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Working and working out: Decision-making inputs connect daily work demands to physical exercise. 工作和锻炼:决策输入将日常工作需求与体育锻炼联系起来。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2023-06-01 DOI: 10.1037/ocp0000349
Claire E Smith, Soomi Lee, Margaret E Brooks, Clare L Barratt, Haiyang Yang

Work demands can undermine engagement in physical exercise, posing a threat to employee health and well-being. Integrating resource theories and a novel decision-making theory called the decision triangle, we propose that this effect may emerge because work stress changes the energetic and emotional processes people engage in when making decisions about exercise after work. Using diary-style data across two workweeks (N = 83 workers, 783 days), we used multilevel latent profile analysis to extract common decision input profiles, or daily configurations of energy and affect as key decision-making resources. Consistent with the decision triangle, three profiles emerged: visceral inputs (low energy/high negative affect), automatic inputs (low energy/low negative affect), and logical inputs (high energy/low negative affect). Daily job demands were highest among the visceral profile. In turn, the daily visceral profile related to the lowest likelihood of and intensity of physical exercise after work, especially relative to the daily logical profile. Whether or not those in the daily automatic profile exercised depended on their health orientation, or trait-level value of maintaining personal health. Our results support decision-making as a promising mechanism explaining the link between work demands and healthy leisure choices. Organizational interventions can target work stress, health orientation, or logical decision-making to promote frequent and vigorous employee physical exercise. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

工作需求会影响员工参与体育锻炼,对员工的健康和福祉构成威胁。结合资源理论和一种叫做决策三角的新决策理论,我们提出这种效应可能是因为工作压力改变了人们在下班后决定锻炼时所参与的精力和情绪过程。使用两个工作周(N = 83名工人,783天)的日记式数据,我们使用多层次潜在剖面分析来提取常见的决策输入剖面,或能量和影响的日常配置作为关键决策资源。与决策三角一致,出现了三种特征:本能输入(低能量/高负面情绪)、自动输入(低能量/低负面情绪)和逻辑输入(高能量/低负面情绪)。日常工作需求在内脏型人群中最高。反过来,每天的内脏特征与下班后体育锻炼的可能性和强度最低有关,特别是相对于每天的逻辑特征。日常自动轮廓的受试者是否锻炼取决于其健康取向或维持个人健康的特质水平值。我们的研究结果支持决策作为一个有希望的机制来解释工作需求和健康休闲选择之间的联系。组织干预可以针对工作压力、健康取向或逻辑决策来促进员工频繁和积极的体育锻炼。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 0
Correction to Diestel (2022). 对Diestel(2022)的修正。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2023-06-01 DOI: 10.1037/ocp0000350

