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European Journal of Work and Organizational Psychology最新文献

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Interactive technologies through the lens of team effectiveness: an interdisciplinary systematic literature review 团队效能视角下的互动技术:跨学科系统文献综述
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-02-23 DOI: 10.1080/1359432x.2023.2178904
Eleni Georganta, C. Peus, Jasmin Niess
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引用次数: 0
Justice, trust, and moral judgements when personnel selection is supported by algorithms 公正、信任和道德判断,当人事选择得到算法的支持时
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-02-20 DOI: 10.1080/1359432x.2023.2169140
Tina Feldkamp, Markus Langer, Leo Wies, Cornelius J. König
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引用次数: 1
Servant leadership and customer service performance: testing social learning and social exchange-informed motivational pathways 服务型领导和客户服务绩效:测试社会学习和社会交换信息激励途径
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-02-16 DOI: 10.1080/1359432X.2023.2178905
S. Aryee, Hsin-Hua Hsiung, H. Jo, Chih-Hsun Chuang, Yu-Ching Chiao
ABSTRACT Drawing on social learning and social exchange theories, we examined a moderated mediation model of the processes through which servant leadership relates to customer service performance. Across two studies, we examined whether frontline employees’ customer-centric attitude (social learning theory) or gratitude towards the organization (social exchange theory) mediates the servant leadership-customer service performance relationship. Additionally, in Study 2, we examined whether initiative climate constitutes a boundary condition of the relationships between the two motivational drivers and customer service performance. Data were obtained from a sample of South Korean (Study 1) and Taiwanese (Study 2) frontline employees. In Study 1, customer-centric attitude and gratitude towards the organization mediate the relationship between servant leadership and service performance but only gratitude towards the organization mediates the servant leadership-customer-directed extra-role performance. The findings of Study 2 reveal that gratitude towards the organization, but not customer-centric attitude mediates the relationship between servant leadership and service performance. Contrary to our prediction, initiative climate did not moderate the relationships between the two motivational drivers and service performance. In sum, our findings provide initial evidence of the importance of social exchange relative to social learning theory in accounting for the customer service performance implications of servant leadership.
摘要基于社会学习和社会交流理论,我们研究了一个中介模型,通过该模型,仆人领导力与客户服务绩效之间存在关联。在两项研究中,我们检验了一线员工以客户为中心的态度(社会学习理论)或对组织的感激之情(社会交换理论)是否调节了仆人-领导-客户服务绩效关系。此外,在研究2中,我们检验了主动性氛围是否构成两个动机驱动因素与客户服务绩效之间关系的边界条件。数据来自韩国(研究1)和台湾(研究2)一线员工的样本。在研究1中,以客户为中心的态度和对组织的感激之情调节了仆人领导与服务绩效之间的关系,但只有对组织的感谢才能调节仆人领导客户导向的额外角色绩效。研究2的结果表明,对组织的感激,而不是以客户为中心的态度,在仆人领导和服务绩效之间起着中介作用。与我们的预测相反,主动性氛围并没有调节这两个动机驱动因素与服务绩效之间的关系。总之,我们的研究结果为社会交换相对于社会学习理论在解释仆人领导的客户服务绩效影响方面的重要性提供了初步证据。
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引用次数: 0
Daily receiving and providing of social support at work: identifying support exchange patterns in hierarchical data 工作中的日常社会支持接收和提供:识别层次数据中的支持交换模式
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-02-14 DOI: 10.1080/1359432X.2023.2177537
Ada Sil Patterer, T. Yanagida, Jana Kühnel, C. Korunka
ABSTRACT The norm of reciprocity proposes that one who receives support feels obliged to return obtained benefits. Yet how employees regulate the mutual flow of social support with one another does not always follow a reciprocal dynamic, which may have different implications for employee outcomes based on whether social exchanges gain, drain or conserve resources. To better understand support exchange patterns and their relationship with basic need satisfaction (for autonomy, competence and relatedness) and emotional exhaustion in employees’ daily lives, we performed a multilevel latent profile analysis (N = 124 employees, 894 days). At the day level, we identified four support exchange profiles differing in low vs high received and provided social support (i.e., low-reciprocating, under-reciprocating, over-reciprocating and high-reciprocating days). At the person level, we identified three support exchange classes of employees, differing in the degree to which employees showed certain support exchange profiles over time (i.e., over-reciprocators, low-reciprocators and high-reciprocators). Pairwise comparisons with multinomial logistic regression revealed that over-reciprocating days were associated with the highest levels of need satisfaction for autonomy and relatedness and the lowest levels of emotional exhaustion. Moreover, over-reciprocators were most likely to satisfy their needs for autonomy. We discuss theoretical and practical contributions of our findings.
