Pub Date : 2020-04-15DOI: 10.1080/08959285.2020.1751165
James Rigby, Zach Traylor
ABSTRACT The present paper describes the purpose, and documents the primary functions of an open-source, Shiny web application developed for anyone interested in industrial-organizational psychology (trends.j-rigby.com). The application allows users to query the abstracts of over 150,000 peer-reviewed publications in 85 academic journals published in 1950 and thereafter that were sourced from Elsevier’s citation database, Scopus. Future goals include the incorporation of different frequency metrics and a peer-reviewed outlet recommendation system. Publication- and citation-related trends are plotted in accordance with the user-specified query, and publications meeting one’s query are displayed in tabular form, with an option to download a .csv of said table. All of the code and related materials, including the full database, are available via GitHub (https://github.com/jimmyrigby94/trends_in_io).
{"title":"Capturing Trends in Industrial-Organizational Psychology: A Shiny Web Application","authors":"James Rigby, Zach Traylor","doi":"10.1080/08959285.2020.1751165","DOIUrl":"https://doi.org/10.1080/08959285.2020.1751165","url":null,"abstract":"ABSTRACT The present paper describes the purpose, and documents the primary functions of an open-source, Shiny web application developed for anyone interested in industrial-organizational psychology (trends.j-rigby.com). The application allows users to query the abstracts of over 150,000 peer-reviewed publications in 85 academic journals published in 1950 and thereafter that were sourced from Elsevier’s citation database, Scopus. Future goals include the incorporation of different frequency metrics and a peer-reviewed outlet recommendation system. Publication- and citation-related trends are plotted in accordance with the user-specified query, and publications meeting one’s query are displayed in tabular form, with an option to download a .csv of said table. All of the code and related materials, including the full database, are available via GitHub (https://github.com/jimmyrigby94/trends_in_io).","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"302 - 306"},"PeriodicalIF":2.2,"publicationDate":"2020-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1751165","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48573066","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 : 2020-04-12DOI: 10.1080/08959285.2020.1746315
Huikun Chang, S. Son, Jongwook Pak
ABSTRACT Recently, the strategic human resource management literature has witnessed a burgeoning interest in examining individual perceptions of HRM. However, this line of research primarily focuses on unlocking mediating processes through which experienced HR practices affect outcomes. Here, we extend the current discourse by investigating how the quality of relationship with first-line managers (FLMs) interacts with individual’s experienced high-performance work systems (HPWS) in explaining variance in such individual outcomes as task performance and knowledge sharing. Analyses of 160 dyadic data demonstrated that individual–level HPWS is positively associated with both performance measures. More conspicuously, we found that the effects of HPWS on employee outcomes become weaker under the condition of high LMX and interactional justice. We discuss the implications of our findings.
{"title":"How Do Leader–Member Interactions Influence the HRM–Performance Relationship? A Multiple Exchange Perspective","authors":"Huikun Chang, S. Son, Jongwook Pak","doi":"10.1080/08959285.2020.1746315","DOIUrl":"https://doi.org/10.1080/08959285.2020.1746315","url":null,"abstract":"ABSTRACT Recently, the strategic human resource management literature has witnessed a burgeoning interest in examining individual perceptions of HRM. However, this line of research primarily focuses on unlocking mediating processes through which experienced HR practices affect outcomes. Here, we extend the current discourse by investigating how the quality of relationship with first-line managers (FLMs) interacts with individual’s experienced high-performance work systems (HPWS) in explaining variance in such individual outcomes as task performance and knowledge sharing. Analyses of 160 dyadic data demonstrated that individual–level HPWS is positively associated with both performance measures. More conspicuously, we found that the effects of HPWS on employee outcomes become weaker under the condition of high LMX and interactional justice. We discuss the implications of our findings.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"282 - 301"},"PeriodicalIF":2.2,"publicationDate":"2020-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1746315","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47546729","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 : 2020-04-07DOI: 10.1080/08959285.2020.1744151
Shannon K. Cheng, Danielle D. King, F. Oswald
ABSTRACT Resilience is a topic of growing interest in the workplace; however, regarding its definition and measurement, a wide range of perspectives and idiosyncrasies persist. We take a closer look at the state of resilience through item-level analyses of 14 publicly available measures. In Study 1, relevance ratings revealed that many items from the measures were not aligned with subject matter experts’ (SMEs) conceptualizations of resilience. In Study 2, SMEs were able to sort the relevant items reliably into eight categories. In Study 3, four factors summarized participant responses to these items, and these factors aligned with the categories from Study 2. Moreover, resilience scales based on these four factors demonstrated expected patterns of convergent and discriminant validity. Implications for resilience theory and measurement are discussed.
