Journal of Occupational and Organizational Psychology最新文献

In the context of the ageing workforce, late-career development implies ongoing decisions during retirement regarding one's engagement in volunteering and bridge employment activities. While prior research has emphasized the role of the meaning of work in retirement decisions, it has not examined the roles that meaning in life and identity play in decisions made during retirement. Relying on the existential framework on meaning and career decision-making, this article explores the role of social identities as retirees and as workers as critical self-concept dimensions that may mediate the impact of meaning in life (search and presence) on their decisions to pursue bridge employment and to volunteer in retirement. Using an archival survey study relying on a time-lagged design with a one-year interval among 204 retirees, we found that retirees demonstrating a greater search for meaning in life exhibited positive identification with the worker social identity but negative identification with the retiree social identity. Additionally, worker social identity was positively associated with bridge employment; however, retiree social identity was negatively associated with bridge employment and positively with volunteering. The theoretical and practical implications of these findings are discussed.

Examining the implications of excessive work demands on employee well-being is an important research area of occupational health psychology. Recovery during nonwork time has been emphasized as an important process for mitigating the negative implications of excessive work demands. However, this notion ignores the potential for nonwork activities to be comparably demanding to work activities. There has been a lack of attention paid to the potentially complex interrelationships between work and nonwork demands. Using the effort–recovery and challenge–hindrance stressor models, we developed a set of hypotheses for both the positive and negative implications of the interplay between employee work and nonwork cognitive demands. We collected information on cognitive workweek job demands (Friday) and nonwork cognitive weekend demands (Sunday) from a sample of workers (N = 146), and we used polynomial regression with response surface analysis to examine how different aspects of work–nonwork cognitive demand (in)congruence related to Monday work engagement. In general, higher cognitive workweek job demands promoted work engagement, even when nonwork cognitive demands were equally high. Cognitive demand incongruence that favoured higher cognitive work demands was also beneficial for employee work engagement. Theoretical and practical implications are discussed, along with directions for future research in this area.

In our mobile working world, boundaries between work and non-work domains are more and more blurred, which can impair professionals' recovery and well-being. Consequently, managing work–non-work boundaries represents an important challenge for professionals. Research suggests that boundary work tactics conveyed in boundary management interventions may promote recovery and well-being. However, the efficacy of boundary work tactics is largely unknown, as well as theoretical mechanisms that may explain the effectiveness of boundary management interventions in regard of both training design and training transfer. Building on the social cognitive theory of self-regulation, we develop a web-based boundary management training. Based on the integrated training transfer and effectiveness model, we evaluate its effects on the three levels of training effectiveness: (1) perceived learning, (2) cognitions and behaviours, with boundary control and boundary creation as indicators, and (3) recovery and well-being. Results of our randomized controlled intervention study show several expected changes in boundary creation, suggesting that drawing on the social cognitive theory of self-regulation for training design can result in effective behaviour change. Intervention effects on recovery and well-being are more ambiguous, hinting at the power but likewise potential limitations of boundary creation.

Research suggests that understanding workers' attitudes towards artificial intelligence (AI) application is a prerequisite to successfully integrating AI into an organization. However, few studies have clarified the meaning of attitudes towards AI application at work (AAAW) as a multifaceted construct that can be assessed with psychometric validity. To address this issue, we developed and validated a scale to capture individuals' AAAW using three independent samples (total N = 2841). The resulting 25-item scale covers an overall construct of AAAW as well as six dimensions that are subsumed under the construct (i.e., perceived humanlikeness, perceived adaptability, perceived quality of AI, AI use anxiety, job insecurity and personal utility). Our findings suggest that the AAAW scale has good psychometric properties and can be used to predict important recruiting outcomes. The scale offers opportunities to better understand and measure workers' attitudes towards AI application at work in a comprehensive and integrative manner.

