{"title":"One-to-one coaching and coachee personality trait change","authors":"Rebecca J. Jones, Stephen A. Woods","doi":"10.1108/jmp-01-2023-0044","DOIUrl":"https://doi.org/10.1108/jmp-01-2023-0044","url":null,"abstract":"<h3>Purpose</h3>\u0000<p> A specific area of interest in the coaching literature is focused on exploring the intersection of personality and coaching; however, research has yet to explore whether coaching exerts reciprocal effects on personality traits (i.e. if personality trait change can accompany coaching). Utilizing the explanatory theoretical framing of the Demands-Affordances TrAnsactional framework (Woods <em>et al.</em>, 2019), we propose that coaching may indirectly facilitate personality trait change by firstly enabling the coachee to reflect on their behaviors, second, implement desired behavioral changes which consequently facilitate personality trait change.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A quasi-experiment was conducted to explore coaching and personality trait change. Students participating in a demanding, work-based team simulation (<em>N</em> = 258), were assigned to either an intervention group (and received one-to-one coaching) or a control group (who received no intervention). Personality traits were measured before and after coaching and positioned as the dependent variable.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results indicate that participants in the coaching group exhibited significant changes in self-reported agreeableness, conscientiousness, extraversion and core self-evaluations, which all significantly decreased after coaching; however, no change was observed for the control group.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>We provide the first exploration of coaching and personality trait change, contributing to both the coaching literature, by providing evidence regarding the efficacy of coaching to facilitate personality trait change in coachees, and the personality literature, by highlighting coaching as an important tool for those interested in personality trait change. Our research also has implications for other interventions such as mentoring, as we provide support for the notion that interventions can support personality trait change.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"28 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-02-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139678978","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":"“Thriving at work” or not? Research on the effects of performance pressure based on achievement motivation theory and two-factor theory","authors":"Qi He, Jingtao Fu, Wenhao Wu, Siqi Feng","doi":"10.1108/jmp-04-2023-0218","DOIUrl":"https://doi.org/10.1108/jmp-04-2023-0218","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Based on achievement motivation theory and two-factor theory, this research aimed to synergize cooperative goal interdependence (refer to possessing incentive factors) and illegitimate tasks (refer to the absence of security factors) and build a triple interaction model in the process of performance pressure affecting employees’ thriving at work.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This research collected 291 valid data through a two-point time-lagged method to test the direct effect of performance pressure on employees’ thriving at work and its moderating mechanism.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Performance pressure has a significant positive effect on employees’ thriving at work. Cooperative goal interdependence imposes an enhanced moderating effect between performance pressure and employees’ thriving at work. Illegitimate task imposes an interfering moderating effect between performance pressure and employees’ thriving at work and further interferes the enhanced moderating effect of cooperative goal interdependence.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Under the premise of advocating for employees to internalize performance pressure originating from the organizational performance management system into their own achievement motivation, leaders should establish incentive systems and security systems for employees to realize self-achievement through the process of goal management and task management.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This research confirmed the joint determination of incentive effect and insecurity effect on employees’ achievement motivation by cooperative goal interdependence and illegitimate task and revealed the boundary conditions of employees’ choice of thriving at work.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"8 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139657720","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":"Adrenal Crisis in a Patient with Autoimmune Polyglandular Syndrome 2 (APS 2) During Pregnancy.","authors":"Divya Mecheril Balachandran, Jayalakshmi Durairaj, Haritha Sagili, Chanaveerappa Bammigatti, Yavana Suriya Venkatesh","doi":"10.1007/s13224-023-01769-5","DOIUrl":"10.1007/s13224-023-01769-5","url":null,"abstract":"","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"29 1","pages":"88-90"},"PeriodicalIF":0.0,"publicationDate":"2024-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10902226/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84155521","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Luke Fletcher, Shaun Pichler, Lakshmi Chandrasekaran
{"title":"Songs of the self: the importance of authentic leadership and core self-evaluations for LGBT managers","authors":"Luke Fletcher, Shaun Pichler, Lakshmi Chandrasekaran","doi":"10.1108/jmp-06-2023-0310","DOIUrl":"https://doi.org/10.1108/jmp-06-2023-0310","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Based on authentic leadership (AL) theory and research on lesbian, gay, bisexual and transgender (LGBT) workplace experiences, this study proposes that AL explains variance beyond transformational leadership (TL) in attitudinal outcomes for LGBT managers compared to non-LGBT managers. It is further predicted that core self-evaluations (CSEs) bound relationships between AL, LGBT status and outcomes.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A time-lagged survey of 193 LGBT and 218 non-LGBT (i.e. heterosexual and cisgender) managers was conducted. The first survey assessed respondents' evaluations of their leadership behavior and CSEs whereas the second survey, conducted one month later, assessed role engagement and career satisfaction.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Regression and moderation analyses revealed support for the hypotheses. AL seems especially relevant for LGBT leaders, particularly at low levels of CSEs.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Leadership development programmes emphasizing AL could be particularly beneficial for LGBT managers, especially those low in CSEs. Harnessing a leader’s sense of identity could help those who have been marginalized.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p> The current study proposes, explains and demonstrates that relationships between AL and leader outcomes will likely be different between managers with and without stigmatized identities, in this case those who are (not) LGBT.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"26 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139584213","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}