Reports an error in "How strategies of selective optimization with compensation and role clarity prevent future increases in affective strain when demands on self-control increase: Results from two longitudinal studies" by Stefan Diestel (Journal of Occupational Health Psychology, 2022[Aug], Vol 27[4], 426-440). In the original article, Table 3 needed updates to align the columns properly and to add the asterisk and double asterisk symbols (indicating * p < .05 and ** p < .01) in several entries in the last 3 'Estimate' columns. In the same Table, the third decimal place of the standard error value for 'Affective strain at T1' needed to be corrected in the Step 2 section under the 'Changes in affective strain from T1 to T2 in Sample 2' header. Additionally, Figure 2 included an error in one of the t-values; for "High SOC-strategies and high role clarity at T1," t = 0.184 should have been t = 0.156. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2022-55823-001). In modern working environments effective strategies for regulating goal-directed behavior and allocating and investing limited resources (e.g., selection, optimization, and compensation [SOC] strategies) should enable employees to cope up with job demands that require volitional self-regulation, thereby preventing strain over time. However, theoretical insights suggest that the beneficial impact of SOC strategies on psychological health depends on the degree to which employees experience clarity in their job role. To understand how employees stabilize their psychological health when demands increase over time, I examine interaction effects of changes in self-control demands (SCDs), SOC strategies and role clarity at an earlier point in Time on changes in affective strain in two longitudinal samples from different occupational and organizational settings (international private bank: N = 389; heterogenous sample: N = 313, 2 year lag). In line with recent conceptualizations of chronic forms of distress, affective strain involved emotional exhaustion, depressive symptoms, and negative affect. In support of my predictions, structural equation modeling revealed significant three-way interactions of changes in SCDs, SOC strategies and role clarity on changes in affective strain in both samples. In particular, the positive relationships between changes of SCDs and changes in affective strain were jointly buffered by SOC strategies and role clarity. The present findings offer implications for stabilizing well-being when demands increase over long time periods. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Stefan Diestel在《当自我控制需求增加时,补偿和角色明确的选择性优化策略如何防止未来情感压力的增加:两项纵向研究的结果》(《职业健康心理学杂志》,2022年[8],第27卷[4],426-440)中报告错误。在最初的文章中,表3需要更新以正确对齐列,并在最后3个“Estimate”列中的几个条目中添加星号和双星号符号(表示* p < .05和** p < .01)。在同一表中,“T1时的情感应变”的标准误差值的小数点后第三位需要在“样品2中情感应变从T1到T2的变化”标题下的步骤2部分中进行校正。此外,图2中包含了一个t值中的错误;对于“T1时的高soc策略和高角色清晰度”,t = 0.184应该是t = 0.156。本文的在线版本已被更正。(原文摘要见记录:2022-55823-001)在现代工作环境中,调节目标导向行为和分配和投资有限资源的有效策略(例如,选择、优化和补偿[SOC]策略)应该使员工能够应对需要自愿自我调节的工作需求,从而防止长期紧张。然而,理论见解表明,SOC策略对心理健康的有益影响取决于员工对其工作角色的清晰程度。为了了解当需求随着时间的推移而增加时,员工是如何稳定他们的心理健康的,我在两个来自不同职业和组织环境的纵向样本中,研究了自我控制需求(SCDs)、SOC策略和角色清晰度在较早时间点的变化对情感紧张变化的相互作用效应(国际私人银行:N = 389;异质性样本:N = 313,滞后2年)。与最近对慢性痛苦形式的概念一致,情感紧张包括情绪衰竭、抑郁症状和负面影响。为了支持我的预测,结构方程模型显示,在两个样本中,scd、SOC策略和角色清晰度的变化对情感应变的变化具有显著的三方相互作用。其中,情感应变变化与scd变化之间的正相关关系被SOC策略和角色清晰度共同缓冲。目前的研究结果为长期需求增加时稳定幸福感提供了启示。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 0
Facilitating detachment from work: A systematic review, evidence-based recommendations, and guide for future research. 促进脱离工作:系统回顾、基于证据的建议和未来研究指南。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2023-06-01 DOI: 10.1037/ocp0000353
Anastasiia Agolli, Brian C Holtz

Contemporary work environments are characterized by increasing job demands, extensive use of communication technologies, blurred boundaries between work and private lives, and growing uncertainty. Under these stressful conditions, employee health and well-being are among the central topics studied by organizational researchers. Extant research has shown that psychological detachment from work is a key recovery experience that is essential for employees' health, well-being, and work performance. This systematic qualitative review aims to advance our understanding of what facilitates or inhibits detachment. We review 159 empirical studies and evaluate the accumulated knowledge on predictors of detachment. Further, we offer actionable recommendations for organizational practitioners on how to facilitate this vital recovery experience in their organizations and highlight important avenues for future research aimed at improving our understanding of employee detachment. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

当代工作环境的特点是工作要求不断增加,通信技术的广泛使用,工作和私人生活之间的界限模糊,以及越来越多的不确定性。在这些压力条件下,员工的健康和福祉是组织研究人员研究的中心课题之一。现有的研究表明,从工作中脱离出来是一种关键的恢复体验,对员工的健康、幸福和工作表现至关重要。这个系统的定性回顾旨在促进我们对什么促进或抑制分离的理解。我们回顾了159项实证研究,并评估了积累的关于脱离预测因素的知识。此外,我们为组织从业者提供了可操作的建议,以促进组织中这种重要的恢复体验,并强调了未来研究的重要途径,旨在提高我们对员工脱离的理解。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 0
Correction to Choi et al. (2022). 对Choi等人(2022)的更正。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2023-06-01 DOI: 10.1037/ocp0000348

