Pub Date : 2022-12-28DOI: 10.1080/1359432X.2022.2161371
Nicolas Mueller, Regina Kempen
ABSTRACT How does boundary management (BM) preference influence the effectiveness of work–nonwork policies? Drawing on BM and person–environment fit theory, we examine the effects of off-hours work-related communication restriction on policy satisfaction, organizational commitment, emotional exhaustion, and work engagement. We suggest a moderated mediation model, assuming that the interaction between communication restriction and BM preference predicts perceived BM fit, positively affecting the outcomes. We investigated this assumption using an experimental vignette study (Study 1, N = 257) and a correlational study (Study 2, N = 239). The findings of both studies show moderated indirect effects of the work–nonwork policy on policy satisfaction, organizational commitment, emotional exhaustion, and work engagement (only investigated in Study 2) via perceived BM fit and conditional on BM preference. Specifically, restricting work-related communication only benefits employees preferring low levels of integration. Contrarily, employees who prefer high levels of integration do not benefit from the policy. Due to using two studies with different methodological approaches, these findings rest on data with high internal and external validity. In particular, the experimental method in Study 1 allows for causal inferences on the effects of communication restriction, supporting the literature on BM fit and offering practical implications.
{"title":"The influence of boundary management preference on work–nonwork policy effectiveness: Is “turning off” the solution?","authors":"Nicolas Mueller, Regina Kempen","doi":"10.1080/1359432X.2022.2161371","DOIUrl":"https://doi.org/10.1080/1359432X.2022.2161371","url":null,"abstract":"ABSTRACT How does boundary management (BM) preference influence the effectiveness of work–nonwork policies? Drawing on BM and person–environment fit theory, we examine the effects of off-hours work-related communication restriction on policy satisfaction, organizational commitment, emotional exhaustion, and work engagement. We suggest a moderated mediation model, assuming that the interaction between communication restriction and BM preference predicts perceived BM fit, positively affecting the outcomes. We investigated this assumption using an experimental vignette study (Study 1, N = 257) and a correlational study (Study 2, N = 239). The findings of both studies show moderated indirect effects of the work–nonwork policy on policy satisfaction, organizational commitment, emotional exhaustion, and work engagement (only investigated in Study 2) via perceived BM fit and conditional on BM preference. Specifically, restricting work-related communication only benefits employees preferring low levels of integration. Contrarily, employees who prefer high levels of integration do not benefit from the policy. Due to using two studies with different methodological approaches, these findings rest on data with high internal and external validity. In particular, the experimental method in Study 1 allows for causal inferences on the effects of communication restriction, supporting the literature on BM fit and offering practical implications.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"402 - 417"},"PeriodicalIF":4.3,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46166554","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-27DOI: 10.1080/1359432X.2022.2161370
Yahua Cai, Chunyang Zhou, Jinsong Li, Xiuli Sun
ABSTRACT The effectiveness of empowering leadership has been the subject of contrasting views. Numerous studies have adopted an interactive approach to reconciling these inconsistencies and emphasized the role of subordinates’ competence and capabilities. We join this stream of discussions by pointing out that leader competence also plays a pivotal role in empowering subordinates. We further postulate that subordinates’ relational energy can mediate the interactive effects of empowering leadership and perceived leader competence on task performance. In Study 1, data analyses based on a sample of 397 team members and 112 team leaders reveal that relational energy mediates the interaction effect of empowering leadership and perceived leader competence on subordinates’ task performance. In Study 2, data analyses based on 193 leader – follower dyads reveal that the indirect effect of relational energy is still significant after controlling for several alternative mediators commonly used in empowering leadership research (e.g., LMX, intrinsic motivation, and psychological empowerment).
