Journal of Occupational and Organizational Psychology最新文献

Drawing from the perspective of sociometer theory, we posit that the career consultation behaviour of newcomers can bolster supervisors' organization-based self-esteem (OBSE), thereby increasing their access to career mentoring from supervisors. Additionally, we suggest that the impact of newcomers' career consultation behaviour on supervisors' OBSE will be more pronounced among individuals with a higher power distance orientation. A time-lagged, four-phase data collection involving 238 newcomer–supervisor dyads supported this moderated mediation effect. The results indicate that newcomers' career consultation behaviour contributes to supervisors' OBSE, particularly for those with higher power distance orientations compared to their counterparts with lower power distance orientations. Subsequently, this is positively associated with supervisors' career mentoring as reported by newcomers. The implications of this study are discussed in the context of existing literature on newcomer socialization and mentoring.

This article presents a critical review of the use of cognitive ability testing for access to graduate and higher professional occupations to promote further debate and reflection in both the academic and practitioner community. The main contentions are that the practice of applying cognitive ability testing in these contexts has strong potential to both maintain and exacerbate social inequality in access to higher occupations and professions, and that validity evidence does not justify this to the extent that has previously been presumed. Five critical observations are examined, namely (1) evidence of adverse impact in test outcomes; (2) the tendency to position cognitive ability testing early in selection processes in high-volume recruitment; (3) recent evidence challenging the meta-analytic validity of cognitive ability tests; (4) weaknesses in historical primary validity studies; (5) conceptually flawed examination of differential validity evidence in the literature. Implications for practice are discussed, contrasting strategies that involve modifying selection systems that include cognitive testing, versus removing and replacing cognitive tests.

Career self-management (CSM) has attracted increased scholarly interest, but definitional issues and the lack of an integrative understanding constrain research on the topic. In two studies, we seek to clarify the nature and dimensionality of CSM behaviour, examine the relation of specific dimensions to the general construct and investigate the relation of different CSM behaviours to facets of employability. In Study 1, we used a systematic literature review and thematic analysis to identify seven key CSM behaviours: (a) impression management, (b) building contacts, (c) using contacts, (d) human capital development, (e) goal setting and planning, (f) self-exploration and (g) mobility-oriented behaviour. Across two samples in Study 2 (combined N = 1065), we examined the relation of the seven behaviours to the general CSM construct and their relation to facets of employability in a time-lagged analysis. The results show that CSM behaviours are best modelled as a bifactor structure with a general dimension and seven specific behaviours. Specific CSM behaviours explained unique variance in specific facets of employability. In sum, the studies clarify our understanding of CSM's nature, dimensionality, structure, and nomological net.

The current study aims to advance the theoretical understanding of work and family authenticity, or the extent to which one's time, energy, and attention in work and family roles are consistent with life values, by examining the antecedents and processes by which they occur within a self-determination theory framework. By testing the tenets of self-determination theory, we examine a conceptual model in which we posit that work and family need satisfaction relates positively to life satisfaction through domain-specific autonomous motivation, work and family authenticity, and domain satisfaction. We test our conceptual model with data collected at two time points from 220 working adults. Our results largely support our hypotheses in the work domain but, interestingly, not in the family domain, suggesting that human motivation processes differ by domain. We conclude by discussing implications and offering suggestions for future research.

After the birth of a child, employed mothers must make return-to-work and breastfeeding decisions. Prior organizational research focuses on how the mother's work environment affects these decisions, yet they are made with personal and relationship considerations in mind. We use the work-home resources model and identity theory to address two pressing questions. First, do mothers' identity and fathers' paternity leave provide resources for supporting breastfeeding and return to work? Second, can mothers' separation anxiety help explain the psychological mechanisms for this process? We expect more work-centric mothers and those whose partners take longer leaves to have lower maternal separation anxiety, and thereby shorter maternity leave length and shorter breastfeeding duration. We leverage the National Institute of Child Health and Development's Study of Early Child Care and Youth Development. We conducted analyses using data from 491 families and nine time points from childbirth to 3 years post birth. Consistent with the work-home resources model, the father's leave length is negatively related to mother's separation anxiety, which is positively related to her leave length. We also found that the father's leave length is directly and positively related to mother's leave length and breastfeeding duration, and the mother's work centrality is negatively related to her leave length. We explain how these results fit into the work-home resources model and suggest organizations should provide mothers with control over return-to-work decisions and encourage longer paternity leave.

