Journal of Occupational and Organizational Psychology最新文献_第5页

Different impacts of hedonic and utilitarian personal Internet usage behaviour on well-being and work engagement: A daily examination 享乐型和功利型个人互联网使用行为对幸福感和工作投入度的不同影响：日常检查

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-05-17 DOI: 10.1111/joop.12510

Yolanda Na Li, Kenneth S. Law, Bingjie Yu, Lin Wang, Dandan Li

{"title":"Different impacts of hedonic and utilitarian personal Internet usage behaviour on well-being and work engagement: A daily examination","authors":"Yolanda Na Li, Kenneth S. Law, Bingjie Yu, Lin Wang, Dandan Li","doi":"10.1111/joop.12510","DOIUrl":"10.1111/joop.12510","url":null,"abstract":"Past research suggests that personal Internet usage (PIU) at work can carry both costs and benefits for employees, but offers no explanation for these mixed results. In this research, we argue that the competing findings might be due to the existence of different types of PIU. We take a daily approach and propose that hedonic PIU (HPIU, i.e. relaxing oneself) benefits employees' end-of-workday well-being and work engagement while utilitarian PIU (UPIU, i.e. solving others' problems) hinders their well-being and work engagement. We test our theorizing using three studies. In Study 1, we summarized previous PIU studies and relied on machine learning methods to classify the 618 PIU activities identified in prior studies. We found that prior research mixed HPIU and UPIU and might reach different conclusions. In Study 2, we condensed the PIU activity list in Study 1 and developed measurement scales of HPIU and UPIU. In Study 3, we analysed 1063 multi-wave daily inputs from 125 employees and found that on a daily basis, HPIU benefits employees' well-being by fostering a state of recovery, while UPIU impedes well-being and work engagement by inducing a state of depletion. Moreover, supervisor support for employees' personal behaviours strengthens the beneficial effect of HPIU.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1011-1036"},"PeriodicalIF":4.9,"publicationDate":"2024-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12510","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140961971","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

Leaders' individualized consideration, team commitment and patient loyalty: The role of social and task-related contexts 领导者的个性化考虑、团队承诺和患者忠诚度：社会和任务相关环境的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-05-13 DOI: 10.1111/joop.12511

Wei-Gang Tang, Sabine Stordeur, Christian Vandenberghe, William D'hoore

{"title":"Leaders' individualized consideration, team commitment and patient loyalty: The role of social and task-related contexts","authors":"Wei-Gang Tang, Sabine Stordeur, Christian Vandenberghe, William D'hoore","doi":"10.1111/joop.12511","DOIUrl":"10.1111/joop.12511","url":null,"abstract":"Drawing from transformational leadership (TFL) theory and research on contextual leadership, we examined a conditional process model of leadership in nursing teams to predict patient loyalty. Using TFL's individualized consideration dimension as a salient facet of the construct in care services, we first posited that nurses' team affective commitment would partially mediate the impact of nurse leadership. We further conceptualized nurse–physician collaboration, organizational formalization and task feedback as discrete contexts that may curb the influence of head nurses' individualized consideration. In a three-wave, multisource and multilevel study, we surveyed 654 nurses and 1770 patients from 91 hospital units. We found that team-level head nurses' individualized consideration positively and partially related to patient loyalty through nurses' team commitment and that higher levels of nurse–physician collaboration, organizational formalization and task feedback were associated with reduced influence of individualized consideration on team commitment and patient loyalty. We discuss the implications of these findings for advancing theory and research on TFL and contextual factors of leadership.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1185-1211"},"PeriodicalIF":4.9,"publicationDate":"2024-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12511","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140928174","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

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-05-10 DOI: 10.1111/joop.12512

