Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale最新文献

Balancing health and work: Fear predicts gig workers' goals and behaviors during COVID-19

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-04-15 DOI: 10.1111/apps.70014

Jenna A. Van Fossen, Jo M. Alanis, Sergio M. Marquez, Adam Tresidder

{"title":"Balancing health and work: Fear predicts gig workers' goals and behaviors during COVID-19","authors":"Jenna A. Van Fossen, Jo M. Alanis, Sergio M. Marquez, Adam Tresidder","doi":"10.1111/apps.70014","DOIUrl":"https://doi.org/10.1111/apps.70014","url":null,"abstract":"Findings are mixed regarding fear and performance behaviors. Whereas resource-based theories suggest that fear impairs performance, perspectives on emotion regulation argue that fear is motivating. It is also unclear how independent workers prioritize between potentially competing health and work goals. We help reconcile disputes by implicating goal setting for gig workers' effective functioning. We studied relationships between COVID-19 fear, COVID-19 preventative health goals and work hour goals, and actual health and work behaviors over four weekly surveys with gig workers (N = 49) during the summer of 2020. Fear of COVID-19 was assessed in a baseline survey, health and work goals were assessed at Time 1, and health and work behaviors were assessed three days later at Time 2. Supporting predictions, although COVID-19 fear may prompt greater health behaviors, fear might also still undermine these behaviors through the weakening of health goal setting. However, results did not support predictions that health and work goals conflict. Instead, at the between-person level, Time 1 health goals were linked to greater Time 2 health and work behaviors. Findings contribute to the theory of the relationship between fear, motivation, and performance. Organizations and workers may prioritize health goals for both health and work performance during a crisis.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70014","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143831217","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

Changes in perceived age discrimination over time: Patterns, predictors, and outcomes

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-04-08 DOI: 10.1111/apps.70011

Ariane Froidevaux, Yiduo Shao, Ieva Urbanaviciute, Serge da Motta Veiga, Mo Wang, Franciska Krings

{"title":"Changes in perceived age discrimination over time: Patterns, predictors, and outcomes","authors":"Ariane Froidevaux, Yiduo Shao, Ieva Urbanaviciute, Serge da Motta Veiga, Mo Wang, Franciska Krings","doi":"10.1111/apps.70011","DOIUrl":"https://doi.org/10.1111/apps.70011","url":null,"abstract":"Age discrimination at work represents a major challenge with detrimental impacts on employees and organizations. Although age discrimination theories suggest that workers experience increasing levels of age discrimination over time, prior evidence suggests that there may be substantial heterogeneity in the way perceived age discrimination changes over time. Conceptualizing age discrimination at work as a stressor, and integrating the model of exposure and reactivity to stressors with allostatic load theory, we examine changes in perceived age discrimination, along with its predictors and outcomes. We use a person- and target-centered approach with a nationally representative archival dataset from Switzerland (N = 1110) relying on a prospective design over seven years. Randomly splitting the sample into two (Half-samples A and B), we find three change patterns (i.e., increasing, decreasing, and stable nonexistent) of perceived age discrimination at work in Half-sample A. In Half-sample B, we replicated these three patterns and found that the heterogeneity in change patterns was predicted by employees' age and belief in a just world, but not neuroticism. We also observed that these change patterns were associated with job satisfaction, work strain, and perceived employability. We further discuss the theoretical and practical implications of these findings.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143801306","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 role of identity leadership in promoting athletes' mental health: A cross-cultural study

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-04-04 DOI: 10.1111/apps.70008

Radhika Butalia, Filip Boen, S. Alexander Haslam, Stef Van Puyenbroeck, Loes Meeussen, Pete Coffee, Nasrin Biglari, Mark W. Bruner, Aashritta Chaudhary, Paweł Chmura, Alyson J. Crozier, Emma S. George, Swanaya Gurjar, Chris Hartley, Maciej Huzarski, Francisco M. Leo, Miguel A. López-Gajardo, Todd M. Loughead, Moe Machida-Kosuga, Colin D. McLaren, Seyed Reza Hosseini Nia, Matthew J. Slater, Katrien Fransen

