IF 9.4 1区 心理学 Q1 MANAGEMENT
Jinyi Zhou, Ning Li, Shiyong Xu, Wei Chi
{"title":"High performers in the shadow: The adverse effect of star employees on their peers.","authors":"Jinyi Zhou, Ning Li, Shiyong Xu, Wei Chi","doi":"10.1037/apl0001254","DOIUrl":null,"url":null,"abstract":"<p><p>Star employees are pivotal to organizational success and significantly influence their peers. Previous studies on this topic often explore the attributes of stars and nonstars in isolation. Using social comparison theory, our study posits that as employees' performance approaches that of star employees, nonstar employees become more likely to compare themselves with stars, thereby increasing their sense of psychological entitlement. The increase in entitlement is likely to promote workplace deviance and decrease workplace well-being. We further propose that team interdependence amplifies the relationship between the star-nonstar performance gap and psychological entitlement. When team interdependence is high, the influence of the star-nonstar performance gap on nonstars' psychological entitlement and the mediating effects of psychological entitlement become more significant. We conducted four studies including two field surveys and two experiments to test our hypotheses. The results indicated that employees who exhibit small performance gaps are more adversely affected by stars than other employees, thus offering a more nuanced understanding of star employees' influence within organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4000,"publicationDate":"2024-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Applied Psychology","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1037/apl0001254","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0

摘要

明星员工对组织的成功起着关键作用,并能极大地影响其同事。以往有关这一主题的研究往往孤立地探讨明星员工和非明星员工的特质。利用社会比较理论,我们的研究假设,当员工的绩效接近明星员工时,非明星员工更有可能将自己与明星员工进行比较,从而增强他们的心理权利感。这种权利感的增强很可能会助长工作场所的偏差,降低工作场所的幸福感。我们进一步提出,团队相互依存会放大明星-非明星绩效差距与心理权利之间的关系。当团队相互依赖程度较高时,明星-非明星绩效差距对非明星心理权益的影响以及心理权益的中介效应会变得更加显著。为了验证我们的假设,我们进行了四项研究,包括两项实地调查和两项实验。结果表明,与其他员工相比,表现出较小绩效差距的员工受到明星的负面影响更大,从而让我们对明星员工在组织中的影响力有了更细致的了解。(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。
High performers in the shadow: The adverse effect of star employees on their peers.

Star employees are pivotal to organizational success and significantly influence their peers. Previous studies on this topic often explore the attributes of stars and nonstars in isolation. Using social comparison theory, our study posits that as employees' performance approaches that of star employees, nonstar employees become more likely to compare themselves with stars, thereby increasing their sense of psychological entitlement. The increase in entitlement is likely to promote workplace deviance and decrease workplace well-being. We further propose that team interdependence amplifies the relationship between the star-nonstar performance gap and psychological entitlement. When team interdependence is high, the influence of the star-nonstar performance gap on nonstars' psychological entitlement and the mediating effects of psychological entitlement become more significant. We conducted four studies including two field surveys and two experiments to test our hypotheses. The results indicated that employees who exhibit small performance gaps are more adversely affected by stars than other employees, thus offering a more nuanced understanding of star employees' influence within organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
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.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信