首页 > 最新文献

Journal of Organizational Behavior最新文献

英文 中文
Organizational Behavior in the Gig Economy: Contributions, Challenges, and New Directions 零工经济中的组织行为:贡献、挑战和新方向
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2025-06-23 DOI: 10.1002/job.70001
Jason L. Huang, Nathan A. Bowling, Dongyuan Wu

The rise of gig work—flexible, short-term, task-based labor, often mediated by digital platforms—has significantly reshaped the employment landscape. This special issue presents five articles that investigate gig work through the lens of organizational behavior (OB), offering new theoretical perspectives and practical insights into this rapidly growing labor segment. The articles examine a range of psychological processes central to gig work, including identity regulation, flow experience, psychological detachment, safety and risk assessments, and algorithmic management. Taken together, they demonstrate that gig work represents more than just a novel context for applying existing theories; it also provides opportunities to rethink foundational OB constructs such as autonomy, motivation, emotional well-being, and managerial control. This special issue illustrates how distinctive features of gig work—algorithmic oversight, precariousness, and limited organizational attachment—challenge traditional assumptions embedded in existing OB theories. Furthermore, it highlights methodological challenges and opportunities unique to gig research. By showcasing gig work's theoretical richness and methodological distinctiveness, we aim to stimulate future research that positions gig work not as peripheral, but as a central domain in the evolution of OB.

零工工作的兴起——灵活的、短期的、基于任务的劳动,通常由数字平台调解——极大地改变了就业格局。本期特刊介绍了五篇从组织行为学角度研究零工的文章,为这一快速增长的劳动力领域提供了新的理论视角和实践见解。这些文章研究了一系列零工工作的核心心理过程,包括身份调节、流动体验、心理超然、安全和风险评估以及算法管理。综上所述,他们证明了零工不仅仅代表了一个应用现有理论的新环境;它还提供了重新思考基本OB结构的机会,如自主性、动机、情感健康和管理控制。这期特刊说明了零工工作的独特特征——算法监督、不稳定性和有限的组织依恋——如何挑战现有OB理论中嵌入的传统假设。此外,它还强调了gig研究特有的方法论挑战和机遇。通过展示零工工作理论的丰富性和方法论的独特性,我们的目标是激发未来的研究,将零工工作定位为OB发展的核心领域,而不是外围领域。
{"title":"Organizational Behavior in the Gig Economy: Contributions, Challenges, and New Directions","authors":"Jason L. Huang,&nbsp;Nathan A. Bowling,&nbsp;Dongyuan Wu","doi":"10.1002/job.70001","DOIUrl":"https://doi.org/10.1002/job.70001","url":null,"abstract":"<div>\u0000 \u0000 <p>The rise of gig work—flexible, short-term, task-based labor, often mediated by digital platforms—has significantly reshaped the employment landscape. This special issue presents five articles that investigate gig work through the lens of organizational behavior (OB), offering new theoretical perspectives and practical insights into this rapidly growing labor segment. The articles examine a range of psychological processes central to gig work, including identity regulation, flow experience, psychological detachment, safety and risk assessments, and algorithmic management. Taken together, they demonstrate that gig work represents more than just a novel context for applying existing theories; it also provides opportunities to rethink foundational OB constructs such as autonomy, motivation, emotional well-being, and managerial control. This special issue illustrates how distinctive features of gig work—algorithmic oversight, precariousness, and limited organizational attachment—challenge traditional assumptions embedded in existing OB theories. Furthermore, it highlights methodological challenges and opportunities unique to gig research. By showcasing gig work's theoretical richness and methodological distinctiveness, we aim to stimulate future research that positions gig work not as peripheral, but as a central domain in the evolution of OB.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 7","pages":"973-979"},"PeriodicalIF":6.8,"publicationDate":"2025-06-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145012790","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Designing Teams for the Future: How a “Permeable Organizational Design” Intervention Enables Environmental Prognostication to Promote Turning Points in Team Trajectories 为未来设计团队:“渗透性组织设计”干预如何使环境预测促进团队轨迹的转折点
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2025-06-22 DOI: 10.1002/job.2888
Catherine G. Collins, Cristina Gibson

Teams often struggle to sustain performance improvement over time, yet there is a lack of research on how to shift stagnant performance to a positive performance trajectory to create what we refer to as positive team turning points. We utilize situation awareness theory to explain how such change can be prompted by a design intervention that improves the permeability of the organization and increases environmental prognostication—utilizing knowledge from the external environment to take actions today that can help overcome challenges that will likely exist in the future. We test this theory with a quasi-experiment pooled interrupted time series design. The intervention involved implementing the permeable organizational design by creating a hub of specialists outside the team who were enlisted to bring information to the team, so knowledge acquisition processes are experienced as support. The sample was 57 sales teams across 3 years tracking quarterly gross profit. We hypothesized and found that for the teams in the intervention condition, a positive team turning point emerged in team performance, whereas the control condition continued to struggle with flat performance trajectories. In a subsample of 33 teams, we found that environmental prognostication was significantly higher in the intervention condition compared to the control condition and that environmental prognostication mediated the link between the quasi-experimental condition and positive turning point in team performance. We also showed that alternative knowledge processes (e.g., less advanced forms of situation awareness, external information gathering, and reflexivity) and perceived access to organizational resources did not account for the relationship as mediators. We discuss the implications for theory, future research, and practice.