In an era where home and work domains have become inseparable, it is surprising that extant research has placed less emphasis on examining the boundary conditions and mechanisms to understand the home-to-work crossover and spillover process. Building on the work–home resources theory and the crossover-spillover perspectives, we test a resource-based crossover-spillover model of how one partner's work–family spousal support provision relates to the other partner's creativity at work. We propose that “phubbing” at home affects the crossover process of resource exchange between partners. Regarding the spillover from home to work, we propose that job crafting mediates the association between work–family spousal support and employee creativity. Daily diary data were collected from 65 dual-earner couples, over 15 working days in the United States. Results from the multilevel actor–partner interdependence model show that work–family support enhances employee creativity by prompting the employee's relational job crafting and cognitive job crafting at work. Moreover, our results reveal that the high level of phubbing at home weakens the work–family support crossover between partners. We contribute to the literature by adding evidence regarding the mechanisms that enable social support at home to turn into employee creativity at work.

Job demands can negatively affect sleep. However, previous studies have provided inconclusive results regarding the mediating role of work-related rumination in this relationship. Integrating prolonged activation theory with the challenge-hindrance framework, we hypothesized that – on a day level – hindrance demands, but not challenge demands, are negatively associated with sleep quality and sleep duration via work-related rumination. We tested this assumption in a 14-day ambulatory assessment study with a sample of employees (N = 175). As predicted, we found that only hindrance demands, but not challenge demands, are related to sleep quality via work-related rumination. No relationships with sleep duration were found for any type of job demands.

Although women make up nearly half of the U.S. workforce, gender role stereotypes persist, and gender roles may relate to how men and women manage work–home boundaries. In this study, we explore gender differences in how employee values (tradition, achievement) translate into role identity salience, and in turn, boundary management preferences and behaviour. With data collected in two waves from 200 employees, we examined how the personal values of tradition and achievement relate differently by gender to role identity salience and in turn, boundary management. We found that men who more strongly value tradition have higher levels of work identity salience and both prefer and create an impermeable boundary around work to prevent intrusion from home. Men who valued tradition more also preferred and crafted a permeable home boundary to allow work intrusion. In contrast, women with higher tradition values reported higher home identity salience, which was associated with preferring segmentation in both work-to-home and home-to-work directions, and to behaviorally protecting home from work. Contrary to expectations, achievement values did not relate to a boundary management process via role identity salience for either gender. We discuss implications for a more nuanced, values-driven, and gendered perspective on boundary management.

Leaders' use of directive leadership has been found to increase when they face an unprecedented crisis. However, extant literature has failed to answer how directive leadership functions in this specific situation. Using the return-to-work after COVID-19 lockdown as an example, we drew upon regulatory focus theory and conducted three studies to investigate the temporal effects of directive leadership on followers' regulatory foci and work role performance. In Study 1, we conducted an experience sampling method (ESM) study tracking a sample of 250 employees over 1 week when the COVID-19 was originally reported in China. In Study 2, we conducted another ESM study on 125 employees over 2 weeks when the Omicron variant was surging in China. Both studies showed that the positive effect of daily directive leadership on followers' work promotion focus was strongest on the first day upon returning to work after lockdowns but decreased over time. In contrast, the positive effect of daily directive leadership on followers' work prevention focus increased throughout our sampling periods and became strongest on the last day. Moreover, our results indicate that daily directive leadership interacts with the elapsed time to influence two forms of work role performance – task proactivity and task proficiency – through the mediating roles of promotion focus and prevention focus, respectively. In Study 3, we conducted a vignette experiment employing a within- and between-subject design on a sample of 171 U.S. participants. The results further supported the moderating role of elapsed time after returning to work in the differential effects of directive leadership on followers' two regulatory foci.

Visionary leadership is considered to be one of the most important elements of effective leadership. Among other things, it is related to followers' perceived meaningfulness of their work. However, little is known about whether uncertainty in the workplace affects visionary leadership's effects. Given that uncertainty is rising in many, if not most, workplaces, it is vital to understand whether this development influences the extent to which visionary leadership is associated with followers' perceived meaningfulness. In a two-source, lagged design field study of 258 leader-follower dyads from different settings, we show that uncertainty moderates the relation between visionary leadership and followers' perceived meaningfulness such that this relation is more strongly positive when uncertainty is high, rather than low. Moreover, we show that with increasing uncertainty, visionary leadership is more negatively related to followers' turnover intentions via perceived meaningfulness. This research broadens our understanding of how visionary leadership may be a particularly potent tool in times of increasing uncertainty.