Journal of Managerial Psychology最新文献_第10页

Working in times of COVID-19: investigating the effect of daily risk perception of COVID-19 infection on goal progress 新冠肺炎时期的工作：研究新冠肺炎感染的日常风险认知对目标进展的影响

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2023-01-09 DOI: 10.1108/jmp-03-2022-0121

Donghun Seo, Sunghyuck Mah, Sophia Miri Yoo, Minju Oh, B. Kim, Jeong-Yeon Lee, Seokhwa Yun

{"title":"Working in times of COVID-19: investigating the effect of daily risk perception of COVID-19 infection on goal progress","authors":"Donghun Seo, Sunghyuck Mah, Sophia Miri Yoo, Minju Oh, B. Kim, Jeong-Yeon Lee, Seokhwa Yun","doi":"10.1108/jmp-03-2022-0121","DOIUrl":"https://doi.org/10.1108/jmp-03-2022-0121","url":null,"abstract":"PurposeBased on the transactional theory of stress and coping, this study aims to understand the daily impact of coronavirus disease 2019 (COVID-19) on employee goal progress. In particular, the authors explore how COVID-19 induces anxiety related to task setbacks that consequently influences one's goal progress.Design/methodology/approachA daily diary study was conducted with a total of 558 observations from 60 participants. The data were analyzed using multilevel path analysis with random slopes.FindingsThe perceived risk of COVID-19 infection was positively associated with COVID-19 task setback anxiety, which in turn improved end-of-day goal progress. Lower employee conscientiousness strengthened the relationship between perceived risk of COVID-19 infection and COVID-19 task setback anxiety, and lower supervisor bottom-line mentality strengthened the relationship between COVID-19 task setback anxiety and end-of-day goal progress.Practical implicationsAlthough COVID-19 task setback anxiety results in higher end-of-day goal progress, the authors recommend caution as the cost of coping exists. Thus, supervisors should focus on supporting the employees rather than having a bottom-line mentality.Originality/valueThis study advances stress and coping literature by examining how employees appraise and cope with COVID-19 in work context. The authors demonstrate that a perceived risk of COVID-19 induces task setbacks related to anticipatory anxiety, which in turn influences employee outcomes. In addition, the authors identify employee conscientiousness and supervisor bottom-line mentality as a boundary condition of this process.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2023-01-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43067451","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}

引用次数: 0

Linking self-efficacy and organizational identification: a moderated mediation model based on a self-verification perspective 将自我效能感与组织认同联系起来：一个基于自我验证视角的调节中介模型

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2022-12-09 DOI: 10.1108/jmp-01-2021-0008

Wenhao Luo, Yuqing Sun, Feng Gao, Yonghong Liu

{"title":"Linking self-efficacy and organizational identification: a moderated mediation model based on a self-verification perspective","authors":"Wenhao Luo, Yuqing Sun, Feng Gao, Yonghong Liu","doi":"10.1108/jmp-01-2021-0008","DOIUrl":"https://doi.org/10.1108/jmp-01-2021-0008","url":null,"abstract":"PurposeThe purpose of this paper is to examine the effect of employees' self-efficacy on employees' organizational identification. Based on a self-verification perspective, this paper focuses on the mediating role of leader–member exchange social comparison (LMXSC) and the moderating role of perceived organizational justice.Design/methodology/approachThe authors conducted a field survey (Study 1) of 207 employees recruited from multiple financial organizations and tested a moderated mediation model using Hayes's (2018) PROCESS macro. The authors conducted another scenario-based experiment (Study 2) using a sample of 151 employees recruited online to further establish causality in our model.FindingsResults suggest that employees' self-efficacy is positively associated with their LMXSC, which, in turn, positively impacts employees' organizational identification. The positive relationship between LMXSC and organizational identification is stronger when employees' perceived organizational justice is higher. The indirect effect of self-efficacy on organizational identification through LMXSC is also strengthened by perceived organizational justice.Practical implicationsManagers are encouraged to develop employees' self-efficacy and to create a fair environment to promote employees' identification with the organization.Originality/valueThis research extends organizational identification literature by examining how and when employees' self-efficacy, a dispositional predictor, leads to employees' identification with the organization from a self-verification perspective.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-12-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45125376","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}

