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

Advances in information and communication technologies have made organizations more efficient and flexible. However, such technologies have changed how employees work and blur the lines between work and nonwork domains. Drawing on theories of self-regulation and moral disengagement, this study investigates how and when work-related electronic communication during nonwork time leads to employees' negative behaviors. Using two daily survey across two consecutive weeks, we found that work-related electronic communication during nonwork time increased the level of employees' self-regulation depletion and subsequent moral disengagement, resulting in increased workplace deviance the next day. Moreover, segmentation preference amplified the serial indirect effect of work-related electronic communication during nonwork time on workplace deviance (via self-regulation depletion and moral disengagement). Our findings extend the research on work-related electronic communication during nonwork time by offering further insights into its behavioral consequences.

Although trust within the entrepreneurial team is critical for its success, we have limited insights into the antecedents of a founder's trust in the team. Taking a social information processing perspective, we theorize how entrepreneurial team narratives can play an important role in building a founder's cognition-based trust in the team. We hypothesize that the team-level structural dimensions of diversity and distinctiveness of topics in entrepreneurial team narratives are positively related to a founder's cognition-based trust in the team and that these relationships are less positive when the founder perceives higher levels of resource scarcity. To test our hypotheses, we apply an automated topic modeling approach to quantitatively analyze interview and survey data from 102 founders across 43 complete entrepreneurial teams. Our study has implications for research on trust in entrepreneurial teams and entrepreneurial narratives, as well as methodological implications for using topic modeling to analyze other texts in entrepreneurship research.

As ventures grow, founders must decide between hanging on to control over venture decision-making or delegating authority to professional managers. This decision is challenging since founders are typically driven by strong feelings of ownership toward their ventures. Adopting a qualitative research design with a grounded theory approach, we investigate the psychological ownership impacts on self and others within the venture when founders delegate decision rights to professional managers. Our analysis draws on in-depth interviews with 30 founders and 14 professional managers hired by the founders. We develop the first process model of founders' dynamic venture-targeted psychological ownership and demonstrate how recalibrating psychological ownership is key to the successful delegation of authority to professional managers. Our conceptual model also outlines a novel relationship between recalibrated psychological ownership and founder identity work. We outline our theoretical contributions to psychological ownership and identity control theory and offer practical advice to founders and their professional managers to help with the successful recalibration of founders' venture-targeted psychological ownership in support of effective delegation and venture growth.

Customer mistreatment as a common workplace stressor in the service industry has detrimental effects on service employees. Drawing on cognitive theories of rumination, the current study examined the effect of daily customer mistreatment experience on employee recovery outcomes (sleep quality and next-morning vigor) through affective rumination. Further, we investigated the moderating role of trait mindfulness on the relationship between customer mistreatment and employee affective rumination. With 390 matched time-lagged daily observations collected from 107 fulltime in-patient nurses across five working days, our multilevel analyses revealed that daily customer mistreatment experience at work was negatively related to employee sleep quality on the same night and vigor in the next morning via affective rumination and that employee's affective rumination at the end of work and sleep quality at night sequentially mediated the relationship between daily experience of customer mistreatment and morning vigor. Besides, trait mindfulness buffered the relationship between daily customer mistreatment and affective rumination. These findings shed light on the understanding of the mechanisms between customer mistreatment and employee recovery states and potentially malleable individual characteristics that might mitigate the negative effects of customer mistreatment.

Utilizing insights from the social exchange theory, we examine the conceptual underpinnings of social exchange relationships between the entrepreneur and other ecosystem actors, explaining the emergence and expansion of EE-wide productive entrepreneurship. Adopting a process view, we offer a theoretical framework that suggests that, with time, more actors enter the ecosystem, and with diverse resources, approaches, and expectations. Further, the increase of social exchanges among them leads to an expansion in the structures, processes, and networks, thus influencing EE-wide productive entrepreneurship. This is an important insight for policymakers worldwide that are interested in ensuring productive entrepreneurship within the EE. Our research offers a compelling theoretical rationale for why effective collaboration among EE actors for sharing resources, information, and knowledge facilitates the achievement of productive entrepreneurship.

