Showing papers in "Applied Psychology in 2022"
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TL;DR: In this article , a sense-making perspective on crisis management is adopted to examine whether supervisors' self-sacrificial leadership can mitigate negative tendencies of employees who view themselves as overqualified for their jobs.
Abstract: Past research has found that employees who view themselves as overqualified for their jobs tend to hold negative job attitudes and be unwilling to go beyond the call of duty. In challenging situations such as during the COVID-19 crisis, when having “all hands-on deck” may be important to an organization's survival, mitigating the negative tendencies of these employees becomes important. Adopting a sensemaking perspective on crisis management, we examine whether supervisors' self-sacrificial leadership can mitigate these negative tendencies. First, we propose that employee perceived overqualification is associated with lower levels of felt obligation to the organization and thereby lower levels of extra-role behaviors (i.e., helping and proactivity). We next propose that supervisors' self-sacrificial leadership during the COVID-19 crisis can evoke, especially when COVID-19 more strongly impacts the organization, a sense of collectivism toward the organization, which mitigates the negative association of perceived overqualification with felt obligation and thus extra-role behaviors. We tested our theorizing in samples from the UK (n = 121, pilot study) and US (n = 382, main study) in studies with a multi-wave, time-lagged design. Findings from both studies provide support for our theorizing. We discuss implications for research and practice concerning perceived overqualification during a crisis.
10 citations
TL;DR: In this paper , the authors used job demands (workload and emotional demands) and conservation of resources theories to propose that chronic levels of job burnout may aggravate the positive relationship of weekly job demands with week-level burnout symptoms, dysfunctional coping, and selfundermining.
Abstract: This study uses job demands–resources and conservation of resources theories to propose that chronic levels of job burnout may aggravate the positive relationship of weekly job demands with week-level burnout symptoms, dysfunctional coping, and self-undermining. Specifically, we hypothesize that weekly job demands (workload and emotional demands) relate positively to maladaptive behaviors through weekly burnout symptoms, particularly when chronic burnout is higher (vs. lower). We collected data among 84 employees from various occupational sectors, who first filled out a general survey, and then completed weekly diary surveys every Friday, for five consecutive weeks (total n = 415 occasions). Results of multilevel analyses generally supported the hypotheses. Weekly job demands were positively related to weekly burnout and self-undermining only when employees scored higher on chronic burnout. Moreover, as predicted, the results showed that job demands were most strongly related to dysfunctional coping and self-undermining through weekly burnout symptoms for individuals higher (vs. lower) in chronic burnout. These findings highlight the interplay between weekly job demands and chronic burnout in the process of resource loss.
10 citations
TL;DR: In this paper , the negative effect of workplace ostracism on employee thriving was explored, and it was shown that workplace ostrACism is more likely to prevent workers with higher levels of OBSE from thriving at work.
Abstract: Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization-based self-esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario-based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent workers with higher levels of OBSE from thriving at work. This finding is verified in Study 2, in which we use multiwave, multisource data collected from 207 employees and their supervisors to test the proposed model. The results further show that for employees with higher levels of OBSE, thriving at work is more likely to mediate the relationship between workplace ostracism and employee creativity. These findings provide important practical implications for fostering employee thriving and promoting creativity in the workplace by managing workplace ostracism.
9 citations
TL;DR: In this paper , the authors synthesize theoretical and empirical literatures using two major bibliometric analyses to advance the domain of career proactivity, and propose a roadmap for future research highlighting the need to clear up concepts, account for context, develop new meso-level theories, and bridge the domains of organizational behavior and vocational development.
