Journal of Organizational Behavior最新文献

Dollars and Domestic Duties: A 22-Year Study of Income, Home Labor, and Gendered Career Outcomes in Dual-Earner Couples 美元与家庭责任：双职工家庭22年的收入、家务劳动和性别职业结果研究

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-20 DOI: 10.1002/job.2879

Hyejin Yu, Elise, Alexis Nicole Smith, Nikolaos Dimotakis

{"title":"Dollars and Domestic Duties: A 22-Year Study of Income, Home Labor, and Gendered Career Outcomes in Dual-Earner Couples","authors":"Hyejin Yu, Elise, Alexis Nicole Smith, Nikolaos Dimotakis","doi":"10.1002/job.2879","DOIUrl":"https://doi.org/10.1002/job.2879","url":null,"abstract":"Although women's outsized share of household labor and subsequent career disadvantages are well-documented, the impact of income arrangements within dual-earner couples has been underexplored in the context of the work–family dynamic. Drawing upon resource and gender construction theories, we examine how income dynamics within male–female dyads can differentially affect each partner's career success via unpaid home labor. Using multilevel polynomial regression on a longitudinal sample of 7252 dual-earner couples over a 22-year period from the Household, Income, and Labor Dynamics in Australia (HILDA) Survey, we demonstrate that the interplay of income within these dyads differentially shapes partners' household labor, ultimately influencing female (but not male) career promotion. Specifically, women face a lower likelihood of promotion when in male- and female-breadwinning arrangements compared with dual-breadwinning arrangements with minimal resource differentials, partly due to the increased household labor. Among dual-breadwinning arrangements, we find that female partners have a higher chance of promotion when male partners have similarly high (versus low) income levels, due to reduced household labor. Our supplementary analysis uncovers that work centrality accounts for the gendered impact of household labor on promotion while also illustrating how the effect of income arrangements evolves over 22 years. Overall, our findings provide new revelations on how breadwinning arrangements within couples can reinforce or hinder women's career advancement, while largely leaving men's careers unaffected, through the gendered spillover effect of unpaid household labor.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"662-684"},"PeriodicalIF":6.2,"publicationDate":"2025-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2879","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144207053","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

“I Just Need to Say Something”: A Self-Determination Model of Voice “我只是需要说点什么”：声音的自我决定模式

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-06 DOI: 10.1002/job.2868

Andrew Li, Dejun Tony Kong, Zhiqing E. Zhou, Craig Crossley, Quan Lin

{"title":"“I Just Need to Say Something”: A Self-Determination Model of Voice","authors":"Andrew Li, Dejun Tony Kong, Zhiqing E. Zhou, Craig Crossley, Quan Lin","doi":"10.1002/job.2868","DOIUrl":"https://doi.org/10.1002/job.2868","url":null,"abstract":"<div>\u0000 \u0000 Existing voice research tends to focus on the positive outcomes associated with promotive voice and the negative outcomes associated with prohibitive voice. We adopt a self-determination theoretical lens to examine what voicers stand to gain by engaging in both types of voice despite the potential backlash against them for their voice behavior (particularly prohibitive voice). We conducted two experience-sampling studies that examined the fluctuation of voice on a daily (Study 1) and weekly (Study 2) basis. In Study 1, we found that while promotive voice was positively associated with the voicer's psychological need satisfaction, prohibitive voice was not. In addition, the association between promotive voice and the voicer's psychological need satisfaction was stronger than that of prohibitive voice and the voicer's psychological need satisfaction. In Study 2, we found that both promotive voice and prohibitive voice were indirectly related to the voicer's authentic self-expression and helping behavior through the mediating mechanism of psychological need satisfaction, although the indirect effects of promotive voice were stronger than the indirect effects of prohibitive voice.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"789-811"},"PeriodicalIF":6.2,"publicationDate":"2025-03-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144206515","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

Examining the Hindering Effects of Receiving Help on Internal Reporting of Unethical Behavior 检视接受协助对内部举报不道德行为的阻碍作用

