 2023-05-04 DOI: 10.1080/08959285.2023.2208362

Yasir Mansoor Kundi, Subhan Shahid

{"title":"Joint Decision-Making and Team Outcomes: Examining Cross-Lagged Relationships and the Roles of Psychological Safety and Participative Leadership","authors":"Yasir Mansoor Kundi, Subhan Shahid","doi":"10.1080/08959285.2023.2208362","DOIUrl":"https://doi.org/10.1080/08959285.2023.2208362","url":null,"abstract":"ABSTRACT Despite increasing studies on team creativity, the relationship between joint decision-making and team creativity needs further exploration. Our study employs social exchange theory to investigate the potential bidirectional association between joint decision-making and team psychological safety while also exploring the role of participative leadership as a contextual constraint on this relationship. Through our analysis, we aim to shed light on the vital role of team psychological safety in mediating the moderating effect of participative leadership on the linkage between joint decision-making and team creativity. We test our hypotheses using a sample of 372 employees in 75 teams with a time-lagged research design. Our results demonstrated that joint decision-making is positively related to team psychological safety, and participative leadership strengthened the association between joint decision-making and team psychological safety and the association between joint decision-making and team creativity via team psychological safety. Overall, our findings suggest that team creativity could be improved if leaders can enhance their participative behaviors and identify appropriate channels for employees to feel psychologically safe in the workplace.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-05-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45946348","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

Subordinate Organizational Citizenship Behavior Trajectories and Well-Being: The Mediating Roles of Perceived Supervisor Consideration and Initiating Structure 下属组织公民行为轨迹与幸福感:感知主管考虑和启动结构的中介作用

IF 2.2 4区心理学

Human Performance Pub Date : 2023-03-15 DOI: 10.1080/08959285.2023.2205140

L. Liang, Christianne T. Varty, Huiwen Lian, Douglas J. Brown, Denise Law, Jieying Chen, Rochelle Evans

{"title":"Subordinate Organizational Citizenship Behavior Trajectories and Well-Being: The Mediating Roles of Perceived Supervisor Consideration and Initiating Structure","authors":"L. Liang, Christianne T. Varty, Huiwen Lian, Douglas J. Brown, Denise Law, Jieying Chen, Rochelle Evans","doi":"10.1080/08959285.2023.2205140","DOIUrl":"https://doi.org/10.1080/08959285.2023.2205140","url":null,"abstract":"ABSTRACT Although there are numerous benefits associated with organizational citizenship behaviors (OCBs), recent research has shown that they can have both benefits and costs for the well-being of employees engaging in these behaviors. Thus, it is crucial to understand how and why OCBs can have positive and negative impacts on well-being in order to mitigate unintended consequences associated with these otherwise positive behaviors. Drawing on social exchange and conservation of resources theories, we argue that change in OCBs that subordinates direct toward their supervisors correspond with changes in supervisor consideration and initiating structure behaviors, as rated by subordinates. In turn, subordinate perceptions of supervisor behaviors have important implications for subordinate well-being (i.e. job satisfaction, life satisfaction, and emotional exhaustion). Using a longitudinal design and a sample of 205 students, we found that supervisor consideration and initiating structure in response to receiving OCBs from subordinates explains the benefits and costs that arise from engaging in OCBs over time.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47922305","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

Justice perceptions and reappraisal: A path to preserving employee resilience 公正认知和重新评估：保持员工韧性的途径

IF 2.2 4区心理学

Human Performance Pub Date : 2023-02-07 DOI: 10.1080/08959285.2023.2174120

Erica C. Holley, Chase E. Thiel, James Avey

引用次数: 0

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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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

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