Pub Date : 2023-09-04DOI: 10.1080/1359432x.2023.2250079
Miriam Höddinghaus, Christoph Nohe, Guido Hertel
{"title":"Leadership in virtual work settings: what we know, what we do not know, and what we need to do","authors":"Miriam Höddinghaus, Christoph Nohe, Guido Hertel","doi":"10.1080/1359432x.2023.2250079","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2250079","url":null,"abstract":"","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":" ","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45489186","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 : 2023-08-30DOI: 10.1080/1359432x.2023.2250087
Axel Rosenbruch, Christoph Nohe, Inga Schwarz, Guido Hertel
{"title":"Leader trusting behaviours: a mixed-method approach on follower’s perceptions and reactions","authors":"Axel Rosenbruch, Christoph Nohe, Inga Schwarz, Guido Hertel","doi":"10.1080/1359432x.2023.2250087","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2250087","url":null,"abstract":"","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":" ","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48652012","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 : 2023-08-30DOI: 10.1080/1359432x.2023.2250088
István Tóth‐Király, A. Morin, C. Vandenberghe, Marie Louise Radanielina Hita
{"title":"Nature, stability and determinants of multi-target commitment profiles: a longitudinal person-centered approach","authors":"István Tóth‐Király, A. Morin, C. Vandenberghe, Marie Louise Radanielina Hita","doi":"10.1080/1359432x.2023.2250088","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2250088","url":null,"abstract":"","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":" ","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48398321","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 : 2023-08-29DOI: 10.1080/1359432x.2023.2252130
B. Schyns, I. Gauglitz, S. Gilmore, Karolina W. Nieberle
{"title":"Vulnerable narcissistic leadership meets Covid-19: the relationship between vulnerable narcissistic leader behaviour and subsequent follower irritation","authors":"B. Schyns, I. Gauglitz, S. Gilmore, Karolina W. Nieberle","doi":"10.1080/1359432x.2023.2252130","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2252130","url":null,"abstract":"","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":" ","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49199342","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 : 2023-08-28DOI: 10.1080/1359432x.2023.2252131
R. Ullah, Yasir Mansoor Kundi
{"title":"Interpersonal conflict and innovative job performance: examining cross-lagged relationships and the moderating roles of goal orientations","authors":"R. Ullah, Yasir Mansoor Kundi","doi":"10.1080/1359432x.2023.2252131","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2252131","url":null,"abstract":"","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":" ","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45005644","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 : 2023-08-28DOI: 10.1080/1359432x.2023.2250148
Zhiyu Feng, Krishna Savani
{"title":"When do employees help abused coworkers? It depends on their own experience with abusive supervision","authors":"Zhiyu Feng, Krishna Savani","doi":"10.1080/1359432x.2023.2250148","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2250148","url":null,"abstract":"","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":" ","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49075647","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 : 2023-08-25DOI: 10.1080/1359432X.2023.2250083
Jing Chen, Luo Lu, C. Cooper
ABSTRACT Based on conservation of resources (COR) theory, we tested a moderated mediation model of presenteeism. We hypothesized that heavy workload would precipitate sickness presenteeism, which would lead to elevated exhaustion and hampered job performance (mediation). We further hypothesized that proactive personality and work reward would mitigate the positive “presenteeism-exhaustion” and the negative “presenteeism-performance” relationships (moderation on the second-stage of the mediation). We conducted a two-wave panel study (with one year interval), collecting data from 218 employees working in diverse industries in Taiwan. We found significant moderating effects of proactive personality and work reward on the indirect effect of workload on job performance via presenteeism over the span of one year. Contrary to our hypotheses, workload related positively and indirectly (via presenteeism) to job performance, but only for those high in proactive personality and work reward. Although the moderating effects of proactive personality and work reward on the “workload-presenteeism-exhaustion” link were insignificant, results did support the buffering role of proactive personality on the positive relationship between presenteeism and exhaustion. Namely, this relationship was found to be positive only for employees with lower levels of proactive personality, whilst the relationship was not significant for employees higher in proactive personality. These results tentatively suggest that resources have different functions for the outcomes of presenteeism. The possibility to integrate the buffering role of resources against the deleterious effects of presenteeism with the enabling role of resources to support functional presenteeism is not only of theoretical interest, but also of important practical implications for better managing the presenteeism behaviour.
