Journal of Occupational and Organizational Psychology最新文献_第6页

The more you connect, the less you connect: An examination of the role of phubbing at home and job crafting in the crossover and spillover effects of work–family spousal support on employee creativity 联系越多，联系越少：研究工作家庭配偶支持对员工创造力的交叉效应和溢出效应中家庭和工作精心制作的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-03-15 DOI: 10.1111/joop.12503

Siqi Wang, Yasin Rofcanin, Mireia Las Heras, Zeynep Yalabik

{"title":"The more you connect, the less you connect: An examination of the role of phubbing at home and job crafting in the crossover and spillover effects of work–family spousal support on employee creativity","authors":"Siqi Wang, Yasin Rofcanin, Mireia Las Heras, Zeynep Yalabik","doi":"10.1111/joop.12503","DOIUrl":"10.1111/joop.12503","url":null,"abstract":"In an era where home and work domains have become inseparable, it is surprising that extant research has placed less emphasis on examining the boundary conditions and mechanisms to understand the home-to-work crossover and spillover process. Building on the work–home resources theory and the crossover-spillover perspectives, we test a resource-based crossover-spillover model of how one partner's work–family spousal support provision relates to the other partner's creativity at work. We propose that “phubbing” at home affects the crossover process of resource exchange between partners. Regarding the spillover from home to work, we propose that job crafting mediates the association between work–family spousal support and employee creativity. Daily diary data were collected from 65 dual-earner couples, over 15 working days in the United States. Results from the multilevel actor–partner interdependence model show that work–family support enhances employee creativity by prompting the employee's relational job crafting and cognitive job crafting at work. Moreover, our results reveal that the high level of phubbing at home weakens the work–family support crossover between partners. We contribute to the literature by adding evidence regarding the mechanisms that enable social support at home to turn into employee creativity at work.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1100-1128"},"PeriodicalIF":4.9,"publicationDate":"2024-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12503","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140151071","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 : 2024-03-15 DOI: 10.1111/joop.12501

Janina Janurek, Nina M. Junker, Sascha Abdel Hadi, Andreas Mojzisch, Jan A. Häusser

引用次数: 0

Setting our boundaries: The role of gender, values, and role salience in work–home boundary permeability 设定我们的界限：性别、价值观和角色显著性在工作与家庭边界渗透性中的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-02-28 DOI: 10.1111/joop.12498

Faezeh Amirkamali, Wendy J. Casper, Shelia A. Hyde, Julie Holliday Wayne, Hoda Vaziri

{"title":"Setting our boundaries: The role of gender, values, and role salience in work–home boundary permeability","authors":"Faezeh Amirkamali, Wendy J. Casper, Shelia A. Hyde, Julie Holliday Wayne, Hoda Vaziri","doi":"10.1111/joop.12498","DOIUrl":"10.1111/joop.12498","url":null,"abstract":"Although women make up nearly half of the U.S. workforce, gender role stereotypes persist, and gender roles may relate to how men and women manage work–home boundaries. In this study, we explore gender differences in how employee values (tradition, achievement) translate into role identity salience, and in turn, boundary management preferences and behaviour. With data collected in two waves from 200 employees, we examined how the personal values of tradition and achievement relate differently by gender to role identity salience and in turn, boundary management. We found that men who more strongly value tradition have higher levels of work identity salience and both prefer and create an impermeable boundary around work to prevent intrusion from home. Men who valued tradition more also preferred and crafted a permeable home boundary to allow work intrusion. In contrast, women with higher tradition values reported higher home identity salience, which was associated with preferring segmentation in both work-to-home and home-to-work directions, and to behaviorally protecting home from work. Contrary to expectations, achievement values did not relate to a boundary management process via role identity salience for either gender. We discuss implications for a more nuanced, values-driven, and gendered perspective on boundary management.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1076-1099"},"PeriodicalIF":4.9,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140019508","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

