Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Heightening the quality of employee voice has been recognized as an important way to improve organizational effectiveness. However, previous studies have mainly focused on how to promote employees’ voice participation and quantity of voice, while ignoring the most essential issue - voice quality. To solve this problem, the present study aims to systematically research voice quality, including the connotation, measurement and antecedents of employee voice quality. The first study defines the connotation of employee voice quality based on grounded theory, and develops a scale of employee voice quality. The second study, drawing on implicit voice theory, explores the theoretical mechanisms linking leader and employee critical thinking to employee voice quality on both team and individual levels. This paper makes theoretical contributions by developing an employee voice quality framework and expanding the application of critical thinking and implicit voice theory.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Consumers in real world sometimes face situations in which information about unavailable products is still present in the decision contexts. For example, consumers may find that certain options are sold out and thus marked by an out-of-stock stamp in such a way that consumers can still examine their attributes information. Traditional models of consumer choices have assumed that the addition of an unavailable alternative to a choice set has no impact on the shares among the original alternatives. However, recent studies on asymmetrical dominance choice sets suggest that adding an alternative that asymmetrically dominates a targeted alternative and is declared to be unavailable increases preference for the target in the original choice set. Three categories of theories, range-weighting, similarity-substitution and relative-advantage, have been used to explain the phenomenon.Despite prior research interest in extending attraction effect in unavailability context, little is understood about how unavailable options influence preferences among available options in other choice settings. Dominant literature have advocate for the preference for the compromised option in a three-option set. Thus, it is typical that the unavailable option is the compromised one. The above three explanations all fail to predict the preference on the remaining options in this situation.We propose that consumers are experiencing increasing decision difficulty or feeling greater conflict deciding in the unavailable compromise set than in the two-option set, and thus are likely to alleviate this negative task-related emotion by engaging in conflict-reducing heuristics. In particular, if choice of the compromise option that is associated with smallest maximum error or likelihood of being criticized is impossible, consumers forced to make difficult trade-offs among extremes are likely to rely more on the unambiguous attribute in the evaluations, because unambiguous outcome is associated with a lower likelihood of criticism. Thus, consumers seek to guarantee (avoid) advantages (disadvantages) of their selected option in precision rather than in ambiguity. Based on findings that attributes in quantitative nature (e.g., price) are easier to trade-off than attributes (e.g., quality) in qualitative nature, we predict that the relative preferences for low-quality, low-price option which has a precise and certain advantage will be stronger in presence than in absence of an unavailable intermediate option.Study 1 establishes that the addition of an unavailable compromise option into a two-option local set can increase the relative share of the cheaper option. In Study 2, we demonstrate that the degree to which the quality advantage (disadvantage) can be ambiguously evaluated moderates this effect. When the value of quality becomes less ambiguous to evaluate (providing experts’ quality evaluations, Study 2A) or more ambiguous to evaluate (describing product quality by a range of performance, Study 2B), the effect that the cheaper option fares better in the unavailable middle option set attenuates or strengthens. Study 3 further examines the underlying mechanism by testing the moderating effect of consumer product knowledge, and the mediating effect of decision conflict. We conclude with a discussion of the theoretical and managerial implications.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Based on conservation of resources (COR) theory, this paper examines how and when employee mindfulness influences spouse family satisfaction and work engagement. It proposes that employee mindfulness as an important resource is positively related to spouse family satisfaction and work engagement by strategic emotional connecting display. Meanwhile, COR theory suggests that threats to resources would urge individuals to protect rather than consume the remaining resources. Thus, this study considers spouse family negative emotional expression as a moderator in the relationship between employee mindfulness and employee strategic emotional connecting display. We collected data from front-line employees in a commercial bank in Northern China and their spouses by experience sampling methodology. At Time 1 (one week before the start of the daily surveys), we invited 129 front-line employees to offer demographic information. We also asked their spouses to provide demographic information and rate the variable at the between-person level (i.e., family negative emotional expression). During 10 workdays, we invited participants to rate the variables at the within-person level. At 9 a.m., spouses received a link to assess their work engagement. At 8:30 p.m., employees and their spouses received a link respectively. Employees rated their mindfulness and strategic emotional connecting display, and spouses were asked to rate their family satisfaction. The final valid sample consisted of 114 employees and 114 their spouses. Mplus 8.0 and the bootstrap technique were used to test our hypotheses. As hypothesized, our study found that employee mindfulness was positively and significantly related to employee strategic emotional connecting display. Employee strategic emotional connecting display was positively and significantly associated with spouse family satisfaction and work engagement in the next morning. Additionally, employee strategic emotional connecting display mediated