Group & Organization Management最新文献

英文中文

Tackling the Problem of Workplace Telepressure: Are Disconnection Policies Helpful? 解决工作场所的远程压力问题:断网政策有用吗?

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-10-27 DOI: 10.1177/10596011231206206

Larissa K. Barber, Alecia M. Santuzzi, Xinyu Hu

Employees often feel obligated to respond to work messages like emails and texts immediately – a psychological experience known as workplace telepressure. Telepressure is an important problem to address given its link to work burnout. Disconnection policies that encourage employees to unplug after work hours have been a popular solution adopted by many organizations. Yet the benefits of such policies – or explicit norms – for addressing telepressure are unknown. Surveys among two worker samples suggest that the presence of disconnection policies is not associated with telepressure among employees. Only implicit norms about e-work communications specifically (after-hours availability expectations) and work prioritization generally (low family-supportive work environments) predicted telepressure. Most employees also did not think a policy would be beneficial and anticipated problems (with flexibility). Therefore, interventions aimed at creating a supportive disconnection culture for both e-work communications and work generally may be more helpful than policies.

员工经常觉得有义务立即回复电子邮件和短信等工作信息——这种心理体验被称为职场远程压力。远程压力是一个需要解决的重要问题，因为它与工作倦怠有关。鼓励员工下班后拔掉电源的政策已经成为许多组织普遍采用的解决方案。然而，此类政策(或明确的规范)在解决远程压力方面的好处尚不清楚。对两个员工样本的调查表明，断开连接政策的存在与员工的远程压力无关。只有关于电子工作通信的隐含规范(下班后的可用性预期)和工作优先级(低家庭支持的工作环境)才能预测远程压力。大多数员工也不认为政策是有益的，并预期会出现问题(灵活性)。因此，旨在为电子工作通信和一般工作创造支持性断开文化的干预措施可能比政策更有帮助。

引用次数: 0

How Organizational Cynicism Can Promote Customer-Directed Deviance Via Employee Resource Depletion And How Experiencing Supervisory Support May Help Overcome This Effect 组织冷嘲热讽如何通过员工资源耗竭来促进客户导向偏差，以及体验主管支持如何帮助克服这种影响

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-10-23 DOI: 10.1177/10596011231208232

Karim Mignonac, Sarah Boujendar, Gwenaëlle Bergon

While research suggests that organizational cynicism prompts employees to engage in organizationally directed deviant behaviors, questions remain regarding whether, how and when organizational cynicism can also prompt employees to engage in deviance toward customers, who are third parties outside the organization-employee exchange relationship. Drawing on conservation of resources theory, we develop and test a model that addresses these questions. We theorize that organizational cynicism is an adverse and stressful experience that drains employees’ psychological resources over time, which in turn leads to customer-directed deviance. We further propose that perceptions of supervisor support help employees cope functionally with their lack of resources and reduce customer-directed deviant behavior. We tested our predictions in a two-week daily experience sampling study of call-center representatives and found that organizational cynicism indirectly predicts customer-directed deviant behavior via resource depletion when PSS is lower than when it is higher. Two post hoc studies (including a three-wave panel survey conducted over 6 months and a three-wave, time-separated survey conducted over one month) addressed the methodological limitations of this investigation and ruled out alternative explanations for our results. Implications for organizational cynicism and customer service literature are discussed.

虽然研究表明，组织玩世不恭促使员工从事组织指导的越轨行为，但关于组织玩世不恭是否、如何以及何时也会促使员工从事对客户的越轨行为，问题仍然存在，客户是组织-员工交换关系之外的第三方。利用资源保护理论，我们开发并测试了一个解决这些问题的模型。我们的理论是，组织玩世不恭是一种不利的、有压力的经历，随着时间的推移，它会耗尽员工的心理资源，从而导致以客户为导向的偏差。我们进一步提出，主管支持的感知有助于员工在功能上应对资源的缺乏，并减少以客户为导向的偏差行为。我们通过对呼叫中心代表进行为期两周的日常体验抽样研究来验证我们的预测，发现当PSS较低时，组织玩世不恭通过资源消耗间接预测了客户导向的越轨行为。两项事后研究(包括一项为期6个月的三波面板调查和一项为期一个月的三波时间间隔调查)解决了本调查方法上的局限性，并排除了对我们结果的其他解释。对组织犬儒主义和客户服务文献的影响进行了讨论。

