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Does negative performance feedback always lead to negative responses? The role of trust in the leader 消极的绩效反馈是否总是会导致消极的回应?信任领导者的作用
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-07 DOI: 10.1111/joop.12485
Dan Ni, Xiaoming Zheng

This study draws from cognitive appraisal theory to examine when and how negative performance feedback could prevent employees from engaging in interpersonal counterproductive workplace behaviour towards the leader. We test the hypotheses using a three-wave survey and a scenario-based experiment with Chinese and Western samples, respectively. Our results indicate that negative performance feedback has a negative effect on perceived feedback quality when employees have a lower (vs. higher) level of trust in the leader. In addition, perceived feedback quality is negatively related to employee hostility towards leader and, in turn, interpersonal counterproductive workplace behaviour towards the leader. Theoretical and practical implications are discussed.

本研究从认知评价理论出发,考察消极绩效反馈在何时以及如何阻止员工对领导产生人际反生产行为。我们分别使用三波调查和基于情景的实验对中国和西方样本进行了检验。我们的研究结果表明,当员工对领导者的信任水平较低(与较高)时,消极的绩效反馈对感知反馈质量有负面影响。此外,感知反馈质量与员工对领导的敌意呈负相关,反过来,对领导的人际反生产行为。讨论了理论和实践意义。
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引用次数: 0
Employer-oriented flexible work in health care: A diary study on the resulting cognitive demands and their relationship with work–home outcomes 医疗保健领域以雇主为导向的弹性工作制:关于由此产生的认知需求及其与工作和家庭结果之间关系的日记研究
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-07 DOI: 10.1111/joop.12483
Vera C. Baumgartner, Roman Prem, Lars Uhlig, Christian Korunka, Bettina Kubicek

This study investigates how cognitive demands resulting from employer-oriented flexibility (i.e. to coordinate with others, to structure work tasks and to organize work and private obligations) relate to work–home outcomes among health care professionals. To understand the underlying psychological mechanisms of the relationship between cognitive demands resulting from employer-oriented flexibility and work–home outcomes, we combined the challenge–hindrance approach with role theory. We hypothesized a positive relationship between cognitive demands resulting from employer-oriented flexibility and work–home conflict via cognitive effort (strain process) and between cognitive demands resulting from employer-oriented flexibility and work–home enrichment via learning to self-organize (learning process). Eighty-eight health care professionals working in eldercare homes participated in a diary study and provided 407 day-level datasets. They completed questionnaires twice a day over 5 working days. Our analyses show that the relationships between daily cognitive demands resulting from employer-oriented flexibility and work–home outcomes depend on strain and learning processes. Furthermore, our results demonstrate that cognitive demands resulting from employer-oriented flexibility, although ambivalently related to work–home outcomes on the person level, trigger distinct strain and learning processes on the day level: daily coordinating with colleagues and daily structuring work tasks were related to work–home conflict via cognitive effort, whereas daily organizing work and family obligations was associated with work–home enrichment via learning to self-organize.

本研究探讨了以雇主为导向的灵活性所产生的认知需求(即与他人协调、安排工作任务以及安排工作和私人义务)与医疗保健专业人员的工作-家庭结果之间的关系。为了了解雇主导向灵活性所产生的认知需求与工作-家庭结果之间关系的潜在心理机制,我们将挑战-阻碍方法与角色理论相结合。我们假设,雇主导向的灵活性所产生的认知需求与通过认知努力(应变过程)产生的工作与家庭冲突之间,以及雇主导向的灵活性所产生的认知需求与通过学习自我组织(学习过程)产生的工作与家庭充实之间存在正相关关系。88 名在养老院工作的医护人员参与了一项日记研究,并提供了 407 个日级数据集。他们在 5 个工作日内每天填写两次问卷。我们的分析表明,以雇主为导向的灵活性导致的日常认知需求与工作-家庭结果之间的关系取决于应变和学习过程。此外,我们的结果表明,雇主导向的灵活性所产生的认知需求虽然在个人层面上与工作-家庭结果之间存在矛盾关系,但在日层面上却引发了不同的应变和学习过程:每天与同事的协调和每天工作任务的安排通过认知努力与工作-家庭冲突有关,而每天工作和家庭义务的安排则通过学习自我组织与工作-家庭充实有关。
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引用次数: 0
Every action has a reaction: A model of coworker reactions to sexual minority employees' identity disclosure 每个行动都有反应:同事对性少数群体员工披露身份的反应模型
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-07 DOI: 10.1111/joop.12484
Lindsay Y. Dhanani, Rebecca Totton, Taylor K. Hall

