Pub Date : 2023-08-23DOI: 10.1080/1359432x.2023.2250081
Diana Rus, B. Wisse, Nicole de Jong, J.A.M. Heesink
{"title":"Exploration career role enactment and employability evaluations: the moderating roles of leader opening and closing behaviours","authors":"Diana Rus, B. Wisse, Nicole de Jong, J.A.M. Heesink","doi":"10.1080/1359432x.2023.2250081","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2250081","url":null,"abstract":"","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":" ","pages":""},"PeriodicalIF":4.3,"publicationDate":"2023-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43950134","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 : 2023-08-21DOI: 10.1080/1359432X.2023.2250086
A. Løkke, Sarah M. L. Krøtel
ABSTRACT Working despite being ill is a challenging behaviour in the childcare sector. Whereas previous research on presenteeism often ignores whether a subject is a leader or an employee, we examine herein how organizational position affects presenteeism and the reasons for presenteeism among childcare workers. By analysing data from a two wave panel of 827 employees and leaders from the occupational group of childcare workers, we find that presenteeism is higher among employees than among leaders, however, not when we control for absenteeism. Employees and leaders have different reasons for going to work despite being ill. For instance, leaders have a higher probability of going to work ill because they want to avoid creating a backlog of work tasks. In contrast, employees have a higher probability of presenteeism out of consideration for colleagues. Overall, the findings provide insights into how presenteeism is affected by different organizational positions in the childcare sector.
{"title":"Why childcare workers work when ill: organizational position matter","authors":"A. Løkke, Sarah M. L. Krøtel","doi":"10.1080/1359432X.2023.2250086","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2250086","url":null,"abstract":"ABSTRACT Working despite being ill is a challenging behaviour in the childcare sector. Whereas previous research on presenteeism often ignores whether a subject is a leader or an employee, we examine herein how organizational position affects presenteeism and the reasons for presenteeism among childcare workers. By analysing data from a two wave panel of 827 employees and leaders from the occupational group of childcare workers, we find that presenteeism is higher among employees than among leaders, however, not when we control for absenteeism. Employees and leaders have different reasons for going to work despite being ill. For instance, leaders have a higher probability of going to work ill because they want to avoid creating a backlog of work tasks. In contrast, employees have a higher probability of presenteeism out of consideration for colleagues. Overall, the findings provide insights into how presenteeism is affected by different organizational positions in the childcare sector.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"731 - 745"},"PeriodicalIF":4.3,"publicationDate":"2023-08-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46412426","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 : 2023-08-16DOI: 10.1080/1359432X.2023.2246216
Vesa Peltokorpi, Tomoki Sekiguchi
ABSTRACT Job embeddedness is theorized and found to be negatively related with voluntary turnover. To provide an alternative to the dominant correlational understanding of causality in the theory and research on job embeddedness and to improve its ability to predict voluntary turnover, we apply the necessary-condition perspective to propose that a low level of job embeddedness provides a necessary but not sufficient reason for employees to leave their organizations. Specifically, we use the perspective to theorize and examine through a necessary condition analysis whether a low level of job embeddedness is a necessary condition for voluntary turnover, and logistic regression analysis to examine the moderating role of the five-factor personality traits on the negative relationship between job embeddedness and voluntary turnover. To cover a range of job positions and industries, we collected a sample of 478 employees ranging from staff to managers in various organizations and industries in Japan to test our hypotheses. Our findings suggest that a low level of job embeddedness is a necessary condition for voluntary turnover, as well as that extraversion and openness to experience amplified and agreeableness mitigated the negative relationship between job embeddedness on voluntary turnover. This study contributes to the literature by clarifying the role of job embeddedness in predicting voluntary turnover by using the necessary sufficient logic and delineating the moderating effects of personality traits between job embeddedness and turnover.
