Journal of Occupational and Organizational Psychology最新文献

How much do family‐supportive supervisor behaviours matter? A meta‐analysis based on the ability‐motivation‐opportunity framework 支持家庭的主管行为有多重要？基于能力-动机-机会框架的荟萃分析

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-18 DOI: 10.1111/joop.12547

Leilei Hao, Zhaobiao Zong, Teng Zhao, Weixuan Meng, Hui Meng

{"title":"How much do family‐supportive supervisor behaviours matter? A meta‐analysis based on the ability‐motivation‐opportunity framework","authors":"Leilei Hao, Zhaobiao Zong, Teng Zhao, Weixuan Meng, Hui Meng","doi":"10.1111/joop.12547","DOIUrl":"https://doi.org/10.1111/joop.12547","url":null,"abstract":"Family‐supportive supervisor behaviours (FSSB) and their association with employees' work, family, and health outcomes have been widely investigated in workplace contexts. We aimed to acquire a comprehensive understanding of whether FSSB have valuable associations with work, family, and health outcomes and to investigate how FSSB are related to these outcomes using 126 independent samples retrieved from 122 articles (N = 59,068). Our findings revealed several outcomes. First, the bivariate results demonstrated that FSSB were significantly associated with essential work, family, and health outcomes. Second, FSSB exerted beneficial incremental effects on task performance, burnout, organizational commitment, and job satisfaction beyond coworker support, flexible work arrangements, and family‐supportive organizational perceptions, providing further support for its discriminant validity. Third, we built an integrative model that uses ability‐motivation‐opportunity as our organizational framework. Our findings demonstrate that FSSB are significantly associated with employees' work and health outcomes through self‐efficacy, intrinsic motivation, and autonomy. Intrinsic motivation exerts the largest mean indirect effect, followed by self‐efficacy and autonomy. Based on these findings, we discuss theoretical and practical implications as well as directions for future research.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":6.2,"publicationDate":"2024-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142249296","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

Uneventful days? A cautionary tale about the underestimated role of triggering events in employee silence research 不平静的日子？关于员工沉默研究中被低估的触发事件作用的警示故事

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-18 DOI: 10.1111/joop.12549

Dominik Dilba, Bertolt Meyer

引用次数: 0

Presenteeism pressure: The development of a scale and a nomological network 旷工压力：量表和名义网络的开发

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-13 DOI: 10.1111/joop.12542

Claire E. Smith, Samuel T. McAbee, Lindsey Freier, Susannah Huang, Melissa A. Albert

{"title":"Presenteeism pressure: The development of a scale and a nomological network","authors":"Claire E. Smith, Samuel T. McAbee, Lindsey Freier, Susannah Huang, Melissa A. Albert","doi":"10.1111/joop.12542","DOIUrl":"https://doi.org/10.1111/joop.12542","url":null,"abstract":"The social context of the workplace influences attendance decisions. Regardless of personal and job factors, employees may choose to engage in sickness presenteeism behaviour (i.e., working when unwell) because of perceived pressure from the organization. Using Social Information Processing Theory, we introduce the construct of presenteeism pressure to capture this perception that an organization normalizes and expects employees to engage in presenteeism. Through a scale development study of working adults (N = 219), we create and refine the 11‐item Presenteeism Pressure Scale. Next, we provide evidence of convergent and discriminant validity of the scale in an independent sample of working adults (N = 248). We then concurrently examine presenteeism pressure's place in a nomological network of constructs within the presenteeism and broader organizational literature, in another sample (N = 764). Finally, we increase the rigour of our validation efforts by conducting an additional two‐wave study (N = 350) and expanding the nomological network of presenteeism pressure to include relevant work outcomes. Our results position presenteeism pressure as a unique and promising contributor to the understanding of presenteeism behaviours and work behaviours more generally. We conclude with suggestions for integrating presenteeism pressure into existing theory and better‐informed organizational attendance procedures.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":6.2,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142249298","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

Supervisor‐directed anger as a link between work–family conflict and unethical pro‐family behaviours: An attributional perspective 上司的愤怒是工作-家庭冲突与不道德的亲家庭行为之间的纽带：归因视角