{"title":"Leaders’ competence matters in empowerment: implications on subordinates’ relational energy and task performance","authors":"Yahua Cai, Chunyang Zhou, Jinsong Li, Xiuli Sun","doi":"10.1080/1359432X.2022.2161370","DOIUrl":"https://doi.org/10.1080/1359432X.2022.2161370","url":null,"abstract":"ABSTRACT The effectiveness of empowering leadership has been the subject of contrasting views. Numerous studies have adopted an interactive approach to reconciling these inconsistencies and emphasized the role of subordinates’ competence and capabilities. We join this stream of discussions by pointing out that leader competence also plays a pivotal role in empowering subordinates. We further postulate that subordinates’ relational energy can mediate the interactive effects of empowering leadership and perceived leader competence on task performance. In Study 1, data analyses based on a sample of 397 team members and 112 team leaders reveal that relational energy mediates the interaction effect of empowering leadership and perceived leader competence on subordinates’ task performance. In Study 2, data analyses based on 193 leader – follower dyads reveal that the indirect effect of relational energy is still significant after controlling for several alternative mediators commonly used in empowering leadership research (e.g., LMX, intrinsic motivation, and psychological empowerment).","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"389 - 401"},"PeriodicalIF":4.3,"publicationDate":"2022-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46918899","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-23DOI: 10.1080/1359432X.2022.2161368
Benjamin Bader, Michael M. Gielnik, Ronald Bledow
ABSTRACT How do episodes of transformational leadership transform followers? To address this question, we build on theories of affective events and affect regulation and develop a research model that explicates a mechanism of the transformation process implicit in transformational leadership theory. Specifically, the model explains how experiencing episodes of transformational leadership transforms (i.e., changes) followers’ positive affect and eventually their work engagement by fulfilling followers’ basic psychological needs. We tested our model in two independent longitudinal samples using daily and weekly measurement designs with 214 (N = 75) and 147 (N = 54) lagged observations, respectively. In support of our model, experiencing episodes of transformational leadership was associated with basic need fulfilment and led to a change in positive affect, which predicted changes in work engagement. Our findings suggest that a focus on affective dynamics can advance theories of leadership.
{"title":"How transformational leadership transforms followers’ affect and work engagement","authors":"Benjamin Bader, Michael M. Gielnik, Ronald Bledow","doi":"10.1080/1359432X.2022.2161368","DOIUrl":"https://doi.org/10.1080/1359432X.2022.2161368","url":null,"abstract":"ABSTRACT How do episodes of transformational leadership transform followers? To address this question, we build on theories of affective events and affect regulation and develop a research model that explicates a mechanism of the transformation process implicit in transformational leadership theory. Specifically, the model explains how experiencing episodes of transformational leadership transforms (i.e., changes) followers’ positive affect and eventually their work engagement by fulfilling followers’ basic psychological needs. We tested our model in two independent longitudinal samples using daily and weekly measurement designs with 214 (N = 75) and 147 (N = 54) lagged observations, respectively. In support of our model, experiencing episodes of transformational leadership was associated with basic need fulfilment and led to a change in positive affect, which predicted changes in work engagement. Our findings suggest that a focus on affective dynamics can advance theories of leadership.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"360 - 372"},"PeriodicalIF":4.3,"publicationDate":"2022-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43393980","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-13DOI: 10.1080/1359432X.2022.2156862
Nicolas Roulin, O. Wong, Markus Langer, J. Bourdage
ABSTRACT The present study examined how variations in the design of asynchronous video interviews (AVIs) impact important interviewee attitudes, behaviours, and outcomes, including perceived fairness, anxiety, impression management, and interview performance. Using a 2 × 2 experimental design, we investigated the impact of two common and important design elements on these outcomes: (a) preparation time (unlimited versus limited) and (b) the ability to re-record responses. Using a sample of 175 participants completing a mock AVI, we found that whereas providing such options (i.e., unlimited preparation time and/or re-recording) did not impact outcomes directly, the extent to which participants actually used these options did affect outcomes. For instance, those who used more re-recording attempts performed better in the interview and engaged in less deceptive impression management. Moreover, those who used more preparation time performed better in the interview while engaging in slightly less honest impression management. These findings point to the importance of investigating the effects of AVI design on applicant experiences and outcomes. Specifically, AVI design elements produce opportunities for applicants not typically present in synchronous interviews, and can alter interview processes in crucial ways. Finally, not all applicants use these opportunities equally, and this has implications for understanding interview behaviour and outcomes.
