Journal of Managerial Psychology最新文献

{"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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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}

{"title":"How supervisor ostracism affects employee turnover intention: the roles of employee cynicism and job embeddedness","authors":"Chun Cheng","doi":"10.1108/jmp-05-2023-0271","DOIUrl":"https://doi.org/10.1108/jmp-05-2023-0271","url":null,"abstract":"PurposeThis study aims to examine the direct influence of supervisor ostracism on employee turnover intention and the mediating roles of employee cynicism and job embeddedness.Design/methodology/approachSurveys were conducted to collect data in 3 waves, and 211 samples were finally obtained. The hypothesised relationships were tested using hierarchical multiple regression analyses and ProClin bootstrapping.FindingsThe results suggested that supervisor ostracism was positively related to employee turnover intention and that employee cynicism and job embeddedness played mediating roles. The analysis further confirmed that employee cynicism and job embeddedness played serial, double-mediating roles between supervisor ostracism and employee turnover intention.Practical implicationsThis study helps understand the influence of supervisor ostracism on employee turnover intention, mitigating undesirable consequences that lead to employee turnover intention.Originality/valueThis study refines the knowledge on workplace ostracism, explores the impact of supervisor ostracism on employee turnover intention from different perspectives and reveals the relationship between them. It integrated cultural factors in a Chinese context, providing a further reference for local management practices.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2023-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138598034","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":"Co-creating successful mentoring relationships? Investigating mentor and protégé perceptions of dyadic fit and relationship quality","authors":"Nicole Alonso, Alyssa Marshall, Caitlin Porter, Kurt Kraiger","doi":"10.1108/jmp-02-2023-0084","DOIUrl":"https://doi.org/10.1108/jmp-02-2023-0084","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>To examine how perceptions of complementary and supplementary fit and relationship quality contribute to successful mentorship co-creation.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Data were collected via cross-sectional survey of 145 mentor–protégé dyads within institutions of higher education in the USA. Mentors evaluated their perceptions of supplementary and complementary fit and relationship quality with their protégés and vice versa. Additionally, mentors evaluated their protégés’ performance, whereas protégés reported on their own learning. Data were analyzed using the actor–partner interdependence model.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results suggest that one's own fit perceptions are most important in predicting one's evaluation of relationship quality. Additionally, for both mentor and protégé, complementary fit and supplementary fit predict evaluations of relationship quality to a similar degree. Finally, each person's perceptions of relationship quality mediated the relationships between their own perceptions of fit and mentor-rated protégé performance, but not the relationships between perceptions of fit and protégé-rated learning.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Research has often studied mentorships from the perspective of one party, which limits our understanding of mentorship co-creation. This study investigates how both parties simultaneously contribute to mentorship success, as indicated by protégé learning and performance. Additionally, the authors clarify the extent to which perceptions of different types of fit are instrumental in co-creating successful mentorships.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2023-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138514071","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":"When subordinates respond constructively to abusive supervision: the moderating role of performance goal orientation","authors":"Haizhen Wang, Li-qun Wei, Ruoyong Zhang","doi":"10.1108/jmp-03-2022-0111","DOIUrl":"https://doi.org/10.1108/jmp-03-2022-0111","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Despite the literature on subordinates' destructive responses to abusive leadership, an emerging body of literature proposes that subordinates may react constructively to abusive supervision under certain conditions. The authors contribute to this line of research by proposing and testing the moderating effects of performance-approach and -avoidance goal orientation on the relationship between abusive supervision and task performance, and by testing work effort as a mechanism underlying this moderating effect.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study hypotheses were tested in two studies. In Study 1 (field survey, <em>N</em> = 230), the moderation hypotheses were tested. Study 2 (experiment, <em>N</em> = 116) extended Study 1 and examined the mediated moderation model.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The study empirical evidence from the two studies showed that (1) abusive supervision was more positively related to an employee's task performance when that employee's performance-approach goal orientation was high (vs low), (2) abusive supervision was not more positively related to task performance when performance-avoidance goal orientation was high (vs low) and (3) the employee's work effort mediated the moderating effect of performance-approach goal orientation.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>This research suggests that organizations and subordinates should be aware of the positive contextual role of performance-approach goal orientation, which may shape subordinates' subsequent work behavior in response to supervisors' hostility, and should invest more time and effort in reinforcing subordinates' performance-approach goal orientation.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study has identified a new condition and offers new evidence of the potential functional effect of abusive supervision. Specifically, the study finding of the positive moderating role of performance-approach goal orientation adds to the literature examining when abused subordinates respond constructively to abusive supervision. The study analysis of the mediating effect of work effort further reveals the mechanism of this effect.</p><!