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

The concept of human energy (HE) is embedded in various theories and has been widely studied in organizational psychology research. This meta-analysis aims to examine a nomological network of individual HE at work and to investigate whether relationships between conceptualizations of HE, such as vigor and vitality, assessed with different measures, show comparable patterns of associations with work-related constructs. Moreover, we compared this nomological network to those of engagement and thriving, two related constructs that include HE as part of their multidimensional conceptualizations, to gain insights into their conceptual distinctiveness and empirical overlap. Analyzing 198 studies, the findings revealed that HE positively and moderately to strongly correlates with positively connoted construct categories (e.g., job and organizational resources, job attitudes, performance) and negatively correlates with negatively connoted construct categories (i.e., negative well-being, negative work-related intentions and behaviors). Relationships with job stressors varied, suggesting the need to distinguish between stressor types. The type of measurement influenced the relationships between HE and most construct categories, with small to moderate effect size differences. Our analysis revealed notable alignment between the HE, engagement, and thriving nomological networks. We conclude that individual HE at work, as a parsimonious, mostly unidimensional construct, offers advantages over comparable multidimensional constructs. We discuss implications for future research and encourage scholars studying HE at work to carefully consider its conceptualization and theoretical foundation, and to transparently report its measurement to enhance construct clarity.

Despite extensive research on leaders' endorsement of employee voice, the transparency of their communication of endorsement criteria remains underexplored. This omission is consequential: when employees perceive endorsement processes as opaque, they struggle to discern what constitutes valuable voice and consequently hesitate to speak up. Drawing on the social information processing theory, this study investigates how leader voice endorsement transparency (VET)—defined as the extent to which leaders openly communicate criteria for endorsing employee suggestions—serves as a critical social cue that enhances employee voice behavior. We propose that leader VET increases employee voice. This effect is particularly pronounced for employees with low workplace status perception, who rely more on explicit leader guidance when deciding whether to speak up, and it is mediated by heightened voice efficacy. Across two methodologically complementary studies (an experiment and a field study), we found support for the above relationship. These findings offer actionable strategies for fostering effective voice cultures.

Integrating social information processing theory and psychological contract theory, we examine how different orientations of corruption prevention programs (compliance orientation and value orientation) and different forms of top management support for corruption prevention (written and role-modeled) relate to employee support for corruption prevention, distinguishing between compliance (adherence to corruption prevention rules) and participation (proactive engagement). We also investigate the moderating role of employee moral attentiveness. An experimental vignette study, conducted as an online factorial survey, yielded 1176 judgments nested within 147 employees. Findings showed that both corruption prevention program orientations and both forms of top management support fostered both types of employee support for corruption prevention. However, top management support was a stronger predictor of both support behaviors than the orientation of corruption prevention programs, with role-modeled top management support having the greatest impact. Moreover, employee moral attentiveness enhanced the effects of value-oriented programs on both behaviors and of role-modeled top management support on participation. We discuss the implications of these findings for corruption prevention research and practice.

This study offers a comprehensive review of the existing literature on CEO personality and its impact on organizational outcomes. We begin by outlining the motivation for examining this area of research, emphasizing its significance in understanding how CEO personality impacts organizations. Next, we synthesize key findings from pivotal studies on various personality traits, providing an integrated view of the current knowledge base. We then employ bibliometric analysis to assess the state of the field, identifying underexplored areas and trends. Building on these insights, we highlight critical gaps and propose directions for future research, encouraging scholars to incorporate diverse theories and methodologies to advance the study of CEO personality.

How can intergroup relations be enhanced in organizations? To address this question, this paper integrates the common ingroup identity model (CIIM) and social identity theory to examine the interactive effects of dual identity on the relationships between host country national (HCN) employees' English proficiency, social interactions, and helping behaviors toward expatriates in foreign subsidiaries. Study 1, using time-lagged survey data from 706 HCNs in various foreign subsidiaries, shows that interaction frequency mediates the positive relationship between English proficiency and information sharing, and that these relationships are stronger when dual identity is high. Study 2, using time-lagged survey data from 330 HCNs in various foreign subsidiaries, shows that interaction avoidance mediates the positive relationship between English proficiency and knowledge transfer and that HCNs with high dual identity have more social interactions and transfer more knowledge to expatriates. This paper contributes to the literature by providing a novel perspective on intergroup relations in multilingual settings, integrating and building on language and CIIM research, and extending CIIM research to organizations.

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 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.

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.