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-12 DOI: 10.1111/joop.12548

Lusi Wu, Matthew B. Perrigino

{"title":"Supervisor‐directed anger as a link between work–family conflict and unethical pro‐family behaviours: An attributional perspective","authors":"Lusi Wu, Matthew B. Perrigino","doi":"10.1111/joop.12548","DOIUrl":"https://doi.org/10.1111/joop.12548","url":null,"abstract":"Research explores how internal‐focused cognitions and emotions impact the connection between employees' work–family conflict (WFC) and subsequent behaviours. We offer a complementary view by arguing that employees also attribute WFC to external causes, notably their supervisor. First, we hypothesize that anger directed towards one's supervisor mediates the relationship between WFC and unethical pro‐family behaviours (UPFB), which is supported by the results of a multi‐wave survey study. Second, we expand this view by recognizing employees' experiences of WFC may be beyond the supervisor's control. We examine how the extent to which the employee's WFC is perceived as more (vs. less) controllable by their supervisor conditions this indirect effect. Results from an experimental study show that when WFC is perceived as more controllable by one's supervisor, the positive association between WFC and anger is stronger, reinforcing the indirect effect of WFC on UPFB. However, when WFC is perceived as less controllable by one's supervisor, the indirect effect disappears as anger towards the supervisor dissipates. Taken together, our work synthesizes the work–family and UPFB literatures by addressing the key roles of anger and external attributions in the experience of WFC.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":6.2,"publicationDate":"2024-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193429","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

Every voice has its bright and dark sides: Understanding observers' reactions to coworkers' voice behaviours 每种声音都有其光明和黑暗的一面：了解观察者对同事声音行为的反应

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-11 DOI: 10.1111/joop.12546

Szu‐Han (Joanna) Lin, Shereen Fatimah, Emily C. Poulton, Cony M. Ho, D. Lance Ferris, Russell E. Johnson

{"title":"Every voice has its bright and dark sides: Understanding observers' reactions to coworkers' voice behaviours","authors":"Szu‐Han (Joanna) Lin, Shereen Fatimah, Emily C. Poulton, Cony M. Ho, D. Lance Ferris, Russell E. Johnson","doi":"10.1111/joop.12546","DOIUrl":"https://doi.org/10.1111/joop.12546","url":null,"abstract":"The majority of research on voice has focused on how employee voice influences voicers and targets of voice (e.g. supervisors and organizations). We advance theory on voice by examining how third‐party observers react to expressions of voice behavior by coworkers. Drawing from affective events theory (AET), we examine the potential benefits and detriments of coworker voice behaviours. Results from an experience sampling study and an experiment revealed that coworker voice was associated with an increase in third‐party observers' inspiration, prompting third‐party observers to engage in their own voice behaviours. Although coworker voice did not have a significant main effect on third‐party observers' distress, this relation was moderated by third‐party observers' zero‐sum beliefs. Specifically, daily coworker voice behaviour was more positively related to third‐party observers' distress when third‐party observers' zero‐sum beliefs were higher (vs. lower). Third‐party observers' distress, in turn, was associated with an increase in interpersonal deviance behaviours. Overall, our theorizing and model answer why, when and for whom the bright versus dark side of coworker voice is likely to occur for third‐party observers.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":6.2,"publicationDate":"2024-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193430","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

Conquering knowledge exchange barriers with age differences: A stress appraisal perspective on the consequences of upward social comparisons 克服年龄差异带来的知识交流障碍：从压力评估的角度看向上社会比较的后果

