Pub Date : 2021-05-27DOI: 10.1080/08959285.2021.1925674
Joseph Patrick Graczyk, E. Dierdorff, R. S. Rubin, G. Lemmon
ABSTRACT We explored antecedents of performance errors, where such errors are defined as unintended deviations from specified standards. The context of our examination was collegiate football, with participants that were position players on the offensive line. Performance errors were operationalized as false starts. Using data from archival sources and primary data collection, we explored the potential effects of several individual attributes that have been previously theorized as antecedents of performance errors. These attributes included perceptual-cognitive skill, general mental ability, personality traits, self-regulatory foci, and regulation of emotion. Significant effects were revealed across the various individual attributes leading to incidents of performance error. Implications for future research and practice on performance errors are discussed.
{"title":"Exploring Individual Antecedents of Performance Error: False Starts in Collegiate Football","authors":"Joseph Patrick Graczyk, E. Dierdorff, R. S. Rubin, G. Lemmon","doi":"10.1080/08959285.2021.1925674","DOIUrl":"https://doi.org/10.1080/08959285.2021.1925674","url":null,"abstract":"ABSTRACT We explored antecedents of performance errors, where such errors are defined as unintended deviations from specified standards. The context of our examination was collegiate football, with participants that were position players on the offensive line. Performance errors were operationalized as false starts. Using data from archival sources and primary data collection, we explored the potential effects of several individual attributes that have been previously theorized as antecedents of performance errors. These attributes included perceptual-cognitive skill, general mental ability, personality traits, self-regulatory foci, and regulation of emotion. Significant effects were revealed across the various individual attributes leading to incidents of performance error. Implications for future research and practice on performance errors are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"217 - 238"},"PeriodicalIF":2.2,"publicationDate":"2021-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1925674","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46519250","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-05-25DOI: 10.1080/08959285.2021.1928134
Muhammad Imran Rasheed, Q. Weng, W. Umrani, M. Moin
ABSTRACT Recent literature on abusive supervision has suggested its negative impact on a number of work outcomes. However, we still have little knowledge about the impact of destructive leadership on employee career outcomes. Drawing on social cognitive theory (SCT), we propose that abusive supervision challenges employee career adaptability by damaging career self-efficacy beliefs in the workplace. Three-wave data collected from 287 employees working in different organizations situated in China has shown that abusive supervision is negatively related to employee career adaptability through career self-efficacy. Moreover, coworker support was found to buffer the association between abusive supervision and career adaptability such that the relationships are weaker at higher levels of coworker support. Implications for researchers and practitioners and research directions for the future are discussed.
{"title":"Abusive Supervision and Career Adaptability: The Role of Self-Efficacy and Coworker Support","authors":"Muhammad Imran Rasheed, Q. Weng, W. Umrani, M. Moin","doi":"10.1080/08959285.2021.1928134","DOIUrl":"https://doi.org/10.1080/08959285.2021.1928134","url":null,"abstract":"ABSTRACT Recent literature on abusive supervision has suggested its negative impact on a number of work outcomes. However, we still have little knowledge about the impact of destructive leadership on employee career outcomes. Drawing on social cognitive theory (SCT), we propose that abusive supervision challenges employee career adaptability by damaging career self-efficacy beliefs in the workplace. Three-wave data collected from 287 employees working in different organizations situated in China has shown that abusive supervision is negatively related to employee career adaptability through career self-efficacy. Moreover, coworker support was found to buffer the association between abusive supervision and career adaptability such that the relationships are weaker at higher levels of coworker support. Implications for researchers and practitioners and research directions for the future are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"239 - 256"},"PeriodicalIF":2.2,"publicationDate":"2021-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1928134","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48503708","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-04-05DOI: 10.1080/08959285.2021.1902330
S. Sung, Jin Nam Choi
ABSTRACT This study distinguishes between radical and incremental creativity at the team level. In addition, group composition in terms of members’ psychological needs is identified as a distinct driver of radical and incremental team creativity. Statistical analysis based on multisource data of 65 work teams shows that (a) team-level need for achievement has a negative main effect on radical team creativity, which disappears in teams with optimistic leaders; (b) team-level need for affiliation has a negative main effect on incremental team creativity, which becomes positive when teams possess high social competence; and (c) team-level need for power is positively related to radical and incremental team creativity. Our analysis demonstrates the multifaceted nature of team creativity and the distinct implications of team-level psychological needs for team creativity.
