Journal of Occupational and Organizational Psychology最新文献

Signalling a diversity climate: Neurodivergent experiences and perceptions during selection and assessment 信号多样性气候：选择和评估过程中的神经分化经验和感知

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-07-12 DOI: 10.1111/joop.70040

Holly Miller, Nancy Doyle

{"title":"Signalling a diversity climate: Neurodivergent experiences and perceptions during selection and assessment","authors":"Holly Miller, Nancy Doyle","doi":"10.1111/joop.70040","DOIUrl":"https://doi.org/10.1111/joop.70040","url":null,"abstract":"To date, research on neurodivergent experiences of selection and assessment (S&A) has been limited, focusing on barriers and employer perspectives, rather than the perceptions and experiences of neurodivergent individuals. Drawing on signalling theory and the diversity climate literature, this research seeks to explore how neurodivergent individuals' experiences during S&A shape their perceptions of an organization's diversity climate and organizational attractiveness. Semi-structured interviews and reflexive thematic analysis were used to elicit a range of signals perceived by applicants with different neurodivergent neurotypes during S&A to form diversity climate perceptions. These included process accessibility, employer representative interactions, particularly when disclosing their neurodivergence, and an organization's commitment to Diversity, Equity and Inclusion (DEI). However, limited perceived job opportunities often compel them to pursue positions despite negative inclusivity signals. This suggests that prioritizing an inclusive organizational climate becomes a privilege afforded to those with more employment options, highlighting the systemic exclusion that still faces neurodivergent candidates in organisations today.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 3","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70040","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144611953","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

Task idiosyncratic deals and task interdependence: Effects on demand–ability fit and employee outcomes 任务特质交易和任务相互依赖：对需求能力契合度和员工绩效的影响

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-07-12 DOI: 10.1111/joop.70042

Jie Wang, Tae-Yeol Kim, Tingting Chen, Yongyi Liang, Summer Xiaoxia Lin

{"title":"Task idiosyncratic deals and task interdependence: Effects on demand–ability fit and employee outcomes","authors":"Jie Wang, Tae-Yeol Kim, Tingting Chen, Yongyi Liang, Summer Xiaoxia Lin","doi":"10.1111/joop.70042","DOIUrl":"https://doi.org/10.1111/joop.70042","url":null,"abstract":"Task idiosyncratic deals (I-deals) exemplify an employer and employee co-creating job design approach. However, past literature has predominantly relied on social exchange mechanisms to explain their impact on employee behaviour, which may be insufficient in capturing the critical job-related mechanisms underlying the effects of task I-deals. We draw on person–environment (PE) fit theory to propose that demand–ability (DA) fit can enrich our understanding of the effect of task I-deals on employee behaviour. To test this mechanism, we conducted two studies. One was a field survey collected from 468 employees and 107 supervisors across three time points. The other was a pre-registered scenario-based online experiment involving 400 full-time employees. Through these two studies, we found that task I-deals were positively related to job performance and voice behaviour, and DA fit mediated these positive relationships. In addition, task interdependence enhanced the positive effect of task I-deals on DA fit. The overall moderated mediation model was also significant. These findings highlight the importance of task I-deals as an alternative approach to job design beyond top-down and bottom-up job design approaches and underscore PE fit as a novel theoretical perspective for understanding the impact of task I-deals.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 3","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144611954","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

The beauty in ambiguity: How and when leader indirect communication facilitates team performance 模棱两可之美：领导者的间接沟通如何以及何时促进团队绩效

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-07-10 DOI: 10.1111/joop.70041

Yating Gao, Li Guo, Xiao-Ping Chen, Jack Ting-Ju Chiang, Yihan Song

引用次数: 0

Can't erase it from my mind: How and when daily illegitimate tasks shape employee after-work rumination and downstream behavioural consequences 无法从我的脑海中抹去：日常不合理的任务是如何以及何时影响员工下班后的反思和下游行为后果的

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-07-04 DOI: 10.1111/joop.70039