随着时间的推移,团队往往难以维持绩效的提高,然而,关于如何将停滞不前的绩效转变为积极的绩效轨迹,以创造我们所说的积极的团队转折点,却缺乏研究。我们利用情境感知理论来解释这种变化是如何通过设计干预来促进的,这种设计干预可以提高组织的渗透性,并增加环境预测——利用外部环境的知识来采取行动,帮助克服未来可能存在的挑战。我们用准实验池间断时间序列设计来检验这一理论。干预包括通过在团队之外创建一个专家中心来实现可渗透的组织设计,这些专家被招募来为团队带来信息,因此知识获取过程是经验丰富的支持。样本是57个销售团队,历时3年跟踪季度毛利。我们假设并发现,在干预条件下的团队,团队绩效出现了一个积极的团队转折点,而控制条件下的团队绩效继续与平坦的绩效轨迹作斗争。在33个团队的子样本中,我们发现干预条件下的环境预测显著高于对照组,并且环境预测介导了准实验条件与团队绩效积极转折点之间的联系。我们还表明,替代知识过程(例如,较不先进的情况意识形式、外部信息收集和反身性)和对组织资源的感知访问并不能解释作为中介的关系。我们讨论了对理论、未来研究和实践的影响。
{"title":"Designing Teams for the Future: How a “Permeable Organizational Design” Intervention Enables Environmental Prognostication to Promote Turning Points in Team Trajectories","authors":"Catherine G. Collins,&nbsp;Cristina Gibson","doi":"10.1002/job.2888","DOIUrl":"https://doi.org/10.1002/job.2888","url":null,"abstract":"<p>Teams often struggle to sustain performance improvement over time, yet there is a lack of research on how to shift stagnant performance to a positive performance trajectory to create what we refer to as positive <i>team turning points</i>. We utilize situation awareness theory to explain how such change can be prompted by a design intervention that improves the permeability of the organization and increases environmental prognostication—utilizing knowledge from the external environment to take actions today that can help overcome challenges that will likely exist in the future. We test this theory with a quasi-experiment pooled interrupted time series design. The intervention involved implementing the permeable organizational design by creating a hub of specialists outside the team who were enlisted to bring information to the team, so knowledge acquisition processes are experienced as support. The sample was 57 sales teams across 3 years tracking quarterly gross profit. We hypothesized and found that for the teams in the intervention condition, a positive team turning point emerged in team performance, whereas the control condition continued to struggle with flat performance trajectories. In a subsample of 33 teams, we found that environmental prognostication was significantly higher in the intervention condition compared to the control condition and that environmental prognostication mediated the link between the quasi-experimental condition and positive turning point in team performance. We also showed that alternative knowledge processes (e.g., less advanced forms of situation awareness, external information gathering, and reflexivity) and perceived access to organizational resources did not account for the relationship as mediators. We discuss the implications for theory, future research, and practice.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 9","pages":"1169-1191"},"PeriodicalIF":6.8,"publicationDate":"2025-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2888","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145486817","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
Leader Role Transition: A Systematic Review and Agenda for Future Research 领导角色转换:系统回顾与未来研究议程
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2025-06-08 DOI: 10.1002/job.2897
Xuting Jiang, Anastasiia Agolli, Crystal M. Harold

Leader role transition is a critical stage in which new leaders learn leadership skills, develop their leader identity, and gain social validation. As the successful transition to one's leader role has important implications for individual career success and organizational performance, research interest in this topic has steadily grown over the last decade. However, this literature is developing in a rather fragmented and isolated manner. The absence of a unifying conceptual framework stands to potentially stymy progress and understanding of this phenomenon. Therefore, we highlight leader role transition as a unique leadership topic and aim to provide a holistic understanding of leader role transition as a dynamic process. In a systematic review of 136 articles, we identify three key lines of inquiry (i.e., adjustment, identity transformation, and social construction) and synthesize them through the lens of role transition theory. In doing so, we develop an integrative framework that aims to move this literature toward a more comprehensive and process-based understanding of leader role transition. We conclude our review with recommendations for future research directions.

领导者角色转换是新领导者学习领导技能、发展领导身份、获得社会认可的关键阶段。由于成功转变为领导者角色对个人职业成功和组织绩效具有重要影响,因此在过去十年中,对这一主题的研究兴趣稳步增长。然而,这种文献是以一种相当分散和孤立的方式发展的。缺乏统一的概念框架可能会阻碍对这一现象的进展和理解。因此,我们强调领导者角色转变是一个独特的领导主题,旨在提供一个整体的理解领导者角色转变是一个动态的过程。在对136篇文章的系统回顾中,我们确定了三个关键的探究线(即调整、身份转换和社会建构),并通过角色转换理论的视角将它们综合起来。在此过程中,我们开发了一个综合框架,旨在将这些文献推向对领导者角色转换的更全面和基于过程的理解。最后,对今后的研究方向提出了建议。
{"title":"Leader Role Transition: A Systematic Review and Agenda for Future Research","authors":"Xuting Jiang,&nbsp;Anastasiia Agolli,&nbsp;Crystal M. Harold","doi":"10.1002/job.2897","DOIUrl":"https://doi.org/10.1002/job.2897","url":null,"abstract":"<div>\u0000 \u0000 <p>Leader role transition is a critical stage in which new leaders learn leadership skills, develop their leader identity, and gain social validation. As the successful transition to one's leader role has important implications for individual career success and organizational performance, research interest in this topic has steadily grown over the last decade. However, this literature is developing in a rather fragmented and isolated manner. The absence of a unifying conceptual framework stands to potentially stymy progress and understanding of this phenomenon. Therefore, we highlight leader role transition as a unique leadership topic and aim to provide a holistic understanding of leader role transition as a dynamic process. In a systematic review of 136 articles, we identify three key lines of inquiry (i.e., adjustment, identity transformation, and social construction) and synthesize them through the lens of role transition theory. In doing so, we develop an integrative framework that aims to move this literature toward a more comprehensive and process-based understanding of leader role transition. We conclude our review with recommendations for future research directions.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 2","pages":"288-311"},"PeriodicalIF":6.8,"publicationDate":"2025-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146176203","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
A Meta-Analysis of Antecedents and Outcomes of Flexible Working Arrangements 弹性工作安排的前因与结果元分析
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2025-05-29 DOI: 10.1002/job.2896
Niamh Harrop, Lixin Jiang, Nickola Overall