{"title":"Understanding How Resilience is Measured in the Organizational Sciences","authors":"Shannon K. Cheng, Danielle D. King, F. Oswald","doi":"10.1080/08959285.2020.1744151","DOIUrl":"https://doi.org/10.1080/08959285.2020.1744151","url":null,"abstract":"ABSTRACT Resilience is a topic of growing interest in the workplace; however, regarding its definition and measurement, a wide range of perspectives and idiosyncrasies persist. We take a closer look at the state of resilience through item-level analyses of 14 publicly available measures. In Study 1, relevance ratings revealed that many items from the measures were not aligned with subject matter experts’ (SMEs) conceptualizations of resilience. In Study 2, SMEs were able to sort the relevant items reliably into eight categories. In Study 3, four factors summarized participant responses to these items, and these factors aligned with the categories from Study 2. Moreover, resilience scales based on these four factors demonstrated expected patterns of convergent and discriminant validity. Implications for resilience theory and measurement are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"130 - 163"},"PeriodicalIF":2.2,"publicationDate":"2020-04-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1744151","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48479311","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 : 2020-02-21DOI: 10.1080/08959285.2020.1731813
A. Hetrick, Marie S. Mitchell
ABSTRACT We predict that contextual attributes (i.e., employees’ need for help) and offeror attributes (i.e., offeror’s performance, political nature) indirectly influence employee help acceptance through employees’ willingness to accept obligation and exploitation concerns (i.e., social loafing concerns, distrust). Study 1 is an experimental design and demonstrated that contextual and offeror attributes influence employees’ willingness to accept obligation and exploitation concerns, but only the offeror attributes (i.e., offeror performance and political nature) indirectly influence help acceptance through willingness to accept obligation and exploitation concerns. Study 2 is a field study of working adults to test the predictions while controlling for the direct effect of coworker exchange on help acceptance. The results of Study 2 replicated the results from Study 1.
{"title":"Help Not Wanted! Examining Factors that Influence Help Acceptance","authors":"A. Hetrick, Marie S. Mitchell","doi":"10.1080/08959285.2020.1731813","DOIUrl":"https://doi.org/10.1080/08959285.2020.1731813","url":null,"abstract":"ABSTRACT We predict that contextual attributes (i.e., employees’ need for help) and offeror attributes (i.e., offeror’s performance, political nature) indirectly influence employee help acceptance through employees’ willingness to accept obligation and exploitation concerns (i.e., social loafing concerns, distrust). Study 1 is an experimental design and demonstrated that contextual and offeror attributes influence employees’ willingness to accept obligation and exploitation concerns, but only the offeror attributes (i.e., offeror performance and political nature) indirectly influence help acceptance through willingness to accept obligation and exploitation concerns. Study 2 is a field study of working adults to test the predictions while controlling for the direct effect of coworker exchange on help acceptance. The results of Study 2 replicated the results from Study 1.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"258 - 281"},"PeriodicalIF":2.2,"publicationDate":"2020-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1731813","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44057088","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 : 2020-02-10DOI: 10.1080/08959285.2019.1710513
Anna F. Gödöllei, James W. Beck
ABSTRACT Promotion- and prevention-focused regulation influence a variety of workplace behaviors, including innovation and safety performance. Although regulatory foci are theorized to vary both between- and within-individuals, little within-person research has been conducted. One reason for this gap is the lack of a well-validated state regulatory focus scale. Thus, across four studies (total N = 1,300), we develop and validate the State Regulatory Focus Scale (SRFS). We find that the scale scores are reliable, exhibit measurement invariance, and demonstrate convergent, divergent, and predictive validity. In addition, the SRFS detects changes in state regulatory foci in response to a regulatory focus induction. Overall, within-person regulatory foci relationships matched meta-analytic estimates, although were weaker compared to the between-person level relationships. We conclude with recommendations for future research.