This study draws on the conservation of resources theory to investigate the relationship between burnout (disengagement and emotional exhaustion) and subjective career success (SCS) through career insecurity over time. It also aims to shed light on the role of the occupational future time perspective (i.e., remaining opportunities and remaining time) as a personal resource that may moderate the direct and indirect relationship between burnout and SCS through career insecurity. A total of 362 full-time working individuals participated in the survey, which was administered at two time points, 9 months apart. The results from the cross-lagged analysis suggested a bidirectional relationship between disengagement and SCS; however, emotional exhaustion did not predict SCS across time. Career insecurity mediated the cross-lagged relationship between burnout and SCS. Finally, the findings showed that the negative cross-lagged relationship between disengagement and SCS was moderated by remaining opportunities, such that the relationship was stronger for individuals low on remaining opportunities. The negative cross-lagged relationship between emotional exhaustion and SCS was moderated by remaining time, such that the relationship was stronger for individuals low on the remaining time. Implications for practice and future research directions are discussed.

The impact of intuitive and analytic cognitive styles on task performance is a much-debated subject in the scientific discourse on decision-making. In the literature on decision-making under time pressure, intuition has been regarded as a fast and frugal tool. At the same time, the heuristics and biases tradition sees intuition as a source of errors, implying that more analytic decision-makers are less biased and better performers. We conducted two studies of the effects of interplay between intuitive and analytic cognitive styles on decision-making in a simulated wicked learning environment. The results of the first study revealed that the high-performing individuals were those who exhibited a strong preference for both cognitive styles, as well as those who showed a lack of preference for both. Individuals with a strong preference for only one of the styles were outperformed. In the second study, we replicated these findings in a team context. Post-hoc, we found that cognitive ability correlated highly with performance for the two high-performing style combinations but not for the two low-performing style combinations. Our results indicate that flexible style preferences boost the effect of cognitive ability, while strong preferences for a single style may entrench even those with high cognitive abilities.

Emergency responding requires effective interoperability, whereby different emergency teams combine efforts and expertise to contain and reduce the impact of an emergency. Within the United Kingdom, the capacity for the Emergency Services to be interoperable has been criticized by public enquiries. This systematic review had three goals to: (i) define interoperability; (ii) identify the structural principles that underpin interoperability and (iii) identify the psychological principles that outline how interoperability can be achieved. A PRISMA framework was used to identify 137 articles, including 94 articles from the systematic review, 15 articles from grey literature and 28 articles based on author expertise. We identified two structural principles of interoperability: (i) being able to communicate and exchange information effectively; and (ii) having a decentralized and flexible team network. We identified three psychological principles that informed how interoperability might be embedded in the team: (i) establishing trust between team members; (ii) developing secure team identities and (iii) building cohesive goals. We defined interoperability as a shared system of technology and teamwork built upon trust, identification, goals, communication and flexibility. Regular psychologically immersive training that targets these psychological principles will help to embed interoperability into the social fabric of multi-team systems operating in high-reliability organizations.

Drawing on the identity literature and job crafting research, the present work investigates how occupational identity threat is positively related to individual job crafting (i.e., approach crafting and avoidance crafting) and how approach (or avoidance) crafting transforms occupational identity threat into increased job engagement and improved job performance. We also propose that the regulatory focus of individuals would moderate these relationships. After conducting two field studies, Study 1, which used data from 211 matched employee–supervisor pairs at an aluminium manufacturing company, found that occupational identity threat had a positive effect on approach and avoidance crafting. The results also showed further support for the moderating effect of prevention focus and a mediating effect of approach crafting in transferring the effect of occupational identity threat in a positive manner (i.e., higher job engagement and performance). In Study 2, we replicated the findings of Study 1 and found further evidence for the moderating effect of promotion focus and a moderated mediating effect of approach crafting on job engagement. Theoretical and practical implications of this research are discussed.

In two studies, we examined the effects of algorithm-based (vs. recruiter-based) evaluations of an asynchronous video interview and a personality inventory on applicant reactions. In line with our expectations, we found several negative applicant reactions to the use of algorithms. Specifically, in Study 1 (N = 172), informing participants that an algorithm, rather than a recruiter, had analysed their interview and personality inventory increased feelings of emotional creepiness, and reduced fairness perceptions, perceived predictive validity and feedback acceptance. In Study 2 (N = 276), we were able to replicate these effects for fairness perceptions and perceived predictive validity. Furthermore, in both studies, algorithm-based evaluations negatively affected feedback acceptance, organizational attraction and job acceptance intentions through fairness perceptions. However, in contrast with our expectations, selection decision favourability did not influence the impact of evaluation source (recruiter vs. algorithm) on applicant reactions. In Study 2, we also found some tentative evidence that applicant reactions to algorithm-based evaluations are not affected by the type of information source (i.e. verbal vs. nonverbal cues) on which the algorithm is based.