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Workplace ostracism and organizational deviance: A self-regulatory perspective. 职场排斥与组织偏差:一个自我调节的视角。
IF 2.1 3区 心理学
Journal of Social Psychology Pub Date : 2023-09-03 DOI: 10.1080/00224545.2023.2185499
Sadia Jahanzeb, Julie Giles, Rabia Mushtaq
{"title":"Workplace ostracism and organizational deviance: A self-regulatory perspective.","authors":"Sadia Jahanzeb,&nbsp;Julie Giles,&nbsp;Rabia Mushtaq","doi":"10.1080/00224545.2023.2185499","DOIUrl":"https://doi.org/10.1080/00224545.2023.2185499","url":null,"abstract":"<p><p>Grounded in self-regulation theory, this research assesses the relationship between employees' experiences of workplace ostracism and organizational deviance, further exploring the mediating function of procrastination and the buffering role of psychological flexibility. Results based on longitudinal (three-wave) data collected from employees in North American organizations illustrate that workplace ostracism elicits organizational deviance because employees suffer from impaired self-regulation, shown through procrastination. Accordingly, this study identifies procrastination as a way by which workplace ostracism facilitates organizational deviance but highlights that the association between procrastination and deviant behavior is mitigated when employees can actively engage in psychological flexibility. Examining the interplay between these variables may present an opportunity to potentially understand how to curb adverse workplace outcomes by encouraging employees to adapt their behaviors in the pursuit of organizational goals, despite the distracting thoughts and emotions associated with the experience of workplace ostracism.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"163 5","pages":"698-715"},"PeriodicalIF":2.1,"publicationDate":"2023-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9788911","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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
Wage (in)equality matters: the effect of organizational economic inequality on others' and self-ascriptions. 工资平等问题:组织经济不平等对他人和自我归属的影响。
IF 2.1 3区 心理学
Journal of Social Psychology Pub Date : 2023-09-03 DOI: 10.1080/00224545.2023.2192398
Eva Moreno-Bella, Clara Kulich, Guillermo B Willis, Miguel Moya
{"title":"Wage (in)equality matters: the effect of organizational economic inequality on others' and self-ascriptions.","authors":"Eva Moreno-Bella,&nbsp;Clara Kulich,&nbsp;Guillermo B Willis,&nbsp;Miguel Moya","doi":"10.1080/00224545.2023.2192398","DOIUrl":"https://doi.org/10.1080/00224545.2023.2192398","url":null,"abstract":"<p><p>Economic inequality has consequences at the social-psychological level, such as in the way people make inferences about their environment and other people. In the present two preregistered studies, we used a paradigm of an organizational setting to manipulate economic inequality and measured ascriptions of agentic versus communal traits to employees and the self. In Study 1 (<i>N</i> = 187), participants attributed more agency than communion to a middle-status employee, and more communion than agency when economic equality was salient. In Study 2 (<i>N</i> = 198) this finding was replicated. Further, this inequality-agency association was explained by perceptions of competitive employee relationships. Results, moreover, suggested that participants mainly attributed more communion than agency to themselves in the equality condition. We conclude that agency and communion ascriptions may be functional and thus inform about the expectations people have on the nature of social relationships in the face of economic inequality.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"163 5","pages":"716-734"},"PeriodicalIF":2.1,"publicationDate":"2023-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9737189","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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
But I have no time to read this article! A meta-analytic review of the consequences of employee time management behaviors. 但是我没有时间读这篇文章!员工时间管理行为后果的元分析综述。
IF 2.1 3区 心理学
Journal of Social Psychology Pub Date : 2023-09-03 DOI: 10.1080/00224545.2022.2159302
Akanksha Bedi, Mary Denise Sass