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引用次数: 0

Development and Validation of a Short Broad Job Crafting Scale 短作业制作量表的编制与验证

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-10-19 DOI: 10.1177/10596011231208924

Els Vanbelle, Yannick Griep, Anja Van den Broeck, Hans De Witte

The dominant perspectives in the job crafting literature have different views on “what elements of their job employees craft” and “why employees craft their jobs”. To better grasp both perspectives, we developed and validated a short 4-item instrument (BJCS) to capture job crafting as the self-initiated changes made to one’s job with the intention to optimize one’s functioning. We validated the BJCS through five phases: (1) we developed the BJCS and conducted a qualitative study to establish content validity, (2) we establish its reliability and psychometric properties, (3) we demonstrated discriminant and convergent validity of the BJCS in relation to existing job crafting measures, and (4 & 5) the BJCS showed to be predictive and incrementally valid over and above existing measures in relation to indicators of optimal and dysfunctional functioning. Taken together, we demonstrated the validity of a broad short measure for job crafting which is especially relevant for the use in repeated measurement research.

在工作制作文献中占主导地位的观点对“员工制作工作的哪些要素”和“员工为什么制作工作”有不同的看法。为了更好地掌握这两种观点，我们开发并验证了一个简短的四项工具(BJCS)来捕捉工作塑造，即一个人为了优化自己的功能而对工作做出的自我发起的改变。我们通过五个阶段对BJCS进行了验证:(1)我们开发了BJCS并进行了定性研究以建立内容效度，(2)我们建立了它的信度和心理测量特性，(3)我们证明了BJCS与现有工作制作测量的区别效度和收敛效度，以及(4 &5) BJCS在最佳功能和功能失调性指标方面具有预测性和递增有效性。综上所述，我们证明了一个广泛的工作制作短测量的有效性，这对于重复测量研究的使用尤其相关。

引用次数: 0

How Does Workplace Gossip Benefit Gossip Actors? The Impact of Workplace Gossip on Power and Voluntary Turnover 职场八卦对八卦演员有什么好处?职场八卦对权力和自愿离职的影响

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-10-18 DOI: 10.1177/10596011231203758

Andrea Kim, Allison S. Gabriel, Youngsang Kim, Jinhee Moon, Christopher C. Rosen

Although workplace gossip is ubiquitous, more scholarship is needed to determine how employees may use gossip to attain valuable social resources at work—namely, their experience of power. Drawing from the gossip literature and research on power in the workplace, we identify proximal (i.e., increased power accrual) and distal (i.e., diminished voluntary turnover) positive outcomes for employees enacting negative and positive gossip about the organization at work. Using a sample of 338 nurses, we found that positive workplace gossip about the organization increases expert power. Our analysis further revealed that positive workplace gossip about the organization had a negative indirect effect on the voluntary turnover of gossip actors via their expert power. Our findings contribute to the organizational literature on the benefits of gossip to actors and serve to further enrich the emerging literature which has considered the relationship between power and turnover. An important implication of our research is that organizations need to recognize the dynamics of organization-directed gossip and its potential to serve as a source of social power for employees and a retention driver for those who accrue power in expertise.

虽然职场八卦无处不在，但要确定员工如何利用八卦在工作中获得宝贵的社会资源——即他们的权力体验，还需要更多的学术研究。根据八卦文献和对工作场所权力的研究，我们确定了近端(即权力累积增加)和远端(即自愿离职减少)对员工在工作中对组织进行消极和积极八卦的积极结果。通过对338名护士的抽样调查，我们发现，关于组织的正面职场八卦会增加专家的影响力。我们的分析进一步表明，积极的职场八卦通过他们的专业能力对八卦演员的自愿离职有消极的间接影响。我们的研究结果有助于组织文献关于八卦对演员的好处，并有助于进一步丰富新兴文献考虑权力和离职之间的关系。我们研究的一个重要启示是，组织需要认识到组织导向的八卦的动态，以及它作为员工社会权力来源的潜力，以及那些在专业知识中积累权力的人的留任动力。

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引用次数: 0

O’ Coworker, Who Art Thou? The Conundrum of Not Knowing Who Is or Is Not One’s Coworker and a Preliminary Definition 同事，你是谁?不知道谁是或不是同事的难题和一个初步的定义

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-10-17 DOI: 10.1177/10596011231207733

Christian Kiewitz, Thomas J. Zagenczyk, Mindy Shoss, Kevin S. Cruz

引用次数: 0

Psychological Contracts at Different Levels: The Cross-Level and Comparative Multilevel Effects of Team Psychological Contract Fulfillment 不同层次的心理契约:团队心理契约履行的跨层次与比较多层次效应

