Journal of Managerial Psychology最新文献

{"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":"77 2","pages":""},"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":"77 5-6","pages":""},"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":"18 1-4","pages":""},"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":"59 1","pages":""},"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":"1 1","pages":""},"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":"2 3","pages":"0"},"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":"53 44","pages":"0"},"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}

{"title":"More haste, less speed: leader bottom-line mentality and employee counter-productive social cyberloafing","authors":"Yue Zhou, Peiyi Chen, Qingqing Liu, Tingxi Wang","doi":"10.1108/jmp-02-2023-0078","DOIUrl":"https://doi.org/10.1108/jmp-02-2023-0078","url":null,"abstract":"Purpose The purpose of the study is to explore the relationship between leader bottom-line mentality (BLM) and employee social cyberloafing behavior. Based on social exchange theory, the authors propose that leader BLM will promote employee social cyberloafing behavior via psychological contract breach, especially when employee needs for relatedness is high. Design/methodology/approach To test the hypotheses, the authors conducted a multi-wave, multi-source field study with 185 paired employee–leader dyads at three time points. The hypotheses were tested by Mplus with a bootstrap approach to obtain confidence intervals. Findings The results show that leader BLM has a positive impact on employee social cyberloafing behavior, which is mediated by psychological contract breach. In addition, employee needs for relatedness moderates this process. Specifically, when employees pertain high needs for relatedness, the influence of leader BLM will be stronger. Practical implications This research paper highlights the detrimental influence of leader BLM and provide directions for preventing employee cyberloafing behavior. Originality/value Previous studies have drawn inconsistent conclusions on the effectiveness of leader BLM, such as enhancing task performance and eliciting social undermining. This study further explores the underlying mechanism linking leader BLM to employee social cyberloafing behavior and the boundary conditions. This has subsequently provided practitioners with new perspectives regarding why employees engage in counter-productive social cyberloafing.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"12 11","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135480125","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":"Work connectivity behavior after-hours spills over to cyberloafing: the roles of motivation and workaholism","authors":"Rong Wang, Zijun Li, Chunyu Bu, Wenbo Zhu","doi":"10.1108/jmp-11-2022-0602","DOIUrl":"https://doi.org/10.1108/jmp-11-2022-0602","url":null,"abstract":"PurposeThe authors investigated how and when work connectivity behavior after-hours (WCBA) spilled over to cyberloafing, considering ego depletion as a mediator and motivations and workaholism as moderators. This paper aims to discuss the aforementioned objective.Design/methodology/approachIn Study 1, 380 employees participated in a scenario experiment with a 2 × 2 between-subjects design. Studies 2 and 3 involved 483 and 406 employees, respectively in two two-wave surveys.FindingsWCBA was indirectly linked to cyberloafing via ego depletion. However, when WCBA was driven by high autonomous and low controlled motivation, it exerted less influence on ego depletion, thus weakening the mediating effect of ego depletion. Moreover, the association between WCBA and ego depletion was not significant among employees accustomed to excessive work. The indirect effect of ego depletion also operated contingently on the level of excessive work.Originality/valueThe findings shed light on the spillover effects of WCBA, suggesting that WCBA may lead to cyberloafing by depleting resources. However, the influence of WCBA on ego depletion is concealed when employees engage in WCBA autonomously or are habituated to excessive work.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"132 2","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135777702","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 role of coworker exchange in the relationship between coworker incivility and employees' behaviors: the moderating effect of servant leadership","authors":"Cheng-Chen Lin, Szu-Chi Lu, Fong-Yi Lai, Hsiao-Ling Chen","doi":"10.1108/jmp-08-2022-0397","DOIUrl":"https://doi.org/10.1108/jmp-08-2022-0397","url":null,"abstract":"Purpose This study aims to examine the effects of coworker incivility on employees' behaviors using a moderated mediation model that conceptualizes coworker exchange (CWX) as a mediator and servant leadership as a moderator. Design/methodology/approach The data were collected using a multi-temporal research design. The hypotheses were tested on a sample of 1,272 participants using confirmatory factor analysis (CFA), hierarchical regression analysis and moderated path analysis. In addition, supervisor incivility was added as a control variable to partial out the potential influence on employees' behaviors. Findings The results of CFA ensured that all measures had discriminant and convergent validity. In addition, the results of hierarchical regression analysis and moderated path analysis indicated that CWX mediates the relationship between coworker incivility and employees' behaviors. Furthermore, servant leadership exacerbates the negative relationship between coworker incivility and CWX. Practical implications Leaders and practitioners should invest in communication training programs for developing employees' communication skills to avoid incivility. In addition to viewing incivility as inappropriate behavior, leaders and practitioners should understand the meaning beyond those incivilities. Originality/value This study utilized incivility spiral theory to examine how coworker incivility affects employees' behaviors. The mediated path analysis found that CWX mediates the relationship between these variables, which has been ignored by previous research. Furthermore, this study introduced servant leadership as a moderator to account for the “when” in incivility spiral theory, i.e. what kind of social context facilitates or inhibits the influence of coworker incivility on CWX.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":"132 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135777703","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}