Showing papers in "Journal of Applied Psychology in 2021"
TL;DR: There were nuanced differences between the egalitarian strategies in their relationships with outcomes, with the Alternating Days egalitarian category emerging as the overall strategy that best preserved wives' and husbands' well-being while allowing both to maintain adequate job performance.
Abstract: There are several existing typologies of dual-earner couples focused on how they dually manage work and family; however, these all assume that couples can outsource childcare during normal work hours and that work is largely conducted outside of the home. Early attempts to control COVID-19 altered these assumptions with daycares/schools closing and the heavy shift to remote work. This calls into question whether couples tended to fall back on familiar gendered patterns to manage work and family, or if they adopted new strategies for the unique pandemic situation. We addressed this question using a sample of 274 dual-earner couples with young children. We content coded couples' qualitative responses about their plans for managing childcare and work commitments and used these codes in a latent class analysis to identify subgroups. Seven classes were identified, with 36.6% of the sample using strategies where women did most or all childcare, 18.9% of the sample using strategies that were not clearly gendered or egalitarian, and 44.5% of the sample using unique egalitarian strategies. We also obtained data from 133 of these couples approximately 7 weeks later regarding their well-being and job performance. Results suggested that women in the Remote Wife Does It All class had the lowest well-being and performance. There were nuanced differences between the egalitarian strategies in their relationships with outcomes, with the Alternating Days egalitarian category emerging as the overall strategy that best preserved wives' and husbands' well-being while allowing both to maintain adequate job performance. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
139 citations
TL;DR: In this article, the detrimental effects of COVID-19 pandemic on employee job insecurity and its downstream outcomes, as well as how organizations could help alleviate such harmful effects, were investigated.
Abstract: The current study aims to understand the detrimental effects of COVID-19 pandemic on employee job insecurity and its downstream outcomes, as well as how organizations could help alleviate such harmful effects. Drawing on event system theory and literature on job insecurity, we conceptualize COVID-19 as an event relevant to employees' work, and propose that event strength (i.e., novelty, disruption, and criticality) of COVID-19 influences employee job insecurity, which in turn affects employee work and non-work outcomes. We also identified important organization adaptive practices responding to COVID-19 based on a preliminary interview study, and examined its role in mitigating the undesired effects of COVID-19 event strength. Results from a two-wave lagged survey study indicated that employees' perceived COVID-19 event novelty and disruption (but not criticality) were positively related to their job insecurity, which in turn was positively related to their emotional exhaustion, organizational deviance, and saving behavior. Moreover, organization adaptive practices mitigated the effects of COVID-19 event novelty and criticality (but not disruption) on job insecurity. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
111 citations
TL;DR: In this article, the authors examined the nature of videoconference fatigue, when this phenomenon occurs, and what features are associated with fatigue using a mixed-methods approach, and they found that turning off the microphone and having higher feelings of group belongingness are the most consistent protective factors against fatigue.
Abstract: In response to the Coronavirus disease 2019 (COVID-19) global health pandemic, many employees transitioned to remote work, which included remote meetings. With this sudden shift, workers and the media began discussing videoconference fatigue, a potentially new phenomenon of feeling tired and exhausted attributed to a videoconference. In the present study, we examine the nature of videoconference fatigue, when this phenomenon occurs, and what videoconference characteristics are associated with fatigue using a mixed-methods approach. Thematic analysis of qualitative responses indicates that videoconference fatigue exists, often in near temporal proximity to the videoconference, and is affected by various videoconference characteristics. Quantitative data were collected each hour during five workdays from 55 employees who were working remotely because of the COVID-19 pandemic. Latent growth modeling results suggest that videoconferences at different times of the day are related to deviations in employee fatigue beyond what is expected based on typical fatigue trajectories. Results from multilevel modeling of 279 videoconference meetings indicate that turning off the microphone and having higher feelings of group belongingness are related to lower postvideoconference fatigue. Additional analyses suggest that higher levels of group belongingness are the most consistent protective factor against videoconference fatigue. Such findings have immediate practical implications for workers and organizations as they continue to navigate the still relatively new terrain of remote work. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
105 citations
TL;DR: In this article, the authors used a 4-week within-person experience sampling field experiment where camera use was manipulated to better understand how camera-impacts fatigue, which may affect outcomes during meetings (e.g., participant voice and engagement).
Abstract: The COVID-19 pandemic propelled many employees into remote work arrangements, and face-to-face meetings were quickly replaced with virtual meetings. This rapid uptick in the use of virtual meetings led to much popular press discussion of virtual meeting fatigue (i.e., "Zoom fatigue"), described as a feeling of being drained and lacking energy following a day of virtual meetings. In this study, we aimed to better understand how one salient feature of virtual meetings-the camera-impacts fatigue, which may affect outcomes during meetings (e.g., participant voice and engagement). We did so through the use of a 4-week within-person experience sampling field experiment where camera use was manipulated. Drawing from theory related to self-presentation, we propose and test a model where study condition (camera on versus off) was linked to daily feelings of fatigue; daily fatigue, in turn, was presumed to relate negatively to voice and engagement during virtual meetings. We further predict that gender and organizational tenure will moderate this relationship such that using a camera during virtual meetings will be more fatiguing for women and newer members of the organization. Results of 1,408 daily observations from 103 employees supported our proposed model, with supplemental analyses suggesting that fatigue affects same-day and next-day meeting performance. Given the anticipated prevalence of remote work even after the pandemic subsides, our study offers key insights for ongoing organizational best practices surrounding virtual meetings. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
81 citations
TL;DR: In this paper, the authors investigated whether and when an employee's perceived COVID-19 crisis strength affected his or her work engagement and taking charge at work and found that when work meaningfulness was lower, a health worker's perceived crisis strength exerted a more negative effect on his/her work engagement.