{"title":"Team Psychological Needs and Radical versus Incremental Creativity of Work Teams","authors":"S. Sung, Jin Nam Choi","doi":"10.1080/08959285.2021.1902330","DOIUrl":"https://doi.org/10.1080/08959285.2021.1902330","url":null,"abstract":"ABSTRACT This study distinguishes between radical and incremental creativity at the team level. In addition, group composition in terms of members’ psychological needs is identified as a distinct driver of radical and incremental team creativity. Statistical analysis based on multisource data of 65 work teams shows that (a) team-level need for achievement has a negative main effect on radical team creativity, which disappears in teams with optimistic leaders; (b) team-level need for affiliation has a negative main effect on incremental team creativity, which becomes positive when teams possess high social competence; and (c) team-level need for power is positively related to radical and incremental team creativity. Our analysis demonstrates the multifaceted nature of team creativity and the distinct implications of team-level psychological needs for team creativity.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"149 - 167"},"PeriodicalIF":2.2,"publicationDate":"2021-04-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1902330","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49069624","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-03-15DOI: 10.1080/08959285.2021.1878182
C. Baldissarri, L. Andrighetto
ABSTRACT Workers’ instrumental treatment is commonly seen as a strategic way to reach organizational goals. Drawing on relevant recent literature, this paper sought to show experimentally that instrumental treatment is instead associated with negative outcomes for the individual and the organization. We sought to demonstrate that treating people as instruments would lead them to self-objectify – to self-perceive as objects rather than human beings – which would result in them being less engaged in a given task, thus undermining their performance. Study 1 was designed to provide a first test of our hypotheses by manipulating the instrumental (vs. non-instrumental) treatment enacted by an experimenter toward naïve participants (N = 85) during the performance of a cognitive task. Study 2 consisted in a simulated online work activity in which participants (N = 147) were asked to play the role of a proofreader for a fictitious newspaper, while being treated in an instrumental (vs. non-instrumental) way by the editorial staff. The results provided convergent evidence about the hypothesized process: being instrumentally (vs. non-instrumentally) treated leads people to self-objectify (i.e., to self-perceive as more instrument-like than human) and, in turn, their engagement with the task and performance are undermined. Implications for organizational and social psychology research are discussed.
{"title":"Being Treated as an Instrument: Consequences of Instrumental Treatment and Self-Objectification on Task Engagement and Performance","authors":"C. Baldissarri, L. Andrighetto","doi":"10.1080/08959285.2021.1878182","DOIUrl":"https://doi.org/10.1080/08959285.2021.1878182","url":null,"abstract":"ABSTRACT Workers’ instrumental treatment is commonly seen as a strategic way to reach organizational goals. Drawing on relevant recent literature, this paper sought to show experimentally that instrumental treatment is instead associated with negative outcomes for the individual and the organization. We sought to demonstrate that treating people as instruments would lead them to self-objectify – to self-perceive as objects rather than human beings – which would result in them being less engaged in a given task, thus undermining their performance. Study 1 was designed to provide a first test of our hypotheses by manipulating the instrumental (vs. non-instrumental) treatment enacted by an experimenter toward naïve participants (N = 85) during the performance of a cognitive task. Study 2 consisted in a simulated online work activity in which participants (N = 147) were asked to play the role of a proofreader for a fictitious newspaper, while being treated in an instrumental (vs. non-instrumental) way by the editorial staff. The results provided convergent evidence about the hypothesized process: being instrumentally (vs. non-instrumentally) treated leads people to self-objectify (i.e., to self-perceive as more instrument-like than human) and, in turn, their engagement with the task and performance are undermined. Implications for organizational and social psychology research are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"85 - 106"},"PeriodicalIF":2.2,"publicationDate":"2021-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1878182","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46547390","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-03-01DOI: 10.1080/08959285.2021.1890079
Shaker Bani-Melhem, R. Zeffane, Rawan Abukhait, F. Shamsudin
ABSTRACT Based on time-lagged data focusing on frontline employees (N=285) operating in five-star hotels in the United Arab Emirates (UAE), we examined the individual and combined effects of empowerment, job satisfaction, and perceived organizational support on employee silence. Using structural equation modeling for data analysis, we explored a hypothetical model. The results indicated that empowerment had a significant negative impact on employee silence while job satisfaction and perceived organizational support had no significant direct impact. However, these latter two variables had an impact when feelings of empowerment were also present. The result suggests indicates that empowerment plays a central (pivotal) role in silence behavior. The implications of these findings for both management practice and future research are discussed.
