Journal of Organizational Behavior最新文献_第5页

Prosocial, Pro-Self, or Combined? Three Types of Employee Voice and Supervisor Responses 亲社会，亲自我，还是兼而有之？三种类型的员工声音和主管回应

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-03-05 Epub Date: 2025-09-03 DOI: 10.1002/job.70022

Jinyun Duan, Zhaobiao Zong, Jiaxin Chen, Yue Zhu, Yudong Guo, Tingxi Wang

{"title":"Prosocial, Pro-Self, or Combined? Three Types of Employee Voice and Supervisor Responses","authors":"Jinyun Duan, Zhaobiao Zong, Jiaxin Chen, Yue Zhu, Yudong Guo, Tingxi Wang","doi":"10.1002/job.70022","DOIUrl":"https://doi.org/10.1002/job.70022","url":null,"abstract":"<div>\u0000 \u0000 <p>Previous research has demonstrated inconsistent findings regarding supervisors' reactions to employees' voice behavior. To address this issue, the current research adopts a broader view of voice and differentiates specific voice foci. This approach complements the understanding of voice types that are theoretically ignored yet prevalent in practice (pro-self voice and combined voice). Based on the social dimensions model, the current research investigates the underlying mechanism of perceived warmth, competence, and authenticity in the “subordinate voice—supervisor response” linkage. We conducted an interview-based qualitative study (Study 1, <i>N</i> = 23), a vignette-based experiment (Study 2A, <i>N</i> = 213), a recall-based experiment (Study 2B, <i>N</i> = 214), and a time-lagged field study (Study 3, <i>N</i> = 304). The results indicated that supervisors perceive more warmth and competence for subordinates engaging in prosocial voice and combined voice than pro-self voice, and more authenticity for combined voice than prosocial voice and pro-self voice, thus increasing voice endorsement and performance evaluation. The implications for theory and practice are discussed.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 3","pages":"420-438"},"PeriodicalIF":6.8,"publicationDate":"2026-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147562821","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

Do Differentiated Leader–Follower Relationships Matter for Collective Emotion? A Multilevel Investigation of LMX Differentiation, Work Group Positive Affect, and Trickle-Out Effects on Customer Outcomes 不同的领导-跟随者关系对集体情绪有影响吗？LMX差异化、工作组积极影响及涓滴效应对顾客结果的多层次研究

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-03-05 Epub Date: 2026-02-03 DOI: 10.1002/job.70068

Olga Epitropaki, Yuyan Zheng, Marisa Plater, Les Graham

{"title":"Do Differentiated Leader–Follower Relationships Matter for Collective Emotion? A Multilevel Investigation of LMX Differentiation, Work Group Positive Affect, and Trickle-Out Effects on Customer Outcomes","authors":"Olga Epitropaki, Yuyan Zheng, Marisa Plater, Les Graham","doi":"10.1002/job.70068","DOIUrl":"https://doi.org/10.1002/job.70068","url":null,"abstract":"<p>Emotions pervade work groups and shape employee–customer interactions, yet little is known about how differentiated leader–member relationships shape affective experiences within work groups and beyond. Drawing on the integrated social comparison and emotion contagion framework, we examine the role of LMX differentiation on both employee and customer affective and service-related outcomes. Using multilevel data from 1608 hair salon employees nested within 165 salons and 3139 customers, we test a model linking LMX differentiation to group positive affective tone and positive affective variation within the salon. We further examine trickle-out effects on customers by testing the indirect effects of LMX differentiation on customer positive affective experiences and customer perceptions of service quality. Our results show that LMX differentiation is negatively related to work group positive affective tone, whereas positively related to work group positive affective variation. We further find support for a serial mediation effect of LMX differentiation on customer perceptions of service quality via group positive affective tone (but not group affective variation) and customer positive affective experience. Our findings underscore the pivotal role of LMX differentiation in shaping collective affect within the leader's work group and beyond group boundaries, influencing customer experiences.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 3","pages":"383-398"},"PeriodicalIF":6.8,"publicationDate":"2026-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70068","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147562640","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 Near to Far: Why, How, and When Mindful Leadership Can Benefit Subordinates' Family Members 从近到远：正念领导为何、如何以及何时能使下属的家庭成员受益

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-03-05 Epub Date: 2026-01-27 DOI: 10.1002/job.70053

