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

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Mindfulness and Job Control as Moderators of the Relationship between Demands and Innovative Work Behaviours 正念和工作控制在需求与创新工作行为关系中的调节作用
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-07-01 DOI: 10.5093/jwop2020a9
Pilar Martín-Hernández, J. Ramos, A. Zornoza, Eva M. Lira, J. Peiró
Innovation enables organizations to respond successfully to rapid changes in a business environment. This innovation capability largely relies on employees. Although workers are required to be innovative, their jobs frequently contain higher demands that might make it difficult for them to innovate at work. The Job Demands-Control model active hypothesis suggests that highly demanding jobs that allow individuals enough discretion enhance innovative performance. Improving an important attentional resource such as mindfulness at work might also play a similar role, although there is a need for more research at this level. The main aim of this study is to examine the relative contribution of job control and increases in mindfulness as moderators in the job demands-innovation work behaviours relationship. The results obtained with 221 workers indicated that in previous situations characterized by high job demands (T1), workers who increase their capacity for mindfulness are more innovative in the future (T2).
创新使组织能够成功地应对商业环境中的快速变化。这种创新能力很大程度上依赖于员工。虽然员工需要创新,但他们的工作往往包含更高的要求,这可能使他们难以在工作中创新。工作需求-控制模型主动假设表明,高要求的工作允许个人有足够的自由裁量权,从而提高创新绩效。提高一种重要的注意力资源,比如工作中的专注力,也可能起到类似的作用,尽管在这个层面上还需要更多的研究。本研究的主要目的是考察工作控制和正念的增加在工作需求-创新工作行为关系中的调节作用。对221名员工的研究结果表明,在高工作要求(T1)情境下,提高正念能力的员工在未来的创新能力(T2)更强。
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引用次数: 13
Bystander Intervention in the Context of Abusive Supervision: Effects of Power Distance Orientation and Gender 虐待监督情境下的旁观者干预:权力距离取向和性别的影响
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-07-01 DOI: 10.5093/jwop2020a11
G. Arman
This study focused on the perceptions and reactions of observers in abusive supervision situations, with regard to the premises of the Bystander Intervention Framework. A 2 x 2 x 2 design was used based on observer’s, perpetrator’s, and victim’s gender. Several vignettes for four different perpetrator-victim dyads (e.g., female perpetrator-male victim) were developed. Participants (N = 197) read these vignettes consecutively over five days and finally were asked to evaluate the perceived acceptability of the abusive supervision, and rate their willingness to help the victim. Results revealed that higher power distance orientation increased perceived acceptability of abusive supervision, and higher perceived acceptability increased avoidance of help while simultaneously decreasing willingness to provide direct or indirect help. The gender of the perpetrator was critical in perceived acceptability, whereby male observers were more tolerant toward male perpetrators. In addition, the gender of the victim was a determinant of the type of help given.
本研究的重点是在旁观者干预框架的前提下,观察虐待监督情境下旁观者的感知和反应。采用基于观察者、加害者和受害者性别的2 × 2 × 2设计。为四种不同的施暴者-受害者二组(例如,女性施暴者-男性受害者)开发了几个小插曲。参与者(N = 197)连续5天阅读这些小插曲,最后被要求评估对虐待监督的可接受性,并评估他们帮助受害者的意愿。结果表明,权力距离取向越高,虐待监督的可接受性越高,逃避帮助的意愿越低,直接或间接提供帮助的意愿越低。加害者的性别是感知可接受性的关键,因此男性观察者对男性加害者更宽容。此外,受害者的性别是所提供帮助类型的一个决定因素。
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引用次数: 5
Are the Effects of Work-related Extended Availability the Same for Everyone? 工作时间延长对每个人的影响都一样吗?
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-07-01 DOI: 10.5093/jwop2020a14
Eberhard Thörel, Nina Pauls, A. Göritz
Work-related extended availability (WREA) describes a state of being available for work matters while physically being in a different life domain. There is ample evidence for the negative effects of WREA, but moderator effects of personal attributes have largely been neglected. The current study examined the impact of neuroticism and segmentation preferences on the relationship between WREA and psychological detachment, sleep problems, and emotional exhaustion. We assumed that WREA would be associated with all three criterion constructs and that these relationships would be moderated by neuroticism and segmentation preferences. These hypotheses were tested with multiple regression and moderated hierarchical regression analysis in a sample of 276 employees. While there was a significant association between WREA and detachment, WREA did not directly predict sleep problems or exhaustion. However, we found an indirect effect of WREA on sleep problems via detachment. Neuroticism and segmentation preferences moderated the association between WREA and exhaustion. While the association between WREA and detachment was robust, WREA predicted emotional exhaustion only for people high in neuroticism or with high segmentation preferences. We suggest that employees who prefer segmenting work and private life should be taken seriously and not be contacted in their leisure time.