{"title":"Development and Validation of the State Regulatory Focus Scale","authors":"Anna F. Gödöllei, James W. Beck","doi":"10.1080/08959285.2019.1710513","DOIUrl":"https://doi.org/10.1080/08959285.2019.1710513","url":null,"abstract":"ABSTRACT Promotion- and prevention-focused regulation influence a variety of workplace behaviors, including innovation and safety performance. Although regulatory foci are theorized to vary both between- and within-individuals, little within-person research has been conducted. One reason for this gap is the lack of a well-validated state regulatory focus scale. Thus, across four studies (total N = 1,300), we develop and validate the State Regulatory Focus Scale (SRFS). We find that the scale scores are reliable, exhibit measurement invariance, and demonstrate convergent, divergent, and predictive validity. In addition, the SRFS detects changes in state regulatory foci in response to a regulatory focus induction. Overall, within-person regulatory foci relationships matched meta-analytic estimates, although were weaker compared to the between-person level relationships. We conclude with recommendations for future research.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"104 - 129"},"PeriodicalIF":2.2,"publicationDate":"2020-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1710513","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44731382","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 : 2020-02-03DOI: 10.1080/08959285.2020.1724111
Eryue Teng, Li Zhang, Ming Lou
ABSTRACT Drawing upon the job demands-resources (JD-R) model, we examined the effects of challenge and hindrance stressors on effective communication and the jointly moderating effects of supervisor communication and employee’s active listening. Results from a sample of 238 employees and their 50 supervisors indicated that challenge stressors were positively related to effective communication and this positive effect was amplified by supervisor communication. Moreover, hindrance stressors were negatively related to effective communication, and this negative effect was buffered by supervisor communication. More importantly, the buffering effect of supervisor communication was amplified when employees’ active listening was high. Theoretical and practical implications were discussed.
{"title":"I Am Talking but Are You Listening? The Effects of Challenge and Hindrance Stressors on Effective Communication","authors":"Eryue Teng, Li Zhang, Ming Lou","doi":"10.1080/08959285.2020.1724111","DOIUrl":"https://doi.org/10.1080/08959285.2020.1724111","url":null,"abstract":"ABSTRACT Drawing upon the job demands-resources (JD-R) model, we examined the effects of challenge and hindrance stressors on effective communication and the jointly moderating effects of supervisor communication and employee’s active listening. Results from a sample of 238 employees and their 50 supervisors indicated that challenge stressors were positively related to effective communication and this positive effect was amplified by supervisor communication. Moreover, hindrance stressors were negatively related to effective communication, and this negative effect was buffered by supervisor communication. More importantly, the buffering effect of supervisor communication was amplified when employees’ active listening was high. Theoretical and practical implications were discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"241 - 257"},"PeriodicalIF":2.2,"publicationDate":"2020-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2020.1724111","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42329827","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 : 2020-01-05DOI: 10.1080/08959285.2019.1709069
Yuejia Teng, M. Brannick, W. C. Borman
ABSTRACT We developed a 40-item situational judgment test (R-SJT) to capture resilience in context. The scoring key was developed using a crowd-sourcing method (N = 100) and pilot-tested (N = 62). A new sample (N = 208) was used to investigate validity of the R-SJT scores. The R-SJT scores demonstrated acceptable levels of internal consistency, convergent validity, and evidence of better discriminant and criterion-related validity, compared to three Likert-type resilience measures. Scores on the R-SJT moderately correlated with the three resilience scales and personality measures including hardiness, negative affect, agreeableness, conscientiousness, and neuroticism. The R-SJT showed incremental validity beyond traditional resilience measures and personality for criterion measures of psychological adjustment (i.e., depression, anxiety, and stress). The R-SJT appears to be a viable instrument to measure resilience.
