Journal of Organizational Behavior最新文献

{"title":"Applying the Sociogenomic Model of Personality to Organizational Psychology","authors":"Brent W. Roberts, Cavan V. Bonner","doi":"10.1002/job.70019","DOIUrl":"https://doi.org/10.1002/job.70019","url":null,"abstract":"","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 8","pages":"1162-1166"},"PeriodicalIF":6.8,"publicationDate":"2025-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145242944","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}

{"title":"From Personality Traits to Personality Dynamics: New Approaches to Personality Research in Organizations","authors":"Wen-Dong Li, In-Sue Oh, Chia-huei Wu, Christopher Nye, Filip De Fruyt, Sharon Parker, Filip Lievens","doi":"10.1002/job.70016","DOIUrl":"https://doi.org/10.1002/job.70016","url":null,"abstract":"","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 8","pages":"1081-1089"},"PeriodicalIF":6.8,"publicationDate":"2025-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145243048","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}

{"title":"Rethinking Trait Theory","authors":"Robert Hogan, Ryne A. Sherman","doi":"10.1002/job.70021","DOIUrl":"https://doi.org/10.1002/job.70021","url":null,"abstract":"","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 8","pages":"1158-1161"},"PeriodicalIF":6.8,"publicationDate":"2025-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145243112","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}

{"title":"Correction to “Unraveling the Power of Leisure Crafting for Unengaged Employees: Implications for Creativity and Meaning at Work”","authors":"","doi":"10.1002/job.70006","DOIUrl":"https://doi.org/10.1002/job.70006","url":null,"abstract":"<p>\u0000 <span>Petrou, P.</span>, <span>Hamrick, A. B.</span>, & <span>Abdel Hadi, S.</span> (<span>2024</span>). <span>Unraveling the Power of Leisure Crafting for Unengaged Employees: Implications for Creativity and Meaning at Work</span>. <i>Journal of Organizational Behavior</i>, <span>45</span>(<span>8</span>), <span>1170</span>–<span>1188</span>.</p><p>In the current paper, the results for the tests of Hypothesis 3 (Study 1) and Hypotheses 4 and 5 (Study 2) are mistakenly labelled as using 95% CIs and should be labelled as 90% CIs. To test Hypotheses 3–5, we followed previous empirical practice (Parker et al. <span>2020</span>) and methodological recommendations (Preacher et al. <span>2010</span>) suggesting that one-tailed 90% CIs are justified for the calculation of indirect effects.</p><p>In the data analyses section on page 1176, the following sentence was omitted in the originally published article and should be included:</p><p>To test Hypothesis 3 (and Hypotheses 4 and 5 in Study 2), we followed previous empirical practice (Parker et al. <span>2020</span>) and methodological recommendations (Preacher et al. <span>2010</span>), suggesting that one-tailed 90% CIs are justified for the calculation of indirect effects.</p><p>We have listed the page numbers and correct reporting for each hypothesis test below.</p><p>Page 1177, the text should report the following:</p><p>“Results revealed that the indirect effect was positive and significant for 1 SD, lower than the mean of baseline work engagement; 90% CI ranged between 0.012 and 0.082; while the indirect effect was non-significant for 1 SD, higher than the mean of baseline work engagement, 90% CI ranged between −0.076 and 0.005. The difference of the two indirect effects for low and high work engagement was significant (90% CI [0.014/0.140]).”</p><p>Page 1180, the text should report the following:</p><p>“The indirect effect of Week 1 leisure crafting on Week 3 creativity via Week 2 cognitive developmental resources did not include zero (90% CI [0.002/0.023]), while the indirect effect via Week 2 affective resources did (90% CI [0.000/0.017]), which supports Hypothesis 4a but not Hypothesis 4b.”</p><p>Pages 1180–1181, the text should report the following:</p><p>“The indirect effect of Week 1 leisure crafting on Week 3 creativity via cognitive developmental resources was significant for low levels of work engagement (90% CI [0.001/0.023]), for moderate levels of work engagement (90% CI [0.002/0.024]) and for high levels (90% CI [0.002/0.028]). However, the indirect effects for low and high levels of work engagement did not differ from each other (90% CI [−0.014/0.002]). In addition, the indirect effect of Week 1 leisure crafting on Week 3 creativity via affective resources was significant for low levels of work engagement (90% CI [0.002/0.030]) but not for high work engagement (90% CI [−0.010/0.004]). The two indirect effects for low and for high work engagement were signif","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 8","pages":"1167-1168"},"PeriodicalIF":6.8,"publicationDate":"2025-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70006","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145243189","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}

