Journal of Business and Psychology最新文献

{"title":"Daily Idea Generation and Employee Creative Performance: Effect of Day-Level Congruence Between Felt Responsibility for Change and Willingness to Take Risks","authors":"In-Jo Park, Jin Nam Choi, Hwayeon Myeong, Shenyang Hai","doi":"10.1007/s10869-023-09926-3","DOIUrl":"https://doi.org/10.1007/s10869-023-09926-3","url":null,"abstract":"<p>This study explores a potential joint effect between two proactive motives on creative performance. Departing from the assumption of motivation as a relatively stable between-person construct, we also pay attention to the within-person process to examine how daily fluctuations of proactive motives affect daily idea generation, leading to creative performance. Specifically, drawing on job demands–resources theory, we theorize a joint effect of two proactive motives at the within-person level: daily felt responsibility for change (DFRC) and daily willingness to take risks (DWTR). We test our hypotheses by analyzing data collected from 135 employees and their supervisors by using the experience sampling method followed by multiwave field surveys. Daily idea generation is high when the DFRC and DWTR have high congruence, particularly when both motives are high rather than low. In addition, daily idea generation mediates the effect of the DFRC and DWTR congruence on employee creative performance as appraised by supervisors. Moreover, seeking feedback from coworkers strengthens the indirect effect of the DFRC and DWTR congruence on employee creative performance via daily idea generation. This study offers a fine-grained view of motivational mechanisms and employee social behavior that lead to creative performance in the workplace.</p>","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"65 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139584913","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}

{"title":"(Absent) Allyship in STEM: Can Psychological Standing Increase Prejudice Confrontation?","authors":"Eden B. King, Mikki Hebl, Jenessa R. Shapiro, Elisabeth Silver, Isabel Bilotta, Nicole Lennon, Kristen Jones, Alex Lindsey, Abby Corrington","doi":"10.1007/s10869-023-09929-0","DOIUrl":"https://doi.org/10.1007/s10869-023-09929-0","url":null,"abstract":"<p>The current research focuses on the role that allies can play in improving the experiences of Black and Latinx students in science, technology, engineering, and math (STEM) contexts. Using an experience sampling design, study 1 shows that such students report negative experiences in STEM learning contexts and that bystanders rarely engage in allyship. Study 2 suggests that participants perceive the experiences described by Black and Latinx students in study 1 as negative and somewhat urgent, but do not feel personal responsibility to act. Studies 3 and 4 assess the effectiveness of interventions aimed at enhancing personal responsibility for confronting prejudice and engaging in allyship. Study 3 reveals that enhancing a bystander’s sense of psychological standing can increase prejudice confrontation, and study 4 extends this phenomenon by showing that fellow bystanders’ (not just targets’) appeals to other bystanders’ psychological standing also evoke action. Overall, this work advances research on allyship in STEM contexts by integrating the Confronting Prejudiced Responses (CPR) model with theories of subtle discrimination.</p>","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"37 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139459424","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}

{"title":"Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company","authors":"Tobias L. Kordsmeyer, Andrew B. Speer, Rafael Wilms, Rainer Kurz","doi":"10.1007/s10869-023-09930-7","DOIUrl":"https://doi.org/10.1007/s10869-023-09930-7","url":null,"abstract":"<p>Promotions are central to individual career success. For organisations, it is crucial to identify and develop employees capable of higher-level responsibility. Previous research has shown that personality traits as inter-individual differences predict promotions. However, effects have mostly been examined on a broad factor level. This study investigated longitudinal effects of Big Five personality traits on both factor (neuroticism, extraversion, openness to experience, agreeableness, conscientiousness) and more detailed facet levels on promotions in employees of a multinational wholesale company (<i>N</i> = 1774, <i>n</i> = 343 promoted). We also explored how personality differentially impacts promotional likelihood as a matter of target job level (individual contributor vs. first- or senior-level manager roles). Overall, associations with promotions were detected for neuroticism (negative) and conscientiousness (positive). At the more nuanced facet level, all Big Five factors had at least one personality facet that was significantly related to promotions. Additionally, personality-promotion relationships were generally stronger for lower- rather than higher-level promotions. Taken together, our findings demonstrate that employee personality traits have a meaningful impact on who will be promoted and should hence be considered in organisational personnel selection, personnel development, and performance management practices.</p>","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"112 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139423267","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}

