Journal of Organizational Behavior最新文献_第3页

Until Work From Home Do Us Apart? Couples' Segmentation Preferences and Relationship Dissolution in the Era of Remote Work 直到在家工作把我们分开？远程工作时代夫妻分割偏好与关系消解

IF 9 2区管理学

Journal of Organizational Behavior Pub Date : 2026-07-05 Epub Date: 2026-06-09 DOI: 10.1002/job.70095

Alejandro Canek Hermida Carrillo, Felix Bölingen, Russell A. Matthews, Ingo Weller

{"title":"Until Work From Home Do Us Apart? Couples' Segmentation Preferences and Relationship Dissolution in the Era of Remote Work","authors":"Alejandro Canek Hermida Carrillo, Felix Bölingen, Russell A. Matthews, Ingo Weller","doi":"10.1002/job.70095","DOIUrl":"https://doi.org/10.1002/job.70095","url":null,"abstract":"<p>Work from home (WFH) is recognized as carrying both risks and benefits for individuals. However, its impact on romantic couples remains poorly understood. Drawing on boundary theory and family systems theory, we propose that WFH can render certain couples vulnerable to separation and trace the process through which this occurs. Specifically, when romantic partners hold incongruent preferences for segmenting work and home, or when both have a high preference for segmentation, WFH employees might experience heightened work-to-home conflict. This conflict drains resources needed for intimacy, fostering mutual loneliness and, ultimately, relationship dissolution deliberations. Across two longitudinal studies of dual-earner couples in Germany (<i>n</i> = 170, <i>n</i> = 1561), we found nuanced support for this model. Dyadic response surface analyses showed that incongruent segmentation preferences affected the work-to-home conflict of employees in divergent ways—exacerbating it for some, mitigating it for others. As expected, a joint preference for segmentation was consistently associated with heightened work-to-home conflict in WFH employees. Work-to-home conflict was linked to loneliness in both partners, which explained dissolution deliberations. Overall, our research highlights that WFH is a work arrangement that has couple-level consequences—beneficial for some, but a risk factor for others.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 6","pages":"1005-1025"},"PeriodicalIF":9.0,"publicationDate":"2026-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70095","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148389084","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

Rapid Rise Versus Slow Recognition: Motivation to Lead and the Emergence of Informal Leaders in Self-Managing Teams Over Time 快速崛起与缓慢认可：随时间的推移，自我管理团队中的领导动机与非正式领导者的出现

IF 9 2区管理学

Journal of Organizational Behavior Pub Date : 2026-07-05 Epub Date: 2026-04-09 DOI: 10.1002/job.70089

Gouri Mohan, Dorothy R. Carter, Cynthia K. Maupin, Yih-Teen Lee, Nathan T. Carter

{"title":"Rapid Rise Versus Slow Recognition: Motivation to Lead and the Emergence of Informal Leaders in Self-Managing Teams Over Time","authors":"Gouri Mohan, Dorothy R. Carter, Cynthia K. Maupin, Yih-Teen Lee, Nathan T. Carter","doi":"10.1002/job.70089","DOIUrl":"https://doi.org/10.1002/job.70089","url":null,"abstract":"<div>\u0000 \u0000 <p>Research on <i>motivation to lead</i> (MTL) suggests that team members' <i>agentic</i> motives are more relevant than their <i>communal</i> motives in shaping informal leader emergence. Yet, this prevailing consensus in the MTL literature is based on the view of leader emergence as a static one-time event, discounting its inherently dynamic nature. Integrating dynamic views of leader emergence with the warmth-competence framework and the passage of time, we propose that <i>both</i> agentic and communal MTL shape leader emergence, albeit at different points of teamwork and through distinct social perceptual pathways. Results from two multiwave studies of MBA students in self-managing teams (<i>n</i> = 212 and 355, respectively) show that agentic MTL predicts initial leader emergence via perceptions of competence, which also enable agentic leaders to sustain in leadership positions in the long term. In contrast, communal MTL fosters <i>later</i> leader emergence, as perceptions of warmth <i>and</i> competence increase over time. These findings suggest that teams may appear to initially undervalue communal motives in leadership decisions because agentic individuals establish themselves as leaders before the benefits of communal motives fully materialize.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 6","pages":"908-930"},"PeriodicalIF":9.0,"publicationDate":"2026-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148389269","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

