Group & Organization Management最新文献_第2页

Not Aware or Don’t Dare! The Use and Efficacy of Employer-Sponsored Mental Wellbeing Programs 不知道或不敢！雇主赞助的心理健康计划的使用和效果

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-08-21 DOI: 10.1177/10596011241274827

Miguel A. Mejicano Quintana, Linda Duxbury

{"title":"Not Aware or Don’t Dare! The Use and Efficacy of Employer-Sponsored Mental Wellbeing Programs","authors":"Miguel A. Mejicano Quintana, Linda Duxbury","doi":"10.1177/10596011241274827","DOIUrl":"https://doi.org/10.1177/10596011241274827","url":null,"abstract":"Employee well-being is a matter of significant concern for both workers and organizations. While many organizations implement costly Stress Management Interventions (SMIs) to improve employee well-being, their efforts are limited by debates as to which SMIs (if any) are effective and how “effectiveness” should be evaluated. The lack of research identifying key predictors of awareness and use of different types of SMIs makes it difficult for researchers and practitioners to draw conclusions with respect to SMI efficacy. Our research addresses these gaps in our understanding by using a contextual effects perspective and a large ( n = 1627) sample of employees working in a diversity of jobs within a single organization to identify the key predictors of employee awareness and use of five available SMIs and explore the link between use of these five SMIs and perceived stress. The following conclusions are supported by the findings from this study: (1) the organizational perceived culture is a better predictor of SMI awareness than individual employee attributes or employee well-being, (2) the predictors of SMI awareness are different from those predicting use, (3) employees who would most benefit from access to SMIs are less aware of what organizational benefits are available, and (4) predictions of awareness, use, and efficacy vary depending on SMI type. Using both theory and the results from our research we propose a comprehensive framework that conceptualizes SMI efficacy as a process not an outcome.","PeriodicalId":48143,"journal":{"name":"Group & Organization Management","volume":"18 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-08-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142221242","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

College Football Recruiting: The Role of Relational Rivalry in Factor-Market Competition 大学橄榄球招募：关系竞争在要素市场竞争中的作用

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-08-19 DOI: 10.1177/10596011241273377

Scott M. Soltis, Chris Sterling, Walter J. Ferrier, Stephen Borgatti

{"title":"College Football Recruiting: The Role of Relational Rivalry in Factor-Market Competition","authors":"Scott M. Soltis, Chris Sterling, Walter J. Ferrier, Stephen Borgatti","doi":"10.1177/10596011241273377","DOIUrl":"https://doi.org/10.1177/10596011241273377","url":null,"abstract":"Owning to its focus on the competitive intensity between firms across both product and resource markets, the theory of factor-market competition (FMC) sparked interest among strategy scholars who study the drivers, processes, and outcomes related to inter-firm competition. Yet, despite some initial theoretical advancement, little progress has been made in this potentially important research stream. In this study, we empirically explore elements of relational rivalry between firms (explicit rivalry, capability to compete, and status similarity) drive the intensity of FMC. Using the market for high school recruits among National Collegiate Athletic Association (NCAA) football teams as our research setting, we show that these psycho-social aspects of relational rivalry (as well as some product-market based structural aspects) indeed drive FMC. Further analysis reveals that the nature of these relationships is contingent on another underexplored element of FMC: factor quality. As such, our study is an early test of the theory of FMC, a refinement of the theory to account for resource properties, and an extension beyond structural aspects into the role of relational rivalry on the intensity of FMC.","PeriodicalId":48143,"journal":{"name":"Group & Organization Management","volume":"62 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142221268","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Causal cycles, causal intervals, and measurement in over-time studies 超时空研究中的因果周期、因果间隔和测量方法

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-08-12 DOI: 10.1177/10596011241273216

Charles E. Lance

引用次数: 0

Building Trust in Teams: Engaging Less Conscientious Team Members through Team Workload-Sharing 在团队中建立信任：通过团队分担工作让不太自觉的团队成员参与进来

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-08-02 DOI: 10.1177/10596011241270003