{"title":"Empowerment as a Pivotal Deterrent to Employee Silence: Evidence from the UAE Hotel Sector","authors":"Shaker Bani-Melhem, R. Zeffane, Rawan Abukhait, F. Shamsudin","doi":"10.1080/08959285.2021.1890079","DOIUrl":"https://doi.org/10.1080/08959285.2021.1890079","url":null,"abstract":"ABSTRACT Based on time-lagged data focusing on frontline employees (N=285) operating in five-star hotels in the United Arab Emirates (UAE), we examined the individual and combined effects of empowerment, job satisfaction, and perceived organizational support on employee silence. Using structural equation modeling for data analysis, we explored a hypothetical model. The results indicated that empowerment had a significant negative impact on employee silence while job satisfaction and perceived organizational support had no significant direct impact. However, these latter two variables had an impact when feelings of empowerment were also present. The result suggests indicates that empowerment plays a central (pivotal) role in silence behavior. The implications of these findings for both management practice and future research are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"107 - 125"},"PeriodicalIF":2.2,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2021.1890079","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46157329","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-28DOI: 10.1080/08959285.2020.1867144
Andrea Kim, Jiseon Shin, Youngsang Kim, Jinhee Moon
ABSTRACT This study examines how group diversity affects individual group members’ negative gossip about their colleagues and how this linkage is altered by group structure. We hypothesize that group diversity in terms of organizational tenure reduces individual negative gossip about coworkers, and that the diversity–gossip linkage is moderated by a self-managing structure. With a multi-source dataset collected from 312 nurses employed in 39 nursing groups at four healthcare organizations, our random coefficient modeling analysis revealed that employees in groups with high tenure diversity are less likely to negatively gossip about their coworkers when the group has a greater self-managing structure. This study provides theoretical implications pertaining to the contextual influences on workplace gossip. Our findings offer practical implications regarding the management of employee gossip at work.
{"title":"The Impact of Group Diversity and Structure on Individual Negative Workplace Gossip","authors":"Andrea Kim, Jiseon Shin, Youngsang Kim, Jinhee Moon","doi":"10.1080/08959285.2020.1867144","DOIUrl":"https://doi.org/10.1080/08959285.2020.1867144","url":null,"abstract":"ABSTRACT This study examines how group diversity affects individual group members’ negative gossip about their colleagues and how this linkage is altered by group structure. We hypothesize that group diversity in terms of organizational tenure reduces individual negative gossip about coworkers, and that the diversity–gossip linkage is moderated by a self-managing structure. With a multi-source dataset collected from 312 nurses employed in 39 nursing groups at four healthcare organizations, our random coefficient modeling analysis revealed that employees in groups with high tenure diversity are less likely to negatively gossip about their coworkers when the group has a greater self-managing structure. This study provides theoretical implications pertaining to the contextual influences on workplace gossip. Our findings offer practical implications regarding the management of employee gossip at work.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"67 - 83"},"PeriodicalIF":2.2,"publicationDate":"2020-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1867144","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41477612","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-15DOI: 10.1080/08959285.2020.1852240
Seckyoung Loretta Kim, Minyoung Cheong, A. Srivastava, Yongsu Yoo, Seokhwa Yun
ABSTRACT Applying on a componential model of creativity, this study intends to integrate creativity and knowledge sharing literatures by empirically examining the relationship between knowledge sharing from different sources (i.e., supervisor and coworkers) and the focal employees’ creative behavior. Taking an interactionist perspective, the study aims to investigate the interaction effects of knowledge sharing from supervisor and coworkers on the employees’ creative behavior. Furthermore, this study investigates how employees’ regulatory focus alters the aforementioned relationship. Our results show the positive influence of knowledge sharing from supervisor and coworker on employees’ creative behavior. Also, our results support that the positive relationship between coworker knowledge sharing and employees’ creative behavior could vary depending on the degree of supervisor knowledge sharing and the regulatory focus of the employees.