Lijing Zhao, Tianyi Long, Shenyang Hai, Richard A. Currie

{"title":"Can't erase it from my mind: How and when daily illegitimate tasks shape employee after-work rumination and downstream behavioural consequences","authors":"Lijing Zhao, Tianyi Long, Shenyang Hai, Richard A. Currie","doi":"10.1111/joop.70039","DOIUrl":"https://doi.org/10.1111/joop.70039","url":null,"abstract":"While research on illegitimate tasks has predominantly highlighted their detrimental effects on employees, emerging studies suggest these tasks may also have temporary, complex impacts on non-work domains —though empirical evidence remains limited. Integrating cognitive theories of rumination and the dynamic self-regulation perspective, our study develops and tests a novel model that delineates employees' rumination and subsequent coping behaviours in response to daily illegitimate tasks. We propose that illegitimate tasks experienced during the workday trigger after-work affect-focused rumination, leading to increased cyberloafing the following day. Conversely, these tasks may also evoke after-work problem-solving pondering, fostering next-day task crafting. We identify state resilience as a key moderator, explaining why the same employee may respond differently to illegitimate tasks. Using data collected thrice daily from 235 employees over five consecutive days (daily reports = 912), our findings reveal that state resilience buffers the positive link between daily illegitimate tasks and next-day cyberloafing via affect-focused rumination while amplifying the positive effect on next-day task crafting via problem-solving pondering. Our study advances understanding of the dual cognitive and behavioural pathways through which illegitimate tasks influence employees and offers practical insights for organizations aiming to mitigate the risks of these tasks while unlocking their adaptive potential.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 3","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144558071","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

Navigating affect in group decision-making: Understanding the interplay of group affective tone and the within-group environment 群体决策中的导航效应：了解群体情感基调与群体内环境的相互作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-07-03 DOI: 10.1111/joop.70038

Zhiya (Alice) Guo, Brent A. Scott, Ming Yan

{"title":"Navigating affect in group decision-making: Understanding the interplay of group affective tone and the within-group environment","authors":"Zhiya (Alice) Guo, Brent A. Scott, Ming Yan","doi":"10.1111/joop.70038","DOIUrl":"https://doi.org/10.1111/joop.70038","url":null,"abstract":"Despite consensus on the existence of group affective tone and its potential to influence group functioning and outcomes, evidence concerning its impact on group decision-making remains ambiguous. While some findings advocate that group negative affective tone (GNAT) is more conducive to higher decision-making quality, others point to group positive affective tone (GPAT) as more beneficial. Our study clarifies these relationships by extending two individual-level theories to the group context, proposing that both GNAT and GPAT can be advantageous for decision-making, albeit through enhancing different aspects of group discussion. Furthermore, we demonstrate how the nature of the within-group environment—whether competitive or cooperative—affects these dynamics. Through an experimental study involving live discussions among 97 groups of 291 students and a field study with 130 workgroups of 392 full-time employees, we documented that group competitive environments amplified GNAT's influence on the depth of group discussions, while group cooperative environments amplified GPAT's effect on the breadth of these discussions. Both dynamics in turn influenced the quality of group decision-making. These findings offer insights into the interplay between group affective tone and group environments in shaping decision-making processes. We discuss the implications and avenues for future research at the end.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 3","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144550831","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

The ripple effect of martial law: Unveiling the path to unethical behaviour 戒严令的连锁反应：揭示不道德行为之路

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-06-30 DOI: 10.1111/joop.70035

