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

Team informational resources, information elaboration, and team innovation: Diversity mindset moderating functional diversity and boundary spanning scouting effects 团队信息资源、信息阐述与团队创新：多样性心态对功能多样性和边界跨越侦察效应的调节作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-17 DOI: 10.1111/joop.12541

Daan van Knippenberg, Jia Li, Yidong Tu

{"title":"Team informational resources, information elaboration, and team innovation: Diversity mindset moderating functional diversity and boundary spanning scouting effects","authors":"Daan van Knippenberg, Jia Li, Yidong Tu","doi":"10.1111/joop.12541","DOIUrl":"https://doi.org/10.1111/joop.12541","url":null,"abstract":"The knowledge integration perspective on team innovation holds that information elaboration – the exchange, discussion, and integration of task-relevant information and perspectives – is the core team process driving team innovation. Factors reflecting the informational resources the team can draw on through information elaboration therefore are important influences on team innovation. In this respect, team innovation research points to team functional diversity and to team boundary spanning scouting to acquire information from outside the team. Team innovation research also makes clear that informational resources (as reflected in functional diversity and boundary spanning scouting) do not guarantee team information elaboration, and that identifying moderation in this relationship is particularly valuable. Building on this state of the science, we focus on the moderating role of the team diversity mindset – members' shared understanding of the importance of information elaboration for team performance – in the relationships of team functional diversity and boundary spanning scouting with information elaboration and team innovation. A multi-wave and multi-source survey of N = 215 teams involved in knowledge work in various Chinese organizations supported our research model for team boundary spanning scouting but not for team functional diversity.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1835-1853"},"PeriodicalIF":4.9,"publicationDate":"2024-08-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142588001","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

Leader support for recovery: A multi-level approach to employee psychological detachment from work 领导支持恢复：员工心理脱离工作的多层次方法

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-15 DOI: 10.1111/joop.12538

Sabine Sonnentag, Ronit Kark, Laura Venz

{"title":"Leader support for recovery: A multi-level approach to employee psychological detachment from work","authors":"Sabine Sonnentag, Ronit Kark, Laura Venz","doi":"10.1111/joop.12538","DOIUrl":"10.1111/joop.12538","url":null,"abstract":"This research examines the role of leaders for employee recovery. We hypothesize that leader support for recovery (empathy for recovery, respect for boundaries, and role modelling) relates positively to employees' psychological detachment from work during non-work time that, in turn, predicts well-being outcomes. We argue that leader support for recovery can only be effective when the leader-member exchange (LMX) relationship quality is sufficiently high. In a series of scale-development and scale-validation studies, we demonstrated the construct and content validity of a new measure of leader support for recovery. We tested our hypotheses with diary data collected from 152 employees. Respect for boundaries was positively related to employees' psychological detachment from work during non-work time at the person level. Psychological detachment from work was positively related to low emotional exhaustion and a high morning recovery state, both at the person and the day level. LMX moderated the relationship between leader support for recovery (overall measure), empathy for recovery, and respect for boundaries on the one hand and psychological detachment on the other hand, such that the relationships became non-significant when LMX was lower. The study suggests that leaders in high-quality relationships can contribute to employee recovery – a process that helps to maintain employee well-being.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1762-1788"},"PeriodicalIF":4.9,"publicationDate":"2024-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12538","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142193437","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

Within- and between-person effects of causal attributions on relationship improvement following perceived incivility 因果关系归因在人内和人际间对感知到不礼貌行为后改善人际关系的影响

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-09 DOI: 10.1111/joop.12537

Jack Carson, Jeremy Mackey, Katherine Alexander, Charn McAllister, Michael Phillipich

{"title":"Within- and between-person effects of causal attributions on relationship improvement following perceived incivility","authors":"Jack Carson, Jeremy Mackey, Katherine Alexander, Charn McAllister, Michael Phillipich","doi":"10.1111/joop.12537","DOIUrl":"10.1111/joop.12537","url":null,"abstract":"Workplace incivility research has grown considerably over recent decades. However, this stream of research still has not adequately explained targets' attributions for experienced incivility or their potential positive responses to incivility. The present study longitudinally investigates the relationship between attributions for workplace incivility and relationship improvement responses with data from 1871 person-month observations. In contrast to expectations, we found targets' beliefs that their relationship with the uncivil coworker was the cause of the incivility (i.e., relational locus of causality) were negatively related to relationship improvement behaviours. The results also indicated that this negative relationship was attenuated by belief that the target had control over the cause of incivility (i.e., internal controllability) and task interdependence at the between-person level, and by belief that the uncivil coworker had control over the cause of incivility (i.e., external controllability) at the within-person level. Direct effects analysis indicated that internal and external controllability attributions for incivility had significant positive between-person effects on relationship improvement efforts. Frequency of interaction and task interdependence were both significant positive predictors of relationship improvement efforts at both the between- and within-person levels. Implications for research and future directions are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1736-1761"},"PeriodicalIF":4.9,"publicationDate":"2024-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12537","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141921907","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