Reports an error in "Flaws and all: How mindfulness reduces error hiding by enhancing authentic functioning" by Ellen Choi, Hannes Leroy, Anya Johnson and Helena Nguyen (Journal of Occupational Health Psychology, 2022[Oct], Vol 27[5], 451-469). In the original article, in the first sentence of the paragraph under "Participants" in the "Part I: Method" section, changes were needed to correct four numbers from percentages to whole numbers. The sentence "Of the 230 participants, most were women (93.5%), which is representative of the health-care context, and 29.6% of participants were between the ages of 25% and 34%, 39.6% between 35% and 44%, and 20.0% between 45 and 54" should have said "Of the 230 participants, most were women (93.5%), which is representative of the health-care context, and 29.6% of participants were between the ages of 25 and 34, 39.6% between 35 and 44, and 20.0% between 45 and 54." The online version of this article has been corrected. (The following abstract of the original article appeared in record 2022-60042-001). Hiding errors can undermine safety by amplifying the risks of undetected errors. This article extends research on occupational safety by investigating error hiding in hospitals and applies self-determination theory to examine how mindfulness decreases error hiding through authentic functioning. We examined this research model in a randomized control trial (mindfulness training vs. active control group vs. waitlist control group) within a hospital setting. First, we used latent growth modeling to confirm that our variables were related as hypothesized, both statically or cross-sectionally as well as dynamically as they evolved over time. Next, we analyzed whether changes in these variables were a function of the intervention and confirmed the effects of the mindfulness intervention on authentic functioning and indirectly on error hiding. To elaborate on the role of authentic functioning, in a third step, we qualitatively explored the phenomenological experience of change experienced by participants in mindfulness and Pilates training. Our findings reveal that error hiding is attenuated because mindfulness encourages a receptive view of one's whole self, and authentic functioning enables an open and nondefensive way of relating to positive and negative information about oneself. These results add to research on mindfulness in organizations, error hiding, and occupational safety. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

在Ellen Choi, Hannes Leroy, Anya Johnson和Helena Nguyen的“缺陷和所有:正念如何通过增强真实功能来减少错误隐藏”(职业健康心理学杂志,2022[10],Vol 27[5], 451-469)中报告了一个错误。在原文“第一部分:方法”一节“参与者”一段的第一句中,需要修改四个数字,从百分比改为整数。的句子”230人,大多数是女性(93.5%)、医疗环境的代表,和29.6%的参与者年龄之间的25%和34%,39.6% 35%和44%,和20.0% 45至54”应该说“230人,大多数是女性(93.5%)、医疗环境的代表,和29.6%的年龄在25岁到34岁的参与者,35 - 44岁的39.6%和20.0% 45至54岁。”本文的在线版本已被更正。(以下是原文摘要,见记录2022-60042-001)隐藏错误会放大未被发现错误的风险,从而破坏安全性。本文通过调查医院中的错误隐藏来扩展职业安全研究,并应用自决理论来研究正念如何通过真实功能减少错误隐藏。我们在医院环境中进行了一项随机对照试验(正念训练组、积极对照组、候补对照组)来检验这一研究模型。首先,我们使用潜在增长模型来确认我们的变量与假设相关,无论是静态的还是横断面的,还是随着时间的推移而动态演变的。接下来,我们分析了这些变量的变化是否是干预的函数,并证实了正念干预对真实功能和间接错误隐藏的影响。为了详细说明真实功能的作用,在第三步中,我们定性地探索了正念和普拉提训练参与者所经历的变化的现象学体验。我们的研究结果表明,错误隐藏被削弱了,因为正念鼓励一个人对整个自我的接受性看法,而真实的功能使人们能够以一种开放和非防御的方式与有关自己的积极和消极信息联系起来。这些结果增加了对组织中的正念、错误隐藏和职业安全的研究。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 0
It's a match: The relevance of matching chronotypes for dual-earner couples' daily recovery from work. 这是一个匹配:匹配的时间类型与双职工夫妇每天从工作中恢复的相关性。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2023-06-01 DOI: 10.1037/ocp0000351
Jette Völker, Anne Casper, Theresa J S Koch, Sabine Sonnentag

Cohabiting dual-earner couples are increasingly common. However, previous recovery research mainly focused on employees independently of others, thereby overlooking an essential part of their life. Therefore, we take a closer look at dual-earner couples' recovery processes and link this research to a circadian perspective. We assumed that unfinished tasks impede engagement in time with the partner (absorption in joint activities, directing attention toward the partner) as well as recovery experiences (detachment, relaxation), whereas engagement in time with the partner should boost recovery experiences. Integrating a circadian perspective, we proposed that employees from couples with matching circadian preferences (chronotype) benefit more from engagement in time with their partner (i.e., stronger relationships with recovery experiences). Additionally, we explored whether a match between partners' chronotypes buffers the negative relationship between unfinished tasks and engagement in joint time. We conducted a daily diary study with 143 employees from 79 dual-earner couples, providing data on 1,052 days. A three-level path model showed that unfinished tasks were negatively related to absorption in joint activities and detachment, whereas absorption positively predicted recovery experiences. Furthermore, the couples' chronotype match mattered in the interplay with engagement in joint time: for couples with higher (vs. lower) chronotype match, experiencing detachment depended on absorption while for couples with lower (vs. higher) chronotype match, attention was even harmful for experiencing relaxation. Thus, it is crucial to consider employees' partners when investigating their recovery processes because employees cannot act independently if they also need to take their partner's circadian rhythms into account. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