Xiaolong Yuan, Feng Wang, Mianlin Deng, Wendian Shi
{"title":"The effects of illegitimate tasks on employee silence and voice behavior: moderated mediation model","authors":"Xiaolong Yuan, Feng Wang, Mianlin Deng, Wendian Shi","doi":"10.1108/jmp-10-2022-0509","DOIUrl":"https://doi.org/10.1108/jmp-10-2022-0509","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Based on conservation of resources (COR) theory, this study aims to examine the impact of daily illegitimate tasks on employees' daily silence and daily voice behavior, as well as the mediating role of daily ego depletion and the moderating role of trait mindfulness.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Through daily diary approach, 81 employees were followed for 10 consecutive workdays. Multilevel analysis was employed to examine the hypothesized relationships.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results showed that daily illegitimate tasks are positively related to daily silence behavior and negatively related to daily voice behavior; daily ego depletion plays a mediating role in these relationships. Trait mindfulness moderates the effect of daily illegitimate tasks on daily ego depletion and the indirect effect of daily illegitimate tasks on daily silence and daily voice.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Managers should be mindful of minimizing the assignment of illegitimate tasks. Additionally, it is recommended that the organization provide training courses for employees to help them reduce ego depletion. Finally, organizations should focus on fostering high levels of mindfulness among their employees.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study contributes to the existing literature by investigating the immediate impact of illegitimate tasks on employee voice and silence at within-person level. By doing so, it enhances comprehension of the consequences associated with illegitimate tasks. Meanwhile, this study offers additional insights into the underlying mechanisms and boundary conditions of the effect of illegitimate tasks from a resource perspective.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"271 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139421333","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}
Huihui Tang, Yan Liu, Raymond Loi, C. Chow, Ning Jiang
{"title":"Role ambiguity and work alienation during the COVID-19 pandemic: the perspective of occupational disidentification","authors":"Huihui Tang, Yan Liu, Raymond Loi, C. Chow, Ning Jiang","doi":"10.1108/jmp-01-2023-0040","DOIUrl":"https://doi.org/10.1108/jmp-01-2023-0040","url":null,"abstract":"PurposeThis study examines why and when nurses' role ambiguity leads to their work alienation during the COVID-19 pandemic.Design/methodology/approachSurvey data were collected from 335 hospital nurses in Ma’anshan, China. The data were analyzed using hierarchical regression and bootstrapping.FindingsOccupational disidentification mediated the relationship between role ambiguity and work alienation. This mediating effect was not significant when nurses possessed a high level of perceived climate of prioritizing COVID-19 infection prevention (PCIP).Practical implicationsTo reduce nurses' work alienation in a pandemic situation, the hospital management team should pay attention to and try to minimize the nurses' role ambiguity and occupational disidentification. When doing so, the management team will find it particularly helpful if they can make nurses perceive a strong climate of PCIP.Originality/valueThis study contributes to the existing knowledge of role ambiguity and work alienation by highlighting occupational disidentification as a mediator after controlling for organizational identification in the context of COVID-19. It further demonstrates when the mediating role of occupational disidentification is likely to be strong or weak by studying the moderating effect of perceived climate of PCIP.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"7 8","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139124794","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}
Abraham Cyril Issac, Amandeep Dhir, Michael Christofi
{"title":"True knowledge vs empowering knowledge: conceptualizing a theory of mindfulness and knowledge transfer (TMKT)","authors":"Abraham Cyril Issac, Amandeep Dhir, Michael Christofi","doi":"10.1108/jmp-05-2022-0217","DOIUrl":"https://doi.org/10.1108/jmp-05-2022-0217","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Mindfulness is the human ability to be fully present, aware of where we are and what we're doing. This study explores on the impact of mindfulness on different elements of knowledge management, knowledge creation, knowledge sharing and knowledge hiding.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The authors undertake an inductive reasoning approach whereby they try to generate themes from specific observations and conceptualize the theory of mindfulness and knowledge transfer.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>This study finds out that mindfulness critically facilitates an open environment and enhances the clarity of thought which aids in effective knowledge creation. Such a realistic understanding about the present scenario encourages employees to share knowledge and equips them to collaborate and effectively work in teams. Surprisingly, this study also finds that mindfulness increases the result orientation to the extent that employees tried to hide knowledge from their co-workers targeting certain self-desired outcomes. In other words, similar to knowledge creation and knowledge sharing, mindfulness increases agenda-based knowledge hiding.