{"title":"Featured Cover","authors":"André Wagner,&nbsp;Daan van Knippenberg,&nbsp;Lauren D'Innocenzo","doi":"10.1002/job.70003","DOIUrl":"https://doi.org/10.1002/job.70003","url":null,"abstract":"<p>The cover image is based on the article <i>Customer-Oriented Boundary Spanning, Functional Diversity, and Customer Adoption</i> by André Wagner et al., https://doi.org/10.1002/job.2884\u0000 \u0000 <figure>\u0000 <div><picture>\u0000 <source></source></picture><p></p>\u0000 </div>\u0000 </figure></p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":""},"PeriodicalIF":6.2,"publicationDate":"2025-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70003","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144550823","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}

{"title":"Organizational Behavior in the Gig Economy: Contributions, Challenges, and New Directions","authors":"Jason L. Huang,&nbsp;Nathan A. Bowling,&nbsp;Dongyuan Wu","doi":"10.1002/job.70001","DOIUrl":"https://doi.org/10.1002/job.70001","url":null,"abstract":"<div>\u0000 \u0000 <p>The rise of gig work—flexible, short-term, task-based labor, often mediated by digital platforms—has significantly reshaped the employment landscape. This special issue presents five articles that investigate gig work through the lens of organizational behavior (OB), offering new theoretical perspectives and practical insights into this rapidly growing labor segment. The articles examine a range of psychological processes central to gig work, including identity regulation, flow experience, psychological detachment, safety and risk assessments, and algorithmic management. Taken together, they demonstrate that gig work represents more than just a novel context for applying existing theories; it also provides opportunities to rethink foundational OB constructs such as autonomy, motivation, emotional well-being, and managerial control. This special issue illustrates how distinctive features of gig work—algorithmic oversight, precariousness, and limited organizational attachment—challenge traditional assumptions embedded in existing OB theories. Furthermore, it highlights methodological challenges and opportunities unique to gig research. By showcasing gig work's theoretical richness and methodological distinctiveness, we aim to stimulate future research that positions gig work not as peripheral, but as a central domain in the evolution of OB.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 7","pages":"973-979"},"PeriodicalIF":6.8,"publicationDate":"2025-06-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145012790","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}

{"title":"Team Virtuality and Innovation: A Meta-Analysis of the Moderating Role of Team Design","authors":"Matthias Felix Sinnemann,&nbsp;Matthias Michael Weiss","doi":"10.1002/job.2889","DOIUrl":"https://doi.org/10.1002/job.2889","url":null,"abstract":"<p>Organizations are dependent on the generation and implementation of new ideas to creatively solve the world's problems with innovative solutions. Simultaneously, organizations are increasingly facing heightened team virtuality, which describes the collaboration of geographically dispersed team members using electronic communication. In this context, prior research highlights both positive and negative consequences of team virtuality but has not come to a consensus on how it affects team innovation. Therefore, this meta-analysis synthesizes 167 effect sizes from 132 independent samples comprising a total of 7004 teams to obtain in-depth insights into the impact of team virtuality on team innovation. Considering the overall assessment of the relationship between team virtuality and team innovation, no significant effect could be revealed. By identifying potential moderators derived from the premises of the team effectiveness model, our results indicate that the relationship between team virtuality and team innovation varies with team composition, task design, and team context. As revealed through meta-analytic regression, the influence between team virtuality and team innovation is significantly moderated by task design (i.e., divergent vs. convergent) and the type of technology utilized by the teams (i.e., text-based vs. audio-based vs. video-based communication).</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":"867-888"},"PeriodicalIF":6.2,"publicationDate":"2025-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2889","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551057","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}