{"title":"The role of identity leadership in promoting athletes' mental health: A cross-cultural study","authors":"Radhika Butalia, Filip Boen, S. Alexander Haslam, Stef Van Puyenbroeck, Loes Meeussen, Pete Coffee, Nasrin Biglari, Mark W. Bruner, Aashritta Chaudhary, Paweł Chmura, Alyson J. Crozier, Emma S. George, Swanaya Gurjar, Chris Hartley, Maciej Huzarski, Francisco M. Leo, Miguel A. López-Gajardo, Todd M. Loughead, Moe Machida-Kosuga, Colin D. McLaren, Seyed Reza Hosseini Nia, Matthew J. Slater, Katrien Fransen","doi":"10.1111/apps.70008","DOIUrl":"https://doi.org/10.1111/apps.70008","url":null,"abstract":"Identity leadership is the process through which leaders create, advance, represent, and embed a sense of ‘we’ and ‘us’ (i.e., social identities) within the teams they lead. This paper extends the existing sports psychology literature by investigating the relationship between identity leadership and athletes' mental health, as mediated by team identification and social support. Additionally, the study explores the generalisability of these relationships across culturally diverse countries, as well as high and low-collectivistic cultures. To this end, we employed a large cross-sectional study design involving 2,861 athletes from 193 football (also known as soccer) teams across eight countries. Study results indicated that identity leadership on the part of coaches, team captains, and the best athlete leaders within the team was associated with greater feelings of ‘we-ness’ amongst athletes. This sense of ‘we-ness’ in turn correlated with athletes' increased perceptions of available social support for themselves and their team, ultimately contributing to enhanced well-being and reduced burnout. With some minor variation, these patterns were observed across all studied countries and across high and low-collectivistic cultures. In essence, identity leadership provided by coaches and athlete leaders was associated with better athlete mental health across geographical borders and cultures.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-04-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70008","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143770056","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 impact of human–animal interactions during micro-breaks on sleep quality and work engagement: A within-person approach

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-03-21 DOI: 10.1111/apps.70007

Ana Junça-Silva

{"title":"The impact of human–animal interactions during micro-breaks on sleep quality and work engagement: A within-person approach","authors":"Ana Junça-Silva","doi":"10.1111/apps.70007","DOIUrl":"https://doi.org/10.1111/apps.70007","url":null,"abstract":"This study draws on the Recovery Step Model and the Conservation of Resources (COR) theory to propose a framework that examines how and when sleep quality influences work engagement. Specifically, we tested a moderated mediation model where sleep quality predicts employees' work engagement through enhanced self-regulatory resources at the within-person level. Additionally, we investigated whether human–animal interactions (HAIs), during micro-breaks, moderate this indirect relationship. Overall, 155 teleworkers participated in a 10-day diary study (155*10 = 1550 measurement occasions). The multilevel analysis revealed that daily sleep quality positively predicted employees' work engagement by enhancing their self-regulatory resources. Moreover, this relationship was stronger for individuals who engaged in micro-breaks involving interactions with their companion animals. As the frequency of HAIs during micro-breaks increased, so did employees' levels of work engagement. These findings expand the recovery step model and the furr-recovery method by demonstrating that HAIs serve as beneficial micro-breaks during work hours, providing a restorative function that enhances work engagement. In sum, at least one HAI during the workday could have significant implications for employees' work engagement.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143689348","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

Prompting change: A systematic review and meta-analysis of the (un)confounded effects of prompts on pro-environmental behavior

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-03-19 DOI: 10.1111/apps.70003

Corinna Gemmecke, Clara Kühner, Hannes Zacher, Joachim Hüffmeier

{"title":"Prompting change: A systematic review and meta-analysis of the (un)confounded effects of prompts on pro-environmental behavior","authors":"Corinna Gemmecke, Clara Kühner, Hannes Zacher, Joachim Hüffmeier","doi":"10.1111/apps.70003","DOIUrl":"https://doi.org/10.1111/apps.70003","url":null,"abstract":"Beyond political action, fostering individuals' pro-environmental behavior (PEB) is imperative to address environmental crises, such as climate change. Prompts are visual and/or verbal reminders to perform certain PEBs. Meta-analytic results by Osbaldiston and Schott (2012) suggest that prompts can increase PEB. However, in many of the included primary studies in this meta-analysis, prompts were confounded with other interventions (e.g., information campaigns). To study whether and under which conditions prompts have an unconfounded effect on PEB, we conducted a pre-registered systematic review following the PRISMA guidelines (N = 61 studies, k = 114 effect sizes). Additionally, we conducted a z-curve analysis to assess the expected replicability of the observed significant findings and ran meta-analyses to calculate the combined effect of (un)confounded prompt interventions on PEB. We find that prompts are effective in promoting PEB (b = 0.67, p < .001), even when no other interventions are implemented simultaneously (b = 0.66, p < .001). The rate of significant results that could be replicated under the same conditions as estimated by z-curve analysis is high (88% - 95% for unconfounded significant findings). Prompts are particularly effective in promoting resource conservation. The study setting and the PEB level prior to the prompt intervention moderate the effect of prompts on PEB. For example, the effect of prompts was stronger in universities, hotels, and public settings compared to work settings, and when initial PEB levels were lower.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70003","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143646252","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