与工作相关的扩展可用性(WREA)描述了在物理上处于不同的生活域时对工作事务可用的状态。有充分的证据表明WREA的负面影响,但个人属性的调节作用在很大程度上被忽视。本研究考察了神经质和分割偏好对WREA与心理疏离、睡眠问题和情绪耗竭之间关系的影响。我们假设WREA将与所有三个标准结构相关联,并且这些关系将被神经质和分割偏好所调节。以276名员工为样本,采用多元回归和有调节的层次回归分析对这些假设进行了检验。虽然WREA和脱离之间有显著的联系,但WREA并不能直接预测睡眠问题或疲劳。然而,我们发现WREA通过疏离对睡眠问题有间接影响。神经质和分割偏好调节了WREA和疲劳之间的关系。虽然WREA和超然之间的联系是强有力的,但WREA预测情绪耗竭仅适用于高神经质或高分割偏好的人。我们建议那些喜欢把工作和私人生活分开的员工应该认真对待,不要在他们的闲暇时间接触他们。
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引用次数: 7
Energy Crossover from Leader to Followers: A Time-lagged Study of the Effects of Energy Discrepancy and Leader-Member Exchange 从领导者到追随者的能量跨界:能量差异与领导-成员交换效应的时滞研究
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-07-01 DOI: 10.5093/jwop2020a13
Xavier Parent-Rocheleau, Michel Tremblay
This study investigates the effects of the difference between leaders’ and followers’ level of subjective energy on the change in subordinates’ energy one year later, and on customer-oriented citizenship behaviors. Building mainly on the crossover model, our time-lagged model also examines the moderating role of leader-member exchange. Results of polynomial regression and response surface analyses performed with a sample of 277 dyads in the retail sector indicate that the effect of the energy gap is asymmetrical, such that followers paired with a more energetic leader gain energy one year later, whereas those matched with less energetic leaders experience energy depletion. As expected, a high-quality relationship buffers the de-energizing effect of leaders with lower energy and augments the gain of energy triggered by more energetic leaders.
本研究探讨了领导者和追随者主观能量水平的差异对一年后下属能量变化的影响,以及对顾客导向公民行为的影响。在交叉模型的基础上,我们的时滞模型还考察了领导-成员交换的调节作用。对零售业中277名二人组进行的多项式回归和响应面分析结果表明,能量差距的影响是不对称的,即与精力充沛的领导者配对的追随者在一年后会获得能量,而与精力不足的领导者配对的追随者则会经历能量消耗。正如预期的那样,高质量的人际关系可以缓冲精力较低的领导者的消极影响,并增加精力充沛的领导者所带来的能量。
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引用次数: 5
Unique Contextual Conditions Affecting Coworker Knowledge Sharing and Employee Innovative Work Behaviors 影响同事知识共享和员工创新工作行为的独特情境条件
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-07-01 DOI: 10.5093/jwop2020a12
Syed Imad Shah, Bilal Afsar, Asad Shahjehan
Drawing on a componential model of creativity, this study examines how coworker knowledge sharing drives employee innovative work behaviors in the workplace. Furthermore, the moderating effect of situational factor (supervisor knowledge sharing) and personal factor (employee thriving) were analyzed to explore the unique contextual conditions which could influence this relationship. A sample of 374 employees across a variety of jobs and industries was used to test these relationships. Supervisor knowledge sharing was hypothesized to dampen, while employee thriving at workplace was hypothesized to strengthen the positive relationship between coworker knowledge sharing and employee innovative work behaviors. Results of the hierarchal multiple regression, plots, and slope analysis confirmed the hypothesized relationships. The theoretical and practical implications for employee innovative work behavior at work are discussed.
