Journal of Organizational Behavior最新文献_第2页

Integrating behavior and organizational change literatures to uncover crucial psychological mechanisms underlying the adoption and maintenance of organizational change 整合行为学和组织变革理论，揭示采用和维持组织变革的关键心理机制

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-08-29 DOI: 10.1002/job.2832

Sviatlana Kamarova, Marylène Gagné, Djurre Holtrop, Patrick D. Dunlop

{"title":"Integrating behavior and organizational change literatures to uncover crucial psychological mechanisms underlying the adoption and maintenance of organizational change","authors":"Sviatlana Kamarova, Marylène Gagné, Djurre Holtrop, Patrick D. Dunlop","doi":"10.1002/job.2832","DOIUrl":"https://doi.org/10.1002/job.2832","url":null,"abstract":"SummaryImplementing successful organizational change is challenging, and to better understand it, researchers and practitioners have proposed a variety of models of change management. Paradoxically, while the behavior change of organizational members lies at the core of organizational change, theories and models of behavior change are rarely applied to organizational change management. Such knowledge could improve our understanding of underlying psychological mechanisms behind organizational change adoption and maintenance. Using self‐determination theory as the framework, we developed a model of organizational change that integrates knowledge across the organizational and behavior change fields by (i) unifying change practices derived from organizational change models and from behavior change techniques, (ii) identifying and unifying underlying psychological mechanisms derived from theories that explain how organizational and behavior change occurs, and (iii) linking change practices to psychological mechanisms. The resulting model aims to provide theoretical and practical guidance for those involved in the planning and implementation of organizational change.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"7 1","pages":""},"PeriodicalIF":6.8,"publicationDate":"2024-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142208562","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

Paradoxical safety leadership: Conceptualization and measurement 矛盾的安全领导力：概念化和测量

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-08-21 DOI: 10.1002/job.2826

Xiaowen Hu, Lixin Jiang, Sara Willis, Tristan Casey, Chia-Huei Wu

{"title":"Paradoxical safety leadership: Conceptualization and measurement","authors":"Xiaowen Hu, Lixin Jiang, Sara Willis, Tristan Casey, Chia-Huei Wu","doi":"10.1002/job.2826","DOIUrl":"10.1002/job.2826","url":null,"abstract":"Managing workplace safety requires leaders to navigate through competing goals and processes. However, the current conceptualization and measurement of safety leadership do not adequately address this practical reality. To address this issue, we integrate paradox theory and paradoxical leadership research with safety-management literature to develop the conceptualization and measurement of paradoxical safety leadership (PSL). We define PSL as a multidimensional construct that consists of seemingly contradictory yet interrelated leader behaviors to meet competing goals and demands in safety management. Using a combination of deductive and inductive methods, we identify four behavioral dimensions of PSL: (1) placing an emphasis on both production and safety; (2) enforcing safety compliance while allowing flexibility; (3) bridging upper management safety requirements versus frontline safety needs and requests; and (4) balancing time in the office and the time spent with employees in the field. We then provide evidence that supports the proposed four-factor structure, reliability, convergent, discriminant, incremental validity, and cross-cultural invariance of the PSL scale. Our study broadens the understanding of the role of leadership in workplace safety by developing a paradoxical approach to managing safety tensions and providing a measure that has the potential to advance research in both safety and paradox leadership domains.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 1","pages":"66-89"},"PeriodicalIF":6.2,"publicationDate":"2024-08-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2826","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142208564","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

A multimethod investigation of the interpersonal effects of leader perfectionism and anger expression on employee psychological safety and creativity 领导完美主义和愤怒表达对员工心理安全和创造力的人际影响的多方法调查

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-08-05 DOI: 10.1002/job.2822

Anna Carmella G. Ocampo, Jun Gu, Quan Li, Gamze Koseoglu, Lu Wang, Neal M. Ashkanasy