Insomnia and impulsive buying under abusive supervisors: Mediation of ego depletion and moderation of coworker support

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-03-13 DOI: 10.1111/apps.70005

Won-Moo Hur, Yuhyung Shin

{"title":"Insomnia and impulsive buying under abusive supervisors: Mediation of ego depletion and moderation of coworker support","authors":"Won-Moo Hur, Yuhyung Shin","doi":"10.1111/apps.70005","DOIUrl":"https://doi.org/10.1111/apps.70005","url":null,"abstract":"Compared with the vast amount of research on the deleterious effects of abusive supervision on work outcomes, its effect on off-job behavior has received little scholarly attention. To bridge this gap, we examined the long-term effects of abusive supervision on subsequent insomnia and impulsive buying among frontline service employees (FSEs). We focused on the mediating roles of job insecurity and ego depletion, and the moderating roles of coworker emotional and instrumental support. To test our hypotheses, we collected three-wave data 3 months apart from 318 FSEs. As hypothesized, FSEs' experiences of abusive supervision significantly affected insomnia and impulsive buying 6 months later. Job insecurity and ego depletion sequentially mediated these relationships. Although coworker emotional support mitigated the deleterious effects of abusive supervision on insomnia and impulsive buying through job insecurity and ego depletion, coworker instrumental support aggravated these effects. These findings contribute to the literature by providing novel insights into the role of abusive supervision in maladaptive off-job behavior and its boundary conditions.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143622620","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

Preparing for a rainy day: A regulatory focus perspective on job insecurity and proactive career behaviors

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-03-13 DOI: 10.1111/apps.70004

Lixin Jiang, Maike E. Debus, Xiaohong Xu, Xiaowen Hu, Sergio Lopez-Bohle, Laura Petitta, Lara C. Roll, Marius Stander, Haijiang Wang

{"title":"Preparing for a rainy day: A regulatory focus perspective on job insecurity and proactive career behaviors","authors":"Lixin Jiang, Maike E. Debus, Xiaohong Xu, Xiaowen Hu, Sergio Lopez-Bohle, Laura Petitta, Lara C. Roll, Marius Stander, Haijiang Wang","doi":"10.1111/apps.70004","DOIUrl":"https://doi.org/10.1111/apps.70004","url":null,"abstract":"Previous research has primarily focused on how employees passively react to job insecurity (e.g., withdrawal). We shift this focus by examining when and for whom job insecurity may relate to proactive career behaviors. Leveraging regulatory focus theory and the diminishing marginal utility principle, we theorize a nonlinear moderated mediation model that links job insecurity to two proactive career behaviors — networking and seeking mentorship — through avoidance work motivation and depending on collectivism orientation. Two data sets, consisting of three-wave time-lagged surveys of employees from Chile and Australia, were used to examine our hypotheses. In both samples, for those high in collectivism orientation, job insecurity increased avoidance work motivation and subsequent proactive career behaviors up to a point, after which job insecurity was no longer related to these variables. For those low in collectivism orientation, regardless of the levels of job insecurity, there were no significant relations of job insecurity with avoidance motivation and subsequent proactive career behaviors in the Australian sample; however, the nonsignificant relations of job insecurity with avoidance motivation and subsequent proactive career behaviors turned positive in the Chilean sample. Overall, our research extends the job insecurity literature by demonstrating the conditions under which job insecurity increases proactive career behaviors.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70004","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143622619","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

A continuous performance management approach: Effects of daily performance management behaviors on leader-member exchange, next-day job attitudes, and job performance

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-02-16 DOI: 10.1111/apps.12596