Flexible working arrangements (FWAs) are increasingly available and used across diverse settings, particularly following the COVID-19 pandemic. Yet, knowledge of the antecedents and outcomes of FWAs is incomplete and inconclusive. It remains unclear what factors facilitate the perceived availability and use of FWAs, and under what conditions FWAs are most beneficial, including (1) whether flexibility in work schedule (flextime), work location (flexplace) or both (flextime + place) is most beneficial, and (2) whether employees must use FWAs to reap their benefits. To address these gaps, we conduct a comprehensive meta-analysis to examine theoretically derived antecedents and outcomes of FWAs. We also examine whether different types of FWAs—flextime versus flexplace versus flextime + place, and FWA availability versus FWA use—moderate the relationships between FWAs and outcomes. Meta-analytic results based on 113 studies with 88 618 participants identify a host of important antecedences of FWAs, such as managerial status, self-efficacy, and task interdependency. Consistent with social exchange theory, Conservation of Resources theory and boundary theory, FWAs were significantly associated with beneficial outcomes, such as greater job satisfaction, organisational commitment, job autonomy, life satisfaction, better work-family interface and family satisfaction. Significant moderation indicate that more beneficial employee outcomes were associated with (1) having both flextime and flexplace compared to flextime or flexplace alone, (2) flextime compared to flexplace and (3) the availability compared to use of FWAs. These results provide a comprehensive, systematic understanding of the personal, work-related, and familial antecedents and outcomes associated with different types of FWAs.

灵活的工作安排越来越多,并在不同的环境中得到使用,特别是在2019冠状病毒病大流行之后。然而,对FWAs的前因和结果的了解是不完整和不确定的。目前还不清楚是什么因素促进了fwa的可用性和使用,以及在什么条件下fwa是最有益的,包括(1)工作时间表(弹性时间)、工作地点(flexplace)或两者(弹性时间+地点)的灵活性是最有益的,以及(2)员工是否必须使用fwa来获得利益。为了解决这些差距,我们进行了一项全面的荟萃分析,以检查fwa的理论推导前因和结果。我们还研究了不同类型的FWA——弹性工作时间、弹性工作地点、弹性工作时间+工作地点,以及FWA可用性和FWA使用——是否调节了FWA与结果之间的关系。基于88 618名参与者的113项研究的荟萃分析结果确定了fwa的一系列重要前因变量,如管理地位、自我效能和任务相互依赖性。与社会交换理论、资源保护理论和边界理论一致,FWAs与更高的工作满意度、组织承诺、工作自主性、生活满意度、更好的工作-家庭界面和家庭满意度等有益结果显著相关。显著的调节表明,更有益的员工结果与以下因素有关:(1)同时拥有弹性工作时间和弹性工作时间,而不是单独拥有弹性工作时间或弹性工作地点;(2)与弹性工作时间相比,弹性工作时间;(3)与使用弹性工作地点相比,灵活性工作时间的可用性。这些结果提供了与不同类型fwa相关的个人、工作和家庭前因和结果的全面、系统的理解。
{"title":"A Meta-Analysis of Antecedents and Outcomes of Flexible Working Arrangements","authors":"Niamh Harrop,&nbsp;Lixin Jiang,&nbsp;Nickola Overall","doi":"10.1002/job.2896","DOIUrl":"https://doi.org/10.1002/job.2896","url":null,"abstract":"<p>Flexible working arrangements (FWAs) are increasingly available and used across diverse settings, particularly following the COVID-19 pandemic. Yet, knowledge of the antecedents and outcomes of FWAs is incomplete and inconclusive. It remains unclear what factors facilitate the perceived availability and use of FWAs, and under what conditions FWAs are most beneficial, including (1) whether flexibility in work schedule (flextime), work location (flexplace) or both (flextime + place) is most beneficial, and (2) whether employees must use FWAs to reap their benefits. To address these gaps, we conduct a comprehensive meta-analysis to examine theoretically derived antecedents and outcomes of FWAs. We also examine whether different types of FWAs—flextime versus flexplace versus flextime + place, and FWA availability versus FWA use—moderate the relationships between FWAs and outcomes. Meta-analytic results based on 113 studies with 88 618 participants identify a host of important antecedences of FWAs, such as managerial status, self-efficacy, and task interdependency. Consistent with social exchange theory, Conservation of Resources theory and boundary theory, FWAs were significantly associated with beneficial outcomes, such as greater job satisfaction, organisational commitment, job autonomy, life satisfaction, better work-family interface and family satisfaction. Significant moderation indicate that more beneficial employee outcomes were associated with (1) having both flextime and flexplace compared to flextime or flexplace alone, (2) flextime compared to flexplace and (3) the availability compared to use of FWAs. These results provide a comprehensive, systematic understanding of the personal, work-related, and familial antecedents and outcomes associated with different types of FWAs.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 2","pages":"208-236"},"PeriodicalIF":6.8,"publicationDate":"2025-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2896","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146176656","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
Coevolution of Trust and Helping Behavior: A Social Network Examination of Dyadic and Third-Party Influences 信任与帮助行为的共同进化:二元和第三方影响的社会网络检验
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2025-05-20 DOI: 10.1002/job.2895
Yimin He, Zitong Sheng, Bailey Lytle, Xiang Yao