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-03 DOI: 10.1002/job.2872

Feng Qiu, Ke Michael Mai, Aleksander P. J. Ellis

{"title":"Examining the Hindering Effects of Receiving Help on Internal Reporting of Unethical Behavior","authors":"Feng Qiu, Ke Michael Mai, Aleksander P. J. Ellis","doi":"10.1002/job.2872","DOIUrl":"https://doi.org/10.1002/job.2872","url":null,"abstract":"<div>\u0000 \u0000 Despite the well-documented positive individual and interpersonal benefits of receiving help, we argue that it can also lead to potentially damaging moral consequences for the organization. The purpose of this study is to add to our understanding of the moral consequences of receiving help and the inhibitors of reporting unethical behavior in organizations. Drawing from social exchange theory and the moral psychology of obligation, we argue that employees will be less likely to report a wrongdoer internally when they have received help from that person in the past due to feelings of obligation, or feeling that “I don't want to, but I have to.” Using laboratory experiments, we found that participants significantly reduced their internal reporting behavior after receiving a small favor, even when they had no prior relationship with the wrongdoer, due to feelings of obligation. We replicated the effect in a multi-wave survey study. This effect was strengthened by positive reciprocity beliefs and help solicitation. We conclude by discussing the theoretical and practical implications of our research.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"765-788"},"PeriodicalIF":6.2,"publicationDate":"2025-03-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144206596","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

Happy Work, Happy Life? A Replication and Comparison of the Longitudinal Effects Between Job and Life Satisfaction Using Continuous Time Meta-Analysis 快乐工作，快乐生活？利用连续时间元分析对工作满意度和生活满意度的纵向影响进行复制和比较

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-02-12 DOI: 10.1002/job.2861

Christopher W. Wiese, Christian Dormann, Hoda Vaziri, Louis Tay, Bart Wille, Job Chen, Lauren H. Moran, Yuhua Li

{"title":"Happy Work, Happy Life? A Replication and Comparison of the Longitudinal Effects Between Job and Life Satisfaction Using Continuous Time Meta-Analysis","authors":"Christopher W. Wiese, Christian Dormann, Hoda Vaziri, Louis Tay, Bart Wille, Job Chen, Lauren H. Moran, Yuhua Li","doi":"10.1002/job.2861","DOIUrl":"https://doi.org/10.1002/job.2861","url":null,"abstract":"Capturing the evolving journey of workers' well-being, our research unveils how the intertwined paths of job and life satisfaction shift and shape each other over time. We contribute to the field's understanding of the dynamic interplay between job and life satisfaction by exploring the time-bound nature of satisfaction, teasing apart the between- and within-person effects, and uncovering the relative strengths of these effects. Our findings (k = 28; N = 161 412) suggest that (1) job and life satisfaction are related to one another over time, (2) life satisfaction has a stronger effect (+32%) on future job satisfaction than the converse, (3) these effects peak around 17.2 months (between-person effects), and (4) effects peak at shorter intervals of 8.2 months when accounting for unobserved heterogeneity (within-person effects). In the latter case, the differences between the two effects were still significant, but the dominance of life satisfaction shrank from 32% to 8%. This investigation not only bridges critical gaps but also sets a new precedent for future research on the temporal dynamics of well-being, promising to transform theoretical perspectives and practical approaches alike.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 4","pages":"487-511"},"PeriodicalIF":6.2,"publicationDate":"2025-02-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2861","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143897000","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

Quiet Workaholics? The Link Between Workaholism and Employee Silence and Moral Voice as Explained by the Social-Cognitive Theory of Morality 安静的工作狂吗?从道德社会认知理论看工作狂与员工沉默、道德发声的关系

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-02-10 DOI: 10.1002/job.2867

Michael Knoll, Roberta Fida, Ivan Marzocchi, Rosalind H. Searle, Catherine E. Connelly, Matteo Ronchetti

