Journal of Occupational and Organizational Psychology最新文献_第3页

Why and when servant leadership spurs followers to speak up: A conservation of resources perspective

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-11-20 DOI: 10.1111/joop.12561

Xiaoshuang Lin, Chia-Huei Wu, Giles Hirst, (George) Zhen Xiong Chen, Jinyun Duan

{"title":"Why and when servant leadership spurs followers to speak up: A conservation of resources perspective","authors":"Xiaoshuang Lin, Chia-Huei Wu, Giles Hirst, (George) Zhen Xiong Chen, Jinyun Duan","doi":"10.1111/joop.12561","DOIUrl":"https://doi.org/10.1111/joop.12561","url":null,"abstract":"Servant leadership has been found to motivate followers to express constructive voice, but why is this the case? Studies so far have identified a ‘can do’ mechanism that enables followers to speak up and a ‘reason to’ mechanism that promote their willingness to do so. Nevertheless, these mechanisms have not considered the role of servant leadership in energizing both leaders and followers, which facilitates followers' constructive voice through an ‘energized to’ mechanism. This study aims to unpack the ‘energized to’ mechanism to understand how and when servant leadership can motivate followers' constructive voice. Drawing from conservation of resources theory, we propose that servant leadership can contribute to both leaders' and followers' energy, particularly among leaders with higher self-regulation ability. In turn, elevated energy levels in leaders and followers will promote followers' constructive voice. To test these hypotheses, we conducted a time-lagged supervisor–subordinate matched survey. Results show that servant leadership increases both leaders and followers' energy and then followers' constructive voice, but this effect is observed only among leaders with high self-regulation ability. This research offers new insights into how and when servant leadership not only energizes followers but also benefits the leaders themselves.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143117504","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

Political skill and informal leader emergence: The role of relationships, competence and outcome interdependence

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-11-13 DOI: 10.1111/joop.12560

Shengming Liu, James K. Summers, Ning Guo, Xiaoxuan Li, Hui Wang

{"title":"Political skill and informal leader emergence: The role of relationships, competence and outcome interdependence","authors":"Shengming Liu, James K. Summers, Ning Guo, Xiaoxuan Li, Hui Wang","doi":"10.1111/joop.12560","DOIUrl":"https://doi.org/10.1111/joop.12560","url":null,"abstract":"Political skill facilitates political influence, enabling individuals to distinguish themselves within an organization. The influence of political skill operates through three primary processes: interpersonal, behavioural and intrapsychic. These processes provide a comprehensive understanding of how political skill functions within an organizational context. According to political influence theory, we propose that political skill can promote informal leader emergence through its interpersonal process, which enhances team member relationship quality, and its behavioural process, which demonstrates peer-perceived competence. Furthermore, by integrating political influence theory with social interdependence theory, we identify outcome interdependence as a mechanism that elicits intrapsychic processes, specifically as a moderator that influences the indirect effect of political skill on informal leader emergence. Results from two multi-wave, multi-sourced studies provide empirical support for the notion that political skill encourages employees to emerge as informal leaders within a team by increasing team member relationship quality and peer-perceived competence. Additionally, outcome interdependence amplifies the indirect and positive effects of political skill on informal leader emergence. Theoretical and practical implications of these findings are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143114941","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

Adolescent dating violence and leader role occupancy

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-11-11 DOI: 10.1111/joop.12558

