Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Counterproductive work behavior refers to the intentional damage by employees in the workplace which may impair the legitimate rights and interests of stakeholders as well as the organization. Based on 100 papers from the top 13 international journals in the field of management and psychology, we systematically make a particular review of counterproductive work behavior in terms of research perspective, research content and research design. This review indicates that the research perspective consists of four theories, which are trait-based approach, social exchange theory, social cognitive theory and frustration-aggression model. It has showed a multiple perspective and interdisciplinary trend. Based on a personality trait-based model of job performance, we build an interactive integration model of person and context to discuss dependent variables, moderators and mediators of counterproductive work behavior. The majority researches are quantitative, and the research scales show high consistency. We also find the research design is normative and researchers have paid much attention to multiple methods and measures. Finally, we carry through pertinence evaluation and provide useful expectation for future research.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： The increasingly rigid traditional management methods, diversified interest demands of the new generation of employees, and frequent labor conflicts in enterprises have led to the decline of grass-roots labor unions in labor relations in China, and thus fell into the dual dilemma of organizations' reluctance to invest and employees' active abandonment. Based on the perspective of "instrument-emotion" dual path and the logical framework of "context-cognition", we intend to answer the important question of "whether strengthening the practical utility of labor unions can bring returns to enterprises" theoretically and empirically. Specifically, it explores whether instrumental/affective labor union practices can improve employees' sense of well-being at work by alleviating labor conflicts through the cross-level research method of measuring labor union practices at the organizational level and individual level respectively, and further studies the boundary conditions on this chain. We believe that it could reveal the substantial value of grass-roots trade unions in realizing win-win between labor and capital and their effect on employee well-being. It is not only an ethical response to the "conscientious research" of management science, but also an important strategy to strengthen the construction of grass-roots trade unions.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Knowledge hiding refers to the behavior of individuals in an organization who deliberately conceal or willfully cover up the knowledge that has been requested by colleagues, including delay concealment, playing dumb, and reasonable hiding. Knowledge hiding is not conducive to the generation of knowledge sharing behavior among individuals, and it is a counterproductive behavior in the field of knowledge, which has a serious disruptive effect on the organizational effectiveness. In response to this problem, based on the regulatory focus theory, this paper proposes to explore the psychological mechanism and the boundary condition of knowledge hiding at the individual and team level by exploring the dimension structure of status motive and developing measurement tools from the dynamic perspective to deepen the understanding of the regularity of knowledge hiding and help the organization to deal with knowledge hiding more efficiently.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Organizational retaliation behaviors, defined as employees' retaliatory behaviors towards the organization and its agents due to unjust treatment of employees, are prevalent in workplaces. A systematic review of the literature identifies several prominent research gaps, such as a lack of integrated framework and ignorance of theoretical mechanisms. This study proposes new underlying mechanisms and enriches the related literature by focusing on the dimensions of perceived justice complexity and perceived justice subject. Future research can further explore other possible mechanisms by integrating self-control, emotions, and resources theoretical perspectives from the angle of observers.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Negative workplace gossip (NWG) occurs when one organizational member (the gossiper) engages in informal and negative evaluative communication with another member(s) (the gossip recipient) about an absent third member(the target), and in recent years researchers have begun to focus on the effects of NWG on the behaviors of the targets. Despite the burgeoning number of studies that have explored the relationship between NWG and the targets' behaviors and its intermediate mechanisms, the explanatory perspectives of these intermediate mechanisms are fragmented and the relationships among them are not yet clear. At the same time, there are some inconsistencies in the findings on the relationship between NWG and the targets' behaviors, for example, some studies found that NWG led to a decrease in positive behaviors and an increase in negative behaviors among the targets, while others studies found that NWG increased positive behaviors and eliminated potential negative behaviors among them.To clarify the relationship between NWG and the targets' behaviors, this study constructs a cognitive-emotional explanatory mechanism for NWG affecting the targets' behaviors based on the cognitive-affective personality system theory, and explores the role of the attributes of NWG perception and cultural differences in reconciling the contradictory findings of the relationship between NWG and the targets' behaviors. We assume that NWG can influence the behaviors of the targets through their positive interpersonal perceptions and positive affective experiences, and the differences in the perceived attributes of NWG and cultural differences may moderate the relationship between NWG and the behaviors of the targets. Then, We searched for studies related to NWG and obtained 51 empirical articles(including 61 studies, 198 effect values, 21549 samples) that met the requirements after screening, and validated the above conjectures by a two-stage structural equation