Trust and helping both reflect positive relationships between organizational members and are vital to organizational success. Although prior research has demonstrated their connection with each other, most studies have examined trust and helping behavior in a static manner. Relatedly, although recent research has started to utilize network methods to consider the role of the surrounding social context in shaping trust, these inquiries remain limited by a static, aggregate view, looking at network structures such as one's network size or position in the network. The current study aims to advance our understanding by examining how trust and helping behaviors coevolve dynamically within social networks, incorporating both dyadic and triadic (third-party) influences. Integrating social information processing theory with social exchange theory, the current study explores how individuals develop trust and engage in helping behaviors in a triad through interacting with each other and observing the informational and social elements in the triad. Based on three-wave social network data from a Chinese hospital, we used stochastic actor–based modeling to examine the dynamic coevolution of trust and helping ties over time. The results demonstrated that trust and helping networks evolve reciprocally, influenced by the types of relationships and agents involved. Specifically, interpersonal helping fosters trust within dyads, and trust can be transferred through third-party connections. Employees are more likely to trust a coworker when they receive indirect help from the coworker or when the coworker engages in helping behaviors with others. Employees also tend to help a coworker when both are trusted by a third party. Overall, these results highlight the importance of third-party influences in shaping trust and helping behaviors, offering new insights for both theory and practice.

信任和帮助都反映了组织成员之间的积极关系,对组织的成功至关重要。虽然先前的研究已经证明了它们之间的联系,但大多数研究都是以静态的方式来考察信任和帮助行为。与此相关的是,尽管最近的研究已经开始利用网络方法来考虑周围社会环境在塑造信任中的作用,但这些调查仍然受到静态、总体观点的限制,只关注网络结构,如一个人的网络规模或在网络中的位置。当前的研究旨在通过研究信任和帮助行为如何在社会网络中动态地共同进化,包括二元和三元(第三方)影响,来推进我们的理解。本研究将社会信息加工理论与社会交换理论相结合,通过观察三联人格中的信息因素和社会因素,探讨个体如何在三联人格中发展信任和参与帮助行为。基于中国一家医院的三波社交网络数据,我们使用基于随机行为者的模型来研究信任和帮助关系随时间的动态共同进化。结果表明,信任和帮助网络相互演变,受关系类型和所涉及的代理人的影响。具体来说,人际帮助促进了两个人之间的信任,信任可以通过第三方关系转移。当员工从同事那里得到间接的帮助,或者当同事参与帮助他人的行为时,他们更有可能信任同事。当两个人都得到第三方信任时,员工也倾向于帮助同事。总的来说,这些结果强调了第三方影响在塑造信任和帮助行为方面的重要性,为理论和实践提供了新的见解。
{"title":"Coevolution of Trust and Helping Behavior: A Social Network Examination of Dyadic and Third-Party Influences","authors":"Yimin He,&nbsp;Zitong Sheng,&nbsp;Bailey Lytle,&nbsp;Xiang Yao","doi":"10.1002/job.2895","DOIUrl":"https://doi.org/10.1002/job.2895","url":null,"abstract":"<div>\u0000 \u0000 <p>Trust and helping both reflect positive relationships between organizational members and are vital to organizational success. Although prior research has demonstrated their connection with each other, most studies have examined trust and helping behavior in a static manner. Relatedly, although recent research has started to utilize network methods to consider the role of the surrounding social context in shaping trust, these inquiries remain limited by a static, aggregate view, looking at network structures such as one's network size or position in the network. The current study aims to advance our understanding by examining how trust and helping behaviors coevolve dynamically within social networks, incorporating both dyadic and triadic (third-party) influences. Integrating social information processing theory with social exchange theory, the current study explores how individuals develop trust and engage in helping behaviors in a triad through interacting with each other and observing the informational and social elements in the triad. Based on three-wave social network data from a Chinese hospital, we used stochastic actor–based modeling to examine the dynamic coevolution of trust and helping ties over time. The results demonstrated that trust and helping networks evolve reciprocally, influenced by the types of relationships and agents involved. Specifically, interpersonal helping fosters trust within dyads, and trust can be transferred through third-party connections. Employees are more likely to trust a coworker when they receive indirect help from the coworker or when the coworker engages in helping behaviors with others. Employees also tend to help a coworker when both are trusted by a third party. Overall, these results highlight the importance of third-party influences in shaping trust and helping behaviors, offering new insights for both theory and practice.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 9","pages":"1305-1323"},"PeriodicalIF":6.8,"publicationDate":"2025-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145487056","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Money or Charity: Is It Irrelevant What Employees Strive for as Long as They Fit the Organization's Values? 金钱或慈善:只要符合组织价值观,员工争取什么无关紧要吗?
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2025-05-19 DOI: 10.1002/job.2894
Eva Straus, Anja Van den Broeck, Jeffrey R. Edwards, Christian Korunka

Value congruence research is based on the assumption that the alignment of individual and organizational values leads to positive outcomes, irrespective of the particular values involved. This assumption can, however, be questioned based on research indicating that different types of values are related to diverging outcomes. A prime example of this research draws from self-determination theory (SDT), which asserts that intrinsic values (e.g., contributing to society) are positively related to beneficial outcomes (e.g., well-being, commitment, OCB), whereas extrinsic values (e.g., fame) are negatively related to such outcomes. We integrate SDT with value congruence research to answer whether outcomes depend on the congruence between individual and organizational values as well as on the content of the values involved. Using longitudinal data from 740 employees and applying polynomial regression analysis, we show that the relationships of individual and organizational values with outcomes depend on the content of values. For instance, when intrinsic values are congruent, work engagement increases with rising individual and organizational values. Conversely, the presence of extrinsic values is associated with increased deviant behavior and emotional exhaustion, even under conditions of value congruence. Our findings advocate a contingency approach to value congruence research, which considers the critical importance of the content of values. We conclude by discussing practical implications and directions for future research.