{"title":"A multimethod investigation of the interpersonal effects of leader perfectionism and anger expression on employee psychological safety and creativity","authors":"Anna Carmella G. Ocampo, Jun Gu, Quan Li, Gamze Koseoglu, Lu Wang, Neal M. Ashkanasy","doi":"10.1002/job.2822","DOIUrl":"10.1002/job.2822","url":null,"abstract":"Heightened competition within and across organizations compels leaders to set inflexibly high standards and to demand creative performance from their employees. Considering recent research on the interpersonal approach to perfectionism and anger expression, we predicted that leaders' perfectionism combined with their anger expression would threaten employees' psychological safety and creative effort that, in turn, would diminish their creative performance. To test our predictions, we designed three multimethod studies: (1) a preregistered memory reconstruction study, (2) a preregistered laboratory experiment, and (3) a multi-wave and multi-source field study. We found convergent evidence that leaders' anger expressions exacerbate the negative indirect influence of their perfectionism on employees' creative performance via psychological safety and creative effort. We conclude by discussing the interpersonal consequences of leader perfectionism in the workplace.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 1","pages":"108-130"},"PeriodicalIF":6.2,"publicationDate":"2024-08-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2822","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141944721","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

Striving for the self: A self‐regulation model of positive identity maintenance in platform‐based gig drivers 努力实现自我：基于平台的千亿国际登录司机积极身份维护的自我调节模式

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-08-02 DOI: 10.1002/job.2828

Jenna A. Van Fossen, Gwendolyn Paige Watson, Amy M. Schuster, Nathan M. Baker, Chu‐Hsiang Chang, Shelia R. Cotten

{"title":"Striving for the self: A self‐regulation model of positive identity maintenance in platform‐based gig drivers","authors":"Jenna A. Van Fossen, Gwendolyn Paige Watson, Amy M. Schuster, Nathan M. Baker, Chu‐Hsiang Chang, Shelia R. Cotten","doi":"10.1002/job.2828","DOIUrl":"https://doi.org/10.1002/job.2828","url":null,"abstract":"SummaryResearch has focused on the effects of the organizational setting on work identity. However, platform‐based gig work in particular features challenges to developing a positive work identity, such as high autonomy in the absence of organizational structure, and often the lack of a clear occupational title. We conducted focus groups with platform‐based gig drivers (N = 53) and analyzed our data with an abductive approach, applying concepts from self‐regulation theories. Our model presents commitment to career success goals as a mechanism linking higher‐order abstract identity and lower‐order concrete task goals. The career success goals that workers prioritize provide the criteria for achieving a positive work identity. Gig drivers desired to attain goal states such as higher earnings and autonomy that may be indicative of career success. Goal prioritization by oneself, given multiple desirable career success goals, could be overwhelming. Yet, compared to traditional workers, independent gig workers are also granted greater freedom to prioritize the career success goals that are perceived as achievable, to protect a positive work identity. Our study thus has implications for identity theory and self‐regulation. We discuss practical implications to support independent workers given how they conceive of career success and positive work identity.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"365 1","pages":""},"PeriodicalIF":6.8,"publicationDate":"2024-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141884321","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 matter of timing? A systematic review of work scheduling dynamics in work recovery research and applications 时机问题？工作恢复研究和应用中的工作安排动态系统回顾

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-08-02 DOI: 10.1002/job.2825

Molly M. Sloan, Cortney Busick, Tanya Mitropoulos, Fiyinfunjah Dosumu, Charles Calderwood

{"title":"A matter of timing? A systematic review of work scheduling dynamics in work recovery research and applications","authors":"Molly M. Sloan, Cortney Busick, Tanya Mitropoulos, Fiyinfunjah Dosumu, Charles Calderwood","doi":"10.1002/job.2825","DOIUrl":"https://doi.org/10.1002/job.2825","url":null,"abstract":"SummaryWork recovery reflects the replenishment of personal resources depleted by working, which has implications for employee health and wellness. However, work scheduling factors have received very limited attention in the recovery literature, despite that recovery is a dynamic process widely recognized to be influenced by contextual factors that define and influence the work role. After first conducting a narrative review of whether and how work scheduling factors are accounted for in existing theories of work recovery, we conduct a systematic review of existing work recovery research to identify any past empirical consideration of work scheduling factors in the recovery research base. We then harness the results of this systematic review to develop a taxonomy of work scheduling and related contextual factors that may be relevant to the process of recovery from work. We discuss the theoretical, practical, and methodological implications that emerged from our narrative and systematic reviews, providing guidance for how this newly developed taxonomy can be applied to understanding the implications of scheduling dynamics for work recovery across a range of different work contexts.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"37 1","pages":""},"PeriodicalIF":6.8,"publicationDate":"2024-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141884382","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

