Journal of Organizational Behavior最新文献_第5页

Leaders pressuring teams and teams engaged in deviance: An examination of leader–team extraversion incongruence 领导者对团队施压与团队参与偏差：对领导者-团队外向性不一致性的研究

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-04-01 DOI: 10.1002/job.2785

Brian W. McCormick, Erik Gonzalez-Mulé, Jee Young Seong

{"title":"Leaders pressuring teams and teams engaged in deviance: An examination of leader–team extraversion incongruence","authors":"Brian W. McCormick, Erik Gonzalez-Mulé, Jee Young Seong","doi":"10.1002/job.2785","DOIUrl":"10.1002/job.2785","url":null,"abstract":"<div>\u0000 \u0000 Researchers have cited the need to account for subordinates in the leadership process, and the leader–team fit paradigm provides a framework for simultaneously considering the characteristics of leaders and those of their subordinate teams. Drawing on extraversion personality theory stipulating extraversion's implications on motivation and communication styles and preferences, we seek to add nuance to the study of a trait that has been widely assumed to exert positive effects in leaders and teams. Integrating theorizing on extraversion and fit, we posit in this research that counterproductive leader and team behaviors will be associated with misfit leader–team pairings in which extraversion incongruence exists (leaders higher in extraversion paired with teams lower in extraversion or leaders lower in extraversion paired with teams higher in extraversion). We test our predictions in a time-lagged field survey study of leaders and their respective teams in the nuclear power industry, using polynomial regression analyses to find support for hypotheses about the association of leader–team extraversion incongruence and detrimental leader (use of pressure influence tactics) and team (deviance directed at the organization) behaviors. We discuss the implications of our findings for research and practice on leaders, teams, deviance, and extraversion.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 6","pages":"877-895"},"PeriodicalIF":6.2,"publicationDate":"2024-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140589580","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

Correction to “Good marriage at home, creativity at work: Family–work enrichment effect on workplace creativity” 更正 "家庭婚姻好，工作创造力强：家庭与工作的相互促进对工作场所创造力的影响"

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-03-31 DOI: 10.1002/job.2790

引用次数: 0

It is Monday again: Weekend sleep differentially relates to the workweek via reattachment on Monday 又到周一了：周末睡眠通过周一的重新依附与工作周的不同关系

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-03-28 DOI: 10.1002/job.2788

Jette Völker, Monika Wiegelmann, Theresa J. S. Koch, Sabine Sonnentag

{"title":"It is Monday again: Weekend sleep differentially relates to the workweek via reattachment on Monday","authors":"Jette Völker, Monika Wiegelmann, Theresa J. S. Koch, Sabine Sonnentag","doi":"10.1002/job.2788","DOIUrl":"10.1002/job.2788","url":null,"abstract":"The weekend constitutes an important recovery period for employees. However, psychologically reattaching to work on Monday can be difficult because employees must transition from their private to their work role. Building on boundary theory and integrating a sleep and circadian perspective, we shed light on this transition by investigating antecedents and outcomes of Monday reattachment. We propose that three weekend sleep characteristics differentially relate to reattachment on Monday: weekend sleep quality, catch-up sleep (extended sleep duration on the weekend), and social sleep lag (differences in sleep times workweek vs. weekend). Successful reattachment on Monday should, in turn, be related to lower levels of exhaustion and higher task performance during the workweek. We conducted a weekly diary study with 310 employees (933 weeks) over four workweeks. Two-level path models demonstrated that higher weekend sleep quality was indirectly related to lower levels of workweek exhaustion via higher levels of Monday reattachment. In contrast, higher catch-up sleep was related to higher levels of workweek exhaustion via lower levels of Monday reattachment. Accordingly, we demonstrate that Monday reattachment can set the tone for the entire workweek, but the capability to reattach can depend on weekend sleep as a core recovery process.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 6","pages":"800-817"},"PeriodicalIF":6.2,"publicationDate":"2024-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2788","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140368608","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 paradox theory lens on proactivity, individual ambidexterity, and creativity: An empirical look 悖论理论透视积极主动、个人灵活性和创造力：实证研究

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-03-21 DOI: 10.1002/job.2786

Jie Wang, Tae-Yeol Kim, Thomas S. Bateman, Yuan Jiang, Guiyao Tang

引用次数: 0

Think star, think men? Implicit star performer theories 想到明星就想到男人？隐性明星表演者理论

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-03-12 DOI: 10.1002/job.2784