{"title":"But I have no time to read this article! A meta-analytic review of the consequences of employee time management behaviors.","authors":"Akanksha Bedi,&nbsp;Mary Denise Sass","doi":"10.1080/00224545.2022.2159302","DOIUrl":"https://doi.org/10.1080/00224545.2022.2159302","url":null,"abstract":"<p><p>Time management is a beneficial tool for both individuals and their organizations. In this study, we conduct a meta-analytic review of the consequences of employee time management behaviors. Our results suggest that time management is associated with a variety of beneficial employee outcomes such as increased job satisfaction, job performance, and lower levels of stress and burnout. In addition, we found that the relationship between time management and employee outcomes is partially mediated by work-family conflict. Finally, relative weight analyses results indicated that perceived control over time exhibits incremental validity in predicting job satisfaction, job performance, and stress vis a vis conscientiousness. Directions for future research and practical implications of these findings are discussed.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"163 5","pages":"676-697"},"PeriodicalIF":2.1,"publicationDate":"2023-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9729732","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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
Compulsive religious practices in the workplace: through the looking glass and back in search of authenticity among Iranian women. 工作场所强迫性的宗教活动:透过镜子，在伊朗女性中寻找真实。
IF 2.1 3区 心理学
Journal of Social Psychology Pub Date : 2023-09-03 DOI: 10.1080/00224545.2023.2196387
Bahareh Javadizadeh, Carol Flinchbaugh, Yashar Salamzadeh
{"title":"Compulsive religious practices in the workplace: through the looking glass and back in search of authenticity among Iranian women.","authors":"Bahareh Javadizadeh,&nbsp;Carol Flinchbaugh,&nbsp;Yashar Salamzadeh","doi":"10.1080/00224545.2023.2196387","DOIUrl":"https://doi.org/10.1080/00224545.2023.2196387","url":null,"abstract":"<p><p>Over the last four decades, employees' adherence to Islamic rules, even if they do not follow Islam, became necessary in Iran's organizational environment. As a result, Iranian employees, especially women, are required to conform to religious norms and regulations at work, despite their non-Islamic identity. In this study, we extend identity theory and social identity theories to examine the Islamic-based identity threat experienced by Iranian women and its effect on women's authenticity at work, turnover intentions, and job satisfaction. We also predict that accepting external influence, as an individual trait, will moderate the effect of Islamic-based identity threat on authenticity at work. Surveying 177 Iranian women, we examine a moderated mediation model. Our findings show that women's perceptions of Islamic-based identity threat driven by their organizations' religious rules, policies, and norms prevent them from expressing their authentic core values, resulting in increased turnover intentions and decreased job satisfaction.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"163 5","pages":"735-754"},"PeriodicalIF":2.1,"publicationDate":"2023-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9737180","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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
How do generalized reciprocity and negative reciprocity influence employees' task performance differently? the mediating role of social exchange and the moderating role of emotional labor. 广义互惠和消极互惠对员工任务绩效的影响有何不同?社会交换的中介作用和情绪劳动的调节作用。
IF 2.1 3区 心理学
Journal of Social Psychology Pub Date : 2023-09-03 DOI: 10.1080/00224545.2021.1983507
Nan Zhu, Yuxin Liu, Jianwei Zhang, Jamshed Raza, Yueling Cai
{"title":"How do generalized reciprocity and negative reciprocity influence employees' task performance differently? the mediating role of social exchange and the moderating role of emotional labor.","authors":"Nan Zhu,&nbsp;Yuxin Liu,&nbsp;Jianwei Zhang,&nbsp;Jamshed Raza,&nbsp;Yueling Cai","doi":"10.1080/00224545.2021.1983507","DOIUrl":"https://doi.org/10.1080/00224545.2021.1983507","url":null,"abstract":"<p><p>Generalized reciprocity and negative reciprocity have been demonstrated to influence employees' psychological states and outcomes differently. Drawing upon social exchange theory and emotion regulation theory, we develop a model that specifies whether and how generalized reciprocity and negative reciprocity influence employees' task performance. A cross-sectional survey study (N = 584) reveals that generalized reciprocity is positively related to task performance, whereas negative reciprocity is adversely related to task performance, and both of these relationships are mediated by social exchange. Interestingly, the findings also indicate that emotional labor moderates the associations between generalized reciprocity and social exchange and between negative reciprocity and social exchange. Specifically, individuals with high deep acting or low surface acting can experience higher social exchange after perceiving generalized reciprocity, whereas individuals with high surface acting or low deep acting can experience lower social exchange after perceiving negative reciprocity. These results provide significant implications for academic research and managerial practice.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"163 5","pages":"605-622"},"PeriodicalIF":2.1,"publicationDate":"2023-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"10089055","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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: 4