the effects of employee mindfulness on spouse family satisfaction and spouse work engagement in the next morning. Moreover, spouse family negative emotional expression moderated the positive relationship between employee mindfulness and employee strategic emotional connecting display. That is, when spouse family negative emotional expression was higher rather than lower, the positive relationship between employee mindfulness and employee strategic emotional connecting display was weakened. The moderated mediation model was also supported such that the indirect effects of employee mindfulness on spouse outcomes (i.e., family satisfaction and work engagement in the next morning) via employee strategic emotional connecting display were weakened when spouse family negative emotional expression was higher rather than lower. This study contributes to the mindfulness literature in multiple ways. First, our study enriches the interpersonal effects of mindfulness literature and advances research on the work-family interface by linking employee mindfulness to spouse work and family outcomes. Second, this study opens the “black box” between employee mindfulness and spouse outcomes by exploring the mediating mechanism of strategic emotional connecting display. This study also extends the antecedent of strategic emotional connecting display and enriches the nomological network of this construct. Third, this study explores the moderating role of spouse family negative emotional expression, which responds to the call of the previous studies and enhances our understanding of the boundary conditions of the effects of employee mindfulness. Finally, by adopting experience sampling methodology, this study can obtain a large number of ecological data sets to capture the dynamic nature of relationships in the model. In addition to the theoretical contributions, this study also provides useful guidance for management practice.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： In recent years, scholars have gradually realized that proactive behavior is a self-regulatory process including not only overt behavioral element (i.e., enacting) but also covert behavioral elements (i.e., envisioning, planning, and reflecting). However, previous research on proactive behaviors focused only on the influence of overt behavioral element on a variety of individual and organizational outcomes but neglected the influence of covert behavioral elements and the synergistic effect of all elements in a proactive process. It leads to an incomplete understanding of proactive behavior. To address this problem, we draw on a process perspective and a configural approach to investigate: 1) the configural effects of all behavioral elements (i.e., envisioning, planning, enacting, and reflecting) in a proactive process on employees' job performance and emotional exhaustion; 2) the impact of task context (i.e., environmental uncertainty) and social context (i.e., felt trust) on the configural effects of all behavioral elements; and 3) incremental effect of configuration membership on employees' outcomes after controlling for the unique effects of each element and individual difference (i.e., proactive personality and neuroticism).By using fuzzy set qualitative comparative analysis (fsQCA) and regression analysis, we conducted a longitudinal study to test our hypotheses and examine research questions. We examined the configural effects of all four elements on employees' job performance and emotional exhaustion, and then examined the impacts of task and social context and the incremental effect of these configurations. 426 full-time employees and their direct supervisors from an education and training company in China participated in a questionnaire survey and reported data at two time points two weeks apart. Supervisors reported their subordinates' job performance at time 2. The final sample size was 383.The findings reveal that: 1) a configuration with high level of enacting alone is not sufficient for generating high job performance; 2) a configuration with low (high) levels on all four elements is sufficient for producing low (high) job performance regardless of the level of environmental uncertainty; 3) when environmental uncertainty is high, a configuration with high level of envisioning, planning, and reflecting is sufficient for producing high job performance regardless of the level of enacting; 4) a configuration with high level of enacting and low level of envisioning, planning, and reflecting is sufficient for generating high emotional exhaustion; 5) when felt trust is high, a configuration with high level of envisioning, planning, and reflecting is sufficient for producing low emotional exhaustion regardless of the level of enacting; 6) in general, after controlling for the unique effects of each element and individual difference, the configuration membership can still predict employees' job performance and emotional exhaustion whereas elements in a proactive process cannot.Our research contributes to the literature on proactive behavior. First, our research presents a novel perspective on the process of proactive behavior. The process perspective of proactive behavior provides a fresh window onto why the consequences of proactive behaviors vary between employees and studies. Second, our research advances the understanding of proactive behavior by revealing the configural effects of four elements in a proactive process on employees' outcomes. Third, our research demonstrates the usefulness of a configural approach in studying process-related issues in proactive behavior research.