Mansik Yun, Jaewon Kwak

{"title":"The ripple effect of martial law: Unveiling the path to unethical behaviour","authors":"Mansik Yun, Jaewon Kwak","doi":"10.1111/joop.70035","DOIUrl":"https://doi.org/10.1111/joop.70035","url":null,"abstract":"Although research suggests immoral governmental actions can generate psychological strain, little is known about how individuals' continued rumination about such events disrupts recovery and influences unethical behaviour at work. To address this, we examine how rumination about a president's martial law declaration—rather than the declaration itself—shaped employees' daily recovery and workplace behaviour. Grounded in self-regulation theory, we propose a process where rumination about martial law disrupts citizens' recovery at home (sleep quality), which in turn leads to unethical behaviours at work. We collected daily diary data over eight workdays during the politically volatile period between the president's declaration of martial law and his impeachment, allowing us to capture short-term fluctuations in recovery and behaviour. The final sample consists of 1296 observations from 162 male participants. Our findings show daily rumination about martial law—triggered by political uncertainty—had a within-person indirect effect on unethical behaviour via poor sleep quality. Additionally, we examine the moderating roles of constructive patriotism and affective commitment on self-regulatory processes. Our results reveal constructive patriotism amplified the negative effect of rumination about martial law on poor sleep quality, while affective commitment buffered the detrimental impact of poor sleep quality on unethical behaviour.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144515112","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

‘No regrets, they don't work’: Utilizing repair strategies to embrace difficulties in individuals' careers “不后悔，它们没有用”：利用修复策略来接受个人职业生涯中的困难

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-06-30 DOI: 10.1111/joop.70033

Claire Schulze Schleithoff, Evgenia I. Lysova, Svetlana N. Khapova, Konstantin Korotov

{"title":"‘No regrets, they don't work’: Utilizing repair strategies to embrace difficulties in individuals' careers","authors":"Claire Schulze Schleithoff, Evgenia I. Lysova, Svetlana N. Khapova, Konstantin Korotov","doi":"10.1111/joop.70033","DOIUrl":"https://doi.org/10.1111/joop.70033","url":null,"abstract":"As scholarly interest in the impact of career difficulties like career setbacks grows, research increasingly aims to understand how individuals navigate these difficulties. To explore how individuals handle them and prevent career regret, we conducted a qualitative investigation with a total sample of 109 participants. Our findings reveal that many individuals embraced difficulties in their careers instead of regretting them. We saw that the difference between regretting and embracing these difficulties lies in whether individuals employ repair strategies: embracing difficulties was possible through repair, whereas failing to engage in repair led them to feel a sense of regret about the difficulty. We identified three repair strategies—reclaiming (i.e., realigning career with personal values or restoring measurable, tangible conditions), enriching (i.e., adding new knowledge or extending career towards greater fulfilment), and mobilizing (i.e., disrupting the career, or transitioning into a more promising career)—which enable individuals to embrace difficulties. Additionally, our findings revealed that two triggering factors foster engagement with repair, namely, adopting a protean career attitude and exercising courage. Taken together, our findings promote the importance of repair strategies as a crucial response that can alter how people perceive difficulties in their careers and avoid emotions of regret.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70033","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144515127","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

When the family turns away: Leader family ostracism, work alienation, and the crossover to frontline employees' customer stewardship behaviour 当家人离开时：领导家庭排斥、工作疏离以及与一线员工客户管理行为的交叉

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-06-21 DOI: 10.1111/joop.70036

Muhammad Usman, Adeel Khalid, Erhan Boğan, Yasin Rofcanin, Cevat Tosun

{"title":"When the family turns away: Leader family ostracism, work alienation, and the crossover to frontline employees' customer stewardship behaviour","authors":"Muhammad Usman, Adeel Khalid, Erhan Boğan, Yasin Rofcanin, Cevat Tosun","doi":"10.1111/joop.70036","DOIUrl":"https://doi.org/10.1111/joop.70036","url":null,"abstract":"Research on the workplace implications of leader family ostracism (LFO) remains limited. Drawing on the work–home resources (W-HR) model and the conservation of resources (COR) theory, we develop and test a model explaining how LFO depletes personal resources and shapes both leader and employee outcomes in service settings. In Study 1, an experimental design with hotel managers revealed that leaders experiencing family ostracism reported greater work alienation and engaged in more laissez-faire leadership. Study 2, a multi-wave, multisource field study in the service sector, replicated these findings and extended the model by showing that LFO indirectly undermines frontline employees' customer stewardship behaviour via work alienation and laissez-faire leadership. Moreover, the leader's political skill buffered the negative effects, weakening both the direct and indirect paths. These findings highlight the cross-domain spillover of family-based exclusion into workplace dynamics, emphasizing the critical role of personal resources and leader capabilities in shaping service performance.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-06-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144336060","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

