Journal of Occupational and Organizational Psychology最新文献

Unpacking the role of demographic characteristics in organizational citizenship behaviour: An intersectional approach 拆解人口特征在组织公民行为中的作用：一种交叉方法

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-05-16 DOI: 10.1111/joop.70026

Kyriaki Fousiani, Susanne Scheibe, Yannick Griep, Elissa El Khawli

{"title":"Unpacking the role of demographic characteristics in organizational citizenship behaviour: An intersectional approach","authors":"Kyriaki Fousiani, Susanne Scheibe, Yannick Griep, Elissa El Khawli","doi":"10.1111/joop.70026","DOIUrl":"https://doi.org/10.1111/joop.70026","url":null,"abstract":"Research on the relation of employees' demographic characteristics with organizational citizenship behaviour (OCB) has yielded inconsistent findings, possibly due to examining demographics in isolation. Drawing on expectancy–instrumentality–valence theory and adopting an intersectional lens, we propose that employees' demographics (age and managerial status) interact to predict OCB. We hypothesized that older employees in a managerial position but also younger employees in a non-managerial position are more likely to engage in OCB than individuals with other demographic combinations. This hypothesis is based on the notion that older employees in a managerial position tend to feel more responsible for their team because they genuinely care, whereas younger employees in a non-managerial position tend to act more responsibly because they are motivated to progress in their professional careers. Study 1 (N = 444) confirmed that younger non-managers exhibit more OCB than older non-managers. Study 2 (N = 471), pre-registered, showed that older managers enact more OCB than their younger or non-manager counterparts, through increased construal of power as responsibility. Further analyses including gender as an additional demographic characteristic revealed a less consistent role of gender in these relationships. This research underscores the importance of using an intersectional lens to better understand the role of employee demographics in OCB.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70026","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144074330","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Understanding the dynamics of strategic renewal across domains: A work–home resources model perspective 理解跨领域战略更新的动态：工作-家庭资源模型的视角

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-05-15 DOI: 10.1111/joop.70027

Yasin Rofcanin, Siqi Wang, Mireia Las Heras, Maria Jose Bosch Kreis, Aykut Berber, Mine Afacan Findikli

引用次数: 0

Person-organization fit reduces burnout via organizational trust: The moderating role of job crafting 个人与组织契合度通过组织信任降低职业倦怠：工作塑造的调节作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-05-10 DOI: 10.1111/joop.70023

Huw Flatau-Harrison, Wouter Vleugels, Rein De Cooman

引用次数: 0

‘MY BOSS MAKES THE MOST OUT OF IT’: The predictive value of learning climates for employability “我的老板充分利用了它”：学习氛围对就业能力的预测价值

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-05-10 DOI: 10.1111/joop.70024

Marjolein C. J. Caniëls, Beatrice I. J. M. Van der Heijden

{"title":"‘MY BOSS MAKES THE MOST OUT OF IT’: The predictive value of learning climates for employability","authors":"Marjolein C. J. Caniëls, Beatrice I. J. M. Van der Heijden","doi":"10.1111/joop.70024","DOIUrl":"https://doi.org/10.1111/joop.70024","url":null,"abstract":"This study aims to examine to what extent the employability of followers and their managers is equally supported by organizational learning climates. Studies often assume that managers and their followers benefit equally from these climates. However, this assumption overlooks the distinct roles and positions that managers hold in comparison with their followers. Managers typically have more freedom to engage in learning activities, make decisions about their professional development and leverage organizational resources to support their growth. Consequently, they may have better positions to reap the benefits of learning climates than followers, whose roles may be constrained by organizational hierarchies. Using an actor–partner interdependence model, in a dyadic study among 205 manager-follower dyads, we investigated how three specific learning climates—appreciation, facilitation and error avoidance—relate to managers' and followers' employability. Our findings revealed that managers' employability benefits from all three climates. Contrastingly, followers' employability is enhanced only by a facilitating learning climate. These results suggest that learning climates primarily enhance managers' career potential, while followers depend more on direct facilitation to improve their employability.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-05-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70024","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143932366","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Zooming in: Identifying fine-grained verbal dynamics that influence coachees' self-regulation statements during copreneur coaching sessions 放大：在创业者辅导课程中，识别影响教练自我调节陈述的细粒度语言动态

