Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale最新文献

Although perceived overqualification is a ubiquitous career-related stressor, individuals may expect it to be a temporary experience. To better understand the positive role of potentially favorable career-related anticipation, we applied career motivation theory and dual-process frameworks to the context of perceived overqualification. We hypothesized that individuals' perceptions of organizational career opportunities would moderate the relationships between perceived overqualification and related affective reactions (i.e., anger toward the employment situation) and cognitive reactions (i.e., needs–supplies fit), which would, in turn, translate into more distal work and nonwork outcomes (i.e., job satisfaction, organizational citizenship behavior toward the organization, and work–family conflict). We tested this proposition using a three-wave, multisource dataset including 297 employees and their closely related others. The results largely supported our hypotheses. Our findings highlight the importance of linking the literatures on perceived overqualification and career motivation. We also discuss how organizations can foster positive expectations among their overqualified employees.

Unauthorized, proactive innovative behavior (i.e., bootlegging) is increasingly recognized as an important driver of innovation. Although existing research has predominantly focused on explaining the emergence of bootlegging through formal influences (e.g., leadership and organizational practices), less attention has been paid to the impact of informal influences, particularly proactive coworkers. Integrating social comparison theory and goal orientation literature, we propose that coworker proactive behavior can drive bootlegging through assimilation and contrast mechanisms. Specifically, assimilation occurs in individuals with an interdependent self-construal, fostering a learning goal orientation (LGO). The contrast mechanism operates in individuals with an interdependent self-construal, activating a performance-avoid goal orientation (PAGO). We conducted (i) an experimental–causal chain design (Study 1A, N = 389; Study 1B, N = 173; and Study 1C, N = 225) and (ii) a three-wave, time-lagged study (Study 2, N = 295) to test the full theoretical model. The results show that the interactive effect of coworker proactive behavior and interdependent self-construal fosters LGO, leading to bootlegging. The interactive effect of coworker proactive behavior and independent self-construal triggers PAGO, resulting in bootlegging. The paper concludes with a discussion of theoretical and practical implications and recommends directions for future research.

Although it is widely assumed that information and communication technology (ICT) demands are detrimental, ICT use-related demands may have hidden benefits for creativity. In this research, we draw from the job demands-resources (JD-R) theory to examine when and how employees react to ICT demands in distinct ways. These distinct ways, in turn, will differentially predict employee creativity. Findings from a three-wave, multisource field study conducted with 368 employees nested within research and development teams at 38 high-technology firms in Southern China suggest that job autonomy functions as a key qualifier for the effects of ICT demands. Specifically, when faced with ICT demands, employees with low job autonomy are more likely to experience burnout that is negatively related to employees' creativity, whereas employees with high job autonomy are more likely to engage in learning that is positively related to employees' creativity. By identifying job autonomy as a boundary condition that can transform ICT demands from a liability into a catalyst for creativity, our work is an important extension of research on the effects of ICT demands.

We developed and tested a recovery-activities spiral in which having a high-quality lunch meal predicts social interactions via work engagement. We further advanced recovery research by investigating whether (1) emotional expressivity moderates the relationship between having a high-quality lunch meal and work engagement and (2) extraversion moderates the association between work engagement and social interactions. We conducted two independent studies using a daily diary research design (experience sampling method) such that 166 female nurses were recruited and completed surveys for 10 days in Study 1 (n₁ = 1328 daily observations), and 149 male construction field workers participated in Study 2 and completed daily questionnaires for 10 workdays (n₂ = 1319 daily observations). Studies 1 and 2 consistently revealed that work engagement mediates the association between lunch meal quality and social interactions. Further, in Study 2, results showed that although extraversion moderated the recovery processes, emotional expressivity did not.

Drawing on the cognitive theories of rumination, this study identifies employee rumination as a novel mechanism in the relationship between leader anger expression and its consequences for employees (i.e., withdrawal behavior). Our model emphasizes the prolonged negative cognitive process provoked by leader anger expression, which goes beyond the dominant cognitive pathway (i.e., employees' inference processes) proposed by the Emotion as Social Information (EASI) model. The results from two studies (a preliminary experimental study with a sample of 182 participants and a survey study with a sample of 135 employees) consistently supported our theoretical model. The results showed that leader anger expression enhanced employee rumination, and that the positive effect of leader anger expression on employee rumination was not significant when leader status was high. In addition, leader status alleviated the mediating effect of employee rumination between leader anger expression and employee withdrawal behavior. Theoretical contributions and practical implications are discussed.

