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

Risk, the COVID‐19 pandemic, and organisations: Extending, repurposing, and developing theory 风险、新冠肺炎疫情和组织：扩展、重新调整用途和发展理论

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-07-28 DOI: 10.1111/joop.12461

Emma Soane, R. Flin, C. Macrae, T. Reader

引用次数: 0

Callings can take different shapes: Scope, proximity and duration as new complexifications of calling 呼叫可以采取不同的形式：范围、接近度和持续时间是呼叫的新复杂性

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-07-09 DOI: 10.1111/joop.12459

Steven Zhou, John A. Aitken, Lauren Kuykendall

{"title":"Callings can take different shapes: Scope, proximity and duration as new complexifications of calling","authors":"Steven Zhou, John A. Aitken, Lauren Kuykendall","doi":"10.1111/joop.12459","DOIUrl":"10.1111/joop.12459","url":null,"abstract":"Recent research on calling has highlighted its nature as a ‘double-edged sword’ that—while conferring benefits generally—may create vulnerabilities in some cases. We suggest an explanation that complexifies our conceptualization of what calling is. Traditional conceptualizations of calling focus on differences in degree, measuring calling on some numerical scale to answer the question, ‘To what degree do you perceive a calling?’ Our proposed conceptualization of calling argues for differences in the shape of calling, arguing that calling can take different shapes based on three facets: scope (callings can differ between narrow and broad), time proximity (callings can differ between immediate and distal) and duration (callings can differ between short-term and lifelong). We present a new model depicting these shapes of calling, explain how each advances our understanding of calling above and beyond existing conceptualizations and taxonomies and offer propositions as to how this new conceptualization provides insight into individuals' experiences of pursuing their calling.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 1","pages":"27-46"},"PeriodicalIF":6.2,"publicationDate":"2023-07-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12459","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44914881","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

GROUPS 4 RETIREMENT: A new intervention that supports well-being in the lead-up to retirement by targeting social identity management 第4组退休：一种新的干预措施，通过针对社会身份管理来支持退休前的幸福生活

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-07-06 DOI: 10.1111/joop.12458

Crystal J. La Rue, Catherine Haslam, Sarah V. Bentley, Ben C. P. Lam, Niklas K. Steffens, Nyla R. Branscombe, S. Alexander Haslam, Tegan Cruwys

{"title":"GROUPS 4 RETIREMENT: A new intervention that supports well-being in the lead-up to retirement by targeting social identity management","authors":"Crystal J. La Rue, Catherine Haslam, Sarah V. Bentley, Ben C. P. Lam, Niklas K. Steffens, Nyla R. Branscombe, S. Alexander Haslam, Tegan Cruwys","doi":"10.1111/joop.12458","DOIUrl":"10.1111/joop.12458","url":null,"abstract":"Successful retirement adjustment requires careful planning in the lead up to this important life transition. While financial planning is routinely prioritized, evidence suggests that the social changes in retirement can be just as challenging to manage — if not more. GROUPS 4 RETIREMENT (G4R) is a new online intervention that addresses this gap by targeting the identity changes that people typically experience in retirement. This paper reports findings from two studies evaluating the acceptability and efficacy of this intervention. Study 1 (N = 89) used a pre-post design to assess G4R and found that the intervention was positively evaluated by users and led to significant increases in their sense of thriving, perceived control, life satisfaction, anticipated retirement satisfaction, and planning intentions. Study 2 (N = 98) tested the intervention using an experimental design in which participants were randomly assigned to either G4R or a financial planning control condition. Results showed that G4R was as effective as financial planning in improving most outcomes and showed a clear advantage in increasing anticipated retirement satisfaction and intentions to engage in social and activities planning. Together, these studies provide initial evidence of the value of engaging in social identity-focused social planning to support well-being and preparedness in the lead up to retirement.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 1","pages":"1-26"},"PeriodicalIF":6.2,"publicationDate":"2023-07-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12458","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43983076","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

What adds to job ads? The impact of equality and diversity information on organizational attraction in minority and majority ethnic groups 什么会增加招聘广告?平等和多样性信息对少数民族和多数民族组织吸引力的影响

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-07-04 DOI: 10.1111/joop.12454

Amanda J. Heath, Magnus Carlsson, Jens Agerström

{"title":"What adds to job ads? The impact of equality and diversity information on organizational attraction in minority and majority ethnic groups","authors":"Amanda J. Heath, Magnus Carlsson, Jens Agerström","doi":"10.1111/joop.12454","DOIUrl":"10.1111/joop.12454","url":null,"abstract":"Prior research suggests that job search activities of underrepresented groups are sensitive to diversity cues in recruitment materials, but less is known about the impact of different types of cues. Despite widespread use, employment equality monitoring (EM), or data collection on legally protected characteristics (like gender or ethnic background), has received scant empirical attention. Two experiments used fictitious job advertisements to examine the effects of a strong equality/diversity/inclusion (EDI) value statement and descriptions of EM use by employers. In Study 1, we found that advertisements containing an EDI statement and a statement of EM together produced the highest ratings of organizational prestige, and, in minority respondents, stronger job-pursuit intentions. Study 2 examined various framing conditions of EM using a between-subjects design. The inclusion of any EDI information was positively received, but minority ethnicity respondents were less positive when an EM statement was provided without an explanation for why it is done. The practical implications are that both value statements and EM information together could help increase attraction among jobseekers from underrepresented groups, with potential to contribute to diversity branding. However, minority groups are still sceptical of employer EDI credibility and employers must do more than talk the talk.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"96 4","pages":"872-896"},"PeriodicalIF":6.2,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12454","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45210616","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

