Journal of Business and Psychology最新文献_第4页

The Joint Fluctuations of LMX and Relative LMX Predict Follower Work Effort: A Dual-Dynamic Perspective LMX 和相对 LMX 的共同波动可预测追随者的工作努力程度：双重动力视角

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-03-25 DOI: 10.1007/s10869-024-09940-z

Li Lu, Lei Wang, Russell E. Johnson

{"title":"The Joint Fluctuations of LMX and Relative LMX Predict Follower Work Effort: A Dual-Dynamic Perspective","authors":"Li Lu, Lei Wang, Russell E. Johnson","doi":"10.1007/s10869-024-09940-z","DOIUrl":"https://doi.org/10.1007/s10869-024-09940-z","url":null,"abstract":"The extant leader-member exchange (LMX) literature holds that LMX and LMX differentiation have various consequences on the focal employees’ work-related outcomes. Since the levels of LMX might change as a result of exchanges in work interactions, scholars recently have raised the importance of adopting a more dynamic view in this literature. With the present research, we aim to examine the relationship between the change of LMX, the change of relative LMX (RLMX), and work-related effort. In particular, we focus on the concurrent effects of LMX-and-RLMX changes on the focal employees’ work-related efforts. Drawing on self-regulation theories, we propose that LMX trajectories and RLMX trajectories serve as two independent feedback loop forms regarding the attainability of achieving favorable LMX within teams, which jointly affect the focal employee work efforts. We collected multi-wave and multisource data from 328 employees in 42 workgroups and archival records from an insurance call center. The results indicated that negative LMX change was correlated with higher effort (i.e., the number of calls). Moreover, polynomial regression and response surface analyses revealed a positive relationship between follower LMX–RLMX change incompatibility and work effort. Our dual-dynamic model indicates the importance of considering concurrent changes in both LMX and RLMX to understand better the dynamic processes and outcomes of LMX in work teams.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"102 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140299437","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The Dynamic Influence of Personality on Psychological Contract Evaluations: a 2-Study Investigation of Approach/Avoidance Goals and Emotion Regulation Strategies 人格对心理契约评价的动态影响：关于接近/回避目标和情绪调节策略的两项研究调查

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-03-22 DOI: 10.1007/s10869-024-09943-w

Yannick Griep, Samantha D. Hansen, Johannes M. Kraak

{"title":"The Dynamic Influence of Personality on Psychological Contract Evaluations: a 2-Study Investigation of Approach/Avoidance Goals and Emotion Regulation Strategies","authors":"Yannick Griep, Samantha D. Hansen, Johannes M. Kraak","doi":"10.1007/s10869-024-09943-w","DOIUrl":"https://doi.org/10.1007/s10869-024-09943-w","url":null,"abstract":"Consistent with recent developments, we question the validity of trait neuroticism (N) and conscientiousness (C) as antecedents of psychological contract breach (PCB) and violation feelings. We investigate how key mediating (i.e., approach/avoidance goals) and moderating (i.e., emotion regulation strategies) mechanisms of the personality-PCB relationship operate over time. In Study 1 (550 observations), state N or C was associated positively with PCB and state N was associated positively with violation feelings. In study 2 (394 observations), state N was positively related to momentary avoidance goals, which in turn were related negatively to PCB and related positively to violation feelings. Moreover, suppression moderated the latter relationship; as suppression increased, the relationship between avoidance goals and violation feelings grew stronger. In contrast, state C was related positively to approach goals, which in turn were related positively to PCB and negatively to violation feelings. We discuss implications for theory and practice.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"7 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140203804","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Why Do Employees Perform Better Under Paradoxical Leaders? The Mediating Role of Group Harmony 为什么员工在自相矛盾的领导者手下表现更好？群体和谐的中介作用

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-03-14 DOI: 10.1007/s10869-024-09942-x

Iris D. Zhang, Long W. Lam, Julie N. Y. Zhu, Junghyun Lee

引用次数: 0

How (if at All) do Perceptions of Supervisor’s Listening Differ from General Relationship Quality?: Psychometric Analysis 对主管倾听的看法与一般关系质量有何不同？心理测量分析

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-02-27 DOI: 10.1007/s10869-024-09938-7