价值一致性研究是基于这样的假设,即个人和组织价值观的一致性会导致积极的结果,而不管所涉及的特定价值观是什么。然而,这一假设可能会受到质疑,因为研究表明,不同类型的价值观与不同的结果有关。该研究的一个主要例子来自自我决定理论(SDT),该理论认为内在价值(如对社会的贡献)与有益的结果(如幸福、承诺、公民责任)呈正相关,而外在价值(如名声)与这些结果呈负相关。我们将SDT与价值一致性研究相结合,以回答结果是否取决于个人和组织价值观之间的一致性以及所涉及的价值观的内容。利用740名员工的纵向数据和多项式回归分析,我们发现个人和组织价值观与结果的关系取决于价值观的内容。例如,当内在价值一致时,工作投入会随着个人和组织价值的上升而增加。相反,即使在价值一致的情况下,外在价值的存在也与越轨行为和情绪耗竭的增加有关。我们的研究结果提倡一种权变方法来研究价值一致性,它考虑了价值观内容的关键重要性。最后讨论了未来研究的现实意义和方向。
{"title":"Money or Charity: Is It Irrelevant What Employees Strive for as Long as They Fit the Organization's Values?","authors":"Eva Straus,&nbsp;Anja Van den Broeck,&nbsp;Jeffrey R. Edwards,&nbsp;Christian Korunka","doi":"10.1002/job.2894","DOIUrl":"https://doi.org/10.1002/job.2894","url":null,"abstract":"<div>\u0000 \u0000 <p>Value congruence research is based on the assumption that the alignment of individual and organizational values leads to positive outcomes, irrespective of the particular values involved. This assumption can, however, be questioned based on research indicating that different types of values are related to diverging outcomes. A prime example of this research draws from self-determination theory (SDT), which asserts that intrinsic values (e.g., contributing to society) are positively related to beneficial outcomes (e.g., well-being, commitment, OCB), whereas extrinsic values (e.g., fame) are negatively related to such outcomes. We integrate SDT with value congruence research to answer whether outcomes depend on the congruence between individual and organizational values as well as on the content of the values involved. Using longitudinal data from 740 employees and applying polynomial regression analysis, we show that the relationships of individual and organizational values with outcomes depend on the content of values. For instance, when intrinsic values are congruent, work engagement increases with rising individual and organizational values. Conversely, the presence of extrinsic values is associated with increased deviant behavior and emotional exhaustion, even under conditions of value congruence. Our findings advocate a contingency approach to value congruence research, which considers the critical importance of the content of values. We conclude by discussing practical implications and directions for future research.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 9","pages":"1192-1225"},"PeriodicalIF":6.8,"publicationDate":"2025-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145486850","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Why Leaders' Daily Affect Fluctuation Inhibits Their Justice Rule Adherence: The Mechanism of Ego-Depletion and the Moderating Role of Gender 领导者日常情绪波动为何抑制其正义规则遵守:自我耗竭的机制及性别的调节作用
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2025-05-06 DOI: 10.1002/job.2890
Depeng Liu, Isabelle Yi Ren, Liangyu Wei, Guodong Cui, Xuhong Pang, Yiyi Yang, Zhaopeng Liu

Justice literature has long documented how the level of leaders' high-arousal positive and negative affect at a certain point in the day influences their subsequent justice rule adherence. However, this approach overlooks the impact of fluctuations in leaders' affect (the magnitude of dispersion in leaders' affective states) throughout the day. As an essential step toward a more precise and nuanced theory, we adopt a more comprehensive and dynamic approach to examining the impact of leaders' affect. We first differentiate leaders' affect fluctuation within the high-arousal positive affect/negative affect category (daily positive/negative affect fluctuation) from affect fluctuation across affect categories in arousal (daily arousal fluctuation) and valence (daily valence fluctuation) throughout the day. Drawing on ego-depletion theory and implicit theories of leadership emotions, we hypothesize that leaders' daily affect fluctuation inhibits their daily justice rule adherence through the mechanism of ego-depletion. We also argue that these relationships are weaker for female leaders compared to male leaders. Analysis of interval-based experience sampling data collected from 83 managers suggested that leaders' daily positive affect fluctuation (but not daily negative affect fluctuation), daily arousal fluctuation, and daily valence fluctuation were positively related to their daily ego-depletion, which, in turn, decreased daily justice rule adherence. Furthermore, the results indicated that the indirect effect of leaders' daily valence fluctuation on daily justice rule adherence was weaker for female leaders compared to male leaders.