Isabel Villamor, Herman Aguinis

{"title":"Think star, think men? Implicit star performer theories","authors":"Isabel Villamor, Herman Aguinis","doi":"10.1002/job.2784","DOIUrl":"10.1002/job.2784","url":null,"abstract":"The star performer gender gap highlights women's challenges in being recognized as star performers. We investigated whether people hold shared beliefs about characteristics star performers possess (i.e., implicit star performer theories, ISPTs) and whether perceptions of stars are (a) gendered and (b) context-specific. Guided by categorization theory, we argue that individuals have shared perceptions of what constitutes a star performer. Employing an inductive approach, we uncovered the existence of ISPTs that are distinct and differ from previously identified implicit theories, such as those about leadership. Specifically, stars were believed to have six characteristics: Driven, Relational, Extraordinary, Fascinating, Tenacious, and Brilliant. We then applied role congruity theory to argue that perceptions of star performers would be gendered and context-dependent. Using an experimental approach, we ascertained that people associated star performers with more masculine than feminine attributes, what we labeled the think star, think men phenomenon. Moreover, this association was context-dependent, such that the association of star performers with masculine attributes was stronger in men-dominated occupations. Our third study used a non-reactive approach (i.e., “Princeton trilogy”), and results showed that star performers are seen as possessing more masculine attributes than very good employees. Overall, our three studies using inductive, experimental, and indirect methods based on eight samples of 2322 participants consistently supported the existence of ISPTs and the think star, think men phenomenon, improving our understanding of the star performer gender gap.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 6","pages":"783-799"},"PeriodicalIF":6.2,"publicationDate":"2024-03-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2784","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140156031","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

Rotten apples in bad barrels: Psychopathy, counterproductive work behavior, and the role of social context 坏桶里的烂苹果：心理变态、适得其反的工作行为以及社会环境的作用

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-03-08 DOI: 10.1002/job.2783

Min Z. Carter, Michael S. Cole, Jeremy B. Bernerth, Peter D. Harms, Aric Wilhau, Joshua C. Palmer

{"title":"Rotten apples in bad barrels: Psychopathy, counterproductive work behavior, and the role of social context","authors":"Min Z. Carter, Michael S. Cole, Jeremy B. Bernerth, Peter D. Harms, Aric Wilhau, Joshua C. Palmer","doi":"10.1002/job.2783","DOIUrl":"10.1002/job.2783","url":null,"abstract":"<div>\u0000 \u0000 There is an inherent interest in the implications of psychopathic employees, although attention, to date, is more pronounced in public media than in the scientific literature. In this study, we use behavioral threshold theory to propose a curvilinear relationship between employees' psychopathy and their counterproductive work behavior (CWB). Our predictions were corroborated across three studies involving two countries while controlling for narcissism and Machiavellianism. Specifically, we find that the destructive nature of psychopathy is amplified with accelerated levels of CWB among individuals high on psychopathy. These results address mixed and unexpected findings in the literature, thereby offering a more nuanced understanding of the psychopathy–CWB relationship. Drawing additionally on trait activation theory, we examine the moderating effects of social context as manifested in relationship conflict with coworkers and abusive supervision. Results support the moderated hypotheses such that the psychopathy–CWB curvilinear relationship is stronger in negative social environments for both self-rated and other-rated CWB assessments. As the relationships between individuals' dark traits and behavioral outcomes are likely more complex than simple linear relations, we advocate future research to combine complementary theoretical lenses for improved theoretical precision.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 6","pages":"837-854"},"PeriodicalIF":6.2,"publicationDate":"2024-03-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140076543","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

Promotion focus is valued in men more than in women 男性比女性更重视晋升

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-02-28 DOI: 10.1002/job.2781

Dinah Gutermuth, Melvyn R. W. Hamstra

{"title":"Promotion focus is valued in men more than in women","authors":"Dinah Gutermuth, Melvyn R. W. Hamstra","doi":"10.1002/job.2781","DOIUrl":"10.1002/job.2781","url":null,"abstract":"<div>\u0000 \u0000 In this research, we test the hypothesis that promotion-focused eagerness does not yield the same evaluative benefits in the workplace for women as it does for men. Regulatory focus theory suggests that promotion-focused eagerness potentially casts a person in a favorable light in the eyes of superiors. Nevertheless, we propose that promotion-focused eagerness violates the prescriptive gender-stereotypical expectations that people have of women. The gender deviance (i.e., not acting in line with gender expectations) that occurs when a woman is promotion-focused causes this woman to pay a “gender tax” that a promotion-focused man does not pay. First, we conducted two experiments wherein managers (N = 127) or students (N = 236) evaluated qualified fictional job applicants: in both experiments, compared with an identical male applicant, the promotion-focused female job applicant was valued less, as evidenced by a lower starting salary offer. Second, in a dyadic study (N = 474 dyads), male employees' promotion focus was positively associated with their manager's evaluations of them, whereas female employees' promotion focus was not. Our results show that promotion-focused women are not valued as positively as their male counterparts.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 5","pages":"764-781"},"PeriodicalIF":6.8,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140001938","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 multilevel well-being paradox: Towards an integrative process theory of coping in teams 多层次幸福悖论：迈向团队应对的综合过程理论

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-02-28 DOI: 10.1002/job.2782