Susanne Scheibe, Lena Retzlaff, Sabine Hommelhoff, Antje Schmitt

{"title":"Age-related differences in the use of boundary management tactics when teleworking: Implications for productivity and work-life balance","authors":"Susanne Scheibe, Lena Retzlaff, Sabine Hommelhoff, Antje Schmitt","doi":"10.1111/joop.12512","DOIUrl":"10.1111/joop.12512","url":null,"abstract":"The rise of home-based teleworking and the ageing of the workforce constitute two major trends impacting the future of work. Managing these trends well requires a good understanding of how worker age and telework intersect and which mechanisms link age and telework outcomes. We integrated perspectives of boundary theory and the lifespan model of selection, optimization, and compensation and investigated in two studies the relationship between employee age and two telework outcomes (work–life balance and unfinished tasks) as mediated by boundary management tactics aimed at segmenting work and nonwork roles. Across Study 1 (a two-wave study with 172 teleworkers) and Study 2 (a three-wave study with 282 teleworkers), we found positive associations between age and use of segmenting boundary management tactics during telework. We further identified indirect effects of age on higher productivity in terms of fewer unfinished tasks (both studies) and better work–life balance (Study 2) through boundary management tactics use. Robustness checks indicated that age effects remain significant after controlling for a number of demographic characteristics, work and home demands, motivational factors, and self-regulatory skills. Findings suggest that older workers effectively navigate the blurred work-nonwork boundaries in home-based telework using self-regulatory behaviour that supports positive telework outcomes.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1330-1352"},"PeriodicalIF":4.9,"publicationDate":"2024-05-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12512","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140928399","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

Job and off-job crafting profiles: Time-lagged relationships with job, home and personal resources and well-being outcomes 工作和非工作的工艺特征：工作、家庭和个人资源与幸福结果之间的时滞关系

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-30 DOI: 10.1111/joop.12506

Kang Leng Ho, Anne Mäkikangas, Philipp Kerksieck, Anja Isabel Morstatt, Jessica de Bloom, Georg F. Bauer

{"title":"Job and off-job crafting profiles: Time-lagged relationships with job, home and personal resources and well-being outcomes","authors":"Kang Leng Ho, Anne Mäkikangas, Philipp Kerksieck, Anja Isabel Morstatt, Jessica de Bloom, Georg F. Bauer","doi":"10.1111/joop.12506","DOIUrl":"10.1111/joop.12506","url":null,"abstract":"Crafting research has often focused solely on the work domain or examined work and non-work life domains separately, using a variable-centered approach. Little is known about the interactions of crafting processes in the work and non-work domain. In this time-lagged study, we examined (1) the relationship between job and off-job crafting behaviours using a person-centered approach to identify crafting profiles, (2) whether job, home and personal resources differentially predicted these profiles and (3) whether these profiles differed in relation to outcomes, that is work engagement and mental well-being. We conducted a three-wave, time-lagged survey with 3-month intervals among 2125 employees. The results revealed three profiles of active (18.0%), average (48.2%) and least active (33.9%) crafters. Analyses of predictors showed that active crafters had higher levels of home developmental possibilities and self-efficacy than average and least active crafters, likewise for average crafters compared with least active crafters. Furthermore, active crafters had higher levels of social support at home than least active crafters. Regarding well-being outcomes, active crafters experienced significantly higher mental well-being than average and least active crafters and higher work engagement than least active crafters. Interventions to enhance employee's resources could stimulate crafting behaviours, ultimately improving well-being.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"952-976"},"PeriodicalIF":4.9,"publicationDate":"2024-04-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12506","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140832731","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

Would you trust an AI team member? Team trust in human–AI teams 您会信任人工智能团队成员吗？人类-人工智能团队中的团队信任

