Journal of Organizational Behavior最新文献

This research provides a systematic review of the literature on peer development groups (PDGs), a promising yet underexplored tool for individual and leadership development. Despite the growing interest in PDGs from both scholars and practitioners, the field remains fragmented, with inconsistent terminologies and limited theoretical grounding. This review seeks to clarify the core components, boundary conditions, inputs, processes, and outcomes of effective PDGs in professional settings, addressing the confusion and gaps in existing research. By adopting an adjudication approach, we provide a comprehensive synthesis of the evidence regarding the defining characteristics of PDGs and their impacts on individual development. We propose a new, scholarly definition of PDGs as organized small groups consisting of members of perceived similar status and roles who regularly meet to foster mutual growth by providing a supportive environment and a flexible agenda. We develop a conceptual framework that links key variables influencing PDG effectiveness and offers actionable insights for both researchers and practitioners. Our findings highlight opportunities for future research and suggest practical implications for implementing PDGs in organizational settings, ultimately contributing to a more cohesive and theoretically informed understanding of this valuable developmental practice.

On a daily basis, resilience is critical for employees to cope with difficulties and challenges in achieving work goals. Understanding the dynamic resilience process throughout the workday is crucial for gaining insights into how employees can effectively leverage their resilience to meet their daily work goals. The present study aims to examine this dynamic resilience process in response to work stress while pursuing work goals among employees with different levels of trait resilience. Drawing on resilience literature and the conservation of resources theory, we propose a resilience-depleting process in response to morning work stress within a short, half-day timeframe. We further examine whether state resilience impacts subsequent work goal striving at the within-person level. Additionally, we explore the buffering effect of trait resilience on the resilience-depleting process after experiencing work stress. To test our hypotheses, we employed the experience sampling methodology with 108 full-time employees over five consecutive workdays. Multilevel analyses revealed that morning work stress significantly diminished state resilience, indirectly influencing daily work goal progress through work goal activation. Notably, trait resilience buffered the negative impact of work stress on state resilience. These results offer insights into theoretical understanding and practical implications for managing employee state resilience in the face of work stress to achieve daily work goals.

While most research emphasizes the harmful effects of abusive supervision, we argue that certain contextual factors—specifically hazardous work environments and supervisor gender—may lead abusive supervision to be perceived as driven by performance promotion intentions as opposed to injury initiation intentions. We introduce the concept of Safety-Specific Abusive Supervision (SSAS), which we define as the extent to which a supervisor's active response to safety incidents is perceived by employees as abusive. Drawing from event system theory and research on attributions of abusive supervision, we theorize that when supervisors engage in SSAS, employees are more likely to attribute their behavior to performance promotion rather than injury initiation, perceiving the supervisors' actions as a means to keep them safe rather than to cause harm. We predict that performance promotion attributions mediate the relationship between SSAS and safety performance outcomes, namely safety voice and perceived supervisor safety commitment. However, consistent with role congruity theory, we hypothesize that this relationship is only true for male supervisors and not for female supervisors. Across three studies (two experimental studies and one field study), we largely find support for our hypotheses.

This research brings a broad stress appraisal lens to the study of frequent daily work interruptions, offering a unifying theoretical framework to answer why and when work interruptions can engender negative or positive reactions, thereby explaining seemingly contradictory empirical findings. Drawing on cognitive appraisal theory, we propose that frequent interruptions simultaneously trigger hindrance and threat appraisals, which are associated with negative affective reactions (daily negative affect), and challenge appraisal promoting progress toward daily goals (daily work goal progress). These reactions subsequently shape attitudes (daily job satisfaction) later in the day. Furthermore, when an individual appraises frequent interruptions as controllable (i.e., secondary appraisal), they are less likely to view them as a hindrance or threat and more likely to view them as a challenge. Daily diary data from two studies show that frequent work interruptions can elicit hindrance, threat, and challenge appraisals, and threat appraisal is found to increase daily negative affect and undermine daily work goal progress and, thus, daily job satisfaction. In Study 1, interruptions facilitate daily work goal progress. We also discuss the results of secondary appraisal as a moderator. Taken together, our research provides a broad lens of stress appraisal to expand future research on interruptions.

Rapid growth in the gig economy has been facilitated by the increased use of algorithmic management (AM) in online platforms (OPs) coordinating gig work. There has been a concomitant increase in scholarship related to AM across scientific domains (e.g., computer science, engineering, operations management, management, sociology, and law). However, this literature is fragmented with scholars disagreeing on the conceptualization and measurement of AM, as well as a lack of consensus on the dimensions of AM influencing various gig worker-related outcomes, the mechanisms through which these influences are exerted, and the relevant boundary conditions. To address these issues, we systematically reviewed the academic literature across scientific disciplines related to the AM of gig workers using natural language processing (NLP)-based topic modeling. Our analysis yielded 12 topics, which we integrate using an input-process-output (IPO) framework to illustrate differing effects of AM on worker-related outcomes. Based on our findings, we provide a comprehensive definition of AM, including its key dimensions, and highlight main mediating pathways through which the individual dimensions of AM impact various gig worker-related outcomes. Finally, we provide a roadmap for future research on AM in the gig economy (GE) using an organizational behavior lens.