The growing popularity of esports has sparked interest in understanding how esports participation might pose unique mental health challenges and opportunities for players. To address this, this scoping review aimed to systematically map mental health and well-being research in esports. Specifically, we sought to (1) describe the methodological characteristics of existing studies, (2) synthesise findings on mental health and well-being outcomes and (3) identify gaps to guide future research and practice. A systematic search identified 10,348 records, of which 89 studies met the inclusion criteria. Results reveal a nuanced picture in which indicators of mental well-being, such as intrinsic motivation, self-efficacy and psychosocial skills, can coexist with mental ill-health symptoms, including anxiety and gaming addiction. Prevalence estimates varied widely, with anxiety reported in 38%–82% of players and depressive symptoms in 25%–37%. These outcomes appear to vary depending on factors such as player experience, coping strategies and the competitive environment, highlighting how indicators of well-being (e.g., motivation and confidence) can co-occur with symptoms of distress (e.g., anxiety), reflecting the dynamic nature of mental health in esports. While research in this area has recently proliferated, the majority of studies were cross-sectional (56.2%), with only 6.7% longitudinal and 4.5% intervention based. Significant gaps remain, including methodological inconsistencies, a lack of longitudinal and intervention studies and limited inclusion of diverse populations (e.g., various genders, geographical location and competitive settings). This review underscores the need for standardised measurement tools to accurately ascertain the prevalence, severity and nature of mental health challenges in esports. There is also a need for gender-balanced samples and tailored mental health frameworks that reflect the unique pressures of this population, such as performance demands, digital toxicity and irregular schedules. Future research should develop and evaluate evidence-based interventions and organisational policies aimed at safeguarding player well-being.

Using a laboratory experiment, we examine lying behavior among subjects, both with and without winning experience, in loss and gain frames. Our findings reveal that winning experience results in increased lying behavior in the loss frame but decreased lying behavior in the gain frame. A key factor in understanding this outcome is the subject's sense of deservingness. Winning a competition heightens subjects' feelings of deservingness, influencing the subjects' lying decisions. Additionally, we found that winners are more likely to cheat in the loss frame than in the gain frame; no similar effect was observed among subjects without winning experience.

Group identity is known to exert a powerful socio-psychological influence on behaviour, but has largely been explored as a uni-dimensional phenomenon. Theoretically, an increase in the number of identity dimensions considered should make it harder to draw clear boundaries between people. Therefore, we ask whether broadening awareness of identity to multiple dimensions could help alleviate ingroup biases. We explore this in an online experiment, focusing on two different political dimensions of identity. In the control arm, we induced (narrow) awareness of a single identity dimension; in the treatment arm, we induced (broad) awareness of both dimensions. Subsequently, we used a third-party allocation task to measure ingroup bias on each dimension. Crucially, revealed identity information was held constant across arms during the decision. We found that broader awareness did not decrease ingroup bias and in one setting increased it. We provide supplementary analysis to examine possible mechanisms for our counter-intuitive findings.

Failure to attain important work-related goals is a frequent source of negative emotion for employees, and research has identified supportive management as central in shaping work-related outcomes following failure. However, there is limited research examining the specific behaviors that managers can use to respond to employees' negative affect. Drawing on the theory of interpersonal emotion regulation (IER) et al., 2009, we examine how specific IER strategies employed by managers influence employees' goal adjustment and turnover intentions. Across two experimental vignette studies (N = 1148), we test a mediation model in which employees' negative affect and trust in the manager act as parallel mechanisms linking IER strategies to behavioral intentions. In Study 2, we additionally investigate whether regulatory focus moderates these indirect effects. We conceptualize regulatory focus as a proximal self-regulatory frame that shapes how individuals interpret and respond to goal failure. Our findings show that trust, more than affect, serves as the key mediator linking IER strategies to behavioral intentions. Regulatory focus did not moderate these paths. This study advances understanding of the relational dynamics underlying specific IER strategies and highlights the central role of trust in managing employee responses to goal failure.

In this article, we draw on the affect substitution theoretical hypothesis to propose that team positive and negative affective tones are associated with team performance through team member silence behavior, depending on the degree of teamness within teams. Teamness refers to team resources associated with a shared vision, interdependence, reflexivity, autonomy, boundedness, and clear roles. Thus, when these resources are absent (low teamness), the positive effects of team positive affective tones on team performance and the negative effects of team negative affective tones on the same outcome would be stronger. Two independent survey studies with teams in the technology and health services supported the validity of the teamness construct and our proposals, highlighting that one mechanism for team-level affect influences on team performance is withholding concerns and problem-related information, contingent on the availability of teamwork contextual resources.