Emma Nordbäck, Niina Nurmi, Jennifer L. Gibbs, Maggie Boyraz, Minna Logemann

{"title":"The multilevel well-being paradox: Towards an integrative process theory of coping in teams","authors":"Emma Nordbäck, Niina Nurmi, Jennifer L. Gibbs, Maggie Boyraz, Minna Logemann","doi":"10.1002/job.2782","DOIUrl":"10.1002/job.2782","url":null,"abstract":"Contemporary work teams are increasingly faced with external pressures and changing demands that thrust them into stressful conditions that require coping to maintain not only performance but also well-being. In this paper, we treat the COVID-19 pandemic as an extreme case of multilevel stressors and coping in teams to investigate how teams and their members simultaneously cope with stressors at both individual and team levels and the impacts this has on their well-being. We conducted a longitudinal qualitative multi-case study involving 12 teams, utilizing data from 69 members collected through diaries, interviews, and surveys over a period of 6 months. Our findings illustrate how the needs and coping efforts of teams and individuals can sometimes conflict, resulting in opposing states of well-being at different levels. We frame this phenomenon as the multilevel well-being paradox. Our emergent process model of multilevel coping in teams suggests that teams thrive when they establish a shared appraisal of stressors and coping options through active team reflection, and when they adopt coping approaches that align with the specific stressors experienced at both levels. This study advances our understanding of coping in teams by illuminating the intricate interplay between team and individual well-being and highlighting the paradoxical nature of this relationship.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 5","pages":"663-683"},"PeriodicalIF":6.8,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2782","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140001798","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

Inclusion near and far: A qualitative investigation of inclusive organizational behavior across work modalities and social identities 远近包容：跨工作模式和社会身份的包容性组织行为定性调查

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-02-27 DOI: 10.1002/job.2779

Lindsay Y. Dhanani, Mohsin Sultan, Carolyn T. Pham, Keisuke Mikami, Daniel Ryan Charles, Hannah A. Crandell

{"title":"Inclusion near and far: A qualitative investigation of inclusive organizational behavior across work modalities and social identities","authors":"Lindsay Y. Dhanani, Mohsin Sultan, Carolyn T. Pham, Keisuke Mikami, Daniel Ryan Charles, Hannah A. Crandell","doi":"10.1002/job.2779","DOIUrl":"10.1002/job.2779","url":null,"abstract":"Though there are clear benefits of being included at work, important questions about employees' views and experiences of workplace inclusion remain unanswered. First, scholars have tended to adopt a one-size-fits-all approach that assumes that inclusion is viewed and experienced similarly by all employees, regardless of their social identities. Moreover, there have been rapid shifts in work modalities over the last few years, and it is currently unclear how modality impacts inclusion and if that impact is similar across all employees. To address these questions, we leveraged qualitative data from a demographically diverse sample to examine how employees define workplace inclusion, what practices and behaviors employees associate with feeling included, how social identities shape definitions and experiences of inclusion, and the modalities in which employees feel the most included. Results indicated that employees primarily define workplace inclusion as being accepted and treated equally regardless of their identities, being integrated into decision-making, and expressing themselves authentically. Though employees defined inclusion similarly regardless of their social identities, the importance of specific inclusion practices differed across subgroups. Finally, employees felt more included when working in person, though minoritized employees were more likely to prefer remote work. Theoretical and practical implications regarding inclusion are discussed.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 9","pages":"1413-1430"},"PeriodicalIF":6.2,"publicationDate":"2024-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2779","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140025256","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

STEMming the tide: New perspectives on careers and turnover STEMming the tide：职业与人员流动的新视角

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2024-02-25 DOI: 10.1002/job.2780

Kohyar Kiazad, Simon Lloyd D. Restubog, Peter W. Hom, Alessandra Capezio, Brooks Holtom, Thomas Lee

{"title":"STEMming the tide: New perspectives on careers and turnover","authors":"Kohyar Kiazad, Simon Lloyd D. Restubog, Peter W. Hom, Alessandra Capezio, Brooks Holtom, Thomas Lee","doi":"10.1002/job.2780","DOIUrl":"10.1002/job.2780","url":null,"abstract":"The question of why so many people leave science, technology, engineering and mathematics (STEM) jobs continues to echo through social science research and Government policy. This is not surprising given the considerable investments into uptake and quality of STEM education and that STEM workers have a pivotal role to play in addressing current and future grand challenges. Yet, too many individuals with tertiary degrees in STEM—disproportionately women, racial minorities, and the underprivileged—leave or pursue careers in non-STEM fields. While demand for employment in STEM continues to grow, such persistent STEM defections present a significant challenge. We offer an integrative special issue of eight empirical articles capturing current thinking and evidence on employee retention and turnover, both within and beyond the realm of STEM. Our thematic analysis of the articles reveals overarching themes around the fundamental question of why people choose to stay in their jobs and why they leave. From this, we provide a future research agenda recognizing the myriad work and nonwork factors influencing the desire and ability to stay in one's chosen profession, particularly in critical sectors where gender and minority attrition rates prevail.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 3","pages":"335-343"},"PeriodicalIF":6.8,"publicationDate":"2024-02-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2780","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139968291","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