How applicants’ perceptions of organizational attractiveness (OA) change over the recruitment process and whether OA, once lost, can ever be regained, has hardly been investigated. Therefore, drawing on organizational justice and signaling theories, we examined the effects of treatment (fair vs. unfair), re-evaluation (positive vs. negative), and outcome (offer vs. rejection) on OA. Results from a multiple-segment factorial vignette study (N = 193 employees) showed a reduction in OA (67%) after applicants were treated unfairly. Up to 24% of this loss was regained in subsequent stages through positive re-evaluation and by being offered a job. The results also showed a reduction in OA (52%) for applicants who were treated fairly but re-evaluated their experience negatively and received a rejection. Thus, one good experience may not be enough to attract applicants, and understanding the combined effect of experiences is even more important than understanding the effect of a single experience. Ganar y recuperar atractivo organizacional durante el proceso de reclutamiento: un estudio factorial multisegmentario con viñetas
{"title":"Losing and Regaining Organizational Attractiveness During the Recruitment Process: A Multiple-Segment Factorial Vignette Study","authors":"Sabrina Krys, Udo Konradt","doi":"10.5093/jwop2022a4","DOIUrl":"https://doi.org/10.5093/jwop2022a4","url":null,"abstract":"How applicants’ perceptions of organizational attractiveness (OA) change over the recruitment process and whether OA, once lost, can ever be regained, has hardly been investigated. Therefore, drawing on organizational justice and signaling theories, we examined the effects of treatment (fair vs. unfair), re-evaluation (positive vs. negative), and outcome (offer vs. rejection) on OA. Results from a multiple-segment factorial vignette study (N = 193 employees) showed a reduction in OA (67%) after applicants were treated unfairly. Up to 24% of this loss was regained in subsequent stages through positive re-evaluation and by being offered a job. The results also showed a reduction in OA (52%) for applicants who were treated fairly but re-evaluated their experience negatively and received a rejection. Thus, one good experience may not be enough to attract applicants, and understanding the combined effect of experiences is even more important than understanding the effect of a single experience. Ganar y recuperar atractivo organizacional durante el proceso de reclutamiento: un estudio factorial multisegmentario con viñetas","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"58 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88924974","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
H. Kelley, Ashley B. LeBaron‐Black, E. Hill, Diana J. Meter
This study employed meta-analytic techniques to elucidate the role of perceived partner and family support in four measures of the work-family interface. We extracted 183 effect sizes from 82 samples and a total of N = 36,226 individuals. We found perceived familial (partner and family) support was negatively associated with work-to-family conflict (r = -.099) and family-to-work conflict (r = -.178). It was positively associated with work-to-family enrichment (r = .173) and family-to-work enrichment (r = .378). Various sample-level moderators were investigated through meta regression and subgroup analyses, including whether the support measure was family or partner focused. Perceived family support showed larger magnitude associations with the two conflict outcome variables than partner support, while there were no significant differences between family and partner support and the two enrichment outcomes. The results suggest that familial support is an essential component of successfully minimizing work-family conflict and maximizing work-family enrichment, and that whether the measure of support is partner or family specific may impact the magnitude of results. El apoyo familiar y de pareja percibido y la interconexión trabajo-familia: una revisión metaanalítica
