Journal of Occupational and Organizational Psychology最新文献_第8页

I can do good even when my supervisor is bad: Abusive supervision and employee socially responsible behaviour 即使我的上司很坏，我也能做得很好:滥用监管和员工的社会责任行为

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-11-28 DOI: 10.1111/joop.12482

Nishat Babu, Kenneth De Roeck, Wladislaw Rivkin, Sudeshna Bhattacharya

{"title":"I can do good even when my supervisor is bad: Abusive supervision and employee socially responsible behaviour","authors":"Nishat Babu, Kenneth De Roeck, Wladislaw Rivkin, Sudeshna Bhattacharya","doi":"10.1111/joop.12482","DOIUrl":"10.1111/joop.12482","url":null,"abstract":"Existing research has convincingly demonstrated the deleterious impact of abusive supervision within the boundaries of the organization. However, we ask, can the harmful consequences of abusive supervision extend beyond organizational boundaries, and in particular, impact social good creation? To answer this crucial question, the present study investigates whether, how, and when abusive supervision affects employees' socially responsible behaviour (SRB). We build on ego depletion theory, and its theoretical extension, the integrative self-control theory, to develop and test a multi-level model that advances our understanding of the psychological mechanisms through, and boundary conditions under which abusive supervision affects employee SRB. Findings from a weekly diary study across 12 weeks support: (1) the role of ego depletion as a core psychological process that underlies the negative impact of weekly abusive supervision on employees' SRB and (2) the role of both trait abusive supervision and weekly impulse control demands as critical boundary conditions that determine whether weekly abusive supervision impacts SRB. These findings have important implications for the abusive supervision and social responsibility literatures, advancing our understanding of what organizations can do to alleviate the detrimental consequences of abusive supervision for social good creation.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"555-578"},"PeriodicalIF":6.2,"publicationDate":"2023-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12482","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138541735","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

Why do employees attend work sick? The assessment and relevance of opposite presenteeism motivations 为什么员工要带病上班?相反出勤动机的评估与关联

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-11-20 DOI: 10.1111/joop.12481

Thomas Van Waeyenberg

{"title":"Why do employees attend work sick? The assessment and relevance of opposite presenteeism motivations","authors":"Thomas Van Waeyenberg","doi":"10.1111/joop.12481","DOIUrl":"10.1111/joop.12481","url":null,"abstract":"Presenteeism, the act of attending work while sick, has gained significant research attention. However, the motivations driving this behaviour remain underexplored. This study seeks to contribute to this area by developing and validating a measurement tool that captures two distinct motivations for presenteeism: voluntary, stemming from personal choice, and involuntary, resulting from external pressures. Across four studies involving 1021 respondents from both the general working population and contexts known for high levels of presenteeism, the reliability and validity of an 8-item presenteeism motivation scale were established. Studies 1 and 2 confirmed the scale's two-factor structure and reliability. Study 3 further demonstrated its convergent, concurrent, and discriminant validity, as well as its ability to detect anticipated sex differences in presenteeism tendencies. Study 4 provided evidence towards criterion related validity, showing differential effects on employee well-being over time. Voluntarily presenteeism was associated with higher levels of work engagement and lower burnout rates, while involuntary presenteeism exhibited the opposite pattern. Additionally, the scale demonstrated measurement invariance across different working populations. The theoretical and managerial implications of these findings are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"536-554"},"PeriodicalIF":6.2,"publicationDate":"2023-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12481","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138541870","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 insecurity and work–family interface as predictors of mental and physical health: The moderating role of family–work stereotype threat 工作不安全感和工作-家庭界面对身心健康的影响:家庭-工作刻板印象威胁的调节作用

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-11-20 DOI: 10.1111/joop.12478

Laura Petitta, Tahira M. Probst, Valerio Ghezzi, Erica L. Bettac, Lindsey M. Lavaysse, Claudio Barbaranelli

{"title":"Job insecurity and work–family interface as predictors of mental and physical health: The moderating role of family–work stereotype threat","authors":"Laura Petitta, Tahira M. Probst, Valerio Ghezzi, Erica L. Bettac, Lindsey M. Lavaysse, Claudio Barbaranelli","doi":"10.1111/joop.12478","DOIUrl":"10.1111/joop.12478","url":null,"abstract":"While a growing body of literature links the stressor of job insecurity (JI) with poor employee well-being and increased work-to-family conflict (WFC), the current study specifically tests WFC as an explanatory mechanism of the relationships between affective JI (i.e., emotional reactions to the perceived threat to one's job) and poor health outcomes (i.e., mental and physical health). Moreover, this study uniquely examines how family–work stereotype threat (FWST; i.e., fears of confirming negative stereotypes about workers with family obligations) may exacerbate the relationship between perceived threats to one's job and employee reports of WFC. Using a cross-country design, data from 707 employees in the United States (two-wave) and 763 employees nested within 100 organizations in Italy (multilevel, cross-sectional) largely supported the hypothesized mediation model. Specifically, WFC explains the association of JI with individual mental and physical health in both countries. Moreover, FWST exacerbates the direct relation of JI with WFC in the United States, but not in Italy. These findings suggest that the fear of losing one's job may prompt employee experiences of WFC and subsequent poorer physical and mental health; additionally, in the United States, this effect is even stronger among employees who reported higher levels of FWST. We interpret these heterogeneous findings in the light of nation-related factors in managing increasingly insecure employment markets, especially after the COVID-19 pandemic. Theoretical and practical implications are discussed for improving both health and work–life boundary management of post-pandemic workers.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"452-478"},"PeriodicalIF":6.2,"publicationDate":"2023-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12478","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138541749","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

