Journal of Social Psychology最新文献

The current study aims to examine how toxic management styles can lead to both psychological and physical withdrawal of employees in the healthcare sector. The quantitative approach was used in this research. Preliminary data was collected through online questionnaires from 413 employees working in private and public hospitals and health centers in France. Structural equation modeling was used to test the research hypotheses in the SmartPLS program. The research results indicate a direct positive effect of two styles of toxic leadership (unpredictability and authoritarian leadership) on physical withdrawal behaviors. The results also showed that self-promotion and unpredictability positively affect psychological withdrawal behaviors in hospitals and health centers. The results of the research can be useful for managing health centers to remove the behaviors of toxic leaders from the work environment and protect and support staff so that they can continue carrying out their duties.

Ethnic proportions of neighborhoods are a "macro" measure of intergroup contact and can buffer or expose people of color to discrimination. Simultaneously, perceived discrimination can sensitize students of color to social identity threat in environments in which they are numerically underrepresented and negatively stereotyped. In the current research, we integrate these two lines of research to examine whether neighborhood ethnic composition - the percentage of Latinx residents in one's home community - predicts social identity threat for Latinx students attending college at a predominately White institution (PWI). In two studies, Latinx college students attending a PWI provided their 5-digit zip code and completed measures assessing their perceived discrimination and social identity threat. Across both studies, neighborhood ethnic composition (greater percentage of Latinx residents) was associated with greater social identity threat and this association was mediated by greater perceived discrimination. These studies advance research on neighborhood ethnic composition and social identity threat.

In this investigation, we tested hypotheses concerning how external validity, in relation to leadership and teamwork, was affected as participants moved from organizational to academic settings. Participants consisted of working business students (N = 159) from two countries, Peru and the United States, who adopted leader/teammate roles across settings. Results indicated that (a) transactional leadership and teamwork behavior demonstrated in organizational contexts were predictive of similar behavior in academic contexts, (b) the cultural setting of the study moderates the carry over effect of teamwork and leadership behavior from organizations to laboratories, and (c) for several leadership and teamwork behaviors, role identity and self-awareness incrementally added to the prediction of similar behaviors in academic contexts. We discuss the implications of our findings for enhancing the external validity of laboratory studies in applied psychology and for instruction of teamwork and leadership in academe.

Research on coping with workplace ostracism has mainly focused on victims' behaviors. This study provides additional insights by focusing on victims' cognitive processes and emotion regulation to determine how workplace ostracism leads them to reflect and act on their emotions. Drawing on emotion regulation theory and ego depletion theory, we proposed a moderated mediation model to examine the mediating role of reflective learning in the relationships between workplace ostracism and emotional labor and the moderating effect of anger on the process. We conducted an experimental vignette study with 199 working adults in China. When the participants reported low levels of anger in response to workplace ostracism, they engaged in more surface acting and deep acting through reflective learning. However, when the participants reported high levels of anger, they did not use reflective learning effectively. We discuss the implications of these results for both research and practice.

Grounded in self-regulation theory, this research assesses the relationship between employees' experiences of workplace ostracism and organizational deviance, further exploring the mediating function of procrastination and the buffering role of psychological flexibility. Results based on longitudinal (three-wave) data collected from employees in North American organizations illustrate that workplace ostracism elicits organizational deviance because employees suffer from impaired self-regulation, shown through procrastination. Accordingly, this study identifies procrastination as a way by which workplace ostracism facilitates organizational deviance but highlights that the association between procrastination and deviant behavior is mitigated when employees can actively engage in psychological flexibility. Examining the interplay between these variables may present an opportunity to potentially understand how to curb adverse workplace outcomes by encouraging employees to adapt their behaviors in the pursuit of organizational goals, despite the distracting thoughts and emotions associated with the experience of workplace ostracism.

Selectively integrating new information contributes to belief polarization and compromises public discourse. To better understand factors that underlie biased belief updating, I conducted three pre-registered studies covering different controversial political issues. The main hypothesis was that cognitively devaluing new information hinders belief updating. Support for this hypothesis was found in only one of the three issues. The only factor that consistently influenced belief updating across issues was the discrepancy between prior beliefs and new information. These results suggest that usually people do use evidence to correct their beliefs, but may refuse to do so if doubts about its generalizability arise.

Economic inequality has consequences at the social-psychological level, such as in the way people make inferences about their environment and other people. In the present two preregistered studies, we used a paradigm of an organizational setting to manipulate economic inequality and measured ascriptions of agentic versus communal traits to employees and the self. In Study 1 (N = 187), participants attributed more agency than communion to a middle-status employee, and more communion than agency when economic equality was salient. In Study 2 (N = 198) this finding was replicated. Further, this inequality-agency association was explained by perceptions of competitive employee relationships. Results, moreover, suggested that participants mainly attributed more communion than agency to themselves in the equality condition. We conclude that agency and communion ascriptions may be functional and thus inform about the expectations people have on the nature of social relationships in the face of economic inequality.

Time management is a beneficial tool for both individuals and their organizations. In this study, we conduct a meta-analytic review of the consequences of employee time management behaviors. Our results suggest that time management is associated with a variety of beneficial employee outcomes such as increased job satisfaction, job performance, and lower levels of stress and burnout. In addition, we found that the relationship between time management and employee outcomes is partially mediated by work-family conflict. Finally, relative weight analyses results indicated that perceived control over time exhibits incremental validity in predicting job satisfaction, job performance, and stress vis a vis conscientiousness. Directions for future research and practical implications of these findings are discussed.

Over the last four decades, employees' adherence to Islamic rules, even if they do not follow Islam, became necessary in Iran's organizational environment. As a result, Iranian employees, especially women, are required to conform to religious norms and regulations at work, despite their non-Islamic identity. In this study, we extend identity theory and social identity theories to examine the Islamic-based identity threat experienced by Iranian women and its effect on women's authenticity at work, turnover intentions, and job satisfaction. We also predict that accepting external influence, as an individual trait, will moderate the effect of Islamic-based identity threat on authenticity at work. Surveying 177 Iranian women, we examine a moderated mediation model. Our findings show that women's perceptions of Islamic-based identity threat driven by their organizations' religious rules, policies, and norms prevent them from expressing their authentic core values, resulting in increased turnover intentions and decreased job satisfaction.

Generalized reciprocity and negative reciprocity have been demonstrated to influence employees' psychological states and outcomes differently. Drawing upon social exchange theory and emotion regulation theory, we develop a model that specifies whether and how generalized reciprocity and negative reciprocity influence employees' task performance. A cross-sectional survey study (N = 584) reveals that generalized reciprocity is positively related to task performance, whereas negative reciprocity is adversely related to task performance, and both of these relationships are mediated by social exchange. Interestingly, the findings also indicate that emotional labor moderates the associations between generalized reciprocity and social exchange and between negative reciprocity and social exchange. Specifically, individuals with high deep acting or low surface acting can experience higher social exchange after perceiving generalized reciprocity, whereas individuals with high surface acting or low deep acting can experience lower social exchange after perceiving negative reciprocity. These results provide significant implications for academic research and managerial practice.