摘要互惠准则提出,获得支持的人有义务返还所获得的福利。然而,员工如何调节彼此之间的社会支持的相互流动并不总是遵循互惠的动态,这可能会根据社会交流是否获得、消耗或节约资源而对员工的结果产生不同的影响。为了更好地理解支持交换模式及其与员工日常生活中的基本需求满意度(自主性、能力和相关性)和情绪衰竭的关系,我们进行了多层次的潜在特征分析(N = 124名员工,894人 天)。在日常层面上,我们确定了四种不同的支持交换模式,即接受和提供的社会支持(即低往复、低往复、高往复和高往复天数)。在个人层面,我们确定了三类员工的支持交换,不同程度的员工随着时间的推移表现出一定的支持交换特征(即,过度互动、低互动和高互动)。与多项逻辑回归的配对比较显示,在往复的日子里,自主性和相关性的需求满意度最高,情绪衰竭程度最低。此外,过度互惠者最有可能满足他们对自主性的需求。我们讨论了我们的发现在理论和实践上的贡献。
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引用次数: 1
Work-Nonwork Interface and Career Success: Examining Behavioural and Affective Linking Mechanisms 工作-非工作界面与职业成功:行为和情感联系机制的检验
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-02-09 DOI: 10.1080/1359432X.2023.2173066
Franziska Wüest-Baumeler, A. Hirschi, Rebekka Steiner
ABSTRACT Past research has illustrated that experiences at the work-nonwork interface are related to the achievement of objective and subjective career success. However, the mechanisms linking positive and negative work-nonwork experiences and career success have not received much attention. Based on the conservation of resources theory and the source attribution perspective, we propose behavioural (i.e., through career engagement) and affective (i.e., through positive and negative affect at work) mechanisms linking positive and negative work-nonwork experiences (i.e., work-to-nonwork enrichment and interference) to objective (i.e., salary) and subjective (i.e., career satisfaction) career success. The results of a time-lagged study (N = 812) performed over one year with three measurement waves with young employees (18–35 years old, 47% females) provided partial support for both mechanisms and showed that career engagement mediated the positive relation between work-to-nonwork enrichment and both career success dimensions. However, unexpectedly, work-to-nonwork interference was also positively associated with salary and career satisfaction through increased career engagement. Additionally, negative affect at work mediated the negative relation between work-to-nonwork interference and both career success dimensions, but this mediation was stronger for career satisfaction. The study implies that behavioural and affective mechanisms differentially link work-nonwork experiences and various forms of career success.
过去的研究表明,工作与非工作界面的经验与客观和主观职业成功的实现有关。然而,将积极和消极的非工作经历与职业成功联系起来的机制并没有得到太多关注。基于资源守恒理论和资源归因视角,我们提出了行为(即通过职业参与)和情感(即通过工作中的积极和消极影响)机制,将积极和消极的非工作经验(即工作对非工作的丰富和干扰)与客观(即工资)和主观(即职业满意度)的职业成功联系起来。时间滞后研究的结果(N = 812)对年轻员工(18-35岁)进行了为期一年的三次测量 岁,47%的女性)为这两种机制提供了部分支持,并表明职业参与介导了工作与非工作充实以及两个职业成功维度之间的积极关系。然而,出乎意料的是,通过增加职业参与度,工作对非工作的干扰也与工资和职业满意度呈正相关。此外,工作中的负面影响介导了工作与非工作干扰之间的负面关系以及两个职业成功维度,但这种中介作用对职业满意度更强。该研究表明,行为和情感机制将工作以外的经历与各种形式的职业成功联系起来。
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引用次数: 2
Negative work events impede daily self-efficacy through decreased goal attainment: Are action orientation and job autonomy moderators of the indirect effect? 消极的工作事件通过降低目标实现来阻碍日常自我效能感:行动取向和工作自主性是间接效应的调节因素吗?
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-01-24 DOI: 10.1080/1359432X.2023.2166832
A. Schmitt, Oliver Weigelt
ABSTRACT Work-related self-efficacy has been found to predict outcomes such as daily work motivation and performance. However, the way in which self-efficacy changes within workdays and how such changes emerge remain unclear. This study integrates research on work events with a self-regulation perspective to explain changes in daily self-efficacy. We argue that negative events hamper daily goal attainment, reducing employees’ self-efficacy. We also investigate differences in employees’ reactivity to negative events, assuming that the strength of the indirect effect differs based on their ability to self-regulate in threatening and demanding situations (indicated by threat- and demand-related action orientation) and to make autonomous decisions (indicated by job autonomy). The model was tested in a diary study across five workdays (N = 101 individuals). The findings indicate that decreased goal attainment explains impairments in self-efficacy on days with more negative events. The negative relationship was stronger for employees with lower demand-related action orientation. However, the indirect effect was not contingent on threat-related action orientation and job autonomy. Our findings contribute to the self-efficacy literature and the growing research on work events by providing knowledge regarding the mechanisms and conditions that can partially explain how and when negative work events reduce employees’ daily self-efficacy.
