Journal of Occupational and Organizational Psychology最新文献_第2页

Every voice has its bright and dark sides: Understanding observers' reactions to coworkers' voice behaviours 每种声音都有其光明和黑暗的一面：了解观察者对同事声音行为的反应

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-11 DOI: 10.1111/joop.12546

Szu‐Han (Joanna) Lin, Shereen Fatimah, Emily C. Poulton, Cony M. Ho, D. Lance Ferris, Russell E. Johnson

{"title":"Every voice has its bright and dark sides: Understanding observers' reactions to coworkers' voice behaviours","authors":"Szu‐Han (Joanna) Lin, Shereen Fatimah, Emily C. Poulton, Cony M. Ho, D. Lance Ferris, Russell E. Johnson","doi":"10.1111/joop.12546","DOIUrl":"https://doi.org/10.1111/joop.12546","url":null,"abstract":"The majority of research on voice has focused on how employee voice influences voicers and targets of voice (e.g. supervisors and organizations). We advance theory on voice by examining how third‐party observers react to expressions of voice behavior by coworkers. Drawing from affective events theory (AET), we examine the potential benefits and detriments of coworker voice behaviours. Results from an experience sampling study and an experiment revealed that coworker voice was associated with an increase in third‐party observers' inspiration, prompting third‐party observers to engage in their own voice behaviours. Although coworker voice did not have a significant main effect on third‐party observers' distress, this relation was moderated by third‐party observers' zero‐sum beliefs. Specifically, daily coworker voice behaviour was more positively related to third‐party observers' distress when third‐party observers' zero‐sum beliefs were higher (vs. lower). Third‐party observers' distress, in turn, was associated with an increase in interpersonal deviance behaviours. Overall, our theorizing and model answer why, when and for whom the bright versus dark side of coworker voice is likely to occur for third‐party observers.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"25 1","pages":""},"PeriodicalIF":6.2,"publicationDate":"2024-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193430","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

Conquering knowledge exchange barriers with age differences: A stress appraisal perspective on the consequences of upward social comparisons 克服年龄差异带来的知识交流障碍：从压力评估的角度看向上社会比较的后果

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-30 DOI: 10.1111/joop.12545

Laura Rinker, Ulrike Fasbender, Fabiola H. Gerpott, Anne Burmeister

{"title":"Conquering knowledge exchange barriers with age differences: A stress appraisal perspective on the consequences of upward social comparisons","authors":"Laura Rinker, Ulrike Fasbender, Fabiola H. Gerpott, Anne Burmeister","doi":"10.1111/joop.12545","DOIUrl":"https://doi.org/10.1111/joop.12545","url":null,"abstract":"Knowledge exchange is crucial for organizations, but interpersonal dynamics can entail stress, affecting whether and how knowledge flows. Integrating social comparison and stress appraisal research, we propose that upward social comparison can be appraised as challenging or hindering. We suggest a dual pathway model involving an approach pathway via challenge appraisal and an avoidance pathway via hindrance appraisal with consequences on three knowledge exchange behaviours (i.e., knowledge sharing, knowledge seeking and knowledge hiding). Additionally, we examine age differences (vs. no age differences) to the comparison target as a buffer. We conducted two preregistered experimental online studies with employees (NStudy 1 = 206, NStudy 2 = 414), utilizing a 2 (social comparison; upward, lateral) × 3 (target age; younger, same‐age, older) between‐subject design. Participants received bogus task performance feedback (Study 1: cognitive ability test; Study 2: typing ability test). Both studies show that upward social comparison (but not other social comparison directions) fosters knowledge hiding via hindrance appraisal. This effect is weakened by an age difference (vs. no age difference) to the comparison target. However, our results do not support the approach pathway via challenge appraisal. Our research highlights social pitfalls in knowledge exchange and emphasizes the benefits of age differences between colleagues.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"41 1","pages":""},"PeriodicalIF":6.2,"publicationDate":"2024-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193435","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

Zooming in on the self in workplace coaching: Self‐regulation and its connection to coaching success 放大工作场所教练中的自我：自我调节及其与教练成功的关系

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-23 DOI: 10.1111/joop.12543

Christina Mühlberger, Georg Zerle, Julius Möller, Sandra Julia Diller, Siegfried Greif, Nicklas Kinder, Eva Jonas

