Journal of Managerial Psychology最新文献_第6页

More haste, less speed: leader bottom-line mentality and employee counter-productive social cyberloafing 欲速则不达:领导者的底线心态和员工适得其反的社交网络闲逛

4区管理学

Journal of Managerial Psychology Pub Date : 2023-11-07 DOI: 10.1108/jmp-02-2023-0078

Yue Zhou, Peiyi Chen, Qingqing Liu, Tingxi Wang

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

引用次数: 0

Work connectivity behavior after-hours spills over to cyberloafing: the roles of motivation and workaholism 下班后的工作连接行为溢出到网络闲逛:动机和工作狂的角色

4区管理学

Journal of Managerial Psychology Pub Date : 2023-11-03 DOI: 10.1108/jmp-11-2022-0602

Rong Wang, Zijun Li, Chunyu Bu, Wenbo Zhu

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

引用次数: 0

The role of coworker exchange in the relationship between coworker incivility and employees' behaviors: the moderating effect of servant leadership 同事交换在同事不礼貌与员工行为关系中的作用:仆人式领导的调节作用

4区管理学

Journal of Managerial Psychology Pub Date : 2023-11-03 DOI: 10.1108/jmp-08-2022-0397

Cheng-Chen Lin, Szu-Chi Lu, Fong-Yi Lai, Hsiao-Ling Chen

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

引用次数: 0

Leader mindfulness and employee safety behaviors in the workplace: a moderated mediation study 工作场所领导正念与员工安全行为:一个有调节的中介研究

4区管理学

Journal of Managerial Psychology Pub Date : 2023-10-31 DOI: 10.1108/jmp-03-2022-0128

Yunshuo Liu, Shuzhen Liu, Ruijian Liu, Yuanyuan Liu

引用次数: 0

Do pro-diversity beliefs enhance OCB? The joint effects of gender diversity and diversity beliefs on group organizational citizenship behavior through collective personality fit 支持多样性的信念能促进组织公民行为吗?性别多样性和多样性信念通过集体人格契合对群体组织公民行为的共同影响

4区管理学

Journal of Managerial Psychology Pub Date : 2023-10-20 DOI: 10.1108/jmp-03-2022-0155

Sang Hun Sung, Jee Young Seong, Doo-Seung Hong, Linyuan Zhang

{"title":"Do pro-diversity beliefs enhance OCB? The joint effects of gender diversity and diversity beliefs on group organizational citizenship behavior through collective personality fit","authors":"Sang Hun Sung, Jee Young Seong, Doo-Seung Hong, Linyuan Zhang","doi":"10.1108/jmp-03-2022-0155","DOIUrl":"https://doi.org/10.1108/jmp-03-2022-0155","url":null,"abstract":"Purpose This paper investigates the interaction effects of gender diversity and diversity beliefs on group-level personality fit (“collective personality fit”) and group organizational citizenship behavior (GOCB). It seeks to provide a sufficient understanding of the under-researched area, such as how group composition impacts group behavioral outcomes. Design/methodology/approach Data were collected from 453 employees and their leaders in 63 teams of Korean private sector firms using a moderated-mediation model. Findings This study found that high diversity beliefs can weaken the negative effects of gender diversity on collective personality fit and further enhance GOCB. The results confirm the moderated-mediation effect of diversity beliefs in the relationship between gender diversity and GOCB. Practical implications Management should realize that the negative effect of workforce diversity on GOCB can be reduced by boosting collective personality fit in the team. In this process, enhancing diversity beliefs may relieve the adverse effects on GOCB caused by workgroup gender differences. Originality/value This study develops a group-level model proposing that the interaction effects of gender diversity and high diversity beliefs enable a high level of collective personality fit, enhancing GOCB. It attempts to investigate the effects of gender diversity at the group level under boundary conditions.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135567082","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

Can a leader's ethical leadership and abusive supervision be a gain? Workplace emotions as mediators 一个领导者的道德领导和滥用监督会是一种增益吗?职场情绪作为中介

4区管理学

Journal of Managerial Psychology Pub Date : 2023-10-02 DOI: 10.1108/jmp-12-2022-0652