与工作相关的自我效能感已被发现可以预测日常工作动机和表现等结果。然而,自我效能感在工作日内的变化方式以及这种变化是如何出现的仍不清楚。本研究将工作事件研究与自我调节视角相结合,以解释日常自我效能感的变化。我们认为,负面事件阻碍了日常目标的实现,降低了员工的自我效能。我们还调查了员工对负面事件反应的差异,假设间接影响的强度不同于他们在威胁和要求的情况下的自我调节能力(由与威胁和要求相关的行动导向表示)和自主决策能力(由工作自主表示)。该模型在五个工作日的日记研究中进行了测试(N = 101个人)。研究结果表明,目标实现率的下降解释了在负面事件较多的日子里自我效能感的下降。与需求相关的行动取向较低的员工的负面关系更强。然而,间接影响并不取决于与威胁相关的行动导向和工作自主性。我们的研究结果通过提供有关机制和条件的知识,为自我效能文献和越来越多的工作事件研究做出了贡献,这些机制和条件可以部分解释负面工作事件如何以及何时降低员工的日常自我效能。
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引用次数: 0
Longitudinal psychological empowerment profiles, their determinants, and some health-related outcomes 纵向心理赋权概况,其决定因素和一些健康相关的结果
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-01-23 DOI: 10.1080/1359432X.2023.2170227
Nicolas Gillet, B. Cougot, L. Moret, D. Tripodi, J. Boudrias
ABSTRACT This research relies on bifactor models to help improve our understanding of the dimensionality of the psychological empowerment construct. We also examined the configurations, or profiles, taken by psychological empowerment dimensions, and documented their stability over time as well as the associations between these profiles and theoretically-relevant predictors (workload, supervisor support, overall organizational justice, and role clarity) and outcomes (alcohol consumption, sleeping difficulties, and depressive symptoms). A sample of 750 healthcare workers completed a questionnaire twice over a one-year period. First, our results showed that employees’ psychological empowerment ratings simultaneously reflected a global overarching construct co-existing with four specific dimensions (competence, impact, meaning, and self-determination). Then, five profiles were identified and found to be highly stable over time: Low Empowerment, Moderately High Empowerment and Impact, Normative, High Empowerment, and Moderately High Empowerment and High Meaning. Role clarity was also associated with a higher likelihood of membership into the High Empowerment profile and a lower likelihood of membership into the Low Empowerment one relative to the other profiles. Finally, employees’ depressive symptoms were the highest in the Low Empowerment profile.
摘要本研究依靠双因子模型来帮助我们提高对心理赋权结构维度的理解。我们还检查了心理赋权维度的配置或概况,并记录了它们随时间的稳定性,以及这些概况与理论相关预测因素(工作量、主管支持、整体组织公正性和角色清晰度)和结果(饮酒、睡眠困难和抑郁症状)之间的关联。750名医护人员在一年内完成了两次问卷调查。首先,我们的研究结果表明,员工的心理赋权评级同时反映了一个全球总体结构,该结构与四个特定维度(能力、影响、意义和自决)共存。然后,确定了五个概况,并发现随着时间的推移,它们是高度稳定的:低授权、中等高授权和影响、规范性、高授权和中等高授权高意义。与其他情况相比,角色明确性还与加入高授权情况的可能性更高和加入低授权情况的概率更低有关。最后,员工的抑郁症状在低授权人群中最高。
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引用次数: 0
The role of individual goal orientations in shaping skill utilization over time: a four-year longitudinal study 随着时间的推移,个人目标取向在塑造技能利用中的作用:一项为期四年的纵向研究
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-01-09 DOI: 10.1080/1359432X.2022.2160325
Florian E. Klonek, Fangfang Zhang, Helena Nguyen, Anya Johnson, Yukun Liu, Sharon K. Parker
ABSTRACT Skill utilization is a critically important enacted job characteristic that is assumed to change over time. Building on work design process theory, we investigate the role of goal orientations (performance-approach, performance-avoid, and learning orientation) in gradually shaping job performance change patterns through their impact on skill utilization change trajectories. We tested our hypotheses using a 3-wave longitudinal study from 238 nurses collected over a four-year observation period. Using latent growth curve modelling, our results showed that performance-approach orientation positively predicted growth in skill utilization. In contrast, performance-avoid orientation negatively predicted skill utilization trajectories. Over time, skill utilization trajectories were also associated with job performance trajectories. Learning orientation was associated with higher initial levels of skill utilization, but unexpectedly, these high levels were not maintained over time. Our results help to provide a more nuanced understanding of the influence of goal orientations on temporal trajectories of skill utilization and performance. We discuss implications for designing effective, targeted interventions for providing opportunities to apply skills in nursing and health-related contexts.