司法文献早就记录了领导者在一天中某个时刻的高唤醒积极和消极影响水平如何影响他们随后对司法规则的遵守。然而,这种方法忽略了全天领导者情绪波动的影响(领导者情绪状态的分散程度)。作为迈向更精确、更细致的理论的重要一步,我们采用了一种更全面、更动态的方法来研究领导者的影响。我们首先将领导者在高唤醒的积极情绪/消极情绪类别内的情绪波动(每日积极/消极情绪波动)与在唤醒(每日唤醒波动)和效价(每日效价波动)中全天跨情绪类别的情绪波动区分开来。利用自我耗竭理论和领导情绪内隐理论,我们假设领导者日常情绪波动通过自我耗竭机制抑制其日常正义规则遵守。我们还认为,与男性领导者相比,女性领导者的这种关系更弱。对83名管理者的间隔经验抽样数据进行分析发现,领导者的日常积极情绪波动(而非日常消极情绪波动)、日常唤醒波动和日常效价波动与他们的日常自我耗竭呈正相关,而自我耗竭又降低了他们对正义规则的日常遵守。此外,研究结果表明,女性领导者的日常效价波动对日常正义规则遵守的间接影响弱于男性领导者。
{"title":"Why Leaders' Daily Affect Fluctuation Inhibits Their Justice Rule Adherence: The Mechanism of Ego-Depletion and the Moderating Role of Gender","authors":"Depeng Liu,&nbsp;Isabelle Yi Ren,&nbsp;Liangyu Wei,&nbsp;Guodong Cui,&nbsp;Xuhong Pang,&nbsp;Yiyi Yang,&nbsp;Zhaopeng Liu","doi":"10.1002/job.2890","DOIUrl":"https://doi.org/10.1002/job.2890","url":null,"abstract":"<div>\u0000 \u0000 <p>Justice literature has long documented how the level of leaders' high-arousal positive and negative affect at a certain point in the day influences their subsequent justice rule adherence. However, this approach overlooks the impact of fluctuations in leaders' affect (the magnitude of dispersion in leaders' affective states) throughout the day. As an essential step toward a more precise and nuanced theory, we adopt a more comprehensive and dynamic approach to examining the impact of leaders' affect. We first differentiate leaders' affect fluctuation within the high-arousal positive affect/negative affect category (daily positive/negative affect fluctuation) from affect fluctuation across affect categories in arousal (daily arousal fluctuation) and valence (daily valence fluctuation) throughout the day. Drawing on ego-depletion theory and implicit theories of leadership emotions, we hypothesize that leaders' daily affect fluctuation inhibits their daily justice rule adherence through the mechanism of ego-depletion. We also argue that these relationships are weaker for female leaders compared to male leaders. Analysis of interval-based experience sampling data collected from 83 managers suggested that leaders' daily positive affect fluctuation (but not daily negative affect fluctuation), daily arousal fluctuation, and daily valence fluctuation were positively related to their daily ego-depletion, which, in turn, decreased daily justice rule adherence. Furthermore, the results indicated that the indirect effect of leaders' daily valence fluctuation on daily justice rule adherence was weaker for female leaders compared to male leaders.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 9","pages":"1346-1372"},"PeriodicalIF":6.8,"publicationDate":"2025-05-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145486911","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Team Virtuality and Innovation: A Meta-Analysis of the Moderating Role of Team Design 团队虚拟与创新:团队设计调节作用的元分析
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2025-05-03 DOI: 10.1002/job.2889
Matthias Felix Sinnemann, Matthias Michael Weiss

Organizations are dependent on the generation and implementation of new ideas to creatively solve the world's problems with innovative solutions. Simultaneously, organizations are increasingly facing heightened team virtuality, which describes the collaboration of geographically dispersed team members using electronic communication. In this context, prior research highlights both positive and negative consequences of team virtuality but has not come to a consensus on how it affects team innovation. Therefore, this meta-analysis synthesizes 167 effect sizes from 132 independent samples comprising a total of 7004 teams to obtain in-depth insights into the impact of team virtuality on team innovation. Considering the overall assessment of the relationship between team virtuality and team innovation, no significant effect could be revealed. By identifying potential moderators derived from the premises of the team effectiveness model, our results indicate that the relationship between team virtuality and team innovation varies with team composition, task design, and team context. As revealed through meta-analytic regression, the influence between team virtuality and team innovation is significantly moderated by task design (i.e., divergent vs. convergent) and the type of technology utilized by the teams (i.e., text-based vs. audio-based vs. video-based communication).

组织依赖于新想法的产生和实施,以创新的解决方案创造性地解决世界上的问题。同时,组织正日益面临高度的团队虚拟性,它描述了地理上分散的团队成员使用电子通信进行协作。在此背景下,先前的研究强调了团队虚拟性的积极和消极影响,但尚未就其如何影响团队创新达成共识。因此,本meta分析综合了来自132个独立样本,共7004个团队的167个效应量,以深入了解团队虚拟性对团队创新的影响。综合评估团队虚拟性与团队创新之间的关系,没有发现显著的影响。通过识别团队有效性模型前提下的潜在调节因子,我们的研究结果表明,团队虚拟性与团队创新之间的关系随团队组成、任务设计和团队情境而变化。通过元分析回归发现,团队虚拟性与团队创新之间的影响受任务设计(即发散型与趋同型)和团队使用的技术类型(即基于文本、基于音频、基于视频的沟通)的显著调节。
{"title":"Team Virtuality and Innovation: A Meta-Analysis of the Moderating Role of Team Design","authors":"Matthias Felix Sinnemann,&nbsp;Matthias Michael Weiss","doi":"10.1002/job.2889","DOIUrl":"https://doi.org/10.1002/job.2889","url":null,"abstract":"<p>Organizations are dependent on the generation and implementation of new ideas to creatively solve the world's problems with innovative solutions. Simultaneously, organizations are increasingly facing heightened team virtuality, which describes the collaboration of geographically dispersed team members using electronic communication. In this context, prior research highlights both positive and negative consequences of team virtuality but has not come to a consensus on how it affects team innovation. Therefore, this meta-analysis synthesizes 167 effect sizes from 132 independent samples comprising a total of 7004 teams to obtain in-depth insights into the impact of team virtuality on team innovation. Considering the overall assessment of the relationship between team virtuality and team innovation, no significant effect could be revealed. By identifying potential moderators derived from the premises of the team effectiveness model, our results indicate that the relationship between team virtuality and team innovation varies with team composition, task design, and team context. As revealed through meta-analytic regression, the influence between team virtuality and team innovation is significantly moderated by task design (i.e., divergent vs. convergent) and the type of technology utilized by the teams (i.e., text-based vs. audio-based vs. video-based communication).</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":"867-888"},"PeriodicalIF":6.2,"publicationDate":"2025-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2889","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551057","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
Rise of the Dark Side: How Sleep Perception Triggers Dark Triad States at Work 黑暗面的崛起:睡眠感知如何在工作中触发黑暗三合一状态
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2025-04-29 DOI: 10.1002/job.2885
Evy Kuijpers, Jasmine Vergauwe, Sam Vanderperre, Olivier Mairesse, Joeri Hofmans