Danyu Huang, Hao Zhou

{"title":"Can a leader's ethical leadership and abusive supervision be a gain? Workplace emotions as mediators","authors":"Danyu Huang, Hao Zhou","doi":"10.1108/jmp-12-2022-0652","DOIUrl":"https://doi.org/10.1108/jmp-12-2022-0652","url":null,"abstract":"Purpose The main objectives of this study were to examine the congruent/incongruent effects of ethical leadership–abusive supervision (EL-AS) on employees' job performance (JP), mediated by employees' workplace emotions. Design/methodology/approach In this study, multiphase data were collected from 276 frontline employees at a large automobile manufacturing company in southwest China. The hypotheses were tested performing polynomial regression and response surface analysis. Findings The results revealed that employees in “high–high” and “high–low” EL-AS experienced more positive emotions (PE), while “low–high” EL-AS triggered more negative emotions. Furthermore, employees' workplace emotions mediate the effect of EL-AS's congruence/incongruence on employees' JP. Practical implications Leaders should notice the paradoxical effects of EL and AS and adopt ambidextrous thinking to enhance subordinates' PE. Originality/value This study enriches the literature on paradoxical leadership by exploring the complex consequences that may result from the incongruent practice of two leadership behaviors that are often considered paradoxical in nature. Furthermore, it shifts from the previous leader-centered perspective to a subordinate-centered perspective, complementing the theoretical perspectives of EL and AS research. And it deepens the understanding of the relationship between paradoxical leadership and employees' work outcomes by exploring the intrinsic affective mechanism.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135835483","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

Feeling stressed but in full flow? Leader mindfulness shapes subordinates' perseverative cognition and reaction 感觉压力很大，但精神饱满?领导正念塑造了下属的持续性认知和反应

4区管理学

Journal of Managerial Psychology Pub Date : 2023-09-21 DOI: 10.1108/jmp-03-2022-0140

Haoju Xie, Xingyu Feng

{"title":"Feeling stressed but in full flow? Leader mindfulness shapes subordinates' perseverative cognition and reaction","authors":"Haoju Xie, Xingyu Feng","doi":"10.1108/jmp-03-2022-0140","DOIUrl":"https://doi.org/10.1108/jmp-03-2022-0140","url":null,"abstract":"Purpose This study aims to illustrate the mechanisms underlying the effect of stress on flow states in the context of a multilevel organization, in which case employees' perseverative cognition and reactions to challenge–hindrance stressors are affected by leader mindfulness. Design/methodology/approach Study 1 employed a three-wave time-lag survey, and study 2 conducted a diary study across 10 workdays to replicate the results of study 1. Multilevel structural equation modeling and Monte Carlo simulation were performed using Mplus 8.0 software to test all hypotheses. Findings Problem-solving pondering transmits the nonlinear effect of challenge stressors on flow, and affective rumination mediates the negative effect of hindrance stressors on flow. Leader mindfulness amplifies the tendency of followers to ruminate on the positive aspects of challenge stressors, consequently increasing their positive reactions and flow. Although leader mindfulness fails to influence followers to ruminate less on hindrance stressors, it negates the harmful effect of affective rumination on the flow experience. Originality/value This study is one of the first to examine the associations between stressor types and flow in the workplace. The authors also develop a new theory that highlights the ability of leader mindfulness to shape subordinates' stress, cognitions and reactions through social modeling and the authors identify the boundaries of its beneficial effects.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136235680","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

Perceived job insecurity climate in uncertain times: implications for work-related health among leaders versus non-leaders 不确定时期的工作不安全感:领导者与非领导者对工作相关健康的影响

4区管理学

Journal of Managerial Psychology Pub Date : 2023-09-19 DOI: 10.1108/jmp-10-2021-0542

Mats Glambek, Mads Nordmo Arnestad, Stig Berge Matthiesen

{"title":"Perceived job insecurity climate in uncertain times: implications for work-related health among leaders versus non-leaders","authors":"Mats Glambek, Mads Nordmo Arnestad, Stig Berge Matthiesen","doi":"10.1108/jmp-10-2021-0542","DOIUrl":"https://doi.org/10.1108/jmp-10-2021-0542","url":null,"abstract":"Purpose Previous studies have demonstrated that perceived job insecurity climate denotes an individual-level stressor. The present study reiterated this notion and investigated whether leadership responsibility moderated the association between perceived job insecurity climate and work-related strain about one year into the coronavirus disease (COVID-19) pandemic. Design/methodology/approach A sample of full-time workers (N = 1,399) in the USA was recruited, comprising 663 leaders and 763 non-leaders. Employing a cross-sectional design, the authors hypothesized that perceived job insecurity climate would be associated with work-related strain (i.e. burnout, absenteeism and presenteeism) and that these associations were stronger for employees with leadership responsibilities compared to non-leaders. Findings Findings revealed main effects of perceived job insecurity climate on burnout but not on absenteeism or presenteeism. Furthermore, leadership responsibility moderated the associations between perceived job insecurity climate and two out of three burnout measures in the hypothesized direction. The findings also revealed interaction effects regarding absenteeism and presenteeism, indicating that these associations are only positive and significant for employees with leadership responsibilities. Practical implications Perceptions of widespread job insecurity engender strain among leaders while simultaneously implying a heightened need for effective leadership. Organizations and practitioners should take the present findings into consideration when implementing preventive and restorative measures to address leaders' health and organizational competitiveness when job insecurity increases. Originality/value This study found that, as an individual stressor, perceived job insecurity climate is more detrimental to employees with leadership responsibility than to non-leaders.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135061103","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

