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

This article adds theoretical reflections on the boomerang transition process as presented by the Authors in their article ‘Examining boomerang mobility using a career transitions framework’. Based on their integration of previous studies of boomerang mobility with conservation of resources theory and the literature on career transitions, the authors provide a model that reflects the complexity of the boomerang process. The model advances our understanding of the dynamic nature of modern career transitions, which often deviate from traditional linear career paths. In this article, we further explore three of the key insights from the authors' model, namely the importance of time, the individual-based perspective, and the integration of both work and nonwork factors. Building from our own work in the field of career transitions, we use three theoretical lenses to guide our exploration, namely, the kaleidoscope career model (KCM), career inaction theory, and sustainable career theory. We discuss how the authors' model may be expanded by integrating it with these perspectives and how this can contribute to further incorporating the role of time in future research on the boomerang transition process. We advocate taking a whole career perspective, in which more than just the push and pull factors that influence the individual's decision to leave their previous employer are included. The boomerang transition can be further understood as it relates to an individual's past transitions and how it might impact future transitions as well as the influence of relationships, context, nonrationality, and forward and backward calculations on the boomerang decision-making and transition processes. We formulate several directions for the future study of boomerang transitions from this perspective.

What happens when people leave an organization but return to it later? Expanding the dominant organizational and HRM perspectives on boomerang employment, we advocate for a career transition approach that incorporates an individual focus. We define the boomerang mobility process as a series of career transitions, starting with the exit transition from the original employer, and ending with the boomerang transition when that employee returns to that original employer. We offer a comprehensive conceptual model of the boomerang mobility process, including its antecedents, mediating processes, outcomes, and boundary conditions. By providing insights into the organizational and individual considerations that may influence employees' decision to rejoin an organization, this conceptual model expands the career mobility scholarship and offers a more nuanced understanding of individuals' career development.

Findings are mixed regarding fear and performance behaviors. Whereas resource-based theories suggest that fear impairs performance, perspectives on emotion regulation argue that fear is motivating. It is also unclear how independent workers prioritize between potentially competing health and work goals. We help reconcile disputes by implicating goal setting for gig workers' effective functioning. We studied relationships between COVID-19 fear, COVID-19 preventative health goals and work hour goals, and actual health and work behaviors over four weekly surveys with gig workers (N = 49) during the summer of 2020. Fear of COVID-19 was assessed in a baseline survey, health and work goals were assessed at Time 1, and health and work behaviors were assessed three days later at Time 2. Supporting predictions, although COVID-19 fear may prompt greater health behaviors, fear might also still undermine these behaviors through the weakening of health goal setting. However, results did not support predictions that health and work goals conflict. Instead, at the between-person level, Time 1 health goals were linked to greater Time 2 health and work behaviors. Findings contribute to the theory of the relationship between fear, motivation, and performance. Organizations and workers may prioritize health goals for both health and work performance during a crisis.

Age discrimination at work represents a major challenge with detrimental impacts on employees and organizations. Although age discrimination theories suggest that workers experience increasing levels of age discrimination over time, prior evidence suggests that there may be substantial heterogeneity in the way perceived age discrimination changes over time. Conceptualizing age discrimination at work as a stressor, and integrating the model of exposure and reactivity to stressors with allostatic load theory, we examine changes in perceived age discrimination, along with its predictors and outcomes. We use a person- and target-centered approach with a nationally representative archival dataset from Switzerland (N = 1110) relying on a prospective design over seven years. Randomly splitting the sample into two (Half-samples A and B), we find three change patterns (i.e., increasing, decreasing, and stable nonexistent) of perceived age discrimination at work in Half-sample A. In Half-sample B, we replicated these three patterns and found that the heterogeneity in change patterns was predicted by employees' age and belief in a just world, but not neuroticism. We also observed that these change patterns were associated with job satisfaction, work strain, and perceived employability. We further discuss the theoretical and practical implications of these findings.