Abstract: The COVID-19 pandemic, as a stressful event, has posed unprecedented challenges for employees worldwide. This research investigated whether and when an employee's perceived COVID-19 crisis strength affected his or her work engagement and taking charge at work. In a time-lagged field study of health workers on the coronavirus frontline (Study 1), we found that when work meaningfulness was lower, a health worker's perceived COVID-19 crisis strength exerted a more negative effect on his or her work engagement and taking charge at work. In a longitudinal field experiment (Study 2), we collaborated with a hospital to carry out two organizational interventions based on event system theory and work meaningfulness r esearch. The interventions significantly decreased perceived COVID-19 crisis strength and increased work meaningfulness for medical staff in an intensive care unit (ICU), who were tasked with caring for COVID-19 patients in critical condition. The findings of Study 2 demonstrate the effectiveness of organizational training and interventions in alleviating the negative impact of COVID-19 on an employee's work engagement and taking charge at work. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
69 citations
TL;DR: This work presents a framework to organize the multitude of variables examined in the literature on job seeking and employment success and identifies job-search self-regulation and job- search quality as promising constructs for future research, as these predicted both quantitative employment success outcomes and employment quality.
Abstract: Job search is an important activity that people engage in during various phases across the life span (e.g., school-to-work transition, job loss, job change, career transition). Based on our definition of job search as a goal-directed, motivational, and self-regulatory process, we present a framework to organize the multitude of variables examined in the literature on job seeking and employment success. We conducted a quantitative synthesis of the literature to test relationships between job-search self-regulation, job-search behavior, and employment success outcomes. We also quantitatively review key antecedents (i.e., personality, attitudinal factors, and contextual variables) of job-search self-regulation, job-search behavior, and employment success. We included studies that examined relationships with job-search or employment success variables among job seekers (e.g., new labor market entrants, unemployed individuals, employed individuals), resulting in 378 independent samples (N = 165,933). Most samples (74.3%, k = 281) came from articles published in 2001 or later. Findings from our meta-analyses support the role of job-search intensity in predicting quantitative employment success outcomes (i.e., rc = .23 for number of interviews, rc = .14 for number of job offers, and rc = .19 for employment status). Overall job-search intensity failed to predict employment quality. Our findings identify job-search self-regulation and job-search quality as promising constructs for future research, as these predicted both quantitative employment success outcomes and employment quality. Based on the results of the theoretical and quantitative synthesis, we map out an agenda for future research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
68 citations
TL;DR: In this article, the authors argue that follower dispositional self-interest is a boundary condition affecting the transference of manager servant leadership to follower engagement in serving behaviors, and that follower serving self-efficacy is the underlying psychological mechanism.
Abstract: One distinguishing feature of servant leadership is the proposition that servant leaders develop followers who also engage in serving behaviors. Drawing upon social learning theory, we argue that follower dispositional self-interest is a boundary condition affecting the transference of manager servant leadership to follower engagement in serving behaviors, and that follower serving self-efficacy is the underlying psychological mechanism. In a laboratory experiment (Study 1), we manipulated manager servant leadership and found support for the hypothesis that the positive relationship between manager servant leadership and follower serving behaviors is significantly enhanced for participants high in self-interest. The serving behaviors of participants low in self-interest was not affected by the degree to which the manager practiced servant leadership. In a field study (Study 2) with a sample representing 10 diverse organizations in Singapore, we replicated the findings. In another laboratory experiment (Study 3), we demonstrated that follower serving self-efficacy mediated the interactional effect found in the first two studies, supporting the social learning account for the transference of manager servant leadership to follower serving behaviors. Taken together, converging results from these three studies demonstrate that servant leaders are capable of bringing out serving behaviors especially among followers with a strong focus on their own self-interest. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
54 citations
TL;DR: Sentiment analysis results show generally positive attitudes expressed by remote work-related tweets, with minor dips during the weekend, and topic modeling results uncovered themes including home office, cybersecurity, mental health, work-life balance, teamwork, and leadership.