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-09-28 DOI: 10.1177/10596011231203365

Lyonel Laulié, Amanuel G. Tekleab, Denise M. Rousseau

Taking a multi-level perspective on the psychological contract (PC), this study investigates the overlooked but critical role of team psychological contract fulfillment in shaping team and individual-level affect and outcomes. It examines the dynamics associated with employer PC Fulfillment (PCF) to the team and compares them to the dynamics regarding employer PCF of the individual’s own psychological contract. Guided by psychological contracts and self-regulation theories, we surveyed 504 individuals in 69 retail organization teams at two time periods. At the team level, findings support an indirect effect of team PCF on both team engagement and average turnover intention through affective climate. Similarly, at the individual level, we find an indirect effect of individual PCF on both engagement and turnover intentions through individual affect. Tests of scalar and configural similarity across levels support functional isomorphism between individual and team PCF relationships with engagement, while turnover intention is more highly related to individual than to team PCF. Last, we observe cross-level effects of team PCF on the relationship between individual PCF and turnover intentions. We present implications for multi-level PC theory, research, and practice.

本研究从心理契约的多层次视角，探讨了团队心理契约履行在塑造团队和个人层面的情感和结果方面被忽视但至关重要的作用。它考察了与雇主个人目标履行(PCF)对团队的相关动态，并将其与雇主个人目标履行(PCF)对个人自身心理契约的动态进行了比较。在心理契约和自我调节理论的指导下，我们对69个零售组织团队的504名个体进行了两个时间段的调查。在团队层面上，研究结果支持团队敬业度和平均离职意愿通过情感氛围间接影响团队敬业度和平均离职意愿。同样，在个体层面上，我们发现个体PCF通过个体影响间接影响敬业和离职意向。跨层次的标量相似性和结构相似性测试支持个人和团队PCF关系与敬业度之间的功能同构，而离职倾向与个人的相关性比与团队的PCF的相关性更高。最后，我们观察了团队工作热情对个人工作热情与离职意向之间关系的跨水平影响。我们提出了多层次PC理论、研究和实践的启示。

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引用次数: 0

Knowledge Networks, Collaboration Networks, and Local Search Behaviors 知识网络、协作网络和本地搜索行为

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-09-26 DOI: 10.1177/10596011231203364

Hongjuan Zhang, Jia Guo, Feng Guo, Wanting Zhang

Inventors embed themselves in knowledge networks consisting of links between knowledge elements and collaboration networks with other inventors. These two networks are decoupled: Their structural features are distinct, and they jointly influence inventors’ local searches for knowledge. Using a longitudinal patent dataset comprising 12,174 observations, this study investigates the effects of two structural features of inventors in these networks—degree centrality and structural holes—on their local search behaviors. Our findings reveal that the degree centrality of inventors’ knowledge elements in the intra-organizational knowledge network contributes to the depth and breadth of their local search behaviors, while structural holes hinder such behaviors. Furthermore, the effect of degree centrality in the intra-organizational knowledge network for local searches increases when inventors hold central positions and span more structural holes in the intra-organizational collaboration network. The negative effect of structural holes in the knowledge network for local searches weakens when inventors hold central positions in the collaboration network. These findings contribute to the literature on knowledge searches by decoupling the knowledge and collaboration networks and analyzing their effects on the depth and breadth of local searches and offer practical implications to organizational managers and researchers.

发明者将自己嵌入到由知识元素之间的链接和与其他发明者的协作网络组成的知识网络中。这两个网络是解耦的:它们的结构特征是不同的，它们共同影响发明者对知识的局部搜索。本研究利用包含12174个观察数据的纵向专利数据集，研究了这些网络中发明人的两个结构特征——度中心性和结构洞——对其局部搜索行为的影响。研究发现，发明者知识要素在组织内知识网络中的中心性有助于其局部搜索行为的深度和广度，而结构漏洞则会阻碍其局部搜索行为的发展。此外，当发明人在组织内部协作网络中处于中心位置且跨越更多的结构孔时，组织内部知识网络中度中心性对局部搜索的影响增强。当发明人在协作网络中处于中心位置时，知识网络结构空洞对局部搜索的负面影响减弱。这些发现通过对知识网络和协作网络的解耦，分析了它们对本地搜索深度和广度的影响，为知识搜索的文献研究做出了贡献，并为组织管理者和研究者提供了实践启示。