{"title":"Quiet Workaholics? The Link Between Workaholism and Employee Silence and Moral Voice as Explained by the Social-Cognitive Theory of Morality","authors":"Michael Knoll, Roberta Fida, Ivan Marzocchi, Rosalind H. Searle, Catherine E. Connelly, Matteo Ronchetti","doi":"10.1002/job.2867","DOIUrl":"https://doi.org/10.1002/job.2867","url":null,"abstract":"When employees engage in potentially harmful behavior, organizations and societies rely on others to voice these issues. We propose that workaholism, a way that some individuals develop to deal with and thrive in today's intense and demanding work environment, reduces these individuals' intention to engage in moral voice and increases employee silence. Drawing on social-cognitive theory of morality, we propose that this occurs because workaholism, being driven by an inner compulsion to working extensively, disengages moral self-regulation which, in turn, affects both the activation of moral behavior (i.e., voice intentions) and the inhibition of immoral behavior (i.e., employee silence). Further, based on social-cognitive theory's premise that moral behavior is jointly regulated by personal and social standards, we propose that a context that endorses this inner pressure to work (i.e., climate of self-interest) strengthens the relationship between workaholism and moral disengagement. Findings from two three-wave time-lagged studies of Italian and UK employees suggest that workaholism—but not workload—is associated with moral disengagement and indirectly with more silence and less moral voice intention. Additionally, Study 2's moderated-mediation model showed that perceived climate of self-interest moderates the relationship between workaholism and moral disengagement and revealed dimension-specific effects of workaholism.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"745-764"},"PeriodicalIF":6.2,"publicationDate":"2025-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2867","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144206620","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

Existing Personal Leadership Prototypes Versus Organizational Leadership Prototypes: How Individuals Manage Tensions Between Leading With Authenticity and Conformity During Their Socialization as Leaders in Organizations 现有的个人领导原型与组织领导原型：作为组织领导者社会化过程中，个人如何处理真实性领导与从众性领导之间的紧张关系

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-02-03 DOI: 10.1002/job.2863

Benjamin M. Galvin, Jeffrey S. Bednar, Archie Bates

{"title":"Existing Personal Leadership Prototypes Versus Organizational Leadership Prototypes: How Individuals Manage Tensions Between Leading With Authenticity and Conformity During Their Socialization as Leaders in Organizations","authors":"Benjamin M. Galvin, Jeffrey S. Bednar, Archie Bates","doi":"10.1002/job.2863","DOIUrl":"https://doi.org/10.1002/job.2863","url":null,"abstract":"<div>\u0000 \u0000 Based on qualitative data collected at the United States Military Academy (West Point), this research enhances our understanding of how individuals manage tensions between leading with authenticity and organizational pressures for conformity, resulting from a lack of alignment between their existing personal leadership prototypes and organizational prototypes of leadership. Our theoretical model moves beyond existing research on leader identity construction− which largely treats individuals as blank slates as they construct who they will be as leaders in organizations− by highlighting how individuals learn to enact a leadership approach during socialization that fits within their personal zone of acceptable authenticity and the organization's zone of acceptable conformity. During socialization, individuals may experiment with discarding certain aspects of their existing leadership prototype and/or ignore certain aspects of the organization's leadership prototype, resulting in four primary types of leader–organization fit: Pretender, Believer, Maverick, or Rogue. Our model uncovers important outcomes associated with the varying levels of conformity and authenticity characteristic of these four types of leader–organization fit and highlights how one's fit might evolve over time as individuals engage with and learn from experiences as leaders.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"701-720"},"PeriodicalIF":6.2,"publicationDate":"2025-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144206641","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

Beyond Synthesis: Elevating Scholarly Contributions in the Age of AI 超越综合：提升人工智能时代的学术贡献

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-01-29 DOI: 10.1002/job.2865

Marie T. Dasborough

引用次数: 0

Well-Being as Having, Loving, Doing, and Being: An Integrative Organizing Framework for Employee Well-Being 作为拥有、爱、做和存在的幸福：员工幸福的综合组织框架

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-01-26 DOI: 10.1002/job.2862

Frank Martela

{"title":"Well-Being as Having, Loving, Doing, and Being: An Integrative Organizing Framework for Employee Well-Being","authors":"Frank Martela","doi":"10.1002/job.2862","DOIUrl":"https://doi.org/10.1002/job.2862","url":null,"abstract":"Employee well-being is one of the most studied outcomes in organizational research, operationalized variously as job satisfaction, affective well-being, work engagement, work meaningfulness, and eudaimonic well-being. What is lacking is a unified theoretical framework integrating various disparate research streams around separate well-being indicators. The present work offers such an organizing framework, building on self-determination theory and Erik Allardt's multidimensional theory of well-being. In particular, I distinguish functional well-being from perceived well-being, with the former consisting of three existential conditions associated with particular needs: Having focuses on feeling safe and getting the resources required for survival from work, loving focuses on getting one's interpersonal needs met at work, and doing focuses on getting one's agentic needs for autonomy and competence met at work. Perceived well-being (being) focuses on directly experiencing well-being at work, and I propose that it consists of evaluative, affective, and conative well-being, which largely result from having the three types of needs satisfied at work. I also propose a distinction between the fulfillment pathway to well-being and the frustration pathway to ill-being as two partially independent wellness processes. This integrative framework helps both scholars and practitioners make more informed choices about what dimensions of employee well-being to measure.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"641-661"},"PeriodicalIF":6.2,"publicationDate":"2025-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2862","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144206926","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