Returning to work after lockdown: A multi-study investigation into the temporal effects of directive leadership 封锁后重返工作岗位：关于指令性领导的时间效应的多项研究调查

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-02-25 DOI: 10.1111/joop.12499

Zhonghua Gao, Yonghong Liu, Aichia Chuang, Jinlai Zhou, Chen Zhao, Jun Yang

{"title":"Returning to work after lockdown: A multi-study investigation into the temporal effects of directive leadership","authors":"Zhonghua Gao, Yonghong Liu, Aichia Chuang, Jinlai Zhou, Chen Zhao, Jun Yang","doi":"10.1111/joop.12499","DOIUrl":"10.1111/joop.12499","url":null,"abstract":"Leaders' use of directive leadership has been found to increase when they face an unprecedented crisis. However, extant literature has failed to answer how directive leadership functions in this specific situation. Using the return-to-work after COVID-19 lockdown as an example, we drew upon regulatory focus theory and conducted three studies to investigate the temporal effects of directive leadership on followers' regulatory foci and work role performance. In Study 1, we conducted an experience sampling method (ESM) study tracking a sample of 250 employees over 1 week when the COVID-19 was originally reported in China. In Study 2, we conducted another ESM study on 125 employees over 2 weeks when the Omicron variant was surging in China. Both studies showed that the positive effect of daily directive leadership on followers' work promotion focus was strongest on the first day upon returning to work after lockdowns but decreased over time. In contrast, the positive effect of daily directive leadership on followers' work prevention focus increased throughout our sampling periods and became strongest on the last day. Moreover, our results indicate that daily directive leadership interacts with the elapsed time to influence two forms of work role performance – task proactivity and task proficiency – through the mediating roles of promotion focus and prevention focus, respectively. In Study 3, we conducted a vignette experiment employing a within- and between-subject design on a sample of 171 U.S. participants. The results further supported the moderating role of elapsed time after returning to work in the differential effects of directive leadership on followers' two regulatory foci.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"889-919"},"PeriodicalIF":4.9,"publicationDate":"2024-02-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140432143","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

Navigating the unknown: Uncertainty moderates the link between visionary leadership, perceived meaningfulness, and turnover intentions 驾驭未知：不确定性调节高瞻远瞩型领导力、感知的意义和离职意向之间的联系

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-02-23 DOI: 10.1111/joop.12500

Martin Buss, Eric Kearney

{"title":"Navigating the unknown: Uncertainty moderates the link between visionary leadership, perceived meaningfulness, and turnover intentions","authors":"Martin Buss, Eric Kearney","doi":"10.1111/joop.12500","DOIUrl":"10.1111/joop.12500","url":null,"abstract":"Visionary leadership is considered to be one of the most important elements of effective leadership. Among other things, it is related to followers' perceived meaningfulness of their work. However, little is known about whether uncertainty in the workplace affects visionary leadership's effects. Given that uncertainty is rising in many, if not most, workplaces, it is vital to understand whether this development influences the extent to which visionary leadership is associated with followers' perceived meaningfulness. In a two-source, lagged design field study of 258 leader-follower dyads from different settings, we show that uncertainty moderates the relation between visionary leadership and followers' perceived meaningfulness such that this relation is more strongly positive when uncertainty is high, rather than low. Moreover, we show that with increasing uncertainty, visionary leadership is more negatively related to followers' turnover intentions via perceived meaningfulness. This research broadens our understanding of how visionary leadership may be a particularly potent tool in times of increasing uncertainty.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"776-782"},"PeriodicalIF":4.9,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12500","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139945892","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 编辑致谢

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-02-06 DOI: 10.1111/joop.12496

引用次数: 0

“Win-win”: Dual-path influence of workplace spirituality on work-family enrichment "双赢"：工作场所精神信仰对丰富工作和家庭生活的双重影响

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-02-01 DOI: 10.1111/joop.12495