Proactive champions: how personal and organizational resources enable proactive personalities to become idea champions. 积极主动的拥护者:个人和组织资源如何使积极主动的人成为思想拥护者。
IF 2.1 3区 心理学
Journal of Social Psychology Pub Date : 2023-09-03 DOI: 10.1080/00224545.2021.1973945
Dirk De Clercq, Renato Pereira
{"title":"Proactive champions: how personal and organizational resources enable proactive personalities to become idea champions.","authors":"Dirk De Clercq,&nbsp;Renato Pereira","doi":"10.1080/00224545.2021.1973945","DOIUrl":"https://doi.org/10.1080/00224545.2021.1973945","url":null,"abstract":"<p><p>In investigating the relationship between employees' proactive personality and idea championing, this study addresses how this relationship might be augmented when employees can draw from pertinent personal resources (persuasion self-efficacy and job enthusiasm) and organizational resources (social interaction and organizational support for change). Two-wave survey data, collected among employees in a banking organization, show that employees' proactive personalities increase the likelihood that they mobilize support for innovative ideas, especially if they (1) feel confident that they can defend these ideas successfully, (2) experience their jobs as sources of personal fulfillment, (3) maintain informal relationships with peers, and (4) believe their organizations embrace change. For managers, these findings indicate that employees will leverage their positive energy, derived from their desire for initiative taking, into enhanced change-oriented championing activities if they also can draw from pertinent resources that enhance their ability or motivation to engage in those leveraging efforts.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"163 5","pages":"583-604"},"PeriodicalIF":2.1,"publicationDate":"2023-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9940848","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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: 5
Are proactive employees proactive performers? the moderating role of supervisor-subordinate marital status similarity. 积极的员工是积极的执行者吗?上下级婚姻状况相似度的调节作用。
IF 2.1 3区 心理学
Journal of Social Psychology Pub Date : 2023-09-03 DOI: 10.1080/00224545.2021.2025027
Xiaoyu Wang, Xiaotong Janey Zheng, Jin Luo, Shuming Zhao
{"title":"Are proactive employees proactive performers? the moderating role of supervisor-subordinate marital status similarity.","authors":"Xiaoyu Wang,&nbsp;Xiaotong Janey Zheng,&nbsp;Jin Luo,&nbsp;Shuming Zhao","doi":"10.1080/00224545.2021.2025027","DOIUrl":"https://doi.org/10.1080/00224545.2021.2025027","url":null,"abstract":"<p><p>In accordance with the similarity attraction paradigm, this paper investigates when and how proactive employees can be rated as proactive performers by proposing supervisor-subordinate marital status similarity as a relational moderator and leader-member exchange as the mediator. It therefore advances understanding of performance evaluation of proactive employees. Data from a sample of 471 Chinese employees and their 161 supervisors are used to examine the models hypothesized. The results show that LMX mediates the interaction effect between a proactive personality and supervisor-subordinate marital status similarity on supervisors' evaluations of proactive performance. When proactive employees and their supervisors have similar (dissimilar) marital status, the indirect relationship between proactive personality and supervisor-rated proactive performance via LMX is stronger (weaker). Theoretical and practical implications are discussed.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"163 5","pages":"623-636"},"PeriodicalIF":2.1,"publicationDate":"2023-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9759359","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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
Staphylococcal toxic shock syndrome. 葡萄球菌中毒性休克综合征。
IF 0.6 3区 心理学
Journal of Social Psychology Pub Date : 2023-09-01 Epub Date: 2023-05-11 DOI: 10.1007/s12308-023-00547-6
Marco P Barros Pinto