{"title":"The interaction of the five-factor personality traits and job embeddedness in explaining voluntary turnover: A necessary-condition perspective","authors":"Vesa Peltokorpi, Tomoki Sekiguchi","doi":"10.1080/1359432X.2023.2246216","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2246216","url":null,"abstract":"ABSTRACT Job embeddedness is theorized and found to be negatively related with voluntary turnover. To provide an alternative to the dominant correlational understanding of causality in the theory and research on job embeddedness and to improve its ability to predict voluntary turnover, we apply the necessary-condition perspective to propose that a low level of job embeddedness provides a necessary but not sufficient reason for employees to leave their organizations. Specifically, we use the perspective to theorize and examine through a necessary condition analysis whether a low level of job embeddedness is a necessary condition for voluntary turnover, and logistic regression analysis to examine the moderating role of the five-factor personality traits on the negative relationship between job embeddedness and voluntary turnover. To cover a range of job positions and industries, we collected a sample of 478 employees ranging from staff to managers in various organizations and industries in Japan to test our hypotheses. Our findings suggest that a low level of job embeddedness is a necessary condition for voluntary turnover, as well as that extraversion and openness to experience amplified and agreeableness mitigated the negative relationship between job embeddedness on voluntary turnover. This study contributes to the literature by clarifying the role of job embeddedness in predicting voluntary turnover by using the necessary sufficient logic and delineating the moderating effects of personality traits between job embeddedness and turnover.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"688 - 701"},"PeriodicalIF":4.3,"publicationDate":"2023-08-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49274952","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 : 2023-06-23DOI: 10.1080/1359432x.2023.2225773
Niels Gadeyne, Maral Darouei, Marijke Verbruggen, Joni Delanoeije, Silke Op de Beeck
Because work-related ICT use after hours (WICT) has often been linked to negative outcomes, it is intriguing that many people still engage in this behaviour, often on a daily basis. Yet, qualitative research suggests that WICT may be less harmful when people consciously plan to engage in this behaviour. Drawing on Action-Regulation Theory, this paper tests the assumptions that WICT is sometimes a planned behaviour that people intend to engage in in response to work-related stimuli (e.g., daily unfinished tasks, daily workload) and that the outcomes of this behaviour are less detrimental when WICT is more intended or planned. We tested our hypotheses using a 5-day diary study (i.e., two measurement points a day) among 186 Flemish employees. We found that daily unfinished tasks – though not daily workload – were positively related to daily WICT via daily intentions to engage in WICT. Furthermore, daily intentions to engage in WICT were found to strengthen, rather than buffer, the negative relationship between daily WICT and psychological detachment. We found no moderation effect of daily intentions to engage in WICT in the relationship between WICT and work-to-home conflict. Implications for theory and practice are discussed.
{"title":"Do behavioural intentions matter? A diary study on work-related ICT-use after work hours","authors":"Niels Gadeyne, Maral Darouei, Marijke Verbruggen, Joni Delanoeije, Silke Op de Beeck","doi":"10.1080/1359432x.2023.2225773","DOIUrl":"https://doi.org/10.1080/1359432x.2023.2225773","url":null,"abstract":"Because work-related ICT use after hours (WICT) has often been linked to negative outcomes, it is intriguing that many people still engage in this behaviour, often on a daily basis. Yet, qualitative research suggests that WICT may be less harmful when people consciously plan to engage in this behaviour. Drawing on Action-Regulation Theory, this paper tests the assumptions that WICT is sometimes a planned behaviour that people intend to engage in in response to work-related stimuli (e.g., daily unfinished tasks, daily workload) and that the outcomes of this behaviour are less detrimental when WICT is more intended or planned. We tested our hypotheses using a 5-day diary study (i.e., two measurement points a day) among 186 Flemish employees. We found that daily unfinished tasks – though not daily workload – were positively related to daily WICT via daily intentions to engage in WICT. Furthermore, daily intentions to engage in WICT were found to strengthen, rather than buffer, the negative relationship between daily WICT and psychological detachment. We found no moderation effect of daily intentions to engage in WICT in the relationship between WICT and work-to-home conflict. Implications for theory and practice are discussed.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"129 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-06-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136000011","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 : 2023-06-06DOI: 10.1080/1359432X.2023.2221853
Merve Alabak, Ute R. Hülsheger, J. Schepers, E. Kalokerinos, Philippe Verduyn
ABSTRACT Research on emotional labour has primarily focused on two emotional labour strategies that employees may use when confronted with organizational display rules: deep acting and surface acting. Initial evidence suggests that these two strategies do not fully cover the range of strategies that employees engage in when responding to display rules in interactions with customers. Yet, a systematic overview of the full range of such strategies is missing. Across two studies, we used a bottom-up approach to develop a taxonomy of strategies used in response to display rules. In Study 1, we conducted interviews in the Netherlands and in Turkey to collect a comprehensive list of employee-generated strategy statements. We found that deep and surface acting only partially accounted for the strategy statements (Netherlands: 47.6%; Turkey: 53.3%). In Study 2, we asked a new sample of participants to sort the strategy statements into categories based on their similarity. Hierarchical cluster analysis showed that employees engage in deep and surface acting in response to display rule requirements. However, employees also engage in additional strategies: changing customers’ cognitions or affect, solution-oriented, waiting, and avoidance strategies. These results reveal that employees rely on a wide range of strategies to deal with display rules.