Although there has been a growing interest in studying the dark side of personality among working individuals, studies have predominantly focused on dark triad traits. However, to understand when employees turn to their dark side, it is crucial to gain insights into the specific factors that trigger dark triad states. Because the ability to regulate one's behavior in part relies upon periods of rest and recovery, impaired sleep might play a crucial role in understanding why and when dark triad expressions occur at work. Using a 10-day experience sampling method (ESM) design among 103 employees (Nrepeated observations = 786), the current study tested (i) the within-person relationship between sleep perception (sleep quality and quantity) and dark triad states and (ii) whether distress tolerance mediates this relationship. The results indicate negative associations between sleep quality/quantity and each of the dark triad states. Moreover, distress tolerance partly mediates the relationship between sleep perception and overall dark triad states. These findings suggest that sleep-deficient employees are more prone to exhibit dark traits, contributing to insights on mitigating such expressions in the workplace.

尽管人们对研究工作个体人格的阴暗面越来越感兴趣,但研究主要集中在黑暗的三位一体特征上。然而,要了解员工何时会转向他们的阴暗面,至关重要的是要深入了解触发黑暗三合一状态的具体因素。因为调节一个人行为的能力在一定程度上取决于休息和恢复的时间,睡眠受损可能在理解工作中为什么以及何时出现黑暗三联症方面起着至关重要的作用。本研究采用为期10天的经验抽样方法(ESM)设计,对103名员工(n次重复观察= 786)进行了测试(i)睡眠知觉(睡眠质量和睡眠数量)与黑暗三合一状态之间的个人关系以及(ii)痛苦耐受性是否在这种关系中起中介作用。研究结果表明,睡眠质量/时间与每一种黑暗三合一状态之间存在负相关。此外,痛苦耐受在一定程度上介导了睡眠知觉与整体黑暗三合一状态之间的关系。这些发现表明,睡眠不足的员工更容易表现出黑暗的特质,这有助于人们了解如何在工作场所减少这种表达。
{"title":"Rise of the Dark Side: How Sleep Perception Triggers Dark Triad States at Work","authors":"Evy Kuijpers,&nbsp;Jasmine Vergauwe,&nbsp;Sam Vanderperre,&nbsp;Olivier Mairesse,&nbsp;Joeri Hofmans","doi":"10.1002/job.2885","DOIUrl":"https://doi.org/10.1002/job.2885","url":null,"abstract":"<div>\u0000 \u0000 <p>Although there has been a growing interest in studying the dark side of personality among working individuals, studies have predominantly focused on dark triad <i>traits</i>. However, to understand when employees turn to their dark side, it is crucial to gain insights into the specific factors that trigger dark triad <i>states</i>. Because the ability to regulate one's behavior in part relies upon periods of rest and recovery, impaired sleep might play a crucial role in understanding why and when dark triad expressions occur at work. Using a 10-day experience sampling method (ESM) design among 103 employees (<i>N</i><sub>repeated observations</sub> = 786), the current study tested (i) the within-person relationship between sleep perception (sleep quality and quantity) and dark triad states and (ii) whether distress tolerance mediates this relationship. The results indicate negative associations between sleep quality/quantity and each of the dark triad states. Moreover, distress tolerance partly mediates the relationship between sleep perception and overall dark triad states. These findings suggest that sleep-deficient employees are more prone to exhibit dark traits, contributing to insights on mitigating such expressions in the workplace.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 8","pages":"1120-1138"},"PeriodicalIF":6.8,"publicationDate":"2025-04-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145242931","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Achievement Goal–Directed Mechanism Connecting Conscientiousness to Inefficacy: Evidence From Resting-State fMRI 成就目标导向机制将尽责性与无效性联系起来:来自静息状态功能磁共振成像的证据
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2025-04-29 DOI: 10.1002/job.2891
Zhengqiang Zhong, Han Ren, Song Wang

Inefficacy plays a crucial role in the manifestation of burnout, leading to various adverse outcomes for employees and organizations. Although previous studies have empirically demonstrated that individuals with high conscientiousness are less prone to experiencing inefficacy, this relationship remains undertheorized. Leveraging the theory of purposeful work behavior and the organizational cognitive neuroscience perspective, we provide a novel theoretical framework and develop a neurological index representing the achievement goal–directed mechanism connecting conscientiousness to inefficacy among employees. We conducted a survey involving 201 full-time working adults from diverse organizations, measuring their brains through structural MRI and resting-state fMRI. The results reveal that a neurological index indicative of the achievement goal–directed mechanism—specifically, resting-state functional connectivity of the bilateral medial prefrontal cortex with the left hippocampus (RSFC of MPFC-HC)—was negatively associated with inefficacy and positively associated with conscientiousness. Importantly, mediation analysis establishes that this neurological index partially mediates the relationship between conscientiousness and inefficacy. These findings carry significant theoretical and practical implications for addressing inefficacy in the workplace.

