Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones最新文献

英文中文

Contextual Performance in Academic Settings: The Role of Personality, Self-efficacy, and Impression Management 学术环境中的情境表现:人格、自我效能和印象管理的作用

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2018-05-10 DOI: 10.5093/JWOP2018A8

Naira Delgado-Rodríguez, E. Hérnandez-Fernaud, Christian Rosales, Luis Díaz-Vilela, R. Isla-Díaz, D. Díaz-Cabrera

The main purpose of this paper was to analyse the predictive role of personality, self-efficacy, and impression management on contextual performance in academic settings. A sample of 223 university students voluntarily answered a battery of tests on-line. Results showed that conscientiousness, extraversion, and agreeableness, as well as self-efficacy, predict contextual performance self-evaluations. Furthermore, the significant interaction between conscientiousness and selfefficacy multiplies their influence. Besides, impression management contributes to predicting contextual performance, but did not interact with the remaining variables. Results related to personality and self-efficacy are consistent with those found in work settings.

本文的主要目的是分析人格、自我效能和印象管理对学术环境下情境绩效的预测作用。223名大学生自愿在网上回答了一系列测试。结果表明，尽责性、外向性、亲和性以及自我效能感可以预测情境绩效自我评价。此外，尽责性和自我效能感之间的显著相互作用增加了它们的影响。此外，印象管理有助于预测情境表现，但与其他变量不相互作用。与人格和自我效能感相关的结果与工作环境中的结果一致。

引用次数: 10

Effects of People-oriented Leadership and Subordinate Employability on Call Center Withdrawal Behaviors 以人为本的领导和下属就业能力对呼叫中心退出行为的影响

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2018-04-01 DOI: 10.5093/JWOP2018A7

F. León, Oswaldo Morales

Call-center employees are prone to lateness, absenteeism, and turnover because their jobs are low-wage, low-skill, and provoke high levels of stress. Thus, considerate supervisors achieve from them better performance and reduced turnover. This study tested in a Peruvian call center (N = 255) various hypotheses concerned with the effects of peopleoriented leadership on withdrawal behaviors, their moderation by subordinate perceived employability, and the nature of the relationships between withdrawal behaviors. The evidence revealed independence of uncertified absenteeism from turnover intention, negative effects of people-oriented leadership on subordinate turnover intention regardless of subordinate level of employability, and leadership x employability crossover interactive effects on subordinate uncertified absenteeism. Since people-oriented supervision is associated with increased absenteeism among highly employable subordinates and decreased absenteeism among low-employability workers, the effects cancel each other. Thus, there is a need for understanding the underlying determinants as a pre-condition to deriving practical recommendations.

呼叫中心的员工很容易迟到、旷工和离职，因为他们的工作是低工资、低技能的，而且压力很大。因此，体贴的管理者从他们身上获得更好的绩效和减少的流失率。本研究在秘鲁呼叫中心(N = 255)测试了关于以人为本的领导对退缩行为的影响、下属感知就业能力对退缩行为的调节以及退缩行为之间关系的性质的各种假设。研究结果表明，以人为本的领导对员工离职倾向具有显著的独立影响;无论下属的就业能力水平如何，以人为本的领导对员工离职倾向具有显著的负向影响;领导与就业能力的交叉交互作用对员工的未证实缺勤具有显著的影响。由于以人为本的监督与高就业能力下属的缺勤率增加和低就业能力员工的缺勤率下降有关，因此两者的影响相互抵消。因此，有必要了解潜在的决定因素，作为得出实际建议的先决条件。

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引用次数: 7

Perspectiva Futura de Tiempo, Satisfacción Laboral y Compromiso Organizacional: el Efecto Mediador de la Autoeficacia, la Esperanza y la Vitalidad 未来时间观、工作满意度和组织承诺：自我效能、希望和活力的中介作用

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2018-03-08 DOI: 10.5093/JWOP2018A1

Daniel Arturo Cernas-Ortiz, Patricia Mercado-Salgado, Mark Davis

This study’s objective is to the mediating role of self-efficacy, hope, and vitality in the relationship that future time perspective has with job satisfaction and organizational commitment. A self-reported survey was applied to 299 MBA students with work experience. The hypotheses were tested by means of a mediation analysis utilizing linear regression. The results suggest that the three factors taken into consideration mediate the relationship between future time perspective and job satisfaction. Also, findings indicate that while self-efficacy and hope mediate the relationship between future time perspective and organizational commitment, vitality does not. This study suggests that association between future time perspective and the attitudes under examination is not direct, but rather, is conveyed, to a higher or lower degree, through various factors that differ in mediating power.

