Journal of Occupational and Organizational Psychology最新文献

The effect of crew rostering policies on flight crew safety behaviours 机组人员值勤政策对机组安全行为的影响

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-04-13 DOI: 10.1111/joop.70113

Aníbal López, João Bastos, Catarina Correia Leal

{"title":"The effect of crew rostering policies on flight crew safety behaviours","authors":"Aníbal López, João Bastos, Catarina Correia Leal","doi":"10.1111/joop.70113","DOIUrl":"10.1111/joop.70113","url":null,"abstract":"Crew rostering (i.e., designing and assigning work schedules for cockpit and cabin crew) is a core personnel management function in commercial airlines. Surprisingly, little is known about how rostering policies shape flight crews' psychological resources and safety performance. Combining Conservation of Resources theory and the Job Demands–Resources model, we investigate if rostering policies that provide greater opportunities to state schedule preferences foster perceived autonomy and inclusion in decision making, thereby reducing fatigue and strengthening dedication, with implications for safety behaviours. Study 1, a vignette experiment with flight crew members (N = 160), shows that policies with more extensive preferential bidding options are perceived as providing greater autonomy and inclusion and, in turn, are associated with lower fatigue and greater dedication. Study 2, a one-month time-lagged panel study (N = 221), extends these findings: perceived autonomy and inclusion predict extra-role safety behaviour and upward safety communication via increased dedication, with autonomy also reducing fatigue to enhance upward safety communication. Indirect effects on in-role safety behaviour were not significant. Overall, the findings suggest that rostering policies can shape flight crew safety performance, offering airlines actionable, evidence-based guidance for rostering-system design.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 2","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-04-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70113","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147668631","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

Knowledge transfer comes of ‘age’: Key themes and directions for future research 知识转移来自“年龄”：未来研究的关键主题和方向

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-04-11 DOI: 10.1111/joop.70111

Ulrike Fasbender

{"title":"Knowledge transfer comes of ‘age’: Key themes and directions for future research","authors":"Ulrike Fasbender","doi":"10.1111/joop.70111","DOIUrl":"10.1111/joop.70111","url":null,"abstract":"As workforces age, understanding how knowledge flows between younger and older employees has become a central concern in organizations. This reflective commentary synthesizes the development of research on age and knowledge transfer since the seminal contribution by Burmeister et al. (Journal of Occupational and Organizational Psychology 2018, 91, 518). Moving beyond age as a control variable, the literature conceptualizes knowledge transfer as a structured, relational and context-dependent process shaped by age-based norms, motivation and identities. I summarize key themes that have emerged in the field, including multi-level antecedents and expanding consequences ranging from employability and successful aging at work to organizational performance. The commentary highlights methodological advances, including dyadic designs, field experiments and multi-level studies, while identifying persistent conceptual blind spots. Building on these insights, seven directions for future research are proposed as follows: (1) emphasizing age as a continuous and multifaceted construct, (2) exploring emotions as central mechanisms, (3) differentiating knowledge types and behaviours, (4) capturing micro-dynamics and temporal fluctuations, (5) broadening the outcome scope, (6) digitization and (7) methodological pluralism. By integrating lifespan and knowledge transfer perspectives, this commentary argues that knowledge transfer across the lifespan and between different age groups constitutes a critical vehicle for sustaining both organizational effectiveness and meaningful working lives.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 2","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70111","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147668459","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

Always a good thing? The resource perspective to understand the double-edged sword effect of empowering leadership on employee expediency 总是好事吗？从资源角度理解授权领导对员工权宜之计的双刃剑效应

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-04-02 DOI: 10.1111/joop.70110

Jie Xiao, Bo Lv, Yinxu Zhou, Fengyu Li

引用次数: 0

Normalization of toxicity in organizations: A multilevel process framework of toxicity normalization cascade 组织中毒性的规范化：毒性规范化级联的多层次过程框架

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-03-31 DOI: 10.1111/joop.70108

Aybike Mergen, Mustafa Özbilgin, Milena Tekeste

{"title":"Normalization of toxicity in organizations: A multilevel process framework of toxicity normalization cascade","authors":"Aybike Mergen, Mustafa Özbilgin, Milena Tekeste","doi":"10.1111/joop.70108","DOIUrl":"10.1111/joop.70108","url":null,"abstract":"Workplace toxicity imposes enormous costs on employees, organizations, and society, yet scholarship lacks an integrated explanation of how harmful practices become routine and why they endure. This article develops the toxicity normalization cascade (TNC), a multilevel process framework addressing two interrelated questions: how does workplace toxicity become normalized, and why does it persist through leadership changes, regulatory interventions, and sincere reform efforts? Drawing on foundational theories of normalization of deviance and corruption, moral disengagement theory, and structuration theory, TNC traces how four dimensions of organizational context generate systemic pressures that activate psychological mechanisms of normalization. These mechanisms co-evolve through social interaction and crystallize into normalized toxic culture. The framework's central contribution is the reproduction mechanism: the process through which normalized culture feeds back to reconstitute the systemic pressures that enabled its emergence, creating self-perpetuating cascades. Six testable propositions specify the framework's architecture. We present an illustrative application, demonstrate generalizability across organizational contexts, propose a research agenda, and derive practical implications for systemic intervention.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 2","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70108","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147669008","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