Healthy for some but not for all: The moderating role of BMI on perceived health climate–insomnia relationship 部分人健康，但并非所有人都健康:BMI在感知健康与失眠关系中的调节作用

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-06-30 DOI: 10.1111/joop.12457

Seulki “Rachel” Jang, Ho Kwan Cheung, Michael Ford

引用次数: 0

Do core self-evaluations mitigate or exacerbate the self-regulation depletion effect of leader injustice? The role of leader-contingent self-esteem 核心自我评价是否减轻或加剧了领导不公的自我调节耗竭效应?领导偶然型自尊的作用

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-06-30 DOI: 10.1111/joop.12456

Yuqing Sun, Feng Gao, Bruce J. Avolio

{"title":"Do core self-evaluations mitigate or exacerbate the self-regulation depletion effect of leader injustice? The role of leader-contingent self-esteem","authors":"Yuqing Sun, Feng Gao, Bruce J. Avolio","doi":"10.1111/joop.12456","DOIUrl":"10.1111/joop.12456","url":null,"abstract":"This study investigates how an employee's core self-evaluation (CSE) affects their self-regulation depletion in response to leader injustice. To reconcile the conflicting predictions of CSE reported in the existing leadership and justice literature, we propose and test a self-esteem contingency model for CSE, drawing on the self-determination theory (SDT) account of the self-regulatory process. We hypothesize that when an employee's CSE is heavily contingent on the leader's approval and recognition (denoted as high-level leader-contingent self-esteem), CSE facilitates a controlled form of self-regulation in response to leader injustice, leading to self-regulation depletion. Conversely, when one's CSE is less contingent on the leader's approval (denoted as low-level leader-contingent self-esteem), self-regulation facilitated by CSE in the presence of leader injustice is less of controlled, reducing the likelihood of self-regulation depletion. Our results and implications from three studies consistently supported our main hypothesis regarding the three-way interaction of leader injustice, CSE and leader-contingent self-esteem, as well as highlighting the potential downside of a follower's self-esteem being overly reliant on their leader's treatment.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"96 4","pages":"919-946"},"PeriodicalIF":6.2,"publicationDate":"2023-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49379315","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

Pushing yourself to the edge: The relationship of worker self-sacrifice behaviour with perceived role performance, emotional exhaustion, and partner self-sacrifice 把自己推向边缘:员工自我牺牲行为与感知角色表现、情感耗竭和伴侣自我牺牲的关系

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-06-27 DOI: 10.1111/joop.12453

Michael E. Clinton

{"title":"Pushing yourself to the edge: The relationship of worker self-sacrifice behaviour with perceived role performance, emotional exhaustion, and partner self-sacrifice","authors":"Michael E. Clinton","doi":"10.1111/joop.12453","DOIUrl":"10.1111/joop.12453","url":null,"abstract":"Self-sacrifice behaviour features in a number of well-known management concepts such as organizational commitment, pro-social motivation, and organizational citizenship behaviour, but is rarely acknowledged as a salient factor or examined directly. Drawing on theories of goal systems and personal resource allocation, and dyad data collected from 122 church ministers twice over 2 years and their partners, this study examines the extent to which worker self-sacrifice behaviour is simultaneously an enabler of high work effectiveness and a cost for personal wellbeing. Findings support the ‘doubled-edged’ nature of self-sacrifice, showing that while worker reports of self-sacrifice behaviour are positively related to increases in perceived role performance, they are also linked to partner ratings of worker emotional exhaustion and partner self-sacrifice behaviour 2 years later. This study therefore validates the importance of self-sacrifice behaviour in accounting for divergent work outcomes and its potential to spillover into the nonwork domain. The study further finds psychological detachment to partially moderate the relationship between worker self-sacrifice and the two problematic outcomes. Therefore, psychological detachment offers a potential means of sustaining high self-sacrifice behaviour over time and could play an effective role in related interventions.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"96 4","pages":"947-969"},"PeriodicalIF":6.2,"publicationDate":"2023-06-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12453","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46314844","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

It takes two to tango: Linking signature strengths use and organizational support for strengths use with organizational outcomes 探戈需要两个人:将签名优势的使用和组织对优势使用的支持与组织结果联系起来

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-06-27 DOI: 10.1111/joop.12455