Perceiving the Inevitable: Understanding Observer Reactions to Workplace Mistreatment Through the Lens of System Justification Theory 察觉必然性：从制度正当化理论的视角理解观察者对工作场所虐待的反应

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-01-23 DOI: 10.1002/job.2854

Zhanna Lyubykh, Laurie J. Barclay, Nick Turner, M. Sandy Hershcovis

{"title":"Perceiving the Inevitable: Understanding Observer Reactions to Workplace Mistreatment Through the Lens of System Justification Theory","authors":"Zhanna Lyubykh, Laurie J. Barclay, Nick Turner, M. Sandy Hershcovis","doi":"10.1002/job.2854","DOIUrl":"https://doi.org/10.1002/job.2854","url":null,"abstract":"System justification theory posits that individuals tend to justify and maintain the status quo. For workplace mistreatment, we argue this tendency can elicit psychological processes in observers that may further disadvantage targets of mistreatment. We propose that organizational climates that are perceived to tolerate mistreatment increase the likelihood that observers perceive specific instances of mistreatment as inevitable. This can activate system justification tendencies in which observers evaluate the mistreatment incident as more legitimate and the target as less legitimate, prompting harmful observer reactions (e.g., minimizing the incident, negatively gossiping about the target). To investigate system justification in observer reactions, we validate a measure of perceived mistreatment inevitability and conduct a multiwave survey to test our hypotheses. Our findings indicate that organizational climates that tolerate mistreatment increase observers' perceptions that specific instances of mistreatment are inevitable, thereby activating processes that prompt observers to justify and maintain the status quo. Theoretical implications include identifying what activates system justification, why observers justify mistreatment, and how these tendencies elicit harmful reactions further disadvantaging targets. Practically, our findings highlight the importance of addressing organizational climates that tolerate mistreatment, avoiding reliance on observers to intervene constructively, and effectively addressing mistreatment to prevent further harm to targets.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"721-744"},"PeriodicalIF":6.2,"publicationDate":"2025-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2854","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144207018","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

Work Engagement in Agile Teams: Extending Multilevel JD-R Theory 敏捷团队中的工作投入：扩展多层次JD-R理论

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-01-14 DOI: 10.1002/job.2860

Tom L. Junker, Arnold B. Bakker, Daantje Derks, Jan Luca Pletzer

{"title":"Work Engagement in Agile Teams: Extending Multilevel JD-R Theory","authors":"Tom L. Junker, Arnold B. Bakker, Daantje Derks, Jan Luca Pletzer","doi":"10.1002/job.2860","DOIUrl":"https://doi.org/10.1002/job.2860","url":null,"abstract":"Teams often fail to mobilize their resources effectively, which can undermine team engagement. Prominent work engagement theories, including Job Demands-Resources (JD-R) theory, have not accounted for this conceptually. By taking a closer look at how teams can mobilize resources through their use of agile work practices (AWPs), we develop a multilevel extension of JD-R theory. First, we propose that agile taskwork (i.e., use of sprint planning and iterative development practices) contributes to team engagement, especially in teams working on complex tasks. Second, we argue that agile teamwork (i.e., frequency of stand-up and retrospective meetings) promotes team engagement only when team role conflict low. We test our hypotheses in a field study involving 110 teams (N = 694 employees) with multisource ratings of job demands and two different operationalizations of team engagement. Our findings demonstrate which AWPs contribute more (vs. less) strongly to team engagement. Moreover, results evidence the boosting principle of JD-R theory at the team-level by showing that resource mobilization through agile taskwork is most engaging in challenging contexts (i.e., high work complexity). We discuss the implications of these findings for JD-R theory and research on collective work engagement.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 4","pages":"512-529"},"PeriodicalIF":6.2,"publicationDate":"2025-01-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2860","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143896843","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