Journal of Occupational and Organizational Psychology最新文献_第7页

Empowered or overwhelmed? Procrastination extinguishes the positive effects of work flexibility on work–family conflict 增强能力还是不堪重负？拖延症消除了工作灵活性对工作与家庭冲突的积极影响

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-01-22 DOI: 10.1111/joop.12490

Scott L. Boyar, Brandon W. Smit, Carl P. Maertz Jr.

引用次数: 0

When organizational dehumanization hits home: Short-scale validation and test of a spillover–crossover model 当组织的非人化触及家庭时：溢出-交叉模型的短期验证和测试

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-01-22 DOI: 10.1111/joop.12493

Constantin Lagios, Florence Stinglhamber, Simon Lloyd D. Restubog, Nicolas Lagios, Noémie Brison, Gaëtane Caesens

{"title":"When organizational dehumanization hits home: Short-scale validation and test of a spillover–crossover model","authors":"Constantin Lagios, Florence Stinglhamber, Simon Lloyd D. Restubog, Nicolas Lagios, Noémie Brison, Gaëtane Caesens","doi":"10.1111/joop.12493","DOIUrl":"10.1111/joop.12493","url":null,"abstract":"Organizational dehumanization, a concept that has garnered increasing scholarly attention, still faces two significant limitations within the current literature. First, there is a lack of rigorously validated scales in the field. Second, the effects of organizational dehumanization on the family domain have been largely overlooked. In light of these gaps, we embarked on a comprehensive research project comprising five studies (NTotal = 2635) to address these limitations. Our primary objectives were twofold: (1) to develop and validate a concise five-item scale for measuring organizational dehumanization based on Caesens et al.'s (Eur. J. Work Org. Psychol., 26, 2017, 527-540) 11-item measure (Studies 1, 2 and 3) and (2) to investigate a novel spillover–crossover model of organizational dehumanization (Studies 4 and 5). Our results indicated that our proposed short scale has a good factorial structure and high reliability indices, correlates strongly with the 11-item full scale, is invariant over time and demonstrates evidence for convergent, discriminant and incremental validity. In addition, using data from both employees and their family members, we showed that organizational dehumanization contributes to an increase in work-to-family conflict among employees, as perceived by their family members. This, in turn, heightens relationship tension within their family members, ultimately leading to a decline in their relationship satisfaction. Theoretical and practical implications and avenues for future research are also discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"1037-1075"},"PeriodicalIF":4.9,"publicationDate":"2024-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139607421","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

Sexual jokes and conversations at the workplace and their relation to employee well-being: Results from a longitudinal study 工作场所的性笑话和性对话及其与员工福祉的关系：一项纵向研究的结果

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-01-22 DOI: 10.1111/joop.12492

Sabine Hommelhoff, David Richter, Susanne Scheibe

引用次数: 0

Workplace status differences and proactive behaviours: The role of perceived insider status and promotion criterion 职场地位差异与积极主动行为：认知的内部人地位和晋升标准的作用

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-01-18 DOI: 10.1111/joop.12488

Zhiqiang Liu, Xi Ouyang, Tae-Yeol Kim, Ying Chen

{"title":"Workplace status differences and proactive behaviours: The role of perceived insider status and promotion criterion","authors":"Zhiqiang Liu, Xi Ouyang, Tae-Yeol Kim, Ying Chen","doi":"10.1111/joop.12488","DOIUrl":"10.1111/joop.12488","url":null,"abstract":"Status difference is prevalent within working groups, profoundly influencing employees' perceptions and behaviours towards coworkers and their groups. Despite this ubiquity, exploring the effects of status difference within groups remains relatively underexamined. Drawing on social identity theory, this study examined how and when horizontal status difference (i.e., status comparison between a focal employee and his/her peers) and vertical status difference (i.e., status comparison between a focal employee and his/her leader) influence employees' perceived insider status and proactive behaviour. Results from 421 employees across 113 working groups indicated that horizontal status difference was positively related to perceived insider status, but vertical status difference had a curvilinear effect on perceived insider status. Furthermore, perceived insider status significantly mediated the impact of horizontal and vertical status differences on proactive behaviour. We also demonstrated that promotion criteria significantly moderated the relationship between horizontal status difference and perceived insider status; in particular, this relationship was stronger when organizations used a relative rather than an absolute promotion criterion.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"747-766"},"PeriodicalIF":6.2,"publicationDate":"2024-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12488","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139515391","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

Forced to be a good citizen: Exploring the bright- and dark-side effects of daily compulsory citizenship behaviours on subsequent proactive helping and interpersonal deviance 被迫成为好公民：探索日常强制性公民行为对日后主动帮助和人际偏差的明暗影响

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-12-20 DOI: 10.1111/joop.12486