Priti Pradhan Shah, Stephen L. Jones, Jin Park

{"title":"Building Trust in Teams: Engaging Less Conscientious Team Members through Team Workload-Sharing","authors":"Priti Pradhan Shah, Stephen L. Jones, Jin Park","doi":"10.1177/10596011241270003","DOIUrl":"https://doi.org/10.1177/10596011241270003","url":null,"abstract":"Members of teams act as trustors, judging the trustworthiness of their teammates who are the trustees or targets of trust. Trustees who are less conscientious may be viewed as less trustworthy. But, we identify a team-based solution to engage less-conscientious teammates, which removes the adverse influence of low conscientiousness on perceived trustworthiness. Study 1 finds that team members have, on average, higher perceptions of their teammates’ trustworthiness when workload in the team is equitably shared and not imbalanced. Furthermore, it suggests that team workload sharing provides a way to ameliorate a lack of trust in low conscientious teammates. That is, team workload sharing moderates the link between trustee conscientiousness and perceived trustworthiness: in teams with high levels of workload sharing, less conscientious trustees are judged to be as trustworthy as their more conscientious peers. Study 2 replicates these findings and, unlike Study 1, it provides a clear main effect of trustee conscientiousness on perceived trustworthiness, and it reveals differences in the magnitude of the hypothesized effects at different periods of a team’s existence and for different dimensions of perceived trustworthiness. We conclude by suggesting strategies that can increase perceptions of trustworthiness within firms by using team processes that promote trustworthy behaviors.","PeriodicalId":48143,"journal":{"name":"Group & Organization Management","volume":"173 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141881006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

When do bosses stop caring about organizational justice? Managerial power and male versus female managers’ appraisals of workplace gender inequality 老板何时不再关心组织公正？管理权力与男性和女性管理者对工作场所性别不平等的评价

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-08-02 DOI: 10.1177/10596011241267334

Anca M. Miron, Nyla R. Branscombe, Madison Malcore, Michael Tylor Losser, Danica Kulibert, Christopher L. Groves

{"title":"When do bosses stop caring about organizational justice? Managerial power and male versus female managers’ appraisals of workplace gender inequality","authors":"Anca M. Miron, Nyla R. Branscombe, Madison Malcore, Michael Tylor Losser, Danica Kulibert, Christopher L. Groves","doi":"10.1177/10596011241267334","DOIUrl":"https://doi.org/10.1177/10596011241267334","url":null,"abstract":"When do male and female managers stop caring about workplace gender inequality and, instead, engage in actions that maintain the status quo? We examined the differences in male and female managers’ appraisals of workplace inequality and the role of power in their efforts to enact organizational justice. Specifically, we tested whether managers’ injustice standards are a function of their managerial power and gender and whether these standards mediate the effect of managerial power on managers’ organizational injustice appraisals and attitudes. An injustice standard is the amount of evidence needed to conclude that workplace gender wage inequality is unfair to female employees. Power was operationalized as economic advantage (i.e., having a higher salary than the salary of female workers; Studies 1 and 2) and as organizational charge (i.e., having managerial responsibilities; Study 2). Managers reported either their ingroup standards (evidentiary injustice thresholds they as members of their gender group set; Ingroup Focus condition) or outgroup standards (injustice thresholds they estimate members of the other gender group set, Study 1; or injustice thresholds they estimated disadvantaged women in the workplace set, Study 2; Outgroup Focus condition). In Study 1 ( N = 268) and Study 2 ( N = 389), injustice standards increase as a function of power for both male and female managers. Injustice standards mediated the effects of power on managers’ resistance to efforts to reduce workplace inequality, legitimizations of inequality, and attitudes toward workplace diversity policies. Different strategies for reducing workplace injustice are discussed.","PeriodicalId":48143,"journal":{"name":"Group & Organization Management","volume":"34 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141881084","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The role taking dynamics of change recipients: A narrative analysis 变革接受者的角色动力：叙事分析

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-07-26 DOI: 10.1177/10596011241265153

Annemiek H. T. Van der Schaft, Omar N. Solinger, Woody Van Olffen, Riku Ruotsalainen, Xander Dennis Lub, Beatrice I. J. M. Van der Heijden

