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

Silence hurts more among the entitled: Psychological entitlement amplifies the costs of workplace silence 有权利的人沉默伤害更大：心理权利放大了工作场所沉默的成本

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-28 DOI: 10.1111/joop.70151

Wei-Gang Tang, Christian Vandenberghe

{"title":"Silence hurts more among the entitled: Psychological entitlement amplifies the costs of workplace silence","authors":"Wei-Gang Tang, Christian Vandenberghe","doi":"10.1111/joop.70151","DOIUrl":"https://doi.org/10.1111/joop.70151","url":null,"abstract":"Workplace silence has generally been studied from a social exchange perspective as a response to negative initiating actions. However, social exchange relationships involve ongoing transactional chains in which a given response may also serve as a new initiating event. Building on this perspective, we examine how a specific form of silence, supervisor-directed improvement-oriented (SDIO) silence, can function as a negatively valenced initiating event that carries forward into later employee responses. We specifically propose that SDIO silence undermines employees' felt responsibility for contribution, which in turn weakens positive, active social exchange responses. We argue that this process is stronger among employees high in psychological entitlement. Using a multi-wave, multi-source study of public sector employees (N = 422), we find that SDIO silence reduces felt responsibility, which in turn weakens affective commitment, emotional job engagement, and promotive voice, and that these adverse effects are stronger for employees high in psychological entitlement. We discuss the implications of these findings for theory and practice.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 3","pages":""},"PeriodicalIF":4.8,"publicationDate":"2026-07-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70151","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148616142","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 and when remote workdays impact employee daily social need fulfilment 远程工作日如何以及何时影响员工的日常社会需求满足

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-25 DOI: 10.1111/joop.70150

Vera M. Schweitzer, Anne Burmeister, Laura Venz, Fabiola H. Gerpott, Ulrike Fasbender, Yixuan Li

{"title":"How and when remote workdays impact employee daily social need fulfilment","authors":"Vera M. Schweitzer, Anne Burmeister, Laura Venz, Fabiola H. Gerpott, Ulrike Fasbender, Yixuan Li","doi":"10.1111/joop.70150","DOIUrl":"https://doi.org/10.1111/joop.70150","url":null,"abstract":"Hybrid working, as a now-common flexible work arrangement, transforms how employees connect with each other and requires updated theorizing to understand its social implications. Grounded in interaction ritual theory, we examined how and when remote (vs. onsite) workdays impact employees' social need fulfilment, namely, coworkers making employees feel that they belong and that their uniqueness is valued. We propose that remote (vs. onsite) workdays distance employees from basic, natural and potentially energizing interaction rituals such as coworker small talk, with negative consequences for employees' fulfilment of uniqueness and belongingness needs at work. We further argue that organizations and their members can mitigate the negative social effects of remote (vs. onsite) workdays by implementing social virtual meeting rituals that serve relevant psycho-social functions for mutual attunement with coworkers. Two experience sampling studies found support for our theorizing. Remote (vs. onsite) workdays had negative indirect effects on employees' uniqueness and belongingness at work via coworker small talk and relational energy. The negative indirect effect was buffered by social virtual meeting rituals—a contextual feature of virtual communication. Our research adds a psycho-social lens to hybrid work research and sheds light on how organizations can foster inclusion by fulfilling employees' social needs.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 3","pages":""},"PeriodicalIF":4.8,"publicationDate":"2026-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70150","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148616105","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

More hats than hours? Examining the associations between role sequence patterns, well-being, demographics and work-related characteristics across two countries 帽子比工作时间还多？研究两个国家角色序列模式、幸福感、人口统计和工作相关特征之间的关系

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-23 DOI: 10.1111/joop.70146

Herman Yosef Paryono, Thomas Arend de Vries, Jessica de Bloom, Hendrik Johan van de Brake

