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

Due to increased telework as a result of the COVID-19 pandemic, the literature has called for exploring the impacts of imposed telework on work- and well-being-related outcomes. To answer this call, we investigated the effects of the amount of telework on perceived productivity, work engagement, and social isolation during the beginning of the pandemic. Moreover, leaning on self-determination theory, we examined the role of knowledge sharing as an underlying mechanism and supervisor social support as a buffer for these effects. Using a weekly diary study, we gathered 847 datasets from 167 individuals. Results revealed negative correlations of telework with productivity and engagement and a positive correlation with social isolation. Knowledge sharing positively related to the outcomes but did not mediate the effects of telework on them. However, supervisor social support did moderate the relationship between telework and knowledge sharing. With very low-level supervisor social support, large amounts of telework were accompanied by reduced knowledge sharing. Hence, imposed telework during the pandemic acted as a burden. If supervisors failed to provide social support, telework was associated with less productivity and work engagement but greater social isolation via reduced knowledge sharing. Supervisors should adjust their behavior and support knowledge sharing in imposed telework arrangements.

Emotion-rule dissonance is regarded as one of the most stressful aspects in the context of emotion work. However, there are few longitudinal studies examining its effects on psychological strain and, more importantly, physiological health. This study investigated synchronous and lagged effects of emotion-rule dissonance on emotional exhaustion, systolic and diastolic blood pressure, and body fat, while explicitly considering the reverse direction as well. Two-wave data from 5,073 employees at Time 1 and 525 at Time 2 three years later showed that emotion-rule dissonance and emotional exhaustion have reciprocal synchronous effects on each other. Concerning systolic and diastolic blood pressure, both lagged and synchronous effects were found, but the synchronous effects were twice as large as the lagged effects. No reverse effects of blood pressure on emotion-rule dissonance were observed. For body fat, neither synchronous, nor lagged, nor reverse (lagged/synchronous) effects were found. The results provide strong evidence for the health-impairing consequences of high emotion-rule dissonance, particularly with respect to emotional exhaustion and the risk of hypertension.

Our study focused on the role of inclusive environments characterized by the support that supervisors provide to individuals with intellectual disability working in sheltered workshops. We propose that autonomy support is positively related to the satisfaction of individuals with intellectual disability with their autonomy in this organizational context. Satisfaction, in turn, is expected to be positively related to well-being. A total of 394 individuals with intellectual disability working in 59 sheltered workshops located in Spain participated in the study. The research team used a pictorial questionnaire designed in cooperation with experts on measures for individuals with intellectual disability and tested in a pilot study. Using a cross-lagged design, participants answered the questionnaire by reporting how much support they received from non-disabled supervisors, their satisfaction with their level of autonomy, and their general well-being (T1). Four weeks after T1, they reported their satisfaction (T2), and 8 weeks after T1, they reported their well-being (T3). Using structural equation modeling methods with robust maximum likelihood estimation via Mplus, our results confirmed the mediation of satisfaction, not only in T1 but also over time. This study contributes to the knowledge about how supportive organizational environments help individuals with intellectual disability.

The objective of this article was to identify factors in the organizational context that may influence the inclusion of people with disabilities at work. To this end, we conducted three investigations in Brazil. The first study was conducted with 120 managers from 11 organizations and aimed to verify whether actions to adjust both working conditions and work practices affect the perception of managers about the performance of people with disabilities, considering the heterogeneity of disabilities. The second study included 75 people with disabilities and aimed to verify whether job satisfaction with contextual factors, for example, salary, the possibility of skill development, integration, and growth opportunity could explain the affective commitment of these people toward the organizations. The third study, which investigated 169 people with disabilities, included other contextual factors such as social and organizational support to verify if they would affect the meaning these workers assign to their work. The results of Study 1 indicated that types of disabilities are effectively perceived in different ways by the managers and require differentiated actions. From the perspective of the workers with disabilities (Study 2), there is evidence that job satisfaction is related to affective commitment. In addition, it appears that social and organizational support factors (Study 3) are directly related to the perception of fairness, participation, and the reception of these people. Results and theoretical and practical implications will be discussed.

This research advances the workplace thriving literature by offering a multilevel view regarding the impact of positive affective resources on employee and team thriving. We conducted our study with 285 employees from 62 teams to examine a multilevel model involving the relationship between high-activated positive affect (HAPA) and thriving at individual and team levels. Results demonstrated that team HAPA triggered team cohesion, which in turn enhanced team thriving, and that individual HAPA promoted individual thriving. While task interdependence did not moderate the effects of team HAPA on team cohesion or, in turn, on team thriving, cross-level moderation showed that task interdependence strengthened the relationship between individual HAPA and individual thriving. These findings extend the knowledge regarding the relationship between positive affect and thriving by confirming the role of affect activation, identifying a team-level mechanism, and clarifying a boundary condition.