{"title":"Going beyond deep and surface acting: a bottom-up taxonomy of strategies used in response to emotional display rules","authors":"Merve Alabak, Ute R. Hülsheger, J. Schepers, E. Kalokerinos, Philippe Verduyn","doi":"10.1080/1359432X.2023.2221853","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2221853","url":null,"abstract":"ABSTRACT Research on emotional labour has primarily focused on two emotional labour strategies that employees may use when confronted with organizational display rules: deep acting and surface acting. Initial evidence suggests that these two strategies do not fully cover the range of strategies that employees engage in when responding to display rules in interactions with customers. Yet, a systematic overview of the full range of such strategies is missing. Across two studies, we used a bottom-up approach to develop a taxonomy of strategies used in response to display rules. In Study 1, we conducted interviews in the Netherlands and in Turkey to collect a comprehensive list of employee-generated strategy statements. We found that deep and surface acting only partially accounted for the strategy statements (Netherlands: 47.6%; Turkey: 53.3%). In Study 2, we asked a new sample of participants to sort the strategy statements into categories based on their similarity. Hierarchical cluster analysis showed that employees engage in deep and surface acting in response to display rule requirements. However, employees also engage in additional strategies: changing customers’ cognitions or affect, solution-oriented, waiting, and avoidance strategies. These results reveal that employees rely on a wide range of strategies to deal with display rules.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"617 - 631"},"PeriodicalIF":4.3,"publicationDate":"2023-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49211819","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 : 2023-05-31DOI: 10.1080/1359432X.2023.2219002
Fien Heyde, Jasmine Vergauwe, J. Hofmans, B. Wille
ABSTRACT Narcissism is heavily investigated in psychology, including work and organizational psychology. Despite research underscoring that narcissism has a meaningful state component, there is currently no research available on within-person fluctuations in narcissism at work. The current study explores the role of particular activities that can either enhance or reduce narcissism states while at work. Specifically, the effects of agentic (i.e., directing and achieving) and communal (i.e., relating and coaching) work activities on state narcissism are examined in a sample of 121 supervisors. We assessed the work activities and supervisors’ state of narcissism two times a day over a 10-day period. Concurrent and lagged associations were examined using Dynamic Structural Equation Modelling (DSEM). The results first indicated a substantial amount of momentous fluctuation in narcissism, with up to 12% of the variability in supervisors’ narcissism scores being situated at the within-person level. Further, two types of work activities (i.e., achieving and coaching) were found to have a positive (enhancing) effect on supervisors’ state narcissism. None of the work activities emerged as a factor reducing state narcissism in this study. Implications and future research directions are discussed.