本研究的目的是研究自我效能、希望和活力在未来时间视角与工作满意度和组织承诺之间的关系中的中介作用。一项自我报告的调查应用于299名有工作经验的MBA学生。这些假设是通过使用线性回归的中介分析进行检验的。研究结果表明，这三个因素在未来时间观与工作满意度之间起着中介作用。此外，研究结果表明，自我效能感和希望在未来时间观和组织承诺之间起中介作用，而活力则不起中介作用。这项研究表明，未来时间观和被调查的态度之间的联系不是直接的，而是通过中介能力不同的各种因素在更高或更低的程度上传达的。

引用次数: 10

Predictores Selectivos en el Sector Público: Validez Predictiva y Reacciones de los Candidatos 公共部门的选择性Predictores预测:有效候选人和反应

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2018-01-31 DOI: 10.5093/JWOP2018A3

Alexander Rodríguez, Joseba López-Basterra

The purpose of this research has been to deepen the knowledge about how selection procedures work in the public sector. To this aim two aspects were considered: a) the predictive validity of the predictors employed and b) the perceived justice of the hired workers regarding the ion process and the tests used and their relation with test performance and job performance. The results that the job knowledge test is the best predictor of performance and that the reactions of the candidates present a positive correlation with job performance and with the situational judgment test results. The limitations of the research as well as the practical implications of the results are discussed.

这项研究的目的是加深对公共部门选拔程序如何运作的了解。为此，考虑了两个方面：a）所用预测因子的预测有效性，b）所用工人对离子过程和所用测试的感知公正性，以及它们与测试绩效和工作绩效的关系。结果表明，工作知识测试是表现的最佳预测指标，候选人的反应与工作表现和情境判断测试结果呈正相关。讨论了研究的局限性以及研究结果的实际意义。

引用次数: 5

Organizational culture, internal marketing, and perceived organizational support in Portuguese higher education institutions 葡萄牙高等教育机构的组织文化、内部营销和感知组织支持

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2018-01-01 DOI: 10.5093/JWOP2018A5

Joana Santos, G. Gonçalves

Changes imposed on public higher education institutions try to adopt some management practices in public organizations. In this study, we intend to understand how organizational culture (support, innovation, goals, rules) and internal marketing can contribute to the organizational support of employees of higher education institutions. The study was developed with a sample of 635 employees. The results that organizational culture and internal marketing contribute to the explanation of perceived organizational support (POS). Then, through a structural equation model, it was possible to confirm the contribution of support culture and internal marketing to the explanation of POS. More studies are necessary taking students? point of view into ac. These results reveal the importance of the fact that organizations need to implement a culture of support and appropriate internal communication networks that allow employees to perceive social support.

公立高等教育机构的改革试图采用一些公共组织的管理做法。在本研究中，我们打算了解组织文化(支持、创新、目标、规则)和内部营销如何促进高等教育机构员工的组织支持。这项研究的样本是635名员工。研究结果表明，组织文化和内部营销有助于解释组织支持感。然后，通过结构方程模型，可以证实支持文化和内部营销对POS解释的贡献。这些结果揭示了这样一个事实的重要性，即组织需要实施一种支持文化和适当的内部沟通网络，使员工能够感受到社会支持。

引用次数: 19

Moderated Mediation between Work Life Balance and Employee Job Performance: The Role of Psychological Wellbeing and Satisfaction with Coworkers 工作生活平衡对员工工作绩效的调节中介作用:心理健康和同事满意度的作用

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2018-01-01 DOI: 10.5093/JWOP2018A4

S. Haider, S. Jabeen, J. Ahmad

This research examined a moderated mediation model for answering how and why work-life balance affects employee job performance, and how satisfaction with coworkers is contingent upon it by enhancing employee’s psychological wellbeing. Data were collected from subordinates and their supervisors in the banking sector (N = 284). Empirical results indicate that psychological wellbeing mediates the link between work-life balance and job performance, and employees’ satisfaction with coworkers enhances job performance by strengthening the effect of work-life balance on psychological wellbeing. This research contributes to personnel management literature by describing moderated mediation mechanisms through which work-life balance influences employee job performance, and guides practitioners by emphasizing that employees with greater work-life balance perform better when their psychological wellbeing is reinforced by their satisfaction with coworkers.