Identity leadership is the process through which leaders create, advance, represent, and embed a sense of ‘we’ and ‘us’ (i.e., social identities) within the teams they lead. This paper extends the existing sports psychology literature by investigating the relationship between identity leadership and athletes' mental health, as mediated by team identification and social support. Additionally, the study explores the generalisability of these relationships across culturally diverse countries, as well as high and low-collectivistic cultures. To this end, we employed a large cross-sectional study design involving 2,861 athletes from 193 football (also known as soccer) teams across eight countries. Study results indicated that identity leadership on the part of coaches, team captains, and the best athlete leaders within the team was associated with greater feelings of ‘we-ness’ amongst athletes. This sense of ‘we-ness’ in turn correlated with athletes' increased perceptions of available social support for themselves and their team, ultimately contributing to enhanced well-being and reduced burnout. With some minor variation, these patterns were observed across all studied countries and across high and low-collectivistic cultures. In essence, identity leadership provided by coaches and athlete leaders was associated with better athlete mental health across geographical borders and cultures.

This study draws on the Recovery Step Model and the Conservation of Resources (COR) theory to propose a framework that examines how and when sleep quality influences work engagement. Specifically, we tested a moderated mediation model where sleep quality predicts employees' work engagement through enhanced self-regulatory resources at the within-person level. Additionally, we investigated whether human–animal interactions (HAIs), during micro-breaks, moderate this indirect relationship. Overall, 155 teleworkers participated in a 10-day diary study (155*10 = 1550 measurement occasions). The multilevel analysis revealed that daily sleep quality positively predicted employees' work engagement by enhancing their self-regulatory resources. Moreover, this relationship was stronger for individuals who engaged in micro-breaks involving interactions with their companion animals. As the frequency of HAIs during micro-breaks increased, so did employees' levels of work engagement. These findings expand the recovery step model and the furr-recovery method by demonstrating that HAIs serve as beneficial micro-breaks during work hours, providing a restorative function that enhances work engagement. In sum, at least one HAI during the workday could have significant implications for employees' work engagement.

Beyond political action, fostering individuals' pro-environmental behavior (PEB) is imperative to address environmental crises, such as climate change. Prompts are visual and/or verbal reminders to perform certain PEBs. Meta-analytic results by Osbaldiston and Schott (2012) suggest that prompts can increase PEB. However, in many of the included primary studies in this meta-analysis, prompts were confounded with other interventions (e.g., information campaigns). To study whether and under which conditions prompts have an unconfounded effect on PEB, we conducted a pre-registered systematic review following the PRISMA guidelines (N = 61 studies, k = 114 effect sizes). Additionally, we conducted a z-curve analysis to assess the expected replicability of the observed significant findings and ran meta-analyses to calculate the combined effect of (un)confounded prompt interventions on PEB. We find that prompts are effective in promoting PEB (b = 0.67, p < .001), even when no other interventions are implemented simultaneously (b = 0.66, p < .001). The rate of significant results that could be replicated under the same conditions as estimated by z-curve analysis is high (88% - 95% for unconfounded significant findings). Prompts are particularly effective in promoting resource conservation. The study setting and the PEB level prior to the prompt intervention moderate the effect of prompts on PEB. For example, the effect of prompts was stronger in universities, hotels, and public settings compared to work settings, and when initial PEB levels were lower.

Compared with the vast amount of research on the deleterious effects of abusive supervision on work outcomes, its effect on off-job behavior has received little scholarly attention. To bridge this gap, we examined the long-term effects of abusive supervision on subsequent insomnia and impulsive buying among frontline service employees (FSEs). We focused on the mediating roles of job insecurity and ego depletion, and the moderating roles of coworker emotional and instrumental support. To test our hypotheses, we collected three-wave data 3 months apart from 318 FSEs. As hypothesized, FSEs' experiences of abusive supervision significantly affected insomnia and impulsive buying 6 months later. Job insecurity and ego depletion sequentially mediated these relationships. Although coworker emotional support mitigated the deleterious effects of abusive supervision on insomnia and impulsive buying through job insecurity and ego depletion, coworker instrumental support aggravated these effects. These findings contribute to the literature by providing novel insights into the role of abusive supervision in maladaptive off-job behavior and its boundary conditions.