{"title":"Protecting well-being and performance after sickness presenteeism under demanding conditions: the dual effects of proactive personality and work reward as resources","authors":"Jing Chen, Luo Lu, C. Cooper","doi":"10.1080/1359432X.2023.2250083","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2250083","url":null,"abstract":"ABSTRACT Based on conservation of resources (COR) theory, we tested a moderated mediation model of presenteeism. We hypothesized that heavy workload would precipitate sickness presenteeism, which would lead to elevated exhaustion and hampered job performance (mediation). We further hypothesized that proactive personality and work reward would mitigate the positive “presenteeism-exhaustion” and the negative “presenteeism-performance” relationships (moderation on the second-stage of the mediation). We conducted a two-wave panel study (with one year interval), collecting data from 218 employees working in diverse industries in Taiwan. We found significant moderating effects of proactive personality and work reward on the indirect effect of workload on job performance via presenteeism over the span of one year. Contrary to our hypotheses, workload related positively and indirectly (via presenteeism) to job performance, but only for those high in proactive personality and work reward. Although the moderating effects of proactive personality and work reward on the “workload-presenteeism-exhaustion” link were insignificant, results did support the buffering role of proactive personality on the positive relationship between presenteeism and exhaustion. Namely, this relationship was found to be positive only for employees with lower levels of proactive personality, whilst the relationship was not significant for employees higher in proactive personality. These results tentatively suggest that resources have different functions for the outcomes of presenteeism. The possibility to integrate the buffering role of resources against the deleterious effects of presenteeism with the enabling role of resources to support functional presenteeism is not only of theoretical interest, but also of important practical implications for better managing the presenteeism behaviour.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"702 - 719"},"PeriodicalIF":4.3,"publicationDate":"2023-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46572227","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 : 2023-08-24DOI: 10.1080/1359432X.2023.2250085
Kimberley Breevaart, J. Pletzer
ABSTRACT Based on person-supervisor complementary fit and job demands-resources theory, we examined if discrepancies between leaders’ and followers’ HEXACO personality traits are associated with followers’ work engagement. We expected that when leaders score lower on emotionality compared to their followers, they are an important source of support, leading to increases in follower engagement. Additionally, we argue that discrepancies in follower and leader openness to experience – irrespectively of the direction of this difference – constitute a hindrance to followers, resulting in decreased work engagement. Results from 130 matched follower-leader dyads using polynomial regression analyses supported our hypotheses. We additionally found that followers are more engaged in their work when their leader scores higher on emotionality than they do. These findings highlight the crucial role that the interaction of leaders’ and followers’ personality traits plays for followers’ work engagement, which should be an important consideration for organizations when matching leader-follower dyads.
{"title":"Follower-leader HEXACO personality fit and follower work engagement","authors":"Kimberley Breevaart, J. Pletzer","doi":"10.1080/1359432X.2023.2250085","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2250085","url":null,"abstract":"ABSTRACT Based on person-supervisor complementary fit and job demands-resources theory, we examined if discrepancies between leaders’ and followers’ HEXACO personality traits are associated with followers’ work engagement. We expected that when leaders score lower on emotionality compared to their followers, they are an important source of support, leading to increases in follower engagement. Additionally, we argue that discrepancies in follower and leader openness to experience – irrespectively of the direction of this difference – constitute a hindrance to followers, resulting in decreased work engagement. Results from 130 matched follower-leader dyads using polynomial regression analyses supported our hypotheses. We additionally found that followers are more engaged in their work when their leader scores higher on emotionality than they do. These findings highlight the crucial role that the interaction of leaders’ and followers’ personality traits plays for followers’ work engagement, which should be an important consideration for organizations when matching leader-follower dyads.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"720 - 730"},"PeriodicalIF":4.3,"publicationDate":"2023-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45499556","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 : 2023-08-24DOI: 10.1080/1359432x.2023.2250089
Alessandro Lo Presti, Assunta De Rosa
{"title":"Employable, successful and healthy, or vice versa? A three-wave cross-lagged analysis","authors":"Alessandro Lo Presti, Assunta De Rosa","doi":"10.1080/1359432x.2023.2250089","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2250089","url":null,"abstract":"","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":" ","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45848370","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 : 2023-08-24DOI: 10.1080/1359432x.2023.2250094
Jasmina Tomas, Hyun Jung Lee, E. Bettac, Melissa R. Jenkins, H. De Witte, T. Probst, Darja Maslić Seršić
{"title":"Benefiting the organization while helping yourself: a three-wave study of reciprocal effects between job crafting and innovative work behaviour","authors":"Jasmina Tomas, Hyun Jung Lee, E. Bettac, Melissa R. Jenkins, H. De Witte, T. Probst, Darja Maslić Seršić","doi":"10.1080/1359432x.2023.2250094","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2250094","url":null,"abstract":"","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"1 1","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41422714","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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