双职工同居越来越普遍。然而,以前的恢复研究主要集中在员工独立于他人,从而忽视了他们生活的一个重要部分。因此,我们仔细研究了双职工夫妇的恢复过程,并将这项研究与昼夜节律的观点联系起来。我们假设未完成的任务阻碍了与伴侣的及时接触(专注于共同活动,将注意力引向伴侣)以及恢复体验(超然,放松),而与伴侣的及时接触应该促进恢复体验。结合昼夜节律的观点,我们提出具有匹配昼夜节律偏好(时间类型)的夫妇的员工从与伴侣的及时接触中获益更多(即,与恢复经历的关系更强)。此外,我们还探讨了伴侣时间类型的匹配是否缓冲了未完成任务与共同时间投入之间的负相关关系。我们对来自79对双职工夫妇的143名员工进行了每日日记研究,提供了1052天的数据。三层次路径模型表明,未完成任务与关节活动吸收和脱离负相关,而吸收对康复体验有正向影响。此外,夫妻的时间类型匹配在联合时间投入的相互作用中起着重要作用:对于时间类型匹配高(与低)的夫妻来说,超脱的体验依赖于吸收,而对于时间类型匹配低(与高)的夫妻来说,注意力甚至对放松的体验有害。因此,在调查员工的恢复过程时,考虑他们的伴侣是至关重要的,因为如果员工还需要考虑伴侣的昼夜节律,他们就无法独立行动。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 0
Masculinity contest culture: Harmful for whom? An examination of emotional exhaustion. 男子气概竞赛文化:对谁有害?对情感衰竭的研究。
IF 5.9 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-04-01 Epub Date: 2022-12-08 DOI: 10.1037/ocp0000344
Joseph Regina, Tammy D Allen

The relationship between masculinity contest culture (MCC) and emotional exhaustion was examined with hypotheses informed by the job demands-resources model. Additionally, trait competitiveness and gender were considered as predictors within a three-way interaction model informed by social role theory. Hypotheses were tested using a two-timepoint survey with a sample of 494 full-time employed adults. Results indicate MCC relates to emotional exhaustion. Support is also provided for a three-way interaction between overall MCC, trait competitiveness, and gender with men with lower trait competitiveness displaying the strongest positive relationship. Overall, results suggest MCC operates as a stressor with the potential to harm psychological well-being and that the strength of this relationship varied based on gender and trait competitiveness. Specifically, higher trait competitiveness buffered relationships between MCC and exhaustion for men but intensified this relationship for women. Implications for employee well-being and disparate health outcomes across groups are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

根据工作需求-资源模型提出的假设,研究了男性竞争文化(MCC)与情感衰竭之间的关系。此外,特质竞争力和性别也被视为社会角色理论三向互动模型中的预测因素。通过对 494 名全职就业成人样本进行两时点调查,对假设进行了检验。结果表明 MCC 与情感衰竭有关。总体 MCC、特质竞争力和性别之间的三方交互作用也得到了支持,其中特质竞争力较低的男性显示出最强的正相关关系。总之,研究结果表明,MCC 是一种有可能损害心理健康的压力源,这种关系的强度因性别和特质竞争力而异。具体来说,男性的特质竞争力越高,MCC 与疲惫之间的关系就越缓和,而女性的这种关系就越强烈。本文讨论了员工福利和不同群体间健康结果差异的影响。(PsycInfo Database Record (c) 2023 APA, 版权所有)。
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引用次数: 0
Daily relationships between job insecurity and emotional labor amid COVID-19: Mediation of ego depletion and moderation of off-job control and work-related smartphone use. 新冠肺炎背景下工作不安全感与情绪劳动的日常关系:自我耗竭的中介作用、下班控制和工作相关智能手机使用的调节作用
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2023-04-01 DOI: 10.1037/ocp0000352
Won-Moo Hur, Yuhyung Shin