Abstract: Individuals often need to be proactive in order to successfully navigate their career development journeys. To what extent one is vocationally proactive has critical implications for his or her attitudes, behaviors, and other outcomes in career and work-related settings. However, research in career proactivity has been accumulating from divergent perspectives, resulting in a substantially fragmented literature that has not been comprehensively, objectively synthesized to guide the field to move forward. To advance the domain of career proactivity, this paper synthesizes theoretical and empirical literatures using two major bibliometric analyses. We first analyze the intellectual basis of the career proactivity literature by performing document citation analysis. We then review the developmental trends of main conceptual themes in career proactivity literature using a temporal co-word analysis. Informed by these bibliometric findings, we propose a roadmap for future research highlighting the need to clear up concepts, account for context, develop new meso-level theories, and bridge the domains of organizational behavior and vocational development.
9 citations
TL;DR: In this paper , the disruptive influence of COVID-19 pandemic rates in the community on telecommuters' satisfaction with balancing their work and family roles and consequently their well-being was examined.
Abstract: Abstract We examined the disruptive influence of COVID‐19 pandemic rates in the community on telecommuters' satisfaction with balancing their work and family roles and consequently their well‐being. Utilizing event system theory and adaptation theory, we proposed that the rate of increase in proportion of confirmed COVID‐19 cases in telecommuters' residential communities would predict a lower rate of increase in their satisfaction with work–family balance over time, thereby indirectly influencing two key aspects of well‐being—emotional exhaustion and life satisfaction. Results from latent growth curve modeling using objective community data, as well as survey responses from a three‐wave (N = 349) panel study of telecommuters in the United States, indicated that rate of increase in the proportion of confirmed COVID‐19 cases in communities was negatively associated with the rate of increase in satisfaction with work–family balance, which translated into decreasing levels of well‐being over time. We discuss the theoretical and practical implications of these findings.
8 citations
TL;DR: The challenges faced by individuals and organizations during the COVID-19 crisis have significantly changed how businesses operate as discussed by the authors , and how leaders manage their workforce, how workers manage their daily work demands, and how workers consider their career options during and post the crisis.
Abstract: The challenges faced by individuals and organizations during the COVID-19 crisis have significantly changed how businesses operate. In response, how we think about organizational and vocational behavior research has shifted. Questions of how leaders manage their workforce, how workers manage their daily work demands, and how workers consider their career options during and post the pandemic have attracted scholars' interest to assist businesses with recalibrating to a ?new normal.? Presented in this special issue are 10 original articles that seek to propel the organizational and vocational behavior fields forward, addressing questions important in the context of crises, on working life. In our introduction to the special issue, we set the scene for this new research by reviewing the organizational and vocational behavior literature published over the first 2?years of the pandemic that has explored the impact of the COVID-19 crisis on organizations and workers. This existing body of research covers emotions, work attitudes and behaviors, health and well-being, and team and career-related outcomes in the context of the crisis. The special issue also reflects on the enduring challenges for organizational and vocational behavior scholars conducting research during times of crisis to provide a roadmap for future research.
8 citations
6 citations
TL;DR: In this article , the authors draw primarily from the model of passion decay from the relationship and clinical psychology literature to develop theory and test a model arguing that passion decays as employees increasingly interact with robots for their work activities.
Abstract: Abstract The growing trend of introducing robots into employees' work lives has become increasingly salient during the global COVID‐19 pandemic. In light of this pandemic, it is likely that organisational decision‐makers are seeing value in coupling employees with robots for both efficiency‐ and health‐related reasons. An unintended consequence of this coupling, however, may be an increased level of work routinisation and standardisation. We draw primarily from the model of passion decay from the relationship and clinical psychology literature to develop theory and test a model arguing that passion decays as employees increasingly interact with robots for their work activities. We demonstrate that this passion decay leads to an increase of withdrawal behaviour from both the domains of work and family. Drawing further from the model of passion decay, we reveal that employees higher in openness to experience are less likely to suffer from passion decay upon more frequent interactions with robots in the course of work. Across a multi‐source, multi‐wave field study conducted in Hong Kong (Study 1) and a simulation‐based experiment conducted in the United States (Study 2), our hypotheses received support. Theoretical and practical implications are discussed.