摘要技能利用率是一个至关重要的既定工作特征,它被认为会随着时间的推移而变化。基于工作设计过程理论,我们研究了目标导向(绩效方法、绩效回避和学习导向)通过对技能利用变化轨迹的影响,在逐步形成工作绩效变化模式中的作用。我们使用一项三波纵向研究对238名护士进行了四年的观察,以检验我们的假设。使用潜在增长曲线模型,我们的结果表明,绩效方法取向正向预测了技能利用率的增长。相反,绩效回避取向对技能利用轨迹产生了负面预测。随着时间的推移,技能利用轨迹也与工作绩效轨迹相关。学习取向与较高的初始技能利用水平有关,但出乎意料的是,这些高水平并没有随着时间的推移而保持。我们的研究结果有助于更细致地理解目标取向对技能利用和表现的时间轨迹的影响。我们讨论了设计有效、有针对性的干预措施的意义,以提供在护理和健康相关环境中应用技能的机会。
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引用次数: 0
Troubles on troubled minds: an intensive longitudinal diary study on the role of burnout in the resilience process following acute stressor exposure 困扰心理的困扰:一项关于倦怠在急性压力源暴露后恢复过程中作用的深入纵向日记研究
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-01-04 DOI: 10.1080/1359432X.2022.2161369
Bram P. I. Fleuren, Annika Nübold, Sjir Uitdewilligen, Philippe Verduyn, Ute R. Hülsheger
ABSTRACT Burnout negatively affects employees’ health, life satisfaction, and performance. However, little is known about how burnout shapes employees’ resilience process in daily life to produce these adverse effects. Therefore, we present a 30-day diary study among an international sample of 410 employees, studying burnout-related differences in response to an acute stressor (i.e., learning about the COVID-19 diagnosis of a close friend or family member). Specifically, we investigate how this event affects COVID-19-related worrying, positive and negative affect, and work engagement, both on the day itself and across several post-event days. Multilevel analyses with cross-level interactions between individual-level burnout and day-level stressor occurrence reveal that employees high in burnout score significantly higher on negative affect and lower on positive affect and work engagement on the day the stressor occurred. Additionally, discontinuous random coefficient growth modelling with burnout-time interactions shows that employees high in burnout sustain higher levels of COVID-19 worrying, but their negative and positive affect return to pre-event levels in the post-event days. These findings shed important new light on how burnout affects employees’ resilience process in response to acute stressors, thereby potentially identifying a key proximal mechanism by which burnout’s negative distal effects on health, well-being, and performance emerge.
摘要:倦怠会对员工的健康、生活满意度和绩效产生负面影响。然而,人们对倦怠如何影响员工在日常生活中的恢复过程,从而产生这些不利影响知之甚少。因此,我们对410名员工的国际样本进行了一项为期30天的日记研究,研究了对急性应激源反应的烧伤相关差异(即了解密友或家人的新冠肺炎诊断)。具体而言,我们调查了这一事件如何在当天和事件后的几天内影响与COVID-19相关的担忧、积极和消极影响以及工作参与。对个人层面的倦怠和日常压力源发生之间的跨层面互动进行的多层次分析表明,在压力源发生的当天,倦怠得分高的员工在负面影响方面得分显著较高,在积极影响和工作投入方面得分较低。此外,具有燃尽时间相互作用的不连续随机系数增长模型显示,高燃尽率的员工会持续更高水平的新冠肺炎担忧,但他们的负面和正面影响在事后恢复到事件前的水平。这些发现为倦怠如何影响员工应对急性压力源的恢复过程提供了重要的新线索,从而可能确定倦怠对健康、幸福感和绩效产生负面远端影响的关键近端机制。
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引用次数: 1
Your body tells more than words – predicting perceived meeting productivity through body signals 你的身体告诉的不仅仅是文字——通过身体信号预测感知的会议效率
IF 4.3 2区 心理学 Q2 MANAGEMENT Pub Date : 2023-01-02 DOI: 10.1080/1359432x.2022.2162881
M. Zeyda, Selina Stracke, K. Knipfer, P. Gloor
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引用次数: 0
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European Journal of Work and Organizational Psychology
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