引用次数: 0

The dark side of leave: how voluntary leave shapes preferences for male and female supervisors 休假的阴暗面:自愿休假如何影响对男女主管的偏好

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2022-12-06 DOI: 10.1108/jmp-05-2021-0267

Daphna Motro, A. Pittarello, Kevin P. Nolan, Comila Shahani-Denning, Janet A. Lenaghan

{"title":"The dark side of leave: how voluntary leave shapes preferences for male and female supervisors","authors":"Daphna Motro, A. Pittarello, Kevin P. Nolan, Comila Shahani-Denning, Janet A. Lenaghan","doi":"10.1108/jmp-05-2021-0267","DOIUrl":"https://doi.org/10.1108/jmp-05-2021-0267","url":null,"abstract":"PurposeTo determine how different voluntary leaves of absence (parental vs. community service) affect individuals’ preferences for working with either male or female supervisors. Drawing on role congruity theory, the authors examined whether individuals would least prefer supervisors who took voluntary leave that violated role expectations.Design/methodology/approachIn Study 1, participants (n = 372) evaluated supervisors who took different forms of leave (none vs. parental vs. community service). In Study 2 (n = 202), the authors tested an intervention to reduce negative bias toward males taking community service leave. In both studies the authors examined the sex of the supervisor (male vs. female) on perceptions of typicality and supervisor preference.FindingsMales who took community service leave were perceived as most atypical and were least preferred as supervisors. However, providing relevant research-based information about typicality reduced this bias.Practical implicationsThe results show that people respond negatively toward males who take community service leave. Managers can help reduce this bias by providing relevant research-based information regarding community service leave.Originality/valueThis work is among the first to explore the consequences of community service leave and how it interacts with supervisor sex. The authors also identify a simple way to reduce bias against males who take community service leave.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44174565","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}

引用次数: 0

Impact of supervisor developmental feedback on employee innovative behavior: roles of psychological safety and face orientation 主管发展反馈对员工创新行为的影响:心理安全和面子取向的作用

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2022-11-22 DOI: 10.1108/jmp-12-2021-0670

Liling Cai, Zengrui Xiao, Xiaofen Ji

{"title":"Impact of supervisor developmental feedback on employee innovative behavior: roles of psychological safety and face orientation","authors":"Liling Cai, Zengrui Xiao, Xiaofen Ji","doi":"10.1108/jmp-12-2021-0670","DOIUrl":"https://doi.org/10.1108/jmp-12-2021-0670","url":null,"abstract":"PurposeDrawing on social cognitive theory, this study aims to examine the relationship between supervisor developmental feedback and employee innovative behavior, incorporating with the mediating role of psychological safety and the moderating role of face orientation.Design/methodology/approachA survey was conducted in 15 manufacturing companies in China. The participants comprised 302 employees. Hierarchical regression analysis was used to test the hypotheses. The mediating effects and the moderated mediating effects are further examined with bias-corrected bootstrapping method.FindingsSupervisor developmental feedback has a positive effect on employee innovative behavior through psychological safety, and this mediating effect is weakened by protective face orientation (fear of losing face), while the moderating effect of acquisitive face orientation (desire to gain face) is not significant.Practical implicationsOrganizations should create a development-oriented and safe innovation atmosphere for employees. In addition, leaders should adopt differentiated feedback and communication methods according to subordinates' face orientation.Originality/valueThe study has demonstrated the positive effect of supervisor developmental feedback on employee innovative behavior, which is different from previous studies on performance feedback and leadership types. Meanwhile, this study has also explored the mediating effect of psychological safety and the moderating effect of face orientation, which provides more insights on the mechanism and boundary conditions of the effect of supervisor developmental feedback.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44968651","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}