利用创造力的组成模型,本研究考察了同事知识共享如何推动员工在工作场所的创新工作行为。进一步分析情境因素(主管知识共享)和个人因素(员工成长)的调节作用,探索影响这一关系的独特情境条件。研究人员选取了374名来自不同职业和行业的员工作为样本,对这些关系进行了测试。研究假设主管知识共享会抑制员工创新行为,而员工在工作场所的繁荣会增强同事知识共享与员工创新行为之间的正相关关系。分层多元回归、图和斜率分析的结果证实了假设的关系。讨论了工作中员工创新工作行为的理论和实践意义。
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引用次数: 7
Measuring Achievement Striving via a Situational Judgment Test: The Value of Additional Context 通过情境判断测试衡量成就努力:附加情境的价值
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-07-01 DOI: 10.5093/jwop2020a15
Juliya Golubovich, Christopher J. Lake, Cristina Anguiano‐Carrasco, Jacob Seybert
The study extends personality and situational judgment test (SJT) research by using an SJT to measure achievement striving in a contextualized manner. Employed students responded to the achievement striving SJT, traditional personality scales, and workplace performance measures. The SJT was internally consistent, items loaded on a single factor, and scores converged with other measures of achievement striving. The SJT provided incremental criterion-related validity for the performance criteria beyond less-contextualized achievement striving measures. Findings suggest that achievement-related work scenarios may provide additional criterion-relevant information not captured by measures that are less contextualized.
本研究扩展了人格与情境判断测验的研究,以情境化的方式使用人格与情境判断测验来测量成就奋斗。就业学生对成就奋斗SJT、传统人格量表和工作场所绩效量表有反应。SJT内部是一致的,项目装载在单一因素上,分数与其他成就努力的衡量标准趋同。SJT为绩效标准提供了增量的标准相关效度,超出了较少情境化的成就努力措施。研究结果表明,与成就相关的工作场景可能提供额外的标准相关信息,而这些信息没有被较少情境化的测量所捕获。
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引用次数: 10
Appreciation and Illegitimate Tasks as Predictors of Affective Well-being: Disentangling Within- and Between-Person Effects 欣赏和不合理的任务作为情感幸福感的预测因子:解开人与人之间和人与人之间的影响
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-03-01 DOI: 10.5093/jwop2020a6
Isabel B. Pfister, N. Jacobshagen, W. Kälin, D. Stocker, Laurenz L. Meier, N. Semmer
This study examines the effects of appreciation and illegitimate tasks on affective well-being. As empirical results often refer to inter-individual effects but are interpreted in terms of intra-individual effects, we try to disentangle the two. In longitudinal multilevel structural equation models with data of 308 participants, appreciation predicted affective well-being in the expected direction both on the within-level and the between-level, whereas illegitimate tasks had a stronger effect on the between level. On the within-level, appreciation buffered the effect of illegitimate tasks for two of the four facets of affective well-being. Demonstrating a convergent and pervasive effect of appreciation on both levels but diverging effects of illegitimate tasks implies that finding on one level may, but need not, work on the other level as well.
本研究探讨了欣赏和不正当任务对情感幸福感的影响。由于实证结果通常指的是个体间效应,但被解释为个体内效应,我们试图将两者分开。在308名被试的纵向多水平结构方程模型中,赞赏在水平内和水平间都具有预期方向的情感幸福感,而不正当任务在水平间的影响更大。在内部层面上,欣赏缓冲了不正当任务对情感幸福感四个方面中的两个方面的影响。在这两个层面上表现出赞赏的趋同和普遍效应,但在非法任务上表现出不同的效应,这意味着在一个层面上的发现可能(但不一定)也适用于另一个层面。
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引用次数: 12
A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills 政治知觉对员工离职意向的三波纵向调节研究:工作焦虑和政治技能的作用
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-03-01 DOI: 10.5093/jwop2020a1
S. Haider, Noor Fatima, C. D. Pablos-Heredero
This study examined a longitudinal moderated mediation model for answering the question of how and why perceptions of organizational politics influence turnover intentions, and how employees’ political skills are contingent upon this relationship by reducing job anxiety. Data were gathered in three waves from employees in the banking sector (N = 347). The results of multiple linear regression analyses indicate that job anxiety mediates the relationship between perceptions of politics and turnover intentions, and employees’ political skills reduce turnover intentions by weakening the effect of perceptions of politics on job anxiety. This study contributes to human resource management and organizational psychology literature by explaining moderated mediation mechanisms through which perceptions of organizational politics affect employee turnover intentions.