{"title":"Is more always better? How preparation time and re-recording opportunities impact fairness, anxiety, impression management, and performance in asynchronous video interviews","authors":"Nicolas Roulin, O. Wong, Markus Langer, J. Bourdage","doi":"10.1080/1359432X.2022.2156862","DOIUrl":"https://doi.org/10.1080/1359432X.2022.2156862","url":null,"abstract":"ABSTRACT The present study examined how variations in the design of asynchronous video interviews (AVIs) impact important interviewee attitudes, behaviours, and outcomes, including perceived fairness, anxiety, impression management, and interview performance. Using a 2 × 2 experimental design, we investigated the impact of two common and important design elements on these outcomes: (a) preparation time (unlimited versus limited) and (b) the ability to re-record responses. Using a sample of 175 participants completing a mock AVI, we found that whereas providing such options (i.e., unlimited preparation time and/or re-recording) did not impact outcomes directly, the extent to which participants actually used these options did affect outcomes. For instance, those who used more re-recording attempts performed better in the interview and engaged in less deceptive impression management. Moreover, those who used more preparation time performed better in the interview while engaging in slightly less honest impression management. These findings point to the importance of investigating the effects of AVI design on applicant experiences and outcomes. Specifically, AVI design elements produce opportunities for applicants not typically present in synchronous interviews, and can alter interview processes in crucial ways. Finally, not all applicants use these opportunities equally, and this has implications for understanding interview behaviour and outcomes.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"333 - 345"},"PeriodicalIF":4.3,"publicationDate":"2022-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44834563","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-06DOI: 10.1080/1359432X.2022.2151900
Rebekka Steiner, Franciska Krings, T. Allen
ABSTRACT Conversations about work-family conflict are commonplace. However, most of the conversation is based on how individuals can best manage work and family demands. Little is known about how others perceive and react towards individuals who go through this experience. Building on theories of social evaluation and stereotype maintenance, we hypothesized that due to gender stereotypes, which prescribe the ideal woman as highly invested in family and the ideal man as highly invested in work, women who experience work interference with family (WIF) and men who experience family interference with work (FIW) would elicit negative reactions. Results of three experimental studies (N Study1 = 569; N Study2 = 299; N Study3 = 275) and a field study (N = 219) provided only limited evidence for this assumption. However, they consistently showed across all four studies that both men and women who experience FIW were systematically judged and treated less favourably compared to employees with WIF, by observers and their supervisors, on several work-related dimensions (agency, dominance, respect, promotability, work performance, reward allocations). However, they were judged to be the better parents. We discuss the implications of our findings for work-family conflict research.
{"title":"Not up to the task: perceptions of women and men with work-family conflicts","authors":"Rebekka Steiner, Franciska Krings, T. Allen","doi":"10.1080/1359432X.2022.2151900","DOIUrl":"https://doi.org/10.1080/1359432X.2022.2151900","url":null,"abstract":"ABSTRACT Conversations about work-family conflict are commonplace. However, most of the conversation is based on how individuals can best manage work and family demands. Little is known about how others perceive and react towards individuals who go through this experience. Building on theories of social evaluation and stereotype maintenance, we hypothesized that due to gender stereotypes, which prescribe the ideal woman as highly invested in family and the ideal man as highly invested in work, women who experience work interference with family (WIF) and men who experience family interference with work (FIW) would elicit negative reactions. Results of three experimental studies (N Study1 = 569; N Study2 = 299; N Study3 = 275) and a field study (N = 219) provided only limited evidence for this assumption. However, they consistently showed across all four studies that both men and women who experience FIW were systematically judged and treated less favourably compared to employees with WIF, by observers and their supervisors, on several work-related dimensions (agency, dominance, respect, promotability, work performance, reward allocations). However, they were judged to be the better parents. We discuss the implications of our findings for work-family conflict research.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"317 - 332"},"PeriodicalIF":4.3,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47843371","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-05DOI: 10.1080/1359432X.2022.2150170
Yuyang Zhou, Chen Wang, Hock-Peng Sin
ABSTRACT Leaders occupy the most critical roles in organizations. A growing body of research on mindfulness in the field of leadership suggests that mindfulness is a highly beneficial factor for various leader and organizational outcomes. The purpose of this study is to quantitatively review the research related to leader mindfulness from the perspectives of both self-report mindfulness levels and mindfulness interventions. Meta-analytic results from 54 independent samples and 9,414 leaders suggest that leader mindfulness significantly relates to leaders’ well-being (e.g., stress), relationships (e.g., relationship qualities, leadership styles), and job performance, as well as followers’ well-being and job performance. Moreover, we found strong support for the effectiveness of mindfulness interventions in improving leader well-being. We also found a significant difference between leader mindfulness levels before and after the intervention. The difference of post-test scores between the intervention and control groups was not statistically significant, though the effect was in the predicted direction. Through this quantitative review, we synthesize findings on leader mindfulness and mindfulness interventions for leaders, identify research gaps in the literature, and lay a solid foundation for advancing research on leader mindfulness.
