Journal of Occupational and Organizational Psychology最新文献

Perceived financial incentive salience and its undermining effect: A moderated-mediation model

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-12-20 DOI: 10.1111/joop.70000

Manish Saini, Nishant Uppal, Joshua L. Howard

{"title":"Perceived financial incentive salience and its undermining effect: A moderated-mediation model","authors":"Manish Saini, Nishant Uppal, Joshua L. Howard","doi":"10.1111/joop.70000","DOIUrl":"https://doi.org/10.1111/joop.70000","url":null,"abstract":"How incentives are perceived by a receiver can determine how they affect their autonomy and intrinsic motivation. Guided by self-determination theory, we investigate the relationship between perceived financial incentive salience (PFIS) and change in intrinsic motivation by focusing on the mediating role of autonomy frustration and the moderating role of task heuristic. To test this model, we utilize a repeated-measure two-wave design in two field studies (n = 169 and 341) under a non-contingent versus contingent pay system. The findings demonstrated that perceived salience is a key determinant behind the undermining effect caused by financial incentives, independently of incentive contingency. In addition, task heuristic and autonomy frustration are crucial factors in understanding the nuances behind the undermining effect. Under both types of incentive systems (a) PFIS had a positive association with autonomy frustration, and (b) PFIS and autonomy frustration both related negatively to intrinsic motivation in high-heuristic tasks. However, the autonomy frustration-intrinsic motivation relationship and PFIS-intrinsic motivation relationship had considerable differences in low-heuristic tasks among non-contingent versus contingent systems. We discuss the implications of the findings for future research on incentive salience and work motivation.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142868931","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

Negative emotions, difficult conversations and leader–follower relationships 负面情绪、困难对话和领导者与追随者的关系

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-12-13 DOI: 10.1111/joop.12566

Courtney E. Williams, Jane Shumski Thomas, Janaki Gooty, Danielle D. Dunne

{"title":"Negative emotions, difficult conversations and leader–follower relationships","authors":"Courtney E. Williams, Jane Shumski Thomas, Janaki Gooty, Danielle D. Dunne","doi":"10.1111/joop.12566","DOIUrl":"https://doi.org/10.1111/joop.12566","url":null,"abstract":"The world of work is replete with daily hassles that make the experience of negative emotions ubiquitous. Conversations between leaders and followers during challenging times are often characterized by negative emotions, and thus, are of central importance in modern organizations. Yet, the intersection of negative emotion, difficult conversations and leader–follower relationships is often ignored, and these topics are treated as separate areas of study. We integrate these various streams with research on asymmetrical leader negative emotion displays to identify when and how difficult conversations laden with negative emotions result in benefits to leader–follower relationships. Using a grounded theory approach, we build a theoretical model based on interviews with 21 leaders and 17 followers describing 166 difficult conversations. Our work depicts specific communication strategies that leaders use to facilitate difficult conversations. These strategies, in turn, create shared meaning and validate followers' feelings during difficult conversations, which allows for beneficial relationship-specific outcomes to ensue. We unpack these findings in the context of the power differential between leaders and followers to advance current thinking on the intersection of negative emotions and communication in leader–follower relationships.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142861021","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

Not all information is from insiders: Linking information from social media and customers to newcomers' pride, learning and socialization outcomes 并非所有信息都来自内部人员：将社交媒体和客户提供的信息与新来者的自豪感、学习和社交成果联系起来

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-12-12 DOI: 10.1111/joop.12568

Chong Chen, Yihua Zhang, Wen Wu, Jialin Liu, Dan Ni, Michelle Xue Zheng, Shaoxue Wu, Mingyu Zhang, Chen Zhang

{"title":"Not all information is from insiders: Linking information from social media and customers to newcomers' pride, learning and socialization outcomes","authors":"Chong Chen, Yihua Zhang, Wen Wu, Jialin Liu, Dan Ni, Michelle Xue Zheng, Shaoxue Wu, Mingyu Zhang, Chen Zhang","doi":"10.1111/joop.12568","DOIUrl":"https://doi.org/10.1111/joop.12568","url":null,"abstract":"When first joining an organization, newcomers need to obtain information about relationships and tasks, as well as about the organization itself. Although many scholars have emphasized the role of information provided by organizational insiders (supervisors and coworkers) in facilitating newcomers' successful adjustment to the organization, the meaningful role of information from sources external to the organization has rarely been included in this line of research. In this study, we propose that both social media and customers can provide information about organizational performance and social image. Based on affective events theory and two fundamental social judgements of competence and warmth, we explore how positive information about organizational performance and social image from social media and customers, along with their interactive effects, affect newcomers' learning behaviours and socialization outcomes through promoting their pride in the organization. In an experiment and a four-wave, two-source survey, the results show that positive information from social media and customers plays a critical role in newcomer socialization. We discuss the implications for theory and practice.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142860787","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

Unpacking the relationship between leaders' age and active conflict management: The moderating role of generativity

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-12-05 DOI: 10.1111/joop.12567