Back to Work! Perceived Overqualification, Proactive Helping Behaviors, and Work Adjustment Among Reentering Mothers 回去工作吧！认知资历过高、主动帮助行为与重返职场母亲的工作调整

IF 9 2区管理学

Journal of Organizational Behavior Pub Date : 2026-07-05 Epub Date: 2026-04-23 DOI: 10.1002/job.70092

Lisa Boenke, Maike E. Debus, Christiane Spitzmueller, Patricia Pálffy, Stefanie Philipp

{"title":"Back to Work! Perceived Overqualification, Proactive Helping Behaviors, and Work Adjustment Among Reentering Mothers","authors":"Lisa Boenke, Maike E. Debus, Christiane Spitzmueller, Patricia Pálffy, Stefanie Philipp","doi":"10.1002/job.70092","DOIUrl":"https://doi.org/10.1002/job.70092","url":null,"abstract":"<p>In the present study, we investigate the impact of perceived overqualification on the return-to-work process following maternity leave. Based on Person-Environment (P-E) fit theory's underutilized carryover mechanism, we hypothesized that returning mothers experiencing perceived overqualification would “carry over” their excess abilities to proactive helping behaviors when they feel socially integrated. In turn, we expected proactive helping behavior to foster successful work adjustment. Using three-wave data from 359 mothers returning to their previous jobs after maternity leave, we found that perceived overqualification was positively related to proactive helping behavior when social integration was high. Proactive helping behavior, in turn, was related to improved job satisfaction via enhanced work-related self-efficacy. We found evidence for a moderated sequential mediation in which perceived overqualification was indirectly related to improved job satisfaction via proactive helping behavior and work-related self-efficacy when social integration was high. Our study extends the perceived overqualification and work-adjustment literature by examining P-E fit theory's notion of carryover and its relation to work adjustment success after maternity leave. Practically, organizations can use our findings to facilitate mothers' organizational reentry, for example, by supporting the social integration of reentering mothers.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 6","pages":"931-948"},"PeriodicalIF":9.0,"publicationDate":"2026-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70092","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148389274","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

Differentiating Newcomers and Transitioning Incumbents: The Dynamic Evolution of Organizational Trust During Role Transitions 差异化新人与转型在职者：角色转换过程中组织信任的动态演化

IF 9 2区管理学

Journal of Organizational Behavior Pub Date : 2026-07-05 Epub Date: 2026-06-04 DOI: 10.1002/job.70105

Ilanit SimanTov-Nachlieli, Liangting Zhang

{"title":"Differentiating Newcomers and Transitioning Incumbents: The Dynamic Evolution of Organizational Trust During Role Transitions","authors":"Ilanit SimanTov-Nachlieli, Liangting Zhang","doi":"10.1002/job.70105","DOIUrl":"https://doi.org/10.1002/job.70105","url":null,"abstract":"<div>\u0000 \u0000 <p>Despite theoretical advances highlighting the pivotal role of organizational trust in shaping newcomer outcomes, its dynamic evolution during role transitions has yet to receive sustained longitudinal attention. Drawing on sensemaking theory and staged socialization models, we find that, among role-transitioning employees, organizational trust follows a U-shaped trajectory—declining initially before recovering over time. This curvilinear pattern also varied as a function of the nature of the transition—entering the organization from outside versus moving into a new role from within (i.e., distinguishing newcomers from internal transferees). Specifically, using five waves of longitudinal data collected over a yearlong onboarding period within an IT firm, we found that newcomers and transferees (compared to veterans) experienced a subtle U-shaped curvilinear trajectory of organizational trust, with this pattern being more pronounced for newcomers than for transferees. This trajectory was further attenuated by leader–member exchange for newcomers and by social integration for both newcomers and transferees. Finally, it had implications for changes in employee turnover intentions over time. Theoretical and practical implications are discussed.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 6","pages":"949-968"},"PeriodicalIF":9.0,"publicationDate":"2026-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148389132","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