modeling meta-analysis approach.The results of the meta-analysis indicated that NWG was significantly and negatively related to the targets' positive behaviors (ρ = -0.18, p < 0.001). Positive interpersonal perceptions (indirect effect of -0.12, p < 0.001) and positive affective experiences (indirect effect of 0.01, p < 0.05) of the targets mediated the relationship between NWG and positive behaviors respectively. Specifically, NWG can reduce positive behaviors by undermining positive interpersonal perceptions of the targets, while increasing positive behaviors by damaging positive affective experiences of the targets (this is contrary to our previous hypothesis). Further analysis of the moderating effect showed that the attributes of NWG perception of the targets moderated the relationship between NWG and positive behaviors (QB = 59.15, p < 0.001), when targets perceived that they have been negatively gossiped, they will show fewer positive behaviors, but when they perceived that they are about to be negatively gossiped, they will show more positive behaviors; Cultural differences also moderated the relationship between NWG and positive behaviors (QB = 38.55, p < 0.001), in the context of Eastern culture, NWG has a stronger negative influence on the targets' positive behaviors than in the context of Western culture. The above findings suggest that NWG has both negative and positive effects on the targets' behaviors, which has certain implications for both research and management of NWG. From a theoretical perspective, this study examined the mediating mechanisms of NWG influencing the targets' behaviors through a structural equation modeling meta-analysis approach, which helps to open the black box of how NWG influences the targets' behaviors. In addition, this study also examines the moderating effects of the attributes of NWG perception and cultural differences on the relationship between NWG and the targets' behaviors, which helps to reconcile the contradictory findings on this relationship. From a practical point of view, by playing the role of a listener, managers can obtain information that is not available through formal channels, and intervene timely to prevent NWG that is dysfunctional and may lead to negative consequences from causing a bigger organizational crisis; At the same time, managers can also use NWG to discipline potential anomie behaviors and guide employees to behave more positively.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Ethical leadership (EL) is a positive leadership style demonstrated to be effective in promoting employee performance. However, previous research has mainly focused on the cognitive perspective to explain the positive effects of ethical leadership on employee outcomes, and the role of emotion has received little attention. In this research, we advance this stream of research by taking into account employees’ implicit beliefs of ethical leadership (i.e., ethical leadership prototype, ELP). Specifically, drawing from the theoretical model of discrete positive emotions in the workplace and implicit leadership theories, this paper theorized and tested the mediating role of elevation on the relationship between ethical leadership and employee task performance and organizational citizenship behavior (OCB) moderated by employee ELP. We tested our hypotheses in a multi-source, multi-wave field study (Study 1). In Study 1, we tested our full theoretical model (i.e., H1 to H4) by collecting multi-wave and multi-source data from 193 leader-employee dyads. Empirical results in Study 1 only demonstrated the positive relationship between EL and employee elevation (H1) and the indirect relationship between EL and employee OCB via employee elevation (H2b). To replicate these empirical findings and test the moderating role of employee ELP further, we conducted two vignette experiments (Study 2 and 3). In Study 2 and Study 3, we recruited 400 and 200 participants from two online survey panels (i.e., the Sojump and the Credamo) and manipulated ethical vs. unethical leadership (Study 2) and high vs. low ethical leadership (Study 3). Experimental results in both studies replicated the positive relationship between EL and employee elevation (H1) and the indirect relationship between EL and OCB via elevation (H2b); in addition, the moderating effects of employee ELP on the relationship between EL and elevation (H3) and the indirect relationship between EL and OCB via elevation (H4b) were demonstrated. This research makes several theoretical contributions. First, this research contributes to our understanding of the process through which EL influences employee outcomes by identifying employee ELP as a crucial contingency. Second, by demonstrating the mediating mechanism of the positive moral emotion of elevation (with general positive affect being controlled), this research provides a finer-grained understanding of the affect-based mechanism for the effectiveness of EL. Third, by investigating when EL activates employee elevation, this paper enriches the knowledge of the antecedents of felt elevation. Finally, this paper extends implicit leadership theory by applying it to a specific leadership domain and highlighting the crucial role of ELP.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Although previous research has paid much attention to examining whether leader anger expression is effective in enhancing leadership effectiveness, the social consequences of employee anger expression are underexamined. Integrating the stereotype content model with implicit leadership theory, we propose that appropriate anger expression, compared with suppressed anger, has ambivalent effects on leader emergence by increasing coworkers' perceived competence of the expresser while decreasing coworkers' perceived warmth of the expresser. In addition, appropriate anger expression, compared with deviant anger expression, is theorized to positively affect leader emergence by increasing coworkers' perceived competence and warmth of the expresser. We further propose that apology after anger expression (anger apology) is likely to benefit leader emergence by repairing coworkers' perceived warmth of the expresser. We conducted two online scenario-based experiments (Study 1 and 3) and two field surveys (Study 2 and 4) to test our research hypotheses. In Study 1, we employed a two (type of anger expression: expressed