Journal of Occupational and Organizational Psychology最新文献_第10页

Job and off-job crafting profiles: Time-lagged relationships with job, home and personal resources and well-being outcomes 工作和非工作的工艺特征：工作、家庭和个人资源与幸福结果之间的时滞关系

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-30 DOI: 10.1111/joop.12506

Kang Leng Ho, Anne Mäkikangas, Philipp Kerksieck, Anja Isabel Morstatt, Jessica de Bloom, Georg F. Bauer

{"title":"Job and off-job crafting profiles: Time-lagged relationships with job, home and personal resources and well-being outcomes","authors":"Kang Leng Ho, Anne Mäkikangas, Philipp Kerksieck, Anja Isabel Morstatt, Jessica de Bloom, Georg F. Bauer","doi":"10.1111/joop.12506","DOIUrl":"10.1111/joop.12506","url":null,"abstract":"Crafting research has often focused solely on the work domain or examined work and non-work life domains separately, using a variable-centered approach. Little is known about the interactions of crafting processes in the work and non-work domain. In this time-lagged study, we examined (1) the relationship between job and off-job crafting behaviours using a person-centered approach to identify crafting profiles, (2) whether job, home and personal resources differentially predicted these profiles and (3) whether these profiles differed in relation to outcomes, that is work engagement and mental well-being. We conducted a three-wave, time-lagged survey with 3-month intervals among 2125 employees. The results revealed three profiles of active (18.0%), average (48.2%) and least active (33.9%) crafters. Analyses of predictors showed that active crafters had higher levels of home developmental possibilities and self-efficacy than average and least active crafters, likewise for average crafters compared with least active crafters. Furthermore, active crafters had higher levels of social support at home than least active crafters. Regarding well-being outcomes, active crafters experienced significantly higher mental well-being than average and least active crafters and higher work engagement than least active crafters. Interventions to enhance employee's resources could stimulate crafting behaviours, ultimately improving well-being.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"952-976"},"PeriodicalIF":4.9,"publicationDate":"2024-04-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12506","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140832731","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

Would you trust an AI team member? Team trust in human–AI teams 您会信任人工智能团队成员吗？人类-人工智能团队中的团队信任

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-27 DOI: 10.1111/joop.12504

Eleni Georganta, Anna-Sophie Ulfert

{"title":"Would you trust an AI team member? Team trust in human–AI teams","authors":"Eleni Georganta, Anna-Sophie Ulfert","doi":"10.1111/joop.12504","DOIUrl":"10.1111/joop.12504","url":null,"abstract":"Given that AI is becoming an increasingly active participant in work teams, this study explores how team trust emerges in human–AI teams compared to human–human teams. Adopting a multi-level approach, we conducted two experimental studies (NStudy1 = 247 two-member teams and NStudy2 = 106 three-member teams, 828 individuals overall) and investigated how team composition (with AI or human team members) impacts interpersonal trust (affective and cognitive) and thus team trust. In two-member teams, interpersonal trust via perceived trustworthiness and not via perceived similarity was lower in human–AI teams compared to human–human teams. Exploratory findings showed that team identification and cognitive interpersonal trust were also lower in two-member human–AI teams than in human–human teams. However, in three-member teams, we found no differences in team trust via interpersonal trust between the two team types. Instead, our findings revealed that perceived trustworthiness and perceived similarity increased interpersonal trust and, in turn, team trust for both team types. With this research, we showed that underlying theories and evidence of team trust in human-only teams can enhance understanding of human–AI teams, though the results indicated certain differences that call for further investigation.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1212-1241"},"PeriodicalIF":4.9,"publicationDate":"2024-04-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12504","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140812929","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

Unveiling employee motivating factors during economic crisis periods: A structural approach 揭示经济危机时期的员工激励因素：结构性方法

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-22 DOI: 10.1111/joop.12507

Prodromos D. Chatzoglou, Anastasios D. Diamantidis, Anastasios Karras

{"title":"Unveiling employee motivating factors during economic crisis periods: A structural approach","authors":"Prodromos D. Chatzoglou, Anastasios D. Diamantidis, Anastasios Karras","doi":"10.1111/joop.12507","DOIUrl":"10.1111/joop.12507","url":null,"abstract":"Despite the unfavourable labour market and work environment conditions that have emerged in the last decade, this study identifies the factors that positively influence employee motivation. The study was conducted in Greece's banking sector, which was at the epicentre of the economic crisis. A new research model is proposed exploring the relationships between employee motivating factors, employee performance and organizational effectiveness. This model is empirically tested using structural equation modelling on data from 328 bank employees. The results are controversial, showing that non-financial incentives motivate Greek bank employees most, emphasizing their need to stay in their jobs. Highly motivated workers may boost corporate effectiveness by improving employee performance. Even though this study found that non-financial incentives motivate employees most, management should not overlook financial and job-related reward programmes. Managers must provide financial compensation, job security, and supportive leadership to reduce employee dissatisfaction and keep employees motivated. Managers should view recognition as an essential component of motivation because it contributes to the creation of an environment that is both productive and efficient for the organization. The conclusions drawn from studying Greece's 10-year-long economic crisis are significant because many other countries around the world are experiencing (or may experience) a similar crisis.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1148-1165"},"PeriodicalIF":4.9,"publicationDate":"2024-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12507","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140673797","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