Promoting new habits at work through implementation intentions 通过实施意图促进工作中的新习惯

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-09 DOI: 10.1111/joop.12540

Nina Trenz, Nina Keith

引用次数: 0

Your coworkers can make you sick: An investigation of coworker undermining and employee health 同事会让你生病对同事破坏行为与员工健康的调查

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-08-06 DOI: 10.1111/joop.12536

Sandra Costa, Maria João Velez, Aníbal López

引用次数: 0

What's in a norm? Deviation from the Ideal Worker Norm as an explanation for backlash against leave-takers 规范中有什么？用 "理想工人规范 "的偏差来解释对休假者的反感

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-07-22 DOI: 10.1111/joop.12535

Michael R. Montanye, Beth A. Livingston

{"title":"What's in a norm? Deviation from the Ideal Worker Norm as an explanation for backlash against leave-takers","authors":"Michael R. Montanye, Beth A. Livingston","doi":"10.1111/joop.12535","DOIUrl":"10.1111/joop.12535","url":null,"abstract":"Prior research has suggested that employees who take leave from work experience backlash – with some authors describing backlash to deviations from gendered norms and others to deviations from an ‘Ideal Worker Norm’ (IWN). In this study, we investigate the degree to which backlash against leave-takers is explained by these two separate, but related, paths, and whether individual (gender of leave-taker) or organizational (family-friendly vs. competitive culture) moderators mitigate such effects. Using a pre-registered experimental design, and our newly validated Ideal Worker Evaluation measure and evaluations of agency and communion to capture perceived deviation from the norms, we find significant indirect effects of leave-taking on backlash via the IWN path and the agency portion of the gendered path, but not via the communion portion of the gendered path. We also find that family-friendly organizational cultures partially mitigate the effect of leave-taking on backlash, but predominately via the IWN path and not the gendered norms path. Whereas gender of the leave-taker was found to affect backlash via the gendered norms path (and not the IWN path), but only for the agency using the proscribed operationalization of ‘dominance’. Theoretical and practical implications of our findings are then discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1681-1715"},"PeriodicalIF":4.9,"publicationDate":"2024-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141784719","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

Considering need satisfaction both at work and at home: What matters for employees' work–family enrichment and well-being? 考虑工作和家庭两方面的需求满足：员工工作与家庭的丰富性和幸福感取决于什么？

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-07-17 DOI: 10.1111/joop.12534

Heidi M. Baumann, Kelly Schwind Wilson

{"title":"Considering need satisfaction both at work and at home: What matters for employees' work–family enrichment and well-being?","authors":"Heidi M. Baumann, Kelly Schwind Wilson","doi":"10.1111/joop.12534","DOIUrl":"10.1111/joop.12534","url":null,"abstract":"The current study examines complexities in relationships between need satisfaction at work, need satisfaction at home, work-to-family enrichment (WFE) and well-being (in terms of positive affect). Competing theoretical perspectives are offered regarding relationships between need satisfaction and WFE. The first perspective, based in a domain specificity approach focused on the directional nature of WFE, suggests that need satisfaction at work is what matters for employees' WFE, irrespective of their need satisfaction at home. Alternatively, a second perspective proposes that both need satisfaction at work and need satisfaction at home represent important factors in employees' experiences of WFE and that congruence (i.e. similarity) between these two constructs is what matters for WFE. Competing hypotheses are tested in a sample of 204 full-time employees who completed both a work and home survey and were rated on well-being at home by a significant other. Results support the first perspective for competence need satisfaction and relatedness need satisfaction, while the second perspective is supported for autonomy need satisfaction. For all three needs, indirect relationships are found with well-being, both at work and at home, via WFE. Relevant theoretical and practical implications are discussed as well as suggestions for future research.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1659-1680"},"PeriodicalIF":4.9,"publicationDate":"2024-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141744391","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

‘LinkedIn, LinkedIn on the screen, who is the greatest and smartest ever seen?’: A machine learning approach using valid LinkedIn cues to predict narcissism and intelligence LinkedIn，屏幕上的LinkedIn，谁是有史以来最伟大最聪明的人？利用 LinkedIn 有效线索预测自恋和智力的机器学习方法

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-07-16 DOI: 10.1111/joop.12531