The current study examines the predictors and consequences of the ways coworkers react following sexual identity disclosure. We propose that employees may experience different reactions following disclosure depending on their social and sexual identities and that such reactions will impact their job attitudes, well-being, and subsequent identity concealment. Data were collected from 308 lesbian, gay, bisexual, and pansexual employees using a two-wave field survey design. Results for the predictors of coworker reactions indicate that employees who identified as Black, transgender/genderqueer, or bisexual/pansexual reported they experienced more unsupportive reactions from their coworkers following the disclosure of their sexual identity as compared to White, cisgender, and gay/lesbian employees. Supplemental analyses further indicate that Black bisexual/pansexual employees experienced the least positive reactions from coworkers as compared to the other referent groups. Results examining the outcomes of coworker reactions demonstrate that positive disclosure reactions are associated with decreased job satisfaction and increased turnover intentions, emotional exhaustion, and subsequent identity concealment, whereas negative disclosure reactions are associated with increased depressive symptoms and emotional exhaustion. Findings demonstrate a need to expand on conceptual and empirical work on identity disclosure to consider coworker reactions and underscore that the disclosure experiences of sexual minority employees are not uniform.

本研究探讨了同事在披露性身份后的反应方式的预测因素和后果。我们认为,员工可能会因为其社会身份和性别身份的不同而在公开身份后经历不同的反应,而这些反应会影响他们的工作态度、幸福感以及随后的身份隐藏。我们采用两波实地调查设计,收集了 308 名女同性恋、男同性恋、双性恋和泛双性恋员工的数据。对同事反应的预测结果表明,与白人、顺性别者和男同性恋/女同性恋员工相比,被认定为黑人、变性人/跨性别者或双性恋/泛性恋的员工表示,他们在公开自己的性身份后经历了更多来自同事的不支持反应。补充分析进一步表明,与其他参照群体相比,黑人双性恋/泛双性恋员工从同事那里得到的积极反应最少。研究同事反应的结果表明,积极的披露反应与工作满意度下降、离职意向增加、情绪衰竭和随后的身份隐瞒有关,而消极的披露反应与抑郁症状和情绪衰竭增加有关。研究结果表明,有必要扩展有关身份披露的概念和实证工作,以考虑同事的反应,并强调性少数群体员工的披露经历并不一致。
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引用次数: 0
Advancing safety in turbulent times: Development and validation of a pandemic safety climate scale 在动荡时期促进安全:大流行病安全氛围量表的开发与验证
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-07 DOI: 10.1111/joop.12479
Yueng-hsiang Huang, Yimin He, Jin Lee, Bailey Lytle, Theodore K. Courtney

This study introduces the concept of pandemic safety climate (SC), employees' perceptions of an organization's policies, procedures and practices aiming to deal with the COVID-19 pandemic. Based on the theory of planned behaviour, we expected that the pandemic SC would be the base of employees' subjective norms, attitudes and perceived control in dealing with the COVID-19 pandemic-related challenges. We hypothesized that pandemic SC would be associated with a series of attitudinal and behavioural criteria that aim to prevent the spread of COVID-19 as well as promote other health and well-being outcomes. Using both prospective and cross-sectional datasets, we developed and validated a measure of pandemic SC which consisted of two scales. Organization pandemic SC refers to the employees' perceptions of the strategies and efforts at the organization level and consists of four dimensions: management commitment and proactivity, workplace flexibility and capacity, equipment and sanitization for COVID-19 prevention and COVID-19-related communication and training programmes. Group pandemic SC refers to the employees' perceptions of the intermediate support and care from supervisors and consists of three dimensions: supervisor commitment and proactivity, safety monitoring and COVID-19-related supervisory communication. Construct validity and criterion-related validity were supported. Theoretical and practical implications of the newly developed pandemic SC scales are discussed.