6 citations
TL;DR: The authors examined the moderating effect of temporal focus (i.e., the degree to which one thinks about the past, present and future) between turnover intentions and voluntary turnover, using the lens of theory of planned behaviour.
Abstract: Although turnover intentions are the strongest predictors of voluntary turnover behaviours, many employees who express intentions to leave do not. To explain why some employees translate turnover intentions into behaviour and others do not, this study examines the moderating effect of temporal focus (i.e. the degree to which one thinks about the past, present and future) between turnover intentions and voluntary turnover, using the lens of theory of planned behaviour. Data were collected from 683 full-time employees in a range of organisations at three points in time. Results show that past temporal focus conditions the positive relationship between turnover intention and turnover, such that the relationship is stronger when past temporal focus is high. Future temporal focus has an opposite moderating effect, such that the relationship between turnover intention and turnover is weaker when future temporal focus is high. Results show no significant moderating effect of current temporal focus. Overall, temporal focus helps explain why some employees leave and others stay by conditioning the likelihood of translating turnover intentions into quitting. We speculate that a dominant, unspoken paradigm in turnover research is an assumption that individuals are current focused, yet our results suggest scholars should explicitly examine this assumption.
6 citations
TL;DR: In this article , the authors provide a practical guide for work and organisational psychology researchers, especially those more familiar with quantitative methods, to get started with qualitative interview approaches, and highlight exemplary articles in top journals that adopt qualitative interview designs.
Abstract: Empirical research in the field of work and organisational psychology has typically adopted quantitative methods such as surveys or experiments. Comparatively less research has adopted qualitative methods such as interviewing. The aim and purpose of this article is to provide a practical guide for work and organisational psychology researchers, especially those more familiar with quantitative methods, to get started with qualitative interview approaches. The authors decided to focus on qualitative interviews as they are the most common method adopted in qualitative work and are often combined with other qualitative techniques such as participant observation or quantitative techniques such as surveys or experiments. This article looks at the strengths of adopting a qualitative interview design when conducting empirical research in the fields of work and organisational psychology, and the challenges faced in publishing such research. Finally, the article provides researchers and reviewers with guidelines for effectively executing, publishing and evaluating research adopting a qualitative interview design, and highlights exemplary articles in top journals that adopt qualitative interview designs.
6 citations
TL;DR: A systematic review of prior empirical findings to highlight what we know about leader self-sacrifice and galvanize future research to examine its implications for the workplace is presented in this paper .
Abstract: The corridors of history are filled with examples of leaders whose enduring legacies are typified by self-sacrifice for the greater good during difficult times. Over the last two decades, scholarly interest in self-sacrificial leader behaviors has increased. In the present article, we conduct a systematic review of prior empirical findings to highlight what we know about leader self-sacrifice and galvanize future research to examine its implications for the workplace. To achieve this purpose, our review examines how leader self-sacrifice has been defined and measured in previous work and develops an integrative framework that synthesizes empirical work on its antecedents, outcomes, boundary conditions, and underlying mechanisms. Based on our review, we articulate a comprehensive research agenda that identifies opportunities for theoretical, empirical, and methodological advances in the field.
TL;DR: In this paper , the authors argue that proactive work behavior's future orientation allows individuals to establish a connection with the future and thus to experience their work as meaningful, and they further expect that this effect is enhanced when individuals are faced with an unpredictability of the future in their core job.
Abstract: We argue that proactive work behavior's future orientation allows individuals to establish a connection with the future and thus to experience their work as meaningful. We further expect that this effect is enhanced when individuals are faced with an unpredictability of the future in their core job. We tested our hypotheses in three independent studies with employees. We first established the effect of proactive work behavior on work meaningfulness in a scenario-based experiment (n = 140). A second experiment (n = 116) replicated this and also demonstrated that the effect was not driven by the benefits of proactive work behavior to others. A daily diary study (n = 107, k = 391) showed that day-level proactive work behavior was positively associated with daily work meaningfulness and that this effect was again independent from having benefitted others. The results also confirmed that this relationship was stronger when an individual's job was characterized by unpredictability of the future. Our findings highlight the active role employees play for the experience of work as meaningful and suggests that encouraging proactive work behavior may be one avenue to promote work meaningfulness.