Leader affective presence, psychological safety and team proactive problem prevention 领导情感在场、心理安全与团队主动问题预防

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-11-14 DOI: 10.1111/joop.12480

Hector P. Madrid, Cristian A. Vasquez, Maximiliano Escaffi-Schwarz

{"title":"Leader affective presence, psychological safety and team proactive problem prevention","authors":"Hector P. Madrid, Cristian A. Vasquez, Maximiliano Escaffi-Schwarz","doi":"10.1111/joop.12480","DOIUrl":"10.1111/joop.12480","url":null,"abstract":"Leader affective presence, the tendency of leaders to consistently evoke feelings in team members, has gained prominence in the context of leadership and teamwork. However, prior research lacks a comprehensive theoretical framework, focuses on limited team processes, and relies mainly on cross sectional designs to study this construct. Building upon theories of the social functions of affect, this study examines the relationship between leaders' affective presence and team member behaviour, specifically focusing on team proactive problem prevention and examining whether this relationship is mediated by team psychological safety. Using a two-wave panel model with 504 professionals in 134 teams, our findings revealed that positive leader affective presence, characterized by instilling enthusiasm, joy and inspiration among team members, was positively associated with perceptions of team psychological safety. In turn, team psychological safety was positively related to leaders' assessments of proactive problem prevention. Interestingly, negative leader affective presence, which triggers worry, tension and stress, was not related to team psychological safety but was positively associated with team proactive problem prevention. These results highlight the importance of leader affective presence in shaping emergent team states and team member behaviour. Researchers and practitioners should thus consider these insights when assessing and intervening in leadership and teamwork processes in organizations.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"516-535"},"PeriodicalIF":6.2,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138541757","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

Team conflict at the core: Exploring the influence of critical team member conflict on team creative functioning 团队冲突的核心：探索关键团队成员冲突对团队创造性运作的影响

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-11-13 DOI: 10.1111/joop.12477

Huiyao Liao, T. Brad Harris, Ning Li, Yuqing Han

{"title":"Team conflict at the core: Exploring the influence of critical team member conflict on team creative functioning","authors":"Huiyao Liao, T. Brad Harris, Ning Li, Yuqing Han","doi":"10.1111/joop.12477","DOIUrl":"10.1111/joop.12477","url":null,"abstract":"Scholars have long been intrigued by the relationship between intrateam conflict and team creativity, though findings to date have been mixed. Recent research suggests that traditional conceptualizations of intrateam conflict as a property that is shared uniformly by team members (e.g., averaging members' overall conflict perceptions), rather than a more nuanced phenomenon between individual members with unique network positions, have limited our understanding of its influences. These advances, however, have yet to be substantively applied to the intrateam conflict-creativity literature. Accordingly, we integrate network views of conflict with creativity theory and group motivated processing models to explore how task and relationship conflicts involving critical members' (i.e., members central to a team's workflow network) influence team creative functioning beyond overall conflict perceptions. We theorize that critical member task conflict is positively associated with team creativity by way of team reflexivity, and this positive indirect effect is accentuated by team shared goals. Further, we posit that critical member relationship conflict is negatively associated with team creativity by way of reduced team cohesion, though this effect is mitigated by critical member emotional intelligence. Analyses of 70 new product development teams support most hypotheses while also highlighting interesting nuance and future research opportunities.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"424-451"},"PeriodicalIF":6.2,"publicationDate":"2023-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12477","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136348484","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

Fostering successful ageing at work: The role of cognitive job crafting, work certainty and perceived remaining time at work 促进工作中的成功老龄化：认知性工作设计、工作确定性和感知的剩余工作时间的作用

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-10-31 DOI: 10.1111/joop.12475