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-30 DOI: 10.1111/joop.12545

Laura Rinker, Ulrike Fasbender, Fabiola H. Gerpott, Anne Burmeister

{"title":"Conquering knowledge exchange barriers with age differences: A stress appraisal perspective on the consequences of upward social comparisons","authors":"Laura Rinker, Ulrike Fasbender, Fabiola H. Gerpott, Anne Burmeister","doi":"10.1111/joop.12545","DOIUrl":"https://doi.org/10.1111/joop.12545","url":null,"abstract":"Knowledge exchange is crucial for organizations, but interpersonal dynamics can entail stress, affecting whether and how knowledge flows. Integrating social comparison and stress appraisal research, we propose that upward social comparison can be appraised as challenging or hindering. We suggest a dual pathway model involving an approach pathway via challenge appraisal and an avoidance pathway via hindrance appraisal with consequences on three knowledge exchange behaviours (i.e., knowledge sharing, knowledge seeking and knowledge hiding). Additionally, we examine age differences (vs. no age differences) to the comparison target as a buffer. We conducted two preregistered experimental online studies with employees (NStudy 1 = 206, NStudy 2 = 414), utilizing a 2 (social comparison; upward, lateral) × 3 (target age; younger, same‐age, older) between‐subject design. Participants received bogus task performance feedback (Study 1: cognitive ability test; Study 2: typing ability test). Both studies show that upward social comparison (but not other social comparison directions) fosters knowledge hiding via hindrance appraisal. This effect is weakened by an age difference (vs. no age difference) to the comparison target. However, our results do not support the approach pathway via challenge appraisal. Our research highlights social pitfalls in knowledge exchange and emphasizes the benefits of age differences between colleagues.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":6.2,"publicationDate":"2024-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193435","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

Zooming in on the self in workplace coaching: Self‐regulation and its connection to coaching success 放大工作场所教练中的自我：自我调节及其与教练成功的关系

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-23 DOI: 10.1111/joop.12543

Christina Mühlberger, Georg Zerle, Julius Möller, Sandra Julia Diller, Siegfried Greif, Nicklas Kinder, Eva Jonas

{"title":"Zooming in on the self in workplace coaching: Self‐regulation and its connection to coaching success","authors":"Christina Mühlberger, Georg Zerle, Julius Möller, Sandra Julia Diller, Siegfried Greif, Nicklas Kinder, Eva Jonas","doi":"10.1111/joop.12543","DOIUrl":"https://doi.org/10.1111/joop.12543","url":null,"abstract":"The coachee's self is central to coaching. Yet the roles that different self‐related concepts play in coaching have been insufficiently studied. Specifically, self‐control and self‐regulation have been conflated or treated as identical concepts. Using the theory of personality systems interactions, we investigated how the development of self‐management competencies (SMCs) within coaching facilitates coaching success in two studies with professional samples. Additionally, we examined how coaches support coachees' development of these competencies. Study 1 employed a longitudinal design. Caregivers working as managers engaged in a 5‐month coaching programme. Goal attainment increased, need frustration decreased and the SMCs self‐regulation and self‐access increased, with self‐regulation predicting coachees' goal attainment. In Study 2, we conceptually replicated the finding that self‐regulation is positively related to coaching success. With a cross‐sectional design, we matched self‐reported data of 298 coachees with self‐reported data of their 75 respective coaches. In a structural equation model, we found that a strong coaching relationship reported by the coaches positively related to the SMCs reported by the coachees. Self‐regulation again showed the strongest effect on coaching success. These findings provide theoretical insights into the different effects of self‐regulation and self‐control on coaching effectiveness and suggest areas of focus for coaches.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":6.2,"publicationDate":"2024-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193431","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

‘Distant but close’: Leadership behaviours, psychological distance, employee coping and effectiveness in remote work contexts 远在天边，近在眼前"：远程工作环境中的领导行为、心理距离、员工应对能力和效率