TL;DR: In this paper , the authors propose an integrated model that simultaneously examines the benefits and costs of empowering leadership, and find that team-level empowering leadership can relate to both organizational citizenship behavior (OCB) and unethical pro-organizational behavior (UPB).
Abstract: Although empowering leadership is generally thought to be beneficial to employees and organizations, an emerging stream of work shows its potential negative impact. Drawing upon social exchange theory, we propose an integrated model that simultaneously examines the benefits and costs of empowering leadership. Specifically, we propose that team-level empowering leadership can relate to both organizational citizenship behavior (OCB) and unethical pro-organizational behavior (UPB). We also examine the mediating role of employee workplace status and the moderating role of felt obligation in these processes. Using data from 301 employees and 57 leaders across two time points, we found that team-level empowering leadership linked to leader-rated OCB and employee-rated UPB through workplace status. However, the positive indirect effect of team-level empowering leadership on OCB was significant only when employees' felt obligation was high, and the indirect effect of team-level empowering leadership on UPB was positive and significant only when employees' felt obligation was low. We discuss the theoretical and practical implications of these findings, as well as future research directions.
TL;DR: In this article , the authors proposed that the Big Five traits would be related to fear of COVID•19 (FOC), which in turn would lead to heightened job burnout, reduced job satisfaction, and decreased performance.
Abstract: Abstract Rooted in research into personality, we propose that the Big Five traits would be related to fear of COVID‐19 (FOC), which in turn would lead to heightened job burnout, reduced job satisfaction, and decreased performance. Utilizing a three‐wave time‐lagged design, we collected our data from employees working in the United States and Canada (N = 300 × 3). We found good support for our hypotheses. Extraversion, neuroticism, and conscientiousness had significant direct effects on FOC. Fear of COVID‐19 was positively related to job burnout and negatively related to job satisfaction and performance. Extraversion, neuroticism, and conscientiousness had significant indirect effects on burnout, job satisfaction, and job performance via FOC. Hence, this study identifies a key mechanism, an individual's worry about losing their valuable resources (e.g. their health, and that of their family members and friends, etc.), through which selected dimensions of personality might affect employees' work outcomes. We discuss our findings and provide suggestions for future research in this domain.
TL;DR: In this article , the authors investigated how public sector employees cope with the fear of COVID-19 and maintain their motivation, energy, and enthusiasm for their work, finding that an increase in daily fear would be related to a daily increase in coping behaviors in the form of job crafting.
Abstract: Abstract In the present study, we seek to understand how public sector employees that go to work to perform essential duties for the society and the economy cope with the fear of COVID‐19 and maintain their motivation, energy, and enthusiasm for their work. We hypothesized that because employees are motivated to protect their health, an increase in daily fear of COVID‐19 would be related to a daily increase in coping behaviors in the form of job crafting, which would consequently be related to employees' daily motivation. Data were based on 64 tenured employees working in public service organizations during the third wave of the COVID‐19 pandemic (March 2021), who completed a quantitative diary for five consecutive workdays (N = 320 occasions). Results from multilevel analysis indicated that fear of COVID‐19 had an indirect effect on work engagement through only one dimension of job crafting, seeking job resources. The study contributes to the ongoing theoretical extension of the beneficial role of job crafting by suggesting seeking social resources as an effective coping strategy for fear of COVID‐19.
TL;DR: In this paper , the authors argue that leader humble behaviour is a power-equalising behaviour that facilitates subsequent voice after present voice, while leader abusive behaviour is power-asymmetry-exacerbating behaviour that inhibits subsequent voice.