{"title":"Can communal work activities reduce supervisors’ state grandiose narcissism? A 10-day experience sampling study","authors":"Fien Heyde, Jasmine Vergauwe, J. Hofmans, B. Wille","doi":"10.1080/1359432X.2023.2219002","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2219002","url":null,"abstract":"ABSTRACT Narcissism is heavily investigated in psychology, including work and organizational psychology. Despite research underscoring that narcissism has a meaningful state component, there is currently no research available on within-person fluctuations in narcissism at work. The current study explores the role of particular activities that can either enhance or reduce narcissism states while at work. Specifically, the effects of agentic (i.e., directing and achieving) and communal (i.e., relating and coaching) work activities on state narcissism are examined in a sample of 121 supervisors. We assessed the work activities and supervisors’ state of narcissism two times a day over a 10-day period. Concurrent and lagged associations were examined using Dynamic Structural Equation Modelling (DSEM). The results first indicated a substantial amount of momentous fluctuation in narcissism, with up to 12% of the variability in supervisors’ narcissism scores being situated at the within-person level. Further, two types of work activities (i.e., achieving and coaching) were found to have a positive (enhancing) effect on supervisors’ state narcissism. None of the work activities emerged as a factor reducing state narcissism in this study. Implications and future research directions are discussed.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"632 - 644"},"PeriodicalIF":4.3,"publicationDate":"2023-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44939608","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 : 2023-05-17DOI: 10.1080/1359432X.2023.2214317
A. Van Hootegem, Ilke Grosemans, H. De Witte
ABSTRACT Employees need to continuously refine and broaden their skill sets throughout their careers to increase their flexibility in the ever-changing labour market. We explore longitudinal profiles of the extent to which employees are willing (i.e., one’s learning intention) and able (i.e., one’s training opportunities) to participate in formal development activities. We investigated the role of job insecurity as a predictor, and psychological contract breach as an outcome, of these trajectories. We used three-wave longitudinal data over a one-year period from 846 Belgian employees. Latent class growth analysis revealed four profiles: decreasingly able but continuously not willing (27%), continuously neither able nor willing (3%), continuously moderately able and decreasingly willing (15%) and continuously able and decreasingly willing (55%). When employees had higher job insecurity scores, they had a higher likelihood of belonging to the continuously moderately able and decreasingly willing trajectory. This indicates that while individuals in an uncertain job situation have a higher, but slightly decreasing, learning intention, they consistently view limited opportunities to do so. Moreover, trajectories characterized by stable and low training opportunities had higher perceptions of psychological contract breach.
{"title":"Trajectories of employees’ learning intentions and training opportunities in relation to job insecurity and psychological contract breach","authors":"A. Van Hootegem, Ilke Grosemans, H. De Witte","doi":"10.1080/1359432X.2023.2214317","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2214317","url":null,"abstract":"ABSTRACT Employees need to continuously refine and broaden their skill sets throughout their careers to increase their flexibility in the ever-changing labour market. We explore longitudinal profiles of the extent to which employees are willing (i.e., one’s learning intention) and able (i.e., one’s training opportunities) to participate in formal development activities. We investigated the role of job insecurity as a predictor, and psychological contract breach as an outcome, of these trajectories. We used three-wave longitudinal data over a one-year period from 846 Belgian employees. Latent class growth analysis revealed four profiles: decreasingly able but continuously not willing (27%), continuously neither able nor willing (3%), continuously moderately able and decreasingly willing (15%) and continuously able and decreasingly willing (55%). When employees had higher job insecurity scores, they had a higher likelihood of belonging to the continuously moderately able and decreasingly willing trajectory. This indicates that while individuals in an uncertain job situation have a higher, but slightly decreasing, learning intention, they consistently view limited opportunities to do so. Moreover, trajectories characterized by stable and low training opportunities had higher perceptions of psychological contract breach.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"645 - 661"},"PeriodicalIF":4.3,"publicationDate":"2023-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49389775","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 : 2023-05-16DOI: 10.1080/1359432X.2023.2209320
Andreea Corbeanu, D. Iliescu, A. Ion, Roxana M. Spinu
ABSTRACT This study addresses the link between burnout and job performance. Following a systematic literature review, 45 studies were selected based on the inclusion criteria: (1) set in an organizational environment, (2) including a measure of burnout, (3) including an objective or subjective measure of performance and (4) offering information concerning the link between burnout and job performance. A random-effects model yielded meta-analytic correlations of −.17 for exhaustion (k = 18019 aggregated participants), −.16 for depersonalization (k = 8561 aggregated participants) and −.23 for inefficacy (k = 7281 aggregated participants) and job performance. Four potential moderators were examined: the type of (1) performance measured, (2) performance report, (3) burnout measure, and (4) participant occupation. Our analyses indicate that the burnout measure exerted a moderating effect, but only with respect to exhaustion (r = −.19 for MBI; −.10 for OLBI), but not for depersonalization. Participant occupation was a significant moderator for exhaustion (r =-.21 for corporate roles; −.22 for customer-facing roles), depersonalization (r = −.28 for corporate roles; −.31 for customer-facing roles), and inefficacy (r = −.41 for corporate roles; −.23 for customer-facing roles). The type of performance measure and the type of performance report did not exert any significant moderating effects.