Yuanyuan Liu, Zhuxin Si, Yiwen Shi, Bin Li, Pingqing Liu, Shuzhen Liu, Qiong Sun

{"title":"“Win-win”: Dual-path influence of workplace spirituality on work-family enrichment","authors":"Yuanyuan Liu, Zhuxin Si, Yiwen Shi, Bin Li, Pingqing Liu, Shuzhen Liu, Qiong Sun","doi":"10.1111/joop.12495","DOIUrl":"10.1111/joop.12495","url":null,"abstract":"In the era of rapid development in the mobile internet economy, mobile intelligent office equipment has exhibited an unprecedented level of “vitality.” The boundaries between work and family are becoming increasingly blurred, fostering the exchange of resources between employees' work role and family role. Workplace spirituality refers to meaningful work, sense of community, and alignment with the organization that individuals develop in their work, which has been demonstrated to have positive impact on work output. It is a question whether workplace spirituality can be spilled over from employees' work role to their family role to improve the performance of the latter and to realize the win-win results for both roles. Based on work–home resources model and work–family enrichment dual-path model, this research uses multi-country data to examine how workplace spirituality influence work–family enrichment through affective rumination (affective path) and problem-solving pondering (instrumental path). Additionally, work–family segmentation preference is introduced as a moderating variable to identify the boundary conditions between workplace spirituality and work-related rumination. Research findings show that workplace spirituality can positively predict work–family enrichment; affective rumination and problem-solving pondering play a partially mediating role in the correlation between workplace spirituality and work–family enrichment. A strong work–family segmentation preference could diminish the positive impact of workplace spirituality on problem-solving pondering and could also weaken the mediating role of problem-solving pondering between workplace spirituality and work–family enrichment at the same time. This study reveals the strategies to enhance work–family enrichment from a spiritual perspective, thereby promoting a win-win situation for both work and family.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"841-863"},"PeriodicalIF":4.9,"publicationDate":"2024-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139679530","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

Changes in belongingness, meaningful work, and emotional exhaustion among new high-intensity telecommuters: Insights from pandemic remote workers 新的高强度远程办公人员在归属感、有意义的工作和情感衰竭方面的变化：大流行病远程工作者的启示

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-01-30 DOI: 10.1111/joop.12494

Marie-Colombe Afota, Yanick Provost Savard, Emmanuelle Léon, Ariane Ollier-Malaterre

{"title":"Changes in belongingness, meaningful work, and emotional exhaustion among new high-intensity telecommuters: Insights from pandemic remote workers","authors":"Marie-Colombe Afota, Yanick Provost Savard, Emmanuelle Léon, Ariane Ollier-Malaterre","doi":"10.1111/joop.12494","DOIUrl":"10.1111/joop.12494","url":null,"abstract":"The COVID-19 pandemic has thrust millions of workers into high-intensity telecommuting. While much research has examined the first months of the pandemic, little is known about how workers have responded to this new work arrangement over time. The stressor-reaction perspective suggests that any strain related to the physical separation from coworkers may persist as long as the stressor is present, while the adaptation perspective implies that individuals adopt new behaviours that help them adjust once the initial shock is over. This research examines the changes in work belongingness, meaningful work, and emotional exhaustion following a shift to high-intensity telecommuting, between September 2020 and March 2021. We conducted a four-wave study among an organizational sample of 716 workers who transitioned to high-intensity telecommuting during the pandemic. Latent growth modelling analyses showed that new high-intensity telecommuters experienced declines in work belongingness over time, which in turn led to decreased perceptions that their work was meaningful and increased emotional exhaustion, supporting the stress-reaction perspective. Contrary to theoretical predictions, trajectories were worse for those with a higher initial affective commitment to coworkers. We discuss how our findings can inform scholars and practitioners about the unfolding consequences of a collective shift to high-intensity telecommuting.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"817-840"},"PeriodicalIF":4.9,"publicationDate":"2024-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12494","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139679447","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

