Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale最新文献_第9页

How customer mistreatment hinders employee sleep quality and next-morning vigor: The effects of affective rumination and mindfulness 客户虐待如何妨碍员工的睡眠质量和第二天早上的活力？情绪反刍和正念的影响

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-10-01 DOI: 10.1111/apps.12507

Hui Zhang, Zhiqing E. Zhou, Li Zhang, Yanjun Liu, Yanwei Shi

{"title":"How customer mistreatment hinders employee sleep quality and next-morning vigor: The effects of affective rumination and mindfulness","authors":"Hui Zhang, Zhiqing E. Zhou, Li Zhang, Yanjun Liu, Yanwei Shi","doi":"10.1111/apps.12507","DOIUrl":"10.1111/apps.12507","url":null,"abstract":"Customer mistreatment as a common workplace stressor in the service industry has detrimental effects on service employees. Drawing on cognitive theories of rumination, the current study examined the effect of daily customer mistreatment experience on employee recovery outcomes (sleep quality and next-morning vigor) through affective rumination. Further, we investigated the moderating role of trait mindfulness on the relationship between customer mistreatment and employee affective rumination. With 390 matched time-lagged daily observations collected from 107 fulltime in-patient nurses across five working days, our multilevel analyses revealed that daily customer mistreatment experience at work was negatively related to employee sleep quality on the same night and vigor in the next morning via affective rumination and that employee's affective rumination at the end of work and sleep quality at night sequentially mediated the relationship between daily experience of customer mistreatment and morning vigor. Besides, trait mindfulness buffered the relationship between daily customer mistreatment and affective rumination. These findings shed light on the understanding of the mechanisms between customer mistreatment and employee recovery states and potentially malleable individual characteristics that might mitigate the negative effects of customer mistreatment.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1188-1211"},"PeriodicalIF":7.2,"publicationDate":"2023-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135457999","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

Productive entrepreneurship within the entrepreneurial ecosystem: Insights from social exchange theory 创业生态系统中的生产性创业：社会交换理论的启示

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-09-30 DOI: 10.1111/apps.12509

Dev K. Dutta, Indu Khurana

引用次数: 0

Simple roads to failure, complex paths to success: An evaluation of conditions explaining perceived fit of an organizational occupational health intervention 通向失败的简单之路，通向成功的复杂之路：对解释组织职业健康干预措施适宜性的条件进行评估

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-09-17 DOI: 10.1111/apps.12502

Marta Roczniewska, Susanne Tafvelin, Karina Nielsen, Ulrica von Thiele Schwarz, Edward J. Miech, Henna Hasson, Kasper Edwards, Johan Simonsen Abildgaard, Ole Henning Sørensen

{"title":"Simple roads to failure, complex paths to success: An evaluation of conditions explaining perceived fit of an organizational occupational health intervention","authors":"Marta Roczniewska, Susanne Tafvelin, Karina Nielsen, Ulrica von Thiele Schwarz, Edward J. Miech, Henna Hasson, Kasper Edwards, Johan Simonsen Abildgaard, Ole Henning Sørensen","doi":"10.1111/apps.12502","DOIUrl":"10.1111/apps.12502","url":null,"abstract":"Organizational occupational health interventions (OOHIs) that are perceived by employees as relevant for their workplace are more likely to be implemented successfully, yet little is known about the conditions that produce such perceptions. This study identifies the conditions that create a perception among employees that an intervention fits their organization as well as the conditions that result in low levels of perceived fit. We used two-wave data from 40 Danish preschools that underwent a quasi-experimental OOHI. Perceived fit was assessed through employee ratings at follow-up, while survey responses from implementation team members at five time points were used to assess four context and 14 process factors. The results of a coincidence analysis showed that high levels of perceived fit were achieved through two paths. Each path consisted of a lack of co-occurring changes together with either very high levels of managerial support (path_1) or a combination of implementation team role clarity, staff involvement, and team learning (path_2). In contrast, low levels of perceived fit were brought about by single factors: limited leader support, low degree of role clarity, or concurrent organizational changes. The findings reveal the complexity involved in implementing OOHIs and offer insights into reasons they may fail.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1103-1130"},"PeriodicalIF":7.2,"publicationDate":"2023-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12502","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135258934","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

What is work engagement? A text mining approach using employees' self-narratives 什么是工作投入度？利用员工自我叙述的文本挖掘方法

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-09-17 DOI: 10.1111/apps.12501