Abstract: Due to the coronavirus disease 2019 (COVID-19) pandemic, many employees have been strongly encouraged or mandated to work from home. The present study sought to understand the attitudes and experiences of the general public toward remote work by analyzing Twitter data from March 30 to July 5 of 2020. We web scraped over 1 million tweets using keywords such as "telework," "work from home," "remote work," and so forth, and analyzed the content using natural language processing (NLP) techniques. Sentiment analysis results show generally positive attitudes expressed by remote work-related tweets, with minor dips during the weekend. Topic modeling results uncovered themes among tweets including home office, cybersecurity, mental health, work-life balance, teamwork, and leadership, with minor changes in topics revealed over the 14-week period. Findings point to topics of particular concern regarding working from home and can help guide hypothesis generation for future research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
51 citations
TL;DR: Wang et al. as discussed by the authors conducted a daily diary study to examine how five categories of work-related and COVID-related stressors may jointly predict employees' next-day work location and found that experiencing more workload stressors prompted employees to work at home (vs. in the office) on the next day.
Abstract: To protect workers' safety while gradually resuming on-site operations amid the COVID-19 pandemic, many organizations are offering employees the flexibility to decide their work location on a daily basis (i.e., whether to work from home or to work in the office on a particular day). However, little is known about what factors drive employees' daily decisions to work from home versus office during the pandemic. Taking a social ecological perspective, we conceptualize employees' daily choice of work location (home vs. office) as a way to cope with stressors they have encountered on the previous day, and conducted a daily diary study to examine how five categories of work-related and COVID-related stressors during the pandemic (identified through a pilot interview study) may jointly predict employees' next-day work location. We collected data over five workdays from 127 participants working in a Chinese IT company which allowed employees to choose their work location on a daily basis amid the pandemic. We found that experiencing more work-family boundary stressors and work coordination stressors on a certain day were associated with a greater likelihood of working in the office (vs. at home) on the next day, while experiencing more workload stressors prompted employees to work at home (vs. in the office) on the next day. Furthermore, we found that COVID-19 infection-related stressors moderated the effects of technology stressors and workload stressors on next-day work location. Our research findings offer implications for understanding the driving factors of daily work location choices during and beyond the pandemic. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
51 citations
TL;DR: Zhang et al. as discussed by the authors investigated the role of job reattachment as an important antecedent of job engagement for employees returning to work after lockdowns and quarantines in the current COVID-19 pandemic.
Abstract: With many employees returning to work after lockdowns and quarantines in the current COVID-19 pandemic, research that seeks to identify effective ways to help them regain focus at work is warranted. However, the small body of applied psychology literature on large-scale disruptive events has paid insufficient attention to this important topic. Further, different from acute events (e.g., disasters), the ongoing pandemic poses an additional challenge for organizations as they seek to effectively protect employees' job engagement from health and safety threats in the workplace. To address these gaps, we drew from job reattachment research and investigated it as an important antecedent of job engagement for employees returning to work. Moreover, we incorporated leader safety commitment as a moderator that can strengthen the effectiveness of job reattachment in enhancing job engagement. We further linked engagement to work withdrawal, use of personal protective equipment (e.g., wearing a mask), and task performance to underscore the downstream implications of job reattachment. To test our research model, we collected multiwave, multisource data from the original epicenter of the COVID-19 pandemic-Wuhan, China-where many employees were returning to work. The results provide strong support for our model. In addition to extending research on large-scale disruptive events, the current study has important implications for organizations and employees in the COVID-19 pandemic. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
50 citations
TL;DR: A model to examine potential negative coworker reactions toward proactive employees suggested that a focal employee's proactive personality is positively related with his or her high relative standing in the group, which exposes him or her to being the target of coworker envy.
Abstract: Drawing upon social comparison theory, we developed and tested a model to examine potential negative coworker reactions toward proactive employees. We theorized that a focal employee's proactive personality is positively related with his or her high relative standing in the group, which in turn exposes him or her to being the target of coworker envy. This may then reduce the focal employee's received help from coworkers and give rise to coworker undermining. We further reasoned that employee prosocial motivation moderates the serial mediated relationships. Our hypotheses were generally supported in 3 field studies involving a total of 1,069 employees from 223 groups. Proactive personality was negatively and indirectly related to received help from coworkers, via relative leader-member exchange (RLMX) and relative job performance, and then via being envied by coworkers (Study 1). Results also generally supported the positive and indirect effect of proactive personality on coworker undermining via the same set of sequential mediators (e.g., RLMX and then being envied, Study 2). The indirect effects of proactive personality on coworker helping and undermining (e.g., via relative job performance and coworker envy) were only significant when employees' prosocial motivation was low (Study 3). This research contributes to a more complete and balanced theorization of the influences of proactive personality in organizations. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: A multilevel theory is developed and test that indicates that when subordinates generally attribute abusive supervision to performance promotion motives, abusive supervisor behavior during the day leads to task reflexivity that night, translating into within-subordinate increases in next-day task performance.
