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Re-introducing Cognitive Complexity: A Meta-analysis and Agenda for Future Research 重新引入认知复杂性：元分析和未来研究议程
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-01-01 DOI: 10.1080/08959285.2019.1689396
Haley M. Woznyj, G. Banks, A. Dunn, Gregory Berka, D. Woehr
{"title":"Re-introducing Cognitive Complexity: A Meta-analysis and Agenda for Future Research","authors":"Haley M. Woznyj, G. Banks, A. Dunn, Gregory Berka, D. Woehr","doi":"10.1080/08959285.2019.1689396","DOIUrl":"https://doi.org/10.1080/08959285.2019.1689396","url":null,"abstract":"ABSTRACT Cognitive complexity represents the extent to which individuals cognitively structure and process their environment in a multidimensional manner. Despite over 60 years of research, gaps remain in our understanding of the construct. In this meta-analytic review (k = 74, n = 18,973), we addressed a set of research questions regarding the nomological network surrounding cognitive complexity as well as the incremental validity and relative weight of cognitive complexity over traditional predictors of job outcomes. Cognitive complexity exhibited moderate correlations with constructs like cognitive ability (ρ = .19) and task complexity (ρ = − .18), but performed poorly in relative weights and incremental validity analyses. Given our findings, we suggest provide avenues for future research to explore and present a measure of cognitive complexity to advance the literature.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1689396","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47216609","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: 10
How Does Organizational Commitment Relate to Job Performance? A Conservation of Resource Perspective 组织承诺如何影响工作绩效?资源保护的观点
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-01-01 DOI: 10.1080/08959285.2019.1699562
L. J. Sungu, Q. Weng, E. Hu, Johari Abdu Kitule, Qinyi Fang
{"title":"How Does Organizational Commitment Relate to Job Performance? A Conservation of Resource Perspective","authors":"L. J. Sungu, Q. Weng, E. Hu, Johari Abdu Kitule, Qinyi Fang","doi":"10.1080/08959285.2019.1699562","DOIUrl":"https://doi.org/10.1080/08959285.2019.1699562","url":null,"abstract":"ABSTRACT We use the conservation of resources theory to explain why and how organizational commitment facets relate to job performance. We posit the nature of recourses central to an employee differs thus the commitment facets and job performance corresponds efforts to accumulate these resources. Analysis of data collected from 403 sales representatives with their supervisors shows, although the positive association of affective and normative commitment with job performance was less different across levels of transformational behavior, the relationship was strong when the supervisor’s transactional behavior was low. However, the negative relationship of continuance commitment with job performance was weak when the supervisor’s transformational behaviors were low or when transactional behaviors were high. Also, interactions between the commitment dimensions reveal interesting patterns predicting job performance.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1699562","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42110616","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: 28
A Moderated Mediation Model of Emotional Labor and Service Performance: Examining the Role of Work–Family Interface and Physically Active Leisure 情绪劳动对服务绩效的调节中介模型:工作-家庭界面和体力活动休闲的作用考察
IF 2.2 4区 心理学
Human Performance Pub Date : 2020-01-01 DOI: 10.1080/08959285.2019.1695802
Cindy Wu, Yen-Chun Chen, M. R. Umstattd Meyer
{"title":"A Moderated Mediation Model of Emotional Labor and Service Performance: Examining the Role of Work–Family Interface and Physically Active Leisure","authors":"Cindy Wu, Yen-Chun Chen, M. R. Umstattd Meyer","doi":"10.1080/08959285.2019.1695802","DOIUrl":"https://doi.org/10.1080/08959285.2019.1695802","url":null,"abstract":"ABSTRACT Taking a resource perspective of work–family interface, we tested a moderated mediation model where physically active leisure moderates the influences of emotional labor strategies (surface vs. deep acting) on employee in-role (i.e., job performance) and extra-role service performance (i.e., extra-service behavior and cooperation behavior) through work–family interface (work-family conflict and work-family enrichment). Conditional indirect and direct effects were tested by PROCESS with a matched sample of 374 hair designers and their supervisors. The results show that work-family conflict mediates the negative relationships between surface acting and employee service performance, while work-family enrichment mediates the influence of deep acting on service performance. Furthermore, physically active leisure serves as a key resource that enhances the indirect effects of deep acting through work-family enrichment. We discuss the theoretical and practical implications of these findings.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1695802","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45151666","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: 12
The Ambivalent Effects of Participation on Performance and Job Stressors: The Role of Job Crafting and Autonomy 参与对绩效和工作压力源的矛盾效应:工作塑造和自主的作用
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-09-22 DOI: 10.1080/08959285.2019.1669038
Domenico Berdicchia, G. Masino
