Journal of Occupational and Organizational Psychology最新文献

Drawing on self-determination theory, this study examines how using personal strengths at work in the morning is associated with different types of performance throughout the workday. Momentary satisfaction of the needs for autonomy, relatedness and competence are proposed as mechanisms that differentially link strengths use to four different performance outcomes: task accomplishment, goal attainment, organizational citizenship behaviour and counterproductive work behaviour. We collected data from 216 Dutch employees in a large variety of sectors twice a day for one workweek (N = 1470 observations) using a smartphone application. Results of multilevel structural equation modelling showed that momentary satisfaction of the needs for autonomy and competence at noon mediated the positive relationship between morning strengths use and afternoon task accomplishment and goal attainment. Furthermore, satisfaction of the need for relatedness mediated the positive relationship between morning strengths use and afternoon organizational citizenship behaviour, but not the negative relationship between morning strengths use and counterproductive work behaviour. These findings deepen our understanding of strengths use theory and uncover novel insight on the temporal aspects of strengths use within a working day.

Drawing on role identity, dynamic constructivism and the norm-based model of cultural tightness, we examine the innovation paradox of whether and how congruence of home and host culture in tandem with creative role identity not only enhances but also constrains different facets of innovative behaviour for global workers. Results reveal that the effects of loose home employees' cultural tightness congruence on idea generation and idea realization behaviours depend on creative role identity (Study 1), that idea generation may be more salient in loose cultures (Study 2) and that when exposed to an incongruent tight culture, individuals temporarily switch their innovative identity content to fit the alternative cultural frame (Study 3). Our results paint a complex and dynamic picture of cultural exposure and role identity on innovative behaviour. Our results also suggest that cultural considerations and organizational interventions that shape the content of creative role identity may enhance innovative behaviours for global workers.

In the last 25 years, work-email activity has been studied across domains and disciplines. Yet, despite the abundance of research available, a comprehensive, unifying framework of how work-email activity positively impacts both well-being and work-performance outcomes has yet to emerge. This is a timely and significant concern; work-email is the most prominent and popular form of work communication but it is still unclear what people need to do to be effective emailers at work. To address this, we undertook a rigorous cross-disciplinary systematic literature review of 62 empirical papers. Using action regulation theory, we developed a multi-action, multi-goal framework and found four ‘super’ actions that consistently predict effectiveness (positive well-being and work-performance outcomes). These actions involve: (i) communicating and adhering to work-email access boundaries; (ii) regularly triaging emails (iii) sending work-relevant email and (iv) being civil and considerate in work-email exchanges. We found that super actions are engaged when workers have the resources to appropriately regulate their activity, and can attend to their self, task and social needs. Our framework synthesizes a broad and disparate research field, providing valuable insights and guiding future research directions. It also offers practical recommendations to organizations and individuals; by understanding and encouraging the adoption of work-email super actions, effective work-email practices can be enhanced.

Recent research on calling has highlighted its nature as a ‘double-edged sword’ that—while conferring benefits generally—may create vulnerabilities in some cases. We suggest an explanation that complexifies our conceptualization of what calling is. Traditional conceptualizations of calling focus on differences in degree, measuring calling on some numerical scale to answer the question, ‘To what degree do you perceive a calling?’ Our proposed conceptualization of calling argues for differences in the shape of calling, arguing that calling can take different shapes based on three facets: scope (callings can differ between narrow and broad), time proximity (callings can differ between immediate and distal) and duration (callings can differ between short-term and lifelong). We present a new model depicting these shapes of calling, explain how each advances our understanding of calling above and beyond existing conceptualizations and taxonomies and offer propositions as to how this new conceptualization provides insight into individuals' experiences of pursuing their calling.

Successful retirement adjustment requires careful planning in the lead up to this important life transition. While financial planning is routinely prioritized, evidence suggests that the social changes in retirement can be just as challenging to manage — if not more. GROUPS 4 RETIREMENT (G4R) is a new online intervention that addresses this gap by targeting the identity changes that people typically experience in retirement. This paper reports findings from two studies evaluating the acceptability and efficacy of this intervention. Study 1 (N = 89) used a pre-post design to assess G4R and found that the intervention was positively evaluated by users and led to significant increases in their sense of thriving, perceived control, life satisfaction, anticipated retirement satisfaction, and planning intentions. Study 2 (N = 98) tested the intervention using an experimental design in which participants were randomly assigned to either G4R or a financial planning control condition. Results showed that G4R was as effective as financial planning in improving most outcomes and showed a clear advantage in increasing anticipated retirement satisfaction and intentions to engage in social and activities planning. Together, these studies provide initial evidence of the value of engaging in social identity-focused social planning to support well-being and preparedness in the lead up to retirement.

Prior research suggests that job search activities of underrepresented groups are sensitive to diversity cues in recruitment materials, but less is known about the impact of different types of cues. Despite widespread use, employment equality monitoring (EM), or data collection on legally protected characteristics (like gender or ethnic background), has received scant empirical attention. Two experiments used fictitious job advertisements to examine the effects of a strong equality/diversity/inclusion (EDI) value statement and descriptions of EM use by employers. In Study 1, we found that advertisements containing an EDI statement and a statement of EM together produced the highest ratings of organizational prestige, and, in minority respondents, stronger job-pursuit intentions. Study 2 examined various framing conditions of EM using a between-subjects design. The inclusion of any EDI information was positively received, but minority ethnicity respondents were less positive when an EM statement was provided without an explanation for why it is done. The practical implications are that both value statements and EM information together could help increase attraction among jobseekers from underrepresented groups, with potential to contribute to diversity branding. However, minority groups are still sceptical of employer EDI credibility and employers must do more than talk the talk.

This study examines the mediated relationship between perceived health climate and insomnia via exhaustion, and whether the mediation effect is weaker for individuals with higher body mass index (BMI). Results from multi-wave field data revealed that perceived health climate negatively predicted insomnia through reduced exhaustion. Moreover, the mediation effect was weaker among people with higher BMI (obese individuals) than people with lower BMI (non-obese individuals). This study expands our understanding of the workplace health climate and its unintended consequences for obese individuals. Also, it encourages practitioners to develop health climate promotion programmes that intend to reduce employee exhaustion first prior to specific behavioural changes and takes into account individual differences.

This study investigates how an employee's core self-evaluation (CSE) affects their self-regulation depletion in response to leader injustice. To reconcile the conflicting predictions of CSE reported in the existing leadership and justice literature, we propose and test a self-esteem contingency model for CSE, drawing on the self-determination theory (SDT) account of the self-regulatory process. We hypothesize that when an employee's CSE is heavily contingent on the leader's approval and recognition (denoted as high-level leader-contingent self-esteem), CSE facilitates a controlled form of self-regulation in response to leader injustice, leading to self-regulation depletion. Conversely, when one's CSE is less contingent on the leader's approval (denoted as low-level leader-contingent self-esteem), self-regulation facilitated by CSE in the presence of leader injustice is less of controlled, reducing the likelihood of self-regulation depletion. Our results and implications from three studies consistently supported our main hypothesis regarding the three-way interaction of leader injustice, CSE and leader-contingent self-esteem, as well as highlighting the potential downside of a follower's self-esteem being overly reliant on their leader's treatment.