Journal of Organizational Behavior最新文献

{"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 (<jats:italic>N</jats:italic> = 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}

{"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}

{"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":"https://doi.org/10.1002/job.2827","url":null,"abstract":"SummaryDespite 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.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"75 1","pages":""},"PeriodicalIF":6.8,"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}

{"title":"Does it take two to tango? Combined effects of relational job crafting and job design on energy and performance","authors":"Wiebke Doden,&nbsp;Uta Bindl,&nbsp;Dana Unger","doi":"10.1002/job.2820","DOIUrl":"10.1002/job.2820","url":null,"abstract":"<p>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: <i>N</i>_day-level = 845, <i>N</i>_person-level = 126; Study 2: <i>N</i>_day-level = 793, <i>N</i>_person-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.</p>","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}

{"title":"Unraveling the power of leisure crafting for unengaged employees: Implications for creativity and meaning at work","authors":"Paraskevas Petrou,&nbsp;Alexander B. Hamrick,&nbsp;Sascha Abdel Hadi","doi":"10.1002/job.2824","DOIUrl":"10.1002/job.2824","url":null,"abstract":"<p>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.</p>","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}

{"title":"A shield against ageism: Self-affirmation mitigates the negative effects of workplace age discrimination on well-being and performance","authors":"Trevor M. Spoelma,&nbsp;Lisa A. Marchiondo","doi":"10.1002/job.2823","DOIUrl":"10.1002/job.2823","url":null,"abstract":"<div>\u0000 \u0000 <p>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 <i>N</i> = 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.</p>\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}

{"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}

{"title":"Relaxing into differences and energizing into differences: How group‐based play enables demographically diverse adults to co‐create a climate of psychological safety","authors":"Adaora Ubaka, M. Teresa Cardador, Sandy J. Wayne","doi":"10.1002/job.2821","DOIUrl":"https://doi.org/10.1002/job.2821","url":null,"abstract":"SummaryPsychological safety is a beneficial social‐psychological state that promotes positive outcomes in the workplace, such as greater information sharing and enhanced organizational learning. Yet, how psychological safety dynamically develops as a process in groups generally and in demographically diverse groups particularly is understudied. Moreover, there is an insufficient understanding of how peer group members—group members who are not the leader—influence the progression and maintenance of psychological safety. We address these theoretical gaps through an inductive, qualitative study of a group‐based play context. Grounded in data collected from 97 participants, including 56 interviews and 70 h of participant observation, we build a theory that illuminates how psychological safety is co‐created through peer group member interactions during group‐based play. We find that the opportunities afforded by group‐based play disrupt exclusionary dynamics among demographically diverse adults and permit them to shift their relational risk motivation from pursuing goals of individualized self‐protection to pursuing goals of relationship promotion with one another. This breaking out of default, protective relational patterns during group play enables diverse group members to have a greater willingness to (1) <jats:italic>engage</jats:italic> in relational risk‐taking with each other and (2) <jats:italic>support</jats:italic> each other's relational risk‐taking—a process we refer to as the <jats:italic>relational risk promotion cycle</jats:italic>. As diverse group members relationally play off of one another during this cycle, they begin to co‐create a climate of psychological safety, in which they experience discrete events of relaxing and energizing into their differences. Our research makes theoretical contributions to the literatures on psychological safety, diversity in groups and play in organizations. Additionally, our findings suggest a critical role for leaders in which they are not solely creating the conditions for group psychological safety but supporting group members in working together to co‐create a climate of psychological safety for themselves.","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":"141744854","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":"It's my business! The influence of psychological ownership on entrepreneurial intentions and work performance","authors":"Alexander B. Hamrick,&nbsp;Sarah Burrows,&nbsp;Jacob A. Waddingham,&nbsp;Craig D. Crossley","doi":"10.1002/job.2818","DOIUrl":"10.1002/job.2818","url":null,"abstract":"<p>Extant scholarship on psychological ownership has primarily focused on the organizational benefits that come from fostering employees' feelings of ownership without having to relinquish ties to actual ownership. It is unclear, however, if feeling like an owner is sufficient to satisfy employees' aspirational ownership intentions. By applying self-verification theory to psychological ownership theory, we investigate how employees' psychological ownership influences their views about being a competent business owner, and the potential double-edged implications for organizations as a result of these self-views. Utilizing two separate studies, we find that psychological ownership is positively associated with entrepreneurial self-efficacy, which, in turn, is positively associated with both entrepreneurial intentions and work performance. Furthermore, results show that employees' past work performance strengthens the positive relationship between psychological ownership and entrepreneurial self-efficacy and the positive indirect relationship between psychological ownership and entrepreneurial intentions through entrepreneurial self-efficacy. We discuss the theoretical and practical implications of fostering psychological ownership with current employees to glean the benefits and negate any potential drawbacks, such as high performers leaving the organization to start their own business.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 8","pages":"1208-1230"},"PeriodicalIF":6.2,"publicationDate":"2024-06-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2818","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141509111","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":"Previously endured distress reduces the quality of the compassion extended toward sufferers of workplace distress","authors":"Reut Livne-Tarandach,&nbsp;Hooria Jazaieri,&nbsp;Verónica Caridad Rabelo","doi":"10.1002/job.2799","DOIUrl":"10.1002/job.2799","url":null,"abstract":"<div>\u0000 \u0000 <p>In difficult times, how can we alleviate employees' distress? Lay beliefs suggest that high-quality compassionate responses come from those who have “been there” before. According to hot–cold empathy gap theory, however, firsthand experience with another's distress may activate distorted memories of past distress, leading people to underestimate the severity and difficulty of another's current distress. Grounded in a relational perspective of compassion, we examine how sufferers experience the quality of actions taken to alleviate their distress (i.e., compassion action quality; CAQ), along with the responders' perceptions of their own responses (i.e., self-efficacy). Across three studies, we find that sufferers experience lower CAQ from responders who have (vs. have not) previously endured a similar distress. We examine three mechanisms that explain the negative effect of previously endured distress on CAQ, based on responders' self-focus, validation of sufferer's distress, and self-efficacy. We also examine the boundary conditions of this effect and find that it is distress specific. Specifically, this effect does not hold when responders who previously endured distress respond to sufferers who are currently enduring a <i>different</i> type of distress. These findings advance organizational research on compassion and inform efforts to improve people's capacity to alleviate distress at work.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 7","pages":"935-959"},"PeriodicalIF":6.2,"publicationDate":"2024-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141529863","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}