本研究考察了一个有调节的中介模型，以回答工作与生活平衡如何以及为什么影响员工的工作绩效，以及同事满意度如何通过增强员工的心理健康而取决于它。数据收集自银行部门的下属及其主管(N = 284)。实证结果表明，心理健康在工作与生活平衡与工作绩效之间起中介作用，员工对同事的满意度通过强化工作与生活平衡对心理健康的影响来提升工作绩效。本研究通过描述工作与生活平衡影响员工工作绩效的有调节的中介机制，为人事管理文献做出贡献，并通过强调工作与生活平衡程度越高的员工，当他们的心理健康被同事满意度所强化时，他们的工作与生活平衡程度越高，从而为从业者提供指导。

引用次数: 70

Gender Profiles of Workplace Individual and Organizational Deviance 职场个人和组织越轨行为的性别特征

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2018-01-01 DOI: 10.5093/JWOP2018A6

Lily Chernyak-Hai, Se-Kang Kim, Aharon Tziner

Employees’ workplace deviant behaviors have a harmful potential for organizations in many respects. Past research has indicated that individual variables may ac for personal differences in work deviance. One of the prevalent findings is that men display direct aggression more frequently than women. Yet, most of the past studies have reported results providing information on the magnitude of a general behavioral tendency of each gender, leading to rough distinctions. Unlike the previous studies, we focused on examining profiles of the role of gender in interpersonal and organizational deviance, utilizing Profile Analysis via Multidimensional Scaling that allowed us to compare specific deviance behavior indicators between males and females d in the profiles. The current exploratory study reveals that gender differences in aggressive workplace behavior are not only those apparent in inter-personal relations but also when directed towards the organization. Moreover, the reported results point to specific behavioral profiles of men and women that could not be revealed using the mean difference analyses.

员工的职场越轨行为在很多方面对组织都有潜在的危害。过去的研究表明，个体变量可能会影响工作偏差的个人差异。一个普遍的发现是，男性比女性更频繁地表现出直接的攻击性。然而，过去的大多数研究报告的结果都提供了关于男女一般行为倾向程度的信息，导致了粗略的区分。与以往的研究不同，我们重点研究了性别在人际和组织偏差中的作用，利用多维尺度的特征分析，使我们能够比较男性和女性在特征中的特定偏差行为指标。目前的探索性研究表明，职场攻击行为的性别差异不仅表现在人际关系上，而且表现在对组织的攻击行为上。此外，报告的结果指出了使用平均差异分析无法揭示的男性和女性的特定行为特征。

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引用次数: 10

Job crafting-satisfaction relationship in electrical/electronic technology education programme: Do work engagement and commitment matter? 电气/电子技术教育项目中工作技能与满意度的关系:工作投入和承诺重要吗?

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2017-12-01 DOI: 10.1016/j.rpto.2017.09.003

Theresa Chinyere Ogbuanya , Samson Onyeluka Chukwuedo

This study investigates the multiple mediating roles of work engagement and work commitment in the job crafting-job satisfaction relationship. The participants of the survey were 247 electrical/electronic technology education lecturers in Nigeria Universities. We applied bivariate correlation, regression and path analysis via 5000 re-samples bias corrected (BC) bootstrap method, and confirmatory factor analysis for data analyses. The findings showed that job crafting has positive significant prediction of work engagement, work commitment, and job satisfaction. We also found that work engagement and work commitment has positive significant prediction of job satisfaction. The path analytical results revealed that work engagement and work commitment has full multiple mediation on the job crafting-satisfaction relationship. In the same vein, work engagement partially mediated job crafting and work commitment relationship. Similarly, we found that work commitment partially mediated the relationship between work engagement and job satisfaction.