Organizational occupational health interventions (OOHIs) that are perceived by employees as relevant for their workplace are more likely to be implemented successfully, yet little is known about the conditions that produce such perceptions. This study identifies the conditions that create a perception among employees that an intervention fits their organization as well as the conditions that result in low levels of perceived fit. We used two-wave data from 40 Danish preschools that underwent a quasi-experimental OOHI. Perceived fit was assessed through employee ratings at follow-up, while survey responses from implementation team members at five time points were used to assess four context and 14 process factors. The results of a coincidence analysis showed that high levels of perceived fit were achieved through two paths. Each path consisted of a lack of co-occurring changes together with either very high levels of managerial support (path_1) or a combination of implementation team role clarity, staff involvement, and team learning (path_2). In contrast, low levels of perceived fit were brought about by single factors: limited leader support, low degree of role clarity, or concurrent organizational changes. The findings reveal the complexity involved in implementing OOHIs and offer insights into reasons they may fail.

We introduce text mining to study work engagement by using this method to classify employees' survey-based self-narratives into high or low work engagement and analyzing the text features that contribute to the classification. We used two samples, representing the 2020 and 2021 waves of an annual survey among healthcare employees. In the first study, we used exploratory sample 1 (N = 5591) to explore which text features explain work engagement (unigrams, bigrams, psychological, or linguistic). In the second study, we confirmed whether features persisted over time between exploratory sample 1 and confirmatory sample 2 (N = 4470). We find that psychological features classify employees across two samples with 60% accuracy. These features partly validate the literature: High-engaged employees refer more to affiliation and positive emotions, and low-engaged employees refer more to negative emotions and power. We extend the literature by studying linguistics: High-engaged employees use more first-person plural (“we”) than low-engaged employees. Finally, some results question the literature, like the finding that low-engaged employees refer more to their managers. This study shows text mining can contribute by confirming, extending, or questioning the literature on work engagement and explores how future research could build on our findings with survey-based or in vivo applications.

We tested whether the fearless dominance trait, which originated in the psychopathy literature and is typically presumed to relate to non-adaptive behaviors, also can lead to successful leader behaviors. According to Lykken's argument on fearlessness in psychopathy, the direction of the career path of individuals high on fearless dominance is mainly influenced by their level of pre-vocational socialization, and prior research has found encouraging results for this view. Our goal was to test this hypothesis specifically in the leadership context. By connecting Lykken's fearlessness argument to a recent process model of leadership by Zaccaro and colleagues, we suggest that fearless dominance and successful pre-vocational socialization (i.e., greater education) influence leadership outcomes via political skill. Our sample comprises 239 leaders, their superiors (N = 239), and a total of 457 subordinates. Using moderated mediation analyses, we show that leaders high on both fearless dominance and educational level possessed greater political skill at work, mediating improved job performance, transformational leader behavior, and team performance. However, for low educational level, this mediated relation is negative. We review our findings regarding Lykken's argument of successful fearlessness and provide an outlook for future research.

Despite convincing evidence suggesting that organizations benefit from employees' flow states, when and how work flow experience generates negative effects remain largely understudied. By integrating the spillover-crossover model and perseverative cognition theory, we established a model to explain how flow experience induces employees' positive rumination after work (i.e., problem-solving pondering), which ultimately results in work–family conflict. We proposed that mindfulness acts as a buffer factor in this process but further elucidated that work–family segmentation preference serves as a boundary that may alter or even completely reverse the original effects of mindfulness. Our experience sampling method yielded 1425 data points from 186 employees and their family members across 10 workdays in China, and multilevel analyses supported our propositions. We identified the mediating role of problem-solving pondering in transmitting the effects of flow to work–family conflict. Additionally, we confirmed the three-way interaction effect among mindfulness, segmentation preference, and flow. Specifically, the harmful effect of flow is assuaged when segmentation preference and mindfulness are both high. However, flow experience causes severe work–family conflict when mindfulness is high and segmentation preference is low. Theoretical and practical implications were discussed.

Evidence-based management (EBM) is a useful framework to assist managers in making organizational decisions based on the best available evidence. EBM use is nevertheless marginal among managers, and little is known about the enablers that can facilitate and effectively increase its use. We use two experimental studies to examine the effect of cognitive reflection, learning goals, and social norms in predicting EBM usage. We also propose an objective assessment task to measure the collection and use of evidence in the context of EBM. Results from both studies provide support for the importance of cognitive reflection and social norms to enable EBM. Surprisingly, learning goals were not associated with EBM use. This research increases our understanding of EBM, provides indications of how to increase its usage, and presents a methodology to investigate evidence collection and use objectively.