Stanimira K. Taneva, Yisheng Peng

{"title":"Fostering successful ageing at work: The role of cognitive job crafting, work certainty and perceived remaining time at work","authors":"Stanimira K. Taneva, Yisheng Peng","doi":"10.1111/joop.12475","DOIUrl":"10.1111/joop.12475","url":null,"abstract":"This research emphasizes the role of employees in managing their experiences of successful ageing at work. Following a lifespan developmental framework, we propose a new model in which employees, who proactively engage in cognitive job crafting and work uncertainty regulation, are more effective in altering their perceptions of remaining time at work. This, in turn, enhances their experiences of successful ageing in the workplace (i.e. the likelihood to sustain longer, healthier and more productive working lives). We test the conceptual model in two consecutive studies with workers from the United States of America (Study 1) and China (Study 2). The results replicate across the two studies, confirming the indirect positive effect of cognitive crafting on successful ageing at work through perceived remaining time at work. In addition, in Study 2, we find that the effect of cognitive crafting on perceived remaining time at work is stronger for employees with higher (vs. lower) levels of work certainty. Finally, work predictability indirectly moderates the relationship between cognitive crafting and perceived remaining time at work via work certainty. These findings offer important theoretical insights into the fields of work and ageing, job design and uncertainty regulation and provide the evidence base for building capacity, improving organizational practice and policymaking on active ageing at work and beyond.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 2","pages":"381-402"},"PeriodicalIF":6.2,"publicationDate":"2023-10-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135928580","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

Why and when newcomer career consultation behaviour attracts career mentoring from supervisors: A sociometer explanation of supervisors' perspective 新人的职业咨询行为为何以及何时会吸引主管的职业指导：从社会学角度解释主管的观点

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-10-31 DOI: 10.1111/joop.12476

Ying Wang, Yuyan Zheng, Chia-Huei Wu, Wen Wu, Yuhuan Xia

引用次数: 0

A critical review of the use of cognitive ability testing for selection into graduate and higher professional occupations 对利用认知能力测试选拔研究生和高级专业人员的批判性评论

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-10-25 DOI: 10.1111/joop.12470

Stephen A. Woods, Fiona Patterson

{"title":"A critical review of the use of cognitive ability testing for selection into graduate and higher professional occupations","authors":"Stephen A. Woods, Fiona Patterson","doi":"10.1111/joop.12470","DOIUrl":"10.1111/joop.12470","url":null,"abstract":"This article presents a critical review of the use of cognitive ability testing for access to graduate and higher professional occupations to promote further debate and reflection in both the academic and practitioner community. The main contentions are that the practice of applying cognitive ability testing in these contexts has strong potential to both maintain and exacerbate social inequality in access to higher occupations and professions, and that validity evidence does not justify this to the extent that has previously been presumed. Five critical observations are examined, namely (1) evidence of adverse impact in test outcomes; (2) the tendency to position cognitive ability testing early in selection processes in high-volume recruitment; (3) recent evidence challenging the meta-analytic validity of cognitive ability tests; (4) weaknesses in historical primary validity studies; (5) conceptually flawed examination of differential validity evidence in the literature. Implications for practice are discussed, contrasting strategies that involve modifying selection systems that include cognitive testing, versus removing and replacing cognitive tests.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 1","pages":"253-272"},"PeriodicalIF":6.2,"publicationDate":"2023-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12470","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135111741","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

The multidimensional nature of career self-management behaviours and their relation to facets of employability 职业生涯自我管理行为的多面性及其与就业能力各方面的关系

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-10-05 DOI: 10.1111/joop.12474

Francisco Wilhelm, Andreas Hirschi, Dawa Schläpfer

{"title":"The multidimensional nature of career self-management behaviours and their relation to facets of employability","authors":"Francisco Wilhelm, Andreas Hirschi, Dawa Schläpfer","doi":"10.1111/joop.12474","DOIUrl":"10.1111/joop.12474","url":null,"abstract":"Career self-management (CSM) has attracted increased scholarly interest, but definitional issues and the lack of an integrative understanding constrain research on the topic. In two studies, we seek to clarify the nature and dimensionality of CSM behaviour, examine the relation of specific dimensions to the general construct and investigate the relation of different CSM behaviours to facets of employability. In Study 1, we used a systematic literature review and thematic analysis to identify seven key CSM behaviours: (a) impression management, (b) building contacts, (c) using contacts, (d) human capital development, (e) goal setting and planning, (f) self-exploration and (g) mobility-oriented behaviour. Across two samples in Study 2 (combined N = 1065), we examined the relation of the seven behaviours to the general CSM construct and their relation to facets of employability in a time-lagged analysis. The results show that CSM behaviours are best modelled as a bifactor structure with a general dimension and seven specific behaviours. Specific CSM behaviours explained unique variance in specific facets of employability. In sum, the studies clarify our understanding of CSM's nature, dimensionality, structure, and nomological net.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 1","pages":"342-375"},"PeriodicalIF":6.2,"publicationDate":"2023-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12474","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134973394","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

The authentic self in work and family roles and well-being: A test of self-determination theory 工作和家庭角色中的真实自我与幸福：自我决定理论的检验

IF 6.2 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2023-10-03 DOI: 10.1111/joop.12473

Marla L. White, Julie Holliday Wayne, Wendy J. Casper, Russell A. Matthews, Heather Odle-Dusseau, Esther L. Jean

引用次数: 0