{"title":"The Ambivalent Effects of Participation on Performance and Job Stressors: The Role of Job Crafting and Autonomy","authors":"Domenico Berdicchia, G. Masino","doi":"10.1080/08959285.2019.1669038","DOIUrl":"https://doi.org/10.1080/08959285.2019.1669038","url":null,"abstract":"ABSTRACT Literature provides mixed results on the effect of participatory practices on outcomes such as individual performance and job stressors. By examining these relationships via the mediation of job crafting behaviors, while considering the moderating effect of autonomy, we help clarifying the reasons behind the apparently ambiguous effects of participation. We surveyed 318 employees in an Italian mass retail company. On the one hand, we found a positive effect of participation on performance and a reduction of both role conflict and role overload thanks to increased job crafting behaviors aimed at seeking job resources. On the other hand, we also found that participation and autonomy may augment job stressors because of an associated increase of job crafting behaviors aimed at seeking challenging demands.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1669038","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48186704","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: 11
Deviant Workplace Behavior as Emotional Action: Discriminant and Interactive Roles for Work-Related Emotional Intelligence 异常工作场所行为作为情绪行为:工作相关情绪智力的判别和交互作用
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-09-13 DOI: 10.1080/08959285.2019.1664548
Michael D. Robinson, Michelle R. Persich, C. Stawicki, Sukumarakurup Krishnakumar
{"title":"Deviant Workplace Behavior as Emotional Action: Discriminant and Interactive Roles for Work-Related Emotional Intelligence","authors":"Michael D. Robinson, Michelle R. Persich, C. Stawicki, Sukumarakurup Krishnakumar","doi":"10.1080/08959285.2019.1664548","DOIUrl":"https://doi.org/10.1080/08959285.2019.1664548","url":null,"abstract":"ABSTRACT Employees are thought to engage in deviant workplace behaviors (e.g., sabotage, theft) when they are stressed, frustrated, or angry. Given the emotional nature of these actions, individual differences in work-related emotional intelligence (W-EI) should, potentially, be consequential. Three studies (ns = 91, 198, & 147) examined this possibility by assessing variations in emotion perception and management skills with an ability measure specifically designed for the workplace context. Employees who received higher W-EI scores were less prone to both interpersonal deviance and organizational deviance and these relationships displayed discriminant validity as well as meaningful interactive effects with organizational stressors. The investigation extends our understanding of workplace deviance in a way that highlights an important role for work-related variations in emotional intelligence.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1664548","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49204764","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: 18
The Interaction Effects of Leader and Follower Conscientiousness on Person-Supervisor Fit Perceptions and Follower Outcomes: A Cross-Level Moderated Indirect Effects Model 领导和下属责任心对个人-主管契合感知和下属结果的交互影响:一个跨水平调节的间接效应模型
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-08-06 DOI: 10.1080/08959285.2019.1649677
Russell P. Guay, You-Jin Kim, In-Sue Oh, Ryan M Vogel
{"title":"The Interaction Effects of Leader and Follower Conscientiousness on Person-Supervisor Fit Perceptions and Follower Outcomes: A Cross-Level Moderated Indirect Effects Model","authors":"Russell P. Guay, You-Jin Kim, In-Sue Oh, Ryan M Vogel","doi":"10.1080/08959285.2019.1649677","DOIUrl":"https://doi.org/10.1080/08959285.2019.1649677","url":null,"abstract":"ABSTRACT The primary purpose of this study is to examine how the cross-level interaction between leader and follower conscientiousness influences person-supervisor (PS) fit perceptions, which in turn impact follower work attitudes and organizational citizenship behavior (OCB). Based on a sample of 1,204 participants in 167 work teams, the results of our cross-level moderated indirect effects model show that highly conscientiousness followers whose leaders also have high levels of conscientiousness experience enhanced perceptions of PS fit which result in higher levels of job satisfaction and OCB and lower levels of intention to quit. The study suggests that high leader conscientiousness serves as a supportive situational cue that motivates followers to more fully express their conscientiousness and act in ways consistent with their conscientiousness.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1649677","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59967120","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: 19
But I Still Feel Guilt: A Test of a Moral Disengagement Propensity Model 但我仍然感到内疚:道德脱离倾向模型的测试
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-08-05 DOI: 10.1080/08959285.2019.1646746
K. Kacmar, Dawn S. Carlson, M. Thompson, Suzanne Zivnuska