The Janus face of after-hours work-related interruptions: A daily investigation of their influence on leader behaviour 双子座面临下班后工作干扰：对他们对领导行为影响的每日调查

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-03-31 DOI: 10.1111/joop.70109

Wan Jiang, Bingqian Liang, Daan van Knippenberg, Linlin Wang, Xueting Qin

{"title":"The Janus face of after-hours work-related interruptions: A daily investigation of their influence on leader behaviour","authors":"Wan Jiang, Bingqian Liang, Daan van Knippenberg, Linlin Wang, Xueting Qin","doi":"10.1111/joop.70109","DOIUrl":"10.1111/joop.70109","url":null,"abstract":"Leaders play a pivotal role in organizational functioning, underscoring the importance of understanding the factors that shape their behaviour. Yet prior research on boundary-crossing experiences has largely emphasized their harmful consequences for leader behaviour, resulting in a fragmented, harm-dominated understanding that overlooks positive, adaptive processes. Drawing on work–family border theory and the dual-pathway model, we integrate passive emotional and adaptive cognitive pathways, suggesting that after-hours work interruptions evoke both negative affect and task reflexivity, which in turn lead to dysfunctional (abusive supervision) and functional (initiating structure) leader behaviours the following day. Furthermore, we propose that two related individual differences—boundary flexibility-ability and boundary flexibility-willingness—strengthen the positive relationship between after-hours work interruptions and task reflexivity, while attenuating the relationship between after-hours work interruptions and negative affect. Across two experience-sampling studies, we found support for these hypotheses. We discuss the theoretical and practical implications of our research for work interruptions experienced during off-work time and leader behaviours at work.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 2","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147669009","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

Watch and repeat: The within-person dynamics underlying witnessed incivility and instigated incivility 观察并重复：亲身目睹的不文明行为和被煽动的不文明行为背后的内在动力

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-02-24 DOI: 10.1111/joop.70096

Yara Bouckaert, Vicente González-Romá, Joeri Hofmans

{"title":"Watch and repeat: The within-person dynamics underlying witnessed incivility and instigated incivility","authors":"Yara Bouckaert, Vicente González-Romá, Joeri Hofmans","doi":"10.1111/joop.70096","DOIUrl":"https://doi.org/10.1111/joop.70096","url":null,"abstract":"Toxic workplaces, such as those with a high prevalence of incivility, can be highly destructive to both the organisation and its employees. Despite growing scholarly interest in understanding how incivility spreads in the workplace, the active role of bystanders in this process has largely been overlooked. Moreover, most research has investigated these inherently dynamic processes at the between-person level. Across two within-person studies and grounded in integrative self-control theory, the present research adopts a dynamic approach to examine how witnessing incivility prompts bystanders to engage in incivility themselves. Results showed that higher levels of witnessed incivility positively predicted subsequent changes in mental and emotional work fatigue, as well as changes in instigating incivility, even after accounting for employees' direct experiences of incivility. By considering the role of bystanders, this research advances our understanding of low-intensity forms of vicarious mistreatment in the workplace, demonstrating that even indirect exposure to incivility can deplete employees' mental and emotional energetic resources and contribute to the development of toxic work environments.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70096","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147666068","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

Balancing newcomer social integration and voice during organizational socialization: A longitudinal study of antecedents, consequences and boundary conditions 组织社会化中新人社会融合与声音的平衡：前因、后果与边界条件的纵向研究

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-02-21 DOI: 10.1111/joop.70097

Lucas Dufour, Massimo Maoret, Francesco Montani

{"title":"Balancing newcomer social integration and voice during organizational socialization: A longitudinal study of antecedents, consequences and boundary conditions","authors":"Lucas Dufour, Massimo Maoret, Francesco Montani","doi":"10.1111/joop.70097","DOIUrl":"https://doi.org/10.1111/joop.70097","url":null,"abstract":"The socialization literature has traditionally assumed the existence of a tension between the encouragement of newcomers' assimilation (i.e., the successful integration into the social environment) to enhance task performance and the encouragement of their differentiation (i.e., the safe expression of valuable perspectives) to enhance their creativity. However, how and when newcomers find balance between assimilation and differentiation for better performance and creativity remain unclear. Drawing on optimal distinctiveness theory, we address this limitation by developing and testing a dual-pathway model of newcomer socialization, where (a) two distinct forms of trust in supervisor (i.e., affective and cognitive) foster, namely, newcomer task performance via an assimilation process (i.e., social integration) and newcomer creativity via a differentiation process (i.e., voice); and (b) newcomer rule-following shapes these indirect effects. Results from a three-wave longitudinal survey involving 171 newcomer–supervisor dyads supported our predictions. We discuss the implications of these findings for management theory and practice.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70097","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147323858","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