{"title":"Zooming in on the self in workplace coaching: Self‐regulation and its connection to coaching success","authors":"Christina Mühlberger, Georg Zerle, Julius Möller, Sandra Julia Diller, Siegfried Greif, Nicklas Kinder, Eva Jonas","doi":"10.1111/joop.12543","DOIUrl":"https://doi.org/10.1111/joop.12543","url":null,"abstract":"The coachee's self is central to coaching. Yet the roles that different self‐related concepts play in coaching have been insufficiently studied. Specifically, self‐control and self‐regulation have been conflated or treated as identical concepts. Using the theory of personality systems interactions, we investigated how the development of self‐management competencies (SMCs) within coaching facilitates coaching success in two studies with professional samples. Additionally, we examined how coaches support coachees' development of these competencies. Study 1 employed a longitudinal design. Caregivers working as managers engaged in a 5‐month coaching programme. Goal attainment increased, need frustration decreased and the SMCs self‐regulation and self‐access increased, with self‐regulation predicting coachees' goal attainment. In Study 2, we conceptually replicated the finding that self‐regulation is positively related to coaching success. With a cross‐sectional design, we matched self‐reported data of 298 coachees with self‐reported data of their 75 respective coaches. In a structural equation model, we found that a strong coaching relationship reported by the coaches positively related to the SMCs reported by the coachees. Self‐regulation again showed the strongest effect on coaching success. These findings provide theoretical insights into the different effects of self‐regulation and self‐control on coaching effectiveness and suggest areas of focus for coaches.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"35 1","pages":""},"PeriodicalIF":6.2,"publicationDate":"2024-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193431","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

‘Distant but close’: Leadership behaviours, psychological distance, employee coping and effectiveness in remote work contexts 远在天边，近在眼前"：远程工作环境中的领导行为、心理距离、员工应对能力和效率

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-22 DOI: 10.1111/joop.12544

Anders Friis Marstand, Olga Epitropaki, Ilias Kapoutsis

{"title":"‘Distant but close’: Leadership behaviours, psychological distance, employee coping and effectiveness in remote work contexts","authors":"Anders Friis Marstand, Olga Epitropaki, Ilias Kapoutsis","doi":"10.1111/joop.12544","DOIUrl":"https://doi.org/10.1111/joop.12544","url":null,"abstract":"Drawing on construal level and conservation of resources theories, our paper focuses on the psychological distance employees experience from their manager in remote work contexts. We specifically examine the role of three leadership behaviours (initiating structure, consideration and vision communication) on employees' perceptions of psychological distance from their manager and the subsequent effects on employee task, emotion and avoidance coping and individual effectiveness outcomes. Using data from two independent studies (Study 1: a four‐wave time‐lagged online study of remotely working 338 participants; Study 2: a four‐wave time‐lagged study of 202 hybrid working professionals), we found that consideration and vision communication reduced employees' perceptions of psychological distance from their manager, while psychological distance decreased task coping. Support for a serial mediation model was also found, with consideration and vision communication indirectly influencing task performance and consideration indirectly influencing organizational citizenship behaviours and withdrawal behaviours via psychological distance and then via task coping. Our research results provide new insights into the role of leadership in remote work contexts and highlight the implications of psychological distance from the leader for employees' coping responses and individual effectiveness.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"163 1","pages":""},"PeriodicalIF":6.2,"publicationDate":"2024-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193432","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

Fostering intergenerational harmony: Can good quality contact between older and younger employees reduce workplace conflict? 促进代际和谐：年长员工和年轻员工之间的高质量接触能否减少工作场所冲突？

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-19 DOI: 10.1111/joop.12539

Lisbeth Drury, Ulrike Fasbender

{"title":"Fostering intergenerational harmony: Can good quality contact between older and younger employees reduce workplace conflict?","authors":"Lisbeth Drury, Ulrike Fasbender","doi":"10.1111/joop.12539","DOIUrl":"10.1111/joop.12539","url":null,"abstract":"This study examines how workplace conflict between multigenerational co-workers arises and can be reduced. Utilizing social categorization and intergroup contact theories, we hypothesized that good quality contact between older and younger employees decreases task and relationship conflict by reducing perceived age discrimination (PAD), above and beyond trust as a typical social exchange mechanism prevalent in relationships between co-workers. Furthermore, we predicted that task interdependence would exacerbate the relationships between PAD with task and relationship conflict. We applied structural equation modelling using a sample of 567 older and younger British employees to test our hypotheses while controlling for trust as an alternative mechanism. In line with our predictions, we found that good quality contact between older and younger employees reduced employees' PAD, which in turn reduced task conflict and relationship conflict (above and beyond trust as a control mechanism). The indirect effects of intergroup contact on workplace conflict via PAD were further enhanced when cross-age co-workers were highly interdependent in conducting their work tasks. Our findings suggest that organizations should create practices to improve cross-age contact in the workplace.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1789-1812"},"PeriodicalIF":4.9,"publicationDate":"2024-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12539","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193436","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

Team informational resources, information elaboration, and team innovation: Diversity mindset moderating functional diversity and boundary spanning scouting effects 团队信息资源、信息阐述与团队创新：多样性心态对功能多样性和边界跨越侦察效应的调节作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-17 DOI: 10.1111/joop.12541