{"title":"Knowledge Sharing and Creative Behavior: The Interaction Effects of Knowledge Sharing and Regulatory Focus on Creative Behavior","authors":"Seckyoung Loretta Kim, Minyoung Cheong, A. Srivastava, Yongsu Yoo, Seokhwa Yun","doi":"10.1080/08959285.2020.1852240","DOIUrl":"https://doi.org/10.1080/08959285.2020.1852240","url":null,"abstract":"ABSTRACT Applying on a componential model of creativity, this study intends to integrate creativity and knowledge sharing literatures by empirically examining the relationship between knowledge sharing from different sources (i.e., supervisor and coworkers) and the focal employees’ creative behavior. Taking an interactionist perspective, the study aims to investigate the interaction effects of knowledge sharing from supervisor and coworkers on the employees’ creative behavior. Furthermore, this study investigates how employees’ regulatory focus alters the aforementioned relationship. Our results show the positive influence of knowledge sharing from supervisor and coworker on employees’ creative behavior. Also, our results support that the positive relationship between coworker knowledge sharing and employees’ creative behavior could vary depending on the degree of supervisor knowledge sharing and the regulatory focus of the employees.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"49 - 66"},"PeriodicalIF":2.2,"publicationDate":"2020-12-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1852240","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41672320","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-07DOI: 10.1080/08959285.2020.1821378
Mark D. Agars, J. Kottke
ABSTRACT Means-efficacy was introduced by Eden as one’s perception of available organizational resources, a form of external efficacy which, together with internal (i.e., self) efficacy comprises a larger subjective efficacy construct. We further develop means-efficacy, elucidate its place in motivational theory, and present three studies to construct and validate the General Organizational Means-Efficacy Scale (GMES), the first such measure to date. Results support a general means-efficacy construct and provide convincing psychometric support for the GMES. We argue motivation theory will be advanced by adopting a general form of means-efficacy, and that the GMES provides a useful tool for future validation and other studies.
{"title":"Development of a Theoretical Framework and a Measure of General Organizational Means-Efficacy","authors":"Mark D. Agars, J. Kottke","doi":"10.1080/08959285.2020.1821378","DOIUrl":"https://doi.org/10.1080/08959285.2020.1821378","url":null,"abstract":"ABSTRACT Means-efficacy was introduced by Eden as one’s perception of available organizational resources, a form of external efficacy which, together with internal (i.e., self) efficacy comprises a larger subjective efficacy construct. We further develop means-efficacy, elucidate its place in motivational theory, and present three studies to construct and validate the General Organizational Means-Efficacy Scale (GMES), the first such measure to date. Results support a general means-efficacy construct and provide convincing psychometric support for the GMES. We argue motivation theory will be advanced by adopting a general form of means-efficacy, and that the GMES provides a useful tool for future validation and other studies.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"1 - 24"},"PeriodicalIF":2.2,"publicationDate":"2020-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1821378","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44019254","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-10-04DOI: 10.1080/08959285.2020.1823985
Ashley G. Jorgensen, E. Day, Jonathan T. Huck, Joseph Westlin, Kelsey A. Richels, Christopher Nguyen
ABSTRACT Although the importance of emotions to self-regulation has been noted in the extant literature, little empirical research has examined how fluctuations across a range of emotions are related to performance. Accordingly, this laboratory study of 214 undergraduates (58% male) learning a complex videogame examined the dynamics of within-person emotion–performance relationships during skill acquisition and adaptation. We observed the direction of relationships was consistent with the valence of emotions at both the within- and between-person levels. In addition, we observed dynamic relationships and an interplay between valence and activation potential. Dynamic relationships were observed for negative but not positive emotions. Activation potential made a difference for positive but not negative emotions. Implications for emotion control strategies in complex task learning are discussed.