{"title":"How (if at All) do Perceptions of Supervisor’s Listening Differ from General Relationship Quality?: Psychometric Analysis","authors":"","doi":"10.1007/s10869-024-09938-7","DOIUrl":"https://doi.org/10.1007/s10869-024-09938-7","url":null,"abstract":"<h3>Abstract</h3> Employees who perceive their supervisors to listen well enjoy multiple benefits, including enhanced well-being. However, concerns regarding the construct validity of perceived-listening measures raise doubts about such conclusions. The perception of listening quality may reflect two factors: constructive and destructive listening, which may converge with desired (e.g., humility) and undesired (e.g., rudeness) supervisor-subordinate relationship behaviors, respectively, and both may converge with relationship quality (e.g., trust). Therefore, we assessed the convergent validity of four perceived listening measures and their divergent validity with eight measures of supervisor-subordinate relationship behaviors, eight relationship-quality measures, and a criterion measure of well-being. Using data from 2,038 subordinates, we calculated the disattenuated correlations and profile similarities among these measures. The results supported convergent but not divergent validity: 58.7% (12.6%) of the correlations expected to diverge had confidence intervals with upper limits above 0.80 (0.90), and 20% of their profile-similarity indices were close to 1. To probe these correlations, we ran a factor analysis revealing good and poor relationship factors and an exploratory graph analysis identifying three clusters: positive and negative relationship behaviors and relationship quality. A post-hoc analysis indicated that relationship-quality mediates the effect of the positive and negative behaviors on well-being. The results demonstrate the challenge of differentiating the perception of listening from commonly used supervisor-subordinate relationship constructs, and cast doubts on the divergent validity of many constructs of interest in Organizational Behavior. However, using the “sibling” constructs framework may allow disentangling these highly correlated relationship constructs, conceptually and empirically.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"139 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139979678","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Overconfidence and the Pursuit of High-Status Positions: A Test of Two Behavioral Strategies 过度自信与追求高地位职位：两种行为策略的检验

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-02-26 DOI: 10.1007/s10869-024-09936-9

Samuel Mayoral, Richard Ronay, Janneke K. Oostrom

引用次数: 0

Nurses’ Early Career Organizational and Occupational Commitment Trajectories: A Dual Target Growth Mixture Investigation 护士职业生涯早期的组织和职业承诺轨迹：双目标成长混合调查

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-02-22 DOI: 10.1007/s10869-024-09934-x

{"title":"Nurses’ Early Career Organizational and Occupational Commitment Trajectories: A Dual Target Growth Mixture Investigation","authors":"","doi":"10.1007/s10869-024-09934-x","DOIUrl":"https://doi.org/10.1007/s10869-024-09934-x","url":null,"abstract":"<h3>Abstract</h3> This study was designed to document the development of nurses’ affective commitment to their occupation and organization during the first five years of their career, as well as the connections between these two types of commitment trajectories. We also considered the associations between these early trajectories, nurses’ levels of psychological need satisfaction, and the quality of their early socialization. We finally investigated the implications of these trajectories for nurses’ work satisfaction, psychological distress, somatization, and patient care quality. Relying on a sample of 659 newly registered nurses (Mage = 26.8; 88% females) measured four times over a two-year period, we relied on growth mixture analyses to assess the shape of their commitment trajectories defined as a function of tenure. These analyses revealed four profiles, similar across targets of commitment: High, Moderate, Low and Increasing, and Average/Low and Decreasing. For both targets, higher levels of commitment were anchored in more stable trajectories, and with better functioning across outcomes. Need fulfilment and socialization experiences helped drive more desirable trajectories and provided short-term boosts in commitment. Overall, we found more similarities than differences between both forms of commitment, and noted that nurturing one type of commitment seemed to help develop the other.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"42 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-02-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139949797","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Supportive but Exhausting: A Dual-path Model of Team Interdependence and Member Negative Emotional States 支持但令人精疲力竭：团队相互依赖与成员负面情绪状态的双路径模型

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-02-21 DOI: 10.1007/s10869-024-09937-8

Dana R. Vashdi, Jingqiu Chen, Qingyue Fan, Peter A. Bamberger

{"title":"Supportive but Exhausting: A Dual-path Model of Team Interdependence and Member Negative Emotional States","authors":"Dana R. Vashdi, Jingqiu Chen, Qingyue Fan, Peter A. Bamberger","doi":"10.1007/s10869-024-09937-8","DOIUrl":"https://doi.org/10.1007/s10869-024-09937-8","url":null,"abstract":"Although the implications of team interdependence for team performance are well established, little is known regarding its consequences on the team members’ emotional states. Drawing from Conservation of Resources (COR) theory, we propose a dual-path model of the impact of team interdependence on two distinct negative emotional states (NES), powerlessness and loneliness. More specifically, we argue that on the one hand, team interdependence can reduce member’s vulnerability to NES by facilitating a gain in support resources (i.e., social support). On the other hand, team interdependence may also increase members’ vulnerability to NES via the depletion of regulatory resources manifesting in the form of emotional exhaustion. Additionally, we propose that team goal orientations moderate these indirect effects. Testing this model using three waves of time-lagged data from a sample of manufacturing workers, we find support for the hypothesized dual pathways, and more specifically evidence of: (a) an indirect protective effect of team interdependence via social support on both powerlessness and loneliness, and (b) an indirect vulnerability effect of team interdependence via emotional exhaustion on both powerlessness and loneliness, particularly among members of teams characterized by a high team performance goal orientation. Theoretical and practical implications are discussed.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"1 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139921278","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

What Does Leadership Do to the Leader? Using a Pattern-Oriented Approach to Investigate the Association between Daily Leadership Profiles and Daily Leader Well-Being 领导力对领导者有何影响？用模式导向法研究日常领导力特征与领导者日常幸福感之间的关系

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-02-17 DOI: 10.1007/s10869-024-09939-6