Xingyu Feng, Sean, Yinbo Zheng, Bowie, Tianyi Long, Ping Han

{"title":"From Near to Far: Why, How, and When Mindful Leadership Can Benefit Subordinates' Family Members","authors":"Xingyu Feng, Sean, Yinbo Zheng, Bowie, Tianyi Long, Ping Han","doi":"10.1002/job.70053","DOIUrl":"https://doi.org/10.1002/job.70053","url":null,"abstract":"<p>Existing research suggests that mindful leadership shapes the way followers interact with other people in the workplace. This study illustrates the mechanisms behind this leadership function, extends it to nonworking domains, and clarifies why and how followers' family members can benefit from it. Based on the social mindfulness framework and social learning perspective, we propose that subordinates can develop social mindfulness (i.e., the disposition of being attentive to and considerate of other people's needs) through observing and internalizing the orientation toward the other that mindful leaders embody. Higher-level social mindfulness encourages employees to provide more social support at home, which further leads to a series of positive outcomes for family members, including positive affect, family satisfaction, and next-day work reattachment. However, employees with a weaker (rather than stronger) communal orientation are more likely to notice, recognize, and learn from mindful leaders. Consequently, their family members can benefit more (versus less) from the above processes. Two complementary studies, a field experiment involving a mindfulness intervention (<i>N</i> = 92 leader–subordinate pairs) and an experiential sampling study (<i>N</i> = 202 employee–family member pairs), fully support our model. We extend the scope and boundaries of mindful leadership to provide a fresh lens on how leaders can influence followers' nonworking lives.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 3","pages":"476-496"},"PeriodicalIF":6.8,"publicationDate":"2026-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70053","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147569846","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

The Double-Edged Sword of Servant Leadership: Motivational Climates, Helping Behavior, and Financial Performance 仆人式领导的双刃剑：激励氛围、帮助行为和财务绩效

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-03-05 Epub Date: 2025-11-06 DOI: 10.1002/job.70031

Therese Egeland, Alexander Madsen Sandvik, Vidar Schei, Claudia Buengeler

{"title":"The Double-Edged Sword of Servant Leadership: Motivational Climates, Helping Behavior, and Financial Performance","authors":"Therese Egeland, Alexander Madsen Sandvik, Vidar Schei, Claudia Buengeler","doi":"10.1002/job.70031","DOIUrl":"https://doi.org/10.1002/job.70031","url":null,"abstract":"<p>Research on the effects of servant leadership on firm success has yielded inconsistent results. Connecting servant leadership theory to achievement goal theory, we theorize that servant leadership exerts both beneficial and detrimental effects on firms by shaping two distinct motivational climates: mastery climate and performance climate. These climates, in turn, serve as mechanisms linking servant leadership to two complementary dimensions of firm success: relational outcomes (firm helping behavior) and performance outcomes (financial performance). We tested these assertions using a two-study design comprising an experimental study with 99 simulated firms working for a fictitious leader (Study 1) and a multisource, time-lagged field study of 120 small firms and their leaders (Study 2). Study 1 demonstrated that servant leadership strengthens firm mastery climate and weakens firm performance climate relative to a control condition (directive leadership). Study 2 revealed that servant leadership was positively related to firm helping behavior mediated by firm mastery climate but negatively related to firm financial performance mediated by firm performance climate. This negative indirect relationship was moderated by autonomy in the firm, which weakened the positive effect of firm performance climate on firm financial performance. Our findings clarify both the benefits and pitfalls of servant leadership for firms, highlighting that its relational advantages may come at the expense of financial outcomes under certain conditions. This research contributes to a more nuanced understanding of when and how servant leadership is advantageous for organizational success.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 3","pages":"497-517"},"PeriodicalIF":6.8,"publicationDate":"2026-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70031","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147563685","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

The Curious Case of Cross-Level Effects: Refining Our Understanding to Match Our Methods 跨层效应的奇特案例：完善我们的理解以匹配我们的方法

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-03-05 Epub Date: 2025-09-11 DOI: 10.1002/job.70010