{"title":"Being “there and aware”: a meta-analysis of the literature on leader mindfulness","authors":"Yuyang Zhou, Chen Wang, Hock-Peng Sin","doi":"10.1080/1359432X.2022.2150170","DOIUrl":"https://doi.org/10.1080/1359432X.2022.2150170","url":null,"abstract":"ABSTRACT Leaders occupy the most critical roles in organizations. A growing body of research on mindfulness in the field of leadership suggests that mindfulness is a highly beneficial factor for various leader and organizational outcomes. The purpose of this study is to quantitatively review the research related to leader mindfulness from the perspectives of both self-report mindfulness levels and mindfulness interventions. Meta-analytic results from 54 independent samples and 9,414 leaders suggest that leader mindfulness significantly relates to leaders’ well-being (e.g., stress), relationships (e.g., relationship qualities, leadership styles), and job performance, as well as followers’ well-being and job performance. Moreover, we found strong support for the effectiveness of mindfulness interventions in improving leader well-being. We also found a significant difference between leader mindfulness levels before and after the intervention. The difference of post-test scores between the intervention and control groups was not statistically significant, though the effect was in the predicted direction. Through this quantitative review, we synthesize findings on leader mindfulness and mindfulness interventions for leaders, identify research gaps in the literature, and lay a solid foundation for advancing research on leader mindfulness.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"299 - 316"},"PeriodicalIF":4.3,"publicationDate":"2022-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42274122","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-29eCollection Date: 2023-12-01DOI: 10.1159/000526855
Catarina Neto do Nascimento, Carolina Palmela, António Sampaio Soares, Maria Lobo Antunes, Catarina Andrade Fidalgo, Luísa Glória
Introduction: Groove pancreatitis (GP) is a type of chronic segmental pancreatitis that affects the pancreatoduodenal groove area, and it is often misdiagnosed. Outflow obstruction of the minor papilla associated with alcohol consumption seems to be the main pathophysiological mechanism, and it affects mainly middle-aged males. Symptoms include nausea and postprandial vomiting from gastric outlet obstruction, weight loss, and abdominal pain. Despite modern advances, such as radiological and endoscopic methods, distinction between GP and pancreatic cancer remains a challenge, and histological examination is sometimes necessary. When a diagnosis can be obtained without a surgical specimen, management can be conservative in the absence of acute or chronic complications.
Case presentation: The authors present 2 clinical cases which portray the diagnostic workup and management decisions of this entity.
Discussion/conclusion: GP is a clinical entity, offering diagnostic and therapeutic challenges. Imaging exams are crucial in the diagnosis and follow-up, but surgery may be necessary in a significant number of cases due to the incapacity to rule out malignancy.
