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

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

Pursuing a future leader self: A multi-study investigation of leader identity and its motivational and behavioural outcomes 追求未来的领导者自我：一项关于领导者身份及其动机和行为结果的多研究调查

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-02-18 DOI: 10.1111/joop.70014

Richard H. Morgan, Susanne Braun, Olga Epitropaki

{"title":"Pursuing a future leader self: A multi-study investigation of leader identity and its motivational and behavioural outcomes","authors":"Richard H. Morgan, Susanne Braun, Olga Epitropaki","doi":"10.1111/joop.70014","DOIUrl":"https://doi.org/10.1111/joop.70014","url":null,"abstract":"Developing as a leader is widely recognized as a challenging endeavour that takes time. However, little research has been done to explain the process through which future representations of oneself as a leader relate to current leader identity and how future and current leader selves motivate action. Integrating possible selves theory with identity-based motivation theory and across three independent studies, we test a serial-mediation model in which a salient future leader self sequentially relates to leader identity, affective motivation to lead, and proactive leadership behaviour. Our Pilot Study (N = 186) was conducted at two time points over a year apart with employees from a manufacturing company. Study 1 (N = 265) included repeated measurement at three time points, each a month apart, with employees from different industries. Study 2 (N = 301) included repeated measurement at four time points, each 2 weeks apart, with employees from different industries. Cross-lagged analyses provided support for our hypothesized process model and allowed us to examine reciprocal relationships. The theoretical implications for leadership and leader identity theory are discussed along with the practical implications for prospective leaders and their development in organizations.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70014","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143438777","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

Learning and adaptation of transformational leaders: Linking transformational leadership to leader self-efficacy for emotional regulation and work engagement 变革型领导的学习与适应：变革型领导与情绪调节和工作投入的领导者自我效能的关系

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-02-17 DOI: 10.1111/joop.70016

Yan Qiao, Pan Fan, Fuli Li, Tingting Chen

引用次数: 0

A dual cognitive pathway model of leadership influence on creativity 领导力对创造力影响的双重认知路径模型

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-02-07 DOI: 10.1111/joop.70006

Tingting Chen, Xu Huang, Fuli Li, Yin Yee Wong, Daniela Gröschke

引用次数: 0

Exploring the necessary roles of basic psychological needs at work: A necessary condition analysis 探讨基本心理需求在工作中的必要作用：必要条件分析

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-02-03 DOI: 10.1111/joop.70012

Haien Ding, Bård Kuvaas

{"title":"Exploring the necessary roles of basic psychological needs at work: A necessary condition analysis","authors":"Haien Ding, Bård Kuvaas","doi":"10.1111/joop.70012","DOIUrl":"https://doi.org/10.1111/joop.70012","url":null,"abstract":"Self-determination theory (SDT) postulates that all humans have basic psychological needs for autonomy, competence, and relatedness. SDT scholars employ a necessity logic to define and interpret the roles of psychological need satisfaction for optimal human development. However, traditional regression techniques, often applied to test hypotheses derived from SDT, are unsuitable for testing necessity statements. To achieve a theory-method alignment, we employed necessary condition analysis (NCA) to examine whether basic psychological needs at work are necessary for employees' intrinsic motivation, identified regulation, life satisfaction, and vigour at work. Study 1's cross-sectional data (N = 550; Germany) and Study 2's time-lagged data (N = 417; UK and US) generally support the necessary roles of need satisfaction. Notably, intrinsic motivation and vigour are especially constrained by basic psychological need satisfaction. This research advances SDT by providing more precise accounts of the theory from a necessity-oriented lens. We also highlight the importance of management practices that can satisfy employees' basic psychological needs at work.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2025-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143111314","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

An investigation of applicant impression management profiles over time 申请人印象管理档案随时间变化的调查

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-01-29 DOI: 10.1111/joop.70009

Joseph A. Schmidt, Joshua S. Bourdage, Eden-Raye Lukacik, Patrick D. Dunlop

引用次数: 0