Journal of Organizational Behavior最新文献

Although women's outsized share of household labor and subsequent career disadvantages are well-documented, the impact of income arrangements within dual-earner couples has been underexplored in the context of the work–family dynamic. Drawing upon resource and gender construction theories, we examine how income dynamics within male–female dyads can differentially affect each partner's career success via unpaid home labor. Using multilevel polynomial regression on a longitudinal sample of 7252 dual-earner couples over a 22-year period from the Household, Income, and Labor Dynamics in Australia (HILDA) Survey, we demonstrate that the interplay of income within these dyads differentially shapes partners' household labor, ultimately influencing female (but not male) career promotion. Specifically, women face a lower likelihood of promotion when in male- and female-breadwinning arrangements compared with dual-breadwinning arrangements with minimal resource differentials, partly due to the increased household labor. Among dual-breadwinning arrangements, we find that female partners have a higher chance of promotion when male partners have similarly high (versus low) income levels, due to reduced household labor. Our supplementary analysis uncovers that work centrality accounts for the gendered impact of household labor on promotion while also illustrating how the effect of income arrangements evolves over 22 years. Overall, our findings provide new revelations on how breadwinning arrangements within couples can reinforce or hinder women's career advancement, while largely leaving men's careers unaffected, through the gendered spillover effect of unpaid household labor.

How employee silence—the act of withholding thoughts, suggestions, and ideas about important work issues—is impacted by a major organizational change such as a change in leadership (i.e., leader succession) has been severely underexplored. In this study, we conducted a quasi-experimental field study with a total of 107 bank branches across four survey time points (with approximately half of the branches experiencing a leader succession) to investigate how silence is impacted before and after a leadership change. We also examine how new and former leaders' secure-base support (support that provides a secure and safe base for subordinates to explore new changes and opportunities) can make a key difference in breaking subordinate silence during leader succession. We found that leader succession reduced subordinate silence, such that subordinates were less likely to withhold important ideas/thoughts/information from their new leader compared to their former leader. This effect was strongest when the new leader showed high leader secure-base support, and the former leader exhibited low leader secure-base support. Our insights extend knowledge of followership theory in the context of leadership succession and subordinate silence behaviors and the important role of new and former leaders' secure-base support in reshaping patterns of silence.

As the literature on workplace mistreatment has grown, so too have the number of constructs proposed to represent distinctive forms of mistreatment. However, considerable disagreement exists surrounding whether these proposed constructs represent unique manifestations of workplace mistreatment or represent a single underlying phenomenon. This paper therefore offers an integrative review of the workplace mistreatment literature with the goal of aiding in construct reconciliation. More specifically, this review summarizes the underlying theories, motives, behavioral expressions, and correlates of extant workplace mistreatment constructs to critically examine their similarities and differences. We then leverage that review to propose a taxonomy of mistreatment that advances four key dimensions along which mistreatment behaviors may vary: motives, contact, harm, and prohibition. Finally, the review concludes with a roadmap to direct future research toward unanswered questions that must be addressed before the similarities and differences among existing mistreatment constructs can truly be understood. The goal is to encourage mistreatment scholars to reconsider the current boundaries erected around mistreatment constructs and whether they best represent the meaningful ways in which discrete manifestations of mistreatment vary. This paper also aims to guide researchers toward ways mistreatment constructs can be repackaged to yield novel insights into how mistreatment operates.

Despite the substantial proliferation of hybrid work, little has been done to reconcile extant individual- and team-level perspectives. This is problematic because it does not acknowledge how individuals' hybrid work practices constrain team-level interactions and subsequent outcomes. Specifically, the extant literature does not yet capture the complex configurations that result from team members alternating between co-located and remote forms of collaboration and how these may provoke the formation of subgroups within the team. In this conceptual paper, we introduce the construct co-location imbalance, which we define as the disparity in co-location between different combinations of team members, as a way of capturing geographic configurations in hybrid teams. Through illustrative hybrid teamwork archetypes, we demonstrate the meaning and implications of co-location imbalance on subgroup formation. We then map out a nomological network surrounding co-location imbalance and derive testable propositions on its temporal dynamics and antecedents. Our paper concludes with a discussion of our research's theoretical and practical contributions and directions to advance future research on hybrid teamwork.

Capturing the evolving journey of workers' well-being, our research unveils how the intertwined paths of job and life satisfaction shift and shape each other over time. We contribute to the field's understanding of the dynamic interplay between job and life satisfaction by exploring the time-bound nature of satisfaction, teasing apart the between- and within-person effects, and uncovering the relative strengths of these effects. Our findings (k = 28; N = 161 412) suggest that (1) job and life satisfaction are related to one another over time, (2) life satisfaction has a stronger effect (+32%) on future job satisfaction than the converse, (3) these effects peak around 17.2 months (between-person effects), and (4) effects peak at shorter intervals of 8.2 months when accounting for unobserved heterogeneity (within-person effects). In the latter case, the differences between the two effects were still significant, but the dominance of life satisfaction shrank from 32% to 8%. This investigation not only bridges critical gaps but also sets a new precedent for future research on the temporal dynamics of well-being, promising to transform theoretical perspectives and practical approaches alike.

When employees engage in potentially harmful behavior, organizations and societies rely on others to voice these issues. We propose that workaholism, a way that some individuals develop to deal with and thrive in today's intense and demanding work environment, reduces these individuals' intention to engage in moral voice and increases employee silence. Drawing on social-cognitive theory of morality, we propose that this occurs because workaholism, being driven by an inner compulsion to working extensively, disengages moral self-regulation which, in turn, affects both the activation of moral behavior (i.e., voice intentions) and the inhibition of immoral behavior (i.e., employee silence). Further, based on social-cognitive theory's premise that moral behavior is jointly regulated by personal and social standards, we propose that a context that endorses this inner pressure to work (i.e., climate of self-interest) strengthens the relationship between workaholism and moral disengagement. Findings from two three-wave time-lagged studies of Italian and UK employees suggest that workaholism—but not workload—is associated with moral disengagement and indirectly with more silence and less moral voice intention. Additionally, Study 2's moderated-mediation model showed that perceived climate of self-interest moderates the relationship between workaholism and moral disengagement and revealed dimension-specific effects of workaholism.