Abstract: Our research investigates when and why voice sustains or ceases at work. Based on the issue-selling framework and approach/avoidance theory of power, we argue that leader humble behaviour is a power-equalising behaviour that facilitates subsequent voice after present voice. By contrast, leader abusive behaviour is a power-asymmetry-exacerbating behaviour that inhibits subsequent voice after present voice. The results from one experiment conducted in the United States and one two-wave, two-source survey study conducted in China demonstrated that when employee present voice was accompanied by leader humble behaviour, employee psychological safety was enhanced, which, in turn, increased subsequent voice. However, when employee present voice was accompanied by leader abusive behaviour, employee psychological safety was reduced, which, in turn, decreased subsequent voice. The field study further demonstrated that power differential perception mediated the interactive effects of employee present voice and leader behaviours on employee psychological safety and, consequently, on subsequent voice.
TL;DR: In this article , the authors evaluated the psychometric properties of two shortened and rescaled versions of widely used measures of job insecurity, and concluded that the briefer rescaled measures should be preferred over the original scales, since they provide greater information for a wider range of participants experiencing varying levels of insecurity.
Abstract: The psychometric properties of two shortened and rescaled versions of widely used measures of job insecurity were evaluated. Using survey data from 292 US working adults and relying on classical test theory, confirmatory factor analysis, and item response theory analyses, results indicated that these new versions had high reliability and similar psychometric properties compared with the original versions. Empirical evidence further established favorable convergent and discriminant validity, based on the revised scales' relationships with relevant covariates. The revised versions also showed substantially improved precision of measurement over a broader range of cognitive and affective job insecurity levels (i.e. they provide greater information for a wider range of participants experiencing varying levels of insecurity). These results indicate the briefer rescaled versions should be preferred over the original scales.
TL;DR: In this paper , the authors integrate the crisis management literature with boundary theory and the work-home resources model to better understand how abrupt shifts to remote work and school closures impact working parents' job performance during a crisis.
Abstract: As governments mandated organization and school closures due to COVID‐19, working parents involuntarily found themselves trying to balance both work and child educational responsibilities from home while still endeavoring to remain productive at work. As such, we integrate the crisis management literature with boundary theory and the work–home resources model to propose and test a process model to better understand how abrupt shifts to remote work and school closures impact working parents' job performance during a crisis. Using data collected across four time periods beginning at the time when most states had issued “safer at home” orders, we examine a serial mediation model and find, consistent with predictions, that early experiences of boundary violations and job insecurity impact work–family balance self‐efficacy, which in turn drives future job performance by way of its effects on working parents' subjective well‐being. Implications for theory and practice are discussed.
TL;DR: In this paper , an integrated model connecting four types of positive leadership behaviors, two types of identification (as mediating variables), and FIB was proposed to address the importance of leadership as a driver of followers' innovative work behavior (FIB).
Abstract: Innovation is considered essential for today's organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers' innovative work behavior (FIB). Yet, despite a large amount of research, three areas remain understudied: (a) The relative importance of different forms of leadership for FIB; (b) the mechanisms through which leadership impacts FIB; and (c) the degree to which relationships between leadership and FIB are generalizable across cultures. To address these lacunae, we propose an integrated model connecting four types of positive leadership behaviors, two types of identification (as mediating variables), and FIB. We tested our model in a global data set comprising responses of N = 7,225 participants from 23 countries, grouped into nine cultural clusters. Our results indicate that perceived LMX quality was the strongest relative predictor of FIB. Furthermore, the relationships between both perceived LMX quality and identity leadership with FIB were mediated by social identification. The indirect effect of LMX on FIB via social identification was stable across clusters, whereas the indirect effects of the other forms of leadership on FIB via social identification were stronger in countries high versus low on collectivism. Power distance did not influence the relations.
TL;DR: A systematic review as discussed by the authors evaluates the evidence for physical workplace adjustments and their link to occupational longevity, performance and health/well-being in neurodivergent workers, focusing on these inclusion criteria: adult office workers clinically considered neurodiverse, their families, colleagues, employers, experts and vocational programme staff; at least one physical workplace adjustment; and all types of empirical study designs.