Abstract: Although destructive consequences for subordinates have featured prominently in the abusive supervision literature, scholars have insinuated that supervisory abuse may temporarily yield functional results. Drawing from research on motive attribution tendencies that underlie abusive supervision and the control perspective of repetitive thought, we develop and test a multilevel theory that delineates both functional and dysfunctional subordinate responses to daily abusive supervisor behavior. We posit that when subordinates generally attribute abusive supervision to performance promotion motives, abusive supervisor behavior during the day leads to task reflexivity that night, translating into within-subordinate increases in next-day task performance. In contrast, when subordinates generally attribute abusive supervision to injury initiation motives, abusive supervisor behavior during the day instead leads to rumination that night, resulting in within-subordinate increases in next-day leader-directed deviance. Results from 2 experience-sampling studies provide support for these predictions. By providing a more fine-grained understanding of both the adaptive and maladaptive consequences of daily abusive supervisor behavior, our research, together with prior studies, suggests that the short-lived instrumental outcomes of abusive supervisor behavior carry a substantial price, despite managers' illusion that acting in an abusive manner could be a feasible influence tactic. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: This meta-analytic review examined the effectiveness of stereotype threat interventions and traced the theoretical roots of 11 specific intervention strategies and showed that 9 of them yielded significant effect sizes.
Abstract: This meta-analytic review examined the effectiveness of stereotype threat interventions (STIs). Integrating the identity engagement model (Cohen, Purdie-Vaughns, & Garcia, 2012) with the process model of stereotype threat (Schmader, Johns, & Forbes, 2008), we categorized STIs into 3 types: belief-based, identity-based, and resilience-based STIs. Combining 251 effect sizes from 181 experiments, we found an overall effect size of d = 0.44, with the intervention group outperforming the control group. Subgroup analyses showed that although all 3 types of STIs helped counter stereotype threat, primary-appraisal-based (i.e., belief-based and identity-based) STIs were more effective than secondary-appraisal-based (i.e., resilience-based) STIs. We also traced the theoretical roots of 11 specific intervention strategies and showed that 9 of them yielded significant effect sizes. Moreover, we found evidence of publication bias regarding some but not all intervention types. These findings' theoretical and practical implications, as well as methodological issues and future research directions for the STI literature, are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
TL;DR: Examining the relationship between intensity of involvement in the COVID-19 pandemic response and emotional exhaustion and depression, as well as the moderating effects of prosocial motivation and perceived prosocial impact, finds that intensity of involved does associate with emotional exhaustion at work and that higher prossocial motivation exacerbates this relationship.
Abstract: A focus on helping others is generally lauded, particularly in medicine, but in the context of a pandemic when health care professionals are facing increased risk, loss, and trauma, this focus can potentially be detrimental. In this study, we sought to (a) examine if health care workers intensely involved in the coronavirus 2019 (COVID-19) pandemic are experiencing negative psychological and emotional outcomes, and (b) investigate if helping related factors (prosocial motivation and perceived prosocial impact) exacerbate and mitigate relationships to negative outcomes in a crisis situation. Using data collected from doctors and nurses before and during the COVID-19 pandemic, we examine the relationship between intensity of involvement in the COVID-19 pandemic response and emotional exhaustion and depression, as well as the moderating effects of prosocial motivation and perceived prosocial impact. Data was collected at three time points (T1 and T2 prepandemic, and T3 during COVID-19), with prosocial motivation and controls collected at T1/T2 and predictors and outcomes collected during the pandemic. We find that intensity of involvement does associate with emotional exhaustion at work and that higher prosocial motivation exacerbates this relationship. Supplemental analyses suggest that the exposure to self-dimension of involvement is positively associated with emotional exhaustion and depression. Understanding the roles of prosocial motivation and prosocial impact in managing regulatory resources has important ramifications for health care workers on the frontlines of health crises responses, as these resources are necessary to manage the associated trauma. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: Although the impact of level of COVID-19 cases on anxiety decreases over time, the effect of change in cases increases over time and is associated with next-day work functioning (engagement, performance, and emotional exhaustion).
Abstract: An immense amount of work has investigated how adverse situations affect anxiety using chronic (i.e., average) or episodic conceptualizations. However, less attention has been paid to circumstances that unfold continuously over time, inhibiting theoretical testing and leading to possible erroneous conclusions about how stressors are dynamically appraised across time. Because stressor novelty, predictability, and patterns are central components of appraisal theories, we use the COVID-19 crisis as a context to illustrate how variation in the phenomenon's patterns of change (specifically, total cases [average level] but also the rate of linear [velocity] and nonlinear growth [acceleration] in cases) influence anxiety. We also show the implications of anxiety for next-day functioning at work. These effects are tested in data drawn from a sample of employed adults in a daily diary study conducted in four overlapping waves. The data span the emergence, exponential rise, and initial tapering of the virus in the United States (February 10, 2020 to April 28, 2020). Our results show that although the impact of level of COVID-19 cases on anxiety decreases over time, the effect of change in cases (velocity and acceleration) increases over time. Anxiety is then associated with next-day work functioning (engagement, performance, and emotional exhaustion). (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: Overall, this study suggests that the effectiveness of the AAR should be understood as a function of the combined influence among multiple interacting characteristics, with the most effective combinations being the self-led facilitation approach coupled with a team-aligned AAR, and theSelf-led approaches coupled with objective media.
