Journal of Occupational and Organizational Psychology最新文献

In the era of rapid development in the mobile internet economy, mobile intelligent office equipment has exhibited an unprecedented level of “vitality.” The boundaries between work and family are becoming increasingly blurred, fostering the exchange of resources between employees' work role and family role. Workplace spirituality refers to meaningful work, sense of community, and alignment with the organization that individuals develop in their work, which has been demonstrated to have positive impact on work output. It is a question whether workplace spirituality can be spilled over from employees' work role to their family role to improve the performance of the latter and to realize the win-win results for both roles. Based on work–home resources model and work–family enrichment dual-path model, this research uses multi-country data to examine how workplace spirituality influence work–family enrichment through affective rumination (affective path) and problem-solving pondering (instrumental path). Additionally, work–family segmentation preference is introduced as a moderating variable to identify the boundary conditions between workplace spirituality and work-related rumination. Research findings show that workplace spirituality can positively predict work–family enrichment; affective rumination and problem-solving pondering play a partially mediating role in the correlation between workplace spirituality and work–family enrichment. A strong work–family segmentation preference could diminish the positive impact of workplace spirituality on problem-solving pondering and could also weaken the mediating role of problem-solving pondering between workplace spirituality and work–family enrichment at the same time. This study reveals the strategies to enhance work–family enrichment from a spiritual perspective, thereby promoting a win-win situation for both work and family.

The COVID-19 pandemic has thrust millions of workers into high-intensity telecommuting. While much research has examined the first months of the pandemic, little is known about how workers have responded to this new work arrangement over time. The stressor-reaction perspective suggests that any strain related to the physical separation from coworkers may persist as long as the stressor is present, while the adaptation perspective implies that individuals adopt new behaviours that help them adjust once the initial shock is over. This research examines the changes in work belongingness, meaningful work, and emotional exhaustion following a shift to high-intensity telecommuting, between September 2020 and March 2021. We conducted a four-wave study among an organizational sample of 716 workers who transitioned to high-intensity telecommuting during the pandemic. Latent growth modelling analyses showed that new high-intensity telecommuters experienced declines in work belongingness over time, which in turn led to decreased perceptions that their work was meaningful and increased emotional exhaustion, supporting the stress-reaction perspective. Contrary to theoretical predictions, trajectories were worse for those with a higher initial affective commitment to coworkers. We discuss how our findings can inform scholars and practitioners about the unfolding consequences of a collective shift to high-intensity telecommuting.

Successfully adjusting to retirement, in terms of achieving psychological comfort with one's retirement life, represents a major challenge for older workers. Although current literature emphasizes that it may depend on the availability and fluctuation of specific resources, little is known about which types and how resources allow recent retirees to adjust to retirement. Drawing on the resource-based dynamic model for retirement adjustment and conservation of resources theory, the current study aims to elaborate theory on resources' types, relative importance and combinations in caravans, and the processes through which they shape successful retirement adjustment. In a consensual qualitative research using abductive reasoning with recent retirees aged 66–69, we find four major resource types. We show that their importance varies (from the most important to the least: social interactions, life conditions, time management and individuality) and that they travel in caravans within a resource type. We further propose a model highlighting how these resources shape successful retirement adjustment through resources signal, conservation and acquisition processes. Overall, our findings offer theoretical and empirical contributions to the resource perspective on retirement adjustment and to conservation of resources theory's understanding of resources' categorization, processes and caravans.

We examined how potential job candidates react to a hiring organization that requests diversity, equity and inclusion (DEI) statements, which conservatives in the United States and elsewhere have criticized as being unrelated to job function and inappropriately political or ideological. Across three studies (two of which were pre-registered), we compared reactions to requests for DEI (vs. teamwork or conservative values) statements as a function of race (Black vs. White), political conservatism and symbolic racism (Total N = 1108). When a DEI (vs. teamwork or politically conservative values) statement was requested, participants who were more (vs. less) conservative perceived the organization as less just, expressed less interest in the job, and expected poorer person-organization fit, even when a job-related rationale was provided. Further, participants who were more (vs. less) conservative evaluated a request for a statement consistent with conservative values more favourably. Thus, criticisms that DEI statements are overly political are not applied to other statements that might elicit similar concerns. Moreover, an internal meta-analysis suggested that the relationships of conservatism to justice and interest (but not person-organization fit) in response to requests for DEI (vs. teamwork) statements were not independent of racism. Findings were consistent with social dominance theory; racism may underlie seemingly race-neutral backlash to DEI statements.

Providing flexibility at work is the most pervasive tool for organizations to help employees manage the work–family (WF) interface. Extant research, however, indicates that flexibility does not consistently reduce WF conflict. This paper reports on two studies that contribute to our understanding of how, and for whom, perceived work flexibility improves these outcomes. We extend work on the mechanisms by which flexibility influences outcomes and extend conservation of resources theory using choice overload theory to understand the boundaries of flexibility as a positive resource, specifically, in the form of procrastination. In Study 1, we found that perceived work flexibility was negatively related to subjective work demand for those low on procrastination. In Study 2, we replicate these effects and extend them by finding that effects of flexibility on WF conflict were mediated by its influence on subjective work demand. We discuss the implications of these findings for future research and practice around flexibility in the WF interface.