Happily retired! A consensual qualitative research to elaborate theory on resources' categorization, processes and caravans for successful retirement adjustment 快乐退休！开展共识性定性研究，阐述成功适应退休生活的资源分类、过程和大篷车理论

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-01-24 DOI: 10.1111/joop.12489

Ariane Froidevaux, Géraldine Curchod, Saskia Degli-Antoni, Christian Maggiori, Jérôme Rossier

{"title":"Happily retired! A consensual qualitative research to elaborate theory on resources' categorization, processes and caravans for successful retirement adjustment","authors":"Ariane Froidevaux, Géraldine Curchod, Saskia Degli-Antoni, Christian Maggiori, Jérôme Rossier","doi":"10.1111/joop.12489","DOIUrl":"10.1111/joop.12489","url":null,"abstract":"Successfully adjusting to retirement, in terms of achieving psychological comfort with one's retirement life, represents a major challenge for older workers. Although current literature emphasizes that it may depend on the availability and fluctuation of specific resources, little is known about which types and how resources allow recent retirees to adjust to retirement. Drawing on the resource-based dynamic model for retirement adjustment and conservation of resources theory, the current study aims to elaborate theory on resources' types, relative importance and combinations in caravans, and the processes through which they shape successful retirement adjustment. In a consensual qualitative research using abductive reasoning with recent retirees aged 66–69, we find four major resource types. We show that their importance varies (from the most important to the least: social interactions, life conditions, time management and individuality) and that they travel in caravans within a resource type. We further propose a model highlighting how these resources shape successful retirement adjustment through resources signal, conservation and acquisition processes. Overall, our findings offer theoretical and empirical contributions to the resource perspective on retirement adjustment and to conservation of resources theory's understanding of resources' categorization, processes and caravans.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"699-728"},"PeriodicalIF":6.2,"publicationDate":"2024-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139587944","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

Racism underlies seemingly race-neutral conservative criticisms of DEI statements among Black and White people in the United States 种族主义是美国黑人和白人中看似种族中立的保守派批评 DEI 声明的基础

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-01-22 DOI: 10.1111/joop.12491

Abigail M. Folberg, Laura Brooks Dueland, Matthew Swanson, Sarah Stepanek, Mikki Hebl, Carey S. Ryan

{"title":"Racism underlies seemingly race-neutral conservative criticisms of DEI statements among Black and White people in the United States","authors":"Abigail M. Folberg, Laura Brooks Dueland, Matthew Swanson, Sarah Stepanek, Mikki Hebl, Carey S. Ryan","doi":"10.1111/joop.12491","DOIUrl":"10.1111/joop.12491","url":null,"abstract":"We examined how potential job candidates react to a hiring organization that requests diversity, equity and inclusion (DEI) statements, which conservatives in the United States and elsewhere have criticized as being unrelated to job function and inappropriately political or ideological. Across three studies (two of which were pre-registered), we compared reactions to requests for DEI (vs. teamwork or conservative values) statements as a function of race (Black vs. White), political conservatism and symbolic racism (Total N = 1108). When a DEI (vs. teamwork or politically conservative values) statement was requested, participants who were more (vs. less) conservative perceived the organization as less just, expressed less interest in the job, and expected poorer person-organization fit, even when a job-related rationale was provided. Further, participants who were more (vs. less) conservative evaluated a request for a statement consistent with conservative values more favourably. Thus, criticisms that DEI statements are overly political are not applied to other statements that might elicit similar concerns. Moreover, an internal meta-analysis suggested that the relationships of conservatism to justice and interest (but not person-organization fit) in response to requests for DEI (vs. teamwork) statements were not independent of racism. Findings were consistent with social dominance theory; racism may underlie seemingly race-neutral backlash to DEI statements.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"791-816"},"PeriodicalIF":4.9,"publicationDate":"2024-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12491","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139609470","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