Tobias M. Härtel, Benedikt A. Schuler, Mitja D. Back

{"title":"‘LinkedIn, LinkedIn on the screen, who is the greatest and smartest ever seen?’: A machine learning approach using valid LinkedIn cues to predict narcissism and intelligence","authors":"Tobias M. Härtel, Benedikt A. Schuler, Mitja D. Back","doi":"10.1111/joop.12531","DOIUrl":"10.1111/joop.12531","url":null,"abstract":"Recruiters routinely use LinkedIn profiles to infer applicants' individual traits like narcissism and intelligence, two key traits in online network and organizational contexts. However, little is known about LinkedIn profiles' predictive potential to accurately infer individual traits. According to Brunswik's lens model, accurate trait inferences depend on (a) the presence of valid cues in LinkedIn profiles containing information about users' individual traits and (b) the sensitive and consistent utilization of valid cues. We assessed narcissism (self-report) and intelligence (aptitude tests) in a sample of 406 LinkedIn users along with 64 LinkedIn cues (coded by three trained coders) that we derived from trait theory and previous empirical findings. We used a transparent, easy-to-interpret machine learning algorithm leveraging practical application potentials (elastic net) and applied state-of-the-art resampling techniques (nested cross-validation) to ensure robust results. Thereby, we uncover LinkedIn profiles' predictive potential: (a) LinkedIn profiles contain valid information about narcissism (e.g. uploading a background picture) and intelligence (e.g. listing many accomplishments), and (b) the elastic nets sensitively and consistently using these valid cues attain prediction accuracy (r = .35/.41 for narcissism/intelligence). The results have practical implications for improving recruiters' accuracy and foreshadow potentials and limitations of automated LinkedIn-based assessments for selection purposes.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1572-1602"},"PeriodicalIF":4.9,"publicationDate":"2024-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12531","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141744392","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

‘Who's to blame?’ matters: The role of attributions in employees' emotional and behavioural responses to career inaction 谁之过？归因在员工对职业不作为的情绪和行为反应中的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-07-15 DOI: 10.1111/joop.12532

Zhen Wang, Yin Zhu, Fubin Jiang

{"title":"‘Who's to blame?’ matters: The role of attributions in employees' emotional and behavioural responses to career inaction","authors":"Zhen Wang, Yin Zhu, Fubin Jiang","doi":"10.1111/joop.12532","DOIUrl":"10.1111/joop.12532","url":null,"abstract":"Career inaction, or failing to act adequately for a period of time to make a desired change in one's career, is quite common in the workplace. Despite this, research regarding how it affects employees at work is very limited. Using attribution theory and stress research, we propose an integrated view of how employees interpret and respond to career inaction differently. Specifically, we establish the idea of blame attributions for career inaction (i.e., self- and other-directed blame attribution) and investigate how they relate to employees' emotional and behavioural responses to career inaction. We conducted three studies to address the research questions: a scenario-based experiment with 315 workers, a three-wave survey with 302 full-time employees and a daily diary study of 123 hospital nurses across five consecutive working days. The findings revealed that when faced with career inaction, employees who blame themselves are more likely to experience anxiety, while those who blame others tend to experience anger. Anxiety and anger are further linked to work withdrawal and interpersonal deviance respectively. Overall, we contribute to the advancement of career inaction theory and career management practices.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1603-1631"},"PeriodicalIF":4.9,"publicationDate":"2024-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141647703","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

Tasks at hand or more challenges: The roles of regulatory focus and job insecurity in predicting work behaviours 手头的任务还是更多的挑战：监管重点和工作不安全感在预测工作行为中的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-07-14 DOI: 10.1111/joop.12533

Yan Tu, Hai-Jiang Wang, Lixin Jiang, Hans De Witte, Lirong Long

{"title":"Tasks at hand or more challenges: The roles of regulatory focus and job insecurity in predicting work behaviours","authors":"Yan Tu, Hai-Jiang Wang, Lixin Jiang, Hans De Witte, Lirong Long","doi":"10.1111/joop.12533","DOIUrl":"10.1111/joop.12533","url":null,"abstract":"Previous studies have explored the effects of trait regulatory focus on routine performance and proactive behaviour yet failed to reveal the underlying motivational mechanisms and investigate how these effects may operate in uncertain environments. To fill this gap, our study first draws upon regulatory focus theory to examine the motivational mechanisms linking trait regulatory focus with routine performance and challenge-seeking behaviour (i.e., a type of proactive behaviour). We hypothesize that trait prevention focus improves routine performance but reduces challenge-seeking behaviour via avoidance motivation, whereas trait promotion focus increases routine performance and challenge-seeking behaviour through approach motivation. Incorporating trait activation theory, we further theorize that uncertainty that threatens individuals' security needs (i.e., quantitative job insecurity) strengthens trait prevention focus effects, while uncertainty that threatens individuals' growth needs (i.e., qualitative job insecurity) weakens trait promotion focus effects. Analysing two-wave data from 275 employees and 58 supervisors, we found that (a) trait prevention focus had an unconditional positive indirect effect on employee self-reported routine performance via increased avoidance motivation and (b) trait promotion focus had positive indirect effects on employee self-reported and supervisor-rated routine performance and challenge-seeking behaviour via enhanced approach motivation, with these effects stronger at lower levels of qualitative job insecurity.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1632-1658"},"PeriodicalIF":4.9,"publicationDate":"2024-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141650472","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