European Journal of Work and Organizational Psychology最新文献

{"title":"Toward a contextualized perspective of employability development","authors":"Jos Akkermans, Pascale Le Blanc, Beatrice Van der Heijden, Ans De Vos","doi":"10.1080/1359432x.2023.2291763","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2291763","url":null,"abstract":"In this article, we discuss two critical challenges in employability research. First, we argue that more research is needed to capture the dynamic nature of employability development. Although theo...","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"328 1","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-12-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138568397","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The daily dynamics of basic psychological need satisfaction at work, their determinants, and their implications: An application of Dynamic Structural Equation Modeling","authors":"Tiphaine Huyghebaert-Zouaghi, Alexandre Morin, Jérémy Thomas, Nicolas Gillet","doi":"10.1080/1359432x.2023.2276534","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2276534","url":null,"abstract":"ABSTRACTDrawing on self-determination theory, this study focuses on the person- and occasion-specific components of the daily dynamics of employees’ global psychological need satisfaction at work. Predictors (job demands related to information and communication technologies, segmentation norms, and workload) and outcomes (perceived productivity, psychological detachment, work-family conflict, job satisfaction, and personal satisfaction) were also examined across both levels to better grasp the mechanisms underlying these short-term dynamics. A total of 129 French employees filled out questionnaire surveys at the end of each workday for five days (521 observations). Results from Dynamic Structural Equation Modeling (DSEM) showed clear associations between need satisfaction, the predictors, and the outcomes at the person-specific level. However, and although need satisfaction levels were found to fluctuate on a daily basis, they seemed immune to the effects of daily fluctuations in predictor levels, and unlikely to generate matching fluctuations in outcome levels. These results suggest strong homoeostatic processes protecting employees’ functioning against daily fluctuations, but that the accumulation of such fluctuations over the work week may jeopardize these processes.KEYWORDS: Basic psychological need satisfactionjob demandswell-beingself-determination theorydynamic structural equation modeling AcknowledgementsWe would like to thank C. Douillet, C. Delaunoy, L. Kerrouche, L. Massenet-Valac, and M. Pieltin for their invaluable help with this study’s data collection. We would also like to thank N. Stefaniak for his input during preliminary steps of data analysis.Correspondence should be addressed to Tiphaine Huyghebaert-Zouaghi; Université de Reims Champagne Ardenne; UFR Lettres et Sciences Humaines; Laboratoire Cognition, Santé, Société; 57 rue Pierre Taittinger, Reims Cedex 51 571, France. Email: tiphaine.huyghebaert@univ-reims.frDisclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementData are available upon request from the authors.Supplementary materialSupplemental data for this article can be accessed online at https://doi.org/10.1080/1359432X.2023.2276534.Notes1. We hereafter use the term “global BPNS” to reflect the global experience of need satisfaction anchored in all three needs (i.e., capturing the satisfaction of all three needs in a single factor). In research anchored in basic psychological needs theory (Vansteenkiste et al., Citation2020), this terminology (i.e., global) does not reflect a trait-like level of analysis such as that proposed in Vallerand’s (Citation1997) hierarchical model of motivation.2. By lagged predictions, we mean using predictors measured at Time t to predict outcomes (e.g., BPNS) measured at Time t + 1, while controlling for the autoregressive stability of the occasion-specific outcome levels (i.e., controlling for the effects of outcome levels measured a","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"43 17","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134953409","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Leader–member exchange (LMX) and work performance: an application of self-determination theory in the work context","authors":"Alexandra A. Henderson, Sophia S. Jeong","doi":"10.1080/1359432x.2023.2276535","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2276535","url":null,"abstract":"ABSTRACTUsing self-determination theory (SDT) as a guiding framework, we examined the effects of leader–member exchange (LMX) on performance through psychological need satisfaction and intrinsic motivation. Lagged data was collected from 333 dental hygienists across four time points. We examined three forms of performance: task performance, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB). LMX was positively related to all three forms of psychological need satisfaction (competence, relatedness, autonomy), autonomy need satisfaction was positively related to intrinsic motivation, and intrinsic motivation was negatively related to CWB. Overall, there were significant indirect effects from LMX to all forms of performance; however, the mediating mechanisms varied. LMX was indirectly linked to task performance through competence need satisfaction and autonomy need satisfaction, to OCB through competence need satisfaction, and to CWB through the sequential effects of autonomy need satisfaction on intrinsic motivation. Our results highlight the complexity of the LMX-performance relationship and show that SDT can help to explain the relationship, depending on the type of performance being assessed.KEYWORDS: Leader–member exchangeperformanceorganizational citizenship behaviourcounterproductive work behaviourself-determination theory Disclosure statementNo potential conflict of interest was reported by the author(s).Supplementary dataSupplemental data for this article can be accessed online at https://doi.org/10.1080/1359432X.2023.2276535Notes1. We used a Harman one-factor test (Podsakoff & Organ, Citation1986) and an instrumental variable approach (Saridakis et al., Citation2020) to assess common method variance and endogeneity, respectively. Results from these analyses indicated that these were not significant issues in our model.Additional informationFundingThe data that support the findings of this study are available from the corresponding author upon reasonable request.This study was approved by the Bowling Green State University Institutional Review Board (Project #1073732).","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":" 16","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135292100","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Obstacles