本研究采用元分析的方法来阐明感知伴侣和家庭支持在工作家庭界面的四项测量中的作用。我们从82个样本中提取了183个效应量，总共N = 36226个个体。我们发现感知到的家庭(伴侣和家庭)支持与工作与家庭冲突(r = - 0.099)和家庭与工作冲突(r = - 0.178)呈负相关。它与工作对家庭的富集(r = .173)和家庭对工作的富集(r = .378)呈正相关。通过meta回归和亚组分析调查了各种样本水平的调节因子，包括支持措施是否以家庭或伴侣为重点。感知到的家庭支持与两个冲突结果变量的相关性大于伴侣支持，而家庭和伴侣支持与两个充实结果之间没有显著差异。结果表明，家庭支持是成功减少工作-家庭冲突和最大限度地提高工作-家庭丰富性的重要组成部分，并且无论支持的测量是伴侣还是家庭都可能影响结果的大小。El apoyo familiar y de pareja percibido y la interconexión trabajo-familia: una revisión metaanalítica
{"title":"Perceived Family and Partner Support and the Work-Family Interface: A Meta-analytic Review","authors":"H. Kelley, Ashley B. LeBaron‐Black, E. Hill, Diana J. Meter","doi":"10.5093/jwop2021a15","DOIUrl":"https://doi.org/10.5093/jwop2021a15","url":null,"abstract":"This study employed meta-analytic techniques to elucidate the role of perceived partner and family support in four measures of the work-family interface. We extracted 183 effect sizes from 82 samples and a total of N = 36,226 individuals. We found perceived familial (partner and family) support was negatively associated with work-to-family conflict (r = -.099) and family-to-work conflict (r = -.178). It was positively associated with work-to-family enrichment (r = .173) and family-to-work enrichment (r = .378). Various sample-level moderators were investigated through meta regression and subgroup analyses, including whether the support measure was family or partner focused. Perceived family support showed larger magnitude associations with the two conflict outcome variables than partner support, while there were no significant differences between family and partner support and the two enrichment outcomes. The results suggest that familial support is an essential component of successfully minimizing work-family conflict and maximizing work-family enrichment, and that whether the measure of support is partner or family specific may impact the magnitude of results. El apoyo familiar y de pareja percibido y la interconexión trabajo-familia: una revisión metaanalítica","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"25 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76119564","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Most systematic reviews of the relationships between work-related psychosocial risks, health, and performance have only considered papers in English, thus ignoring, to a considerable extent, studies conducted in Latin America. In addition, most systematic reviews that have indeed included Latin-American studies have focused on only one occupation and one kind of psychosocial risk, which contributes to producing scattered empirical evidence of this relationship. This paper reports the results of a comprehensive and critical systematic review of 85 studies that examined the relationships between psychosocial risks, health, and performance across a wide range of organizational contexts in Latin America over the last ten years. The paper contributes to the organizational psychology literature by critically reviewing and integrating the most recent studies on this topic in Latin America, identifying their main limitations, and proposing future lines of research that update the debate on this relationship and move this field of study forward.Alternate : La mayoría de las revisiones sistemáticas sobre las relaciones entre los riesgos psicosociales en el trabajo, la salud y el desempeño solo han considerado artículos en inglés, ignorando así, en gran medida, los estudios realizados en América Latina. Además, la mayoría de las revisiones sistemáticas que efectivamente han incluido estudios latinoamericanos se han centrado en una sola ocupación y en un solo tipo de riesgo psicosocial, lo que ha contribuido a producir evidencia empírica dispersa y atomizada de esta relación. Este artículo reporta los resultados de una revisión sistemática integradora y crítica de 85 estudios que examinaron las relaciones entre los riesgos psicosociales, la salud y el desempeño en una amplia gama de contextos organizacionales en América Latina durante los últimos diez años. El artículo contribuye a la literatura de psicología organizacional dado que revisa críticamente e integra los estudios más recientes sobre este tema en América Latina, identifica sus principales limitaciones y propone líneas futuras de investigación que actualicen el debate sobre esta relación y promuevan el avance de este campo de estudio.