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-27 DOI: 10.1111/joop.12504

Eleni Georganta, Anna-Sophie Ulfert

{"title":"Would you trust an AI team member? Team trust in human–AI teams","authors":"Eleni Georganta, Anna-Sophie Ulfert","doi":"10.1111/joop.12504","DOIUrl":"10.1111/joop.12504","url":null,"abstract":"Given that AI is becoming an increasingly active participant in work teams, this study explores how team trust emerges in human–AI teams compared to human–human teams. Adopting a multi-level approach, we conducted two experimental studies (NStudy1 = 247 two-member teams and NStudy2 = 106 three-member teams, 828 individuals overall) and investigated how team composition (with AI or human team members) impacts interpersonal trust (affective and cognitive) and thus team trust. In two-member teams, interpersonal trust via perceived trustworthiness and not via perceived similarity was lower in human–AI teams compared to human–human teams. Exploratory findings showed that team identification and cognitive interpersonal trust were also lower in two-member human–AI teams than in human–human teams. However, in three-member teams, we found no differences in team trust via interpersonal trust between the two team types. Instead, our findings revealed that perceived trustworthiness and perceived similarity increased interpersonal trust and, in turn, team trust for both team types. With this research, we showed that underlying theories and evidence of team trust in human-only teams can enhance understanding of human–AI teams, though the results indicated certain differences that call for further investigation.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1212-1241"},"PeriodicalIF":4.9,"publicationDate":"2024-04-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12504","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140812929","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

Unveiling employee motivating factors during economic crisis periods: A structural approach 揭示经济危机时期的员工激励因素：结构性方法

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-22 DOI: 10.1111/joop.12507

Prodromos D. Chatzoglou, Anastasios D. Diamantidis, Anastasios Karras

{"title":"Unveiling employee motivating factors during economic crisis periods: A structural approach","authors":"Prodromos D. Chatzoglou, Anastasios D. Diamantidis, Anastasios Karras","doi":"10.1111/joop.12507","DOIUrl":"10.1111/joop.12507","url":null,"abstract":"Despite the unfavourable labour market and work environment conditions that have emerged in the last decade, this study identifies the factors that positively influence employee motivation. The study was conducted in Greece's banking sector, which was at the epicentre of the economic crisis. A new research model is proposed exploring the relationships between employee motivating factors, employee performance and organizational effectiveness. This model is empirically tested using structural equation modelling on data from 328 bank employees. The results are controversial, showing that non-financial incentives motivate Greek bank employees most, emphasizing their need to stay in their jobs. Highly motivated workers may boost corporate effectiveness by improving employee performance. Even though this study found that non-financial incentives motivate employees most, management should not overlook financial and job-related reward programmes. Managers must provide financial compensation, job security, and supportive leadership to reduce employee dissatisfaction and keep employees motivated. Managers should view recognition as an essential component of motivation because it contributes to the creation of an environment that is both productive and efficient for the organization. The conclusions drawn from studying Greece's 10-year-long economic crisis are significant because many other countries around the world are experiencing (or may experience) a similar crisis.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1148-1165"},"PeriodicalIF":4.9,"publicationDate":"2024-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12507","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140673797","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 existential perspective on post-retirement decisions: The role of meaning in life and social identity 从存在主义角度看退休后的决定：生活意义和社会认同的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-22 DOI: 10.1111/joop.12508

Shona G. Smith, Ariane Froidevaux, Andreas Hirschi, Lars U. Johnson

{"title":"An existential perspective on post-retirement decisions: The role of meaning in life and social identity","authors":"Shona G. Smith, Ariane Froidevaux, Andreas Hirschi, Lars U. Johnson","doi":"10.1111/joop.12508","DOIUrl":"10.1111/joop.12508","url":null,"abstract":"In the context of the ageing workforce, late-career development implies ongoing decisions during retirement regarding one's engagement in volunteering and bridge employment activities. While prior research has emphasized the role of the meaning of work in retirement decisions, it has not examined the roles that meaning in life and identity play in decisions made during retirement. Relying on the existential framework on meaning and career decision-making, this article explores the role of social identities as retirees and as workers as critical self-concept dimensions that may mediate the impact of meaning in life (search and presence) on their decisions to pursue bridge employment and to volunteer in retirement. Using an archival survey study relying on a time-lagged design with a one-year interval among 204 retirees, we found that retirees demonstrating a greater search for meaning in life exhibited positive identification with the worker social identity but negative identification with the retiree social identity. Additionally, worker social identity was positively associated with bridge employment; however, retiree social identity was negatively associated with bridge employment and positively with volunteering. The theoretical and practical implications of these findings are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1166-1184"},"PeriodicalIF":4.9,"publicationDate":"2024-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140673294","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

