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

Work alienation (WA) is on the rise, especially in today's era of globalization and digitalization. However, its foundational ties to Marx and Hegel's conceptualizations are often overlooked. Despite extensive scholarly examination across disciplines, the conceptualization of WA remains plagued by a lack of consensus concerning its definitions, processes, and operationalizations. This systematic literature review identifies four major definitional approaches and their inherent limitations. First, equating WA with its antecedents diverts attention from its core mechanisms. Second, definition-by-negation leads to an underspecified construct, raising questions about empirical congruence. Third, defining WA through its correlates risks confusing it with different concepts. Fourth, expanding the construct of WA, to include distant constructs with surplus meanings, camouflages WA's essence, hindering a deeper understanding of the phenomenon. To enhance conceptual clarity, this paper aims to clarify WA's definitions, measurements, guiding theories, triggers, ramifications, and coping strategies within organizational contexts. Drawing from Hegel and Marx's dialectical lens, we compose a definition centered on a three-faceted self-other dialectic. Also, we present a three-stage developmental model, illustrating how WA develops and manifests itself as the relationships among the self, others, and work-life contexts evolve. By integrating elements from various management theories, we offer a fresh perspective for new research aimed at preventing WA. By addressing the theoretical and practical challenges that may arise, we emphasize the crucial role of Human Resource Management and team leaders in recognizing and mitigating WA to preserve vital individual, team, organizational and societal resources.

Interpersonal trust is one of the most widely studied topics in organizational research. One notable theoretical controversy that has remained over the decades is the potential distinction between trust and distrust. The current research advances this debate by developing and validating theory-based measures of trust and distrust. We take an attitude theory approach to develop scales based on the Lewicki et al. (1998) conceptualization of trust and distrust. Across four studies utilizing a variety of work-based samples and contexts, we present evidence of internal consistency, reliability, factor structure, construct validity, and criterion-related validity. These studies support the primary theoretical assertions from Lewicki et al. that trust and distrust are distinguishable attitudes with differing nomological networks and that individuals can experience attitudinal ambivalence (i.e., the existence of both positive and negative attitudes toward the same target). Findings extend trust and distrust theory by demonstrating that competence and intent are further sub-facets of trust and distrust attitudes and that distrust in one's supervisor at work predicts incremental variance in emotional exhaustion and counterproductive work behaviors beyond trust. Ultimately, the scale presented enables future research and practice focused on disentangling trust and distrust in the workplace.

Researchers have often examined the leader-member exchange (LMX) relationship from a univalent perspective, using a continuum from low to high exchange quality. This perspective has overlooked the possibility that employees may perceive their LMX relationships as both high and low quality (known as LMX ambivalence). In the present study, we draw on the transactional theory of stress and coping to examine how LMX ambivalence influences employees' interpersonal behaviors toward their leaders. In Study 1, a three-wave field study with 338 Chinese employees, we found that the experience of LMX ambivalence can decrease relational energy and lead to an increase in avoidance- and approach-oriented counterproductive work behaviors towards leaders (CWBs-L). Furthermore, LMX importance intensifies the negative effects of LMX ambivalence on relational energy. Study 2 employed a scenario-based method to compare the effects of ambivalent LMX relationships with positive and negative LMX relationships and provided additional evidence for our hypotheses. This research contributes to a broader understanding of behavioral responses to LMX ambivalence.

Social scientists and practitioners alike, so far, assume that leader mindfulness is inherently beneficial while paying limited attention to its potential drawbacks. Drawing upon social information processing theory, we contend that leader mindfulness is a mixed blessing as it relates to follower creativity. Using two multi-wave, multi-source field studies, our findings indicate a negative relationship between leader mindfulness and leader–follower dyadic affective conflict, which in turn increases follower creativity. However, leader mindfulness has a negative relationship with leader–follower dyadic cognitive conflict, resulting in decreased follower creativity. Further, perceived leaders' organizational embodiment strengthens the positive indirect effect of leader mindfulness on follower creativity through leader–follower dyadic affective conflict, whereasperceived leaders' organizational embodiment does not moderate the indirect effect through leader–follower dyadic cognitive conflict. Theoretical and practical insights regarding leader mindfulness and follower creativity are discussed.

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.