Henrico van Roekel, Enno F. J. Wigger, Bernard P. Veldkamp, Arnold B. Bakker

{"title":"What is work engagement? A text mining approach using employees' self-narratives","authors":"Henrico van Roekel, Enno F. J. Wigger, Bernard P. Veldkamp, Arnold B. Bakker","doi":"10.1111/apps.12501","DOIUrl":"10.1111/apps.12501","url":null,"abstract":"We introduce text mining to study work engagement by using this method to classify employees' survey-based self-narratives into high or low work engagement and analyzing the text features that contribute to the classification. We used two samples, representing the 2020 and 2021 waves of an annual survey among healthcare employees. In the first study, we used exploratory sample 1 (N = 5591) to explore which text features explain work engagement (unigrams, bigrams, psychological, or linguistic). In the second study, we confirmed whether features persisted over time between exploratory sample 1 and confirmatory sample 2 (N = 4470). We find that psychological features classify employees across two samples with 60% accuracy. These features partly validate the literature: High-engaged employees refer more to affiliation and positive emotions, and low-engaged employees refer more to negative emotions and power. We extend the literature by studying linguistics: High-engaged employees use more first-person plural (“we”) than low-engaged employees. Finally, some results question the literature, like the finding that low-engaged employees refer more to their managers. This study shows text mining can contribute by confirming, extending, or questioning the literature on work engagement and explores how future research could build on our findings with survey-based or in vivo applications.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1071-1102"},"PeriodicalIF":7.2,"publicationDate":"2023-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12501","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135259278","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

Fearless dominance and leader effectiveness: A chance for excellency in leadership 无畏的领导力和领导者的效率：卓越领导的机会

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-09-13 DOI: 10.1111/apps.12504

Hanna A. Genau-Hagebölling, James A. Meurs, Bastian P. Kückelhaus, Gerhard Blickle

{"title":"Fearless dominance and leader effectiveness: A chance for excellency in leadership","authors":"Hanna A. Genau-Hagebölling, James A. Meurs, Bastian P. Kückelhaus, Gerhard Blickle","doi":"10.1111/apps.12504","DOIUrl":"10.1111/apps.12504","url":null,"abstract":"We tested whether the fearless dominance trait, which originated in the psychopathy literature and is typically presumed to relate to non-adaptive behaviors, also can lead to successful leader behaviors. According to Lykken's argument on fearlessness in psychopathy, the direction of the career path of individuals high on fearless dominance is mainly influenced by their level of pre-vocational socialization, and prior research has found encouraging results for this view. Our goal was to test this hypothesis specifically in the leadership context. By connecting Lykken's fearlessness argument to a recent process model of leadership by Zaccaro and colleagues, we suggest that fearless dominance and successful pre-vocational socialization (i.e., greater education) influence leadership outcomes via political skill. Our sample comprises 239 leaders, their superiors (N = 239), and a total of 457 subordinates. Using moderated mediation analyses, we show that leaders high on both fearless dominance and educational level possessed greater political skill at work, mediating improved job performance, transformational leader behavior, and team performance. However, for low educational level, this mediated relation is negative. We review our findings regarding Lykken's argument of successful fearlessness and provide an outlook for future research.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1131-1157"},"PeriodicalIF":7.2,"publicationDate":"2023-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135784010","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

Joy at work turns to sorrow at home: The influence of flow experience on work–family conflict and a three-way interaction effect 工作中的快乐变成了家庭中的悲伤：流动体验对工作与家庭冲突的影响以及三方互动效应

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-09-12 DOI: 10.1111/apps.12500

Xingyu Feng, Ping Han, Jane Terpstra Tong

{"title":"Joy at work turns to sorrow at home: The influence of flow experience on work–family conflict and a three-way interaction effect","authors":"Xingyu Feng, Ping Han, Jane Terpstra Tong","doi":"10.1111/apps.12500","DOIUrl":"10.1111/apps.12500","url":null,"abstract":"Despite convincing evidence suggesting that organizations benefit from employees' flow states, when and how work flow experience generates negative effects remain largely understudied. By integrating the spillover-crossover model and perseverative cognition theory, we established a model to explain how flow experience induces employees' positive rumination after work (i.e., problem-solving pondering), which ultimately results in work–family conflict. We proposed that mindfulness acts as a buffer factor in this process but further elucidated that work–family segmentation preference serves as a boundary that may alter or even completely reverse the original effects of mindfulness. Our experience sampling method yielded 1425 data points from 186 employees and their family members across 10 workdays in China, and multilevel analyses supported our propositions. We identified the mediating role of problem-solving pondering in transmitting the effects of flow to work–family conflict. Additionally, we confirmed the three-way interaction effect among mindfulness, segmentation preference, and flow. Specifically, the harmful effect of flow is assuaged when segmentation preference and mindfulness are both high. However, flow experience causes severe work–family conflict when mindfulness is high and segmentation preference is low. Theoretical and practical implications were discussed.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 2","pages":"801-829"},"PeriodicalIF":7.2,"publicationDate":"2023-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12500","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135887586","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