在职业倦怠的表现中,效率低下起着至关重要的作用,会给员工和组织带来各种不良后果。虽然以前的研究已经实证地证明,高度尽责的人不太容易经历效能低下,但这种关系仍然没有得到充分的理论解释。利用目的性工作行为理论和组织认知神经科学的视角,我们提供了一个新的理论框架,并开发了一个神经学指标来表征员工的成就目标导向机制,将尽责性与无效性联系起来。我们进行了一项调查,涉及来自不同组织的201名全职工作成年人,通过结构核磁共振成像和静息状态功能磁共振成像测量他们的大脑。结果表明,反映成就目标导向机制的神经学指标,即双侧内侧前额叶皮层与左侧海马的静息状态功能连通性(MPFC-HC的RSFC)与无效能感呈负相关,与责任心呈正相关。重要的是,中介分析确立了该神经学指标部分中介尽责性和无效性之间的关系。这些发现对于解决工作场所的效率低下问题具有重要的理论和实践意义。
{"title":"Achievement Goal–Directed Mechanism Connecting Conscientiousness to Inefficacy: Evidence From Resting-State fMRI","authors":"Zhengqiang Zhong,&nbsp;Han Ren,&nbsp;Song Wang","doi":"10.1002/job.2891","DOIUrl":"https://doi.org/10.1002/job.2891","url":null,"abstract":"<div>\u0000 \u0000 <p>Inefficacy plays a crucial role in the manifestation of burnout, leading to various adverse outcomes for employees and organizations. Although previous studies have empirically demonstrated that individuals with high conscientiousness are less prone to experiencing inefficacy, this relationship remains undertheorized. Leveraging the theory of purposeful work behavior and the organizational cognitive neuroscience perspective, we provide a novel theoretical framework and develop a neurological index representing the achievement goal–directed mechanism connecting conscientiousness to inefficacy among employees. We conducted a survey involving 201 full-time working adults from diverse organizations, measuring their brains through structural MRI and resting-state fMRI. The results reveal that a neurological index indicative of the achievement goal–directed mechanism—specifically, resting-state functional connectivity of the bilateral medial prefrontal cortex with the left hippocampus (RSFC of MPFC-HC)—was negatively associated with inefficacy and positively associated with conscientiousness. Importantly, mediation analysis establishes that this neurological index partially mediates the relationship between conscientiousness and inefficacy. These findings carry significant theoretical and practical implications for addressing inefficacy in the workplace.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":"889-905"},"PeriodicalIF":6.2,"publicationDate":"2025-04-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551298","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
期刊
Journal of Organizational Behavior
全部 Acc. Chem. Res. ACS Applied Bio Materials ACS Appl. Electron. Mater. ACS Appl. Energy Mater. ACS Appl. Mater. Interfaces ACS Appl. Nano Mater. ACS Appl. Polym. Mater. ACS BIOMATER-SCI ENG ACS Catal. ACS Cent. Sci. ACS Chem. Biol. ACS Chemical Health & Safety ACS Chem. Neurosci. ACS Comb. Sci. ACS Earth Space Chem. ACS Energy Lett. ACS Infect. Dis. ACS Macro Lett. ACS Mater. Lett. ACS Med. Chem. Lett. ACS Nano ACS Omega ACS Photonics ACS Sens. ACS Sustainable Chem. Eng. ACS Synth. Biol. Anal. Chem. BIOCHEMISTRY-US Bioconjugate Chem. BIOMACROMOLECULES Chem. Res. Toxicol. Chem. Rev. Chem. Mater. CRYST GROWTH DES ENERG FUEL Environ. Sci. Technol. Environ. Sci. Technol. Lett. Eur. J. Inorg. Chem. IND ENG CHEM RES Inorg. Chem. J. Agric. Food. Chem. J. Chem. Eng. Data J. Chem. Educ. J. Chem. Inf. Model. J. Chem. Theory Comput. J. Med. Chem. J. Nat. Prod. J PROTEOME RES J. Am. Chem. Soc. LANGMUIR MACROMOLECULES Mol. Pharmaceutics Nano Lett. Org. Lett. ORG PROCESS RES DEV ORGANOMETALLICS J. Org. Chem. J. Phys. Chem. J. Phys. Chem. A J. Phys. Chem. B J. Phys. Chem. C J. Phys. Chem. Lett. Analyst Anal. Methods Biomater. Sci. Catal. Sci. Technol. Chem. Commun. Chem. Soc. Rev. CHEM EDUC RES PRACT CRYSTENGCOMM Dalton Trans. Energy Environ. Sci. ENVIRON SCI-NANO ENVIRON SCI-PROC IMP ENVIRON SCI-WAT RES Faraday Discuss. Food Funct. Green Chem. Inorg. Chem. Front. Integr. Biol. J. Anal. At. Spectrom. J. Mater. Chem. A J. Mater. Chem. B J. Mater. Chem. C Lab Chip Mater. Chem. Front. Mater. Horiz. MEDCHEMCOMM Metallomics Mol. Biosyst. Mol. Syst. Des. Eng. Nanoscale Nanoscale Horiz. Nat. Prod. Rep. New J. Chem. Org. Biomol. Chem. Org. Chem. Front. PHOTOCH PHOTOBIO SCI PCCP Polym. Chem.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:604180095
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1