引用次数: 1

Gig worker organizing: toward an adapted Attraction-Selection-Attrition framework Gig worker组织：走向一个适应性的吸引力选择损耗框架

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2022-11-21 DOI: 10.1108/jmp-09-2021-0531

G. Schmidt, Jestine Philip, Stephanie A. Van Dellen, Sayeedul Islam

{"title":"Gig worker organizing: toward an adapted Attraction-Selection-Attrition framework","authors":"G. Schmidt, Jestine Philip, Stephanie A. Van Dellen, Sayeedul Islam","doi":"10.1108/jmp-09-2021-0531","DOIUrl":"https://doi.org/10.1108/jmp-09-2021-0531","url":null,"abstract":"PurposeAs conventional practices of working continue to be modified in the gig economy, more theoretical work examining the experiences of gig workers is needed. Relying on person-based fit and levels of analysis literature, this paper proposes an adaptation to the traditional Attraction-Selection-Attrition (ASA) framework to the gig economy.Design/methodology/approachDrawing on the ASA framework, this conceptual paper explores how gig workers join, leave and could be retained by gig employers.FindingsThe authors recognize an intermediary “organizing” phase within the ASA framework for gig workers. Using examples of appwork and crowdwork, the authors show that workers tend to self-organize through third-party websites to help gig work become economically sustainable, avoid being exploited and enhance gig workers' sense of community and identity.Practical implicationsThe practical implications of this research lie in gig employers understanding how workers experience gig employment and in helping employers be successful in attracting, selecting and retaining quality workers and thereby lowering permanent attrition.Originality/valueThe authors propose a novel adaptation to the conventional ASA framework to include organizing as a phase in gig worker employment. This research defines gig attraction and attrition at the individual-level, selection at the individual- and task-levels based in person-job (PJ)-fit and the various aspects of gig organizing as encompassing fit with one's job, organization, and environmental (i.e., PJ-, PO-, PE-fit) at the individual-, task-, and network-levels.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47674990","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}

引用次数: 1

Investigating the effects of high-involvement climate and public service motivation on engagement, performance, and meaningfulness in the public sector 调查高参与度氛围和公共服务动机对公共部门参与度、绩效和意义的影响

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2022-11-16 DOI: 10.1108/jmp-03-2021-0158

Alex J. Scrimpshire, Bryan D. Edwards, Durand H. Crosby, Scott Anderson

{"title":"Investigating the effects of high-involvement climate and public service motivation on engagement, performance, and meaningfulness in the public sector","authors":"Alex J. Scrimpshire, Bryan D. Edwards, Durand H. Crosby, Scott Anderson","doi":"10.1108/jmp-03-2021-0158","DOIUrl":"https://doi.org/10.1108/jmp-03-2021-0158","url":null,"abstract":"PurposeDespite much research, too many employees are disengaged in their work. As such, the present research uses a public sector setting to investigate variables (e.g. public service motivation and high-involvement climate) most likely associated with engagement and demonstrates a conceptual and empirical link to relevant outcomes (e.g. job performance and perceived meaningfulness).Design/methodology/approachAcross a work week, the authors analyze the drivers and outcomes of public service employees’ engagement levels and the mediating effect of employee engagement.FindingsEmployee engagement mediated the positive relationship between the authors’ independent variables of public service motivation and high-involvement climate and our outcomes of supervisor-rated employee performance and meaningfulness. All direct and indirect effects were statistically significant and positive.Research limitations/implicationsThe authors’ sample is a nonprofit government agency, so the results may lack generalizability. Although self-determination theory (SDT) guided their choice of variables and hypotheses, they did not measure the specific needs satisfaction (competence, relatedness, and autonomy) associated with the SDT.Practical implicationsManagers in public-service organizations may want to recruit those high in public service motivation and institute a high-involvement climate via manager skill training.Originality/valueThis article follows a meta-analysis call on SDT to test the impact of variables that fall under the identified form of autonomous motivation, and investigate their impact on engagement and other positive organizational outcomes (e.g. job performance and perceived meaningfulness). Additionally, the author followed calls to extend engagement research to focus on specific industry sectors, such as the public sector.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46575890","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}