Anika E. Cloutier, Julian Barling

{"title":"Adolescent dating violence and leader role occupancy","authors":"Anika E. Cloutier, Julian Barling","doi":"10.1111/joop.12558","DOIUrl":"https://doi.org/10.1111/joop.12558","url":null,"abstract":"Who becomes a leader is of considerable importance to employees, organizations and society. Recently, researchers have considered whether early life events outside of the workplace affect who occupies leadership roles within organizations. Informed by the lifespan approach to leadership, and the work–home resources model, we investigate whether violence in adolescent dating relationships is associated with leader role occupancy in adulthood. We hypothesize that experiencing psychological aggression and physical violence indirectly lowers the likelihood of occupying a leadership role through depressive symptoms. Moreover, we hypothesize that the indirect effects will be weaker when parent–adolescent relationship quality is higher, when adolescents come from higher household incomes, and stronger for women. Drawing on four waves of ADD Health, results showed that experiencing early psychological aggression in dating relationships increased depressive symptoms, hindering leader role occupancy; however, this effect was buffered by income, and stronger for women. Experiencing physical violence exerted indirect negative effects on leader role occupancy via depressive symptoms, regardless of parent–adolescent relationship quality, income or gender. There were no direct effects of aggression or violence on leader role occupancy. Our findings suggest that early personal relationships can impact young adult's mental health, which in turn can influence leadership outcomes into adulthood.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12558","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143114137","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 examination of the link between interest incongruence and employee cyberloafing from an ego depletion perspective

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-11-07 DOI: 10.1111/joop.12559

Qingxiong Weng, Lixin Chen, Anastasiia Popelnukha, Xiujuan Wang

{"title":"An examination of the link between interest incongruence and employee cyberloafing from an ego depletion perspective","authors":"Qingxiong Weng, Lixin Chen, Anastasiia Popelnukha, Xiujuan Wang","doi":"10.1111/joop.12559","DOIUrl":"https://doi.org/10.1111/joop.12559","url":null,"abstract":"Since cyberloafing has become prevalent across organizations, scholars have increasingly focused on exploring its antecedents. Based on ego depletion theory, we explore how and when interest incongruence, a particular type of person-environment misfit, influences employee cyberloafing behaviours. Using three-wave survey data of a sample from 443 Chinese employees, we found that interest incongruence is associated with ego depletion, leading to employee cyberloafing. Furthermore, our results demonstrated the moderating roles of trait self-control and moral identity internalization in the interest incongruence-ego depletion-cyberloafing link at different stages. Specifically, trait self-control mitigated the effect of interest incongruence on ego depletion and the indirect effect of interest incongruence on cyberloafing via ego depletion. Moral identity internalization mitigated the effect of ego depletion on cyberloafing and the indirect effect of interest incongruence on cyberloafing via ego depletion. These findings suggest that employee cyberloafing is not only an immoral issue but also a behaviour affected by employees' self-regulatory resources.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143112969","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

Gender quotas influence the appointment of women to precarious leadership positions: A signalling approach

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-11-04 DOI: 10.1111/joop.12557

Meir Shemla, Anika Ihmels, Juergen Wegge

{"title":"Gender quotas influence the appointment of women to precarious leadership positions: A signalling approach","authors":"Meir Shemla, Anika Ihmels, Juergen Wegge","doi":"10.1111/joop.12557","DOIUrl":"https://doi.org/10.1111/joop.12557","url":null,"abstract":"In this research we address the ongoing debate about the existence of the glass-cliff phenomenon by investigating boundary conditions and mechanisms influencing its persistence and decline. Drawing on signalling theory, we hypothesize that the glass-cliff's presence fluctuates with the clarity of signals associated with appointing women board members at various stages of quota policy implementation. In Study 1, we analyzed a dataset of 258 board appointments in German-listed companies from 2003 to 2020. We found that women executives were more likely to be appointed following periods of declining performance during Stage 1 (pre-quota announcement) and Stage 3 (post-quota enforcement), but not in Stage 2 (post-announcement, pre-enforcement). In Study 2, an experiment with 476 respondents, we tested for changes in signal clarity as an underlying mechanism. Results indicate that signal clarity associated with appointing women following performance decline is influenced by quota policies. Signal clarity was highest during stages 1 and 3, but diminished in Stage 2. These findings support the signalling explanation for the glass-cliff, highlighting that its occurrence is influenced by country-level policies and emphasizing that the symbolic value of appointing women to board positions as indicators of change depends on the clarity of these signals.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12557","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143111891","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

Sparking or smothering darkness: Motivational climates influence the leader grandiose narcissism–follower trust relation via leader self-serving behaviour