{"title":"Capturing Resilience in Context: Development and Validation of a Situational Judgment Test of Resilience","authors":"Yuejia Teng, M. Brannick, W. C. Borman","doi":"10.1080/08959285.2019.1709069","DOIUrl":"https://doi.org/10.1080/08959285.2019.1709069","url":null,"abstract":"ABSTRACT We developed a 40-item situational judgment test (R-SJT) to capture resilience in context. The scoring key was developed using a crowd-sourcing method (N = 100) and pilot-tested (N = 62). A new sample (N = 208) was used to investigate validity of the R-SJT scores. The R-SJT scores demonstrated acceptable levels of internal consistency, convergent validity, and evidence of better discriminant and criterion-related validity, compared to three Likert-type resilience measures. Scores on the R-SJT moderately correlated with the three resilience scales and personality measures including hardiness, negative affect, agreeableness, conscientiousness, and neuroticism. The R-SJT showed incremental validity beyond traditional resilience measures and personality for criterion measures of psychological adjustment (i.e., depression, anxiety, and stress). The R-SJT appears to be a viable instrument to measure resilience.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"103 - 74"},"PeriodicalIF":2.2,"publicationDate":"2020-01-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1709069","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48005708","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 : 2020-01-01DOI: 10.1080/08959285.2019.1689396
Haley M. Woznyj, G. Banks, A. Dunn, Gregory Berka, D. Woehr
ABSTRACT Cognitive complexity represents the extent to which individuals cognitively structure and process their environment in a multidimensional manner. Despite over 60 years of research, gaps remain in our understanding of the construct. In this meta-analytic review (k = 74, n = 18,973), we addressed a set of research questions regarding the nomological network surrounding cognitive complexity as well as the incremental validity and relative weight of cognitive complexity over traditional predictors of job outcomes. Cognitive complexity exhibited moderate correlations with constructs like cognitive ability (ρ = .19) and task complexity (ρ = − .18), but performed poorly in relative weights and incremental validity analyses. Given our findings, we suggest provide avenues for future research to explore and present a measure of cognitive complexity to advance the literature.
{"title":"Re-introducing Cognitive Complexity: A Meta-analysis and Agenda for Future Research","authors":"Haley M. Woznyj, G. Banks, A. Dunn, Gregory Berka, D. Woehr","doi":"10.1080/08959285.2019.1689396","DOIUrl":"https://doi.org/10.1080/08959285.2019.1689396","url":null,"abstract":"ABSTRACT Cognitive complexity represents the extent to which individuals cognitively structure and process their environment in a multidimensional manner. Despite over 60 years of research, gaps remain in our understanding of the construct. In this meta-analytic review (k = 74, n = 18,973), we addressed a set of research questions regarding the nomological network surrounding cognitive complexity as well as the incremental validity and relative weight of cognitive complexity over traditional predictors of job outcomes. Cognitive complexity exhibited moderate correlations with constructs like cognitive ability (ρ = .19) and task complexity (ρ = − .18), but performed poorly in relative weights and incremental validity analyses. Given our findings, we suggest provide avenues for future research to explore and present a measure of cognitive complexity to advance the literature.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"1 - 33"},"PeriodicalIF":2.2,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1689396","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47216609","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 : 2020-01-01DOI: 10.1080/08959285.2019.1699562
L. J. Sungu, Q. Weng, E. Hu, Johari Abdu Kitule, Qinyi Fang
ABSTRACT We use the conservation of resources theory to explain why and how organizational commitment facets relate to job performance. We posit the nature of recourses central to an employee differs thus the commitment facets and job performance corresponds efforts to accumulate these resources. Analysis of data collected from 403 sales representatives with their supervisors shows, although the positive association of affective and normative commitment with job performance was less different across levels of transformational behavior, the relationship was strong when the supervisor’s transactional behavior was low. However, the negative relationship of continuance commitment with job performance was weak when the supervisor’s transformational behaviors were low or when transactional behaviors were high. Also, interactions between the commitment dimensions reveal interesting patterns predicting job performance.