{"title":"What Does Leadership Do to the Leader? Using a Pattern-Oriented Approach to Investigate the Association between Daily Leadership Profiles and Daily Leader Well-Being","authors":"","doi":"10.1007/s10869-024-09939-6","DOIUrl":"https://doi.org/10.1007/s10869-024-09939-6","url":null,"abstract":"<h3>Abstract</h3> Leader behavior can vary daily, and leaders face multiple demands and problems in one day. Therefore, studying how leader behaviors interplay on the day-level (i.e., daily leadership profiles) is essential. Building on conservation of resources theory as a meta-theory, we investigated which daily leadership profiles exist and whether profile membership changes across one week. Additionally, we examined whether the leadership profiles are differentially related to leaders’ daily well-being (i.e., emotional exhaustion, positive and negative affect), mediated by their daily experienced thriving and time pressure. In a diary study over five workdays (N = 289 leaders), we found three qualitatively different daily leadership profiles: one dominated by passive behaviors (passive), one dominated by transformational and contingent reward behaviors (transformational-rewarding), and one with elevated transformational and all transactional behaviors (comprehensive). The transformational-rewarding and the comprehensive profile showed greater stability across the week than the passive profile. Days in the transformational-rewarding profile were most beneficial for leaders’ well-being. In contrast, days in the comprehensive profile seemed to be a double-edged sword for leaders, as indicated by higher experienced thriving and positive affect and simultaneously enhanced experienced time pressure, emotional exhaustion, and negative affect. Taken together, we illuminate the interplay of leadership behaviors on the day-level and the differential associations with leaders’ well-being.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"18 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-02-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139902979","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The Fakeability of Personality Measurement with Graded Paired Comparisons 利用分级配对比较进行人格测量的可伪造性

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-02-07 DOI: 10.1007/s10869-024-09931-0

Niklas Schulte, Lucas Kaup, Paul-Christian Bürkner, Heinz Holling

{"title":"The Fakeability of Personality Measurement with Graded Paired Comparisons","authors":"Niklas Schulte, Lucas Kaup, Paul-Christian Bürkner, Heinz Holling","doi":"10.1007/s10869-024-09931-0","DOIUrl":"https://doi.org/10.1007/s10869-024-09931-0","url":null,"abstract":"This study compares the faking resistance of Likert scales and graded paired comparisons (GPCs) analyzed with Thurstonian IRT models. We analyzed whether GPCs are more resistant to faking than Likert scales by exhibiting lower score inflation and better recovery of applicants’ true (i.e., honest) trait scores. A total of (N=573) participants completed either the Likert or GPC version of a personality questionnaire first honestly and then in an applicant scenario. Results show that participants were able to increase their scores in both the Likert and GPC format, though their score inflation was smaller in the GPC than the Likert format. However, GPCs did not exhibit higher honest–faking correlations than Likert scales; under certain conditions, we even observed negative associations. These results challenge mean score inflation as the dominant paradigm for judging the utility of forced-choice questionnaires in high-stakes situations. Even if forced-choice factor scores are less inflated, their ability to recover true trait standings in high-stakes situations might be lower compared with Likert scales. Moreover, in the GPC format, faking effects correlated almost perfectly with the social desirability differences of the corresponding statements, highlighting the importance of matching statements equal in social desirability when constructing forced-choice questionnaires.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"17 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139754149","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

A Dynamic View of the Challenge-Hindrance Stressor Framework: a Meta-Analysis of Daily Diary Studies 挑战-阻碍-压力框架的动态视角：每日日记研究的元分析

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-02-03 DOI: 10.1007/s10869-024-09933-y

{"title":"A Dynamic View of the Challenge-Hindrance Stressor Framework: a Meta-Analysis of Daily Diary Studies","authors":"","doi":"10.1007/s10869-024-09933-y","DOIUrl":"https://doi.org/10.1007/s10869-024-09933-y","url":null,"abstract":"<h3>Abstract</h3> Are some daily job stressors good for employees? The challenge-hindrance stressor framework (CHSF) attempts to shed light on this question by categorizing stressors according to their ability to facilitate (challenge stressors) or inhibit (hindrance stressors) growth and achievement. According to the CHSF, challenge stressors should be associated with increased performance, but also with increased strain which subsequently hurts performance. Conversely, hindrance stressors should be associated with reduced performance both directly and indirectly via strain. Prior meta-analytic investigations have focused on more stable job stressors (using cross-sectional or longitudinal primary studies), and found contradicting resulted in support of the CHSF predictions. In the current meta-analysis, we tested the validity of the CHSF using a more dynamic view of stressors, by applying it to short-term, daily experiences of stressors, strains, and performance outcomes. Results from 78 unique samples indicated that at the within-person level, hindrance stressors have both a direct and an indirect (via strain) short-term effect on performance. Challenge stressors have a positive direct effect on performance but a negative indirect effect via strain. Furthermore, we examined two performance indicators separately: task performance and organizational citizenship behaviors (OCB). The results revealed that challenge stressors have a stronger positive association with OCB than with task performance. Hindrance stressors exhibited the opposite pattern, a stronger negative association with task performance than with OCB. The results of this study suggest that all daily stressors result in strain, which negatively relates to performance, though challenge stressors also have some positive effects on daily performance.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"14 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139679773","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0