简介沟状胰腺炎（GP）是一种影响胰十二指肠沟区域的慢性节段性胰腺炎，经常被误诊。与饮酒有关的小乳头流出阻塞似乎是主要的病理生理机制，主要影响中年男性。症状包括胃出口梗阻引起的恶心和餐后呕吐、体重减轻和腹痛。尽管放射学和内窥镜方法等现代技术不断进步，但区分 GP 和胰腺癌仍是一项挑战，有时需要进行组织学检查。如果无需手术标本即可确诊，在没有急性或慢性并发症的情况下，可以采取保守治疗：讨论/结论：作者介绍了两个临床病例，描绘了这一实体的诊断工作和管理决策：GP是一种临床实体，给诊断和治疗带来挑战。影像学检查对诊断和随访至关重要，但由于无法排除恶性肿瘤的可能性，很多病例可能需要手术治疗。
{"title":"Groove Pancreatitis: Clinical Cases and Review of the Literature.","authors":"Catarina Neto do Nascimento, Carolina Palmela, António Sampaio Soares, Maria Lobo Antunes, Catarina Andrade Fidalgo, Luísa Glória","doi":"10.1159/000526855","DOIUrl":"10.1159/000526855","url":null,"abstract":"<p><strong>Introduction: </strong>Groove pancreatitis (GP) is a type of chronic segmental pancreatitis that affects the pancreatoduodenal groove area, and it is often misdiagnosed. Outflow obstruction of the minor papilla associated with alcohol consumption seems to be the main pathophysiological mechanism, and it affects mainly middle-aged males. Symptoms include nausea and postprandial vomiting from gastric outlet obstruction, weight loss, and abdominal pain. Despite modern advances, such as radiological and endoscopic methods, distinction between GP and pancreatic cancer remains a challenge, and histological examination is sometimes necessary. When a diagnosis can be obtained without a surgical specimen, management can be conservative in the absence of acute or chronic complications.</p><p><strong>Case presentation: </strong>The authors present 2 clinical cases which portray the diagnostic workup and management decisions of this entity.</p><p><strong>Discussion/conclusion: </strong>GP is a clinical entity, offering diagnostic and therapeutic challenges. Imaging exams are crucial in the diagnosis and follow-up, but surgery may be necessary in a significant number of cases due to the incapacity to rule out malignancy.</p>","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"10 1","pages":"437-443"},"PeriodicalIF":0.9,"publicationDate":"2022-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10928862/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81814167","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-23DOI: 10.1080/1359432X.2022.2149396
E. Oliveira
ABSTRACT While extensive research has been carried out on thriving at work enablers, scarce attention has been devoted to the factors that may obstruct thriving. This daily diary study builds on the age-based metastereotype activation model to fill this research gap. According to this model, employees may challenge negative age-based metastereotypes (NABM) or feel threatened by them. Thus, this study examines the role of age-based stereotype threat (ABST) in the thriving experience – a combined sense of learning and vitality – and analyzes whether perceived age similarity moderates the threat reaction to NABM. Data were collected over the course of five consecutive workdays from 82 white-collar employees, most of whom were working in the services sector. The findings indicate that NABM have next-day consequences. Specifically, NABM directly obstruct next-day vitality levels and indirectly overall employee thriving and learning through ABST, highlighting thriving dimensions’ distinctiveness. Additionally, moderation analyses showed a “safety‑in‑numbers-effect” of perceived age similarity. As existing accounts fail to specify the time cycle of NABM consequences in the workplace, this study contributes to the ageism literature by advancing next-day effects of NABM on thriving.
{"title":"The temporal dynamics of age metastereotyping and thriving at work","authors":"E. Oliveira","doi":"10.1080/1359432X.2022.2149396","DOIUrl":"https://doi.org/10.1080/1359432X.2022.2149396","url":null,"abstract":"ABSTRACT While extensive research has been carried out on thriving at work enablers, scarce attention has been devoted to the factors that may obstruct thriving. This daily diary study builds on the age-based metastereotype activation model to fill this research gap. According to this model, employees may challenge negative age-based metastereotypes (NABM) or feel threatened by them. Thus, this study examines the role of age-based stereotype threat (ABST) in the thriving experience – a combined sense of learning and vitality – and analyzes whether perceived age similarity moderates the threat reaction to NABM. Data were collected over the course of five consecutive workdays from 82 white-collar employees, most of whom were working in the services sector. The findings indicate that NABM have next-day consequences. Specifically, NABM directly obstruct next-day vitality levels and indirectly overall employee thriving and learning through ABST, highlighting thriving dimensions’ distinctiveness. Additionally, moderation analyses showed a “safety‑in‑numbers-effect” of perceived age similarity. As existing accounts fail to specify the time cycle of NABM consequences in the workplace, this study contributes to the ageism literature by advancing next-day effects of NABM on thriving.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"285 - 297"},"PeriodicalIF":4.3,"publicationDate":"2022-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43707915","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-21DOI: 10.1080/1359432X.2022.2149395
Meng Qi, Zixi Shu, Meng Song
ABSTRACT Our study provides new theoretical insights into the integration of social identity and social exchange theory through an examination of the effects of leader-member subgroup similarity, perceived leader-member exchange, faultlines and social identity leadership. Empirical support was found from 430 team members nested within 73 teams across four organizations for the mediating effect of perceived leader-member exchange on the relationship between leader-member subgroup similarity and perceived team identification, within the relationship between leader-member subgroup similarity and perceived leader-member exchange being moderated by faultlines. In addition, the relationship between perceived leader-member exchange and perceived team identification is enhanced by higher levels of social identity leadership. Overall, the findings contribute to our understanding of the relationship between different identity orientations and perceived leader-member exchange. This understanding has implications for the effective management of leader–member relationships.