Abstract: This study examined the effectiveness of the after-action review (AAR)-also commonly termed debrief-and 4 training characteristics within the context of Villado and Arthur's (2013) conceptual framework. Based on a bare-bones meta-analysis of the results from 61 studies (107 ds [915 teams and 3,499 individuals]), the AAR leads to an overall d of 0.79 improvement in multiple training evaluation criteria. This effect is larger than some of the largest training method effects reported in Arthur, Bennett, Edens, and Bell (2003), and it is also larger than Tannenbaum and Cerasoli's (2013) estimate of the effect of the AAR on task performance (d = 0.67). Two training characteristics consistently contributed to the effectiveness of the AAR: (a) alignment to the individual or the team, and (b) objective performance review media. The effects of the other training characteristics were often interactive. Most notably, the facilitation approach contributes to the effectiveness of the AAR in combination with the individual versus the team and the type of review media, with the most effective combinations being the self-led facilitation approach coupled with a team-aligned AAR, and the self-led approach coupled with objective media. Additionally, the AAR that is highly structured is more effective than a less structured AAR in the military, but high and low structured AARs display comparable effectiveness in healthcare. Overall, this study suggests that the effectiveness of the AAR should be understood as a function of the combined influence among multiple interacting characteristics. Future theoretical development and research should be directed at better understanding these interactions. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
TL;DR: In this article, Schmidt and Hunter's random-effect meta-analytic methods were used to validate the construct of incivility by testing its reliability, convergent and discriminant validity, as well as its incremental predictive validity over other forms of mistreatment.
Abstract: Although workplace incivility has received increasing attention in organizational research over the past two decades, there have been recurring questions about its construct validity, especially vis-a-vis other forms of workplace mistreatment. Also, the antecedents of experienced incivility remain understudied, leaving an incomplete understanding of its nomological network. In this meta-analysis using Schmidt and Hunter's [Methods of meta-analysis: Correcting error and bias in research findings (3rd ed.), Sage] random-effect meta-analytic methods, we validate the construct of incivility by testing its reliability, convergent and discriminant validity, as well as its incremental predictive validity over other forms of mistreatment. We also extend its nomological network by drawing on the perpetrator predation framework to systematically study the antecedents of experienced incivility. Based on 105 independent samples and 51,008 participants, we find extensive support for incivility's construct validity. Besides, we demonstrate that demographic characteristics (gender, race, rank, and tenure), personality traits (agreeableness, conscientiousness, neuroticism, negative affectivity, and self-esteem), and contextual factors (perceived uncivil climate and socially supportive climate) are important antecedents of experienced incivility, with contextual factors displaying a stronger association with incivility. In a supplementary primary study with 457 participants, we find further support for the construct validity of incivility. We discuss the theoretical and practical implications of this study. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: A typology of gossip is developed that characterizes archetypal patterns of interpreting gossip that suggests the potential benefits or social consequences of gossip for the gossip sender depend on the characteristics of the gossip and the context of theossip episode that serve as inputs to the gossip recipient's attributional process.
Abstract: Despite the ubiquity of gossip in the workplace, the management literature offers a limited understanding of its consequences for gossip senders. To understand whether gossiping is beneficial or detrimental for the gossip sender, it is necessary to consider the perspective of gossip recipients and their response to gossip. We develop a typology of gossip that characterizes archetypal patterns of interpreting gossip. We then draw from attribution theory to develop a multilevel process model of workplace gossip that focuses on how the gossip recipient's attributions of a gossip episode shape the gossip recipient's subsequent response and behaviors. In addition to the valence and work-relatedness dimensions of gossip that comprise the typology, we examine credibility and the status of the gossip target as fundamental features of the gossip episode that jointly affect the gossip recipient's attributions. At the episodic level, the process of deciphering the gossip sender's motives influences the subsequent reciprocation of gossip. Depending on the locus of causality attributed to the gossip episode, gossip also contributes to the perceived trustworthiness of the gossip sender and the gossip recipient's cooperation with or social undermining of the gossip sender over time. The proposed model suggests that the potential benefits or social consequences of gossip for the gossip sender depend on the characteristics of the gossip and the context of the gossip episode that serve as inputs to the gossip recipient's attributional process. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: It was found that daily leader identity was positively associated with self-sacrificial leader behavior which, in turn, was positive associated with task performance and perceived prosocial impact and negatively associated with resource depletion and conflict at home.
Abstract: The leader role carries several complexities, suggesting that identifying closely with one's role as a leader might be both beneficial and costly on a day-to-day basis. We integrate theories of leader identity, self-sacrificial leadership, and self-regulation to develop a conceptual model articulating the manner in which strongly identifying with one's leader role on a daily basis yields benefits (i.e., increased task performance and perceived prosocial impact) and costs (i.e., increased depletion and conflict at home) via increased self-sacrificial leader behavior. Further, we theorize and test whether work addiction moderates the indirect effects of leader identity on the aforementioned processes. Using an experience sampling investigation of 80 leaders who completed 3 surveys per day for 10 workdays (Level 1 n = 645), we found that daily leader identity was positively associated with self-sacrificial leader behavior which, in turn, was positively associated with task performance and perceived prosocial impact (leader benefits) and positively associated with resource depletion and conflict at home (leader costs). Moreover, these effects were stronger for leaders who reported higher (vs. lower) levels of work addiction. In an exploration considering the effects of leader identity on daily well-being, results indicated that leader identity also indirectly helped and hindered psychological detachment from work. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: In this article, a multi-wave, multisource study examined whether a proactive orientation is a key resource for frontline health care professionals in the COVID-19 pandemic.