Evidence collection and use when making management decisions 管理决策时收集和使用证据

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-09-11 DOI: 10.1111/apps.12503

Christian Criado-Perez, Chris Jackson, Catherine G. Collins

引用次数: 0

Why and when do emotionally intelligent employees perform safely? The roles of thriving at work and career adaptability 情商高的员工为什么以及何时表现安全？在工作中茁壮成长的作用和职业适应性

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-09-04 DOI: 10.1111/apps.12497

Zhongmin Wang, Zhou Jiang, Anna Blackman

引用次数: 0

What happens at work does not always stay at work: Daily job crafting and detachment among colleagues 工作中发生的事情并不总是停留在工作中:日常的工作设计和同事之间的疏离

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-09-02 DOI: 10.1111/apps.12499

Ana Isabel Sanz-Vergel, Karina Nielsen, Alfredo Rodríguez-Muñoz, Mirko Antino

{"title":"What happens at work does not always stay at work: Daily job crafting and detachment among colleagues","authors":"Ana Isabel Sanz-Vergel, Karina Nielsen, Alfredo Rodríguez-Muñoz, Mirko Antino","doi":"10.1111/apps.12499","DOIUrl":"10.1111/apps.12499","url":null,"abstract":"Through job crafting, employees proactively change or modify their tasks, thus reducing adverse job demands or protecting resources. There is still a lack of understanding of the impact that job crafting may have on colleagues at work (crossover effect), and how this may affect their ability to disconnect from work (spillover effect). In the present daily diary study, we examine these two processes among 82 dyads of colleagues (N = 164 employees) over five consecutive working days (N = 820 observations). We found a number of crossover and differential spillover effects. For example, when the focal employee starts new challenging projects, their colleague reacts by reducing the number of stressful tasks. This, in turn, affects psychological detachment from work. Specifically, whereas increasing challenging demands hinders daily detachment, decreasing hindering demands facilitates it. Taken together, these findings demonstrate that the impact of job crafting goes beyond the focal employee and beyond the work domain.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 2","pages":"776-800"},"PeriodicalIF":7.2,"publicationDate":"2023-09-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12499","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41295427","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

When and why creative performance influences job self-efficacy: Pride as a mediator and workaholism as a moderator 创造性表现何时以及为什么影响工作自我效能感：作为中介的骄傲和作为调节者的工作狂

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-08-30 DOI: 10.1111/apps.12498

Xiaohong Xu, Caroline Jordan Moughan, Yisheng Peng, Jie Ma, Wenqin Zhang

{"title":"When and why creative performance influences job self-efficacy: Pride as a mediator and workaholism as a moderator","authors":"Xiaohong Xu, Caroline Jordan Moughan, Yisheng Peng, Jie Ma, Wenqin Zhang","doi":"10.1111/apps.12498","DOIUrl":"10.1111/apps.12498","url":null,"abstract":"We respond to calls to examine the implications of creative performance by exploring the mediating role of pride in the relationship between self-rated creative performance and job self-efficacy and the moderating role of workaholism in these relationships. We collected data from a sample of 405 employees in China with a three-wave time-lagged design in Study 1 and a sample of 352 employees in the United States with a three-wave panel design in Study 2. Study 1 and Study 2 provided convergent evidence that self-rated creative performance at Time 1 positively is related to pride at Time 2, which, in turn, positively related to job self-efficacy at Time 3. Extending Study 1, Study 2 indicated that the indirect effect of self-rated creative performance on job self-efficacy via pride was only significant for employees with low workaholism. Our study contributes to the literature by taking the first attempt to explore how, why, and when self-rated creative performance is related to job self-efficacy and by highlighting the critical roles of pride and workaholism. Theoretical and practical implications are discussed.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 2","pages":"748-775"},"PeriodicalIF":7.2,"publicationDate":"2023-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44616262","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