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

Despite the importance of leader humor in sustaining organizational effectiveness, little is known about how and when leader humor affects employee thriving, an important indicator of employee personal growth and organizational sustainable human capital. Drawing on and extending the socially embedded model of thriving at work, this study takes a balanced view and investigates the positive and negative impacts of leader humor on employee thriving. On the one hand, we propose that leader humor is related to information inadequacy, which hinders employee thriving. On the other hand, we argue that leader humor enables employees' positive affect, which enhances their level of thriving. Three-wave data collected from 268 employees working in various industries support our hypotheses. The findings show that high-quality information and affect resources exchange relationships with teammates (i.e., team–member exchange) alleviate the detrimental effect of leader humor on information adequacy but do not affect its beneficial effect on positive affect, which facilitates employee thriving as a whole. This study has practical implications on how practitioners can capitalize on leader humor and build a thriving workforce.

It is well established that in contemporary Western society, work and family (WF) are often navigated by both members of a parenting couple. However, existing understandings regarding the communicative processes by which both parents navigate, and relationally co-construct WF boundaries together, remain somewhat of a theoretical blind spot. This study provides insights into the relational communicative practices that coupled, heterosexual parents engage in when navigating WF boundaries. Our couple-level data collected during the UK Covid-19 lockdown period, in which both parents simultaneously experienced boundary disruption, explore the communicative practices or ‘tactics’ engaged in to relationally navigate boundaries in this context. Utilising a novel multi-method, qualitative approach constituting in-depth interviews and daily diaries, we extend the concept of communicative tactics put forward by Kreiner et al.. Specifically, our findings uncover new relational patterns of communicative tactics utilised for WF boundary navigation, which we term ‘synergistic’ and ‘siloed’ communicative modes. We demonstrate how the tactics of ‘expectation setting’ and ‘confronting violators’, alongside the novel communicative tactic we term ‘re-setting expectations’, can be enacted in very different ways depending upon the overarching communicative mode, thereby constituting distinct relational communicative approaches. We further demonstrate the role of (gendered) power dynamics on communicative practices revealing how such dynamics can impact upon prevailing gender (in)equality between parents. We conclude by discussing the implications of these findings for both future research and practice.

Work as a calling theory predicts that perceiving and living out a calling lead to higher task performance, and empirical evidence supports the assumption that perceiving a calling is related to task performance. Yet, the longitudinal precedence between career calling and task performance has not been investigated. This study examines the temporal relationship between career calling and self-rated task performance using a three-wave longitudinal design with 285 US employees. Findings from a cross-lagged panel model analysis indicate that self-rated task performance predicts career calling more strongly than the reverse. These results suggest that self-rated task performance outcomes may drive the development of a career calling, challenging traditional assumptions. The study's implications highlight the importance of performance feedback in cultivating employees' sense of purpose and calling. Future research should explore the boundary conditions of this relationship and consider various performance metrics.

Researchers often stray from recommendations provided by simulation studies when conducting confirmatory factor analysis (CFA), causing unwieldy applications of the analysis and diminished confidence in published results. We introduce three particularly important informal practices associated with (1) alternative interpretations of model fit, (2) the use of inadvisable combinations of fit indices, and (3) the failure to conduct effective model comparisons. We then review over 2000 CFAs in premier organizational science journals. Our results support that researchers widely engage in all three informal practices. To address this tension, we (1) formalize modern interpretations of model fit by providing percentile ranges of indices in published articles, such that researchers can make relative and continuous assessments of model fit. We (2) emphasize the importance of assessing multiple recommended fit indices together to provide complete depictions of model soundness. Lastly, we (3) demonstrate the necessity to perform appropriate model comparisons, including the assessment of more complex models.

Prior research on miscitations in academic literatures have painted a dismal picture of high rates of inaccuracy. While this issue and the problems that stem from inaccurate citations have been reviewed, the attention given to the causes of such inaccuracies has so far been narrow. The primary rationale given for citation errors is author lack of motivation. In the current manuscript, we suggest that examining the potential for cognitive biases to also contribute to miscitations can add conceptual nuance to this question as well as provide additional recommendations for practice. We argue that even when authors are motivated to cite research correctly, that the cognitive biases of source confusion, gist memory, and repetition effects may lead to miscitations. We explore these ideas with a systematic review of over 1400 papers in which we found that the rates of miscitation are high (44.8%). Additionally, evidence from the review provides some support that cognitive biases may produce miscitations. Recommendations to authors, reviewers, and editors are provided.

The concept of flourishing has garnered interdisciplinary attention, particularly within the realm of workplace research, given its relevance to individuals' daily lives. However, despite its growing importance, defining and measuring workplace flourishing remains challenging, often due to the adoption of generic life-domain perspectives. This review addresses these challenges by synthesizing literature from work and life domains. We meticulously analyze 118 pertinent articles through an integrative review methodology, uncovering gaps in conceptualization, measurement, determinants, and outcomes of workplace flourishing. Our review introduces a new conceptual lens, focusing on the role of personal project pursuits in shaping flourishing. We also clarify the distinction between flourishing and thriving, providing much-needed conceptual clarity. Additionally, the review presents an integrative framework that synthesizes determinants and outcomes of flourishing, offering a multitude of avenues for future exploration.

Career inaction is the phenomenon in which people do not take sufficient action to realize a desired change in their career. Despite recent theoretical advancements and strong indications that career inaction is a prevalent phenomenon that brings along important risks to both individuals and organizations, there is no reliable and valid scale to accurately measure it. Therefore, we developed and validated an eight-item scale of career inaction (CARINAS) across four studies. In Study 1 (N = 258), we pilot-tested the reliability and factor structure of the Dutch CARINAS among Belgian workers. In Study 2 (N = 799), we tested the reliability, measurement invariance across groups, and construct validity of the scale and started exploring the nomological network of the Dutch CARINAS among Belgian career counseling clients. In Study 3 (N = 170), we tested the reliability and validity of the English CARINAS and reran the correlation tests from Study 2 among US workers. Finally, in Study 4 (N = 198), we re-tested the factor structure and reliability of our scale and further explored the nomological network of the Dutch- CARINAS in a two-wave dataset collected with Belgian workers. The results of these four studies revealed that the CARINAS has high reliability and a good factor structure across different groups. Furthermore, the tests of the nomological network yielded interesting insights regarding the assumptions underlying the theory of career inaction. By developing and validating the CARINAS, our study adds to the research on (barriers to) career transitions, paves the way for further empirical research on career inaction, and provides a diagnostic tool for professionals guiding people in their career decision-making process.

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.