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-22 DOI: 10.1111/joop.12544

Anders Friis Marstand, Olga Epitropaki, Ilias Kapoutsis

{"title":"‘Distant but close’: Leadership behaviours, psychological distance, employee coping and effectiveness in remote work contexts","authors":"Anders Friis Marstand, Olga Epitropaki, Ilias Kapoutsis","doi":"10.1111/joop.12544","DOIUrl":"https://doi.org/10.1111/joop.12544","url":null,"abstract":"Drawing on construal level and conservation of resources theories, our paper focuses on the psychological distance employees experience from their manager in remote work contexts. We specifically examine the role of three leadership behaviours (initiating structure, consideration and vision communication) on employees' perceptions of psychological distance from their manager and the subsequent effects on employee task, emotion and avoidance coping and individual effectiveness outcomes. Using data from two independent studies (Study 1: a four‐wave time‐lagged online study of remotely working 338 participants; Study 2: a four‐wave time‐lagged study of 202 hybrid working professionals), we found that consideration and vision communication reduced employees' perceptions of psychological distance from their manager, while psychological distance decreased task coping. Support for a serial mediation model was also found, with consideration and vision communication indirectly influencing task performance and consideration indirectly influencing organizational citizenship behaviours and withdrawal behaviours via psychological distance and then via task coping. Our research results provide new insights into the role of leadership in remote work contexts and highlight the implications of psychological distance from the leader for employees' coping responses and individual effectiveness.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":6.2,"publicationDate":"2024-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193432","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

Fostering intergenerational harmony: Can good quality contact between older and younger employees reduce workplace conflict? 促进代际和谐：年长员工和年轻员工之间的高质量接触能否减少工作场所冲突？

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-19 DOI: 10.1111/joop.12539

Lisbeth Drury, Ulrike Fasbender

{"title":"Fostering intergenerational harmony: Can good quality contact between older and younger employees reduce workplace conflict?","authors":"Lisbeth Drury, Ulrike Fasbender","doi":"10.1111/joop.12539","DOIUrl":"10.1111/joop.12539","url":null,"abstract":"This study examines how workplace conflict between multigenerational co-workers arises and can be reduced. Utilizing social categorization and intergroup contact theories, we hypothesized that good quality contact between older and younger employees decreases task and relationship conflict by reducing perceived age discrimination (PAD), above and beyond trust as a typical social exchange mechanism prevalent in relationships between co-workers. Furthermore, we predicted that task interdependence would exacerbate the relationships between PAD with task and relationship conflict. We applied structural equation modelling using a sample of 567 older and younger British employees to test our hypotheses while controlling for trust as an alternative mechanism. In line with our predictions, we found that good quality contact between older and younger employees reduced employees' PAD, which in turn reduced task conflict and relationship conflict (above and beyond trust as a control mechanism). The indirect effects of intergroup contact on workplace conflict via PAD were further enhanced when cross-age co-workers were highly interdependent in conducting their work tasks. Our findings suggest that organizations should create practices to improve cross-age contact in the workplace.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":4.9,"publicationDate":"2024-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12539","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193436","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

Team informational resources, information elaboration, and team innovation: Diversity mindset moderating functional diversity and boundary spanning scouting effects 团队信息资源、信息阐述与团队创新：多样性心态对功能多样性和边界跨越侦察效应的调节作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-17 DOI: 10.1111/joop.12541

Daan van Knippenberg, Jia Li, Yidong Tu

{"title":"Team informational resources, information elaboration, and team innovation: Diversity mindset moderating functional diversity and boundary spanning scouting effects","authors":"Daan van Knippenberg, Jia Li, Yidong Tu","doi":"10.1111/joop.12541","DOIUrl":"https://doi.org/10.1111/joop.12541","url":null,"abstract":"The knowledge integration perspective on team innovation holds that information elaboration – the exchange, discussion, and integration of task-relevant information and perspectives – is the core team process driving team innovation. Factors reflecting the informational resources the team can draw on through information elaboration therefore are important influences on team innovation. In this respect, team innovation research points to team functional diversity and to team boundary spanning scouting to acquire information from outside the team. Team innovation research also makes clear that informational resources (as reflected in functional diversity and boundary spanning scouting) do not guarantee team information elaboration, and that identifying moderation in this relationship is particularly valuable. Building on this state of the science, we focus on the moderating role of the team diversity mindset – members' shared understanding of the importance of information elaboration for team performance – in the relationships of team functional diversity and boundary spanning scouting with information elaboration and team innovation. A multi-wave and multi-source survey of N = 215 teams involved in knowledge work in various Chinese organizations supported our research model for team boundary spanning scouting but not for team functional diversity.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":4.9,"publicationDate":"2024-08-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142588001","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