Transformational and directive leadership in the operating room: Complementary effects under surgical complexity 手术室变革型领导与指导性领导：手术复杂性下的互补效应

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-02-21 DOI: 10.1111/joop.70091

Michaela Scanlon, Julian Barling, Shani Pupco, Steve Granger, Nick Turner, Amy Akers, Darren Beiko

{"title":"Transformational and directive leadership in the operating room: Complementary effects under surgical complexity","authors":"Michaela Scanlon, Julian Barling, Shani Pupco, Steve Granger, Nick Turner, Amy Akers, Darren Beiko","doi":"10.1111/joop.70091","DOIUrl":"https://doi.org/10.1111/joop.70091","url":null,"abstract":"Leadership research has paid limited attention to how distinct leadership behaviours operate jointly under conditions of high complexity in high-reliability settings. This study examines how transformational and directive leadership behaviours combine to influence team psychological safety and patient outcomes during complex surgical procedures. Drawing on situational strength theory and integrative leadership perspectives, we argue that the complementarity of people-focused (transformational) and task-focused (directive) leadership becomes especially functional when surgical complexity is high, enhancing team psychological safety and indirectly improving patient outcomes. We test these arguments using multi-source, time-sequenced data from 150 surgeries, including third-party observations of intraoperative leadership behaviours, team reports of psychological safety, objective indicators of surgical errors and blood loss, and patient-reported postoperative complications. Results show that under high surgical complexity, transformational and directive leadership interact to predict higher team psychological safety. In turn, psychological safety is associated with more observed surgical errors per hour but fewer and less severe post-discharge complications. Transformational leadership shows no unconditional main effects; rather, its benefits emerge only when paired with directive leadership under high complexity. These findings highlight the importance of contextual boundary conditions and demonstrate how leadership combinations shape performance processes and outcomes in high-reliability surgical environments.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70091","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147299927","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

Directive leadership as social adaptation: How leader and aggregate team core self-evaluation interact with team past performance to shape directive behaviour 指令性领导作为社会适应：领导者和总体团队核心自我评价如何与团队过去的绩效相互作用，以形成指令性行为

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-02-19 DOI: 10.1111/joop.70100

Hua Li, Haoyu Wang, Fuli Li

{"title":"Directive leadership as social adaptation: How leader and aggregate team core self-evaluation interact with team past performance to shape directive behaviour","authors":"Hua Li, Haoyu Wang, Fuli Li","doi":"10.1111/joop.70100","DOIUrl":"https://doi.org/10.1111/joop.70100","url":null,"abstract":"To address when and to what extent leaders enact directive behaviour, we integrate adaptive leadership theory with trait-activation theory to conceptualize directive leadership as a social adaptation process shaped by leader–team interactions. We propose that leader core self-evaluation (CSE) represents a motivational and flexible potential for directive behaviour, which is activated or inhibited by two distinct yet complementary team signals: aggregate team CSE (a trait-like team psychological signal) and team past performance (a state-like team feedback signal). Results from a multi-source, three-wave field study of 203 leaders and 1520 team members supported both the two-way and three-way interaction hypotheses. The relationship between leader CSE and directive leadership was contingent on aggregate team CSE: the relationship was positive when aggregate team CSE was lower but turned negative when it was higher. Team past performance further qualified this interaction, such that the negative moderating effect of aggregate team CSE was stronger when team past performance was higher than when it was lower. Our findings advance leadership theory by elucidating how directive leadership emerges from the interplay among leader traits, team psychological resources, and outcome feedback cues, offering a nuanced account of when leaders calibrate their directive behaviour in response to team contexts.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147315629","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

Exploring the role of cognitive job demands in job demands-resources theory 探索认知工作需求在工作需求-资源理论中的作用

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-02-16 DOI: 10.1111/joop.70095

Konrad Kulikowski

{"title":"Exploring the role of cognitive job demands in job demands-resources theory","authors":"Konrad Kulikowski","doi":"10.1111/joop.70095","DOIUrl":"https://doi.org/10.1111/joop.70095","url":null,"abstract":"Cognitive job demands in the JD-R theory are surprisingly underexplored. Despite extensive research using the JD-R model, we lack a comprehensive understanding of how cognitive job demands affect employee well-being and do not have a widely accepted definition of these demands. This is particularly concerning, as cognitive job demands have become a crucial characteristic of the 21st-century work environment, especially with increasing job complexity and technological advancements such as AI. Therefore, in this conceptual paper, we draw on cognitive and work psychology research to explore the concept of cognitive job demands within the JD-R and propose a typology of these demands. We address three key questions: (1) How can cognitive job demands be defined? (2) Are cognitive job demands a challenge demand, a hindrance demand or potentially even a job resource? (3) What roles do personal and job resources play in managing cognitive job demands? This paper aims to explore cognitive demands and their effects on employees, laying the foundation for future research on the changing cognitive nature of contemporary jobs within the JD-R framework. Our questions about cognitive demands also raise important challenges for broader JD-R research, leading to proposals for the further development of the JD-R theory.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147299870","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