{"title":"More hats than hours? Examining the associations between role sequence patterns, well-being, demographics and work-related characteristics across two countries","authors":"Herman Yosef Paryono, Thomas Arend de Vries, Jessica de Bloom, Hendrik Johan van de Brake","doi":"10.1111/joop.70146","DOIUrl":"https://doi.org/10.1111/joop.70146","url":null,"abstract":"Work-nonwork role transitions are known to affect well-being, yet most research has examined these transitions as isolated events. We adopted a temporal structure perspective to examine common patterns of daily role transitions using sequence analysis based on the order, duration, timing and frequency of role engagement. Study 1 (UK Time Use Survey data, N = 1036) identified three common sequences: Conventional Workers (traditional 9-to-5 structure), Blenders (more integrated role transitions) and Work-First Schedulers (early and extended work activities). Blenders reported lower general mental health than Conventional Workers. Study 2 (US Time Use Survey data, N = 1186) again identified Conventional Workers and Blenders. Instead of Work-First Schedulers, we identified Evening Workers, who start work late and extend work activities into the (late) evening. Evening Workers reported lower meaningfulness and greater sadness than Conventional Workers. Our findings reveal both cross-national consistency and context-specific variation in daily role sequences. The presence of shared patterns across samples underscores common rhythms in work-nonwork role engagement. Meanwhile, the emergence of unique context-specific patterns appears to stem from differences in occupational characteristics, industry contexts and pandemic timing. Our study advances micro-role transitions research by capturing the unfolding nature of daily roles and their implications for well-being.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 3","pages":""},"PeriodicalIF":4.8,"publicationDate":"2026-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70146","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148615564","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

Heading home: The role of commute duration and strain in role transition and recovery 回家：通勤时间和压力在角色转换和恢复中的作用

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-21 DOI: 10.1111/joop.70147

Matthew M. Piszczek, Kristie McAlpine

{"title":"Heading home: The role of commute duration and strain in role transition and recovery","authors":"Matthew M. Piszczek, Kristie McAlpine","doi":"10.1111/joop.70147","DOIUrl":"https://doi.org/10.1111/joop.70147","url":null,"abstract":"Commuting is an inescapable part of working for most employees and is often seen as a burdensome and stressful chore. However, boundary theory suggests that commutes play an important part in the transition between work and family domains and facilitating opportunities for psychological recovery after work. Using daily surveys of 80 car commuters representing 356 evening commutes, we examine the link between commute characteristics (duration and strain) and transition and recovery processes (detachment and relaxation) during the work-to-home commute. We also examine whether boundary management preferences shape one's susceptibility to daily variations in commute characteristics. We further link these commute transition and recovery processes to emotional exhaustion at the end of the commute. Results show that daily commute characteristics predict whether individuals engage in role transition and experience recovery during the work-to-home commute, which in turn predict post-commute emotional exhaustion, but that individual differences in boundary management preferences shape the relationship between commute characteristics and transition and recovery experiences during the commute.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 3","pages":""},"PeriodicalIF":4.8,"publicationDate":"2026-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148615483","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

Well-being labour: How surveillance architecture converts organizational well-being programmes into a source of harm 福利劳动：监督架构如何将组织福利计划转化为危害之源

