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

‘MY BOSS MAKES THE MOST OUT OF IT’: The predictive value of learning climates for employability “我的老板充分利用了它”：学习氛围对就业能力的预测价值

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-05-10 DOI: 10.1111/joop.70024

Marjolein C. J. Caniëls, Beatrice I. J. M. Van der Heijden

{"title":"‘MY BOSS MAKES THE MOST OUT OF IT’: The predictive value of learning climates for employability","authors":"Marjolein C. J. Caniëls, Beatrice I. J. M. Van der Heijden","doi":"10.1111/joop.70024","DOIUrl":"https://doi.org/10.1111/joop.70024","url":null,"abstract":"This study aims to examine to what extent the employability of followers and their managers is equally supported by organizational learning climates. Studies often assume that managers and their followers benefit equally from these climates. However, this assumption overlooks the distinct roles and positions that managers hold in comparison with their followers. Managers typically have more freedom to engage in learning activities, make decisions about their professional development and leverage organizational resources to support their growth. Consequently, they may have better positions to reap the benefits of learning climates than followers, whose roles may be constrained by organizational hierarchies. Using an actor–partner interdependence model, in a dyadic study among 205 manager-follower dyads, we investigated how three specific learning climates—appreciation, facilitation and error avoidance—relate to managers' and followers' employability. Our findings revealed that managers' employability benefits from all three climates. Contrastingly, followers' employability is enhanced only by a facilitating learning climate. These results suggest that learning climates primarily enhance managers' career potential, while followers depend more on direct facilitation to improve their employability.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-05-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70024","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143932366","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

Zooming in: Identifying fine-grained verbal dynamics that influence coachees' self-regulation statements during copreneur coaching sessions 放大：在创业者辅导课程中，识别影响教练自我调节陈述的细粒度语言动态

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-05-08 DOI: 10.1111/joop.70021

Stella M. Fingas, Christine Busch, Romana Dreyer, Nale Lehmann-Willenbrock

{"title":"Zooming in: Identifying fine-grained verbal dynamics that influence coachees' self-regulation statements during copreneur coaching sessions","authors":"Stella M. Fingas, Christine Busch, Romana Dreyer, Nale Lehmann-Willenbrock","doi":"10.1111/joop.70021","DOIUrl":"https://doi.org/10.1111/joop.70021","url":null,"abstract":"Workplace coaching can enhance the performance and well-being of coachees. To identify key psychological mechanisms that contribute to the effectiveness and most proximal outcomes of coaching, we adopt a behavioural process perspective. This study investigates verbal dynamics in workplace coaching sessions with small business owners and their partners, so-called copreneurs. Using personality systems interaction theory, we examine which verbal statements and working alliance-indicative statements and patterns elicit goal-oriented self-regulation statements from coachees—an in-session indicator of active engagement with goal achievement. We included 20 heterosexual copreneurial couples, with one to three sessions analysed per couple, yielding a total of 29 videotaped coaching sessions. Using lag sequential analysis (N = 28,603 behaviours), we showed that working alliance verbalizations did not elicit coachees' self-regulation statements. Instead, coaches' provision of support and open questions elicited female coachees' self-regulation but not male coachees' self-regulation. Furthermore, we support the active coachee notion by emphasizing the facilitative effect of coachees' verbal engagement, such as self-disclosure and problem-focused or informative statements, on self-regulation statements. These findings contribute to our theoretical understanding of the verbal mechanisms that determine the effectiveness of coaching and key factors for practice, including gender differences and the importance of an active coachee.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70021","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143919660","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

A dual-path model of observers' responses to customer incivility: An attribution lens 观察者对顾客不文明行为反应的双路径模型：一个归因镜头

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-04-11 DOI: 10.1111/joop.70022

Jingyou Zhao, Mingyan Han, Bingchao Zhang, Niantao Jiao

{"title":"A dual-path model of observers' responses to customer incivility: An attribution lens","authors":"Jingyou Zhao, Mingyan Han, Bingchao Zhang, Niantao Jiao","doi":"10.1111/joop.70022","DOIUrl":"https://doi.org/10.1111/joop.70022","url":null,"abstract":"To date, empirical studies of customer incivility have primarily focused on exploring the negative reactions of victims. We shift the predominant focus from victims to observers (coworkers of the victims) and establish a link between customer incivility and observers' service performance. According to attribution theory, we propose that customer incivility could exert differential effects on observers' service performance, which depend on observers' blame attribution. Specifically, when observers make employee-directed blame attribution, customer incivility is more likely to trigger observers' self-reflection, which in turn increases their service performance. Conversely, when observers make customer-directed blame attribution, customer incivility is more likely to evoke observers' moral anger, which in turn decreases their service performance. The scenario experimental design (Study 1) and time-lagged survey design (Study 2) provide support for our hypotheses. By developing a dialectical framework that integrates opposing attributional pathways, this study advances the customer incivility literature and provides insightful implications to service managers.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143822315","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

Cognitive reappraisal emotion regulation interventions in the workplace and their impact on job performance: An ecological momentary intervention approach 工作场所认知重评情绪调节干预及其对工作绩效的影响：一种生态瞬时干预方法