{"title":"Leader-member subgroup similarity and team identification: effects of faultlines, social identity leadership and leader-member exchange","authors":"Meng Qi, Zixi Shu, Meng Song","doi":"10.1080/1359432X.2022.2149395","DOIUrl":"https://doi.org/10.1080/1359432X.2022.2149395","url":null,"abstract":"ABSTRACT Our study provides new theoretical insights into the integration of social identity and social exchange theory through an examination of the effects of leader-member subgroup similarity, perceived leader-member exchange, faultlines and social identity leadership. Empirical support was found from 430 team members nested within 73 teams across four organizations for the mediating effect of perceived leader-member exchange on the relationship between leader-member subgroup similarity and perceived team identification, within the relationship between leader-member subgroup similarity and perceived leader-member exchange being moderated by faultlines. In addition, the relationship between perceived leader-member exchange and perceived team identification is enhanced by higher levels of social identity leadership. Overall, the findings contribute to our understanding of the relationship between different identity orientations and perceived leader-member exchange. This understanding has implications for the effective management of leader–member relationships.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"272 - 284"},"PeriodicalIF":4.3,"publicationDate":"2022-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48090606","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-11DOI: 10.1080/1359432X.2022.2144240
Don C. Zhang, E. Kausel
ABSTRACT Interviewers are often confident in the validity of their interview questions. What drives this confidence and is it justified? In three studies, we found that question creators judged their own interview questions as more valid than when the same questions are judged by an evaluator. We also found that effort expenditure inflated the perceived validity of interview questions but not question quality. Question creators’ perceptions of validity were primarily driven by their self-confidence, and not the question quality. As an intervention, we nudged participants into holding more favourable attitudes towards better questions (i.e., structured questions) by allowing them to choose a subset of them from a pre-written list. Together, we found that while effort expenditure was responsible for the illusion of validity when evaluating unstructured (i.e., low-quality) questions, the same mechanism could also be used to improve interviewers’ acceptance of structured questions. Implications for structured interviews and the scientist-practitioner gap are discussed.
{"title":"The illusion of validity: how effort inflates the perceived validity of interview questions","authors":"Don C. Zhang, E. Kausel","doi":"10.1080/1359432X.2022.2144240","DOIUrl":"https://doi.org/10.1080/1359432X.2022.2144240","url":null,"abstract":"ABSTRACT Interviewers are often confident in the validity of their interview questions. What drives this confidence and is it justified? In three studies, we found that question creators judged their own interview questions as more valid than when the same questions are judged by an evaluator. We also found that effort expenditure inflated the perceived validity of interview questions but not question quality. Question creators’ perceptions of validity were primarily driven by their self-confidence, and not the question quality. As an intervention, we nudged participants into holding more favourable attitudes towards better questions (i.e., structured questions) by allowing them to choose a subset of them from a pre-written list. Together, we found that while effort expenditure was responsible for the illusion of validity when evaluating unstructured (i.e., low-quality) questions, the same mechanism could also be used to improve interviewers’ acceptance of structured questions. Implications for structured interviews and the scientist-practitioner gap are discussed.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"256 - 271"},"PeriodicalIF":4.3,"publicationDate":"2022-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48017782","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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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