The economic recession in the service sector during the COVID-19 pandemic has jeopardized service employees' job security. While the daily fluctuations of perceived job insecurity may have implications for service employees' emotional labor, the day-to-day relationship between these two variables and their mediating and moderating mechanisms in the pandemic context remain unknown. To fill this gap, our research examined the day-level relationship between job insecurity perceptions, ego depletion, and emotional labor, as well as the moderating effects of overnight off-job control and work-related smartphone use. To assess these relationships, we conducted two daily studies during the COVID-19 pandemic. In study 1 (March-April 2020), 135 service employees responded to morning and evening online surveys for five workdays. In study 2 (June 2022), which administered morning and evening online surveys to 90 flight attendants for five workdays, work-related COVID-19 exposure risk was controlled in the analyses. The results of the two studies demonstrated that on a day when service employees perceived a high level of job insecurity, they felt ego-depleted, which, in turn, was associated with decreased deep acting and increased surface acting. Post hoc findings indicated a significant three-way interaction between off-job control, off-job work-related smartphone use, and daily job insecurity, such that the job insecurity-ego depletion-emotional labor was most pronounced when off-job control was low and off-job work-related smartphone use was high. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

新型冠状病毒感染症(COVID-19病毒)大流行期间,服务业的经济萧条危及了服务业员工的就业保障。虽然感知到的工作不安全感的日常波动可能对服务员工的情绪劳动产生影响,但这两个变量之间的日常关系及其在大流行背景下的中介和调节机制仍然未知。为了填补这一空白,我们的研究考察了工作不安全感、自我耗竭和情绪劳动之间的关系,以及夜间下班控制和与工作相关的智能手机使用的调节作用。为了评估这些关系,我们在COVID-19大流行期间进行了两项每日研究。在研究1中(2020年3月至4月),135名服务员工在五个工作日的早晚在线调查中做出了回应。在研究2(2022年6月)中,对90名空乘人员进行了为期5个工作日的早晚在线调查,分析中控制了与工作相关的COVID-19暴露风险。这两项研究的结果表明,当服务业员工感到高度的工作不安全感时,他们会感到自我枯竭,这反过来又与深层行为减少和表面行为增加有关。事后调查结果表明,在工作控制、与工作相关的智能手机使用和日常工作不安全感之间存在显著的三向交互作用,即当工作控制低、与工作相关的智能手机使用高时,工作不安全感-自我消耗-情绪劳动最为明显。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 1
When does exposure to daily negative acts frustrate employees' psychological needs? A within-person approach. 什么时候暴露在日常的负面行为中会使员工的心理需求受挫?一种面对面的方法。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2023-04-01 DOI: 10.1037/ocp0000338
Sarah-Geneviève Trépanier, Clayton Peterson, Julie Ménard, Guy Notelaers

Based on self-determination theory, this two-sample study investigates the effects of negative acts on psychological need frustration in greater depth using a within-person perspective. More specifically, through two distinct diary studies, we aim to contribute to the dearth of research on the daily effects of bullying by investigating the daily relationship between exposure to negative acts and need frustration as well as the moderating role of perceived emotional support at work in this relationship. Overall, results from both studies show that employees experience greater need frustration (perceptions of rejection, oppression, and incompetence) on days they are confronted with negative acts and that daily emotional support buffers the impact of direct negative acts (humiliation, physical intimidation) on frustration of the needs for competence and relatedness at the daily level. As such, the results of the present two-sample study provide a better understanding of the boundary conditions under which exposure to negative acts may result in psychological costs by identifying emotional support as a key resource in the workplace that can offset the immediate harmful effects of certain negative behaviors. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

本研究以自我决定理论为基础,采用人内视角对消极行为对心理需求挫折的影响进行了更深入的研究。更具体地说,通过两项不同的日记研究,我们旨在通过调查负面行为暴露与需求挫折之间的日常关系,以及感知到的情感支持在这种关系中的调节作用,来弥补欺凌日常影响研究的不足。总的来说,两项研究的结果都表明,员工在面对负面行为的时候会经历更大的需求挫败感(被拒绝、压迫和无能的感觉),而日常的情感支持会缓冲直接的负面行为(羞辱、身体恐吓)对日常层面的能力和关系需求的挫败感的影响。因此,本双样本研究的结果提供了一个更好的理解的边界条件下,暴露于消极行为可能会导致心理成本通过识别情感支持作为一个关键的资源在工作场所,可以抵消某些消极行为的直接有害影响。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 0
Leader-member exchange (LMX) quality and follower well-being: A daily diary study. 领导-成员交换(LMX)质量与追随者幸福感:一项日常日记研究。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2023-04-01 DOI: 10.1037/ocp0000346
Robin Martin, Masakatsu Ono, Alison Legood, Silvia Dello Russo, Geoff Thomas