{"title":"The link between burnout and job performance: a meta-analysis","authors":"Andreea Corbeanu, D. Iliescu, A. Ion, Roxana M. Spinu","doi":"10.1080/1359432X.2023.2209320","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2209320","url":null,"abstract":"ABSTRACT This study addresses the link between burnout and job performance. Following a systematic literature review, 45 studies were selected based on the inclusion criteria: (1) set in an organizational environment, (2) including a measure of burnout, (3) including an objective or subjective measure of performance and (4) offering information concerning the link between burnout and job performance. A random-effects model yielded meta-analytic correlations of −.17 for exhaustion (k = 18019 aggregated participants), −.16 for depersonalization (k = 8561 aggregated participants) and −.23 for inefficacy (k = 7281 aggregated participants) and job performance. Four potential moderators were examined: the type of (1) performance measured, (2) performance report, (3) burnout measure, and (4) participant occupation. Our analyses indicate that the burnout measure exerted a moderating effect, but only with respect to exhaustion (r = −.19 for MBI; −.10 for OLBI), but not for depersonalization. Participant occupation was a significant moderator for exhaustion (r =-.21 for corporate roles; −.22 for customer-facing roles), depersonalization (r = −.28 for corporate roles; −.31 for customer-facing roles), and inefficacy (r = −.41 for corporate roles; −.23 for customer-facing roles). The type of performance measure and the type of performance report did not exert any significant moderating effects.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"599 - 616"},"PeriodicalIF":4.3,"publicationDate":"2023-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49514346","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 : 2023-05-13DOI: 10.1080/1359432X.2023.2211271
John A. Aitken, Seth A. Kaplan, Lauren Kuykendall
ABSTRACT Prior research suggests that telework often is associated with higher job performance. However, this research primarily has treated days teleworking as interchangeable with one another. Given the recent surge in telework, it is important to ask how much performance varies among days spent working at home and what psychological and contextual factors explain such within-person variability. This information can assist organizations deciding how to best implement policies and support workers at home. Here, we suggest that intrusions and social isolation are obstacles to achieving flow while teleworking, such that higher daily levels of each will hinder flow on those days. In turn, this lack of flow should be associated with worsened daily performance while teleworking. To investigate these ideas, we asked 97 teleworkers to respond to a series of daily measures for up to four days (296 data points). Results showed that performance varied significantly among teleworking days, with both daily intrusions and daily isolation negatively predicting flow, which further mediated the relationship between intrusions and reduced task performance. Isolation did not significantly mediate this relationship. Moreover, conscientious individuals were especially able to leverage higher flow for performance. We discuss implications of these results.