本研究考察了工作投入和工作承诺在工作加工-工作满意度关系中的多重中介作用。该调查的参与者是尼日利亚大学的247名电气/电子技术教育讲师。我们采用双变量相关、回归和路径分析，通过5000重样本偏差校正(BC) bootstrap方法进行数据分析，并进行验证性因子分析。研究结果表明，工作制作对工作投入、工作承诺和工作满意度具有显著的正向预测作用。我们还发现，工作投入和工作承诺对工作满意度有显著的正向预测。路径分析结果显示，工作投入和工作承诺对工作加工-满意度关系具有充分的多重中介作用。同样，工作投入在一定程度上调解了工作塑造和工作承诺关系。同样，我们发现工作承诺部分中介了工作投入和工作满意度之间的关系。

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引用次数: 37

Moderator effects of job complexity on the validity of forced-choice personality inventories for predicting job performance 工作复杂性对强迫选择人格量表预测工作绩效效度的调节作用

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2017-12-01 DOI: 10.1016/j.rpto.2017.07.001

Jesús F. Salgado

Research has demonstrated that job complexity moderates the validity of general mental ability (GMA), the relationship between personality and job satisfaction, and the relationship between GMA and job satisfaction. However, no published research has investigated whether job complexity moderates the criterion validity of the Five-Factor Model (FFM) of personality for predicting job performance. This paper reports a meta-analytic examination of the moderator effects of job complexity on the criterion validity of the FFM of personality as assessed with forced-choice inventories. In accordance with the hypotheses, the results showed that job complexity moderates negatively the validity of conscientiousness and emotional stability and that it moderates positively the validity of openness. The implications for personnel selection research and practice are discussed.

研究表明，工作复杂性调节一般心理能力(GMA)的效度、人格与工作满意度的关系、GMA与工作满意度的关系。然而，对于工作复杂性是否会调节人格五因素模型预测工作绩效的效度，尚未有研究发表。本文采用强迫选择量表对工作复杂性对人格FFM标准效度的调节效应进行了meta分析检验。结果表明，工作复杂性负向调节责任心和情绪稳定性的效度，正向调节开放性的效度。讨论了对人才选择研究和实践的启示。

引用次数: 74

Age, emotion regulation strategies, burnout, and engagement in the service sector: Advantages of older workers 年龄、情绪调节策略、倦怠与服务行业敬业度:高龄员工的优势

IF 3.1 3区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones

Pub Date : 2017-12-01 DOI: 10.1016/j.rpto.2017.09.001

Sheena J. Johnson , Sabine Machowski , Lynn Holdsworth , Marcel Kern , Dieter Zapf

Organizations face a progressively ageing workforce and jobs with direct customer contact are growing, creating challenging issues from a human resource management perspective. Drawing on socioemotional selectivity theory and lifespan development findings, this study focuses on the research gap in the service sector with regard to age, emotional labour, and associated positive and negative outcomes. Analyses using data from 444 service employees in Germany revealed age is negatively directly related to exhaustion and cynicism, and positively directly related to professional efficacy, as well as positively directly linked to engagement. Additionally, age predicts less burnout and more engagement indirectly through the use of the emotion regulation strategies surface acting and anticipative deep acting. This provides evidence against the general deficit hypothesis of age, which assumes a decline of employee skills and abilities with age. We find no evidence that older workers are worse than younger workers, with older workers using positive emotion regulation strategies, being more engaged and less burnt out.

企业面临着日益老龄化的劳动力，与客户直接接触的工作岗位越来越多，从人力资源管理的角度来看，这产生了具有挑战性的问题。根据社会情绪选择性理论和寿命发展研究结果，本研究关注服务部门在年龄、情绪劳动以及相关的积极和消极结果方面的研究差距。对德国444名服务业员工的数据进行的分析显示，年龄与疲惫和愤世嫉俗负直接相关，与职业效能正直接相关，与敬业度正直接相关。此外，年龄通过使用情绪调节策略表层行为和预期深层行为间接地预测更少的倦怠和更多的投入。这为年龄的一般赤字假说提供了证据，该假说认为员工的技能和能力会随着年龄的增长而下降。我们没有发现年长员工比年轻员工更糟糕的证据，年长员工使用积极的情绪调节策略，更投入，更少倦怠。

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