引用次数: 2

The effect of alcohol consumption on workplace aggression: What's love (and job insecurity) got to do with it? 饮酒对职场攻击性的影响：爱（和工作不安全感）与之有什么关系？

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2022-10-24 DOI: 10.1108/jmp-09-2021-0513

E. Jing, Michelle Inness, Ian R. Gellatly

{"title":"The effect of alcohol consumption on workplace aggression: What's love (and job insecurity) got to do with it?","authors":"E. Jing, Michelle Inness, Ian R. Gellatly","doi":"10.1108/jmp-09-2021-0513","DOIUrl":"https://doi.org/10.1108/jmp-09-2021-0513","url":null,"abstract":"PurposeThe authors tested whether the effect of alcohol consumption during work hours on workplace aggression was influenced by the combined impact of individuals' job insecurity and love of the job.Design/methodology/approachThe authors employed a time-lagged design whereby 325 working adults (166 men; 159 women) provided data at two time points. Respondents were asked to report their typical alcohol consumption volume in a workday, the extent to which they loved their job, and how insecure they felt about their job. Approximately one week later, respondents completed a workplace aggression measure.FindingsA substantial positive relationship was observed between the volume of alcohol consumed during work hours and the likelihood of aggressive acts. Beyond this preliminary finding, the authors found evidence for a three-way interaction. It appears that the fear of losing a beloved job creates a condition under which the drinking-aggression relationship is particularly strong.Practical implicationsBesides formal rules deterring alcohol consumption during work hours, managers may look to implement measures that nurture a sense of job love and job security, which can be beneficial in preventing aggression resulting from drinking in the workplace.Originality/valueBy examining alcohol consumption during a typical workday, the study captures the contextual and proximal effects of drinking, which are often not observed in workplace-focused studies that operationalize alcohol consumption in general terms. The findings also suggest that if employees who drink during work hours are afraid of losing the job they love, a particularly stressful situation is created in which workplace aggression is more likely to happen.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43998616","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}

引用次数: 0

What can I do for you? Line managers’ behaviors to support return to work for workers with common mental disorders 我能为您做些什么?部门经理支持患有常见精神障碍的员工重返工作岗位的行为

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2022-10-04 DOI: 10.1108/jmp-09-2021-0500

K. Nielsen, J. Yarker

{"title":"What can I do for you? Line managers’ behaviors to support return to work for workers with common mental disorders","authors":"K. Nielsen, J. Yarker","doi":"10.1108/jmp-09-2021-0500","DOIUrl":"https://doi.org/10.1108/jmp-09-2021-0500","url":null,"abstract":"Purpose Sustainable return to work remains challenging for workers returning after long-term sick leave due to common mental disorders (CMDs): stress, anxiety and depression. Line managers play a significant role in supporting returned workers. Therefore, the purpose of this qualitative study was to examine the supportive behaviors of line managers in supporting returned workers.Design/methodology/approach The authors conducted a longitudinal study with up to three semi-structured interviews with 20 line managers with experience managing returned workers. In these interviews, the authors asked questions about the supportive behaviors line managers enacted to support workers and the role of the context. The authors conducted reflexive thematic analysis.Findings The analyses revealed five key strategies, including managing workload, flexible working time arrangements, location of work, mental health check-ups and long-term support. The interviewed line managers reported their own lived experiences and that being aware of the limitations of their role, together with training and support from senior management and human resources (HR), enabled them to provide appropriate support.Practical implications The five strategies and the barriers and facilitators to implementing these may enable HR to develop policies and procedures to support line managers, including training of line managers.Originality/value This is the first study in the UK on line managers’ behaviors to support workers who have returned to work after a period of long-term sickness absence due to CMDs. The identification of such behaviors is paramount to developing organizational policies and practices. The question, however, remains whether employees see these behaviors as effective.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44302266","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}