Abstract: Derived from the concept of neurodiversity, neurodivergence is an umbrella term for various conditions such as Autism-Spectrum Disorder (ASD), Attention-Deficit/Hyperactivity Disorder (ADD/ADHD), Dyslexia, or Dyspraxia, which affect approximately 22% of the population. Sensory difficulties and overload are a common symptom. The provision of physical workplace adjustments for neurodivergent workers, such as workplace design solutions, has become popular in practice, yet their utility remains unsubstantiated. This review evaluates the evidence for physical workplace adjustments and their link to occupational longevity, performance and health/well-being in neurodivergent workers. A systematic review (PRISMA guidelines) of studies published in English between 2000 and 2021 focused on these inclusion criteria: adult office workers clinically considered neurodiverse, their families, colleagues, employers, experts and vocational programme staff; at least one physical workplace adjustment; and all types of empirical study designs. The theoretical framing was based on the ecological model of person–environment fit supplemented by the International Classification of Functioning, (ICF) disability and health and environmental stress theory. Quality assessment and data synthesis were undertaken. Of the 319 studies identified, 20 met the eligibility criteria; the majority addressed ASD. Most studies described a combination of adjustments to address different environmental stimuli. The most frequent adjustments addressed sound distractions (e.g. single-person offices) and light sensitivity (e.g. light control), which were related to occupational longevity, performance and health/well-being. A range of other adjustments addressed aspects such as environmental control, crowding or decompression rooms. There is insufficient evidence to fully evaluate the usefulness of adjustments, partially due to methodological shortcomings. Despite the variety of challenges with the sensory physical environment acknowledged in the literature for neurodivergent conditions, there is a paucity of evidence. Given the potential of physical adjustments to improve work and health outcomes, we highlight the necessity for more theoretically driven and methodologically sound research.
TL;DR: Work design issues can be built into the design and procurement of work technologies and the need to identify and understand both the organizationally oriented strategies and macro-level change needed for successful sociotechnical application as discussed by the authors .
Abstract: We respond to commentaries on our 2020 article ‘Automation, algorithms, and beyond: Why work design matters more than ever in a digital world’ and report on research on the topic since that publication. A top-down work design perspective on digital technologies appears even more important than ever yet still neglected, as suggested by recent studies. The opportunities and challenges of new technologies have been addressed somewhat more successfully through bottom-up work design in the form of job crafting. The specific topic of virtual working has also attracted significant research attention. Nevertheless, we continue to advocate more scholarly and practical attention to the following: how to proactively redesign work when introducing new technologies; how work design issues can be built into the design and procurement of work technologies; the need to identify and understand both the organizationally oriented strategies and macro-level change needed for successful sociotechnical application; and how to upskill employees, managers, unions and other stakeholders, in work design and related topics. There is also more scope for consideration of the role of individual differences. Finally, we call for interdisciplinary research that involves, for example, the designers of technology, and we advocate the importance of intervention studies.
TL;DR: In this article , the authors argue that psychological capital is unequally distributed among people from different social classes, ethnic backgrounds and genders, and postulate a recursive theory on psychological capital that both recognises the formative effect of socio-organisational structures on one's psychology and vice versa.
Abstract: In this paper, we argue that psychological capital is unequally distributed among people from different social classes, ethnic backgrounds and genders. Confronting the limitations of the current, individualistic perspective on psychological capital, we offer a re-conceptualisation of the construct from a critical, interdisciplinary perspective, placing it at the intersection of sociology and psychology. We discuss the various mechanisms through which social inequalities may cause differential access to psychological capital for members of low- and high-status social groups and show how this differential access to psychological capital results in and exacerbates social inequalities. By doing this, we postulate a recursive theory on psychological capital that both recognises the formative effect of socio-organisational structures on one's psychology and vice versa.
