Journal of Organizational Behavior最新文献_第3页

Ramifications of leaders' unethical pro-organizational behavior on employees: Dual-stage moderation of ethical mindset 领导者不道德的亲组织行为对员工的影响：道德心态的双阶段调节

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-06-19 DOI: 10.1002/job.2817

Yahua Cai, Weili Zheng, Sebastian C. Schuh, Xiaowan Lin

{"title":"Ramifications of leaders' unethical pro-organizational behavior on employees: Dual-stage moderation of ethical mindset","authors":"Yahua Cai, Weili Zheng, Sebastian C. Schuh, Xiaowan Lin","doi":"10.1002/job.2817","DOIUrl":"10.1002/job.2817","url":null,"abstract":"<div>\u0000 \u0000 <p>Although leaders' unethical pro-organizational behavior (UPB) have been identified as one of the key drivers of employees' unethical actions in organizations, our understanding of <i>when</i> and <i>why</i> leader UPB unfolds these adverse effects is still at an early stage. By integrating social cognitive theory with the literature on ethical mindset, the present research sheds light on the cognitive processes and boundary conditions that underpin the effects of leader UPB on followers. We argue that leader UPB may undermine followers' moral efficacy, which in turn translates into heightened follower UPB and general unethical behaviors (UBs). More importantly, we propose that ethical mindset moderates the two stages of the processes, such that followers' outcome-based ethical mindset <i>weakens</i> the effects of leader UPB on follower moral efficacy but <i>strengthens</i> the link between follower moral efficacy and their UPB and UB. The results of two field studies and one experiment provide consistent support for the hypothesized model. Theoretical and practical implications as well as avenues for future research are discussed.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 8","pages":"1249-1268"},"PeriodicalIF":6.2,"publicationDate":"2024-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141509113","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

Reasons for interruptions at work: Illuminating the perspective of the interrupter 工作中断的原因：阐明中断者的观点

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-06-19 DOI: 10.1002/job.2819

Leon Toebben, Anne Casper, Wilken Wehrt, Sabine Sonnentag

{"title":"Reasons for interruptions at work: Illuminating the perspective of the interrupter","authors":"Leon Toebben, Anne Casper, Wilken Wehrt, Sabine Sonnentag","doi":"10.1002/job.2819","DOIUrl":"https://doi.org/10.1002/job.2819","url":null,"abstract":"This research sheds light on two crucial yet overlooked aspects of work interruptions: the perspective of employees who initiate interruptions and the reasons behind those interruptions. Building on earlier research on interruptions and theories on employee motivation, we identified six key reasons for interruptions that we integrated into a typology. This typology combined three interruption topics (performance, belongingness, and hedonic well-being) and two interruption foci (benefitting the interrupter and benefitting the interruptee; i.e., self-focused and other-focused). We validated this typology using qualitative reports and a scale-development approach, thereby creating the interruption-for-a-reason scale (IFRS). We found that interruptions were typically initiated for good reasons and positively correlated with social exchange constructs. That is, initiating interruptions was linked to requesting social support and to performing prosocial behaviors to coworkers. Altogether, this research contributes to a more comprehensive understanding of interruptions by offering a new perspective on interruptions that addresses the complexities of this phenomenon. Illuminating the interrupters' perspective and the various reasons for interruptions is key to a more balanced examination of the positive and negative aspects of interruptions.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"93 1","pages":""},"PeriodicalIF":6.8,"publicationDate":"2024-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141509112","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

The mixed blessing of work connectivity demands: Self-regulatory focus as a moderator 工作连通性要求喜忧参半：作为调节因素的自我调节重点

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-06-18 DOI: 10.1002/job.2813

Qi Nie, Vivien K. G. Lim, Jian Peng

{"title":"The mixed blessing of work connectivity demands: Self-regulatory focus as a moderator","authors":"Qi Nie, Vivien K. G. Lim, Jian Peng","doi":"10.1002/job.2813","DOIUrl":"10.1002/job.2813","url":null,"abstract":"<div>\u0000 \u0000 <p>Due to the rapid development of information and communication technologies, employees increasingly feel pressure to engage in work connectivity behavior after regular working hours (WCBA), giving rise to a novel form of job demand known as WCBA demands. This research examined the upside and downside of WCBA demands. Specifically, we defined WCBA demands as stressors that can be appraised by employees as challenges and/or threats. Challenge appraisals are related to job involvement, which in turn leads to job satisfaction and job performance; threat appraisals are related to job-induced tension, which in turn leads to family dissatisfaction and family incivility. We also examine regulatory focus as a boundary condition underlying the challenge-threat paradox of WCBA demands. To test the relationships among our hypotheses, we conducted a daily diary survey study of 176 employee-supervisor-spouse triads across five consecutive workdays. The findings show that employees with higher levels of promotion focus were more likely to appraise WCBA demands as challenges, which improved their work outcomes via increased job involvement. Employees with higher levels of prevention focus appraised WCBA demands as threats, which undermined their family outcomes via job-induced tension. Since these findings assume that WCBA demands act as stressors, we conducted a supplemental qualitative study (<i>N</i> = 19) confirming that employees commonly perceive WCBA demands as stressors. The implications for theory and research are discussed.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 7","pages":"960-980"},"PeriodicalIF":6.2,"publicationDate":"2024-06-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141529860","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 have we not detected gender differences in organizational justice perceptions?! An evidenced-based argument for increasing inclusivity within justice research 为什么我们没有发现组织公正观念中的性别差异？以证据为基础，提高司法研究的包容性