{"title":"Staphylococcal toxic shock syndrome.","authors":"Marco P Barros Pinto","doi":"10.1007/s12308-023-00547-6","DOIUrl":"10.1007/s12308-023-00547-6","url":null,"abstract":"<p><p>Toxic Shock Syndrome (TSS) is a severe acute disease characterized by high fever, hypotension, rash, multiple organ dysfunction and desquamation during convalescence. TSS is caused by toxin-producing strains of Staphylococcus aureus or Streptococcus pyogenes. TSS remains a rare but severe disease. Early diagnosis is important because specific treatments with antitoxin effects must be started as soon as possible. This manuscript presents a set of images that illustrate the main findings in the peripheral blood film of a patient with TSS.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"100 1","pages":"189-190"},"PeriodicalIF":0.6,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81270780","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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
Toward whom does intergroup contact reduce prejudice? Exploring national majorities' prejudice toward ethnic and migrant minorities. 群体间的接触减少了对谁的偏见?探讨多数民族对少数民族和移民的偏见。
IF 2.1 3区 心理学
Journal of Social Psychology Pub Date : 2023-07-04 DOI: 10.1080/00224545.2021.2023085
Mustafa Firat, Bilge Ataca
{"title":"Toward whom does intergroup contact reduce prejudice? Exploring national majorities' prejudice toward ethnic and migrant minorities.","authors":"Mustafa Firat,&nbsp;Bilge Ataca","doi":"10.1080/00224545.2021.2023085","DOIUrl":"https://doi.org/10.1080/00224545.2021.2023085","url":null,"abstract":"<p><p>Although the effectiveness of intergroup contact as a mechanism for reducing prejudice is well-established, limited research has simultaneously examined this effect among groups that are in different contact relationships. Using data based on a between-group cross-sectional design from 335 Turkish undergraduate students, this study compared the direct and the indirect association of intergroup contact with prejudice toward Kurds and Syrians in Turkey through intergroup threat. The results showed that intergroup contact predicted less prejudice toward Kurds but not toward Syrians, and intergroup threat mediated the role of intergroup contact in prejudice toward Kurds but not toward Syrians. The findings were discussed based on theories of intergroup contact and intergroup threat, with a reflection on the limitations, extensions, and implications of the study.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"163 4","pages":"537-553"},"PeriodicalIF":2.1,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9526590","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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
Multiracial individuals' experiences of rejection and acceptance from different racial groups and implications for life satisfaction. 多种族个体被不同种族群体排斥和接受的经历及其对生活满意度的影响。
IF 2.1 3区 心理学
Journal of Social Psychology Pub Date : 2023-07-04 DOI: 10.1080/00224545.2021.1996322
Jasmine B Norman, Marisa G Franco, Jacqueline M Chen
{"title":"Multiracial individuals' experiences of rejection and acceptance from different racial groups and implications for life satisfaction.","authors":"Jasmine B Norman,&nbsp;Marisa G Franco,&nbsp;Jacqueline M Chen","doi":"10.1080/00224545.2021.1996322","DOIUrl":"https://doi.org/10.1080/00224545.2021.1996322","url":null,"abstract":"<p><p>Two studies examine Multiracial Asian-White, Black-White, Latinx-White, and Native American-White people's experiences of rejection (Study 1) and acceptance (Study 2) from potential racial ingroups, and associations with life satisfaction. In Study 1, Multiracial participants reported comparable levels of rejection from their monoracial minoritized ingroups and White ingroup, but significantly less rejection from their Multiracial ingroup. In Study 2, participants reported feeling slightly less accepted from monoracial minoritized ingroups than from the White ingroup. Across both studies, greater rejection, and less acceptance, from the White ingroup was related to lower life satisfaction. Notably, this effect was strongest among Native American-White Multiracial people relative to other Multiracial groups in our sample. Findings highlight how Multiracial people's multiple potential ingroups relate to their social rejection and acceptance experiences, and that rejection and acceptance from higher status potential ingroups (i.e., White people) may play a role in subjective well-being disparities for some Multiracial groups.</p>","PeriodicalId":48205,"journal":{"name":"Journal of Social Psychology","volume":"163 4","pages":"459-479"},"PeriodicalIF":2.1,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9888580","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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: 4
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