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-04-04 DOI: 10.1111/joop.70020

Ze Zhu, John A. Aitken, JeongJin Kim, Julia I. Baines, Seth A. Kaplan, Reeshad S. Dalal, Jordan Hassani

{"title":"Cognitive reappraisal emotion regulation interventions in the workplace and their impact on job performance: An ecological momentary intervention approach","authors":"Ze Zhu, John A. Aitken, JeongJin Kim, Julia I. Baines, Seth A. Kaplan, Reeshad S. Dalal, Jordan Hassani","doi":"10.1111/joop.70020","DOIUrl":"https://doi.org/10.1111/joop.70020","url":null,"abstract":"Emotion regulation at work is important; however, effective emotion regulation is difficult, necessitating timely intervention. We developed an ecological momentary emotion regulation intervention that incorporated two cognitive reappraisal strategies. Using a randomized controlled trial design, we assessed the impact of the cognitive reappraisal intervention on employees' workplace affective experiences and, in turn, counterproductive work behaviour (CWB) and overall job performance. Participants in the between-person intervention and control groups (N = 88 and N = 88, respectively) completed two cognitive reappraisal or control activities daily for three workweeks and reported on their daily work outcomes. Results revealed that the cognitive reappraisal intervention significantly mitigated negative affect and enhanced positive affect, which in turn reduced CWB and improved overall job performance, respectively. Furthermore, a follow-up 1 month after the end of the intervention revealed no “fade out” of the intervention effect. Finally, among the two cognitive reappraisal strategies tested, results revealed that reappraising the situation was more effective than reappraising the emotion. Substantively, the study provides valuable evidence linking reappraisal-based emotion regulation interventions to sustained improvements in job performance. Methodologically, the study provides a causal yet in situ demonstration of the effectiveness of workplace ecological momentary interventions.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 2","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-04-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70020","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143778417","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

Editorial Acknowledgement 社论承认

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-03-26 DOI: 10.1111/joop.12564

引用次数: 0

Blessing or curse? When and why stretch goal promotes and inhibits employee job progression 祝福还是诅咒？何时以及为什么弹性目标会促进或阻碍员工的工作进展

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-03-24 DOI: 10.1111/joop.70019

Yujie Shi, Jih-Yu Mao, Jiang Xu

{"title":"Blessing or curse? When and why stretch goal promotes and inhibits employee job progression","authors":"Yujie Shi, Jih-Yu Mao, Jiang Xu","doi":"10.1111/joop.70019","DOIUrl":"https://doi.org/10.1111/joop.70019","url":null,"abstract":"Although leaders in organizations may set stretch goals (i.e., extremely difficult goals that seem unattainable given employees' current capabilities) to motivate employee development, the extreme difficulty of such goals may also demotivate them. Understanding when stretch goals may foster rather than hinder employee development is critical. By exploring the contingent role of leader goal support, this research delves into the motivational and demotivational effects of stretch goals. The results of an experimental study and a multi-wave field study suggest that employees are more likely to appraise stretch goals as challenges when leader goal support is higher, and more likely to appraise stretch goals as hindrances when leader goal support is lower. Challenge and hindrance appraisals, subsequently, lead to proactive skill development and withdrawal behaviour, respectively. That stretch goals were more directly related to hindrance than challenge appraisals in both studies should caution leaders in organizations against using stretch goals often. When stretch goals are used, they should be complemented with high leader goal support.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143689883","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

Sustaining employees thriving at work through polychronicity and work engagement: The unintended (negative) consequence of training 通过多工性和工作投入来维持员工在工作中的蓬勃发展：培训的意外（负面）后果

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-03-13 DOI: 10.1111/joop.70017

Michael Asiedu Gyensare, Gbemisola Soetan, Chidiebere Ogbonnaya, Joan-Ark Agyapong, Hamid Roodbari

{"title":"Sustaining employees thriving at work through polychronicity and work engagement: The unintended (negative) consequence of training","authors":"Michael Asiedu Gyensare, Gbemisola Soetan, Chidiebere Ogbonnaya, Joan-Ark Agyapong, Hamid Roodbari","doi":"10.1111/joop.70017","DOIUrl":"https://doi.org/10.1111/joop.70017","url":null,"abstract":"Research on thriving has garnered significant scholarly attention. Yet, knowledge is lacking on the role that polychronicity plays in leveraging the hard work and dedication of frontline employees to acquire and utilize new knowledge and skill sets needed to thrive at work, and the condition under which this is expected to occur. We draw on the socially embedded model of thriving to examine how frontline employees' polychronic proclivities elicit their thriving at work (i.e. learning) through work engagement mechanism and the boundary condition of the unintended (negative) consequence of training. We examine our hypotheses based on a unique multi-wave and multi-source data from 261 frontline hotel employees and their colleagues in 10 four-star hotels in Ghana. Results indicate polychronicity's direct and indirect (via work engagement) effect on the learning facet of thriving at work. The strength of the direct effect of polychronicity on work engagement is offset and the indirect effect is attenuated by the unintended (negative) effect of the training frontline employees receive from their hotel organizations. Implications for theory and practice are discussed, with limitations and several suggestions made for future research endeavours.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70017","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143622625","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