{"title":"Servant Leadership and Employee Gratitude: The Moderating Role of Employee Narcissism","authors":"Lynda Jiwen Song, Dan Ni, Jinlong Zhu, Xiaoming Zheng, Li Zhu","doi":"10.1007/s10869-023-09928-1","DOIUrl":"https://doi.org/10.1007/s10869-023-09928-1","url":null,"abstract":"<p>In this paper, we develop novel theoretical insights regarding employees’ reactions to servant leadership. Drawing on social exchange theory and the servant leadership literature, we propose that the needs–supplies fit between servant leaders and narcissistic employees can urge narcissistic employees to feel more grateful in response to servant leadership. In turn, employee gratitude is positively associated with organizational citizenship behavior and negatively associated with workplace deviance. We test our model across two studies, including a two-wave field survey study of 344 employees and their 80 leaders (Study 1) and a scenario-based experimental study of 100 participants (Study 2). The findings support our theoretical model that, at a higher (versus lower) level of employee narcissism, servant leadership enhances organizational citizenship behavior and reduces workplace deviance through enhanced employee gratitude. We discuss our contributions to the servant leadership literature and present practical implications for organizations.</p>","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"2 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2024-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139079692","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}

{"title":"Effects of Cognition-based and Affect-based Trust Attitudes on Trust Intentions.","authors":"Harjinder Gill, Emma Vreeker-Williamson, Leanne Son Hing, Scott A Cassidy, Kathleen Boies","doi":"10.1007/s10869-024-09986-z","DOIUrl":"10.1007/s10869-024-09986-z","url":null,"abstract":"<p><p>Despite decades of research on trust in the workplace, researchers continue to struggle with fundamental questions regarding the conceptualization and measurement of organizational trust. To help clarify this construct, we revisit established trust definitions (Mayer et al. <i>Academy of Management Review, 20</i>(3), 709-734, Mayer et al., Academy of Management Review 20:709-734, 1995; Rousseau et al. <i>Academy of Management Review, 23</i>(3), 393-404, Rousseau et al., Academy of Management Review 23:393-404, 1998) and distinguish trust attitudes (i.e., positive expectations of others) from trust intentions (i.e., the willingness to be vulnerable). Using a three-study experimental design, we examined the causal effect of two distinct trust attitudes (i.e., cognition-based and affect-based) on two trust intentions (i.e., reliance and disclosure). We found that when cognition-based trust was high, participants were more willing to rely on a colleague (i.e., had higher reliance intentions). When affect-based trust was high, participants were more willing to share sensitive information with that colleague (i.e., higher disclosure intentions) and more willing to rely on a colleague (i.e., higher reliance intentions). We also examined the effect of mixed trust attitudes (i.e., feelings of low (vs. high) cognition-based trust paired with high (vs. low) affect-based trust). We found that, for reliance intentions, for the most part, high affect-based trust could be substituted with high cognition-based trust. Conversely, for disclosure intentions, high cognition-based trust could not substitute for high affect-based trust. The observed patterns indicate that affect-based and cognition-based attitudes are related yet distinct, with differential patterns of prediction with reliance and disclosure intentions. Our findings also underscore the importance of affect-based trust. By nurturing strong interpersonal bonds among employees, organizations can improve communication and collaboration, critical elements for organizational effectiveness.</p>","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"39 6","pages":"1355-1374"},"PeriodicalIF":3.7,"publicationDate":"2024-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC11534891/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142592102","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}

{"title":"How Do Regulatory Focus and the Big Five Relate to Work-domain Risk-taking? Evidence from Resting-state fMRI","authors":"Zhengqiang Zhong, Han Ren, Song Wang","doi":"10.1007/s10869-023-09925-4","DOIUrl":"https://doi.org/10.1007/s10869-023-09925-4","url":null,"abstract":"<p>Risk-taking in the ‘work’ domain constitutes a fundamental building block for a wide range of important decisions (e.g., investment) and behaviors (e.g., creativity) of individuals, groups, and organizations. Yet, what remains unknown is the neurofunctional basis of work-domain risk-taking (WRT) and how these brain substrates act as mediators in relating individual personality traits such as regulatory focus and the Big Five to WRT. This study, with a sample of 201 healthy full-time employees, investigated the above questions using resting-state fMRI. The results indicated that individuals who engage more in WRT showed increased brain activity (indicated by fALFF) in the right medial frontal gyrus (MFG) and right insula brain areas involved in goal-directed and self-regulated functions, therefore providing unique neuroimaging evidence for the notion that risk-taking is highly domain specific. More importantly, we found that fALFF in the right MFG and right insula areas has a significant mediating role in relating promotion focus and neuroticism to WRT, respectively, suggesting that these traits might have more important roles in associating with WRT, and the brain activity of the two regions (i.e., right MFG and right insula) may act as the underlying mediating mechanisms. Managerial implications are discussed.</p>","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"25 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138529369","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}

