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

In recent years, research on extreme contexts has expanded significantly, focussing on management practices in unusual or atypical work environments. However, individual behavioural responses in these settings have received less attention. Our study addresses this gap by using Job-Demand Resources (JD-R) theory to explore how extreme context exposure (i.e. frequent exposure to extreme events) influences counterproductive work behaviour towards the organisation (CWB-O) in high-risk contexts of aviation and shipping. In Study 1, based on data from 297 flight cadre, we found that extreme context exposure is positively linked to CWB-O, with exhaustion linking the two variables. Study 2 replicated these findings with data from 309 seafarers, reinforcing the robustness of our results. Additionally, we identified authentic leadership and spirituality as key job and personal resources that moderate this relationship, reducing the impact of extreme context exposure on CWB-O. We conclude by discussing the theoretical and practical implications of our findings, emphasising the importance of addressing individual behaviours in extreme work environments.

Dealing well with tasks that characterize one's occupational role should confirm occupational identity and induce pleasurable feelings in terms of task-related success. However, some tasks are illegitimate, with employees thinking they should not have to do them because they are unreasonable (not part of their occupational role) or unnecessary (should not exist at all). Illegitimate tasks (ILTA) constitute an offense to occupational identity, and completing them should induce feelings of success to a lower degree than completing legitimate tasks. They might even induce feelings of failure, notably if impairing core performance. In a three-wave study in two Swiss companies (N = 160), structural equation modeling with lagged paths constricted to equality yielded significant paths from ILTA to success experiences for the lagged and the synchronous paths; for failure, only the synchronous effect was significant. Thus, the hypothesis that ILTA dampens success experience is largely supported, whereas effects on failure experiences may be restricted to short time periods. Results are largely in line with the assumption that ILTA does not contribute to affirming one's occupational identity, thus extending the nomological net of illegitimate tasks and suggesting a stronger focus on role-related content of task design and on task-related success.

Extended sitting at work for desk-based employees is linked to various physical and mental health issues, contributing to work disability, absenteeism, and significant economic and psychosocial burdens. This systematic review and meta-analysis aimed to evaluate the effectiveness of yoga interventions on the well-being and productivity of desk-based workers. Ten electronic databases and two trial registers were searched from inception until August 2024. Fifteen studies met the inclusion criteria, and 11 studies (10 randomised controlled trials [RCTs] and one non-randomised controlled trial [NRCT]), comprising 1123 participants, were eligible for the meta-analyses. The inverse variance random-effects method was used to analyse eligible outcomes and comparisons, and the remaining outcomes were summarised narratively. Compared with passive controls, yoga was associated with improvements in psychological and physical well-being, perceived stress, sleep quality and musculoskeletal discomfort. Compared with an active comparator, yoga was associated with improvements in psychological well-being. When used as an adjunct to conventional therapies, yoga effectively improved musculoskeletal discomfort. The narrative summary of other outcomes revealed general improvements in most physical and mental health parameters. Our review found evidence for the positive impact of yoga on the well-being of desk-based workers. However, heterogeneity and risk of bias warrant robust studies addressing these shortcomings to enable firmer conclusions.

Despite substantial research on job satisfaction in self-employment, we know little about the specific consequences for the venture when job satisfaction declines after an external shock. Taking the COVID-19 pandemic as an example of an external shock and drawing on a sample of nearly 7000 self-employed individuals living in Germany, we investigate how declines in job satisfaction are related to the investment decisions of self-employed individuals. Having separated job satisfaction into its financial and non-financial aspects, we build in our analysis on two complementary behavioral perspectives to predict how reductions in financial and non-financial job satisfaction relate to investments in venture development. Our results show that decreasing financial job satisfaction is positively related to time investments. This finding provides support for the performance feedback perspective, where negative performance, in terms of reduced financial job satisfaction, induces higher search efforts to improve the business situation. Moreover, we also observe that reductions in non-financial job satisfaction are negatively associated with both time and monetary investments. This supports the broadening-and-build perspective in that negative experiences – in the form of reduced non-financial job satisfaction – narrow the thought-action repertoire, thus hindering resource deployment. Implications of reduced job satisfaction on investment behavior are discussed.

Previous research has emphasized the beneficial role of biospheric and altruistic values in promoting pro-environmental behavior, whereas egoistic values have been considered hindrances. We challenge the hindering role of egoistic values for pro-environmental behavior by suggesting the counterintuitive idea that egoistic values positively predict environmental activism over time. Furthermore, drawing from self-perception theory, we argue that environmental activism positively predicts egoistic values over time. We tested our hypotheses using data from 1369 employees in Germany who responded to two surveys three months apart. Consistent with expectations, results showed that egoistic values positively predicted (changes in) subsequent private and work-related environmental activism, as well as involvement in environmental activism groups (but not self-oriented pro-environmental behaviors or mere support of environmental activism groups). Additionally, private and work-related environmental activism positively predicted (changes in) subsequent egoistic values. Overall, these findings advance the literature on pro-environmental behavior by demonstrating the beneficial role of egoistic values for environmental activism and by showing reciprocal relations between egoistic values and pro-environmental activism across time in both private and work contexts.