Xiyang Zhang, Jing Qian

{"title":"A continuous performance management approach: Effects of daily performance management behaviors on leader-member exchange, next-day job attitudes, and job performance","authors":"Xiyang Zhang, Jing Qian","doi":"10.1111/apps.12596","DOIUrl":"https://doi.org/10.1111/apps.12596","url":null,"abstract":"Building on the trend of performance management (PM) moving towards more frequent and the research gap for the effectiveness of the modern form of PM, we adopt an experience sampling method to study daily PM behaviors continuously for two weeks. Our theoretical model was tested using 906 observations from 97 full-time employees, providing initial evidence for daily PM's effectiveness in increasing employee next-day job attitudes and job performance. Moreover, we also revealed the relationship-based mechanism underlying the effects of daily PM. Specifically, our findings suggest that daily PM behaviors increase employee next-day job satisfaction, job engagement, and job performance because PM behaviors make employees perceive a higher leader-member exchange relationship. Importantly, we found the boundary conditions for PM behaviors in increasing this exchange relationship quality. The relationship was weaker when work stressors (i.e., workload and cognitive stressors) were high rather than low. We discuss theoretical and practical implications, limitations, and future research directions.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143423552","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

Revisiting the relationship between career plateau and job performance: A social-cognitive perspective

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-02-16 DOI: 10.1111/apps.70002

Wei-Ning Yang, Yu-Hsuan Wang, Wiebke Doden, Pei-Yun Wang

{"title":"Revisiting the relationship between career plateau and job performance: A social-cognitive perspective","authors":"Wei-Ning Yang, Yu-Hsuan Wang, Wiebke Doden, Pei-Yun Wang","doi":"10.1111/apps.70002","DOIUrl":"https://doi.org/10.1111/apps.70002","url":null,"abstract":"Previous studies examining the influence of career plateau on job performance have primarily adopted a social exchange or conservation-of-resources perspective, but support for these perspectives has been inconsistent. Our research takes a novel theoretical approach by investigating how and when career plateau affects job performance through a social-cognitive lens. Specifically, we propose job self-efficacy as a mechanism through which hierarchical and job content plateau affect job performance, and that these relationships will be moderated by career stage. Path analysis results from a multi-wave, multisource study featuring supervisor–subordinate dyads indicate that a hierarchical plateau (where promotions are perceived as unlikely) is associated with lower job self-efficacy and, in turn, lower supervisor-rated performance for employees in the maintenance career stage. In contrast, a job content plateau (where employees perceive a lack of new responsibilities and work challenges) is associated with higher job self-efficacy and, in turn, better supervisor-rated performance, regardless of their career stages. By applying a novel theoretical perspective, we enhance understanding of the relationship between career plateau and employee performance.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143423987","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

Does it matter why we try? How goal-focused extrinsic emotion regulation influences co-worker's relational outcomes

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2025-02-11 DOI: 10.1111/apps.70000

Hannah Kunst, Helena Nguyen, Anya Johnson, Carolyn MacCann

{"title":"Does it matter why we try? How goal-focused extrinsic emotion regulation influences co-worker's relational outcomes","authors":"Hannah Kunst, Helena Nguyen, Anya Johnson, Carolyn MacCann","doi":"10.1111/apps.70000","DOIUrl":"https://doi.org/10.1111/apps.70000","url":null,"abstract":"At work and in everyday life, people regulate each other's emotions (i.e., extrinsic emotion regulation). To date, research on workplace extrinsic emotion regulation has focused primarily on the outcomes of regulation and less on why people regulate others' emotions (i.e., emotion regulation goals) and how they do it (i.e., the emotion regulation strategies used). In this paper, we investigate how regulation goals influence the regulation strategies people use to regulate their co-workers' emotions, and how these relate to co-worker relationship quality (conflict and team-member exchange). Across three studies using experimental and field study designs (Study 1: N = 216; Study 2: N = 471; Study 3: N = 277 co-workers regulated by N = 143 employees) we find that employees with pro-hedonic goals are more likely to use the strategy of receptive listening (allowing co-workers to talk about their problems), which is associated with lower relationship conflict. Employees with instrumental goals, specifically keeping up appearances at work, are more likely to use expressive suppression (asking co-workers to suppress expressions of emotion), which is associated with higher relationship conflict and lower team-member exchange. These results extend theoretical insights into extrinsic emotion regulation and have important practical implications for promoting high-quality interactions between colleagues as well as interventions for building positive workplace cultures and emotion regulation norms within organizations.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-02-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70000","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143389082","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