An existential perspective on post-retirement decisions: The role of meaning in life and social identity 从存在主义角度看退休后的决定：生活意义和社会认同的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-22 DOI: 10.1111/joop.12508

Shona G. Smith, Ariane Froidevaux, Andreas Hirschi, Lars U. Johnson

{"title":"An existential perspective on post-retirement decisions: The role of meaning in life and social identity","authors":"Shona G. Smith, Ariane Froidevaux, Andreas Hirschi, Lars U. Johnson","doi":"10.1111/joop.12508","DOIUrl":"10.1111/joop.12508","url":null,"abstract":"In the context of the ageing workforce, late-career development implies ongoing decisions during retirement regarding one's engagement in volunteering and bridge employment activities. While prior research has emphasized the role of the meaning of work in retirement decisions, it has not examined the roles that meaning in life and identity play in decisions made during retirement. Relying on the existential framework on meaning and career decision-making, this article explores the role of social identities as retirees and as workers as critical self-concept dimensions that may mediate the impact of meaning in life (search and presence) on their decisions to pursue bridge employment and to volunteer in retirement. Using an archival survey study relying on a time-lagged design with a one-year interval among 204 retirees, we found that retirees demonstrating a greater search for meaning in life exhibited positive identification with the worker social identity but negative identification with the retiree social identity. Additionally, worker social identity was positively associated with bridge employment; however, retiree social identity was negatively associated with bridge employment and positively with volunteering. The theoretical and practical implications of these findings are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1166-1184"},"PeriodicalIF":4.9,"publicationDate":"2024-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140673294","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

Examining the implications of work–nonwork demand congruence 研究工作与非工作需求一致性的影响

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-18 DOI: 10.1111/joop.12505

Kirby Hockensmith, Jennifer M. Ragsdale, Rose Fonseca

{"title":"Examining the implications of work–nonwork demand congruence","authors":"Kirby Hockensmith, Jennifer M. Ragsdale, Rose Fonseca","doi":"10.1111/joop.12505","DOIUrl":"10.1111/joop.12505","url":null,"abstract":"Examining the implications of excessive work demands on employee well-being is an important research area of occupational health psychology. Recovery during nonwork time has been emphasized as an important process for mitigating the negative implications of excessive work demands. However, this notion ignores the potential for nonwork activities to be comparably demanding to work activities. There has been a lack of attention paid to the potentially complex interrelationships between work and nonwork demands. Using the effort–recovery and challenge–hindrance stressor models, we developed a set of hypotheses for both the positive and negative implications of the interplay between employee work and nonwork cognitive demands. We collected information on cognitive workweek job demands (Friday) and nonwork cognitive weekend demands (Sunday) from a sample of workers (N = 146), and we used polynomial regression with response surface analysis to examine how different aspects of work–nonwork cognitive demand (in)congruence related to Monday work engagement. In general, higher cognitive workweek job demands promoted work engagement, even when nonwork cognitive demands were equally high. Cognitive demand incongruence that favoured higher cognitive work demands was also beneficial for employee work engagement. Theoretical and practical implications are discussed, along with directions for future research in this area.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1129-1147"},"PeriodicalIF":4.9,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140623101","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

Examining the training design and training transfer of a boundary management training: A randomized controlled intervention study 研究边界管理培训的培训设计和培训转移：随机对照干预研究

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-15 DOI: 10.1111/joop.12497

Kathrin Reinke, Sandra Ohly

{"title":"Examining the training design and training transfer of a boundary management training: A randomized controlled intervention study","authors":"Kathrin Reinke, Sandra Ohly","doi":"10.1111/joop.12497","DOIUrl":"10.1111/joop.12497","url":null,"abstract":"In our mobile working world, boundaries between work and non-work domains are more and more blurred, which can impair professionals' recovery and well-being. Consequently, managing work–non-work boundaries represents an important challenge for professionals. Research suggests that boundary work tactics conveyed in boundary management interventions may promote recovery and well-being. However, the efficacy of boundary work tactics is largely unknown, as well as theoretical mechanisms that may explain the effectiveness of boundary management interventions in regard of both training design and training transfer. Building on the social cognitive theory of self-regulation, we develop a web-based boundary management training. Based on the integrated training transfer and effectiveness model, we evaluate its effects on the three levels of training effectiveness: (1) perceived learning, (2) cognitions and behaviours, with boundary control and boundary creation as indicators, and (3) recovery and well-being. Results of our randomized controlled intervention study show several expected changes in boundary creation, suggesting that drawing on the social cognitive theory of self-regulation for training design can result in effective behaviour change. Intervention effects on recovery and well-being are more ambiguous, hinting at the power but likewise potential limitations of boundary creation.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"864-888"},"PeriodicalIF":4.9,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12497","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140568612","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

