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

Ask, but You Might not Receive: Unanswered Supervisor Support Scale Development and a Daily Diary Study 问，但你可能得不到：未获答复的主管支持量表开发和每日日记研究

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-04-19 DOI: 10.1007/s10869-024-09950-x

Thomas D. McIlroy, Stacey L. Parker, Blake M. McKimmie

{"title":"Ask, but You Might not Receive: Unanswered Supervisor Support Scale Development and a Daily Diary Study","authors":"Thomas D. McIlroy, Stacey L. Parker, Blake M. McKimmie","doi":"10.1007/s10869-024-09950-x","DOIUrl":"https://doi.org/10.1007/s10869-024-09950-x","url":null,"abstract":"Supervisor support is widely studied in the organizational literature, yet existing measures tend to exclusively focus on either the provision or the seeking of support, while overlooking instances where employees seek support but do not receive it – an experience termed unanswered supervisor support (USS). In Study 1 (N = 312 employees), we developed a measure of the experience of USS and examined its reliability and validity. In Study 2, we provided further support for the measure and, using a diary methodology, examined daily fluctuations in the experience and consequences of USS. Drawing from self-determination theory, we expected that need satisfaction and frustration would mediate the effects of USS on emotional exhaustion, perceived leadership effectiveness, and helping behavior. For five workdays, 199 employees completed a survey at the end of each workday. As predicted, on days when employees experienced USS, they had greater need frustration and emotional exhaustion. They also had lower need satisfaction and perceived their supervisor as a less effective leader. The association between USS and emotional exhaustion was mediated by need frustration – in particular, frustration of the needs for competence and relatedness. Further analyses showed that relatedness frustration mediated the effects of USS on employees’ perceptions of their leader’s effectiveness. The experience of USS in daily work life has implications for employees’ well-being and the way they perceive their supervisor. Thus, employees, supervisors, and organizations need to be aware of the impact of USS and how to prevent and manage its occurrence.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"77 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140627823","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

Linking Organizational Political Diversity with Satisfaction and Performance: The Implications of Presidential Elections 将组织的政治多样性与满意度和绩效联系起来：总统选举的影响

IF 4.8 2区心理学

Journal of Business and Psychology Pub Date : 2024-04-02 DOI: 10.1007/s10869-024-09941-y

{"title":"Linking Organizational Political Diversity with Satisfaction and Performance: The Implications of Presidential Elections","authors":"","doi":"10.1007/s10869-024-09941-y","DOIUrl":"https://doi.org/10.1007/s10869-024-09941-y","url":null,"abstract":"<h3>Abstract</h3> In these politically polarizing times, we suggest that political diversity (having both conservative and liberal employees) has implications for organizational culture and value satisfaction, primarily when political ingroup-outgroup identities are salient (i.e., U.S. Presidential elections). To test these organizational-level relationships over time, we obtain publicly available archival data for 15 years (four election cycles from 2008 to 2022) for Standard & Poor’s 100 U.S. organizations. During years when organizations had greater political diversity (based on employee donations to politically affiliated groups), their employees tended to report less satisfaction with the organization’s culture and values (based on Glassdoor ratings) than when organizations had less political diversity, controlling for variables like size and political leaning of the organization. Further, time-varying effect modeling (TVEM) shows stronger inflections for the effect of political diversity on dissatisfaction during the 2008, 2012, and 2016 Presidential election years, consistent with the idea that outgroup hostility becomes stronger when political identities are salient. The effect of political diversity diminished in 2020 in contrast to our predictions. However, the pattern of effects continues to follow our model and theoretical assumptions because the prevalent work-from-home requirements during the pandemic likely made political dissimilarities less salient and divisive. Overall, the costs to organizational culture and value satisfaction call for policies addressing political outgroup bias at work during election years.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"52 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140567625","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

Hard Work Makes It Hard to Sleep: Work Characteristics Link to Multidimensional Sleep Health Phenotypes. 工作辛苦导致睡眠困难:工作特征与多维睡眠健康表型相关

IF 4.9 2区心理学

Journal of Business and Psychology Pub Date : 2024-04-01 Epub Date: 2023-06-14 DOI: 10.1007/s10869-023-09882-y

Claire E Smith, Soomi Lee, Tammy D Allen

{"title":"Hard Work Makes It Hard to Sleep: Work Characteristics Link to Multidimensional Sleep Health Phenotypes.","authors":"Claire E Smith, Soomi Lee, Tammy D Allen","doi":"10.1007/s10869-023-09882-y","DOIUrl":"10.1007/s10869-023-09882-y","url":null,"abstract":"Work is closely intertwined with employees' sleep quantity and quality, with consequences for well-being and productivity. Yet despite the conceptualization of sleep health as a multidimensional pattern of various sleep characteristics, little is known about workers' experiences of the diverse range of sleep health dimensions (e.g., sleep regularity, daytime alertness, and sleep efficiency in addition to quantity and quality) proposed by contemporary frameworks. The present study integrates modern sleep frameworks with the Job Demands-Control-Support Model to describe common multidimensional sleep health phenotypes among employees and their associations with job characteristics. Across two national samples (N 1 = 2353; N 2 = 1260) of working adults from the Midlife in the United States study, latent class analysis indicated three common sleep health phenotypes: (1) good sleepers who exhibit good sleep across all dimensions, (2) catch-up sleepers who sleep longer on non-workdays and shorter on workdays but exhibit otherwise good sleep, and (3) short, dissatisfied, inefficient, and irregular sleepers (SDIIs) who were suboptimal across four of the five measured sleep health dimensions. Good sleepers reported low job demands, high control, and high support (similar to a low-strain job). Catch-up sleepers reported high job control and moderate demands and support (similar to an active job). SDIIs reported high demands, low control, and low support (similar to a high-strain job). We discuss implications for job characteristics theories, sleep health frameworks, and practical management of employee sleep when measured as a multidimensional pattern of sleep health experiences.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":" ","pages":"393-410"},"PeriodicalIF":4.9,"publicationDate":"2024-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12303086/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42924473","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

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