Guided by self-determination and social exchange theories, we examine how leader-member exchange (LMX) quality impacts follower well-being. Despite LMX relationships being dynamic in nature, the way relationship quality varies over time and its impact on well-being has not been examined in detail. To address this important issue, a daily diary study is reported of employees from a variety of organizations. One hundred and fifty-eight participants completed a daily diary in the morning and evening for five consecutive workdays (k = 603 observations). Measures included hedonic and eudaimonic well-being, and social and economic LMX exchanges. There was a significant variation of LMX quality over the diary days. Daily LMX quality predicted daily follower well-being (while controlling for morning well-being). Further, for those that interacted with their manager, social LMX exchanges but not economic LMX exchanges predicted daily well-being. Interaction characteristics (frequency, time, content) had a relatively small impact on daily well-being. As predicted, work engagement mediated the relation between daily LMX quality and social LMX exchanges (but not daily economic LMX exchanges) with well-being. The results show how LMX quality affects followers' well-being that varies daily, that is affected by leaders' behaviors. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

在自我决定和社会交换理论的指导下,我们研究了领导-成员交换(LMX)质量如何影响追随者的幸福感。尽管LMX关系本质上是动态的,但关系质量随时间变化的方式及其对幸福感的影响尚未得到详细研究。为了解决这一重要问题,对来自不同组织的员工进行了每日日记研究。158名参与者在连续5个工作日的早晚完成了每日日记(k = 603次观察)。衡量标准包括享乐和幸福,以及社会和经济LMX交流。各生育期LMX质量变化显著。每日LMX质量预测每日追随者的幸福感(同时控制早上的幸福感)。此外,对于那些与经理有互动的人来说,社会LMX交流而不是经济LMX交流预测了他们的日常幸福感。互动特征(频率、时间、内容)对日常幸福感的影响相对较小。正如预测的那样,工作投入在日常LMX质量和社会LMX交换(而不是日常经济LMX交换)与幸福感之间的关系中起中介作用。研究结果显示,领导关系质量如何影响下属的幸福感,这种幸福感每天都在变化,受领导者行为的影响。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 2
Passionate leaders behaving badly: Why do leaders become obsessively passionate and engage in abusive supervision? 热情的领导者表现不佳:为什么领导者会变得过于热情,并参与滥用监管?
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2023-02-01 DOI: 10.1037/ocp0000340
Marina N Astakhova, Violet T Ho

While extant passion research has predominantly highlighted the benefits of work passion, such passion may also have a dark side and provoke negative behaviors that harm others. This work examines abusive supervision as an outcome of leaders' obsessive work passion, and explores leaders' importance of performance to self-esteem (IPSE) as an antecedent of such passion. We test our predictions across two studies. In an initial test of whether leaders' obsessive passion (OP) is predicted by their IPSE and predicts abusive supervision, Study 1 employs a time-lagged sample of leader-subordinate dyads and examines abusive supervision as reported by subordinates. Study 2 expands on the model by incorporating two components of burnout, exhaustion, and disengagement, as explanatory mechanisms linking leader OP to abusive supervision as reported by supervisors. Overall, we find that high-IPSE leaders are more likely than their low-IPSE counterparts to develop obsessive work passion, which then contributes to their exhaustion and disengagement, ultimately resulting in higher abusive supervision. Implications for work passion research are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

虽然现有的激情研究主要强调了工作激情的好处,但这种激情也可能有阴暗面,会引发伤害他人的负面行为。本研究将滥用监督作为领导者过度工作激情的结果,并探讨了领导者绩效对自尊的重要性(IPSE)作为这种激情的先决条件。我们通过两项研究验证了我们的预测。在初步测试领导者的强迫激情(OP)是否可以通过他们的IPSE预测,并预测滥用监督,研究1采用了一个时间滞后的领导-下属二人组样本,并检验了下属报告的滥用监督。研究2对该模型进行了扩展,纳入了倦怠、精疲力竭和脱离参与这两个组成部分,作为主管报告的领导OP与滥用监管之间的解释机制。总体而言,我们发现高ipse的领导者比低ipse的领导者更有可能产生强迫性的工作激情,从而导致他们的疲惫和脱离,最终导致更高的虐待性监督。讨论了工作激情研究的意义。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 2
期刊
Journal of Occupational Health Psychology
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