Examining the implications of work–nonwork demand congruence 研究工作与非工作需求一致性的影响

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-18 DOI: 10.1111/joop.12505

Kirby Hockensmith, Jennifer M. Ragsdale, Rose Fonseca

{"title":"Examining the implications of work–nonwork demand congruence","authors":"Kirby Hockensmith, Jennifer M. Ragsdale, Rose Fonseca","doi":"10.1111/joop.12505","DOIUrl":"10.1111/joop.12505","url":null,"abstract":"Examining the implications of excessive work demands on employee well-being is an important research area of occupational health psychology. Recovery during nonwork time has been emphasized as an important process for mitigating the negative implications of excessive work demands. However, this notion ignores the potential for nonwork activities to be comparably demanding to work activities. There has been a lack of attention paid to the potentially complex interrelationships between work and nonwork demands. Using the effort–recovery and challenge–hindrance stressor models, we developed a set of hypotheses for both the positive and negative implications of the interplay between employee work and nonwork cognitive demands. We collected information on cognitive workweek job demands (Friday) and nonwork cognitive weekend demands (Sunday) from a sample of workers (N = 146), and we used polynomial regression with response surface analysis to examine how different aspects of work–nonwork cognitive demand (in)congruence related to Monday work engagement. In general, higher cognitive workweek job demands promoted work engagement, even when nonwork cognitive demands were equally high. Cognitive demand incongruence that favoured higher cognitive work demands was also beneficial for employee work engagement. Theoretical and practical implications are discussed, along with directions for future research in this area.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1129-1147"},"PeriodicalIF":4.9,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140623101","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

Examining the training design and training transfer of a boundary management training: A randomized controlled intervention study 研究边界管理培训的培训设计和培训转移：随机对照干预研究

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-04-15 DOI: 10.1111/joop.12497

Kathrin Reinke, Sandra Ohly

{"title":"Examining the training design and training transfer of a boundary management training: A randomized controlled intervention study","authors":"Kathrin Reinke, Sandra Ohly","doi":"10.1111/joop.12497","DOIUrl":"10.1111/joop.12497","url":null,"abstract":"In our mobile working world, boundaries between work and non-work domains are more and more blurred, which can impair professionals' recovery and well-being. Consequently, managing work–non-work boundaries represents an important challenge for professionals. Research suggests that boundary work tactics conveyed in boundary management interventions may promote recovery and well-being. However, the efficacy of boundary work tactics is largely unknown, as well as theoretical mechanisms that may explain the effectiveness of boundary management interventions in regard of both training design and training transfer. Building on the social cognitive theory of self-regulation, we develop a web-based boundary management training. Based on the integrated training transfer and effectiveness model, we evaluate its effects on the three levels of training effectiveness: (1) perceived learning, (2) cognitions and behaviours, with boundary control and boundary creation as indicators, and (3) recovery and well-being. Results of our randomized controlled intervention study show several expected changes in boundary creation, suggesting that drawing on the social cognitive theory of self-regulation for training design can result in effective behaviour change. Intervention effects on recovery and well-being are more ambiguous, hinting at the power but likewise potential limitations of boundary creation.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"864-888"},"PeriodicalIF":4.9,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12497","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140568612","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

Attitudes towards artificial intelligence at work: Scale development and validation 工作中对人工智能的态度：量表开发与验证

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-03-15 DOI: 10.1111/joop.12502

Jiyoung Park, Sang Eun Woo, JeongJin Kim

引用次数: 0