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The theory of mindfulness and knowledge transfer states that mindfulness increases knowledge creation, knowledge sharing and agenda-based knowledge hiding.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"29 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2024-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139069096","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":"Role of work ethic in the work–life satisfaction relationship: a longitudinal moderation model","authors":"Emma Lei Jing, Nanxi Yan","doi":"10.1108/jmp-11-2022-0603","DOIUrl":"https://doi.org/10.1108/jmp-11-2022-0603","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The authors examine the longitudinal relationship between work satisfaction and life satisfaction, and the moderating role of work ethic.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The authors use a nationally representative sample of Dutch working adults (<em>N</em> = 1020; three waves over five years) and take a model comparison approach to identify the longitudinal relationship between work satisfaction and life satisfaction. To test the moderating effects of work ethic, the authors use conditional process analyses.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The authors find more evidence as to how work satisfaction and life satisfaction are positively and reciprocally linked over time using longitudinal data. More importantly, work ethic strengthens the positive effect of work satisfaction on life satisfaction, but no such moderating role is observed as to the effect from life satisfaction to work satisfaction.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>The findings raise awareness that employees' overall happiness in life matters to workplace satisfaction. More importantly, one effective strategy to promote work satisfaction is to design work that nurtures strong work ethic – measures that help employees see more value in their work.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The findings regarding the role of work ethic show that the conservation of resources theory can be an informative lens to understand the work–life satisfaction relationship. For individuals with strong work ethic, work satisfaction constitutes a more salient form of psychological resources benefiting their overall life satisfaction.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"100 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138823905","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":"Resolving the double-edged sword of mentoring: the role of generativity","authors":"Ryan Musselman, William J. Becker","doi":"10.1108/jmp-01-2023-0067","DOIUrl":"https://doi.org/10.1108/jmp-01-2023-0067","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper utilizes generativity to explore the relationship between mentoring support and organizational identification, turnover intention and reciprocated mentoring in protégés.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The paper used a cross-sectional design with surveys administered to 351 working adults in the USA to test the hypotheses on the relationship between mentoring and turnover intention through organizational identification with first-stage moderation of generativity.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Employees who were high in generativity, mentoring support was positively associated with organizational identification and negatively associated with turnover intentions. Generativity was also positively related to reciprocated mentoring through the choice to mentor others, the number of mentees and the mentoring support provided.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>The authors' results suggest organizations receive the greatest benefits when providing mentoring support to generative employees.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study applies generativity to the context of mentoring by exploring the impact of mentoring support on identification with the organization, turnover intentions and willingness to mentor others by comparing the conditional effects of high generativity versus low generativity.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"111 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-12-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138690984","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":"Extending the job demands-resources theory beyond the work domain: narratives of Chinese senior executives","authors":"Z. Duan, Christian Yao, Hongxia Qi","doi":"10.1108/jmp-02-2023-0116","DOIUrl":"https://doi.org/10.1108/jmp-02-2023-0116","url":null,"abstract":"PurposeExtensive research has demonstrated the influence of job resources on mitigating the impact of high job demands on individual well-being. Still, little is known about how individuals use job resources to cope. This study advances job demands-resources (JD-R) theory by investigating the process of job resource utilization from a coping perspective.Design/methodology/approachThis study is based on in-depth interviews with 32 Chinese senior executives using a Critical Incident Technique (CIT) for data collection and thematic analysis for data analysis.FindingsData analysis reveals a 2x2 matrix model of resource utilization, highlighting the relevance of internal and external job resources in coping and resource creation.Practical implicationsThe findings suggest that work stress intervention should look beyond the organizational domain and assist senior executives in exploring and developing external resources for coping. Additionally, organizations should equip senior executives with sufficient support to create new job resources that effectively manage complicated job demands.Originality/valueThe results of this study extend the understanding of job resources by distinguishing internal and external job resources. It also provides a dynamic view of resource utilization, emphasizing the role of job crafting in creating adaptable job resources to meet job demands.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"53 2","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-12-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138999213","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}