大多数关于与工作有关的社会心理风险、健康和工作表现之间关系的系统综述只考虑了英文论文，因此在很大程度上忽略了在拉丁美洲进行的研究。此外，确实包括拉丁美洲研究的大多数系统综述只关注一种职业和一种社会心理风险，这有助于产生这种关系的零散经验证据。本文报告了对85项研究的全面和批判性系统审查的结果，这些研究审查了过去十年来拉丁美洲各种组织背景下心理社会风险、健康和绩效之间的关系。本文通过批判性地回顾和整合拉丁美洲关于这一主题的最新研究，确定其主要局限性，并提出未来的研究方向，以更新关于这一关系的辩论并推动这一研究领域向前发展，从而为组织心理学文献做出了贡献。候补:La mayoría de las revisiones sistemáticas sobre las relaciones entre los riesgos psicosociales en el trabajo, La salud y el desempeño solo han考虑到artículos en inglsamacs, ignorando así， en gran medida, los studios realizados en amsamica Latina。Además, la mayoría de las revisiones sistemáticas que ectivamente将包括ido studios latinoamericos centrado en una sola ocupación通过en ununsolo tipo de riesgo psicosocial, lo que贡献了一个生产证据empírica分散通过atomizada de esta relación。埃斯特危象reporta洛杉矶resultados de una修订sistematica integradora y critica de 85工厂化examinaron las relaciones洛杉矶之间危险psicosociales, la祝您健康y el desempeno en una amplia伽马de contextos organizacionales在美国拉美裔杜兰特洛上月的diez岁。El artículo在文献方面的贡献psicología组织资料方面的修订críticamente在综合工作室方面的整合más在拉丁美洲的交流中，确定原则和限制方面的建议líneas在未来方面的发展investigación在实际方面的讨论方面的建议relación通过促进在工作室方面的发展。
{"title":"Ten Years of Research on Psychosocial Risks, Health, and Performance in Latin America: A comprehensive Systematic Review and Research Agenda","authors":"Lucas Pujol-Cols, M. Lazzaro-Salazar","doi":"10.5093/jwop2021a18","DOIUrl":"https://doi.org/10.5093/jwop2021a18","url":null,"abstract":"Most systematic reviews of the relationships between work-related psychosocial risks, health, and performance have only considered papers in English, thus ignoring, to a considerable extent, studies conducted in Latin America. In addition, most systematic reviews that have indeed included Latin-American studies have focused on only one occupation and one kind of psychosocial risk, which contributes to producing scattered empirical evidence of this relationship. This paper reports the results of a comprehensive and critical systematic review of 85 studies that examined the relationships between psychosocial risks, health, and performance across a wide range of organizational contexts in Latin America over the last ten years. The paper contributes to the organizational psychology literature by critically reviewing and integrating the most recent studies on this topic in Latin America, identifying their main limitations, and proposing future lines of research that update the debate on this relationship and move this field of study forward.Alternate : La mayoría de las revisiones sistemáticas sobre las relaciones entre los riesgos psicosociales en el trabajo, la salud y el desempeño solo han considerado artículos en inglés, ignorando así, en gran medida, los estudios realizados en América Latina. Además, la mayoría de las revisiones sistemáticas que efectivamente han incluido estudios latinoamericanos se han centrado en una sola ocupación y en un solo tipo de riesgo psicosocial, lo que ha contribuido a producir evidencia empírica dispersa y atomizada de esta relación. Este artículo reporta los resultados de una revisión sistemática integradora y crítica de 85 estudios que examinaron las relaciones entre los riesgos psicosociales, la salud y el desempeño en una amplia gama de contextos organizacionales en América Latina durante los últimos diez años. El artículo contribuye a la literatura de psicología organizacional dado que revisa críticamente e integra los estudios más recientes sobre este tema en América Latina, identifica sus principales limitaciones y propone líneas futuras de investigación que actualicen el debate sobre esta relación y promuevan el avance de este campo de estudio.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"38 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85367013","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Tasneem Fatima, Mehwish Majeed, Sadia Jahanzeb, S. Gul, Muhammad Irshad
Despite promoting positive employee outcomes, servant leaders may become the victim of manipulation by followers. The current study investigates this underexplored side of servant leadership by examining the employee-related outcomes of the interaction between servant leadership and follower Machiavellianism through mediating mechanism of exploitative manipulative behavior. It is argued that employees high in Machiavellianism engage in exploitative manipulative behavior to achieve subjective career success and social power while working with a servant leader. We used PROCESS macro to analyze our mediation and moderated mediation hypotheses, respectively. We collected data in a time-lagged design (three-time lags) from 320 dyads (self and peer) responses from service sector organizations. The results fully supported our hypotheses. Limitations and future research directions are also presented. El liderazgo de servicio y los subordinados maquiavélicos: un modelo de mediación moderada