{"title":"The Double-Edged Sword of Job-Relevant News Consumption: a Within-Person Examination of the Costs and Benefits for Employees","authors":"Teng Iat Loi, Leah D. Sheppard, Kristine M. Kuhn","doi":"10.1007/s10869-023-09924-5","DOIUrl":"https://doi.org/10.1007/s10869-023-09924-5","url":null,"abstract":"<p>Research has neglected to consider the news as a source of work-related information that might impact employee experiences and outcomes. In an initial pilot study with a diverse cross-section of employees, we confirm that deriving work-related insights from the news, either intentionally or serendipitously, is a common occurrence. Next, drawing from conservation of resources theory, we developed a model to examine both the beneficial and detrimental consequences associated with job-relevant news consumption. We conducted a 10-day experience sampling study which showed that job-relevant news consumption increases information overload but also produces perceived learning. Information overload, perceived learning, and emotional exhaustion serially mediate the relationship between consumption of job-relevant news and employee withdrawal behavior. Furthermore, perceived learning buffers the indirect relationship between news consumption and work withdrawal via information overload and emotional exhaustion. We discuss the theoretical and practical implications of our research.</p>","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"12 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138529401","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}

{"title":"How Past Work Stressors Influence Psychological Well-Being in the Face of Current Adversity: Affective Reactivity to Adversity as an Explanatory Mechanism","authors":"Miriam Schilbach, Anja Baethge, Thomas Rigotti","doi":"10.1007/s10869-023-09922-7","DOIUrl":"https://doi.org/10.1007/s10869-023-09922-7","url":null,"abstract":"Abstract This study advances the understanding of the mechanisms that link past challenge and hindrance stressors to resilience outcomes, as indicated by emotional and psychosomatic strain in the face of current adversity. Building on the propositions of Conservation of Resources Theory and applying them to the challenge-hindrance framework, we argue that challenge and hindrance stressors experienced in the past relate to different patterns of affective reactivity to current adversity, which in turn predict resilience outcomes. To test these assumptions, we collected data from 134 employees who provided information on work stressors between April 2018 and November 2019 (T0). During the first COVID-19 lockdown (March/April 2020), the same individuals participated in a weekly study over the course of 6 weeks (T1–T6). To test our assumptions, we combined the pre- and peri-pandemic data. We first conducted multilevel random slope analyses and extracted individual slopes indicating affective reactivity to COVID-19 adversity in positive and negative affect. Next, results of path analyses showed that past challenge stressors were associated with lower affective reactivity to COVID-19 adversity in positive affect, and in turn with lower levels of emotional and psychosomatic strain. Past hindrance stressors were associated with greater affective reactivity to COVID-19 adversity in positive and negative affect, and in turn to higher strain. Taken together, our study outlines that past work stressors may differentially affect employees’ reactivity and resilient outcomes in the face of current nonwork adversity. These spillover effects highlight the central role of work stressors in shaping employee resilience across contexts and domains.","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":" 87","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135341069","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}

{"title":"From Helping to Helpful: a Social Network Examination of Workplace Helpfulness at Multiple Levels","authors":"Zitong Sheng, Andra Serban, Jose M. Cortina, Yimin He, Xiang Yao","doi":"10.1007/s10869-023-09923-6","DOIUrl":"https://doi.org/10.1007/s10869-023-09923-6","url":null,"abstract":"","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"34 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":"135476516","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}

{"title":"The Benefits of Work: A Meta-analysis of the Latent Deprivation and Agency Restriction Models","authors":"John A. Aitken, Jessie A. Cannon, Seth A. Kaplan, Heekyung Kim","doi":"10.1007/s10869-023-09920-9","DOIUrl":"https://doi.org/10.1007/s10869-023-09920-9","url":null,"abstract":"","PeriodicalId":48254,"journal":{"name":"Journal of Business and Psychology","volume":"50 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":"135476494","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}