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-06-13 DOI: 10.1002/job.2797

Nicole Strah, Deborah E. Rupp, Ruodan Shao, Eden King, Daniel Skarlicki

{"title":"Why have we not detected gender differences in organizational justice perceptions?! An evidenced-based argument for increasing inclusivity within justice research","authors":"Nicole Strah, Deborah E. Rupp, Ruodan Shao, Eden King, Daniel Skarlicki","doi":"10.1002/job.2797","DOIUrl":"10.1002/job.2797","url":null,"abstract":"<p>While research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self-reported workplace justice perceptions. This paradox has received little attention in the otherwise well-established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) proposing and empirically evaluating seven possible explanations for its existence, using multiple methods and seven distinct datasets. We found that this paradox is unlikely to be explained by measurement invariance, different expectations for treatment, whether the context is male-dominated, differences across years, or differences in how justice perceptions are formed. We did find, however, that when using alternate measurement approaches, women recalled gender-based injustice experiences, reported them as having occurred more frequently than did men, and reported them as having been negatively impactful on their lives/careers. We conclude that the most promising explanation for this paradox is that extant organizational justice measures are deficient for the purpose of capturing variance accountable to gender-based injustice. This highlights the need for more inclusive approaches for the measurement and application of organizational justice, especially when studying the relationship between gender and organizational justice.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 7","pages":"1117-1146"},"PeriodicalIF":6.2,"publicationDate":"2024-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2797","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141349322","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

Adopting Underdogs' Ideas Triggers Fairness? When and How Underachievers' Voice Endorsement Promotes Team Voice 采纳落后者的想法会带来公平吗？成绩不佳者的声音认可何时以及如何促进团队声音

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-06-11 DOI: 10.1002/job.2814

Dan Ni, Wen Wu, Shaoxue (Eric) Wu, Yihua Zhang, Chong Chen, Rui Zhang

引用次数: 0

“Hireability” prospects for known bystander reporters of sexual harassment: Moral character, agreeableness, and gender effects 已知性骚扰旁观者举报人的 "可雇用性 "前景：道德品质、合群性和性别效应

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-06-03 DOI: 10.1002/job.2812

Anjier Chen, Linda K. Treviño, Aparna Joshi, Michael D. Caligiuri

{"title":"“Hireability” prospects for known bystander reporters of sexual harassment: Moral character, agreeableness, and gender effects","authors":"Anjier Chen, Linda K. Treviño, Aparna Joshi, Michael D. Caligiuri","doi":"10.1002/job.2812","DOIUrl":"10.1002/job.2812","url":null,"abstract":"<p>Bystander intervention has been promoted across organizations to combat sexual harassment and its deleterious effects. However, the career consequences of bystander reporters (e.g., their hireability prospects inside and outside the organization)—those who report sexual harassment on behalf of coworkers—are not well understood. Based on the social identity and person perception literatures, which suggest that recruiters are motivated to hire candidates with attributes helpful to the organization (perceived moral character and agreeableness), we proposed that candidates' history of reporting sexual harassment on behalf of a victim leads to perceived high moral character but low agreeableness, which subsequently have countervailing effects on hireability of these known reporters. We found support across three experimental studies using realistic hiring decision-making tasks and various employee samples. Based on the social identity literature, we further argued that perceptions and hireability of the known reporters depend on recruiter and candidate genders. In Study 2 and Study 3, we consistently found that the positive effect of reporting on perceptions of candidate moral character was weaker when the recruiter was male (vs. female) but we found mixed results for candidate gender effects. Theoretical and practical implications of these results are discussed.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 7","pages":"1047-1069"},"PeriodicalIF":6.2,"publicationDate":"2024-06-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2812","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141259172","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

On ranks and risky choices 关于等级和风险选择

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-06-03 DOI: 10.1002/job.2802

Melvyn R. W. Hamstra, Edward Tory Higgins

引用次数: 0

Age–rank correlations and firm-level outcomes: The moderating role of environmental dynamism 年龄等级相关性与公司层面的结果：环境活力的调节作用

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-05-31 DOI: 10.1002/job.2801

