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

Subordinates' counterproductive work behaviors (CWBs) have been demonstrated as a critical precursor to their supervisors' abusive supervision. However, prior research has mainly taken a victim precipitation paradigm and focused on exploring subordinate characteristics that may diminish or amplify this relationship. The important role of supervisor characteristics has been rather overlooked. Integrating self-regulation and identity threat theories, the current study extends the prior literature by focusing on supervisor characteristics, specifically, supervisors' sleep quantity, sleep quality, and narcissism, as moderators of the relationship between subordinates' CWB and supervisors' abusive supervision. The study utilized a time-lagged design with a sample of 292 employees and 50 supervisors at a Chinese hospital. Results showed that subordinates' CWB at Time 1 was positively related to their supervisors' abusive supervision at Time 2. Supervisors' sleep quality was found to mitigate the relationship between subordinates' CWB and supervisors' abusive supervision; however, the moderating effect of supervisors' sleep quantity was not significant. Moreover, supervisors' narcissism exacerbated the relationship between subordinates' CWB and supervisors' abusive supervision. This study contributes to the abusive supervision literature by shifting away from the victim precipitation paradigm and placing supervisors, those in positions of power, at the forefront. Findings from the study provide insights into the design and implementation of supervisor training aimed at mitigating abusive behaviors in the workplace.

This study sought to achieve a dynamic person-centered understanding of the various harmonious and obsessive work passion trajectories observed among a sample of nurses, as well as the connections between these two types of work passion trajectories. Moreover, it sought to document the predictive role of workload, unfairness, harassment, and supervisor support in relation to these harmonious and obsessive passion trajectories, as well as the implications of these trajectories for a variety of outcomes related to attitude (i.e., turnover intention), psychological health (i.e., perceived psychological health and work fatigue), and behaviors (i.e., work performance, presenteeism, and absenteeism). A sample of 622 nurses was surveyed six times over a period of five months. Our results revealed that harmonious and obsessive passion trajectories matched five primary profiles, similar across the two types of work passion. Workload, unfairness, harassment, and supervisor support were associated with these trajectories in a way that mainly supported our expectations. Trajectories characterized by higher levels of harmonious passion and lower levels of obsessive passion were associated with higher levels of perceived psychological health and work performance, and with lower levels of work fatigue, turnover intention, presenteeism, and absenteeism. Conversely, trajectories characterized by lower levels of harmonious passion and higher levels of obsessive passion were associated with the most negative outcomes.

Fostering a culture of companionate love in the workplace offers numerous benefits for employees, yet the methods for achieving this remain unclear. We propose that high-quality listening, characterized by undivided attention, understanding, and a positive and non-judgmental intention toward the speaker, could be a key facilitator. We hypothesized that such listening could enhance employees' perceptions of companionate love. Additionally, we hypothesized that an enhanced perception of companionate love would increase employees' subjective well-being, resilience, affective commitment, and willingness to cooperate at work. To examine these hypotheses, we conducted four studies. Study 1 was a preregistered and highly-powered field study (N = 752) involving employees from various organizations. Study 2 (N = 37), was a longitudinal research that included a listening training of 16 hours for teachers in a single school. Study 3 was a quasi-field experiment within a risk-management company, with employees receiving 12 hours of listening education while a waitlist served as a control group (N = 67). Study 4 was a quasi-experiment that served as a conceptual replication and extension of Studies 2 and 3. The study involved listening training for employees in a global communications company, providing 14 hours of online listening training. An active control group (N = 60) was included. Across all studies, we found that feeling listened to by colleagues led to increased perceptions of companionate love in the organization, which, in turn, increased employees' subjective well-being, resilience, affective organizational commitment, and willingness to collaborate. Theoretical and practical implications are discussed.

Although pursuing fun seems contradictory to work, it may yield beneficial outcomes for not only employees but also leaders in the workplace. The present paper aims to bridge the gap between the workplace fun/play literature and leadership research by introducing the concept of leader fun pursuit and examining its influence on followers' evaluations. Moreover, drawing on the dual perspective model of social evaluation and expectancy violation theory, we examine the effects of leader fun pursuit on followers' perceptions of leader attributes and evaluations of leadership, and posit a gender-contingent boundary condition. We conducted three studies to develop a scale and examine our hypotheses. Study 1 (four samples, total N = 734) developed a four-item scale to measure leader fun pursuit and established its reliability and validity. Study 2 (N = 309) used a multi-wave design to examine the full model. Study 3 (N = 279) used a vignette-based experiment to strengthen the internal validity of our conceptual model. We found that leader fun pursuit generally enhances followers' evaluations of the leader, and this effect was especially pronounced for female leaders. Overall, we introduce a novel approach to effective leadership and examine the gender differences therein.

Long working hours continue to pose a challenge for a considerable number of employees today. Departing from the predominant focus on the detrimental consequences associated with personal overtime work, this study aims to investigate the influences of perceived coworkers working overtime (PCWO) on employees. We theorised that PCWO may constitute a type of stressful event for employees and proposed that it will lead to employees' daily withdrawal responses (i.e. time banditry behaviour and turnover intention) through an increase in negative affect (NA). In addition, employees' workaholism may have a cross-level impact on the within-individual level relationships between their NA and withdrawal responses. We tested our theoretical hypotheses using the experience sampling methodology (ESM), with 111 full-time employees reporting their working experiences over 10 workdays. Results from the multilevel analysis revealed that even after controlling for one's own working hours, PCWO was positively related to employees' NA, which, in turn, led to an increase in time banditry behaviour and turnover intention. In addition, we also found that the within-individual level relationship between NA and turnover intention was stronger for employees higher (vs. lower) in workaholism, supporting the moderating role of workaholism. Theoretical and practical implications of our study are discussed.