本研究检验了一个纵向调节的中介模型,以回答组织政治观念如何以及为什么影响离职意图的问题,以及员工的政治技能如何通过减少工作焦虑而取决于这种关系。数据从银行部门的员工中分三波收集(N = 347)。多元线性回归分析结果表明,工作焦虑在政治感知与离职倾向之间起中介作用,员工政治技能通过削弱政治感知对工作焦虑的影响来降低离职倾向。本研究通过解释组织政治感知影响员工离职意向的中介机制,为人力资源管理和组织心理学文献做出了贡献。
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引用次数: 22
Aggregate Perceptions of Intrateam Conflict and Individual Team Member Perceptions of Team Psychological Contract Breach: The Moderating Role of Individual Team Member Perceptions of Team Support 团队内部冲突总体感知与团队个体成员团队心理违约感知:团队个体成员团队支持感知的调节作用
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-03-01 DOI: 10.5093/jwop2020a7
Kevin S. Cruz, Thomas J. Zagenczyk, Anthony C. Hood
We seek to contribute to our very limited knowledge base about a relatively new type of psychological contract: team psychological contracts. We argue that aggregate perceptions of intrateam task and relationship conflict are positively associated with individual team member perceptions of team psychological contract breach. We also argue that individual team member perceptions of team support mitigate the respective relationships between aggregate perceptions of intrateam task and relationship conflict and individual team member perceptions of team psychological contract breach. Using 306 team members across 76 teams from 18 organizations, we find that aggregate perceptions of intrateam task and relationship conflict are both positively associated with individual team member perceptions of team psychological contract breach. However, we find that individual team member perceptions of team support only mitigate the relationship between aggregate perceptions of intrateam relationship conflict and individual team member perceptions of team psychological contract breach. Theoretical and practical implications are discussed.
我们试图在有限的知识基础上贡献一种相对较新的心理契约:团队心理契约。我们认为,团队内部任务和关系冲突的总体感知与团队个体成员对团队心理契约违约的感知呈正相关。团队成员个体对团队支持的感知可以缓解团队内部任务和关系冲突的总体感知与团队成员个体对团队心理契约违约的感知之间的关系。通过对来自18个组织的76个团队的306名团队成员的调查,我们发现团队内部任务和关系冲突的总体感知都与团队个体成员对团队心理契约违约的感知呈正相关。然而,我们发现团队成员个体对团队支持的感知只能缓解团队内部关系冲突的总体感知与团队成员个体对团队心理契约违约的感知之间的关系。讨论了理论和实践意义。
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引用次数: 8
An Affective Events Model of the Influence of the Physical Work Environment on Interpersonal Citizenship Behavior 物理工作环境对人际公民行为影响的情感事件模型
IF 3.1 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2020-03-01 DOI: 10.5093/jwop2019a27
Pablo Zoghbi-Manrique-de-Lara, Maryamsadat Sharifiatashgah
Based on the Affective Events Theory (AET), this paper proposes a model of how the level of organizational citizenship behavior (OCB) directed at individuals (peers) (OCB-I) declines to the extent that physical conditions in offices make employees experience crowding perceptions and privacy invasions from peers. We hypothesize that: 1) crowding perceptions and privacy invasions by peers are related to employees’ feelings of relational conflict with peers; 2) relational conflict negatively relates to OCB-I; and 3) this decrease in OCB-I is mediated by the employee’s person-organization fit (POF) and empathic concern. A direct path from crowding perceptions and privacy invasions to OCB-I is also postulated. Data were collected from 299 respondents working in open-plan offices at four IT-based companies in Tehran, Iran. Results found significant positive links of relational conflict to privacy invasion, crowding perceptions and OCB-I; and from privacy invasion to OCB-I. Furthermore, POF and empathic concern mediated the link between conflict and OCB-I. The findings suggest that managers can promote OCB-I by regulating not only the psychosocial conditions of the work environment, but also the physical conditions.
基于情感事件理论(AET),本文提出了一个模型,说明当办公室的物理条件使员工感受到拥挤感和同伴侵犯隐私时,针对个体(同伴)的组织公民行为水平(OCB- i)是如何下降的。我们假设:1)拥挤感和同伴侵犯隐私与员工的同伴关系冲突感有关;2)关系冲突与公民行为-ⅰ呈负相关;3)员工个人组织契合度(POF)和共情关注对组织公民行为-ⅰ的降低有中介作用。从拥挤感知和隐私侵犯到OCB-I的直接路径也被假设。数据收集自299名在伊朗德黑兰四家it公司开放式办公室工作的受访者。结果发现,关系冲突与隐私侵犯、拥挤感知和公民行为行为有显著正相关;从侵犯隐私到公民行为法案i。此外,情感冲突和共情关注在冲突与公民行为- 1的关系中起中介作用。研究结果表明,管理者不仅可以通过调节工作环境的社会心理条件,还可以通过调节工作环境的身体条件来促进组织公民行为- i。
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引用次数: 11
期刊
Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones
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