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-23 DOI: 10.1111/joop.12555

Susanne Braun, Ed Sleebos, Leah L. Zou, Barbara M. Wisse

{"title":"Sparking or smothering darkness: Motivational climates influence the leader grandiose narcissism–follower trust relation via leader self-serving behaviour","authors":"Susanne Braun, Ed Sleebos, Leah L. Zou, Barbara M. Wisse","doi":"10.1111/joop.12555","DOIUrl":"https://doi.org/10.1111/joop.12555","url":null,"abstract":"Research suggests that the effects of leader narcissism can be complex and context dependent, causing a lack of clarity about the conditions under which leader narcissism affects follower perceptions. We posit that the organizational climate plays an important moderating role in the relationships between leader narcissism, leader self-serving behaviour and follower trust. Based on trait activation theory, we argue that organizational-level cues can spark or smother narcissistic leaders' self-serving behaviour with downstream consequences for followers' trust. Our focus lies on motivational climates in organizations, encompassing both performance climate and mastery climate, as providers of trait-relevant cues. A multilevel and multisource survey of 546 leaders and 1718 followers supports the hypothesized relationships. We find a negative effect of leader narcissism on trust in the leader via leader self-serving behaviour when the performance climate is high (vs. low). We also find a negative effect of leader narcissism on trust in the leader via leader self-serving behaviour when the mastery climate is low (vs. high). We discuss how leader self-serving behaviour as a quintessential behavioural expression of leader narcissism is sensitive to specific cues from the organizational context, how motivational climates help to inform the understanding of leader narcissism, and the practical implications.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12555","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143118534","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

Unpacking leader critical thinking in employee voice quality and silence frequency

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-18 DOI: 10.1111/joop.12554

Jing Jiang, Yaping Gong, Yanan Dong, Yi Han, Yu Qin

{"title":"Unpacking leader critical thinking in employee voice quality and silence frequency","authors":"Jing Jiang, Yaping Gong, Yanan Dong, Yi Han, Yu Qin","doi":"10.1111/joop.12554","DOIUrl":"https://doi.org/10.1111/joop.12554","url":null,"abstract":"Previous research has predominantly examined either voice quantity or quality. We know little about the potential tradeoff between voice quantity and quality and the role of leaders in this tradeoff. This study focused on the dual aspects of voice, examining how and when the same leader attribute facilitates (inhibits) one aspect of voice, but does not facilitate (inhibit) or even hamper (facilitate) the other aspect. Specifically, we proposed that leader critical thinking stimulates the formation of employees' implicit voice theory of the need for solid data or solutions (IVT-SDS) before one speaks up. This belief boosts the quality of employee voice especially when voice efficacy is high, but increases the frequency of employee silence especially when voice efficacy is low. In Study 1a, we experimentally tested the relationship between leader critical thinking and employees' IVT-SDS. In Study 1b, we experimentally examined the interactive effect of employees' IVT-SDS and their voice efficacy on both their voice quality and silence frequency. In Study 2, a multilevel, multi-wave and multi-source field study, we tested the entire research model. The results supported our hypotheses. We extend the research on leadership and voice by revealing a potential tradeoff between voice quality and quantity.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143116259","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

Identity work responses to workplace stigmatization: Power positions, authenticity, religious coping and religious accommodation for skilled practising Muslim professionals