Abstract: The global COVID-19 pandemic has disrupted personal and work lives and created great uncertainty and stress, especially for frontline health care professionals like doctors and nurses who risk personal health while facing increased workloads and new COVID-related tasks. People can passively respond to this disruption, or they can be more active and choose to shape the conditions surrounding their work during the crisis. We designed a multiwave, multisource study examining whether a proactive orientation is a key resource for frontline health care professionals in the COVID-19 pandemic. Drawing from proactive and conservation of resources theories, we studied a sample of 408 doctors and nurses at a COVID-19 hospital in the locked-down area surrounding Wuhan City, China during the first wave of the virus. Our aim is to examine how personal agency contributes to health care professionals' performance and well-being when combating COVID-19. Proactive personality as a dispositional resource was associated with higher levels of perceived strengths use, a job-related motivational resource. This effect was jointly moderated by routine disruption and perceived organizational support. Proactive personality was indirectly associated with performance and two indicators of well-being (resilience and thriving) through perceived strengths use. More frequent physical exposure to the virus magnified the effects of perceived strengths use on an archival indicator of performance during the first wave of the pandemic. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: It is found that the daily number of code blue events was positively related to daily occupational calling for nurses and individual differences in prosocial motivation predicted the average level and variability of occupational calling over the 5 days, which subsequently related to the nurses' job performance.
Abstract: During normal and predictable circumstances, employees' occupational calling (i.e., a transcendent passion to use their talent and competencies toward positive societal impact and a sense of meaningfulness derived from working in a chosen occupational domain) is observed to be relatively stable. However, with the onset of the COVID-19 pandemic, circumstances have become anything but normal and predictable, thus putting employees' sense of occupational calling to the test. In this study, we investigate the possibility that occupational calling fluctuates across days during situations of crisis, and we identify antecedents and consequence of such fluctuations. To test our model, we conducted a daily diary study of 66 nurses working in intensive care units over 5 consecutive work days in a specialized Wuhan hospital that only admitted confirmed COVID-19 patients during the peak of the pandemic in China. We found that the daily number of code blue events (i.e., cardiopulmonary resuscitation efforts with the primary goal of patient revival) was positively related to daily occupational calling for nurses. Moreover, individual differences in prosocial motivation predicted the average level and variability of occupational calling over the 5 days, which subsequently related to the nurses' job performance. Our study sheds light on how occupational calling enables people with the needed occupational knowledge and skills to function effectively in crisis situations. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: In this article, the authors show that news consumption during crises is positively related to uncertainty, which may have negative implications for employee goal progress and creativity; two work outcomes that take on substantial significance in times of uncertainty and the pandemic.
Abstract: Uncertainty is a defining feature of the COVID-19 pandemic. However, because uncertainty is an aversive state, uncertainty reduction theory (URT) holds that employees try to manage it by obtaining information. To date, most evidence for the effectiveness of obtaining information to reduce uncertainty stems from research conducted in relatively stable contexts wherein employees can acquire consistent information. Yet, research on crises and news consumption provides reasons to believe that the potential for information to mitigate uncertainty as specified by URT may break down during crises such as the COVID-19 pandemic. Integrating URT with research on crises and news consumption, we predict that consuming news information during crises-which tends to be distressing, constantly evolving, and inconsistent-will be positively related to uncertainty. This in turn may have negative implications for employee goal progress and creativity; two work outcomes that take on substantial significance in times of uncertainty and the pandemic. We further predict that death anxiety will moderate this relationship, such that the link between employees' news consumption and uncertainty is stronger for those with lower levels of death anxiety, compared to those with higher levels. We test our theorizing via an experience-sampling study with 180 full-time employees, with results providing support for our conceptual model. Our study reveals important theoretical and practical implications regarding information consumption during crises such as the COVID-19 pandemic. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: This work examines the whiplash effect-the notion that subordinates may display different emotional and behavioral reactions to supervisory abuse depending on their attributions for abuse, and examines how general interpretations of supervisors' motives behind abusive supervision shape employees' momentary emotional and Behavioral responses toward daily abusive supervisor behavior.
Abstract: Although extant research shows a clear link between abusive supervision and detrimental consequences for organizations and their members, the popular press and media are replete with suggestions that abusive supervision can be positive and motivating. Drawing from the social functional view of emotions and emerging research on attributed motives of abusive supervision, we examine this phenomenon, which we refer to as the whiplash effect-the notion that subordinates may display different emotional and behavioral reactions to supervisory abuse depending on their attributions for abuse. We conduct 3 studies to examine this effect at both the between- and within person level. Results from a multisource, time-lagged field study (between-person) and a laboratory-based experiment (between-person) indicate that when subordinates believe that the abusive supervisor is motivated by desires to cause harm (i.e., injury initiation attribution is higher), abusive supervision is more likely to engender anger, which, in turn, elicits more deviant behaviors and fewer organizational citizenship behaviors; however, when subordinates believe the abusive supervisor is motivated by desires to improve performance (i.e., performance promotion attribution is higher), abusive supervision is more likely to evoke guilt, which, in turn, elicits fewer deviant behaviors and more organizational citizenship behaviors. These results were then expanded in an experience sampling study (within-person), which allowed us to further examine how general interpretations of supervisors' motives behind abusive supervision shape employees' momentary emotional and behavioral responses toward daily abusive supervisor behavior. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: Results indicate that age diversity was positively associated with organizational performance through the mediation of increased human and social capital and functional diversity and age-inclusive management amplified the positive effects of age diversity on human andSocial capital.