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-18 DOI: 10.1111/joop.70149

Pankaj C. Patel, Yasin Rofcanin, Rifat Kamasak, Maksim Belitski

{"title":"Well-being labour: How surveillance architecture converts organizational well-being programmes into a source of harm","authors":"Pankaj C. Patel, Yasin Rofcanin, Rifat Kamasak, Maksim Belitski","doi":"10.1111/joop.70149","DOIUrl":"https://doi.org/10.1111/joop.70149","url":null,"abstract":"Despite significant corporate investment, workplace well-being interventions show no significant benefit, and some leave participants worse off than non-participants. Existing theoretical accounts explain why programmes fail; none predict why they sometimes actively harm. We introduce wellbeing labor, the cognitive and emotional effort expended performing, displaying, or reporting psychological well-being for organizational audiences and data systems under structural compulsion rather than authentic generation. We develop a two-stage mechanism linking mandatory well-being programmes and individual-level surveillance to degraded authentic flourishing. Stage 1 establishes that surveillance converts well-being participation from autonomously motivated to externally regulated. Stage 2, the paper's core contribution, argues that chronic behavioural inauthenticity under institutionally instrumentalized surveillance corrupts the psychological substrate of authentic flourishing across both organizational and personal contexts, resisting recovery through resource restoration alone. Four propositions derive from this mechanism, culminating in the central claim: Well-being programmes produce positive outcomes under low surveillance and null or negative outcomes under high surveillance. Theoretical contributions, intervention implications and the ethics of organizational well-being monitoring are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 3","pages":""},"PeriodicalIF":4.8,"publicationDate":"2026-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70149","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148467604","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

Staying silent for your workplace friends? The association between workplace friendship and silence motives and the mediating role of social expectations 为你的职场朋友保持沉默？职场友谊与沉默动机的关系及社会期望的中介作用

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-14 DOI: 10.1111/joop.70143

Sophia Humps, Nina M. Junker

{"title":"Staying silent for your workplace friends? The association between workplace friendship and silence motives and the mediating role of social expectations","authors":"Sophia Humps, Nina M. Junker","doi":"10.1111/joop.70143","DOIUrl":"https://doi.org/10.1111/joop.70143","url":null,"abstract":"Workplace friendships foster open communication, yet can create dilemmas for employees who consider speaking up or remaining silent regarding workplace issues. Adopting a boundary theory lens, this article examines how friendship in work teams and toward specific team members relates to lateral silence motives (i.e., reasons for remaining silent toward someone at the same hierarchical level). This approach acknowledges the multiplexity of workplace friendships, integrating the roles of employee and friend. We propose that blurring these roles relates to silence motives by affecting the social expectations individuals have toward themselves in relation to their team members. We tested our hypotheses in two studies among UK employees working in small teams. Specifically, we examined the relationship between workplace friendship and lateral silence in a two-wave time-lagged study (Study 1, N = 448), and partially replicated these results and tested social expectations as a mediator in a three-wave time-lagged study toward individual team members (Study 2, N = 208). Workplace friendship was negatively associated with acquiescent and opportunistic silence in both studies, but was positively associated with prosocial silence and negatively with quiescent silence in Study 2. Friendship-related social expectations mediated these associations in Study 2 (except for quiescent silence), indicating that workplace friendships may be a double-edged sword.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 3","pages":""},"PeriodicalIF":4.8,"publicationDate":"2026-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148467397","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 burden of being good: Exploring the sources and implications of citizenship pressure 做好人的负担：探索公民压力的来源和影响

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-11 DOI: 10.1111/joop.70144

Junyoung Hong, Steve M. Jex

{"title":"The burden of being good: Exploring the sources and implications of citizenship pressure","authors":"Junyoung Hong, Steve M. Jex","doi":"10.1111/joop.70144","DOIUrl":"https://doi.org/10.1111/joop.70144","url":null,"abstract":"This research investigates citizenship pressure, defined as the perception of pressure to perform organizational citizenship behaviour (OCB), by examining its sources, outcomes and mechanisms. Study 1 surveyed employees to test how supervisor and coworker OCB demands, along with personality traits (conscientiousness and agreeableness), predict citizenship pressure at the between-person level. Although personality traits showed no direct effects, they moderated how individuals responded to interpersonal demands. As for outcomes, citizenship pressure was positively related to both OCB and withdrawal, underscoring its dual implications. Study 2 extended the model at the within-person level using a five-day daily diary design, revealing a cross-level interaction in which agreeableness amplified the daily effect of supervisory demands. Across both studies, citizenship pressure mediated the link between OCB demands and behavioural outcomes. Overall, this research highlights citizenship pressure as a dynamic construct shaped by contextual demands and personal dispositions that leads to positive organizational contributions yet also increases strain-based outcomes. These findings underscore the need for organizations to manage informal expectations carefully, ensuring that extra-role encouragement does not inadvertently trigger disengagement or strain.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 3","pages":""},"PeriodicalIF":4.8,"publicationDate":"2026-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148466990","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