本研究引入了大流行病安全氛围(SC)的概念,即员工对组织旨在应对 COVID-19 大流行病的政策、程序和实践的看法。根据计划行为理论,我们预计大流行病安全氛围将是员工在应对 COVID-19 大流行病相关挑战时的主观规范、态度和感知控制的基础。我们假设,大流行 SC 将与一系列旨在防止 COVID-19 传播以及促进其他健康和福利成果的态度和行为标准相关联。利用前瞻性和横截面数据集,我们开发并验证了由两个量表组成的大流行 SC 测量方法。组织大流行 SC 指的是员工对组织层面的策略和努力的看法,包括四个方面:管理层的承诺和积极性、工作场所的灵活性和能力、用于预防 COVID-19 的设备和消毒以及与 COVID-19 相关的交流和培训计划。群体大流行 SC 指的是员工对来自主管的中间支持和关怀的感知,包括三个维度:主管的承诺和主动性、安全监控和与 COVID-19 相关的主管沟通。结构效度和标准效度均得到了支持。本文讨论了新开发的大流行病 SC 量表的理论和实践意义。
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引用次数: 0
I can do good even when my supervisor is bad: Abusive supervision and employee socially responsible behaviour 即使我的上司很坏,我也能做得很好:滥用监管和员工的社会责任行为
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-11-28 DOI: 10.1111/joop.12482
Nishat Babu, Kenneth De Roeck, Wladislaw Rivkin, Sudeshna Bhattacharya

Existing research has convincingly demonstrated the deleterious impact of abusive supervision within the boundaries of the organization. However, we ask, can the harmful consequences of abusive supervision extend beyond organizational boundaries, and in particular, impact social good creation? To answer this crucial question, the present study investigates whether, how, and when abusive supervision affects employees' socially responsible behaviour (SRB). We build on ego depletion theory, and its theoretical extension, the integrative self-control theory, to develop and test a multi-level model that advances our understanding of the psychological mechanisms through, and boundary conditions under which abusive supervision affects employee SRB. Findings from a weekly diary study across 12 weeks support: (1) the role of ego depletion as a core psychological process that underlies the negative impact of weekly abusive supervision on employees' SRB and (2) the role of both trait abusive supervision and weekly impulse control demands as critical boundary conditions that determine whether weekly abusive supervision impacts SRB. These findings have important implications for the abusive supervision and social responsibility literatures, advancing our understanding of what organizations can do to alleviate the detrimental consequences of abusive supervision for social good creation.

现有的研究已经令人信服地证明了在组织范围内滥用监督的有害影响。然而,我们要问的是,滥用监管的有害后果是否会延伸到组织边界之外,特别是影响社会公益的创造?为了回答这个关键问题,本研究调查了滥用监管是否、如何以及何时影响员工的社会责任行为(SRB)。本研究以自我耗竭理论及其理论延伸——整合自我控制理论为基础,构建并检验了一个多层次的模型,以进一步理解虐待性监督影响员工SRB的心理机制和边界条件。一项为期12周的每周日记研究的结果支持:(1)自我耗竭作为核心心理过程的作用,是每周虐待监督对员工SRB产生负面影响的基础;(2)特质虐待监督和每周冲动控制需求都是决定每周虐待监督是否影响SRB的关键边界条件。这些发现对滥用监管和社会责任的研究具有重要的启示意义,有助于我们理解组织可以采取哪些措施来减轻滥用监管对社会公益创造的不利影响。
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引用次数: 0
Why do employees attend work sick? The assessment and relevance of opposite presenteeism motivations 为什么员工要带病上班?相反出勤动机的评估与关联
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-11-20 DOI: 10.1111/joop.12481
Thomas Van Waeyenberg

Presenteeism, the act of attending work while sick, has gained significant research attention. However, the motivations driving this behaviour remain underexplored. This study seeks to contribute to this area by developing and validating a measurement tool that captures two distinct motivations for presenteeism: voluntary, stemming from personal choice, and involuntary, resulting from external pressures. Across four studies involving 1021 respondents from both the general working population and contexts known for high levels of presenteeism, the reliability and validity of an 8-item presenteeism motivation scale were established. Studies 1 and 2 confirmed the scale's two-factor structure and reliability. Study 3 further demonstrated its convergent, concurrent, and discriminant validity, as well as its ability to detect anticipated sex differences in presenteeism tendencies. Study 4 provided evidence towards criterion related validity, showing differential effects on employee well-being over time. Voluntarily presenteeism was associated with higher levels of work engagement and lower burnout rates, while involuntary presenteeism exhibited the opposite pattern. Additionally, the scale demonstrated measurement invariance across different working populations. The theoretical and managerial implications of these findings are discussed.