Organizational dehumanization, a concept that has garnered increasing scholarly attention, still faces two significant limitations within the current literature. First, there is a lack of rigorously validated scales in the field. Second, the effects of organizational dehumanization on the family domain have been largely overlooked. In light of these gaps, we embarked on a comprehensive research project comprising five studies (N_Total = 2635) to address these limitations. Our primary objectives were twofold: (1) to develop and validate a concise five-item scale for measuring organizational dehumanization based on Caesens et al.'s (Eur. J. Work Org. Psychol., 26, 2017, 527-540) 11-item measure (Studies 1, 2 and 3) and (2) to investigate a novel spillover–crossover model of organizational dehumanization (Studies 4 and 5). Our results indicated that our proposed short scale has a good factorial structure and high reliability indices, correlates strongly with the 11-item full scale, is invariant over time and demonstrates evidence for convergent, discriminant and incremental validity. In addition, using data from both employees and their family members, we showed that organizational dehumanization contributes to an increase in work-to-family conflict among employees, as perceived by their family members. This, in turn, heightens relationship tension within their family members, ultimately leading to a decline in their relationship satisfaction. Theoretical and practical implications and avenues for future research are also discussed.

Ambient social sexual behaviour at work refers to sexual jokes and conversations at the workplace. Prior cross-sectional studies indicate that this behaviour is relatively widespread and tends to be associated with negative well-being. We revisit this research by investigating the outcomes of sexual jokes and conversations at work after 1 year in a comparatively large employee sample. The perceived frequency of sexual jokes and conversations at work was negatively related to job satisfaction and positively related to sick days and anger 1 year later, controlling for baseline levels. Moderating effects of gender and age were not significant. Half of the sample reported that such jokes and conversations were relatively common in their workplace, both before and after the onset of the MeToo movement. We discuss implications and propose ideas for studying the theoretical mechanisms of this phenomenon.

Status difference is prevalent within working groups, profoundly influencing employees' perceptions and behaviours towards coworkers and their groups. Despite this ubiquity, exploring the effects of status difference within groups remains relatively underexamined. Drawing on social identity theory, this study examined how and when horizontal status difference (i.e., status comparison between a focal employee and his/her peers) and vertical status difference (i.e., status comparison between a focal employee and his/her leader) influence employees' perceived insider status and proactive behaviour. Results from 421 employees across 113 working groups indicated that horizontal status difference was positively related to perceived insider status, but vertical status difference had a curvilinear effect on perceived insider status. Furthermore, perceived insider status significantly mediated the impact of horizontal and vertical status differences on proactive behaviour. We also demonstrated that promotion criteria significantly moderated the relationship between horizontal status difference and perceived insider status; in particular, this relationship was stronger when organizations used a relative rather than an absolute promotion criterion.

Compulsory citizenship behaviour (CCB) refers to extra-role behaviours that are not necessarily voluntary or driven by goodwill, and are often conducted under duress or performed in response to supervisor or coworker pressure. The literature is currently unclear about whether these behaviours have negative, positive, or a nuanced combination of outcomes. We address this confusion by drawing on Conservation of Resources Theory to explain employees' daily depletion and organization-based self-esteem (OBSE) mechanisms that capture respective costs and benefits of daily CCB. We also explain how employees' extraversion and leader–member exchange (LMX) are critical boundary conditions of these effects. Using an experience sampling method, we collected data twice per day from 186 full-time employees across 10 working days, yielding 1551 valid daily responses. The results of multilevel path analyses showed that: (a) daily CCB had a positive indirect effect on next-day interpersonal deviance via increased ego depletion, with extraversion buffering this positive indirect effect; and (b) daily CCB had a positive indirect effect on next-day proactive helping via increased OBSE, with LMX strengthening this positive indirect effect. These results suggest that employees' daily CCB has both costs (i.e., resource depletion) and benefits (i.e., positive self-focused beliefs).

Following the principles of dynamic equilibrium theory (DET), this study examined the stable (institutional) and dynamic (episodic) components of mistreatment [experienced incivility and perpetrated counterproductive work behaviours (CWB)] using two longitudinal field samples based on a latent trait–state modelling approach. Study 1 (N = 615) leveraged a weekly lag design over four assessment points and Study 2 (N = 880) leveraged a monthly lag design over five assessment points. Across the two studies, results indicated that the majority of variance in both mistreatment constructs was institutional (i.e., individuals have meaningful set points that persist over time). Furthermore, institutional experienced incivility was positively related to institutional perpetrated CWB (i.e., the set point for experiencing incivility was positively related to the set point for perpetrating CWB). Similarly, episodic experienced incivility was concurrently associated with episodic perpetrated CWB (i.e., atypical episodes of experienced incivility were concurrently related to atypical episodes of perpetrated CWB). Interestingly, episodic experienced incivility did not have a lagged effect on future episodic perpetrated CWB, while episodic perpetrated CWB did have a lagged effect on future episodic experienced incivility. As such, for minor atypical episodes of mistreatment (i.e., incivility), we found evidence of dynamic equilibrium in that there are immediate episodic changes in other forms of mistreatment, but internal adaptive mechanisms appear to neutralize these effects over time. Meanwhile, overt atypical episodes of mistreatment (i.e., CWB) appear to have both immediate and lasting effects on other forms of mistreatment. These results have implications for DET, as well as for predicting the effectiveness of mistreatment research methodologies and interventions.