vs. deviant) by two (anger apology: yes vs. no) between-subjects experimental design, with a silent anger condition (i.e., no anger expression and thus no anger apology) as the control group. The sample consisted of 279 full-time Chinese employees recruited via an online survey panel (Sojump.com). To replicate the findings in Study 1, we conducted a critical incident technique study (Study 2), with a sample of 200 full-time employees recruited via the same panel used in Study 1. Participants were asked to recall and describe a workplace incident of coworker anger expression and then to evaluate their perceptions of competence, warmth, and the likelihood of leader emergence of the expresser. To reconcile some controversial findings in the two studies, we conducted Study 3 (a sample of 354 full-time employees recruited online) to provide a more nuanced examination of the effects of different types of anger expression. Specifically, we employed a three (type of anger expression: muted anger, appropriate anger expression vs. deviant anger expression) by two (anger account: other-orientation vs. self-interest) between-subjects experimental design with an additional condition of silent anger. To further replicate our findings and enhance the external validity, we conducted a field study (Study 4) by collecting two-wave data from 248 full-time employees from a Western online survey panel (Prolific.com). In total, empirical results from four studies suggested that, compared with deviant anger expression, appropriate anger expression positively affects the likelihood of the expresser's leader emergence by enhancing observers' perceived competence and warmth of the expresser. However, the effects of appropriate anger expression, compared with anger suppression, were found to be contingent upon the type of anger suppression (silent vs. muted anger) and the cultural context (Chinese samples in Studies 1-3 vs. Western sample in Study 4).Moreover, anger apology was demonstrated as an effective relationship repair strategy that can increase observer perceived leader emergence of the anger expresser. These findings contribute to anger expression literature by shifting the focus from how leader anger expression affects leadership effectiveness to the social consequences of employees' anger expression on leader emergence. Additionally, we contribute to implicit leadership theory and the dual threshold model of anger by testing and extending their core theoretical arguments in the context of coworker anger expression in the workplace. Finally, we develop a new construct of anger apology and examine its compensating effects for anger expression, providing new avenues for future research on the social functions of anger expression.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： The framing of charity advertising is important for charitable fundraising and common prosperity. Previous research has identified different ways to classify charitable fundraising information from a static perspective (e.g., positive vs. negative framing, for-self vs. for-other framing). Differently, the current research focuses on the changing process and suggests to classify the fundraising information from a new perspective (i.e., emphasizing recovery vs. improvement). It was hypothesized that: 1) recovery-description focused on reducing loss while improvement-description focused on increasing gain; 2) uncontrollable events led people to focus on reducing loss while controllable events led people to focus on increasing gain; 3) fitting fundraising information and event controllability (i.e., the controllability of the cause of the event) through the focus (i.e., reducing loss vs. increasing gain) increased willingness to donate. One secondary data analysis and six experiments were conducted to demonstrated these hypotheses. Study 1 (i.e., secondary data analysis) confirmed that classify fundraising information by “recovery-improvement” framework is reasonable, and found that recovery-description (vs. improvement-description) and uncontrollable events (vs. controllable events) often appear together in reality. Study 2 adopted a one-factor (fundraising information: recovery vs. improvement) between-subjects design to conceptually replicate the above finding. The results showed that participants worte down more uncontrollable events (vs.controllable events) when recalling a charity advertisement emphasizing recovery (vs. improvement). Studies 3a and 3b using real and recalled fundraising information that generated from studies 1 and 2, respectively. Both of them adopted a one-factor (fundraising information: recovery vs. improvement) within-subject design to demonstrate H1. Participants reported that recovery-description (vs. improvement-description) tended to focus more on reducing loss rather than increasing gain. Study 4 adopted a one-factor (event controllability: uncontrollable vs. controllable) between-subjects design to demonstrate H2. Participants who encountered uncontrollable event (vs. controllable event) focused more on helping help-seekers to reducing loss (vs. increasing gain). Studies 1-4 showed that people encountering uncontrollable events focused more on reducing loss, which was also the focus of recovery-description; people encountering controllable events focused more on increasing gain, which was also the focus of improvement-description. Drawing on the regulatory fit theory, Studies 5a and 5b aimed at showing that matching fundraising information and event controllability through their regulatory focus contributed to willingness to donate. The results of these two studies showed that for uncontrollable events, recovery-description led to higher willingness to donate than improvement-description; for controllable events, improvement-description led to higher willingness to donate than recovery-description. This research is the first to propose and demonstrate the validity to classify fundraising information into recovery-description and improvement-description, which contributes to the comprehensive understanding of how charitable appeal makes an effect. Moreover, by demonstrating that the regulatory fit between fundraising information and event controllability increases willingness to donate, this research adds to the regulatory fit theory and offers practical strategies to increase personal donation.
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