{"title":"Rise of the Dark Side: How Sleep Perception Triggers Dark Triad States at Work","authors":"Evy Kuijpers,&nbsp;Jasmine Vergauwe,&nbsp;Sam Vanderperre,&nbsp;Olivier Mairesse,&nbsp;Joeri Hofmans","doi":"10.1002/job.2885","DOIUrl":"https://doi.org/10.1002/job.2885","url":null,"abstract":"<div>\u0000 \u0000 <p>Although there has been a growing interest in studying the dark side of personality among working individuals, studies have predominantly focused on dark triad <i>traits</i>. However, to understand when employees turn to their dark side, it is crucial to gain insights into the specific factors that trigger dark triad <i>states</i>. Because the ability to regulate one's behavior in part relies upon periods of rest and recovery, impaired sleep might play a crucial role in understanding why and when dark triad expressions occur at work. Using a 10-day experience sampling method (ESM) design among 103 employees (<i>N</i>_{repeated observations} = 786), the current study tested (i) the within-person relationship between sleep perception (sleep quality and quantity) and dark triad states and (ii) whether distress tolerance mediates this relationship. The results indicate negative associations between sleep quality/quantity and each of the dark triad states. Moreover, distress tolerance partly mediates the relationship between sleep perception and overall dark triad states. These findings suggest that sleep-deficient employees are more prone to exhibit dark traits, contributing to insights on mitigating such expressions in the workplace.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 8","pages":"1120-1138"},"PeriodicalIF":6.8,"publicationDate":"2025-04-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145242931","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}

{"title":"Achievement Goal–Directed Mechanism Connecting Conscientiousness to Inefficacy: Evidence From Resting-State fMRI","authors":"Zhengqiang Zhong,&nbsp;Han Ren,&nbsp;Song Wang","doi":"10.1002/job.2891","DOIUrl":"https://doi.org/10.1002/job.2891","url":null,"abstract":"<div>\u0000 \u0000 <p>Inefficacy plays a crucial role in the manifestation of burnout, leading to various adverse outcomes for employees and organizations. Although previous studies have empirically demonstrated that individuals with high conscientiousness are less prone to experiencing inefficacy, this relationship remains undertheorized. Leveraging the theory of purposeful work behavior and the organizational cognitive neuroscience perspective, we provide a novel theoretical framework and develop a neurological index representing the achievement goal–directed mechanism connecting conscientiousness to inefficacy among employees. We conducted a survey involving 201 full-time working adults from diverse organizations, measuring their brains through structural MRI and resting-state fMRI. The results reveal that a neurological index indicative of the achievement goal–directed mechanism—specifically, resting-state functional connectivity of the bilateral medial prefrontal cortex with the left hippocampus (RSFC of MPFC-HC)—was negatively associated with inefficacy and positively associated with conscientiousness. Importantly, mediation analysis establishes that this neurological index partially mediates the relationship between conscientiousness and inefficacy. These findings carry significant theoretical and practical implications for addressing inefficacy in the workplace.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":"889-905"},"PeriodicalIF":6.2,"publicationDate":"2025-04-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551298","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}

{"title":"Wise Proactivity: Antecedents, Outcomes, and a Mechanism","authors":"Ying Wang,&nbsp;Sharon K. Parker,&nbsp;Chia-Huei Wu,&nbsp;Mingjian Zhou,&nbsp;Jenny Liao","doi":"10.1002/job.2887","DOIUrl":"https://doi.org/10.1002/job.2887","url":null,"abstract":"<p>Being proactive involves taking personal initiative to change a situation or oneself. While research to date has paid considerable attention to the frequency with which individuals engage in proactive behaviors, less attention has been given to the ways in which people act proactively to garner positive outcomes. In this paper, we draw on the conceptualization of wise proactivity developed by Parker, Wang, and Liao in 2019 to construct a measure that captures employees' deliberate and thoughtful consideration of context, others, and self as they proactively initiate and pursue change in the workplace. Through a series of empirical studies, we investigate the key antecedents of wise proactivity, showing that it is predicted by wisdom and political skills. We also examine whether, and through what mechanism, wise proactivity affects the outcome of job performance. We show that wise proactivity predicts job performance above and beyond the frequency with which one engages in proactivity and does so because wise proactivity is perceived of as desirable. Our study highlights the value of shifting the focus in proactivity research and practice to explore how employees can engage in proactive behavior in a wise manner.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":"923-938"},"PeriodicalIF":6.2,"publicationDate":"2025-04-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2887","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551352","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}