{"title":"Going with(out) the flow at home: day-to-day variability in flow and performance while teleworking","authors":"John A. Aitken, Seth A. Kaplan, Lauren Kuykendall","doi":"10.1080/1359432X.2023.2211271","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2211271","url":null,"abstract":"ABSTRACT Prior research suggests that telework often is associated with higher job performance. However, this research primarily has treated days teleworking as interchangeable with one another. Given the recent surge in telework, it is important to ask how much performance varies among days spent working at home and what psychological and contextual factors explain such within-person variability. This information can assist organizations deciding how to best implement policies and support workers at home. Here, we suggest that intrusions and social isolation are obstacles to achieving flow while teleworking, such that higher daily levels of each will hinder flow on those days. In turn, this lack of flow should be associated with worsened daily performance while teleworking. To investigate these ideas, we asked 97 teleworkers to respond to a series of daily measures for up to four days (296 data points). Results showed that performance varied significantly among teleworking days, with both daily intrusions and daily isolation negatively predicting flow, which further mediated the relationship between intrusions and reduced task performance. Isolation did not significantly mediate this relationship. Moreover, conscientious individuals were especially able to leverage higher flow for performance. We discuss implications of these results.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"662 - 677"},"PeriodicalIF":4.3,"publicationDate":"2023-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42711885","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 : 2023-05-07DOI: 10.1080/1359432X.2023.2206571
Ann-Kathrin Torka, J. Mazei, Frank Bosco, J. Cortina, Martin Götz, S. Kepes, Ernest H. O’Boyle, J. Hüffmeier
ABSTRACT To address the low reproducibility and replicability of research, Open Science Practices (OSPs) have been developed. Yet, despite increasing awareness of their potential benefits, there has been only little implementation. As journals can act as gatekeepers for scientific discoveries, a potential tendency not to mention OSPs on their websites may help to explain this implementation gap. Therefore, we examined the implementation of OSPs and potential barriers in industrial and organizational psychology and management (IOP/management) journals. Study 1 examined whether and how N = 257 journal websites referred to OSPs. We found that most journals did not mention OSPs. Specifically, only two (1.0%), five (2.5%), and 14 (6.9%) IOP/management journals mentioned preregistration, registered reports, and explicitly welcomed replications, respectively. Study 2 investigated perceived barriers to implementing OSPs with a survey among editors of the IOP/management journals from Study 1. Among the 40 responding editors, 14, 10, and five attributed the lacking implementation of OSPs to a lesser suitability of OSPs for qualitative research, missing authority, and missing familiarity with OSPs, respectively. Based on our findings, the implementation gap could be mitigated by developing new and refining extant OSPs, starting bottom-up initiatives (e.g., researchers directly contacting publishers), and increasing the availability of information on OSPs.
{"title":"How well are open science practices implemented in industrial and organizational psychology and management?","authors":"Ann-Kathrin Torka, J. Mazei, Frank Bosco, J. Cortina, Martin Götz, S. Kepes, Ernest H. O’Boyle, J. Hüffmeier","doi":"10.1080/1359432X.2023.2206571","DOIUrl":"https://doi.org/10.1080/1359432X.2023.2206571","url":null,"abstract":"ABSTRACT To address the low reproducibility and replicability of research, Open Science Practices (OSPs) have been developed. Yet, despite increasing awareness of their potential benefits, there has been only little implementation. As journals can act as gatekeepers for scientific discoveries, a potential tendency not to mention OSPs on their websites may help to explain this implementation gap. Therefore, we examined the implementation of OSPs and potential barriers in industrial and organizational psychology and management (IOP/management) journals. Study 1 examined whether and how N = 257 journal websites referred to OSPs. We found that most journals did not mention OSPs. Specifically, only two (1.0%), five (2.5%), and 14 (6.9%) IOP/management journals mentioned preregistration, registered reports, and explicitly welcomed replications, respectively. Study 2 investigated perceived barriers to implementing OSPs with a survey among editors of the IOP/management journals from Study 1. Among the 40 responding editors, 14, 10, and five attributed the lacking implementation of OSPs to a lesser suitability of OSPs for qualitative research, missing authority, and missing familiarity with OSPs, respectively. Based on our findings, the implementation gap could be mitigated by developing new and refining extant OSPs, starting bottom-up initiatives (e.g., researchers directly contacting publishers), and increasing the availability of information on OSPs.","PeriodicalId":48240,"journal":{"name":"European Journal of Work and Organizational Psychology","volume":"32 1","pages":"461 - 475"},"PeriodicalIF":4.3,"publicationDate":"2023-05-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46779871","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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