出勤主义,即带病上班的行为,已经引起了大量的研究关注。然而,推动这种行为的动机仍未得到充分研究。本研究试图通过开发和验证一种测量工具来为这一领域做出贡献,该工具捕捉了出勤的两种不同动机:源于个人选择的自愿动机和源于外部压力的非自愿动机。在涉及1021名来自一般工作人群和高出勤率背景的受访者的四项研究中,建立了8项出勤动机量表的信度和效度。研究1和研究2证实了量表的双因子结构和信度。研究3进一步证明了其收敛效度、并发效度和判别效度,以及检测出勤倾向预期性别差异的能力。研究4提供了标准相关效度的证据,显示了不同时间对员工幸福感的不同影响。自愿出勤与更高的工作投入水平和更低的倦怠率有关,而非自愿出勤则表现出相反的模式。此外,该量表显示了不同工作人群的测量不变性。讨论了这些发现的理论和管理意义。
{"title":"Why do employees attend work sick? The assessment and relevance of opposite presenteeism motivations","authors":"Thomas Van Waeyenberg","doi":"10.1111/joop.12481","DOIUrl":"10.1111/joop.12481","url":null,"abstract":"<p>Presenteeism, the act of attending work while sick, has gained significant research attention. However, the motivations driving this behaviour remain underexplored. This study seeks to contribute to this area by developing and validating a measurement tool that captures two distinct motivations for presenteeism: voluntary, stemming from personal choice, and involuntary, resulting from external pressures. Across four studies involving 1021 respondents from both the general working population and contexts known for high levels of presenteeism, the reliability and validity of an 8-item presenteeism motivation scale were established. Studies 1 and 2 confirmed the scale's two-factor structure and reliability. Study 3 further demonstrated its convergent, concurrent, and discriminant validity, as well as its ability to detect anticipated sex differences in presenteeism tendencies. Study 4 provided evidence towards criterion related validity, showing differential effects on employee well-being over time. Voluntarily presenteeism was associated with higher levels of work engagement and lower burnout rates, while involuntary presenteeism exhibited the opposite pattern. Additionally, the scale demonstrated measurement invariance across different working populations. The theoretical and managerial implications of these findings are discussed.</p>","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":6.2,"publicationDate":"2023-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12481","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138541870","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Job insecurity and work–family interface as predictors of mental and physical health: The moderating role of family–work stereotype threat 工作不安全感和工作-家庭界面对身心健康的影响:家庭-工作刻板印象威胁的调节作用
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-11-20 DOI: 10.1111/joop.12478
Laura Petitta, Tahira M. Probst, Valerio Ghezzi, Erica L. Bettac, Lindsey M. Lavaysse, Claudio Barbaranelli

While a growing body of literature links the stressor of job insecurity (JI) with poor employee well-being and increased work-to-family conflict (WFC), the current study specifically tests WFC as an explanatory mechanism of the relationships between affective JI (i.e., emotional reactions to the perceived threat to one's job) and poor health outcomes (i.e., mental and physical health). Moreover, this study uniquely examines how family–work stereotype threat (FWST; i.e., fears of confirming negative stereotypes about workers with family obligations) may exacerbate the relationship between perceived threats to one's job and employee reports of WFC. Using a cross-country design, data from 707 employees in the United States (two-wave) and 763 employees nested within 100 organizations in Italy (multilevel, cross-sectional) largely supported the hypothesized mediation model. Specifically, WFC explains the association of JI with individual mental and physical health in both countries. Moreover, FWST exacerbates the direct relation of JI with WFC in the United States, but not in Italy. These findings suggest that the fear of losing one's job may prompt employee experiences of WFC and subsequent poorer physical and mental health; additionally, in the United States, this effect is even stronger among employees who reported higher levels of FWST. We interpret these heterogeneous findings in the light of nation-related factors in managing increasingly insecure employment markets, especially after the COVID-19 pandemic. Theoretical and practical implications are discussed for improving both health and work–life boundary management of post-pandemic workers.