experienced by socialization agents as they support new professionals’ learning and adjustment: a systematic review of qualitative evidence","authors":"Elin Frögéli, Lena Backström Eriksson","doi":"10.1080/1359432x.2023.2276532","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2276532","url":null,"abstract":"New professionals’ learning and adjustment have implications for individuals and organizations alike. Some of the most important learning events happen when newcomers proactively engage in learning behaviours in everyday work contexts. Socialization agents (e.g., co-workers and supervisors) play an important role by encouraging and responding to proactive behaviours, but they are not always able to provide this support. Knowledge of the obstacles standing in their way could inform the design of programmes to increase their support of newcomers’ learning and adjustment. The objective of this study was to systematically review qualitative evidence of such obstacles in different occupations internationally. The search strategy included the electronic databases, Web of Science and Scopus. Twenty studies with 446 participants in total were included. Findings were synthesized using an analytical method for identifying what needs to be changed for a behaviour to be more likely to occur. The analysis showed that socialization agents’ support of new professionals’ learning is limited due to a lack of formal recognition of this work. We present a model of key obstacles to address to increase socialization agents’ capabilities, opportunities, and motivation for supporting new professionals’ learning and adjustment. OSF Registration: osf.io/wsczh/","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"63 3","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135430647","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Work does not speak for itself: examining the incremental validity of personal branding in predicting knowledge workers’ employability","authors":"Sergey Gorbatov, Janneke K. Oostrom, Svetlana N. Khapova","doi":"10.1080/1359432x.2023.2276533","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2276533","url":null,"abstract":"The changing context of contemporary knowledge work, including the massive adoption of home office work arrangements and a great resignation, calls for new research on the employability of knowledge workers. In this paper, we suggest that knowledge workers can no longer rely on developing their human capital and being intrapreneurial at work to secure their employability. With the aim to offer a new perspective, we test the incremental validity of personal branding in predicting employability over and above established predictors (i.e., human capital and intrapreneurship behaviours) and test the relationships in three studies (total N = 883), consisting of a supervisor sample (Study 1), a student sample (Study 2), and a time-lagged employee sample (Study 3). Results show that personal branding explains variance in employability over and above human capital and intrapreneurship behaviours. The results also show that the relationship between personal branding and employability is fully mediated by personal brand equity. The paper concludes with a discussion of the opportunities the concept of personal branding offers for employability research in the context of the contemporary world of work.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"64 9","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135726655","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The effect of time and day of the week on burnout-related experiences: an experience sampling study","authors":"Sophia Frick, Leander van der Meij, Karin Smolders, Evangelia Demerouti, Yvonne de Kort","doi":"10.1080/1359432x.2023.2266874","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2266874","url":null,"abstract":"Burnout has traditionally been characterized as a relatively stable construct, leaving the question of whether and how burnout-related experiences fluctuate within and between days unaddressed. In the current study, we assess the effect of time of day (expressed as external time, internal time, or time awake) and day of the week on momentary experiences of the two core components of burnout, i.e., exhaustion and disengagement. We employed a 7-day experience sampling method in the field among 65 working employees, with seven momentary assessments per day. Results indicated that a large proportion of variance in burnout-related experiences occurred between moments (46%-68%), with only minor variance occurring between days within participants (2%-6%). Notably, experiences related to the disengagement component showed no clear pattern over the day, while exhaustion remained relatively stable throughout the morning and then increased moderately towards the end of the day. We conclude that burnout-related experiences typically fluctuate between moments, supporting the view of burnout as a dynamic rather than a purely static state. Furthermore, much of the variance in momentary burnout-related experiences remains to be explained in absence of a structural temporal pattern.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"158 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135857991","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Employability in the post-job security era: testing competing effects of perceived job insecurity on perceived employability change","authors":"Wiebke Doden, Ilke Grosemans, Nele De Cuyper, Cécile Tschopp, Gudela Grote","doi":"10.1080/1359432x.2023.2263201","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2263201","url":null,"abstract":"Perceived job insecurity and perceived employability are often mentioned in one breath with employability typically referred to as the “modern response to job insecurity”. Yet our understanding of how individuals’ perceptions of employability may change over time in response to job insecurity is limited. Both positive and negative changes seem plausible: Job insecurity may trigger employees to invest in employability, making them feel more employable. However, job insecurity may also elicit a defensive response in employees that undermines their perceived employability. We tested these two competing hypotheses against the background of conservation of resources theory in a sample of 358 employees surveyed on three occasions across 3.5 years. Using latent change score modelling, our findings suggest that job insecurity increases perceived employability. That is, the state-level of perceived job insecurity predicts a positive subsequent change in perceived employability. These findings highlight the importance of considering the dynamic within-person perspective to understand the relationship between job insecurity and perceived employability, and illustrate that results observed in prior static research may lead to different conclusions in within-person longitudinal studies. Implications of our findings for theory and practice are discussed.