{"title":"Servant Leadership and Machiavellian Followers: A Moderated Mediation Model","authors":"Tasneem Fatima, Mehwish Majeed, Sadia Jahanzeb, S. Gul, Muhammad Irshad","doi":"10.5093/jwop2021a19","DOIUrl":"https://doi.org/10.5093/jwop2021a19","url":null,"abstract":"Despite promoting positive employee outcomes, servant leaders may become the victim of manipulation by followers. The current study investigates this underexplored side of servant leadership by examining the employee-related outcomes of the interaction between servant leadership and follower Machiavellianism through mediating mechanism of exploitative manipulative behavior. It is argued that employees high in Machiavellianism engage in exploitative manipulative behavior to achieve subjective career success and social power while working with a servant leader. We used PROCESS macro to analyze our mediation and moderated mediation hypotheses, respectively. We collected data in a time-lagged design (three-time lags) from 320 dyads (self and peer) responses from service sector organizations. The results fully supported our hypotheses. Limitations and future research directions are also presented. El liderazgo de servicio y los subordinados maquiavélicos: un modelo de mediación moderada","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"1 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86982713","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Esther Cuadrado, C. Tabernero, Cristina Fajardo, Bárbara Luque, Alicia Arenas, Manuel Moyano, R. Castillo-Mayén
Three studies (Study 1, with 354 teaching and administrative staff at the University of Córdoba, Study 2 with 567 teachers, Study 3, longitudinal, with 111 teachers) analyzed the role adopted by self-regulatory variables in the relationship between type D personality (TDP) and burnout. Moderated mediation analyses in the three studies confirmed: (1) the mediating role of emotional dissonance in the relationships between TDP and burnout; (2) the mediating role of selfefficacy in the TDP-burnout link; and (3) the moderating role of intrinsic job motivation in confirmed mediations. The results highlighted that (1) high levels of emotional dissonance may act as a risk factor that is increased with high levels of TDP and (2) self-efficacy to cope with stress and intrinsic motivation act as protective factors, highlighting the protective role of intrinsic motivation because it buffers the negative effects of TDP on workers’ burnout. Trabajadores con personalidad tipo D: la exploración del rol protector de la motivación laboral intrínseca en el burnout
三项研究(研究1，研究对象为Córdoba大学354名教职员工;研究2，研究对象为567名教师;研究3，纵向研究，研究对象为111名教师)分析了自我调节变量在D型人格(TDP)与职业倦怠的关系中所起的作用。三个研究的有调节中介分析证实:(1)情绪失调在工作倦怠和工作倦怠之间的中介作用;(2)自我效能感在tdp -倦怠之间的中介作用;(3)内在工作动机在被证实的中介中的调节作用。结果表明:(1)高水平的情绪失调可能是一个风险因素，随着高水平的TDP而增加;(2)应对压力的自我效能感和内在动机是保护因素，突出了内在动机的保护作用，因为它缓冲了TDP对员工职业倦怠的负面影响。Trabajadores on personalidad tipo D: la exploración del rol protector de la motivación laboralintrínseca en el burnout
{"title":"Type D Personality Individuals: Exploring the Protective Role of Intrinsic Job Motivation in Burnout","authors":"Esther Cuadrado, C. Tabernero, Cristina Fajardo, Bárbara Luque, Alicia Arenas, Manuel Moyano, R. Castillo-Mayén","doi":"10.5093/JWOP2021A12","DOIUrl":"https://doi.org/10.5093/JWOP2021A12","url":null,"abstract":"Three studies (Study 1, with 354 teaching and administrative staff at the University of Córdoba, Study 2 with 567 teachers, Study 3, longitudinal, with 111 teachers) analyzed the role adopted by self-regulatory variables in the relationship between type D personality (TDP) and burnout. Moderated mediation analyses in the three studies confirmed: (1) the mediating role of emotional dissonance in the relationships between TDP and burnout; (2) the mediating role of selfefficacy in the TDP-burnout link; and (3) the moderating role of intrinsic job motivation in confirmed mediations. The results highlighted that (1) high levels of emotional dissonance may act as a risk factor that is increased with high levels of TDP and (2) self-efficacy to cope with stress and intrinsic motivation act as protective factors, highlighting the protective role of intrinsic motivation because it buffers the negative effects of TDP on workers’ burnout. Trabajadores con personalidad tipo D: la exploración del rol protector de la motivación laboral intrínseca en el burnout","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"75 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2021-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89679607","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research has found that employees high in cooperative and persistent personality traits tend to engage in more contextual performance at work—extra-role behaviors