虽然越来越多的文献将工作不安全感(JI)的压力源与员工幸福感差和工作与家庭冲突(WFC)的增加联系起来,但本研究专门测试了WFC作为情感JI(即对工作感知威胁的情绪反应)与不良健康结果(即心理和身体健康)之间关系的解释机制。此外,本研究独特地考察了家庭工作刻板印象威胁(FWST;例如,担心确认对有家庭责任的工人的负面刻板印象)可能会加剧对工作的感知威胁与员工对WFC的报告之间的关系。使用跨国设计,来自美国707名员工(两波)和意大利100个组织内763名员工(多层次、横断面)的数据在很大程度上支持假设的中介模型。具体来说,世界粮食理事会解释了JI与两国个人身心健康的关系。此外,在美国,FWST加剧了JI与WFC的直接关系,而在意大利则没有。这些发现表明,对失去工作的恐惧可能会促使员工经历失业,从而导致身心健康状况恶化;此外,在美国,这种影响在报告FWST水平较高的员工中更为明显。我们根据管理日益不安全的就业市场的国家相关因素,特别是在2019冠状病毒病大流行之后,来解释这些异质性发现。讨论了改善大流行后工作人员的健康和工作-生活边界管理的理论和实践意义。
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引用次数: 0
Leader affective presence, psychological safety and team proactive problem prevention 领导情感在场、心理安全与团队主动问题预防
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-11-14 DOI: 10.1111/joop.12480
Hector P. Madrid, Cristian A. Vasquez, Maximiliano Escaffi-Schwarz

Leader affective presence, the tendency of leaders to consistently evoke feelings in team members, has gained prominence in the context of leadership and teamwork. However, prior research lacks a comprehensive theoretical framework, focuses on limited team processes, and relies mainly on cross sectional designs to study this construct. Building upon theories of the social functions of affect, this study examines the relationship between leaders' affective presence and team member behaviour, specifically focusing on team proactive problem prevention and examining whether this relationship is mediated by team psychological safety. Using a two-wave panel model with 504 professionals in 134 teams, our findings revealed that positive leader affective presence, characterized by instilling enthusiasm, joy and inspiration among team members, was positively associated with perceptions of team psychological safety. In turn, team psychological safety was positively related to leaders' assessments of proactive problem prevention. Interestingly, negative leader affective presence, which triggers worry, tension and stress, was not related to team psychological safety but was positively associated with team proactive problem prevention. These results highlight the importance of leader affective presence in shaping emergent team states and team member behaviour. Researchers and practitioners should thus consider these insights when assessing and intervening in leadership and teamwork processes in organizations.

领导者情感存在,即领导者不断唤起团队成员情感的倾向,在领导和团队合作的背景下得到了突出的地位。然而,以往的研究缺乏一个全面的理论框架,关注有限的团队过程,主要依赖于横断面设计来研究这一结构。本研究在情感社会功能理论的基础上,探讨了领导者情感存在与团队成员行为之间的关系,特别关注团队主动问题预防,并考察了这种关系是否受团队心理安全的调节。利用134个团队的504名专业人员的两波面板模型,我们的研究结果表明,积极的领导者情感存在与团队心理安全感呈正相关,其特征是向团队成员灌输热情、快乐和灵感。反之,团队心理安全与领导者对前瞻性问题预防的评估呈正相关。有趣的是,引发担忧、紧张和压力的消极领导情感存在与团队心理安全无关,但与团队主动问题预防呈正相关。这些结果强调了领导者情感存在在塑造突发团队状态和团队成员行为方面的重要性。因此,在评估和干预组织中的领导和团队合作过程时,研究人员和实践者应该考虑这些见解。
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引用次数: 0
Team conflict at the core: Exploring the influence of critical team member conflict on team creative functioning 团队冲突的核心:探索关键团队成员冲突对团队创造性运作的影响
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-11-13 DOI: 10.1111/joop.12477
Huiyao Liao, T. Brad Harris, Ning Li, Yuqing Han

Scholars have long been intrigued by the relationship between intrateam conflict and team creativity, though findings to date have been mixed. Recent research suggests that traditional conceptualizations of intrateam conflict as a property that is shared uniformly by team members (e.g., averaging members' overall conflict perceptions), rather than a more nuanced phenomenon between individual members with unique network positions, have limited our understanding of its influences. These advances, however, have yet to be substantively applied to the intrateam conflict-creativity literature. Accordingly, we integrate network views of conflict with creativity theory and group motivated processing models to explore how task and relationship conflicts involving critical members' (i.e., members central to a team's workflow network) influence team creative functioning beyond overall conflict perceptions. We theorize that critical member task conflict is positively associated with team creativity by way of team reflexivity, and this positive indirect effect is accentuated by team shared goals. Further, we posit that critical member relationship conflict is negatively associated with team creativity by way of reduced team cohesion, though this effect is mitigated by critical member emotional intelligence. Analyses of 70 new product development teams support most hypotheses while also highlighting interesting nuance and future research opportunities.

