Journal of Managerial Psychology最新文献

{"title":"Humanizing GenAI at work: bridging the gap between technological innovation and employee engagement","authors":"Alba Manresa, Ammar Sammour, Marta Mas-Machuca, Weifeng Chen, David Botchie","doi":"10.1108/jmp-05-2024-0356","DOIUrl":"https://doi.org/10.1108/jmp-05-2024-0356","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper seeks to explore the influence of generative artificial intelligence (GenAI) on employee performance in the workplace, viewed from a managerial perspective. It concentrates on key elements such as employee engagement, trust in GenAI and attitudes toward its implementation. This exploration is motivated by the ongoing evolution of GenAI, which presents managers with the crucial task of understanding and integrating this technology into their strategic frameworks.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We collected 251 responses from managers and senior managers representing companies that have embraced GenAI in Spain. A hierarchical regression analysis was employed to examine the hypotheses. Subsequently, mediating effects and moderated mediation effects were scrutinized using the bias-corrected bootstrapping method.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The data analysis suggests a significant enhancement in employee engagement and performance from a managerial perspective, attributed to improved attitudes and trust toward the adoption of GenAI. This conclusion is drawn from our research conducted with samples collected in Spain. Notably, our findings indicate that while positive attitudes toward GenAI correlate with enhanced engagement and performance, there exists a weakening effect on the significant positive impact of GenAI adoption in the workplace. This suggests that GenAI is still in its early stages of adoption within these companies, necessitating additional time for managers to develop greater confidence in its efficacy.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study represents one of the pioneering investigations centered on the implementation of GenAI within the workplace context. It contributes significantly to the existing body of literature concerning the stimulus-organism-response (S-O-R) model in technology innovation adoption within work environments.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142201946","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"From social support to thriving at work via psychological capital: the role of psychosocial safety climate in a weekly study","authors":"Norberth Okros, Delia Vîrgă","doi":"10.1108/jmp-07-2023-0409","DOIUrl":"https://doi.org/10.1108/jmp-07-2023-0409","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Based on the socially embedded model of thriving at work and using the Conservation of Resources theory, this study examines how different resources promote thriving at work. Thus, we investigate the mediating role of psychological capital, as a personal resource, in the positive relationship between social support, as a job resource, and thriving at work, as well as the impact of psychological safety climate, as an organizational resource, on thriving and its moderating role in the relationship between psychological capital and thriving at work.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Eighty correctional officers (NL2 = 80) completed self-reported questionnaires at the beginning of the study and throughout six consecutive weeks (NL1 = 480), yielding a multi-level dataset.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results supported the proposed weekly mediated process, also confirming the fact that a psychosocial safety climate has a positive effect on thriving at work. However, no moderation of the psychosocial safety climate was found.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>In an environment with social support, correctional officers are full of hope at work, resilient, confident, and optimistic, contributing to increased energy and learning. Also, supervisors should promote psychological well-being at work to increase thriving.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The contribution of this study pertains to exploring the relationship between the psychosocial safety climate and thriving at work, as well as the role that various resources play in promoting thriving among correctional officers.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142225856","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Cognitive capabilities of moral leaders in turbulent environments: a review, theory integration and way forward","authors":"Eliane Bacha, Eva Niesten","doi":"10.1108/jmp-07-2023-0393","DOIUrl":"https://doi.org/10.1108/jmp-07-2023-0393","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper’s purpose is to challenge the traditional assumption in leadership studies that leaders’ traits and capabilities impact effectiveness irrespective of the environment in which they operate. We identify the cognitive capabilities (CCs) of moral leaders that increase their efficacy in turbulent environments. To identify these capabilities, we integrate the strategic management literature on dynamic managerial capabilities (DMCs) into the field of moral leadership. We explore the micro-foundations of DMCs—that is, the CCs of moral leaders that underpin their abilities to sense and seize opportunities and reconfigure organizations—and show that CCs are effective in environmental turbulence.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We review 74 articles on moral leaders—including ethical, authentic, and servant leaders—and analyze their CCs that enable effectiveness in turbulent environments.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Moral leaders sense opportunities by drawing on their CCs for attention and perception. They seize opportunities with intuitive moral judgment and conscious moral reasoning, and by considering diverse perspectives and followers’ needs when problem solving. They reconfigure with vision-inspired storytelling, collaboration, and trust-building among stakeholders.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Organizations should use coaching, mentoring, and training to develop the CCs of moral leaders, and institutionalize these skills in their organizations.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>We illustrate that the environment is an important determinant of the effectiveness of moral leaders’ capabilities. By integrating the DMC literature into the moral leadership field, we identify the distinctive CCs of ethical, authentic, and servant leaders that make them effective in turbulent environments.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-08-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142201953","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Unraveling the dynamics: exploring the nexus between abusive supervision, counterproductive work behaviors and the moderating influence of mindfulness","authors":"Ana Junça Silva, Clara Encarnação","doi":"10.1108/jmp-01-2024-0058","DOIUrl":"https://doi.org/10.1108/jmp-01-2024-0058","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Relying on the affective events theory, this study conceptualizes abusive supervision as a micro-affective event and tests a multilevel moderated mediation arguing that abusive behaviors from the supervisor trigger negative affective reactions that, in turn, will enhance the likelihood of counterproductive work behaviors (interpersonal and organizational). We further propose that mindfulness will shape how employees react to abusive behaviors from supervisors.