Attitudes towards artificial intelligence at work: Scale development and validation 工作中对人工智能的态度：量表开发与验证

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-03-15 DOI: 10.1111/joop.12502

Jiyoung Park, Sang Eun Woo, JeongJin Kim

引用次数: 0

The more you connect, the less you connect: An examination of the role of phubbing at home and job crafting in the crossover and spillover effects of work–family spousal support on employee creativity 联系越多，联系越少：研究工作家庭配偶支持对员工创造力的交叉效应和溢出效应中家庭和工作精心制作的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-03-15 DOI: 10.1111/joop.12503

Siqi Wang, Yasin Rofcanin, Mireia Las Heras, Zeynep Yalabik

{"title":"The more you connect, the less you connect: An examination of the role of phubbing at home and job crafting in the crossover and spillover effects of work–family spousal support on employee creativity","authors":"Siqi Wang, Yasin Rofcanin, Mireia Las Heras, Zeynep Yalabik","doi":"10.1111/joop.12503","DOIUrl":"10.1111/joop.12503","url":null,"abstract":"In an era where home and work domains have become inseparable, it is surprising that extant research has placed less emphasis on examining the boundary conditions and mechanisms to understand the home-to-work crossover and spillover process. Building on the work–home resources theory and the crossover-spillover perspectives, we test a resource-based crossover-spillover model of how one partner's work–family spousal support provision relates to the other partner's creativity at work. We propose that “phubbing” at home affects the crossover process of resource exchange between partners. Regarding the spillover from home to work, we propose that job crafting mediates the association between work–family spousal support and employee creativity. Daily diary data were collected from 65 dual-earner couples, over 15 working days in the United States. Results from the multilevel actor–partner interdependence model show that work–family support enhances employee creativity by prompting the employee's relational job crafting and cognitive job crafting at work. Moreover, our results reveal that the high level of phubbing at home weakens the work–family support crossover between partners. We contribute to the literature by adding evidence regarding the mechanisms that enable social support at home to turn into employee creativity at work.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1100-1128"},"PeriodicalIF":4.9,"publicationDate":"2024-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12503","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140151071","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

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-03-15 DOI: 10.1111/joop.12501

Janina Janurek, Nina M. Junker, Sascha Abdel Hadi, Andreas Mojzisch, Jan A. Häusser

引用次数: 0

Setting our boundaries: The role of gender, values, and role salience in work–home boundary permeability 设定我们的界限：性别、价值观和角色显著性在工作与家庭边界渗透性中的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-02-28 DOI: 10.1111/joop.12498

Faezeh Amirkamali, Wendy J. Casper, Shelia A. Hyde, Julie Holliday Wayne, Hoda Vaziri

{"title":"Setting our boundaries: The role of gender, values, and role salience in work–home boundary permeability","authors":"Faezeh Amirkamali, Wendy J. Casper, Shelia A. Hyde, Julie Holliday Wayne, Hoda Vaziri","doi":"10.1111/joop.12498","DOIUrl":"10.1111/joop.12498","url":null,"abstract":"Although women make up nearly half of the U.S. workforce, gender role stereotypes persist, and gender roles may relate to how men and women manage work–home boundaries. In this study, we explore gender differences in how employee values (tradition, achievement) translate into role identity salience, and in turn, boundary management preferences and behaviour. With data collected in two waves from 200 employees, we examined how the personal values of tradition and achievement relate differently by gender to role identity salience and in turn, boundary management. We found that men who more strongly value tradition have higher levels of work identity salience and both prefer and create an impermeable boundary around work to prevent intrusion from home. Men who valued tradition more also preferred and crafted a permeable home boundary to allow work intrusion. In contrast, women with higher tradition values reported higher home identity salience, which was associated with preferring segmentation in both work-to-home and home-to-work directions, and to behaviorally protecting home from work. Contrary to expectations, achievement values did not relate to a boundary management process via role identity salience for either gender. We discuss implications for a more nuanced, values-driven, and gendered perspective on boundary management.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1076-1099"},"PeriodicalIF":4.9,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140019508","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