引用次数: 0

Believe to achieve? Understanding how social class background impacts the effects of achievement striving on propensity to negotiate 相信要实现吗？了解社会阶级背景如何影响成就努力对谈判倾向的影响

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2022-09-27 DOI: 10.1108/jmp-09-2021-0493

Lauren S. Simon, Emily S. Corwin, J. Tilton, Denise Breaux Soignet

{"title":"Believe to achieve? Understanding how social class background impacts the effects of achievement striving on propensity to negotiate","authors":"Lauren S. Simon, Emily S. Corwin, J. Tilton, Denise Breaux Soignet","doi":"10.1108/jmp-09-2021-0493","DOIUrl":"https://doi.org/10.1108/jmp-09-2021-0493","url":null,"abstract":"PurposeNegotiation is important for career success. Therefore, this study draws from social expectancy and self-regulation theories to develop a model proposing that social class background (SCB) influences the ease with which achievement striving translates into propensity to negotiate. Specifically, the authors examine how SCB moderates the relationship between achievement striving and negotiation propensity via a key mediator—status-based identity uncertainty—reflective of one's (un)certainty about their societal standing.Design/methodology/approachThe authors collected data across three surveys over a four-week period from 460 participants. The authors assessed negotiation propensity by asking participants to rank-order behavioral reactions, representative of different degrees of negotiation engagement, in response to three scenarios.FindingsThe positive effects of achievement striving on negotiation propensity are attenuated for individuals with lower SCBs, in part, because achievement-oriented individuals with lower SCBs experience a heightened sense of status-based identity uncertainty. Although achievement striving is an asset for initiating negotiations, it appears to disproportionately benefit those with higher SCBs.Originality/valueIndividuals higher in achievement striving and with lower SCBs may approach the negotiation process differently than those with higher SCBs. This dynamic serves as another mechanism through which cumulative (dis)advantage processes in career success may occur over time.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-09-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48434916","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}

引用次数: 0

Effect of workplace ostracism on employee initiative behaviour: a chained double mediation model 职场排斥对员工主动性行为的影响:链式双重中介模型

IF 3.2 4区管理学

Journal of Managerial Psychology Pub Date : 2022-09-06 DOI: 10.1108/jmp-10-2021-0541

C. Cheng, Jianfeng Ma

{"title":"Effect of workplace ostracism on employee initiative behaviour: a chained double mediation model","authors":"C. Cheng, Jianfeng Ma","doi":"10.1108/jmp-10-2021-0541","DOIUrl":"https://doi.org/10.1108/jmp-10-2021-0541","url":null,"abstract":"PurposeThis study aims to test a holistic model that investigates the direct influence of workplace ostracism on employee initiative behaviour, along with the mediating role of organisational identity and work well-being.Design/methodology/approachA series of questionnaire surveys were conducted to collect data in three time lags and multiple sources; 261 supervisor–subordinate matched samples were finally obtained. The hypothesized relationships were tested using structural equation modelling and the ProClin program.FindingsThe results suggest that workplace ostracism is negatively related to employee initiative behaviour, and organisational identity and work well-being play mediating roles. The analysis further confirms that organisational identity and work well-being play a chained double mediating role between workplace ostracism and employee initiative behaviour.Originality/valueThis study demonstrates the influence of negative work situation on employee initiative behaviour, specifically the role of workplace ostracism, and expands the theoretical foundation of the relationship. It further provides inspiration and serves as a reference for local Chinese management practices.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2022-09-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42203869","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}

引用次数: 3