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A daily diary study conducted for five consecutive days was developed with Portuguese working adults (<em>N</em> = 176*5 = 880).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The multilevel findings showed that abusive behaviors triggered negative affect and this, in turn, promoted both forms of counterproductive work behaviors. The indirect effect regarding interpersonal counterproductive work behavior was moderated by mindfulness in such a way that the indirect effect was stronger for those who scored lower on mindfulness (versus higher levels). The indirect effect on organizational counterproductive work behavior was not significantly moderated by mindfulness.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>The examination of mindfulness as a moderating factor contributes significantly to management by delineating practical strategies to assist employees in effectively managing micro-events involving abusive behaviors from supervisors. Consequently, these findings may inform the development of research-backed strategies aimed at mitigating the affective and behavioral repercussions of an abusive supervisor.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The inclusion of mindfulness in the model is an added value.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141936175","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Emphasizing family as a source of social support: implications for work-family conflict and job satisfaction among hispanic professionals","authors":"Ryan P. Jacobson, Kathryn J.L. Jacobson, Robert G. DelCampo","doi":"10.1108/jmp-03-2024-0188","DOIUrl":"https://doi.org/10.1108/jmp-03-2024-0188","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Although Hispanics represent a large and growing proportion of the US workforce, little is known regarding the possible effects of their somewhat unique cultural values, beliefs, and practices on their experiences of work-family conflict or job satisfaction. This research tested theoretically derived hypotheses regarding the protective effect of a component of familism values, family as a source of social support, on these outcomes.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A moderated mediation model was tested using survey data from Hispanic professionals (<em>N</em> = 103).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>As predicted, family support was negatively related to work interfering with family (WIF) and positively related to job satisfaction. WIF mediated the relationship between family support and job satisfaction. Additionally, gender moderated this mediated relationship such that the effects were stronger for Hispanic women than men.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>Generalizability of the results should be explored by employing larger samples that include longer tenured workers, employees with higher degrees of management experience, and additional Hispanic subgroups. Results contribute to a growing body of research demonstrating beneficial effects of familism values for Hispanics.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Results suggest that organizations may benefit from taking active steps to support familism values among Hispanic workers.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This is the first empirical study to explore the possible benefits of family support values on workplace outcomes.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141873116","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Employees’ attitudinal reactions to supervisors’ weekly taking charge behavior: the moderating role of employees’ proactive personality","authors":"Felipe A. Guzman, Melvyn R.W. Hamstra, Pablo Ignacio Escribano, Xin Fu","doi":"10.1108/jmp-11-2023-0678","DOIUrl":"https://doi.org/10.1108/jmp-11-2023-0678","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Researchers have studied supervisors’ proactive personality in its relationship with employees’ attitudes. However, little attention has been given to how employees react to instances of supervisors’ proactive behavior. Drawing from P-E fit theory, we propose that the relationship between supervisor weekly taking charge behavior (TCB, the quintessential proactive behavior) and employees’ weekly job attitudes depends on employees’ proactive personality.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Utilizing a diary study, we investigate how employees’ proactive personality moderates the within-person relationship between supervisor TCB and employees’ attitudes (measured as job satisfaction and affective commitment). We surveyed 39 employees ten times over ten weeks.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Multi-level analyses partially supported our predictions on the differential effects of weekly supervisor TCB on employees’ job attitudes. Supervisors’ above-average TCB was significantly related to higher levels of employees’ job satisfaction and marginally related to affective commitment for employees with high proactive personality, but not for those with low proactive personality. Supplemental analyses revealed that our results are unique to supervisor TCB and not to supervisor helping behavior.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our study is among the first to utilize a dynamic approach to understand the consequences of supervisors’ proactive work behavior in the context of P-E fit research. Our findings will open several fruitful avenues for future research that continue to understand the powerful effects of supervisors’ proactivity.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141869137","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The impact of coaching leadership on work engagement: an empirical study from Chinese context","authors":"Ling Wang, Chun-feng Zhang, Xiao-ying Su","doi":"10.1108/jmp-09-2023-0547","DOIUrl":"https://doi.org/10.1108/jmp-09-2023-0547","url":null,"abstract":"PurposeThe purpose of this paper is to unveil the efficacy of coaching leadership within Chinese organizations and bolster employees’ work engagement.Design/methodology/approachThe sample data were collected through employing the questionnaire method. The participants consisted of 234 employees and 53 supervisors in Chinese enterprises. Hypothesis testing was conducted using multiple regression analysis and the Bootstrap method.FindingsThe coaching leadership exhibited a positive association with employees’ work engagement, psychological safety and self-efficacy. It was observed that employees’ psychological safety and self-efficacy played a dual-mediation role between coaching leadership and work engagement. Additionally, employees with power distance orientation (POD) amplified the positive effects of coaching leadership on psychological safety and self-efficacy.Research limitations/implicationsThis study contributes to the literature on coaching leadership and work engagement by elucidating their direct influence, as well as the dual-mediating roles of psychological safety and self-efficacy. Besides, our findings underscore the moderating effect of POD in amplifying the impacts of coaching leadership. However, the nonlongitudinal survey design adopted by our study should be noted for its potential limitations in establishing causality.Practical implicationsThe findings demonstrate that coaching leadership, psychological safety and self-efficacy play a crucial role in fostering work engagement. Employees with higher POD are more likely to benefit from coaching leaders.Originality/valueThis study contributes to coaching leadership literature and provides insights into how and when coaching leadership affects work engagement in Chinese organizations.