{"title":"How Does Organizational Commitment Relate to Job Performance? A Conservation of Resource Perspective","authors":"L. J. Sungu, Q. Weng, E. Hu, Johari Abdu Kitule, Qinyi Fang","doi":"10.1080/08959285.2019.1699562","DOIUrl":"https://doi.org/10.1080/08959285.2019.1699562","url":null,"abstract":"ABSTRACT We use the conservation of resources theory to explain why and how organizational commitment facets relate to job performance. We posit the nature of recourses central to an employee differs thus the commitment facets and job performance corresponds efforts to accumulate these resources. Analysis of data collected from 403 sales representatives with their supervisors shows, although the positive association of affective and normative commitment with job performance was less different across levels of transformational behavior, the relationship was strong when the supervisor’s transactional behavior was low. However, the negative relationship of continuance commitment with job performance was weak when the supervisor’s transformational behaviors were low or when transactional behaviors were high. Also, interactions between the commitment dimensions reveal interesting patterns predicting job performance.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"52 - 69"},"PeriodicalIF":2.2,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1699562","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42110616","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 : 2020-01-01DOI: 10.1080/08959285.2019.1695802
Cindy Wu, Yen-Chun Chen, M. R. Umstattd Meyer
ABSTRACT Taking a resource perspective of work–family interface, we tested a moderated mediation model where physically active leisure moderates the influences of emotional labor strategies (surface vs. deep acting) on employee in-role (i.e., job performance) and extra-role service performance (i.e., extra-service behavior and cooperation behavior) through work–family interface (work-family conflict and work-family enrichment). Conditional indirect and direct effects were tested by PROCESS with a matched sample of 374 hair designers and their supervisors. The results show that work-family conflict mediates the negative relationships between surface acting and employee service performance, while work-family enrichment mediates the influence of deep acting on service performance. Furthermore, physically active leisure serves as a key resource that enhances the indirect effects of deep acting through work-family enrichment. We discuss the theoretical and practical implications of these findings.
{"title":"A Moderated Mediation Model of Emotional Labor and Service Performance: Examining the Role of Work–Family Interface and Physically Active Leisure","authors":"Cindy Wu, Yen-Chun Chen, M. R. Umstattd Meyer","doi":"10.1080/08959285.2019.1695802","DOIUrl":"https://doi.org/10.1080/08959285.2019.1695802","url":null,"abstract":"ABSTRACT Taking a resource perspective of work–family interface, we tested a moderated mediation model where physically active leisure moderates the influences of emotional labor strategies (surface vs. deep acting) on employee in-role (i.e., job performance) and extra-role service performance (i.e., extra-service behavior and cooperation behavior) through work–family interface (work-family conflict and work-family enrichment). Conditional indirect and direct effects were tested by PROCESS with a matched sample of 374 hair designers and their supervisors. The results show that work-family conflict mediates the negative relationships between surface acting and employee service performance, while work-family enrichment mediates the influence of deep acting on service performance. Furthermore, physically active leisure serves as a key resource that enhances the indirect effects of deep acting through work-family enrichment. We discuss the theoretical and practical implications of these findings.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"33 1","pages":"34 - 51"},"PeriodicalIF":2.2,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2019.1695802","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45151666","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：