Integrating affect spin research with work–family literature, we build and test a model demonstrating the relationship between parents' affect spin and adolescent well-being (depression, delinquency, and popularity) as explained by adolescent affect spin; parents' job demands and resources are boundary conditions. Using multisource data of mother–father-adolescent triads of 127 families (total N = 417) in the 500 Family Study—including over 13,700 experience-sampling measures of affective states and objective job data from Occupational Information Network (O*NET), we find mothers', but not fathers', affect spin has a direct positive relationship with adolescent affect spin that, in turn, relates to adolescents' poorer well-being. Further, mothers' affect spin has a stronger indirect effect on adolescent well-being when mothers' jobs involve more irregular work schedules, whereas fathers' affect spin has a stronger effect when their jobs involve higher conflictual contact. In contrast, both mothers' and fathers' affect spin have weaker effects on adolescents when their jobs involve higher decision latitude. Our findings converge to suggest job demands exacerbate and job resources attenuate the deleterious role of parents' affect spin on adolescent well-being. Supplemental analyses demonstrate how the social learning process provides a theoretical explanation for the relationship between parents' and adolescents' affect spin.

Drawing on attachment theory, the present study develops a theoretical model to explore whether, how, and when daily leader secure-base support impacts employees' daily in-role and extra-role performance. To test this model, we employed an experience-sampling method and collected daily diary data over 3 weeks. Results of multilevel path analysis indicated that daily leader secure-base support was positively related to both employees' daily in-role and extra-role performance. Moreover, we found that daily leader secure-base support indirectly influenced employees' in-role performance via their self-esteem, whereas it indirectly influenced employees' extra-role performance via their gratitude. Finally, attachment anxiety moderated the within-person relationship between daily leader secure-base support and employees' self-esteem as well as the indirect effect of daily leader secure-base support on employees' subsequent in-role performance via their self-esteem. We discuss the theoretical and practical implications of these findings, as well as future research directions.

The present study investigated the immediate and sustained effects of left-hand dynamic handgrip (LDH; left-hand squeezing) on reducing choking (anxiety-induced performance decrements) in basketball free-throw performance. Previous research affirmed LDH's efficacy in mitigating choking in various sports, however, its duration of effectiveness remains elusive. This study examined whether: a) participants who conducted LDH exhibited lower performance decrements than a control group under high-pressure conditions, and b) the effects were stable over time. Twenty experienced right-handed male participants (M_age = 23.10) attempted 20 free-throws in each pre-test (baseline low-pressure) and post-tests (High Pressure-1; High Pressure-2). Participants were randomly assigned to the left-hand or right-hand/control group and performed corresponding hand contractions preceding High Pressure-1. State anxiety, assessed through the Competitive State Anxiety Inventory-2, was induced from Low-Pressure (M_cognitive = 15.75; M_somatic = 14.90) to High Pressure-1 (M_cognitive = 20.75; M_somatic = 18.75). Post hoc analyses indicated that the left-hand group maintained performance throughout all phases. However, the control group experienced performance decrements in High Pressure-1 and this remained consistent in High Pressure-2. Results supported both hypotheses, illustrating LDH's effectiveness in countering choking for a minimum duration of 15 minutes. This novel study offers insight into LDH's duration of effectiveness, facilitating wider integration into competitive sports.

Based on the conservation of resources theory, this study investigates how and when supervisor bottom-line mentality (i.e., one-dimensional thinking that exclusively focuses on economic bottom-line goals to the neglect of competing priorities) relates to employee creativity. We propose that supervisor bottom-line mentality reduces employee psychological availability, resulting in decreased employee creativity. Additionally, psychological detachment, which allows employees to recover from job strain and to regain physical energy and psychological resources, serves as a buffer that weakens the indirect negative relationship between supervisor bottom-line mentality and employee creativity through psychological availability. Empirical analyses using time-lagged data from 540 employees of a hospital in eastern China (sample A) and 306 academic graduate students in Chinese universities (sample B) support all hypotheses. Theoretical and practical implications are discussed.

With increasing demands in work and life, successful self-regulation of multiple goals becomes critical to the well-being and performance of individuals and organizations. When pursuing multiple goals, individuals may use different strategies and have divergent preferences toward these strategies. Polychronicity, or the preference for multitasking over sequential tasking, has long been considered a unidimensional construct with two opposing ends. To empirically test this assumption, we reconstructed existing polychronicity items to explore a new scale that measures preferences separately and synthesizes different operationalizations of multitasking (i.e., concurrent tasking and task switching) (study 1). We found that multitasking and sequential preferences, while related, have distinct components and can co-occur within individuals, challenging the traditional bipolar assumption (study 2). Finally, we used a behavioral task-switching paradigm to simulate a multitasking environment. We found that consistent with past research, the preferences were not associated with behavioral performance but were associated with subjective experience (study 3). Our findings suggest that assuming multitasking and sequential preferences are completely antithetical can be an oversimplification. This research opens opportunities for future research on multiple goals.