Personal Roles, Professional Choices: The Effect of Boundary Management in Professional Partner Selection 个人角色、专业选择：边界管理在专业伙伴选择中的作用

IF 9 2区管理学

Journal of Organizational Behavior Pub Date : 2026-07-05 Epub Date: 2026-02-20 DOI: 10.1002/job.70075

Sophie Feldner, Dominik Hettich, Torsten Bornemann

{"title":"Personal Roles, Professional Choices: The Effect of Boundary Management in Professional Partner Selection","authors":"Sophie Feldner, Dominik Hettich, Torsten Bornemann","doi":"10.1002/job.70075","DOIUrl":"https://doi.org/10.1002/job.70075","url":null,"abstract":"<p>Developments such as digitalization and remote work increasingly decentralize traditional work environments, shifting professional interaction from physical to virtual spaces. This shift may blur traditional boundaries between individuals' roles within and beyond the workplace and consequently heighten the influence of cues that signal individuals' boundary preferences in shaping professional decisions. In these evolving work settings, employees increasingly initiate and maintain professional connections through digital channels with limited available information. Drawing on boundary theory and a dual-process model perspective, we investigate how individuals' management of role boundaries affects their decisions to initiate professional relationships in such information-scarce contexts. Across five experimental studies, we assess how role management influences partner selection, considering varying levels of deliberative thinking and information availability. Our results reveal that role separation preferences affect business partner choice in both more and less deliberate decision-making conditions. Notably, under higher levels of deliberative thinking, the impact of role separation preferences on judgment formation remains stable only for more experienced employees. These findings illuminate the relationship between personal roles and professional decisions, offering insights for organizations adapting to the increasingly hybrid and digitally mediated work landscape.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 6","pages":"985-1004"},"PeriodicalIF":9.0,"publicationDate":"2026-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70075","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148389245","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

Signaling as an Antecedent to Identity Management Behaviors in LGB Employees: A Sensemaking Perspective 信号对LGB员工身份管理行为的影响：一个意义建构的视角

IF 9 2区管理学

Journal of Organizational Behavior Pub Date : 2026-07-05 Epub Date: 2026-02-25 DOI: 10.1002/job.70073

David F. Arena Jr., Kristen P. Jones, Alex P. Lindsey

{"title":"Signaling as an Antecedent to Identity Management Behaviors in LGB Employees: A Sensemaking Perspective","authors":"David F. Arena Jr., Kristen P. Jones, Alex P. Lindsey","doi":"10.1002/job.70073","DOIUrl":"https://doi.org/10.1002/job.70073","url":null,"abstract":"<div>\u0000 \u0000 <p>Research on the workplace experiences of lesbian, gay, and bisexual (LGB) employees has been on the rise steadily in management outlets. One area that has received particular attention is scholarship aimed at understanding how LGB employees manage their sexual orientation identities while at work. We contribute to foundational work in this space by providing insight into the role of signaling one's sexual orientation as the starting point of an identity management progression. Further, we investigate how this progression from one strategy to another might be moderated by contextual incivility. Leveraging two studies comprising a combined 666 LGB employees, we find that signaling is most predictive of subsequent identity management decisions in more hostile climates of contextual incivility (witnessing others being targeted with incivility and a heightened perceived incivility climate) than in more friendly climates. Taken together, our study is among the first to empirically test the potential for identity management progression among LGB employees and to examine how contextual incivility may shape it.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 6","pages":"1026-1045"},"PeriodicalIF":9.0,"publicationDate":"2026-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148389279","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