Kim De Meulenaere, Florian Kunze, Heike Bruch

{"title":"Age–rank correlations and firm-level outcomes: The moderating role of environmental dynamism","authors":"Kim De Meulenaere, Florian Kunze, Heike Bruch","doi":"10.1002/job.2801","DOIUrl":"10.1002/job.2801","url":null,"abstract":"<div>\u0000 \u0000 <p>Traditionally, older employees have held higher positions in the organizational hierarchy. However, today, there is significant variation among firms in the extent to which age is correlated with rank. In this study, we integrate the career timetable and social exchange theory to propose that age–rank correlation is related to organizational performance, serially mediated by the perceived age discrimination climate and organizational innovation. We further suggest that the direction of this indirect relationship depends on firms' environmental dynamism. We find support for our moderated serial mediation framework using multisource data from 12,829 employees, 68 top HR representatives, and 229 top managers in 68 firms. Under lower levels of environmental dynamism, age–rank correlation was negatively related to perceived age discrimination climate and had a positive indirect relationship with organizational performance. Under higher levels of environmental dynamism, age–rank correlation was positively related to perceived age discrimination climate and had a negative indirect relationship with organizational performance. Our study provides a more nuanced view of the fading link between age and rank, which has typically been viewed negatively and from an individual perspective only. Additionally, our results have important practical implications for organizations navigating a shifting workforce demographic in increasingly dynamic environments.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 8","pages":"1269-1286"},"PeriodicalIF":6.2,"publicationDate":"2024-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141196394","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

The role of digitalization and inclusive climate in building a resilient workforce: An ability–motivation–opportunity approach 数字化和包容性氛围在建设一支有复原力的劳动力队伍中的作用：能力-动机-机会方法

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-05-28 DOI: 10.1002/job.2800

Nadia Zahoor, Dorothea Roumpi, Shlomo Tarba, Ahmad Arslan, Ismail Golgeci

{"title":"The role of digitalization and inclusive climate in building a resilient workforce: An ability–motivation–opportunity approach","authors":"Nadia Zahoor, Dorothea Roumpi, Shlomo Tarba, Ahmad Arslan, Ismail Golgeci","doi":"10.1002/job.2800","DOIUrl":"https://doi.org/10.1002/job.2800","url":null,"abstract":"Organizations need resilient employees to navigate and leverage constant change and maneuver in turbulent, disruptive contexts. As such, it is imperative to advance a nuanced understanding of drivers and enablers of employee resilience, especially in the current business context of pervasive digitalization and the growing practice of work-from-everywhere. Our research explores how digitalization in the organization is reflected in the employees' behavior of taking charge and resilience. By accounting for core self-evaluation, digital literacy, and inclusive climate boundary conditions, we offer a holistic picture of under what conditions digitalization enhances taking charge and employee resilience. To test our study model, we follow a survey research design and rely on 173 employees' data working in the United Arab Emirates (UAE). Our results show that digitalization is positively related to employee resilience. Further, our findings show that core self-evaluation, digital literacy, and inclusive climate moderate the impact of digitalization on employee resilience. Our results received further support in a two-wave online survey with 306 employees in the United States. The support we found for the hypothesized mediating relationship highlights the criticality of taking charge in relation to digitalization and employee resilience. Taking charge is critical in relatively turbulent environments as it helps employees deal with changes in processes, procedures, and structures.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"67 1","pages":""},"PeriodicalIF":6.8,"publicationDate":"2024-05-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141167510","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

Good and bad days at work: A descriptive review of day‐level and experience‐sampling studies 工作中的好日子和坏日子：日层面和经验取样研究的描述性回顾

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-05-24 DOI: 10.1002/job.2796

Sabine Sonnentag, Jette Völker, Wilken Wehrt

{"title":"Good and bad days at work: A descriptive review of day‐level and experience‐sampling studies","authors":"Sabine Sonnentag, Jette Völker, Wilken Wehrt","doi":"10.1002/job.2796","DOIUrl":"https://doi.org/10.1002/job.2796","url":null,"abstract":"SummaryWorkdays are the main temporal building blocks of people's experiences at work, and many factors potentially contribute to having a good versus a bad day at work. Still, empirical findings on these ingredients are scattered and a bigger picture is missing. This article reviews day‐level and experience‐sampling studies (k = 382 studies) to describe what makes for a good versus bad day at work. We derive outcome criteria for good versus bad days from the circumplex model of effect and identify specific pre‐work factors (sleep, pre‐work events, and pre‐work experiences) and at‐work factors (situational conditions, states and experiences, behaviors, results of one's actions, and work breaks) as their core ingredients. We highlight temporal trends in this rapidly growing research area and critically assess the current state of the literature with respect to theoretical and methodological issues. We link empirical findings that have emerged from our literature review to a homeostatic human sustainability perspective, offer directions for future research, and discuss the practical implementation of research findings.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"5 1","pages":""},"PeriodicalIF":6.8,"publicationDate":"2024-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141146282","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