Generational differences at work? A meta-analysis and qualitative investigation 工作中的代际差异？荟萃分析和定性调查

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-07-31 DOI: 10.1002/job.2827

Daniel M. Ravid, David P. Costanza, Madison R. Romero

{"title":"Generational differences at work? A meta-analysis and qualitative investigation","authors":"Daniel M. Ravid, David P. Costanza, Madison R. Romero","doi":"10.1002/job.2827","DOIUrl":"10.1002/job.2827","url":null,"abstract":"<div>\u0000 \u0000 Despite substantive criticisms of generations and mounting evidence suggesting that “generational differences” do not exist, generational characterizations remain widely popular among academics and practitioners who use them to explain employee thoughts and behaviors. The current research examined academic literature as a source that may have contributed to perpetuating generational stereotypes. In Study 1, we meta-analyzed the generations literature to examine the extent that findings in this research conveyed a sense that generational differences exist. Results of the meta-analysis revealed few systematic, meaningful differences among generations on a variety of outcomes. To follow up on why the generations literature generally promotes the idea of systematic differences despite the mixed and limited evidence for them, in Study 2, we conducted a qualitative investigation of the meta-analyzed articles, looking for explanations about why research and practice using generations persist despite the lack of evidence. Results of the qualitative analysis showed that researchers often discounted null or equivocal findings and seldom raised questions about the underlying concept of generations. Our findings reinforce that researchers and practitioners should continue to seek better explanations for differences among workers, investigate the origins of generational stereotypes, and work to understand why academics and practitioners continue supporting and propagating this questionable concept.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 1","pages":"43-65"},"PeriodicalIF":6.2,"publicationDate":"2024-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141867026","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 it take two to tango? Combined effects of relational job crafting and job design on energy and performance 探戈需要两个人一起跳吗？关系型工作设计和工作设计对精力和绩效的综合影响

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-07-30 DOI: 10.1002/job.2820

Wiebke Doden, Uta Bindl, Dana Unger

{"title":"Does it take two to tango? Combined effects of relational job crafting and job design on energy and performance","authors":"Wiebke Doden, Uta Bindl, Dana Unger","doi":"10.1002/job.2820","DOIUrl":"10.1002/job.2820","url":null,"abstract":"Despite an extensive body of research on job crafting, our understanding of how bottom-up job crafting behaviors interact with top-down job design in influencing employee effectiveness remains limited. Drawing on conservation of resources theory, we developed and tested a theoretical framework to examine the implications of daily promotion- versus prevention-oriented relational job crafting on employees' energy and subsequent task performance, in the context of relational job design (i.e., task interdependence). To test our theorizing, we conducted two experience-sampling studies over 10 workdays with full-time employees across various organizations (Study 1: Nday-level = 845, Nperson-level = 126; Study 2: Nday-level = 793, Nperson-level = 108). Multilevel path modeling indicated promotion-oriented relational job crafting was positively associated with subsequent task performance by increasing energy levels (Study 2), particularly when task interdependence was low (Study 1). In contrast, prevention-oriented relational job crafting was energy depleting in low-task-interdependent contexts (Study 2) but increased employees' energy in high-task-interdependent contexts (Study 1). Our findings suggest different forms of day-to-day relational job crafting behaviors are relevant for employees' energy and performance, but their effectiveness may depend on the relational job-design context.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 8","pages":"1189-1207"},"PeriodicalIF":6.2,"publicationDate":"2024-07-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2820","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141867028","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

Unraveling the power of leisure crafting for unengaged employees: Implications for creativity and meaning at work 揭开休闲工艺品对缺乏工作热情的员工的影响：对工作创造力和意义的影响

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-07-27 DOI: 10.1002/job.2824