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引用次数: 0

The Motivation to Be Inclusive: Understanding How Diversity Self-Efficacy Impacts Leader Effectiveness in Racially Diverse Workgroups 包容的动机:了解多元化自我效能如何影响不同种族工作小组的领导效能

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-09-14 DOI: 10.1177/10596011231200929

Lawrence Houston, Maria Kraimer, Pauline Schilpzand

Diversity management is becoming integral to leaders’ success, given the influx of diversity in today’s organizations and workgroups. Yet, little is known about why some leaders and not others are effective at leading a racially diverse group of employees. To shed light on this important conundrum, we integrate social cognitive theory with the categorization-elaboration model of workgroup diversity (Van Knippenberg, De Dreu, & Homan, 2004) to advance a theoretical model that identifies how leaders’ diversity self-efficacy may be positively related to followers’ evaluations of leader effectiveness. We further hypothesize that leaders’ inclusive leadership behavior explains why those leaders who feel efficacious in leading diverse work groups would be deemed more effective, particularly when these leaders’ workgroups are more racially diverse. Based on a sample of 101 group leaders and 1470 healthcare professionals who worked in interdependent workgroups to provide quality patient care (Study 1) and a sample of 135 leader-follower dyads from various industries (Study 2), our data show that leaders’ diversity self-efficacy was more strongly related to followers’ evaluation of leader effectiveness when there were higher levels of racial diversity within workgroups. The data also indicate that the extent to which leaders engage in inclusive leadership behavior can explain why leaders’ diversity self-efficacy beliefs are positively related to followers’ evaluations of leader effectiveness and that the mediation of inclusive leadership behavior is stronger when workgroups are more racially diverse. Our study highlights the importance of leaders’ diversity self-efficacy beliefs in fostering an inclusive and effective work environment.

考虑到当今组织和工作组中多样性的涌入，多元化管理正成为领导者成功不可或缺的一部分。然而，为什么有些领导者能有效地领导一个种族多元化的员工群体，而其他人却没有，我们知之甚少。为了阐明这一重要难题，我们将社会认知理论与工作组多样性的分类-细化模型(Van Knippenberg, De Dreu， &Homan(2004)提出了一个理论模型，该模型确定了领导者的多样性自我效能如何与追随者对领导者有效性的评价呈正相关。我们进一步假设，领导者的包容性领导行为解释了为什么那些在领导多元化工作小组时感觉有效的领导者会被认为更有效，特别是当这些领导者的工作小组更加种族多元化时。基于在相互依赖的工作小组中工作以提供高质量患者护理的101名小组领导和1470名医疗保健专业人员的样本(研究1)和来自不同行业的135名领导-追随者二人组(研究2)的样本，我们的数据表明，当工作小组中种族多样性水平较高时，领导者的多样性自我效能感与追随者对领导者有效性的评价之间的相关性更强。数据还表明，领导者参与包容性领导行为的程度可以解释为什么领导者的多样性自我效能信念与追随者对领导者有效性的评价呈正相关，并且当工作群体的种族多样性越高时，包容性领导行为的中介作用越强。我们的研究强调了领导者多样性自我效能感信念在促进包容和有效的工作环境中的重要性。

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引用次数: 0

What Comes After Black Swans and Gray Rhinos? An Organizational Perspective of Disruption 黑天鹅和灰犀牛之后会发生什么?颠覆的组织视角

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-09-12 DOI: 10.1177/10596011231201685

Turanay Caner, Ravi Madhavan

The interface between organizations and their environments greatly interests organizational scholars. A key research stream—how changes in the external environment produce changes within organizations—is especially relevant in today’s turbulent economic and political context. We develop a theoretical model that considers external events and organizational routine changes as key components of disruption. We first draw on event system theory to derive and describe the external event dimensions of magnitude, coupling, clustering, and space, presented in a circumplex model. Then, we use an information-processing lens to theorize how those dimensions directly and contingently influence organizational routine change. We discuss our model’s implications for the effective management of organizations amid constant disruption.