Tahira Mubashar, Claudia Harzer

{"title":"It takes two to tango: Linking signature strengths use and organizational support for strengths use with organizational outcomes","authors":"Tahira Mubashar, Claudia Harzer","doi":"10.1111/joop.12455","DOIUrl":"10.1111/joop.12455","url":null,"abstract":"The present study tested and extended the motivational process of the Job Demands-Resources (JD-R) theory to explicate the role of signature strengths use as a personal resource and organizational support for strengths use as a job resource for a host of organizational outcomes. Our greater interest was to examine serial and parallel mediation of employee-level variables (i.e., work engagement, job performance, and turnover intentions) between both types of resources (personal and job) and organizational outcomes (i.e., organizational performance and turnover). We collected data from 202 top managers from 56 branches of a large bank in Pakistan. The participants filled in data for most of the study variables, whereas the concerned bank officials provided objective ratings of organizational performance and turnover. The results indicated the indirect effect of signature strengths use and organizational support for strength use on perceived and objective organizational performance mediated by work engagement, job performance, and turnover intentions. Signature strengths use also showed a direct effect on perceived and objective organizational performance. The findings illustrate the potential benefits of using one's signature strengths for employee and organizational success and reiterate the importance of enhancing organizational support for strengths use for management groups who in turn can contribute substantially to organizational performance.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"96 4","pages":"897-918"},"PeriodicalIF":6.2,"publicationDate":"2023-06-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12455","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48510208","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: 1

Does job crafting affect employee outcomes via job characteristics? A meta-analytic test of a key job crafting mechanism 工作塑造是否通过工作特征影响员工的结果？关键工作制定机制的元分析测试

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-06-24 DOI: 10.1111/joop.12450

David Holman, Maximiliano Escaffi-Schwarz, Cristian A. Vasquez, Julien P. Irmer, Dieter Zapf

{"title":"Does job crafting affect employee outcomes via job characteristics? A meta-analytic test of a key job crafting mechanism","authors":"David Holman, Maximiliano Escaffi-Schwarz, Cristian A. Vasquez, Julien P. Irmer, Dieter Zapf","doi":"10.1111/joop.12450","DOIUrl":"10.1111/joop.12450","url":null,"abstract":"Job crafting refers to the self-initiated work behaviours employees use to change their job characteristics. According to job design theory, these crafting-induced changes in job characteristics should impact employee outcomes. Job characteristics can therefore be proposed as a key mechanism through which job crafting affects employee outcomes and we present cross-sectional meta-analytic structural equation modelling of this key mechanism (K = 58 independent samples, N = 20,347 employees). Results show significant indirect effects between task resource crafting and employee outcomes (well-being and positive job attitudes) via task resources, and significant indirect effects between social job crafting and employee outcomes (well-being and positive job attitudes) via social resources. Results also indicated that challenge and hindrance demand crafting increase job strain via increases in job demand. Overall, our findings indicate that job characteristics are an important job crafting mechanism, that employees may have difficulty in crafting job demands in ways that produce beneficial outcomes, and that future research needs to consider simultaneously the range of mechanisms through which job crafting affects outcomes.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 1","pages":"47-73"},"PeriodicalIF":6.2,"publicationDate":"2023-06-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12450","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43878913","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

Adaptation in work and family roles link support to mental health during a pandemic 在大流行期间，工作和家庭角色的适应将支持与精神卫生联系起来

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-06-08 DOI: 10.1111/joop.12452

Shaun Pichler, Wendy J. Casper, Luke Fletcher, Nishat Babu

{"title":"Adaptation in work and family roles link support to mental health during a pandemic","authors":"Shaun Pichler, Wendy J. Casper, Luke Fletcher, Nishat Babu","doi":"10.1111/joop.12452","DOIUrl":"10.1111/joop.12452","url":null,"abstract":"We address a key unresolved issue in the social support literature—how social support relates to psychological health—by examining behavioural adaptation as a mechanism through which support from work and family domains, during the COVID-19 pandemic, impacts psychological health. Given support may not equally benefit all, we consider individual differences in demographics as moderators in the relationships between support, adaptation and health outcomes. We examine both within-domain and cross-domain effects of support on adaptation using a sample of 392 employees who responded to two surveys, 3 weeks apart, shortly after the COVID-19 lockdown. Consistent with expectations, adaptation both within and across domains mediated the relationships between social support and psychological health. Moreover, the family support–family adaptation and family adaptation–psychological health relationships were stronger among participants without a cohabiting partner. Our findings highlight the important role social support and adaptation play in maintaining well-being during crisis events, particularly for persons without cohabiting partners. Our results suggest that workers can protect their psychological health during a crisis event to the extent they engage in behavioural adaptation and, thus, organizations should consider adopting interventions that promote behavioural adaptation, such as micro-interventions focused on stress reappraisal.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"96 4","pages":"725-753"},"PeriodicalIF":6.2,"publicationDate":"2023-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41605510","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: 2