{"title":"But I Still Feel Guilt: A Test of a Moral Disengagement Propensity Model","authors":"K. Kacmar, Dawn S. Carlson, M. Thompson, Suzanne Zivnuska","doi":"10.1080/08959285.2019.1646746","DOIUrl":"https://doi.org/10.1080/08959285.2019.1646746","url":null,"abstract":"ABSTRACT We explored the impact of moral disengagement on individual experiences of guilt. We modeled three forms of workplace deviance (withdrawal, interpersonal deviance, and work-family deviance) as mediators between the propensity to morally disengage and guilt, and also includes the moderating effects of perceived work hours culture. Data were collected from 226 employees matched with a colleague and spouse. Results demonstrated that moral disengagement released individuals who engaged in interpersonal and work-family deviance from subsequent feelings of guilt, but only reduced feelings of guilt for those who withdrew. We also found an interactive effect of perceived work hours culture on the relationships between moral disengagement propensity and all three forms of deviance. The indirect effect from moral disengagement propensity to guilt through withdrawal was stronger when perceived work hours was high.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-08-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1646746","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43593928","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: 3
The Development and Validation of the Appreciative Intelligence® Scale 赞赏智力®量表的开发与验证
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-08-01 DOI: 10.1080/08959285.2020.1759072
Brian G. Whitaker, Tojo Thatchenkery, L. Godwin
{"title":"The Development and Validation of the Appreciative Intelligence® Scale","authors":"Brian G. Whitaker, Tojo Thatchenkery, L. Godwin","doi":"10.1080/08959285.2020.1759072","DOIUrl":"https://doi.org/10.1080/08959285.2020.1759072","url":null,"abstract":"ABSTRACT While Appreciative Intelligence® – the capacity to reframe and see the potential in any situation and act on it with success – has generated a robust body of literature, scholarly advancement of this construct has been hampered by the lack of a validated instrument. Over two studies, we develop the Appreciative Intelligence® Scale (AIS), a 26-item survey organized into six factors. Study 1 explores the factor structure of the AIS using EFA. Study 2 uses hierarchical confirmatory factor analysis (HCFA) and hierarchical regression analyses to provide evidence for its convergent, discriminant, and criterion-related validity. The results support the priori six-factor structure of the AIS, indicating it is a valid measure of Appreciative Intelligence® useful in predicting proactive behavior at the individual, team, and organizational levels.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1759072","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43668469","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
Effects of Diversity on Knowledge Sharing and Creativity of Work Teams: Status Differential Among Members as a Facilitator 多样性对工作团队知识共享和创造力的影响：成员作为促进者的地位差异
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-07-08 DOI: 10.1080/08959285.2019.1639712
S. Sung, Jin Nam Choi
{"title":"Effects of Diversity on Knowledge Sharing and Creativity of Work Teams: Status Differential Among Members as a Facilitator","authors":"S. Sung, Jin Nam Choi","doi":"10.1080/08959285.2019.1639712","DOIUrl":"https://doi.org/10.1080/08959285.2019.1639712","url":null,"abstract":"ABSTRACT We investigated a plausible intermediate process and a boundary condition that elaborates the diversity–team creativity relationship to address mixed findings on the relationship between diversity and creativity. Our analysis using multi-source data collected from 128 work groups showed that age diversity and functional background diversity had negative and positive effects, respectively, on knowledge sharing and subsequent team creativity. Moreover, the effects of the four diversity attributes (age, gender, functional background, and tenure) on knowledge sharing were all negative in groups with low status differential, whereas the same effects became significantly positive in groups with high status differential. This study demonstrates a mechanism through which group diversity facilitates team creativity based on the information processing view of diversity and the functional approach to social status.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-07-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1639712","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46816463","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: 10
Is Person–Organization Fit Beneficial for Employee Creativity? Moderating Roles of Leader–Member and Team–Member Exchange Quality 人与组织是否适合员工的创造力？领导-成员和团队-成员交流质量的调节作用
IF 2.2 4区 心理学
Human Performance Pub Date : 2019-07-08 DOI: 10.1080/08959285.2019.1639711
J. Seong, Jin Nam Choi
{"title":"Is Person–Organization Fit Beneficial for Employee Creativity? Moderating Roles of Leader–Member and Team–Member Exchange Quality","authors":"J. Seong, Jin Nam Choi","doi":"10.1080/08959285.2019.1639711","DOIUrl":"https://doi.org/10.1080/08959285.2019.1639711","url":null,"abstract":"ABSTRACT This study investigates the effect of person–organization (PO) fit on employee creativity. We draw on social exchange theory and identify leader–member exchange (LMX) and team–member exchange (TMX) as moderating contingencies. Our empirical analysis based on 167 employee–supervisor dyads confirms that LMX activates the significance of PO fit toward creativity. In addition, under high LMX, PO fit effect on creativity is positive when TMX is high. Subsequent analyses show that employees with high PO fit exhibit the highest level of creativity when LMX and TMX are high. Findings on the three-way interaction among PO fit, LMX, and TMX toward creativity offer new insights into a phenomenon that is mostly neglected in the literature.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2019-07-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1639711","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49400944","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: 17
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