组织与其环境之间的界面引起了组织学者的极大兴趣。一个关键的研究流——外部环境的变化如何产生组织内部的变化——在当今动荡的经济和政治背景下尤为重要。我们开发了一个理论模型，将外部事件和组织常规变化视为中断的关键组成部分。我们首先利用事件系统理论来推导和描述外部事件的大小、耦合、聚类和空间维度，并以圆周模型的形式呈现。然后，我们使用信息处理镜头来理论化这些维度如何直接和偶然地影响组织的常规变化。我们讨论了我们的模型对在不断中断的情况下有效管理组织的影响。

引用次数: 0

Evolved distal tail protein of skunaviruses facilitates adsorption to exopolysaccharide-encoding lactococci. skunavirus进化的远尾蛋白促进了对编码外多糖的乳球菌的吸附。

2区管理学 Q2 MANAGEMENT

Group & Organization Management

Pub Date : 2023-07-18 eCollection Date: 2023-01-01 DOI: 10.20517/mrr.2023.29

Anne M Millen, Damian Magill, Dennis Romero, Laura Simdon

Aim: Lactococcal skunaviruses are diverse and problematic in the industrial dairy environment. Host recognition involves the specific interaction of phage-encoded proteins with saccharidic host cell surface structures. Lactococcal plasmid pEPS6073 encodes genes required for the biosynthesis of a cell surface-associated exopolysaccharide (EPS), designated 6073-like. Here, the impact of this EPS on Skunavirus sensitivity was assessed. Methods: Conjugal transfer of pEPS6073 into two model strains followed by phage plaque assays and adsorption assays were performed to assess its effect on phage sensitivity. Phage distal tail proteins were analyzed bioinformatically using HHpred and modeling with AlphaFold. Construction of recombinant phages carrying evolved Dits was performed by supplying a plasmid-encoded template for homologous recombination. Results: pEPS6073 confers resistance against a subset of skunaviruses via adsorption inhibition. IFF collection skunaviruses that infect strains encoding the 6073-like eps gene cluster carry insertions in their distal tail protein-encoding (dit) genes that result in longer Dit proteins (so-called evolved Dits), which encode carbohydrate-binding domains. Three skunaviruses with classical Dits (no insertion) were unable to fully infect their hosts following the conjugal introduction of pEPS6073, showing reductions in both adsorption and efficiency of plaquing. Cloning the evolved Dit into these phages enabled full infectivity on their host strains, both wild type and transconjugant carrying pEPS6073, with recombinant phages adsorbing slightly better to the EPS⁺ host than wild type. Conclusion: The 6073-like EPS potentially occludes the phage receptor for skunaviruses that encode a classical Dit protein. Skunaviruses that infect strains encoding the 6073-like EPS harbor evolved Dits, which likely help promote phage adsorption rather than just allow the phage to circumvent the putative EPS barrier. This work furthers our knowledge of phage-host interactions in Lactococcus and proposes a role for insertions in the Dit proteins of a subset of skunaviruses.

目的:乳球菌skunavirus是多种多样的，并且在工业乳制品环境中存在问题。宿主识别涉及噬菌体编码蛋白与糖宿主细胞表面结构的特异性相互作用。乳球菌质粒pEPS6073编码细胞表面相关外多糖(EPS)生物合成所需的基因，称为6073样。本研究评估了EPS对斯库纳病毒敏感性的影响。方法:将pEPS6073偶联转移至两种模型菌株，进行噬菌体斑块试验和吸附试验，观察其对噬菌体敏感性的影响。利用HHpred和AlphaFold建模对噬菌体远端尾部蛋白进行生物信息学分析。通过提供质粒编码模板进行同源重组，构建了携带进化Dits的重组噬菌体。结果:pEPS6073通过吸附抑制对一类skunavirus产生耐药性。感染编码6073样eps基因簇的IFF收集型skunavirus在其远尾蛋白编码(dit)基因中携带插入，导致编码碳水化合物结合结构域的较长dit蛋白(所谓的进化dit)。三种具有经典Dits(无插入)的skunavirus在偶联引入pEPS6073后无法完全感染宿主，显示出吸附和斑块效率的降低。将进化后的Dit克隆到这些噬菌体中，使其对宿主菌株具有完全的感染性，无论是野生型还是转偶联体携带pEPS6073，重组噬菌体对EPS+宿主的吸附能力略好于野生型。结论:6073样EPS可能阻断编码经典Dit蛋白的skunavirus噬菌体受体。感染编码6073样EPS港的毒株的skunavirus进化出Dits，这可能有助于促进噬菌体吸附，而不仅仅是让噬菌体绕过假定的EPS屏障。这项工作进一步加深了我们对乳球菌中噬菌体-宿主相互作用的了解，并提出了在skunavirus子集的Dit蛋白中插入的作用。

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