Nai-Wen Chi, Chieh-Yu Lin, Patrick F. Bruning, Yu Hung

{"title":"Forced to be a good citizen: Exploring the bright- and dark-side effects of daily compulsory citizenship behaviours on subsequent proactive helping and interpersonal deviance","authors":"Nai-Wen Chi, Chieh-Yu Lin, Patrick F. Bruning, Yu Hung","doi":"10.1111/joop.12486","DOIUrl":"10.1111/joop.12486","url":null,"abstract":"Compulsory citizenship behaviour (CCB) refers to extra-role behaviours that are not necessarily voluntary or driven by goodwill, and are often conducted under duress or performed in response to supervisor or coworker pressure. The literature is currently unclear about whether these behaviours have negative, positive, or a nuanced combination of outcomes. We address this confusion by drawing on Conservation of Resources Theory to explain employees' daily depletion and organization-based self-esteem (OBSE) mechanisms that capture respective costs and benefits of daily CCB. We also explain how employees' extraversion and leader–member exchange (LMX) are critical boundary conditions of these effects. Using an experience sampling method, we collected data twice per day from 186 full-time employees across 10 working days, yielding 1551 valid daily responses. The results of multilevel path analyses showed that: (a) daily CCB had a positive indirect effect on next-day interpersonal deviance via increased ego depletion, with extraversion buffering this positive indirect effect; and (b) daily CCB had a positive indirect effect on next-day proactive helping via increased OBSE, with LMX strengthening this positive indirect effect. These results suggest that employees' daily CCB has both costs (i.e., resource depletion) and benefits (i.e., positive self-focused beliefs).","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"647-671"},"PeriodicalIF":6.2,"publicationDate":"2023-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138823879","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

A temporal investigation of experienced incivility and perpetrated counterproductive work behaviour 对所经历的不文明行为和所实施的适得其反的工作行为的时间调查

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-12-12 DOI: 10.1111/joop.12487

Alexandra A. Henderson, Russell A. Matthews

{"title":"A temporal investigation of experienced incivility and perpetrated counterproductive work behaviour","authors":"Alexandra A. Henderson, Russell A. Matthews","doi":"10.1111/joop.12487","DOIUrl":"10.1111/joop.12487","url":null,"abstract":"Following the principles of dynamic equilibrium theory (DET), this study examined the stable (institutional) and dynamic (episodic) components of mistreatment [experienced incivility and perpetrated counterproductive work behaviours (CWB)] using two longitudinal field samples based on a latent trait–state modelling approach. Study 1 (N = 615) leveraged a weekly lag design over four assessment points and Study 2 (N = 880) leveraged a monthly lag design over five assessment points. Across the two studies, results indicated that the majority of variance in both mistreatment constructs was institutional (i.e., individuals have meaningful set points that persist over time). Furthermore, institutional experienced incivility was positively related to institutional perpetrated CWB (i.e., the set point for experiencing incivility was positively related to the set point for perpetrating CWB). Similarly, episodic experienced incivility was concurrently associated with episodic perpetrated CWB (i.e., atypical episodes of experienced incivility were concurrently related to atypical episodes of perpetrated CWB). Interestingly, episodic experienced incivility did not have a lagged effect on future episodic perpetrated CWB, while episodic perpetrated CWB did have a lagged effect on future episodic experienced incivility. As such, for minor atypical episodes of mistreatment (i.e., incivility), we found evidence of dynamic equilibrium in that there are immediate episodic changes in other forms of mistreatment, but internal adaptive mechanisms appear to neutralize these effects over time. Meanwhile, overt atypical episodes of mistreatment (i.e., CWB) appear to have both immediate and lasting effects on other forms of mistreatment. These results have implications for DET, as well as for predicting the effectiveness of mistreatment research methodologies and interventions.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"672-698"},"PeriodicalIF":6.2,"publicationDate":"2023-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138685936","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

Does negative performance feedback always lead to negative responses? The role of trust in the leader 消极的绩效反馈是否总是会导致消极的回应？信任领导者的作用

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-12-07 DOI: 10.1111/joop.12485

Dan Ni, Xiaoming Zheng

引用次数: 0

Employer-oriented flexible work in health care: A diary study on the resulting cognitive demands and their relationship with work–home outcomes 医疗保健领域以雇主为导向的弹性工作制：关于由此产生的认知需求及其与工作和家庭结果之间关系的日记研究

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-12-07 DOI: 10.1111/joop.12483