{"title":"Emotion-Performance Relationships in the Acquisition and Adaptation of a Complex Skill: Are Relationships Dynamic and Dependent on Activation Potential?","authors":"Ashley G. Jorgensen, E. Day, Jonathan T. Huck, Joseph Westlin, Kelsey A. Richels, Christopher Nguyen","doi":"10.1080/08959285.2020.1823985","DOIUrl":"https://doi.org/10.1080/08959285.2020.1823985","url":null,"abstract":"ABSTRACT Although the importance of emotions to self-regulation has been noted in the extant literature, little empirical research has examined how fluctuations across a range of emotions are related to performance. Accordingly, this laboratory study of 214 undergraduates (58% male) learning a complex videogame examined the dynamics of within-person emotion–performance relationships during skill acquisition and adaptation. We observed the direction of relationships was consistent with the valence of emotions at both the within- and between-person levels. In addition, we observed dynamic relationships and an interplay between valence and activation potential. Dynamic relationships were observed for negative but not positive emotions. Activation potential made a difference for positive but not negative emotions. Implications for emotion control strategies in complex task learning are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"34 1","pages":"25 - 48"},"PeriodicalIF":2.2,"publicationDate":"2020-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1823985","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41395540","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-09-02DOI: 10.1080/08959285.2020.1811708
Jinyun Duan, Xiaotian Wang, Chad T. Brinsfield, Susu Liu
ABSTRACT Drawing on desire fulfillment theory, we develop and test a model of employee well-being and voice behavior. Our findings indicate that psychological meaningfulness and perceptions of social worth are positively related to employee well-being. Moreover, these relationships are stronger when psychological safety is higher. Our findings also indicate that when employee well-being is higher there is an increased likelihood that employees will express voice. Moreover, this relationship is stronger when employee perspective taking is higher. Lastly, moderated-mediation analyses indicate that well-being mediates the relationships between psychological meaningfulness and voice, and between social worth and voice, and these effects are stronger when psychological safety and perspective taking are both higher. Implications for theory and practice are discussed.
{"title":"How Enhancing Employee Well-Being Can Encourage Voice Behavior: A Desire Fulfillment Perspective","authors":"Jinyun Duan, Xiaotian Wang, Chad T. Brinsfield, Susu Liu","doi":"10.1080/08959285.2020.1811708","DOIUrl":"https://doi.org/10.1080/08959285.2020.1811708","url":null,"abstract":"ABSTRACT Drawing on desire fulfillment theory, we develop and test a model of employee well-being and voice behavior. Our findings indicate that psychological meaningfulness and perceptions of social worth are positively related to employee well-being. Moreover, these relationships are stronger when psychological safety is higher. Our findings also indicate that when employee well-being is higher there is an increased likelihood that employees will express voice. Moreover, this relationship is stronger when employee perspective taking is higher. Lastly, moderated-mediation analyses indicate that well-being mediates the relationships between psychological meaningfulness and voice, and between social worth and voice, and these effects are stronger when psychological safety and perspective taking are both higher. Implications for theory and practice are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"425 - 446"},"PeriodicalIF":2.2,"publicationDate":"2020-09-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1811708","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41322984","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"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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