G. James Lemoine, Hamed Ghahremani, Kalan Norris

{"title":"The Curious Case of Cross-Level Effects: Refining Our Understanding to Match Our Methods","authors":"G. James Lemoine, Hamed Ghahremani, Kalan Norris","doi":"10.1002/job.70010","DOIUrl":"https://doi.org/10.1002/job.70010","url":null,"abstract":"<div>\u0000 \u0000 <p>The surge in organizational scholarship exploring cross-level relationships in recent years has not been matched by a thorough understanding of the nature and implications of these effects. This misalignment can lead to levels of analysis fallacies, resulting in incomplete and unintentionally misleading interpretations that potentially hinder the theoretical advancement of organizational research. This paper clarifies the distinct characteristics of cross-level effects and discusses their ramifications within the field of organizational behavior. Following this conceptual explanation, we present an integrative review of 313 cross-level articles published between January 2011 and December 2023 in 10 prominent management journals. Our review revealed many opportunities for improvement: 62% of papers with cross-level direct effects, 67% with cross-level indirect effects, and 80% with cross-level interactions exhibited theoretical flaws or omissions, often misapplying cross-level theory or misinterpreting findings. We propose specific recommendations to refine the argumentation and interpretation of cross-level effects in future research. This comprehensive review and guidance for researchers aims to address the current challenges and chart a course for more rigorous and theoretically grounded research in cross-level organizational studies.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 3","pages":"365-382"},"PeriodicalIF":6.8,"publicationDate":"2026-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147565000","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

Enhancing Subordinate Job Performance Through Coaching Behaviors: A Lay Epistemic Approach 通过指导行为提高下属工作绩效：一种外行认知方法

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-03-05 Epub Date: 2025-09-09 DOI: 10.1002/job.70020

Rajeev Chib, Roger Chun-To Luk, Jeanne Ho-Ying Fu

{"title":"Enhancing Subordinate Job Performance Through Coaching Behaviors: A Lay Epistemic Approach","authors":"Rajeev Chib, Roger Chun-To Luk, Jeanne Ho-Ying Fu","doi":"10.1002/job.70020","DOIUrl":"https://doi.org/10.1002/job.70020","url":null,"abstract":"<div>\u0000 \u0000 <p>This paper explores the downstream effects of coaching behaviors, conceptualized as a behavioral intervention that helps subordinates learn in an organization. We propose that supervisors serve as “facilitators of learning” and knowledge transfer agents in an organization by coaching their subordinates. Drawing on the lay epistemic approach, we examine the effects of guidance versus facilitation coaching behaviors on psychological and job-related outcomes. Supervisors who display guidance facilitation coaching behaviors tend to provide their subordinates with direct feedback and knowledge, whereas those who display facilitation coaching behaviors provide inspiration and exploration opportunities. The guidance style is particularly effective for subordinates with a high need for closure, an epistemic motivation that drives individuals to conduct quick searches for answers and solutions in psychologically uncertain situations, whereas a facilitation style is more effective for subordinates with a low need for closure who engage in more elaborate and prolonged searches for information. We investigate subordinates' self-efficacy, trust in their supervisor, and job performance as outcomes of the interaction effect of coaching behaviors and subordinates' need for closure. Field data collected from supervisors and their subordinates using a two-wave, multisource design indicate that when supervisors engaged in facilitation coaching, subordinates with a low need for closure reported higher job-based self-efficacy, leading to improved supervisor-rated job performance. Conversely, guidance-oriented supervisors gained the trust of their subordinates, which in turn positively influenced the subordinates' job performance. The implications of the epistemic properties of coaching behaviors and learning approaches through interaction with supervisors are discussed.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 3","pages":"439-454"},"PeriodicalIF":6.8,"publicationDate":"2026-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147564545","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

Unpacking the Differential Effects of Compassion at Work on Leadership Emergence: The Role of Gender, Compassion Type, and Work Context 工作中的同情心对领导涌现的不同影响：性别、同情心类型和工作环境的作用

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-03-05 Epub Date: 2025-10-14 DOI: 10.1002/job.70030

Reut Livne-Tarandach, Sophie Pychlau, Angela R. Grotto, Poonam Arora

{"title":"Unpacking the Differential Effects of Compassion at Work on Leadership Emergence: The Role of Gender, Compassion Type, and Work Context","authors":"Reut Livne-Tarandach, Sophie Pychlau, Angela R. Grotto, Poonam Arora","doi":"10.1002/job.70030","DOIUrl":"https://doi.org/10.1002/job.70030","url":null,"abstract":"<div>\u0000 \u0000 <p>Compassion—a focal actor's behavioral response intended to alleviate sufferer distress—offers an antidote to the pervasive challenge of workplace distress. Previous research focused on uniformly favorable, self-relevant inferences observers make about organizations that enable compassion. We examine differential, other-relevant inferences observers make about compassionate focal actors, specifically their leadership emergence. Drawing on Expectancy Violation Theory and the Integrated Framework for Leadership Emergence, we argue that observer inferences of compassionate focal actors differ depending on <i>who</i> displays compassion, <i>what type</i> of compassion is displayed, and <i>where</i> it is displayed. We expect observers to make differential leadership emergence (LE) inferences of compassionate focal actors, arguing that compassion represents a positive unexpected behavior only for men, garnering observers' attention and resulting in men's LE via increased perceptions of warmth and competence. Distinguishing between two forms of compassion, we argue that communal compassion replicates this gender effect, whereas agentic compassion offsets it as a positive unexpected behavior for women. We further suggest that work context attenuates gender and compassion type effects, with uniformly positive LE inferences only in feminine work contexts. We largely support our predictions in a multi-wave field study and two experimental vignettes and discuss our contributions to compassion and LE research.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 3","pages":"455-475"},"PeriodicalIF":6.8,"publicationDate":"2026-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147565948","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