Abstract: The global trend of increasing workplace age diversity has led to growing research attention to the organizational consequences of age-diverse workforces. Prior research has primarily focused on the statistical relationship between age diversity and organizational performance without empirically probing potential mechanisms underlying this relationship. Adopting an intellectual capital perspective, we posit that age diversity affects organizational performance via human and social capital. Furthermore, we examine workplace functional diversity and age-inclusive management as two contingent factors shaping the effects of age diversity on human and social capital. Our hypotheses were tested with a large manager-report workplace survey data from the Society for Human Resource Management (N = 3,888). Results indicate that age diversity was positively associated with organizational performance through the mediation of increased human and social capital. In addition, functional diversity and age-inclusive management amplified the positive effects of age diversity on human and social capital. Our research sheds light on how age-diverse workforces may create value through cultivating knowledge-based organizational resources (i.e., human and social capital). (PsycInfo Database Record (c) 2020 APA, all rights reserved).
TL;DR: This article applied discontinuous growth modeling (DGM) to investigate how COVID-19 and resultant stay-at-home orders changed the trajectories of the public's emotions associated with WFH.
Abstract: According to event system theory (EST; Morgeson et al., Academy of Management Review, 40, 2015, 515-537), the coronavirus disease 2019 (COVID-19) pandemic and resultant stay-at-home orders are novel, critical, and disruptive events at the environmental level that substantially changed people's work, for example, where they work and how they interact with colleagues. Although many studies have examined events' impact on features or behaviors, few studies have examined how events impact aggregate emotions and how these effects may unfold over time. Applying a state-of-the-art deep learning technique (i.e., the fine-tuned Bidirectional Encoder Representations from Transformers [BERT] algorithm), the current study extracted the public's daily emotion associated with working from home (WFH) at the U.S. state level over four months (March 01, 2020-July 01, 2020) from 1.56 million tweets. We then applied discontinuous growth modeling (DGM) to investigate how COVID-19 and resultant stay-at-home orders changed the trajectories of the public's emotions associated with WFH. Our results indicated that stay-at-home orders demonstrated both immediate (i.e., intercept change) and longitudinal (i.e., slope change) effects on the public's emotion trajectories. Daily new COVID-19 case counts did not significantly change the emotion trajectories. We discuss theoretical implications for testing EST with the global pandemic and practical implications. We also make Python and R codes for fine-tuning BERT models and DGM analyses open source so that future researchers can adapt and apply the codes in their own studies. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: In this paper, the authors examined whether one notable form of present moment attention, mindfulness, may promote helping behavior by stimulating the positive, other-oriented emotion of gratitude and found converging evidence for a serial mediation model in which state mindfulness, via positive affect and perspective taking, prompts greater levels of gratitude, prosocial motivation, and, in turn, helping behavior at work.
Abstract: Gratitude plays an integral role in promoting helping behavior at work. Thus, cultivating employees' experiences of gratitude represents an important imperative in modern organizations that rely on teamwork and collaboration to achieve organizational goals. Yet, today's workplace presents a complex array of demands that make it difficult for employees to fully attend to and appreciate the various benefits they receive at work. As such, gratitude is difficult for employers to promote and for employees to experience. Despite these observations, the role of attention and awareness in facilitating employees' feelings of gratitude is largely overlooked in the extant literature. In this study, we examined whether one notable form of present moment attention, mindfulness, may promote helping behavior by stimulating the positive, other-oriented emotion of gratitude. Across two experimental studies, a semiweekly, multisource diary study, and a 10-day experience sampling investigation, we found converging evidence for a serial mediation model in which state mindfulness, via positive affect and perspective taking, prompts greater levels of gratitude, prosocial motivation, and, in turn, helping behavior at work. We discuss the theoretical and practical implications of our investigation, as well as avenues for the future research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: In this article, the authors examine how the shift toward intensive work-from-home during the Coronavirus disease (COVID-19) pandemic has impacted the experience of interruptions during work time.