Vera C. Baumgartner, Roman Prem, Lars Uhlig, Christian Korunka, Bettina Kubicek

{"title":"Employer-oriented flexible work in health care: A diary study on the resulting cognitive demands and their relationship with work–home outcomes","authors":"Vera C. Baumgartner, Roman Prem, Lars Uhlig, Christian Korunka, Bettina Kubicek","doi":"10.1111/joop.12483","DOIUrl":"10.1111/joop.12483","url":null,"abstract":"This study investigates how cognitive demands resulting from employer-oriented flexibility (i.e. to coordinate with others, to structure work tasks and to organize work and private obligations) relate to work–home outcomes among health care professionals. To understand the underlying psychological mechanisms of the relationship between cognitive demands resulting from employer-oriented flexibility and work–home outcomes, we combined the challenge–hindrance approach with role theory. We hypothesized a positive relationship between cognitive demands resulting from employer-oriented flexibility and work–home conflict via cognitive effort (strain process) and between cognitive demands resulting from employer-oriented flexibility and work–home enrichment via learning to self-organize (learning process). Eighty-eight health care professionals working in eldercare homes participated in a diary study and provided 407 day-level datasets. They completed questionnaires twice a day over 5 working days. Our analyses show that the relationships between daily cognitive demands resulting from employer-oriented flexibility and work–home outcomes depend on strain and learning processes. Furthermore, our results demonstrate that cognitive demands resulting from employer-oriented flexibility, although ambivalently related to work–home outcomes on the person level, trigger distinct strain and learning processes on the day level: daily coordinating with colleagues and daily structuring work tasks were related to work–home conflict via cognitive effort, whereas daily organizing work and family obligations was associated with work–home enrichment via learning to self-organize.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"579-601"},"PeriodicalIF":6.2,"publicationDate":"2023-12-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12483","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138580385","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

Every action has a reaction: A model of coworker reactions to sexual minority employees' identity disclosure 每个行动都有反应：同事对性少数群体员工披露身份的反应模型

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-12-07 DOI: 10.1111/joop.12484

Lindsay Y. Dhanani, Rebecca Totton, Taylor K. Hall

{"title":"Every action has a reaction: A model of coworker reactions to sexual minority employees' identity disclosure","authors":"Lindsay Y. Dhanani, Rebecca Totton, Taylor K. Hall","doi":"10.1111/joop.12484","DOIUrl":"10.1111/joop.12484","url":null,"abstract":"The current study examines the predictors and consequences of the ways coworkers react following sexual identity disclosure. We propose that employees may experience different reactions following disclosure depending on their social and sexual identities and that such reactions will impact their job attitudes, well-being, and subsequent identity concealment. Data were collected from 308 lesbian, gay, bisexual, and pansexual employees using a two-wave field survey design. Results for the predictors of coworker reactions indicate that employees who identified as Black, transgender/genderqueer, or bisexual/pansexual reported they experienced more unsupportive reactions from their coworkers following the disclosure of their sexual identity as compared to White, cisgender, and gay/lesbian employees. Supplemental analyses further indicate that Black bisexual/pansexual employees experienced the least positive reactions from coworkers as compared to the other referent groups. Results examining the outcomes of coworker reactions demonstrate that positive disclosure reactions are associated with decreased job satisfaction and increased turnover intentions, emotional exhaustion, and subsequent identity concealment, whereas negative disclosure reactions are associated with increased depressive symptoms and emotional exhaustion. Findings demonstrate a need to expand on conceptual and empirical work on identity disclosure to consider coworker reactions and underscore that the disclosure experiences of sexual minority employees are not uniform.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"602-622"},"PeriodicalIF":6.2,"publicationDate":"2023-12-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138580319","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

Advancing safety in turbulent times: Development and validation of a pandemic safety climate scale 在动荡时期促进安全：大流行病安全氛围量表的开发与验证

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-12-07 DOI: 10.1111/joop.12479

Yueng-hsiang Huang, Yimin He, Jin Lee, Bailey Lytle, Theodore K. Courtney

{"title":"Advancing safety in turbulent times: Development and validation of a pandemic safety climate scale","authors":"Yueng-hsiang Huang, Yimin He, Jin Lee, Bailey Lytle, Theodore K. Courtney","doi":"10.1111/joop.12479","DOIUrl":"10.1111/joop.12479","url":null,"abstract":"This study introduces the concept of pandemic safety climate (SC), employees' perceptions of an organization's policies, procedures and practices aiming to deal with the COVID-19 pandemic. Based on the theory of planned behaviour, we expected that the pandemic SC would be the base of employees' subjective norms, attitudes and perceived control in dealing with the COVID-19 pandemic-related challenges. We hypothesized that pandemic SC would be associated with a series of attitudinal and behavioural criteria that aim to prevent the spread of COVID-19 as well as promote other health and well-being outcomes. Using both prospective and cross-sectional datasets, we developed and validated a measure of pandemic SC which consisted of two scales. Organization pandemic SC refers to the employees' perceptions of the strategies and efforts at the organization level and consists of four dimensions: management commitment and proactivity, workplace flexibility and capacity, equipment and sanitization for COVID-19 prevention and COVID-19-related communication and training programmes. Group pandemic SC refers to the employees' perceptions of the intermediate support and care from supervisors and consists of three dimensions: supervisor commitment and proactivity, safety monitoring and COVID-19-related supervisory communication. Construct validity and criterion-related validity were supported. Theoretical and practical implications of the newly developed pandemic SC scales are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"479-515"},"PeriodicalIF":6.2,"publicationDate":"2023-12-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138580582","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