When I see your pain: effects of observing workplace ostracism on turnover intention and task performance 当我看到你的痛苦:观察职场排斥对离职意向和任务绩效的影响

4区管理学

Journal of Managerial Psychology Pub Date : 2023-09-14 DOI: 10.1108/jmp-11-2022-0618

Yanxia Wang, Ping Lai

{"title":"When I see your pain: effects of observing workplace ostracism on turnover intention and task performance","authors":"Yanxia Wang, Ping Lai","doi":"10.1108/jmp-11-2022-0618","DOIUrl":"https://doi.org/10.1108/jmp-11-2022-0618","url":null,"abstract":"Purpose The perseverative cognition framework suggests that observing ostracism has negative implications for observers due to affective rumination and that a proactive personality might make observers more vulnerable to this effect. Design/methodology/approach Data from 49 team leaders and 218 team members were obtained through a three-wave survey in China. Path analysis was used to examine the theoretical model. Findings The results indicate that observing ostracism increased turnover intention and reduced task performance and that these relationships were mediated by affective rumination. Furthermore, these effects were stronger for observers with high proactive personality. Research limitations/implications Workplace ostracism harms employees; however, its effects on observers remain underexplored. This paper extends research on the effects of ostracism by revealing that ostracism is not only harmful to the well-being of its victims but also adversely affects the work-related attitudes and behaviors of observers, especially those with proactive personality. Practical implications Organizations should be aware of the harmful effects of workplace ostracism on observers, and take actions to inhibit workplace ostracism as well as reduce the negatives impacts. Originality/value The results reveal the cognitive mechanism of affective rumination, in which observing workplace ostracism affects observers' behaviors and attitudes, highlighting the importance of observing effect of workplace ostracism.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134913752","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 impact of knowledge brokering and role crafting on work engagement: a two-wave panel survey of older Japanese workers 知识中介和角色塑造对工作投入的影响:一项针对日本老年员工的两波面板调查

4区管理学

Journal of Managerial Psychology Pub Date : 2023-09-12 DOI: 10.1108/jmp-08-2022-0416

Nobutaka Ishiyama

{"title":"The impact of knowledge brokering and role crafting on work engagement: a two-wave panel survey of older Japanese workers","authors":"Nobutaka Ishiyama","doi":"10.1108/jmp-08-2022-0416","DOIUrl":"https://doi.org/10.1108/jmp-08-2022-0416","url":null,"abstract":"Purpose This study aimed to investigate the mechanisms of knowledge brokering and role crafting structures that promote the active engagement of older workers at work. Design/methodology/approach The respondents were workers in Japan aged 55–64 years. A two-wave panel survey was conducted. The first and second survey waves included 1,527 and 1,467 respondents, respectively. Findings The results showed that knowledge brokering positively influenced work engagement directly and indirectly. In the three dimensions of role crafting, cognitive and task crafting had a positive effect on work engagement. Research limitations/implications This study focused on older workers in Japan. Therefore, it is necessary to verify whether the same effect is observed in countries other than Japan or among younger workers. Practical implications On an individual level, older workers should aim to keep acquiring new information inside and outside the organisation. On an organisational level, it is effective to increase opportunities for older workers to craft their work according to the socioemotional selectivity and selection optimisation and compensation theories. Originality/value This study reveals that knowledge brokering and cognitive crafting in role crafting have an important influence on the work engagement of older workers. Additionally, this study clarifies the impact of job crafting on older workers not only from the perspective of resource crafting to achieve person-job fit but also from the perspective of reframing perceptions through cognitive crafting in role crafting. These findings enable a clearer understanding of the relationship between role crafting and knowledge brokering, as well as the socioemotional selectivity and selection optimisation and compensation theories.","PeriodicalId":48247,"journal":{"name":"Journal of Managerial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135824879","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