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"68 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135198085","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Is it bad because it is boring? Effects of idle time on employee outcomes","authors":"Martin Zeschke, Hannes Zacher","doi":"10.1080/1359432x.2023.2261661","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2261661","url":null,"abstract":"ABSTRACTIdle time is a period during which employees cannot complete their work tasks for reasons beyond their control. It has previously been shown to have negative consequences for employees’ performance and well-being. To shed light on the mechanisms underlying these effects, we argue based on affective events theory and action regulation theory that idle time is an event that leads to boredom. Since boredom is a negative affective experience that motivates employees to do something about their situation, it may reduce job satisfaction and increase extra-role behaviour (i.e., prosocial and counterproductive) and turnover intentions. We tested our hypotheses using a sample of 1,036 employees who participated in a five-wave longitudinal study across 12 months. Results showed that, at both the within-person and between-person levels, idle time was positively associated with boredom, which, in turn, was associated with lower job satisfaction, higher counterproductive work behaviour, and higher turnover intentions, but not with prosocial work behaviour. These associations were robust when additionally controlling for work environment features (e.g., working from home), dispositions (e.g., personality), and demographic characteristics. Thus, idle time seems to be a boring and mostly negative experience for employees. Employees and managers should organize work to avoid boredom whenever possible.KEYWORDS: Idle timeboredomjob satisfactionaffective events theoryemployee outcomes Disclosure statementNo potential conflict of interest was reported by the authors.Supplementary materialSupplemental data for this article can be accessed online at https://doi.org/10.1080/1359432X.2023.2261661Additional informationFundingThis study was conducted as part of the research project “Idle Time at Work” funded by the Deutsche Forschungsgemeinschaft (DFG, German Research Foundation, #437707385).","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"40 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135198078","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How theatre actors in Flanders make sense of and enact their employability in a context in motion: a matter of fit","authors":"Anneleen Forrier, Nele De Cuyper, Jasper Delva","doi":"10.1080/1359432x.2023.2266173","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2266173","url":null,"abstract":"ABSTRACTThis study aims to understand how individuals give meaning to and enact their employability in a changing context. Our study draws on insights from the Social Chronology Framework. In doing so, it involves the interplay of three perspectives: individual, context and time. We used a narrative approach based on life story data from 24 theatre actors in Flanders (Belgium). We identified five narratives based on three building blocks: employability scripts, career imagination and action. Employability scripts encrypt what is contextually required to be employable. The narratives differ in how individuals interpret those scripts, make meaning of their position in the field (career imagination) and act. The narratives express variations in fit with the field. Three narratives express fit: Individuals blend in with the context and endorse the current employability script. A fourth narrative expresses being out-of-fit: Individuals identify with older scripts. A fifth narrative expresses misfit: Individuals fail to act according to the current script and disengage. Our main contributions are theoretical. First, we conceptualize employability “in the fit” and not in the individual. Second, we advance the notion of employability script. Both these contributions serve to understand employability at the interplay of agency and structure.KEYWORDS: Employabilitysocial chronology frameworkemployability scriptcareer imaginationfit Disclosure statementNo potential conflict of interest was reported by the author(s).Notes1. All names are pseudonyms.2. We do not include data on the particular networks of the interviewees, because this could disclose their identity.3. In our explanation, we do not describe time in a separate paragraph, because time is embedded within all others aspects of the narratives.Additional informationFundingThis study was supported by Interne Fondsen KU Leuven/Internal Funds KU Leuven (project C24M/19/012).","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"51 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135350973","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Temporal dynamics of shared leadership, team workload, and collective team member well-being: a daily diary study","authors":"Kai N. Klasmeier, Nale Lehmann-Willenbrock","doi":"10.1080/1359432x.2023.2263200","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2263200","url":null,"abstract":"In this diary study, we consider shared leadership and team workload as antecedents of team mental health. We draw on conservation of resources theory to theorize how linear change trajectories of shared leadership are related to change trajectories in team members’ shared well-being and emotional exhaustion. Furthermore, we investigate the interaction between change trajectories of shared leadership and team workload, predicting that change in shared leadership will be more strongly related to change in team mental health when team workload increases. 265 team members nested in 77 teams completed a daily diary survey over five consecutive workdays. As hypothesized, an increase in shared leadership was associated with an increase in team well-being and a decrease in emotional exhaustion over time. Further, shared leadership interacted with team workload, such that an increase in shared leadership was more strongly associated with a decrease in shared emotional exhaustion when team workload increased. However, team member well-being was not affected by such an interaction. These findings address the missing link between shared leadership and team well-being and exhaustion, establish shared leadership as an important team resource, and contribute a temporal perspective on shared leadership as a dynamic team phenomenon.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"101 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135536528","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}