I Can't Split Myself in Two (or Five): Job Crafting in Highly Demanding and Interdependent Work Environments 我不能把自己分成两半（或五半）：在高要求和相互依赖的工作环境中创造工作

IF 9 2区管理学

Journal of Organizational Behavior Pub Date : 2026-07-05 Epub Date: 2026-02-17 DOI: 10.1002/job.70072

Helene Tenzer, Martin Hoegl, Maria Tims, Philip Yang, Steffen Wütz

{"title":"I Can't Split Myself in Two (or Five): Job Crafting in Highly Demanding and Interdependent Work Environments","authors":"Helene Tenzer, Martin Hoegl, Maria Tims, Philip Yang, Steffen Wütz","doi":"10.1002/job.70072","DOIUrl":"https://doi.org/10.1002/job.70072","url":null,"abstract":"<p>Employees in highly demanding, interdependent work environments face a dilemma: while avoidance-focused job crafting can preserve their own well-being, these self-initiated changes to their jobs could negatively affect coworkers. Drawing on qualitative interviews with 81 employees concurrently working for multiple agile teams in a European automotive corporation, we explore how employees navigate this dilemma. Our findings reveal three primary job crafting strategies—eliminating tasks, reducing task investment, and scheduling tasks in uninterrupted time blocks—that decrease employees' emotional exhaustion yet burden coworkers and slow team processes. We identify two distinct pathways for navigating this dilemma: in self-oriented job crafting, employees announce their strategies unilaterally and implement them despite coworkers' objections, shifting the burden of interdependence onto coworkers and fueling coworker frustration; in prosocial job crafting, they openly suggest crafting strategies, discuss them with coworkers, and adjust plans to balance self-preservation with coworkers' needs, thus partially internalizing the burden of interdependence. Our study advances research on socially embedded job crafting by revealing contrasting ways to manage interdependence. It also extends job crafting research by showing when and why avoidance crafting can effectively mitigate high job demands and by illustrating how avoidance and approach crafting can blend within a single strategy.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 6","pages":"1046-1071"},"PeriodicalIF":9.0,"publicationDate":"2026-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70072","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148389209","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

When Being Stuck in Your Career Has Implications Beyond Your Career: Spillover and Crossover Effects of Career Plateaus 当你被困在你的职业中会产生超出你的职业的影响：职业停滞期的溢出效应和交叉效应

IF 9 2区管理学

Journal of Organizational Behavior Pub Date : 2026-07-05 Epub Date: 2026-06-01 DOI: 10.1002/job.70097

Rebekka S. Steiner, Anja M. Ghetta, Andreas Hirschi

{"title":"When Being Stuck in Your Career Has Implications Beyond Your Career: Spillover and Crossover Effects of Career Plateaus","authors":"Rebekka S. Steiner, Anja M. Ghetta, Andreas Hirschi","doi":"10.1002/job.70097","DOIUrl":"https://doi.org/10.1002/job.70097","url":null,"abstract":"<p>Many employees experience a career plateau (CP) with potentially negative consequences. Previous research has established the effects of CPs on well-being, whereas the potential boundary conditions of these effects and the resulting crossover effects for life partners have been largely neglected. Based on the conservation of resources and social exchange theories, this study examined the negative effects of hierarchical and content CPs on well-being and whether these effects are moderated by the importance attributed to success at work. Based on the spillover–crossover model, we also tested whether CPs are indirectly linked to a lower well-being of the partner sequentially through the reduced well-being of the focal employee and reduced social support provided to the partner by the focal employee. We tested our hypotheses based on data spanning 7 years, with a large representative sample of 2489 employees in Switzerland and their partners (480 dyads). Controlling for baseline levels of the outcome variables, the results indicated that a content, though not a hierarchical, CP was associated with lower employee well-being, irrespective of work success importance. Furthermore, a content CP was indirectly associated with lower well-being of the partner 1 year later, also accounting for the effects of the partner's baseline level of well-being. Our results underline the importance of considering the broader effects of CPs on the well-being of employees and their partners.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 6","pages":"969-984"},"PeriodicalIF":9.0,"publicationDate":"2026-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70097","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148389133","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