Kyriaki Fousiani, Susanne Scheibe, Frank Walter

{"title":"Unpacking the relationship between leaders' age and active conflict management: The moderating role of generativity","authors":"Kyriaki Fousiani, Susanne Scheibe, Frank Walter","doi":"10.1111/joop.12567","DOIUrl":"https://doi.org/10.1111/joop.12567","url":null,"abstract":"As organizations face an ageing workforce, it is crucial to understand the role of leaders' age in their interactions with employees. Seminal theories on ageing cast age as a key factor shaping individuals' interpersonal behaviours, for example when handling conflicts. We integrate this notion with insights from generativity research to investigate the role of leaders' age in their active conflict management strategies through two distinct pathways. Depending on a leader's generativity, leaders' age may differentially shape both their perceptions of leader-member exchange (LMX) quality and their emotion regulation knowledge, thereby advancing either more constructive or more destructive approaches towards employee conflicts. Results from Study 1, a time-lagged study of 303 leaders, revealed that age is negatively related to their LMX perceptions and, thus, to leaders' constructive approaches towards employee conflicts—but only among leaders with lower generativity. Study 2, a cross-sectional study of 84 leader-employee teams, revealed that leaders' age is positively associated with their emotion regulation knowledge, which in turn is negatively related to their destructive conflict management—but only among leaders with higher generativity. Our findings reveal key mechanisms linking leader age to conflict management and underscore leader generativity as a crucial boundary condition in these relationships.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12567","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142860172","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

Who's on the boss's radar? Examination of the antecedent and consequence of leader voice solicitation

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-11-29 DOI: 10.1111/joop.12565

Xingyu Pang, Limei Zhang, Zhaopeng Liu, Mingyue Liu, Yuhuan Xia

{"title":"Who's on the boss's radar? Examination of the antecedent and consequence of leader voice solicitation","authors":"Xingyu Pang, Limei Zhang, Zhaopeng Liu, Mingyue Liu, Yuhuan Xia","doi":"10.1111/joop.12565","DOIUrl":"https://doi.org/10.1111/joop.12565","url":null,"abstract":"Whilst the existing literature highlights the importance of leader voice solicitation, limited research has explored its antecedent and consequence from a dyadic perspective. To fill this gap, we draw on signalling theory to investigate the effect of subordinate narcissism on leaders' voice solicitation behaviour towards them and its potential impacts on subordinates' work-related outcomes. We conducted two field studies with subordinate–leader dyadic samples (Ns = 453 and 393) to test our theoretical model. Both studies showed a positive relationship between subordinate narcissism and leader voice solicitation towards the subordinates, which strengthened as the quality of leader–member exchange increased. Moreover, we found that leader voice solicitation was positively related to subordinates' work engagement and organizational citizenship behaviour, and negatively related to their intention to leave. We also found evidence supporting the mediation and moderated mediation models. Our research provides theoretical and practical implications for voice solicitation literature.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142749260","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

Testing the incongruence model with longitudinal data: How employment status preferences affect mental health over time 用纵向数据检验不一致模型：就业状况偏好如何随着时间的推移影响心理健康

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-11-24 DOI: 10.1111/joop.12562

Karsten Ingmar Paul, Andrea Zechmann, Monika Mlynek, Barbara Stiglbauer, Bernad Batinic, Klaus Moser, Eva Selenko

{"title":"Testing the incongruence model with longitudinal data: How employment status preferences affect mental health over time","authors":"Karsten Ingmar Paul, Andrea Zechmann, Monika Mlynek, Barbara Stiglbauer, Bernad Batinic, Klaus Moser, Eva Selenko","doi":"10.1111/joop.12562","DOIUrl":"https://doi.org/10.1111/joop.12562","url":null,"abstract":"According to the incongruence model, unemployed people experience incongruence between their actual as compared to their desired employment status, which is an important source of distress. In contrast to other theories, this model is able to explain why unemployed people feel worse not only compared to employed people but also compared to people in other life situations, such as students, homemakers and retirees, who are assumed to experience low levels of incongruence. The current study analysed two longitudinal samples (n = 1066 and n = 1036 at T1) that were followed over 2.5 and 1.5 years, with six and five measurement points, respectively. The results show that (1) unemployed people who found new jobs experienced a reduction in their incongruence levels; (2) changes in incongruence were associated with changes in mental health; (3) changes in incongruence mediated the effects of changes in employment status on mental health. In addition, (4) mental health changes associated with other employment status changes such as entering (or leaving) the labour force (i.e., becoming a student, homemaker or retiree) were also mediated by changes in incongruence levels. Furthermore, the effects remained stable when the influence of the latent and manifest functions of employment was controlled.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12562","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142862270","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

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":"18 1","pages":""},"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 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-17 DOI: 10.1111/joop.12549

Dominik Dilba, Bertolt Meyer

{"title":"Uneventful days? A cautionary tale about the underestimated role of triggering events in employee silence research","authors":"Dominik Dilba, Bertolt Meyer","doi":"10.1111/joop.12549","DOIUrl":"10.1111/joop.12549","url":null,"abstract":"Employee silence research stipulates that silence requires input to share, which we posit stems from encountering workplace events. We argue that the validity of relationships between employee silence and outcomes is limited without taking preceding events into account: Employees might not encounter relevant events and therefore cannot show silence. Further, workplace events can have independent effects on the outcomes attributed to silence, potentially confounding the effects of silence and preceding events. Drawing on an existing cross-cultural dataset (N = 8222 in 35 samples), we show that some samples include up to 60% of participants who did not encounter relevant events. Using data from a German utility company (N = 572 in 129 teams), we demonstrate that the associations between employee silence and outcomes like burnout are overestimated if effects of events are left unaccounted. Lastly, a simulation study shows that biased silence–outcome relations are generalizable whenever events have independent effects on the outcome of interest.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12549","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142249297","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

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":"14 1","pages":""},"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":"63 1","pages":""},"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