Daan van Knippenberg, Jia Li, Yidong Tu

{"title":"Team informational resources, information elaboration, and team innovation: Diversity mindset moderating functional diversity and boundary spanning scouting effects","authors":"Daan van Knippenberg, Jia Li, Yidong Tu","doi":"10.1111/joop.12541","DOIUrl":"https://doi.org/10.1111/joop.12541","url":null,"abstract":"The knowledge integration perspective on team innovation holds that information elaboration – the exchange, discussion, and integration of task-relevant information and perspectives – is the core team process driving team innovation. Factors reflecting the informational resources the team can draw on through information elaboration therefore are important influences on team innovation. In this respect, team innovation research points to team functional diversity and to team boundary spanning scouting to acquire information from outside the team. Team innovation research also makes clear that informational resources (as reflected in functional diversity and boundary spanning scouting) do not guarantee team information elaboration, and that identifying moderation in this relationship is particularly valuable. Building on this state of the science, we focus on the moderating role of the team diversity mindset – members' shared understanding of the importance of information elaboration for team performance – in the relationships of team functional diversity and boundary spanning scouting with information elaboration and team innovation. A multi-wave and multi-source survey of N = 215 teams involved in knowledge work in various Chinese organizations supported our research model for team boundary spanning scouting but not for team functional diversity.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1835-1853"},"PeriodicalIF":4.9,"publicationDate":"2024-08-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142588001","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

Leader support for recovery: A multi-level approach to employee psychological detachment from work 领导支持恢复：员工心理脱离工作的多层次方法

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-15 DOI: 10.1111/joop.12538

Sabine Sonnentag, Ronit Kark, Laura Venz

{"title":"Leader support for recovery: A multi-level approach to employee psychological detachment from work","authors":"Sabine Sonnentag, Ronit Kark, Laura Venz","doi":"10.1111/joop.12538","DOIUrl":"10.1111/joop.12538","url":null,"abstract":"This research examines the role of leaders for employee recovery. We hypothesize that leader support for recovery (empathy for recovery, respect for boundaries, and role modelling) relates positively to employees' psychological detachment from work during non-work time that, in turn, predicts well-being outcomes. We argue that leader support for recovery can only be effective when the leader-member exchange (LMX) relationship quality is sufficiently high. In a series of scale-development and scale-validation studies, we demonstrated the construct and content validity of a new measure of leader support for recovery. We tested our hypotheses with diary data collected from 152 employees. Respect for boundaries was positively related to employees' psychological detachment from work during non-work time at the person level. Psychological detachment from work was positively related to low emotional exhaustion and a high morning recovery state, both at the person and the day level. LMX moderated the relationship between leader support for recovery (overall measure), empathy for recovery, and respect for boundaries on the one hand and psychological detachment on the other hand, such that the relationships became non-significant when LMX was lower. The study suggests that leaders in high-quality relationships can contribute to employee recovery – a process that helps to maintain employee well-being.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1762-1788"},"PeriodicalIF":4.9,"publicationDate":"2024-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12538","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193437","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

Within- and between-person effects of causal attributions on relationship improvement following perceived incivility 因果关系归因在人内和人际间对感知到不礼貌行为后改善人际关系的影响

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-09 DOI: 10.1111/joop.12537

Jack Carson, Jeremy Mackey, Katherine Alexander, Charn McAllister, Michael Phillipich

{"title":"Within- and between-person effects of causal attributions on relationship improvement following perceived incivility","authors":"Jack Carson, Jeremy Mackey, Katherine Alexander, Charn McAllister, Michael Phillipich","doi":"10.1111/joop.12537","DOIUrl":"10.1111/joop.12537","url":null,"abstract":"Workplace incivility research has grown considerably over recent decades. However, this stream of research still has not adequately explained targets' attributions for experienced incivility or their potential positive responses to incivility. The present study longitudinally investigates the relationship between attributions for workplace incivility and relationship improvement responses with data from 1871 person-month observations. In contrast to expectations, we found targets' beliefs that their relationship with the uncivil coworker was the cause of the incivility (i.e., relational locus of causality) were negatively related to relationship improvement behaviours. The results also indicated that this negative relationship was attenuated by belief that the target had control over the cause of incivility (i.e., internal controllability) and task interdependence at the between-person level, and by belief that the uncivil coworker had control over the cause of incivility (i.e., external controllability) at the within-person level. Direct effects analysis indicated that internal and external controllability attributions for incivility had significant positive between-person effects on relationship improvement efforts. Frequency of interaction and task interdependence were both significant positive predictors of relationship improvement efforts at both the between- and within-person levels. Implications for research and future directions are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1736-1761"},"PeriodicalIF":4.9,"publicationDate":"2024-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12537","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141921907","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

Promoting new habits at work through implementation intentions 通过实施意图促进工作中的新习惯

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-09 DOI: 10.1111/joop.12540

Nina Trenz, Nina Keith

引用次数: 0

Your coworkers can make you sick: An investigation of coworker undermining and employee health 同事会让你生病对同事破坏行为与员工健康的调查

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-06 DOI: 10.1111/joop.12536

Sandra Costa, Maria João Velez, Aníbal López

引用次数: 0