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-05-08 DOI: 10.1111/joop.70021

Stella M. Fingas, Christine Busch, Romana Dreyer, Nale Lehmann-Willenbrock

{"title":"Zooming in: Identifying fine-grained verbal dynamics that influence coachees' self-regulation statements during copreneur coaching sessions","authors":"Stella M. Fingas, Christine Busch, Romana Dreyer, Nale Lehmann-Willenbrock","doi":"10.1111/joop.70021","DOIUrl":"https://doi.org/10.1111/joop.70021","url":null,"abstract":"Workplace coaching can enhance the performance and well-being of coachees. To identify key psychological mechanisms that contribute to the effectiveness and most proximal outcomes of coaching, we adopt a behavioural process perspective. This study investigates verbal dynamics in workplace coaching sessions with small business owners and their partners, so-called copreneurs. Using personality systems interaction theory, we examine which verbal statements and working alliance-indicative statements and patterns elicit goal-oriented self-regulation statements from coachees—an in-session indicator of active engagement with goal achievement. We included 20 heterosexual copreneurial couples, with one to three sessions analysed per couple, yielding a total of 29 videotaped coaching sessions. Using lag sequential analysis (N = 28,603 behaviours), we showed that working alliance verbalizations did not elicit coachees' self-regulation statements. Instead, coaches' provision of support and open questions elicited female coachees' self-regulation but not male coachees' self-regulation. Furthermore, we support the active coachee notion by emphasizing the facilitative effect of coachees' verbal engagement, such as self-disclosure and problem-focused or informative statements, on self-regulation statements. These findings contribute to our theoretical understanding of the verbal mechanisms that determine the effectiveness of coaching and key factors for practice, including gender differences and the importance of an active coachee.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70021","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143919660","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","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 dual-path model of observers' responses to customer incivility: An attribution lens 观察者对顾客不文明行为反应的双路径模型：一个归因镜头

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-04-11 DOI: 10.1111/joop.70022

Jingyou Zhao, Mingyan Han, Bingchao Zhang, Niantao Jiao

{"title":"A dual-path model of observers' responses to customer incivility: An attribution lens","authors":"Jingyou Zhao, Mingyan Han, Bingchao Zhang, Niantao Jiao","doi":"10.1111/joop.70022","DOIUrl":"https://doi.org/10.1111/joop.70022","url":null,"abstract":"To date, empirical studies of customer incivility have primarily focused on exploring the negative reactions of victims. We shift the predominant focus from victims to observers (coworkers of the victims) and establish a link between customer incivility and observers' service performance. According to attribution theory, we propose that customer incivility could exert differential effects on observers' service performance, which depend on observers' blame attribution. Specifically, when observers make employee-directed blame attribution, customer incivility is more likely to trigger observers' self-reflection, which in turn increases their service performance. Conversely, when observers make customer-directed blame attribution, customer incivility is more likely to evoke observers' moral anger, which in turn decreases their service performance. The scenario experimental design (Study 1) and time-lagged survey design (Study 2) provide support for our hypotheses. By developing a dialectical framework that integrates opposing attributional pathways, this study advances the customer incivility literature and provides insightful implications to service managers.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143822315","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Cognitive reappraisal emotion regulation interventions in the workplace and their impact on job performance: An ecological momentary intervention approach 工作场所认知重评情绪调节干预及其对工作绩效的影响：一种生态瞬时干预方法

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-04-04 DOI: 10.1111/joop.70020

Ze Zhu, John A. Aitken, JeongJin Kim, Julia I. Baines, Seth A. Kaplan, Reeshad S. Dalal, Jordan Hassani