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141811194","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Transformational leadership and well-being when working from home – the role of ICT demands","authors":"Dorothee Tautz, Jörg Felfe, Laura Klebe, Annika Krick","doi":"10.1108/jmp-04-2023-0235","DOIUrl":"https://doi.org/10.1108/jmp-04-2023-0235","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this study is to investigate the effectiveness of transformational leadership (TFL) for employee well-being when working from home (WFH) and under the light of stressors coming from the use of information and communication technologies (ICTs).</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Moderation analyses were conducted with a sample of 763 employees who work at least one day a week from home.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results suggest that TFL still has a positive effect on employee well-being during WFH, but that its effectiveness decreases when certain ICT demands that inhibit communication occur. Contrary to our expectations, constant availability did not weaken the effects of TFL.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Leaders must be aware of the influence of ICT demands on their leadership effectiveness and take countermeasures to increase effective communication and decrease the occurrence of ICT demands.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Current literature on TFL was enhanced by examining its effectiveness in a WFH context and providing important insights into the challenges of remote work for leadership and employee well-being.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141508281","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Transfer of a leadership training intervention prior to COVID-19 on leadership support during the pandemic","authors":"Rebecca M. Brossoit, Leslie B. Hammer, Todd E. Bodner, Cynthia D. Mohr, Shalene J. Allen, Tori L. Crain, Krista J. Brockwood, Amy B. Adler","doi":"10.1108/jmp-10-2023-0582","DOIUrl":"https://doi.org/10.1108/jmp-10-2023-0582","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>We examined the impact of a leadership support training intervention implemented prior to the coronavirus (COVID-19) pandemic on support behaviors specific to COVID-19 during the pandemic. Primary intervention targets (i.e. family-supportive supervisor behaviors and sleep leadership behaviors) were explored as mediators between the intervention and supportive COVID-19 leadership behaviors.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A cluster randomized controlled trial intervention was implemented with service members and their supervisors in the Army and Air National Guard throughout 2017–2019. Follow-up survey data were collected after the intervention, including during the COVID-19 pandemic in 2020. Direct and indirect intervention effects were tested.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>A pre-COVID intervention targeting leader support for family and sleep health had a direct effect on leader support specific to the COVID-19 pandemic. Additionally, sleep leadership, but not family-supportive supervisor behaviors, mediated the intervention effects on supportive COVID-19 leadership. These findings suggest that certain leadership training interventions can transfer across knowledge domains and time.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Findings from this study demonstrate that training leaders on support behaviors improves their ability to support employees during the COVID-19 pandemic and may translate to crisis leadership in other contexts.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>We examined the long-term effects of an intervention that was implemented approximately 1–2 years prior to the COVID-19 pandemic on leadership support behaviors specific to the pandemic. Our findings contribute to the leadership, training, and organizational intervention literatures, and have implications for how leaders can support employees during crises.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141508280","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Perceived organizational politics and employee voice: the role of affect and supervisor political support","authors":"Yanzhe Zhou, Jian-min Sun","doi":"10.1108/jmp-09-2022-0454","DOIUrl":"https://doi.org/10.1108/jmp-09-2022-0454","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Adopting an affective events perspective, our study investigates the relationship between perceived organizational politics (POP) and employee voice by exploring the mediating role of affect and the moderating role of supervisor political support.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The hypothesized model was tested with three-wave data collected from 393 full-time employees.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results indicate that POP indirectly impacts employee voice through influencing positive and negative affect, and that supervisor political support moderates these indirect effects by moderating the relationship between POP and affective states.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>Survey data can hardly test the causal relationship. Effect of employees' POP could be further examined in the lens subjective positive experiences. Organizational politics might have positive meanings.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Our findings show that POP brings employees negative feelings and reduces their voice behaviors while supervisor political support can mitigate this inhibiting effect. Therefore, managers should learn how to use political behavior more reasonably in highly political work environment.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>By highlighting the possibility that employees can be beneficiaries having a vested interest in political environment and investigating the unexplored affective explanatory mechanisms underlying the POP–voice relationship, this study provides new directions for future research on POP and employee voice.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141252048","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}