TL;DR: In this article , the authors conduct a thorough and rigorous bibliometric analysis to uncover the width, evolution, and gaps in the literature on career proactivity and present a roadmap for future research.
Abstract: The idea that individuals need to be proactive to successfully manage their career is predominant in current career research. Despite the great importance attached to career proactivity, the literature on the topic remains fragmented. I thus highly welcome the comprehensive literature review Career proactivity: A bibliometric literature review and future research agenda. The authors conduct a thorough and rigorous bibliometric analysis to uncover the width, evolution, and gaps in the literature on career proactivity. I also welcome their roadmap for future research. I very much agree with the issues they point out: Cleaning up concepts, integrating context, and developing new theories. But I do wonder if their specific suggestions on these issues will not tend toward status quo and further fragmentation. Questioning the agentic assumption and individualistic stance of research on career proactivity, I plea for a different and more unconventional route. Below, I reflect on the author's and my ideas on these three issues: Concept clarification, including context, and new theory.
TL;DR: In this paper , the authors examined the relationship among supervisor-employee task conflict, supervisor ostracism, and employee depression and job performance, as well as the moderating effect of supervisors' and employees' interpersonal harmony values.
Abstract: We examined the relationship among supervisor–employee task conflict, supervisor ostracism, and employee depression and job performance, as well as the moderating effect of supervisors' and employees' interpersonal harmony values. Data were collected from supervisors and employees at three timewaves. We found that supervisor–employee task conflict positively predicted supervisor ostracism, which in turn predicted higher employee depression and poorer job performance. The dualistic model of interpersonal harmony proposes that people show two motives in responding to conflicts while trying to maintain interpersonal harmony: an approach motive to promote high-quality relationships (i.e. harmony enhancement) or an avoidance motive to prevent relationship disintegration (i.e. disintegration avoidance). From the supervisors' perspective, we found that supervisors' harmony enhancement values buffered the positive relationship between supervisor–employee task conflict and supervisor ostracism. From the employees' perspective, we found that employees' harmony enhancement values buffered whereas employees' disintegration avoidance value exacerbated the detrimental effect of supervisor ostracism on employee depression and job performance. Practical suggestions were offered to help both supervisors and employees manage workplace ostracism.
TL;DR: In this article , cognitive demands of flexible work are challenge stressors that can benefit employees, by adding to their cognitive flexibility and work engagement, but also impair employees by causing fatigue, and they are tested using a two-wave study design in a sample that recently switched to a more flexible work organisation.
Abstract: Cognitive demands of flexible work are the specific cognitive demands of planning of working times, planning of working places, structuring of work tasks and coordinating with others that arise from flexible work organisation. Although these demands have become increasingly widespread, their consequences are not well understood. We propose that cognitive demands of flexible work are challenge stressors that can benefit employees, by adding to their cognitive flexibility and work engagement, but also impair employees by causing fatigue. Hypotheses were tested using a two-wave study design in a sample that recently switched to a more flexible work organisation (N = 279). Data were analysed using structural equation modelling. We found that planning of working times and planning of working places were related to increases in cognitive flexibility, and coordinating with others was related to increases in work engagement. No significant relations with fatigue were found. Thus, the results suggest that cognitive demands of flexible work helped employees to personally develop and feel motivated at work. However, effects on work engagement were rather small. Future research should control potential confounding variables more thoroughly and examine effects on short-term strain outcomes.
TL;DR: In this paper , the authors conducted a meta-synthesis of 20 qualitative studies to investigate the experience of job insecurity among vulnerable employee groups (i.e., women and immigrants).