Voice highlights important issues in the workplace, but it may be malfunctional if recipients do not possess the adequate mastery to act on the feedback received. Our research draws on the control value theory of emotions to explain how appraisals and affective processes shape employees' adaptive or maladaptive responses to challenge-oriented voices from their coworkers. We contend that constructive (destructive) coworker voice activates a positive (negative) affective state more strongly in recipients who perceive higher (vs. lower) behavioral control because they will attribute greater personal responsibility over the voice content. We also expect the affective states to predict interpersonal citizenship behavior and work withdrawal behavior more strongly in recipients with lower (vs. higher) emotional control due to their greater susceptibility to the influences of affective states. The results from three-wave, multi-source data collected from 307 insurance sales representatives support most of our hypotheses, except that perceived behavioral control does not moderate the link between destructive coworker voice and employee negative affective state. The findings extend voice literature by taking a recipient perspective on how and why they react differently to constructive or destructive coworker voice, and offer practical suggestions for facilitating optimal behavioral responses to coworker voice in an applied setting.

This study probes the temporal nature of work–family balance satisfaction (WFBS). Drawing on distributed connectionist models and conservation of resources (COR) theory, we hypothesize that changes in work and family overload are positively associated with changes in WFBS, and these relationships are mediated by changes in work and family fatigue, respectively. Additionally, we propose that work and family crafting behaviors (decreasing hindering work and family demands) are helpful in building resources that mitigate the relationships above. We tested these hypotheses by sampling 71 full-time employees over a work week. The results identified positive relationships between changes in role overload and changes in WFBS. In addition, we found full support for the moderating role of crafting behaviors in the work domain and partial support for the family domain. Further analyses suggested that employees' work and family crafting behaviors (i.e., decreasing hindering demands) buffered the negative effects of changes in work and family overload on changes in work and family fatigue, respectively. Also, decreasing hindering work demands moderated the indirect effect of changes in work overload on changes in WFBS. We discuss theoretical and practical implications as well as future research directions.

A large body of research has documented a positive link between narcissism and counterproductive work behavior (CWB). However, previous studies focused exclusively on explicit (self-reported) narcissism, thereby neglecting the role of implicit (indirectly measured) narcissism. Using a sample of 504 employees, the present investigation aimed for an integrative perspective. Applying a job-related narcissism questionnaire along with an implicit association measure of narcissism, for the first time, we address the question whether and to what extent explicit and implicit narcissism jointly influence CWB. Specifically, we show that the most toxic combination of narcissism (i.e., high explicit and high implicit narcissism) predicts the highest CWB levels. Explicit narcissism was positively related to CWB, and this relationship was stronger among individuals who were also high (vs. low) on implicit narcissism. Results suggest that implicit narcissism is an important, albeit hitherto neglected, determinant of CWB. The present work provides novel and valuable evidence on the role of implicit personality, which is crucial for understanding deviant behavior in the workplace.

The role of different forms of self-esteem (i.e., global vs. domain-specific) at work and their longitudinal changes and associations have yet to be examined. Our aim is to analyze the pattern of longitudinal changes between global self-esteem (GSE) and organization-based self-esteem (OBSE). We used three-wave longitudinal data (N = 1616) of newcomers at the beginning of their career. Results from multivariate latent growth curve models revealed that OBSE and GSE decreased linearly. Their trajectories were positively correlated (r_slopes = 0.52), suggesting positive longitudinal associations between changes in both forms of self-esteem. Finally, OBSE and GSE trajectories differently predicted changes in job satisfaction, commitment, work engagement, and burnout. Findings support the importance of simultaneously considering both forms of self-esteem at work.

Recent work environment developments coupled with the pandemic have provided employees with increased opportunities to shape their workspaces. In semi-structured interviews conducted with 40 employees working on large-scale construction projects in two different work environments (open office and virtual work settings), we examined how and why job crafting was undertaken. Our analysis of the interview data revealed that, across both types of work environments, environmental disruptions that resulted in a perceived imbalance between focus and connection with colleagues were responded to with job crafting efforts. These job crafting efforts took the form of building bridges (to connect or coordinate with others more closely) and constructing barriers (to make it easier to focus). Individuals built bridges through the use of space or physical location, signaling, and coordination, whereas they constructed barriers via physical barriers, scheduling/prioritization, and mindfulness of others. This work contributes to job crafting research by expanding our understanding beyond work–life considerations of how and why individuals make adjustments within two relatively new types of work environments. Additionally, this research offers the contributions of increasing our understanding of interrelationships among types of job crafting and expanding our knowledge about how to make open office and virtual work arrangements more effective.