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-15 DOI: 10.1111/joop.12553

Rami Al-Sharif

{"title":"Identity work responses to workplace stigmatization: Power positions, authenticity, religious coping and religious accommodation for skilled practising Muslim professionals","authors":"Rami Al-Sharif","doi":"10.1111/joop.12553","DOIUrl":"https://doi.org/10.1111/joop.12553","url":null,"abstract":"Despite the challenges Muslims face because of their stigmatized religious identity, little is known about how they navigate that identity in the workplace. Adopting an interpretivist perspective of identity work, this study investigates this issue by building on two-round in-depth interviews (35 in round-one and 21 in round-two) with skilled practising British Muslim professionals. It extends work on power positions to show the privileges those in senior managerial positions have, including assertiveness and control over workplace interactions and outcomes. It further advances understanding of authenticity, revealing that, despite their experiences of stigmatization, these professionals tend to remain true to their religious identity, openly practising their religion in the workplace. They perceive identity re-interpretation to be part of authenticity, and a responsibility to contest religious stigma. Importantly, this study conceptualizes proactive religious coping as an identity work response to workplace stigmatization, theorized in this organizational context as turning to God and religious rituals for meaning, comfort, resilience and reconciliation, whilst also being proactive and fighting to challenge experiences of stigmatization. However, unlike for other stigmatized groups, inclusive organizational practices, particularly religious accommodation, are not a driver for authenticity, but rather a signal for environment-fit and authenticity is instead driven by religious identity.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12553","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143115535","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

My job characteristics make me procrastinate or not: An emotional perspective

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-07 DOI: 10.1111/joop.12551

Yangxin Wang, Hong Zhang, Zhen Wang

{"title":"My job characteristics make me procrastinate or not: An emotional perspective","authors":"Yangxin Wang, Hong Zhang, Zhen Wang","doi":"10.1111/joop.12551","DOIUrl":"https://doi.org/10.1111/joop.12551","url":null,"abstract":"Workplace procrastination is a prevalent phenomenon that significantly impacts employee productivity and organizational competitiveness. Drawing on cognitive–motivational–relational theory, this study adopts an emotional perspective to investigate how and when job characteristics (i.e. hindrance job demands, challenge job demands and job resources) impact employees' workplace procrastination in distinct ways. We suggest that both hindrance and challenge demands may evoke fear of tasks, eliciting an action tendency of escape and avoidance, thus indirectly leading to procrastination. Notably, challenge demands may exhibit a dual effect by simultaneously enhancing interest in tasks with an action tendency of exploration, thus negatively and indirectly influencing procrastination. Job resources may generate joy about tasks, fostering an action tendency of free activation, thereby indirectly reducing procrastination. We further investigate how psychological capital, which largely shapes employees' appraisal of job characteristics, may alter the above relationships. We conducted two studies to examine our hypotheses and delve into the potential reversed relationships between job characteristics and procrastination. Theoretical and practical implications are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143113125","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

Organizations offering line manager training in mental health and presenteeism: A secondary data analysis of organizational-level data

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-05 DOI: 10.1111/joop.12552

Teixiera Dulal-Arthur, Juliet Hassard, Jane Bourke, Maria Wishart, Craig Bartle, Stephen Roper, Vicki Belt, Stavroula Leka, Nick Pahl, Louise Thomson, Holly Blake

{"title":"Organizations offering line manager training in mental health and presenteeism: A secondary data analysis of organizational-level data","authors":"Teixiera Dulal-Arthur, Juliet Hassard, Jane Bourke, Maria Wishart, Craig Bartle, Stephen Roper, Vicki Belt, Stavroula Leka, Nick Pahl, Louise Thomson, Holly Blake","doi":"10.1111/joop.12552","DOIUrl":"https://doi.org/10.1111/joop.12552","url":null,"abstract":"Presenteeism (working while ill) due to mental ill-health is estimated to be one of the largest economic costs to employers. We seek to investigate the relationship between line manager training in mental health (MH) and presenteeism trends at work. The aim of this study was twofold: (i) to examine the relationship between the provision of a new and emerging workplace MH and wellbeing (MH&WB) initiative – line manager (LM) training in MH – and presenteeism as reported by organizations and (ii) to examine the reasons for presenteeism, and organizational-level strategies used to action it. To address these questions, we conducted a secondary data analysis using panel data from 7139 firms in England over four time points (2020–2023). Probit regression analysis revealed that organizations offering LM training are less likely to report presenteeism. Our analysis revealed that providing LM training may increase awareness and readiness to tackle presenteeism within the organization, but this does not always translate into actionable strategies. Limitations of the study and recommendations for future research are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12552","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143112265","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