打破无聊:打断无聊状态对未来工作效率的残余影响。

IF 9.4 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI:10.1037/apl0001161
Casher Belinda, Shimul Melwani, Chaitali Kapadia
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引用次数: 0

摘要

无聊是所有年龄段和职业的员工都会不断波动的一种情绪。在此,我们借鉴无聊情绪的功能理论和情绪调节理论,建立了一个关于无聊情绪如何随着时间的推移影响员工注意力和工作效率的偶发模型。我们认为,员工在工作中经常会抑制无聊情绪,以 "强力完成 "无聊的任务和目标,从而导致在未来的绩效事件中出现思维游离的残余阵痛,进而导致工作效率低下。然而,如果员工在最初的任务中感到无聊,而随后开始的任务又被认为是有意义的,那么员工的注意力就会被吸引,从而打破无聊与未来的思维游离之间的联系,防止无聊的影响蔓延到抑制未来的工作效率。研究 1 利用档案经验抽样数据来验证我们的假设,并研究随着时间的推移,无聊是否与思维游离和工作效率之间存在相互关系。研究 2 采用实验设计,确定无聊感和任务意义是否相互作用,对未来的思维游离产生因果效应。研究 3 采用单日分时设计,复制了研究 1 和研究 2,并检验了我们的论点,即员工在工作中经常会抑制无聊情绪,这非但不能防止无聊情绪的影响,反而会将其 "搁置",直至稍后时间点。我们的研究结果为如何减轻工作无聊带来的深远影响提供了启示,同时也推进了对组织中情绪、注意力和绩效的偶发描述。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.

Boredom is an emotion that constantly fluctuates in employees of all ages and occupations. Here, we draw on functional theories of boredom and theories of emotion regulation to develop an episodic model of how boredom shapes employee attention and productivity over time. We argue that employees often suppress boredom at work to "power through" boring tasks and objectives, resulting in residual bouts of mind-wandering-and thus productivity deficits-during future performance episodes. However, following boredom on an initial task, the commencement of a subsequent task that employees perceive to be meaningful creates an attentional pull that breaks the link between boredom and future mind-wandering, preventing the effects of boredom from spilling over to inhibit future productivity. Study 1 draws on archival experience sampling data to test our hypotheses and examine whether boredom exhibits reciprocal relationships with mind-wandering and productivity over time. Study 2 uses an experimental design to determine whether boredom and task meaningfulness interact to exert a causal effect on future mind-wandering. Study 3 uses a time-separated single-day design to replicate Studies 1 and 2 and examine our contention that employees often suppress boredom at work which, rather than preventing the effects of boredom, puts them "on hold" until a later point in time. Our findings provide insight into how to mitigate the far-reaching effects of boredom at work; they also advance episodic accounts of emotions, attention, and performance in organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

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来源期刊
CiteScore
17.60
自引率
6.10%
发文量
175
期刊介绍: The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.
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