Working lives with dementia: A digital futures perspective 与痴呆症相伴的职场生活：数字化未来视角

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-03-12 DOI: 10.1111/joop.70015

James Rupert Fletcher, Olivia Brown

{"title":"Working lives with dementia: A digital futures perspective","authors":"James Rupert Fletcher, Olivia Brown","doi":"10.1111/joop.70015","DOIUrl":"https://doi.org/10.1111/joop.70015","url":null,"abstract":"Ageing populations have often been stereotyped as inherently technologically illiterate, exacerbating concerns that older workers suffer diminished occupational proficiency in later life, especially as working life becomes increasingly digitalized. This presumed incompatibility with work is especially true of older people with dementia. Research on extending working lives has largely ignored people with dementia, instead focussing more broadly on ageing populations. This oversight propagates the misassumption that a dementia diagnosis inevitably necessitates unemployment. We propose a new digital futures perspective, wherein digitalization extends and enhances the working lives of people with dementia, complementing and enhancing employee abilities, by optimizing person–environment fit. To do so, we combine conceptual insights from disability studies, arguing that cognitive impairments become disabling in unsupportive contexts, and dementia studies, advocating coproductive praxis whereby workers with dementia are centred in organizational disability strategy. Coproduction can resist digital ageism, wherein older people are commonly excluded from decision-making and development based on misleading social stereotypes. We then exemplify how digital technologies such as voice-command and LLMs can optimize environments to both extend and enhance the working lives of older adults with cognitive impairment. We also advocate greater research in this area that meaningfully includes people with dementia throughout.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70015","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143602500","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

Being LGBT and being an authentic leader: Contextualizing the experience of authentic leadership 作为LGBT和成为一个真正的领导者：真实领导的背景经验

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-03-05 DOI: 10.1111/joop.70018

Luke Fletcher, Shaun Pichler, Lakshmi Chandrasekaran

{"title":"Being LGBT and being an authentic leader: Contextualizing the experience of authentic leadership","authors":"Luke Fletcher, Shaun Pichler, Lakshmi Chandrasekaran","doi":"10.1111/joop.70018","DOIUrl":"https://doi.org/10.1111/joop.70018","url":null,"abstract":"The extant literature on authentic leadership (AL) has neglected to consider how the experience of AL may be particularly challenging for minoritized leaders. This research advances knowledge by contextualizing AL for lesbian, gay, bisexual and transgender (LGBT) leaders who represent a unique minoritized group. Using qualitative data from 23 LGBT individuals in various leadership positions, we examine, via an abductive approach, how they try to enact AL within their role. Our first contribution, developed through template analysis, is that we enhance knowledge about the challenges and opportunities that AL presents for LGBT leaders. Our second contribution is that we build upon our template to create a new framework that advances a contextualized understanding of AL for LGBT leaders. In doing so, we introduce three theoretical propositions and identify important avenues for future research that further explore how context shapes AL behaviour, how AL is subjectively interpreted and experienced by leaders themselves, as well as in how AL scholarship can better consider issues around inclusion. Our results highlight the importance of organizations in helping LGBT leaders manage the unique challenges they experience with AL, such as through tailored leadership development and a positive diversity climate.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70018","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143554383","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

Leading with paradox: Promoting self-leadership and positive work behaviours through leader-member exchange 悖论式领导：通过领导与成员的交流促进自我领导和积极的工作行为

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-02-19 DOI: 10.1111/joop.70013

Nurul Liyana Mohd Kamil, Kai Zhao, Wan Noor Azreen Wan Mohamad Nordin, Mohd Awang Idris

{"title":"Leading with paradox: Promoting self-leadership and positive work behaviours through leader-member exchange","authors":"Nurul Liyana Mohd Kamil, Kai Zhao, Wan Noor Azreen Wan Mohamad Nordin, Mohd Awang Idris","doi":"10.1111/joop.70013","DOIUrl":"https://doi.org/10.1111/joop.70013","url":null,"abstract":"This study investigates the role of self-leadership in mediating the relationship between paradoxical leadership and innovative work behaviour, with emphasis on the moderating impacts of leader-member exchange (LMX). Study 1 featured 307 service industry employees in a 6-month longitudinal survey, whereas Study 2 included 288 employees in an experimental design. The results indicate that paradoxical leadership significantly enhances innovation by balancing directive and empowering behaviours, with self-leadership and high-quality LMX relationships serving as critical mediators and moderators. Employees demonstrate higher innovation levels when they feel empowered and supported by their leaders. Empowering leaders with paradoxical skills and nurturing strong LMX relationships can spark innovation, boost employee creativity, and fuel a competitive advantage. This study adds compelling empirical support to the leadership and innovation literature regarding the transformative impact of combining seemingly contradictory leadership behaviours to foster an innovative and dynamic organizational culture.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143446946","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