that support and maintain organizational structure. In a between-subjects experiment, we examined whether descriptions of employees engaged in contextual performance affected inferences about their personality traits and leadership potential. We also examined whether the effects of interpersonal facilitation on perceptions of agreeableness, and perceptions of agreeableness on leadership emergence, were moderated by target employee gender. As predicted, the positive relationship between interpersonal facilitation and leadership emergence was explained by increased perceptions of extraversion and agreeableness, though no effects of target gender emerged. By engaging in interpersonal facilitation, employees may be able to increase others’ confidence in their leadership potential through personality inferences.
{"title":"How Contextual Performance Influences Perceptions of Personality and Leadership Potential","authors":"Danilo R. Le Sante, A. Eaton, C. Viswesvaran","doi":"10.5093/JWOP2021A10","DOIUrl":"https://doi.org/10.5093/JWOP2021A10","url":null,"abstract":"Research has found that employees high in cooperative and persistent personality traits tend to engage in more contextual performance at work—extra-role behaviors that support and maintain organizational structure. In a between-subjects experiment, we examined whether descriptions of employees engaged in contextual performance affected inferences about their personality traits and leadership potential. We also examined whether the effects of interpersonal facilitation on perceptions of agreeableness, and perceptions of agreeableness on leadership emergence, were moderated by target employee gender. As predicted, the positive relationship between interpersonal facilitation and leadership emergence was explained by increased perceptions of extraversion and agreeableness, though no effects of target gender emerged. By engaging in interpersonal facilitation, employees may be able to increase others’ confidence in their leadership potential through personality inferences.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"42 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2021-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79942436","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper presents a meta-analytic study of the relationship between overall subjective well-being (SWB), cognitive SWB, affective SWB, and job performance ratings. The study examined the moderator effect of the source of job performance measure (self-report vs. supervisory ratings). The database consists of 34 independent samples (n = 5,352) using supervisory performance ratings and 38 independent samples (n = 12,086) using self-reported of job performance. These samples were located through electronic and manual searches. The results indicated that, on average, the correlation for SWBsupervisory ratings (ρ = .35) was slightly larger than for SWB-self-reported performance (ρ = .33). The correlation of affective SWB was much higher with supervisory ratings (ρ = .49) than with self-reported performance (ρ = .30). A suppressor effect of cognitive SWB was found for the prediction of supervisory ratings. Finally, we discuss the implications for the theory and the practice of SWB at work and suggest new research avenues. Estudio metaanalítico de un efecto supresor en la relación entre el bienestar subjetivo y el desempeño en el trabajo
本文采用元分析方法研究了总体主观幸福感、认知幸福感、情感幸福感与工作绩效评分之间的关系。本研究考察了工作绩效衡量来源(自我报告与主管评价)的调节效应。该数据库由34个独立样本(n = 5,352)使用监管绩效评级和38个独立样本(n = 12,086)使用自我报告的工作绩效组成。这些样品是通过电子和人工搜索找到的。结果表明，平均而言，swb监督评分的相关性(ρ = 0.35)略大于swb自我报告的绩效(ρ = 0.33)。情感性主观幸福感与管理等级的相关性(ρ = 0.49)远高于与自我报告绩效的相关性(ρ = 0.30)。认知主观幸福感对监督等级的预测有抑制作用。最后，我们讨论了主观幸福感在工作中的理论和实践意义，并提出了新的研究方向。Estudio metaanalítico de un effect superper en la relación entre el bienestar subjtivo y el desempeño en el trabajo
{"title":"Meta-analytic Examination of a Suppressor Effect on Subjective Well-Being and Job Performance Relationship","authors":"Silvia Moscoso, J. Salgado","doi":"10.5093/JWOP2021A13","DOIUrl":"https://doi.org/10.5093/JWOP2021A13","url":null,"abstract":"This paper presents a meta-analytic study of the relationship between overall subjective well-being (SWB), cognitive SWB, affective SWB, and job performance ratings. The study examined the moderator effect of the source of job performance measure (self-report vs. supervisory ratings). The database consists of 34 independent samples (n = 5,352) using supervisory performance ratings and 38 independent samples (n = 12,086) using self-reported of job performance. These samples were located through electronic and manual searches. The results indicated that, on average, the correlation for SWBsupervisory ratings (ρ = .35) was slightly larger than for SWB-self-reported performance (ρ = .33). The correlation of