Abstract: Job insecurity is a widespread workplace stressor that has been extensively investigated using quantitative approaches. With the use of a critical organisational psychology framework, we conducted a meta-synthesis of 20 qualitative studies to investigate the experience of job insecurity among vulnerable employee groups (i.e., women and immigrants). The qualitative meta-synthesis results suggest that there are meaningful differences. Specifically, whereas women were more concerned with and exposed to deteriorating working conditions, men experienced job insecurity as a threat to their identity. Among immigrants, the experience of job insecurity is viewed as largely intersecting with the legal system, impacting their ability to remain in their country and making them feel powerless. Thematic evidence also emerged regarding individual actions that participants use to attain security in contrast to corporate strategies that enhance job insecurity. We contribute to the critical organisational psychology literature by discussing how these results test common academic theories and neoliberal assumptions pervasive within the job insecurity literature: We highlight how organisations manufacture job insecurity, question the existence of harmonious social exchanges, discuss the use of job insecurity as a form of worker control, consider the role of the legal context in aiding worker exploitation and argue for an intersectional view of job insecurity.
TL;DR: In this paper , the authors make an innovative attempt to incorporate theories of positive psychology into SHRM research, throwing fresh light on the promoting factors (i.e., SHRM) and psychological mechanisms (e.g., psychological empowerment) antecedent to employee resilience leading to desired performance outcomes.
Abstract: Based on broaden‐and‐build theory of positive emotions, this study posits that strategic human resource management (SHRM) systems enrich positive emotions associated with psychological empowerment and resilience and in turn, broaden employees' momentary thought‐action repertoires. People with such positive psychological emotions build enduring personal resources to buffer the negative impacts of adversity and produce better performance outcomes. An integrative model is developed and examined through a two‐stage structural equation modelling method of meta‐analysis based on data involving 60,637 individuals in 87 independent datasets from 79 primary studies published up to September 2020. Empirical evidence suggests that psychological empowerment and resilience both independently and collectively mediate the relationship between SHRM systems and performance outcomes. This study makes an innovative attempt to incorporate theories of positive psychology into SHRM research, throwing fresh light on the promoting factors (i.e., SHRM) and psychological mechanisms (i.e., psychological empowerment) antecedent to employee resilience leading to desired performance outcomes. This study has practical implications for managers in relation to the importance of cultivating a psychologically empowered and resilient workforce, especially in difficult times such as those during the recent COVID‐19 pandemic. [ FROM AUTHOR] Copyright of Applied Psychology: An International Review is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
TL;DR: In this article , the authors explored how professors in German research universities interpreted their formal leader role and whether and how they saw themselves as leaders based on findings from an inductive interview study and found that patterns of professional identity and leader identity dimensions likely predict when a leader role is rejected, accommodated, incorporated, or emphasized.
Abstract: Although the leadership literature has emphasized the importance of leader identity for leader behaviors and leader effectiveness, little is known about whether and how professionals, who are experts in their field and hold a formal leader role, construe a leader identity. To expand our understanding of leader identity construal, we explored how professors in German research universities interpreted their formal leader role and whether and how they saw themselves as leaders. Based on findings from an inductive interview study, we contribute to the literature in three ways: First, our findings imply that patterns of professional identity and leader identity dimensions likely predict when a leader role is rejected, accommodated, incorporated, or emphasized. Second, we explain why professionals with a formal leader role see themselves primarily as specialists, mentors, managers, or shapers. Third, we extend previous notions of the leader identity concept by elaborating on its dimensions. Our findings have practical implications on an individual and organizational level, and may help design more effective leadership development programs.
TL;DR: This article made some comments of their own on the main points raised by the commenters, which greatly complement and clarify some places in Berry et al. This article meta-analytic review of the MIRIPS project.
Abstract: Reading the two commentaries (Birman, 2022; Schwartz & Cobb, 2022) has provided us with an opportunity to reflect further on many of the issues confronting researchers and policy makers in the domains of immigration, acculturation, and settlement. We are very grateful to the commenters for their direct and precise observations, questions, and suggestions, which greatly complement and clarify some places in Berry et al.’s meta-analytic review of the MIRIPS project (2022). Below we make some comments of our own on the main points raised by the commenters.