长期以来,学者们一直对团队内部冲突与团队创造力之间的关系很感兴趣,尽管迄今为止的研究结果喜忧参半。最近的研究表明,传统概念将团队内部冲突视为团队成员一致共享的属性(例如,成员对整体冲突看法的平均值),而不是具有独特网络地位的单个成员之间更为细微的现象,这限制了我们对其影响因素的理解。然而,这些进展还没有被实质性地应用到团队内部冲突-创造性的文献中。因此,我们将冲突的网络观点与创造力理论和群体动机处理模型结合起来,探讨涉及关键成员(即团队工作流程网络中的核心成员)的任务和关系冲突如何影响团队的创造性运作,而不仅仅是整体冲突感知。我们的理论是,关键成员的任务冲突通过团队反射性与团队创造力正相关,而团队的共同目标则加剧了这种正向间接效应。此外,我们认为关键成员的关系冲突会降低团队凝聚力,从而与团队创造力产生负相关,但关键成员的情商会减轻这种影响。对 70 个新产品开发团队的分析支持了大多数假设,同时也强调了有趣的细微差别和未来的研究机会。
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引用次数: 0
Fostering successful ageing at work: The role of cognitive job crafting, work certainty and perceived remaining time at work 促进工作中的成功老龄化:认知性工作设计、工作确定性和感知的剩余工作时间的作用
IF 6.2 2区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-10-31 DOI: 10.1111/joop.12475
Stanimira K. Taneva, Yisheng Peng

This research emphasizes the role of employees in managing their experiences of successful ageing at work. Following a lifespan developmental framework, we propose a new model in which employees, who proactively engage in cognitive job crafting and work uncertainty regulation, are more effective in altering their perceptions of remaining time at work. This, in turn, enhances their experiences of successful ageing in the workplace (i.e. the likelihood to sustain longer, healthier and more productive working lives). We test the conceptual model in two consecutive studies with workers from the United States of America (Study 1) and China (Study 2). The results replicate across the two studies, confirming the indirect positive effect of cognitive crafting on successful ageing at work through perceived remaining time at work. In addition, in Study 2, we find that the effect of cognitive crafting on perceived remaining time at work is stronger for employees with higher (vs. lower) levels of work certainty. Finally, work predictability indirectly moderates the relationship between cognitive crafting and perceived remaining time at work via work certainty. These findings offer important theoretical insights into the fields of work and ageing, job design and uncertainty regulation and provide the evidence base for building capacity, improving organizational practice and policymaking on active ageing at work and beyond.

这项研究强调了员工在管理自己在工作中的成功老龄化经验方面所扮演的角色。根据生命周期发展框架,我们提出了一个新的模型,在这个模型中,积极主动地参与认知工作设计和工作不确定性调节的员工,能够更有效地改变他们对工作剩余时间的看法。这反过来又会增强他们在工作场所成功老龄化的体验(即保持更长、更健康和更富有成效的工作生活的可能性)。我们连续对美国(研究 1)和中国(研究 2)的工作者进行了两项研究,以检验这一概念模型。两项研究的结果相同,证实了认知工艺通过感知到的剩余工作时间对工作中的成功老龄化产生间接的积极影响。此外,在研究 2 中,我们发现认知加工对感知的剩余工作时间的影响对于工作确定性水平较高(相对于较低)的员工更强。最后,工作可预测性通过工作确定性间接调节了认知加工与感知剩余工作时间之间的关系。这些发现为工作与老龄化、工作设计和不确定性调节等领域提供了重要的理论启示,并为工作中及工作以外的积极老龄化方面的能力建设、组织实践改进和政策制定提供了证据基础。
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引用次数: 0
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