affective SWB was much higher with supervisory ratings (ρ = .49) than with self-reported performance (ρ = .30). A suppressor effect of cognitive SWB was found for the prediction of supervisory ratings. Finally, we discuss the implications for the theory and the practice of SWB at work and suggest new research avenues. Estudio metaanalítico de un efecto supresor en la relación entre el bienestar subjetivo y el desempeño en el trabajo","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"10 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2021-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78221923","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Limor Sagi, Liad Bareket-Bojmel, Aharon Tziner, Tamar Icekson, Tair Mordoch
The relative lack of research on the relocation of women to foreign assignments prompted this study that focused on a large online community of women in relocation. We examined the relationship between two support types, perceived social support (PSS) and online support, and well-being measures (meaning in life, depression, and loneliness) in the new setting. Based on the literature, we hypothesized that (a) PSS and online support positively relate to personal resilience and optimism, (b) resilience and optimism positively associate with well-being levels, and (c) resilience and optimism mediate the association between both types of support and well-being. Two waves of data (T1 & T2) were collected in the current study. The results largely reflected the propositions, with some deviations from the expected model, and indicated that resilience was the more prominent mediator at both T1 and T2. A complex pattern of relationships was documented between various types of virtual support and well-being. Women who received social support could foster a positive, optimistic future perspective experience and an increased sense of meaning in their lives. This study engendered implications for organizations’ appropriate preparation of relocating staff, in general, and the relocation of women employees, in particular.
{"title":"Social Support and Well-being among Relocating Women: The Mediating Roles of Resilience and Optimism","authors":"Limor Sagi, Liad Bareket-Bojmel, Aharon Tziner, Tamar Icekson, Tair Mordoch","doi":"10.5093/JWOP2021A11","DOIUrl":"https://doi.org/10.5093/JWOP2021A11","url":null,"abstract":"The relative lack of research on the relocation of women to foreign assignments prompted this study that focused on a large online community of women in relocation. We examined the relationship between two support types, perceived social support (PSS) and online support, and well-being measures (meaning in life, depression, and loneliness) in the new setting. Based on the literature, we hypothesized that (a) PSS and online support positively relate to personal resilience and optimism, (b) resilience and optimism positively associate with well-being levels, and (c) resilience and optimism mediate the association between both types of support and well-being. Two waves of data (T1 & T2) were collected in the current study. The results largely reflected the propositions, with some deviations from the expected model, and indicated that resilience was the more prominent mediator at both T1 and T2. A complex pattern of relationships was documented between various types of virtual support and well-being. Women who received social support could foster a positive, optimistic future perspective experience and an increased sense of meaning in their lives. This study engendered implications for organizations’ appropriate preparation of relocating staff, in general, and the relocation of women employees, in particular.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"31 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2021-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88961201","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Organizational dehumanization has detrimental consequences for workers’ well-being. Previous research has focused on organizational factors that trigger workers’ dehumanization or stress at work. However, less is known about the factors that can protect workers against the detrimental effects of dehumanization. In the present research, we performed a correlational study (N = 930) and a direct replication of it (N = 913) to analyze 1) the mediation role of organizational dehumanization in the relationship between authentic leadership and stress at work, and 2) the possible moderation of organizational identification and the frequency of leader-follower interactions. The results indicated that higher authentic leadership predicted lower organizational dehumanization and stress at work. Moreover, organizational dehumanization mediates the relationship between authentic leadership and stress at work.