Abstract: We examine how the shift toward intensive work-from-home during the Coronavirus disease (COVID-19) pandemic has impacted the experience of interruptions during work time. We conducted a two-wave survey of 249 employees working from home during the COVID-19 pandemic. Building on a conceptual framework and typology (Leroy et al., 2020), we examine changes in the prevalence of interruptions since-COVID-19 as a function of interruption type (intrusions, distractions, breaks, multitasking, and surprises), source (work-based vs. nonwork), and timing (pre- vs. since-COVID-19). We find a large increase in interruptions since-COVID, with the largest increases observed for nonwork intrusions, distractions, and multitasking. Women reported a greater increase in interruptions, particularly with regard to nonwork interruptions of all types, in addition to work-based intrusions, multitasking, and surprises, uncovering an important source of gender inequity. A dedicated unshared workspace at home was associated with fewer nonwork interruptions, while more nonwork responsibilities predicted more nonwork interruptions. Further differentiation of interruption types and sources was observed with regard to outcomes of interruptions. Nonwork interruptions predicted higher family-to-work interference, emotional exhaustion, and lower performance. Notably, these relationships varied meaningfully across specific interruption-type/outcome combinations, highlighting the value of differentiating interruptions by type. Work-based interruptions-especially intrusions and multitasking-were associated with higher work-family interference and emotional exhaustion, as well as lower performance. The results of this study provide valuable insights to help understand and, ultimately, improve work experiences in the midst of the COVID-19 pandemic while also contributing to the broader literatures on interruptions and remote work. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: A dynamic, role-based perspective on the adaptive nature of personality during the transition from the role of employee to that of leader is introduced, arguing that during such role transitions, individuals will experience increases in job role demands, a crucial manifestation of role expectations, which in turn may foster growth in conscientiousness and emotional stability.
Abstract: Organizational research has predominantly adopted the classic dispositional perspective to understand the importance of personality traits in shaping work outcomes. However, the burgeoning literature in personality psychology has documented that personality traits, although relatively stable, are able to develop throughout one's whole adulthood. A crucial force driving adult personality development is transition into novel work roles. In this article, we introduce a dynamic, role-based perspective on the adaptive nature of personality during the transition from the role of employee to that of leader (i.e., leadership emergence). We argue that during such role transitions, individuals will experience increases in job role demands, a crucial manifestation of role expectations, which in turn may foster growth in conscientiousness and emotional stability. We tested these hypotheses in two 3-wave longitudinal studies using a quasi-experimental design. We compared the personality development of 2 groups of individuals (1 group promoted from employees into leadership roles and the other remaining as employees over time), matched via the propensity score matching approach. The convergent results of latent growth curve modeling from the 2 studies support our hypotheses regarding the relationship between becoming a leader and subsequent small, but substantial increases in conscientiousness over time and the mediating role of job role demands. The relationship between becoming a leader and change of emotional stability was not significant. This research showcases the prominence of examining and cultivating personality development for organizational research and practice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: In this paper, the authors developed and validated machine learning models within (using nested cross-validation) and across three separate samples of mock video interviews (total N = 1,073).
Abstract: Organizations are increasingly adopting automated video interviews (AVIs) to screen job applicants despite a paucity of research on their reliability, validity, and generalizability. In this study, we address this gap by developing AVIs that use verbal, paraverbal, and nonverbal behaviors extracted from video interviews to assess Big Five personality traits. We developed and validated machine learning models within (using nested cross-validation) and across three separate samples of mock video interviews (total N = 1,073). Also, we examined their test-retest reliability in a fourth sample (N = 99). In general, we found that the AVI personality assessments exhibited stronger evidence of validity when they were trained on interviewer-reports rather than self-reports. When cross-validated in the other samples, AVI personality assessments trained on interviewer-reports had mixed evidence of reliability, exhibited consistent convergent and discriminant relations, used predictors that appear to be conceptually relevant to the focal traits, and predicted academic outcomes. On the other hand, there was little evidence of reliability or validity for the AVIs trained on self-reports. We discuss the implications for future work on AVIs and personality theory, and provide practical recommendations for the vendors marketing such approaches and organizations considering adopting them. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
TL;DR: It is found that perceived pregnancy discrimination indirectly relates to increased levels of postpartum depressive symptoms for the mothers, and lower birth weights, lower gestational ages, and increased number of doctors' visits for the babies, via perceived stress of the mothers during pregnancy.
Abstract: Over the last decade, more than 50,000 pregnancy discrimination claims were filed in the United States (United States Equal Employment Opportunity Commission [U.S. EEOC], 2018a). While pregnancy discrimination claims remain prevalent, research examining the effects of pregnancy discrimination on the well-being and health of working mothers and their babies is lacking. As such, we aim to examine the role of perceived pregnancy discrimination in the workplace on health outcomes for mothers and their babies via mother's stress. We draw on the occupational stress literature and medical research to propose that perceived pregnancy discrimination indirectly relates to mother and baby health via the mother's perceived stress. In our first study, we examine the effects of perceived pregnancy discrimination on mothers' postpartum depressive symptoms via perceived stress. In our second study, we replicate and extend our first study and examine the effects of perceived pregnancy discrimination on mothers' postpartum depressive symptoms and babies' gestational age, Apgar scores, birth weight, and number of doctors' visits, through the mechanism of perceived stress. We find that perceived pregnancy discrimination indirectly relates to increased levels of postpartum depressive symptoms for the mothers, and lower birth weights, lower gestational ages, and increased number of doctors' visits for the babies, via perceived stress of the mothers during pregnancy. Implications for theory and practice, limitations, and future research are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).