Teamwork is the cornerstone of successful human endeavors in extreme environments, including intensive care units, firefighting operations, polar expeditions, and space. However, in such high-stake contexts, adverse work conditions and mission challenges may negatively impact both team interactions and tangible team outputs if managed inadequately by organizational actors. To shed light on the drivers of effective teamwork in extreme environments, the current study introduces the development of a process model of team effectiveness in extreme environments, using grounded theory as a methodological framework. The participants were 61 individuals who belonged to 34 teams involved in Antarctic operations. Our findings suggest that team effectiveness in extreme environments is made possible via a three-stage process through which teams develop and amplify team resilience capacity as a resource, which then enables adaptation to mission challenges when they occur. Following adaptation, teams then engage in mending team resilience to restore necessary resources for future adaptation. Hence, the findings of this study contribute to the generation of new knowledge that richly describes how to achieve teamwork effectiveness in one of the most demanding and least forgiving environments on Earth.

Game-based assessments (GBAs) have become increasingly popular among researchers and practitioners. However, research on their criterion-related validity is scarce, and despite the proposed benefits of GBAs, concerns remain about their fairness. Thus, this study examines the criterion-related validity of a GBA measuring cognitive abilities, and whether there is differential validity and test bias based on test takers' video game usage. For this purpose, data were collected from two samples: a working sample (N = 156) and a potential applicant sample (N = 92). In both samples, participants completed a cognitive GBA and answered questions assessing their academic performance, video game usage, and demographics. For the working sample, we also collected supervisor-rated job performance. Results showed that GBA performance was positively correlated with academic performance in both samples, suggesting criterion-related validity. Video game usage was positively associated with GBA performance and negatively with academic performance, indicating test bias. These findings suggest that video game usage enhances skills relevant to success in cognitive GBAs but not necessarily to academic performance, raising fairness concerns. This study advances research on cognitive GBAs by providing evidence for their criterion-related validity, by addressing concerns about fairness, and by providing insights for their use in personnel selection.

Strengths use, an initiative an employee may take to apply personal strengths for task completion, is recognized in the Job Demands-Resources (JD-R) theory as a proactive action that can enhance well-being and performance, yet empirical inconsistencies persist regarding its antecedents and outcomes. Integrating JD-R with complementary theoretical perspectives (Self-Determination Theory for mediation; Situational Strength Theory for moderation), this meta-analysis synthesizes 111 independent samples (N = 43,575) and 459 effect sizes through Meta-Analytic Structural Equation Modeling (MASEM) methodology. Key findings establish that antecedents operate across three distinct categories: organizational support (structural resources), positive leadership (relational resources), and positive self-concept (personal resources) significantly strengthen strengths use. Individualism amplifies relationships between strengths use and externally influenced antecedents (organizational support/positive leadership) but not self-initiated pathways (self-concept). Additionally, basic psychological needs satisfaction (BPNS) fully mediates strengths use effects on fulfilling work and task performance. These results offer insights into the role of strengths use in the workplace and practical evidence for management and practice.

Existing research has predominantly highlighted the positive aspects of high leader–member exchange social comparison (LMXSC)—an individual's perception of having a comparatively better exchange relationship with their leader. Drawing on the literature on psychological power, we develop and test an integrated conceptual framework that captures both the beneficial and detrimental effects of high LMXSC on employee work behaviors. Through a multi-source, time-lagged field study of 231 employees in a high-tech manufacturing company, we find that LMXSC positively predicts psychological power. Moreover, via the mediation of psychological power, LMXSC exhibits an indirect negative association with creativity among employees with high relational orientation, while demonstrating indirect positive associations with creativity and rudeness among employees with low relational orientation. Our research findings carry significant implications for both theory and practice.

Guanxi in Chinese culture is deeply rooted in asymmetric interpersonal interactions, where favors and reciprocity play central roles. This emphasis on guanxi extends to management practices, known as guanxi human resource management (HRM) practices. Drawing on the transactional theory of stress and coping, we explore why individuals with high self-monitoring are more likely to adapt to workplace stress induced by guanxi HRM practices, which in turn motivates them to engage in relational job crafting (RJC) as a coping strategy. We further propose that engaging in RJC serves as both a boost and a burden for individuals, thereby highlighting its double-edged consequences. Our mediated-moderation framework was examined with a three-wave survey conducted with 114 supervisors and 268 employees from Taiwan. The results indicated that self-monitoring moderated the relationship between guanxi HRM practices and RJC. As predicted, RJC was positively associated with both ingratiation and work fatigue. Specifically, individuals with high self-monitoring were more likely to proactively engage in RJC in response to guanxi HRM practices. Furthermore, RJC mediated the interactive effects of guanxi HRM practices and self-monitoring on ingratiation and work fatigue. Theoretical and practical implications are discussed.