Paraskevas Petrou, Alexander B. Hamrick, Sascha Abdel Hadi

{"title":"Unraveling the power of leisure crafting for unengaged employees: Implications for creativity and meaning at work","authors":"Paraskevas Petrou, Alexander B. Hamrick, Sascha Abdel Hadi","doi":"10.1002/job.2824","DOIUrl":"10.1002/job.2824","url":null,"abstract":"Drawing on enrichment theory and the identity-based integrative crafting model, the present paper explores the impact of leisure crafting on creativity and meaning at work using both the compensation and the spillover perspectives. We hypothesized that leisure crafting relates to employee creativity, particularly when employees experience low work engagement; and that leisure crafting predicts meaning at work via employee creativity, particularly for employees with low work engagement. We also expected that cognitive developmental and affective leisure-to-work enrichment acts as the mediator in the link between leisure crafting and creativity. Study 1, a three-wave survey study with 1-week time intervals among 191 employees confirmed that the indirect effect of leisure crafting on meaning at work via creativity is stronger among employees reporting low work engagement. Study 2, a follow-up study of a similar design among 421 employees revealed that leisure crafting leads to creativity via cognitive developmental resources and that leisure crafting leads to creativity via affective resources for employees who report low levels of work engagement. Our findings highlight that leisure crafting possesses the inherent capacity to enhance meaning at work through employee creativity (spillover), especially for those employees who experience a lack of fulfillment at work (compensation). We also refine work-life enrichment theories by uncovering that leisure crafting may enrich work via different pathways for different employees.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 8","pages":"1170-1188"},"PeriodicalIF":6.2,"publicationDate":"2024-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2824","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141772967","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

A shield against ageism: Self-affirmation mitigates the negative effects of workplace age discrimination on well-being and performance 抵御年龄歧视的盾牌：自我肯定可减轻工作场所年龄歧视对幸福感和工作表现的负面影响

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-07-26 DOI: 10.1002/job.2823

Trevor M. Spoelma, Lisa A. Marchiondo

{"title":"A shield against ageism: Self-affirmation mitigates the negative effects of workplace age discrimination on well-being and performance","authors":"Trevor M. Spoelma, Lisa A. Marchiondo","doi":"10.1002/job.2823","DOIUrl":"10.1002/job.2823","url":null,"abstract":"<div>\u0000 \u0000 Although an increasingly age-diverse workforce offers many potential advantages for organizations, it also presents unique challenges. Namely, bringing together people of different ages produces an environment ripe for age-based discrimination. In this study, we integrate the transactional model of stress with self-affirmation theory to propose the effectiveness of a brief personal values affirmation for shaping the effect of age discrimination on stress appraisals. In turn, we expect this intervention to weaken the indirect effects of age discrimination on somatic complaints, emotional exhaustion, and task performance. We test our model using four multi-wave field experiments among full-time employees (total N = 629). We find robust support for the utility of the intervention for mitigating the effects of age discrimination on outcomes via threat appraisal. Our findings have implications for managing experiences of ageism in organizations and complement existing techniques to reduce the adverse effects of this pernicious form of mistreatment.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 8","pages":"1147-1169"},"PeriodicalIF":6.2,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141772966","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

Perceived algorithmic evaluation and app‐workers' service performance: The roles of flow experience and challenges of gig work 感知算法评价与应用程序工作者的服务表现：流程体验和工作挑战的作用

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-07-18 DOI: 10.1002/job.2816

Zhipeng Zhang, Guangjian Liu, Jialiang Pei, Shuxia Zhang, Jun Liu

{"title":"Perceived algorithmic evaluation and app‐workers' service performance: The roles of flow experience and challenges of gig work","authors":"Zhipeng Zhang, Guangjian Liu, Jialiang Pei, Shuxia Zhang, Jun Liu","doi":"10.1002/job.2816","DOIUrl":"https://doi.org/10.1002/job.2816","url":null,"abstract":"SummaryAlgorithmic evaluations are becoming increasingly common among app‐workers. However, there is limited research on how app‐workers' perceptions of these evaluations (perceived algorithmic evaluation, or PAE) affect service performance. Our study addresses this gap in three ways: first, we introduce a new method to measure PAE among app‐workers. Second, building on flow theory, we explore how app‐workers' flow experience mediates the relationship between PAE and service performance. Third, by integrating the conservation of resources theory and flow theory, we examine how viability challenges might reduce the positive impact of PAE on app‐workers' flow experience. Using both interviews and surveys, our research reveals that PAE positively influences app‐workers' flow experience and, in turn, their service performance. Notably, we find that when workers face more viability challenges, the positive effects of PAE on their flow experience and service performance decrease. Our findings highlight the importance of algorithmic evaluation in shaping app‐workers' work experiences and outcomes in the gig economy and have significant theoretical and practical implications.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"39 1","pages":""},"PeriodicalIF":6.8,"publicationDate":"2024-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141744852","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