--/ Abstract__block -->","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2023-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138524226","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":"True meaning and due duty: examining how and when career calling promotes employee taking charge","authors":"Fuqiang Zhao, Hanqiu Zhu, Yun Chen, Longdong Wang","doi":"10.1108/jmp-03-2023-0161","DOIUrl":"https://doi.org/10.1108/jmp-03-2023-0161","url":null,"abstract":"PurposeDrawing on the work as calling theory, the purpose of this study is to explore how and when career calling promotes taking charge by focusing on the mediating effects of work meaningfulness and felt obligation and the moderating role of family-friendly human resource practice (FF-HRP).Design/methodology/approachThe authors collected data from 293 supervisor–employee dyads at three time points in southeastern China. Path analysis and bootstrap method were used for hypothesis testing.FindingsEmployees' perceived career calling positively affected taking charge through work meaningfulness and felt obligation. The positive effects of career calling on work meaningfulness and felt obligation as well as the indirect effect of career calling on taking charge are stronger when employees perceive high levels of FF-HRP.Practical implicationsOrganizational interventions should be designed to enhance employees' sense of calling, and the organization should inspire employees to take charge by awakening their perception of work meaningfulness and obligation. Moreover, FF-HRP should be implemented as a form of organizational support.Originality/valueThis research identifies work meaningfulness and felt obligation as mediators that link career calling to taking charge and reveals the role of FF-HRP in amplifying the positive impact of career calling.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2023-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139234393","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":"When commuting becomes a pain: a daily diary study of the effect of commuting stressors on abusive supervision","authors":"Yushuai Chen, Neal M. Ashkanasy, Xin Liu, Lijun Wu, An Yang","doi":"10.1108/jmp-07-2022-0371","DOIUrl":"https://doi.org/10.1108/jmp-07-2022-0371","url":null,"abstract":"PurposeStudies of the antecedents of daily abusive supervision have mainly focused on work stressors and family stressors, ignoring the potential importance of commuting stressors that are encountered enroute to work. Based in affective events theory, the authors propose a daily, within-person model to examine how the commuting stressors faced by supervisors affect their propensity to engage in abusive supervision behavior and the mechanisms underlying this effect.Design/methodology/approachUsing experience-sampling methodology, the authors collected data from 49 supervisors in China who responded to two daily surveys for 10 working days.FindingsThe authors found that daily morning commuting anger mediates the link between daily morning commuting stressors and subsequent abusive supervision. The authors also found that trait-displaced aggression moderates this relationship, such that the mediating effect occurs only when supervisors' trait-displaced aggression is high rather than low.Originality/valueThis study enriches the antecedents of daily abusive supervision and extends the commuting literature to the leadership context.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2023-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139266733","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":"Null effects of age and gender on worker well-being, work-family conflict and performance while working remotely during the Covid-19 pandemic","authors":"Justin Marcus, Eda Aksoy, Oya Inci Bolat, Tamer Bolat","doi":"10.1108/jmp-03-2023-0158","DOIUrl":"https://doi.org/10.1108/jmp-03-2023-0158","url":null,"abstract":"Purpose A growing body of research has suggested that the fallout of the Covid-19 pandemic has disproportionately impacted vulnerable groups such as working women, parents and older adults. Accordingly, and via the lens of social role and identity theories on gender and age at work, the authors examined the intersection of age, gender and potential caregiving responsibilities on worker well-being, work-family conflict and performance while working remotely during the Covid-19 pandemic. Design/methodology/approach In all, 1,174 Turkish job incumbents working from home either full- or part-time responded to a survey measuring self-reported anxiety, depression, stress, work-to-family conflict, family-to-work conflict and performance in the summer of 2020. Findings Despite using Bayesian modeling, good sample variability on age, gender and caregiving responsibilities, data collection timing allowing for the maximization of variance in individual attitudes toward working from home during the pandemic, outcome measures that evidenced excellent reliability and reasonably good data fit, and the inclusion of appropriate covariates and stringent robustness tests, hypothesized effects were overall found to be null. Practical implications The authors suggest that if remote work helps level the playing field, then that is impetus for organizations to further transition into such work arrangements. Originality/value The authors speculate on these counterintuitive results and suggest implications for future research and practice on the confluence of remote work and workplace diversity, including the potential benefits of remote work for women and older adults, the role of cultural values and the use of Bayesian methods to infer support for the null.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136229872","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 fair supervisor to satisfied employee: a comparative study of six organizational justice mechanisms","authors":"Mladen Adamovic","doi":"10.1108/jmp-10-2022-0566","DOIUrl":"https://doi.org/10.1108/jmp-10-2022-0566","url":null,"abstract":"Purpose This research paper aims to elucidate why and how a fair supervisor influences an employee's job satisfaction. While various theoretical approaches have been explored and numerous explanatory mechanisms investigated in prior organizational justice research, it is still unclear which explanatory mechanism is the dominant one to explain fairness effects. To address this gap, the author compares six distinct explanatory mechanisms of fairness effects on job satisfaction. Design/methodology/approach The author conducted a three-phase survey study with 309 employees from diverse organizations. The author measured all variables twice to control for stability effects and ensure stable findings. The author combined a path analysis with bootstrapping procedures using Mplus 8.3 software. Findings The influence of supervisor fairness on job satisfaction is primarily transmitted through an employee's negative emotions, a mechanism often examined in previous organizational justice research adopting the moral perspective of fairness. Practical implications Supervisors can increase employees' satisfaction with their jobs by treating them fairly and promoting a fair work environment. To increase the benefits of workplace fairness, supervisors can focus on the intervening mechanisms, such as emotions. Originality/value First, the author provides a fine-grained understanding of why supervisor fairness increases job satisfaction. Second, the author clarifies how the effects of supervisor fairness are transmitted. Third, the author identifies the most critical mediator to explain how supervisor fairness affects job satisfaction.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134992740","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}