{"title":"The role taking dynamics of change recipients: A narrative analysis","authors":"Annemiek H. T. Van der Schaft, Omar N. Solinger, Woody Van Olffen, Riku Ruotsalainen, Xander Dennis Lub, Beatrice I. J. M. Van der Heijden","doi":"10.1177/10596011241265153","DOIUrl":"https://doi.org/10.1177/10596011241265153","url":null,"abstract":"Successful organizational change requires substantial efforts from both the leaders and recipients of change. After a long tradition of focusing on change leaders, academics now increasingly focus on the role of change recipients. The current literature on recipients, however, offers mostly binary categorizations of their roles in change (e.g., supportive vs. unsupportive) obtained from questionnaires. Such an approach does not reveal how events can cause shifts in recipients’ role taking during a change initiative. Actors’ roles change and are changed by change events. We adopted an assisted sensemaking approach using a narrative methodology to study recipients’ various storylines by which they construct and reconstruct their own multiple roles throughout change. Eighty participants were asked to tell the retrospective story of their experience of, and role taking in, a top-down change initiative as if they were crafting chapters of a book. Analysis and classification of these individual stories yielded five underlying composite narratives, each representing typical shifts in perceived role taking by recipients during a change initiative. This study highlights and illustrates how recipients’ role taking is a complex, adaptive, and social process.","PeriodicalId":48143,"journal":{"name":"Group & Organization Management","volume":"50 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141783379","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Amoral Management as a Double-Edged Sword: How May it Shape Subordinate Work Performance? 不道德的管理是一把双刃剑：它如何影响下属的工作表现？

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-06-01 DOI: 10.1177/10596011241255982

Yan Liu, Qian Huang, Lei Ren

引用次数: 0

The Impact of Response Options On Formal Disclosure Rates for Disabilities in Organizations 回答选项对组织中残疾问题正式披露率的影响

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-06-01 DOI: 10.1177/10596011241258669

Alecia M. Santuzzi, Robert T. Keating, Jesus J. Martinez

引用次数: 0

Magic Number .95? Or was it .08? A Refresher on SEM Approximate Fit Indices Thresholds for Applied Psychologists and Management Scholars 神奇数字 0.95？还是 0.08？应用心理学家和管理学者的 SEM 近似拟合指数阈值复习资料

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-06-01 DOI: 10.1177/10596011241258314

Andrea Bazzoli

引用次数: 0

Sustainable Human Resources Management and Psychological Contracts: Exploring Theoretical Anchors to Solve Relational Tensions in Employment Relationships 可持续人力资源管理与心理契约：探索解决雇佣关系中紧张关系的理论锚点

IF 4.8 2区管理学

Group & Organization Management Pub Date : 2024-05-13 DOI: 10.1177/10596011241253885

Lyonel Laulié, Ignacio Pavez

{"title":"Sustainable Human Resources Management and Psychological Contracts: Exploring Theoretical Anchors to Solve Relational Tensions in Employment Relationships","authors":"Lyonel Laulié, Ignacio Pavez","doi":"10.1177/10596011241253885","DOIUrl":"https://doi.org/10.1177/10596011241253885","url":null,"abstract":"A core aspect of Sustainable Human Resource Management (S-HRM) has been its focus on developing high-quality employment relationships. This endeavor, however, has become increasingly complex, because the employee-employer relationship has undergone a profound transformation in recent years. This problem is further exacerbated by inherent tensions that surface when organizations aim to develop high-quality employment relationships in concert with sustainability-related goals. In this article, we intend to align theory and practice toward a more sustainable HRM by explaining how the psychological contract (PC) literature can provide new insights and perspectives to understand these tensions. We begin by delving into the nature and drivers of these sustainability-related tensions that arise when organizations strive to develop high-quality employment relationships. Next, we recount previous PC research that can inform the S-HRM literature to better understand how those tensions unfold. Finally, we identify concrete avenues for future research and discuss why integrating the PC and S-HRM literature could be an important path to expand our understanding of how to create more sustainable employment relationships.","PeriodicalId":48143,"journal":{"name":"Group & Organization Management","volume":"45 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140938228","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0