From Imposter to Original: How Organizational Leaders Shape and Develop a Leader Identity Through Meaning-Making of Experiences 从冒名顶替者到原创者：组织领导者如何通过经验的意义创造塑造和发展领导者身份

IF 9 2区管理学

Journal of Organizational Behavior Pub Date : 2026-07-05 Epub Date: 2026-06-01 DOI: 10.1002/job.70098

Sonja Zaar, Piet Van den Bossche, Wim Gijselaers

{"title":"From Imposter to Original: How Organizational Leaders Shape and Develop a Leader Identity Through Meaning-Making of Experiences","authors":"Sonja Zaar, Piet Van den Bossche, Wim Gijselaers","doi":"10.1002/job.70098","DOIUrl":"https://doi.org/10.1002/job.70098","url":null,"abstract":"<p>This article describes how people in formal leadership roles shape and develop a leader identity through meaning-making of experiences across time and situations. Drawing on qualitative data from in-depth life narrative interviews with 22 organizational leaders, enriched through photo and object elicitation techniques as well as timeline mapping, we offer an understanding of how meanings made and meaning-making modes impact leader identity development. We found that most organizational leaders in our sample described an evolving sense of self as a leader over the course of their careers, moving from identity uncertainty and imposter feelings to identity coherence and feeling like an original. This transition was connected to three key shifts in meanings made: (1) a development of cognitive complexity, (2) a development of schema alignment, and (3) a development of self-schema clarity. These shifts were facilitated by leaders' ongoing, deliberate engagement in specific modes of meaning-making (i.e., cognitive identity work). These findings contribute a new dimension to leader identity scholarship by highlighting the importance of schema growth, alignment, and integration in the development and maintenance of leader identity, as well as to the value of deep thinking and purposeful acting as complementary modes of identity work.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 6","pages":"885-907"},"PeriodicalIF":9.0,"publicationDate":"2026-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70098","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148389134","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

Mindset Theory and Impostor Phenomenon: A Typology and Implications for Organizations 心态理论与冒充者现象：一种类型及其对组织的启示

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-06-02 Epub Date: 2026-03-22 DOI: 10.1002/job.70086

Claudia Gomez, B. Yasanthi Perera, Michelle C. Lau, Khadija Al Arkoubi

{"title":"Mindset Theory and Impostor Phenomenon: A Typology and Implications for Organizations","authors":"Claudia Gomez, B. Yasanthi Perera, Michelle C. Lau, Khadija Al Arkoubi","doi":"10.1002/job.70086","DOIUrl":"https://doi.org/10.1002/job.70086","url":null,"abstract":"<div>\u0000 \u0000 <p>Impostor phenomenon (IP) exerts considerable economic and psychological costs on individuals and organizations, justifying the need for a deeper understanding of its antecedents. Extant literature largely overlooks the role of contextual factors in influencing the manifestation and/or intensity of IP. In this paper, we draw upon mindset and self-discrepancy theories to explain how individual and organizational mindsets interact to affect the individuals' experience of IP. Specifically, we theorize how organizational mindset (OM) interacts with the individual's mindset (IM) to influence their self-concept and thus to affect their experience of IP. We present these interactions in the form of a typology, the “multilevel mindset–impostor phenomenon typology.” Our paper responds to calls for a comprehensive theoretical understanding of contextual factors and their impact on IP. We also discuss the theoretical implications of this work and offer practical insights for organizations seeking to manage the adverse economic and psychological outcomes associated with IP.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 5","pages":"843-856"},"PeriodicalIF":6.8,"publicationDate":"2026-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148147099","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