{"title":"时间在狩猎:用眼球追踪法调查时间压力和底线心态","authors":"Zhe Zhang, Xingze Jia","doi":"10.1177/00187267251359199","DOIUrl":null,"url":null,"abstract":"Why and when will people adopt bottom-line mentality (BLM) as an adaptive strategy? This research explores the dynamic triggers of BLM as an activated mental state, moving beyond static individual differences. Based on threat rigidity theory, we propose that time pressure can drive people to adopt BLM by fostering local processing—a narrow focus on immediate tasks. We further suggest that temporal leadership can moderate the relationship between time pressure and local processing, thereby mitigating subsequent BLM. Through three studies, we test this model: Study 1 uses a lab experiment with eye-tracking to confirm time pressure’s causal effect on local processing ( <jats:italic>n</jats:italic> = 120); Study 2, an online experiment, establishes the causal link between local processing and BLM by manipulating local processing ( <jats:italic>n</jats:italic> = 300); and Study 3, an experience sampling study with 101 employees over 10 workdays, validates the complete theoretical model. Our findings reveal how time pressure shapes BLM through local processing and highlight temporal leadership as a practical buffer. We discuss implications for managing workplace time pressure and propose future research directions to deepen understanding of the state-like nature of BLM in organizations.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"29 1","pages":""},"PeriodicalIF":5.4000,"publicationDate":"2025-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Time is hunting: Investigating time pressure and bottom-line mentality with an eye-tracking approach\",\"authors\":\"Zhe Zhang, Xingze Jia\",\"doi\":\"10.1177/00187267251359199\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Why and when will people adopt bottom-line mentality (BLM) as an adaptive strategy? This research explores the dynamic triggers of BLM as an activated mental state, moving beyond static individual differences. Based on threat rigidity theory, we propose that time pressure can drive people to adopt BLM by fostering local processing—a narrow focus on immediate tasks. We further suggest that temporal leadership can moderate the relationship between time pressure and local processing, thereby mitigating subsequent BLM. Through three studies, we test this model: Study 1 uses a lab experiment with eye-tracking to confirm time pressure’s causal effect on local processing ( <jats:italic>n</jats:italic> = 120); Study 2, an online experiment, establishes the causal link between local processing and BLM by manipulating local processing ( <jats:italic>n</jats:italic> = 300); and Study 3, an experience sampling study with 101 employees over 10 workdays, validates the complete theoretical model. Our findings reveal how time pressure shapes BLM through local processing and highlight temporal leadership as a practical buffer. We discuss implications for managing workplace time pressure and propose future research directions to deepen understanding of the state-like nature of BLM in organizations.\",\"PeriodicalId\":48433,\"journal\":{\"name\":\"Human Relations\",\"volume\":\"29 1\",\"pages\":\"\"},\"PeriodicalIF\":5.4000,\"publicationDate\":\"2025-09-12\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Human Relations\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://doi.org/10.1177/00187267251359199\",\"RegionNum\":2,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Relations","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1177/00187267251359199","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
Time is hunting: Investigating time pressure and bottom-line mentality with an eye-tracking approach
Why and when will people adopt bottom-line mentality (BLM) as an adaptive strategy? This research explores the dynamic triggers of BLM as an activated mental state, moving beyond static individual differences. Based on threat rigidity theory, we propose that time pressure can drive people to adopt BLM by fostering local processing—a narrow focus on immediate tasks. We further suggest that temporal leadership can moderate the relationship between time pressure and local processing, thereby mitigating subsequent BLM. Through three studies, we test this model: Study 1 uses a lab experiment with eye-tracking to confirm time pressure’s causal effect on local processing ( n = 120); Study 2, an online experiment, establishes the causal link between local processing and BLM by manipulating local processing ( n = 300); and Study 3, an experience sampling study with 101 employees over 10 workdays, validates the complete theoretical model. Our findings reveal how time pressure shapes BLM through local processing and highlight temporal leadership as a practical buffer. We discuss implications for managing workplace time pressure and propose future research directions to deepen understanding of the state-like nature of BLM in organizations.
期刊介绍:
Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.