{"title":"Cognitive reappraisal emotion regulation interventions in the workplace and their impact on job performance: An ecological momentary intervention approach","authors":"Ze Zhu, John A. Aitken, JeongJin Kim, Julia I. Baines, Seth A. Kaplan, Reeshad S. Dalal, Jordan Hassani","doi":"10.1111/joop.70020","DOIUrl":"https://doi.org/10.1111/joop.70020","url":null,"abstract":"Emotion regulation at work is important; however, effective emotion regulation is difficult, necessitating timely intervention. We developed an ecological momentary emotion regulation intervention that incorporated two cognitive reappraisal strategies. Using a randomized controlled trial design, we assessed the impact of the cognitive reappraisal intervention on employees' workplace affective experiences and, in turn, counterproductive work behaviour (CWB) and overall job performance. Participants in the between-person intervention and control groups (N = 88 and N = 88, respectively) completed two cognitive reappraisal or control activities daily for three workweeks and reported on their daily work outcomes. Results revealed that the cognitive reappraisal intervention significantly mitigated negative affect and enhanced positive affect, which in turn reduced CWB and improved overall job performance, respectively. Furthermore, a follow-up 1 month after the end of the intervention revealed no “fade out” of the intervention effect. Finally, among the two cognitive reappraisal strategies tested, results revealed that reappraising the situation was more effective than reappraising the emotion. Substantively, the study provides valuable evidence linking reappraisal-based emotion regulation interventions to sustained improvements in job performance. Methodologically, the study provides a causal yet in situ demonstration of the effectiveness of workplace ecological momentary interventions.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 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/joop.70020","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143778417","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Editorial Acknowledgement 社论承认

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-03-26 DOI: 10.1111/joop.12564

引用次数: 0

Blessing or curse? When and why stretch goal promotes and inhibits employee job progression 祝福还是诅咒？何时以及为什么弹性目标会促进或阻碍员工的工作进展

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-03-24 DOI: 10.1111/joop.70019

Yujie Shi, Jih-Yu Mao, Jiang Xu

{"title":"Blessing or curse? When and why stretch goal promotes and inhibits employee job progression","authors":"Yujie Shi, Jih-Yu Mao, Jiang Xu","doi":"10.1111/joop.70019","DOIUrl":"https://doi.org/10.1111/joop.70019","url":null,"abstract":"Although leaders in organizations may set stretch goals (i.e., extremely difficult goals that seem unattainable given employees' current capabilities) to motivate employee development, the extreme difficulty of such goals may also demotivate them. Understanding when stretch goals may foster rather than hinder employee development is critical. By exploring the contingent role of leader goal support, this research delves into the motivational and demotivational effects of stretch goals. The results of an experimental study and a multi-wave field study suggest that employees are more likely to appraise stretch goals as challenges when leader goal support is higher, and more likely to appraise stretch goals as hindrances when leader goal support is lower. Challenge and hindrance appraisals, subsequently, lead to proactive skill development and withdrawal behaviour, respectively. That stretch goals were more directly related to hindrance than challenge appraisals in both studies should caution leaders in organizations against using stretch goals often. When stretch goals are used, they should be complemented with high leader goal support.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143689883","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Sustaining employees thriving at work through polychronicity and work engagement: The unintended (negative) consequence of training 通过多工性和工作投入来维持员工在工作中的蓬勃发展：培训的意外（负面）后果

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-03-13 DOI: 10.1111/joop.70017

Michael Asiedu Gyensare, Gbemisola Soetan, Chidiebere Ogbonnaya, Joan-Ark Agyapong, Hamid Roodbari

{"title":"Sustaining employees thriving at work through polychronicity and work engagement: The unintended (negative) consequence of training","authors":"Michael Asiedu Gyensare, Gbemisola Soetan, Chidiebere Ogbonnaya, Joan-Ark Agyapong, Hamid Roodbari","doi":"10.1111/joop.70017","DOIUrl":"https://doi.org/10.1111/joop.70017","url":null,"abstract":"Research on thriving has garnered significant scholarly attention. Yet, knowledge is lacking on the role that polychronicity plays in leveraging the hard work and dedication of frontline employees to acquire and utilize new knowledge and skill sets needed to thrive at work, and the condition under which this is expected to occur. We draw on the socially embedded model of thriving to examine how frontline employees' polychronic proclivities elicit their thriving at work (i.e. learning) through work engagement mechanism and the boundary condition of the unintended (negative) consequence of training. We examine our hypotheses based on a unique multi-wave and multi-source data from 261 frontline hotel employees and their colleagues in 10 four-star hotels in Ghana. Results indicate polychronicity's direct and indirect (via work engagement) effect on the learning facet of thriving at work. The strength of the direct effect of polychronicity on work engagement is offset and the indirect effect is attenuated by the unintended (negative) effect of the training frontline employees receive from their hotel organizations. Implications for theory and practice are discussed, with limitations and several suggestions made for future research endeavours.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70017","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143622625","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0