It’s got to be perfect? Differentiating the unique daily relationships of perfectionism and excellencism with employee effort, performance and fatigue 一定要完美吗？区分完美主义和卓越主义与员工努力、表现和疲劳之间的独特日常关系

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-06-16 DOI: 10.1111/joop.70034

Monique Mohr, Carolin Dietz

{"title":"It’s got to be perfect? Differentiating the unique daily relationships of perfectionism and excellencism with employee effort, performance and fatigue","authors":"Monique Mohr, Carolin Dietz","doi":"10.1111/joop.70034","DOIUrl":"https://doi.org/10.1111/joop.70034","url":null,"abstract":"Employees are increasingly striving for perfection at work. Commonly deemed to be associated with more advantages than disadvantages for employees and organizations, this perfectionism is oftentimes societally and organizationally demanded, appreciated or rewarded. To date, however, research findings on this topic are inconclusive. Taking new theoretical developments in perfectionism research into account, we propose that the current view that perfectionism is an adaptive pursuit at work is probably distorted. Building on the recently developed Model of Excellencism and Perfectionism and using a daily diary design (N = 127 participants providing n = 1018 days of data), we examined how excellencism and perfectionism relate to employee effort, performance and well-being in daily work. As expected, results of multilevel path modelling showed that daily excellencism relates positively to both effort intensity and persistence and, via effort, to in-role performance. Unexpectedly, effort and, thus, excellencism, were unrelated to fatigue. Daily perfectionism did not show unique relationships over and above the respective relationships of daily excellencism. Accordingly, contrasted with excellencism, perfectionism seems to be an unneeded pursuit at work. As we discuss, the findings of our study are of both theoretical and practical criticality.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70034","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144299874","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

Job crafting through the lens of exploitation and exploration: A daily diary study on job crafting towards strengths and development 利用与探索视角下的工作塑造：面向优势与发展的工作塑造的每日日记研究

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-06-09 DOI: 10.1111/joop.70029

Fangfang Zhang, Bin Wang, Yijing Liao, Jing Qian, Sharon K. Parker

{"title":"Job crafting through the lens of exploitation and exploration: A daily diary study on job crafting towards strengths and development","authors":"Fangfang Zhang, Bin Wang, Yijing Liao, Jing Qian, Sharon K. Parker","doi":"10.1111/joop.70029","DOIUrl":"https://doi.org/10.1111/joop.70029","url":null,"abstract":"This study investigates how employees engage in two distinct job crafting strategies by either leveraging their existing strengths (job crafting towards strengths, JC-strengths) or pursuing personal development (job crafting towards development, JC-development) through the lens of exploitation and exploration. We propose that JC-strengths, as an exploitative strategy, enhances task performance, whereas JC-development, as an explorative strategy, boosts creative performance. We further propose that job autonomy enables both JC-strengths and JC-development by affording discretion in how work is shaped, while a strong performance-pay link serves as a directional signal by reinforcing exploitation-oriented crafting (JC-strengths) and discouraging exploration-oriented crafting (JC-development) in the presence of job autonomy. Conducting a 10-day daily survey among 115 employees, our findings confirmed the hypothesized distinct effects of JC-strengths and JC-development on task and creative performance on a daily basis, respectively. Moreover, daily job autonomy was found to be significantly related to daily JC-strengths, especially when coupled with a high performance-pay link. However, the expected effect of daily job autonomy on daily JC-development and the cross-level moderating effect of performance-pay link on this relationship were not significant.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70029","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144245015","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