{"title":"The Link Between Authentic Leadership, Organizational Dehumanization and Stress at Work","authors":"Mario Sainz, Naira Delgado, J. Moriano","doi":"10.5093/JWOP2021A9","DOIUrl":"https://doi.org/10.5093/JWOP2021A9","url":null,"abstract":"Organizational dehumanization has detrimental consequences for workers’ well-being. Previous research has focused on organizational factors that trigger workers’ dehumanization or stress at work. However, less is known about the factors that can protect workers against the detrimental effects of dehumanization. In the present research, we performed a correlational study (N = 930) and a direct replication of it (N = 913) to analyze 1) the mediation role of organizational dehumanization in the relationship between authentic leadership and stress at work, and 2) the possible moderation of organizational identification and the frequency of leader-follower interactions. The results indicated that higher authentic leadership predicted lower organizational dehumanization and stress at work. Moreover, organizational dehumanization mediates the relationship between authentic leadership and stress at work.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"62 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2021-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79149108","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
V. Martínez‐Tur, Y. Estreder, I. Tomás, E. Gracia, C. Moliner
This study examined an intervention that links task significance (one’s job has a positive impact on other people) to burnout symptoms of professionals working in organizations for individuals with intellectual disability. Professionals assigned to the experimental condition participated in teams designed to enhance the positive impact of their work on others (task significance). To do so, teams focused on a task to improve the quality of life of individuals with intellectual disability. Professionals assigned to the control condition did not participate in these teams, and they continued with their usual work. All the participating professionals answered a questionnaire about burnout before and after the intervention. Mixed ANOVA indicated that professionals who participated in teams reduced their exhaustion symptoms (comparing pre vs. post intervention scores) and kept their cynicism levels stable. Professionals assigned to the control condition increased their cynicism symptoms. We conclude with a discussion of theoretical and practical implications.
{"title":"Coping with Burnout Symptoms through Task Significance in Professionals Working with Individuals with Intellectual Disability","authors":"V. Martínez‐Tur, Y. Estreder, I. Tomás, E. Gracia, C. Moliner","doi":"10.5093/JWOP2021A2","DOIUrl":"https://doi.org/10.5093/JWOP2021A2","url":null,"abstract":"This study examined an intervention that links task significance (one’s job has a positive impact on other people) to burnout symptoms of professionals working in organizations for individuals with intellectual disability. Professionals assigned to the experimental condition participated in teams designed to enhance the positive impact of their work on others (task significance). To do so, teams focused on a task to improve the quality of life of individuals with intellectual disability. Professionals assigned to the control condition did not participate in these teams, and they continued with their usual work. All the participating professionals answered a questionnaire about burnout before and after the intervention. Mixed ANOVA indicated that professionals who participated in teams reduced their exhaustion symptoms (comparing pre vs. post intervention scores) and kept their cynicism levels stable. Professionals assigned to the control condition increased their cynicism symptoms. We conclude with a discussion of theoretical and practical implications.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"37 1","pages":"50-57"},"PeriodicalIF":3.1,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42480670","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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