Fueling Employees' Initiative: A Meta-Analysis of the Motivational Antecedents of Proactive Work Behavior 激励员工的主动性：对主动性工作行为动机前因的元分析

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-03-05 Epub Date: 2025-08-31 DOI: 10.1002/job.70018

Shan Xu, Jiale Jia, Yumei Wang, Pri Pradhan Shah, Liyun Xie, Tongtong Wu

{"title":"Fueling Employees' Initiative: A Meta-Analysis of the Motivational Antecedents of Proactive Work Behavior","authors":"Shan Xu, Jiale Jia, Yumei Wang, Pri Pradhan Shah, Liyun Xie, Tongtong Wu","doi":"10.1002/job.70018","DOIUrl":"https://doi.org/10.1002/job.70018","url":null,"abstract":"<div>\u0000 \u0000 <p>Proactive work behavior is critical for sustaining organizational competitiveness and ensuring long-term success. As such, it is essential to identify its antecedents in order to develop effective strategies to foster proactive work behavior. Grounded in Parker et al.'s <i>Proactive Motivation Process Framework</i>, this paper proposes and validates a model for the motivational state antecedents of proactive work behavior by conducting a meta-analysis. Examining 298 articles comprising 308 independent studies (<i>N</i> = 107 084), this study fully supports the expected relationships between three categories of antecedents—“can do,” “reason to,” and “energized to”—and proactive work behavior. Additionally, we identify power distance and uncertainty avoidance as key moderators influencing the relationship between motivational states and proactive work behavior. Our study further explores which motivational states most effectively promote overall proactive work behavior and its specific forms (taking charge, voice, and individual innovation) and distinguishes their effects on proactive behavior versus job performance. Finally, we discuss the theoretical and practical implications, offering new research directions and guidance for managers to formulate effective strategies for encouraging proactive work behavior.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 3","pages":"399-419"},"PeriodicalIF":6.8,"publicationDate":"2026-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147570292","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

Do Not Be a Prompt Puppet: Human Judgment and Courage in the Age of AI 不要做即时傀儡：人工智能时代人类的判断力和勇气

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-01-25 DOI: 10.1002/job.70067

Marie T. Dasborough

引用次数: 0

From Friction to Fulfillment: Examining When and How Spousal Active-Destructive Responsiveness to Employees' Sharing of Positive Events Benefits the Work Domain 从摩擦到满足：检查配偶对员工分享积极事件的积极破坏性反应何时以及如何使工作领域受益

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2025-12-12 DOI: 10.1002/job.70047

Xin Liu, Jingni Dong, Yu Yu, Jiawei Zheng, Xiaoming Zheng, Byron Y. Lee

{"title":"From Friction to Fulfillment: Examining When and How Spousal Active-Destructive Responsiveness to Employees' Sharing of Positive Events Benefits the Work Domain","authors":"Xin Liu, Jingni Dong, Yu Yu, Jiawei Zheng, Xiaoming Zheng, Byron Y. Lee","doi":"10.1002/job.70047","DOIUrl":"https://doi.org/10.1002/job.70047","url":null,"abstract":"<div>\u0000 \u0000 <p>Previous research shows that spousal active-destructive responsiveness to their partner's sharing of positive events has a negative impact on outcomes within the family domain. We shift the focus of the literature to the work domain and challenge the conventional wisdom to theorize that spousal active-destructive responsiveness can spill over to enhance employee work-related outcomes under specific conditions. Specifically, we draw on the self-concordance model to hypothesize that spousal active-destructive responsiveness in the evening indirectly increases employee job satisfaction in the following afternoon via work engagement in the following morning for employees with lower rather than higher proactive personality. We used an experience sampling method to collect daily three-wave survey data (<i>N</i> = 1066) from 125 employee–spouse dyads over a consecutive two-week period (10 working days) and found support for our hypotheses. Our study provides insights into the spousal responsiveness literature and has implications for managerial practice.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 1","pages":"66-80"},"PeriodicalIF":6.8,"publicationDate":"2025-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145931155","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