Transformational leadership and chronic pain at work: Psychological pathways to reduced pain interference 变革型领导与工作中的慢性疼痛：减少疼痛干扰的心理途径

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-11 DOI: 10.1111/joop.70148

Duygu Gulseren, Firat K. Sayin, Nick Turner, E. Kevin Kelloway

{"title":"Transformational leadership and chronic pain at work: Psychological pathways to reduced pain interference","authors":"Duygu Gulseren, Firat K. Sayin, Nick Turner, E. Kevin Kelloway","doi":"10.1111/joop.70148","DOIUrl":"https://doi.org/10.1111/joop.70148","url":null,"abstract":"Drawing on the Thriving through Relationships model, we examine transformational leadership as a relational job resource that may help employees with chronic pain manage pain-related work interference by fostering positive psychological well-being. We conceptualize chronic pain as a persistent adversity and examine pain intensity as a boundary condition that may constrain the benefits of leadership-supported psychological resources. Using three-wave longitudinal data from 195 employees with chronic pain, we found that transformational leadership was indirectly associated with lower subsequent pain interference through positive psychological well-being. This indirect effect was significant at low and moderate levels of pain intensity, but non-significant at high levels. These findings suggest that transformational leadership may support employees' capacity to manage pain interference by fostering positive psychological well-being, but that this pathway is attenuated when pain intensity is high. More broadly, the study identifies adversity load as a condition that may shape when relational job resources translate into improved functioning.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 3","pages":""},"PeriodicalIF":4.8,"publicationDate":"2026-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70148","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148466991","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

Threatened competence but strengthened relatedness: The relationship between receiving help and proactive behaviour 能力受到威胁，但关系得到加强：接受帮助与主动行为之间的关系

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-09 DOI: 10.1111/joop.70145

Yuan-Fang Zhan, Ying Xia, Li-Rong Long

引用次数: 0

Coping with inauthenticity: A social interaction perspective linking daily surface acting with deliberate drinking after work 应对不真实：一个将日常表面表演与下班后故意饮酒联系起来的社会互动视角

IF 4.8 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-07-07 DOI: 10.1111/joop.70134

Nai-Wen Chi, Gordon M. Sayre, Yin Yee Wong, Ke-Li Li

{"title":"Coping with inauthenticity: A social interaction perspective linking daily surface acting with deliberate drinking after work","authors":"Nai-Wen Chi, Gordon M. Sayre, Yin Yee Wong, Ke-Li Li","doi":"10.1111/joop.70134","DOIUrl":"https://doi.org/10.1111/joop.70134","url":null,"abstract":"Alcohol use is costly for individual health and organizational competitiveness and is prevalent in jobs where employees regulate their emotions. While this suggests a link between emotional labour and alcohol consumption, prior work adopting a self-control lens has found mixed results. We clarify this relationship by considering drinking not only as a failure of self-control but also as a motivational strategy to cope with unpleasant feelings. Specifically, we integrate the social interaction model and the motivational model of alcohol use to propose that daily surface acting predicts greater felt inauthenticity by employees. Employees who feel inauthentic will be motivated to drink more as a means of coping with this negative internal state. This should be especially true when they hold positive beliefs about the tension–reduction capabilities of alcohol. We test our model across two experience sampling studies of customer service workers, examining our proposed mediators while also controlling for depletion as an alternative mechanism. Results confirm our hypotheses and highlight the importance of considering the underlying motivations for why people drink. These findings also advance the emotional labour literature by pointing to inauthenticity as an important but often ignored social mechanism connecting surface acting with a critical health behaviour.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 3","pages":""},"PeriodicalIF":4.8,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70134","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148462758","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