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Extant emotional intelligence (EI) research has documented its intrapersonal benefits and has begun to examine its interpersonal effects. However, this line of research has primarily focused on the interpersonal effects of EI in the work context, while ignoring the potential influences from non-work domain. Considering employees’ family may have a spillover effect on their work behaviors, in this research, we propose that spouse EI will affect employees’ work engagement. Specifically, integrating effort-recovery model with the EI literature, we argue that spouse EI exerts a positive impact on employee work engagement through improving employees’ life well-being. Furthermore, we argue that employee gender alters the aboved relationships such that the positive interpersonal influences of spouse EI will be stronger among male employees than among female employees. We conducted two studies to examine the hypothesized model. In Study 1, we collected two-wave survey data from a large bank. At time 1, 126 employees and their spouses rated their own EI and provided their demographic information. At time 2, two weeks later, 126 employees evaluated their own life well-being and work engagement. The final valid sample consisted of 124 employee-spouse dyads. In Study 2, we collected three-wave survey data from an internet company. At time 1, 80 employees assessed their own EI and some control variables (i.e., leader EI, coworker EI, job demands, and job control); and their 80 spouses evaluated their own EI and provided their demographic information. At time 2, one month later, 78 employees rated their own life well-being. At time 3, another month later, 73 employees rated their own work engagement. The HR department of the company provided the archival data of employees’ demographic information. The final valid sample included 73 employee-spouse dyads. Regression analysis and bootstrapping technique were used to test the mediation, moderation, and moderated-mediation effects. In line with the hypotheses, two studies consistently showed that: (1) Spouse EI was positively related to employee life well-being; (2) Employee life well-being was positively related to employee work engagement; (3) Employee life well-being served as a mediator to transmit the effect of spouse EI on employee work engagement; (4) Employee gender moderated the relationship between spouse EI and employee life well-being such that when employees were male, the positive effect of spouse EI on employee life well-being was stronger; (5) Employee gender also moderated the indirect effect of spouse EI on employee work engagement via employee life well-being such that the indirect effect was stronger among male employees than among female employees. Our theoretical contributions are threefold. First, our research has deepened our understanding on EI, as it is among the first to establish a link between spouse EI and employee work engagement and supports the interpersonal effects of EI from the family to the work domain. Second, our research identifies employee life well-being as a key mediator that explains how spouse EI affects employee work engagement. Third, our research highlights the role of employee gender and unravels the conditions under which spouse EI exerts more or less effects on employee work engagement. Practically, our research offers implications to improve employee life well-being and work engagement through improving spouse EI, especially wife EI.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Currently, workaholic leaders are prevalent in the workplace, and the relevant research has substantially increased. However, regarding the effectiveness of leader workaholism, researchers have found inconsistent and even contradictory results. In addition, prior research has mostly centered on the effects of leader workaholism at the employee or firm level while ignoring its impacts at the team level. To address these gaps, the current research aims to investigate the double-edged sword effects of leader workaholism on team performance. Based on social information processing theory, we propose that leader workaholism influences team performance through two distinct mechanisms: on the one hand, leader workaholism enhances team job involvement, which has a subsequent positive effect on team performance, and on the other hand, leader workaholism induces team negative affect, which in turn negatively influences team performance. In addition, we also expect that team task significance can mitigate the negative effects and enhance the positive effects of leader workaholism. We conducted a multitime, multisource questionnaire survey on a property management company in China. Before collecting the data, all participants were assured that their responses would be confidential and used only for academic research. In Wave 1, the team leader rated his or her workaholism, and team members rated team task significance. In Wave 2 (one month later), team members were asked to complete the questionnaire containing questions on team job involvement and team negative affect. In Wave 3 (one month after Wave 2), general managers were invited to evaluate each team’s performance. The three rounds of data collection resulted in 105 matched team leader-team member responses (105 team leaders, 512 team members), with a 69.08% overall response rate for team leaders and a 61.03% overall response rate for team members. Before testing the hypotheses, we conducted a measurement model assessment to verify whether the manifest variables could accurately measure the theoretical constructs. Then, we performed a path analysis through Mplus 7.0. The results showed that leader workaholism was positively related to team job involvement, resulting in higher team performance. However, leader workaholism also heightened team negative affect, thus decreasing team performance. Moreover, team task significance moderated the above two mediating paths. Specifically, when team task significance was higher, the negative mediating effect of team negative affect was attenuated, and the positive mediating effect of team job involvement was enhanced. The current research makes essential theoretical contributions and has practical implications. First, this study is among the first to examine the relationship between leader workaholism and team performance, answering the call for more research on the effects of leader workaholism at the team level (Clark et al., 2016). Second, based on social information processing theory, we examine two mechanisms through which leader workaholism affects team performance and demonstrate the coexistence of opposite effects in this process, which is helpful for understanding the complicated relationship between leader workaholism and team performance. Third, we elaborate on the moderating role of team task significance, which provides important insights about the contingency factors that shape the effectiveness of leader workaholism. Practically, we suggest that organizations take a dialectical perspective to consider the role of leader workaholism in team management and adopt selection procedures to identify qualified managers.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： The fundamental issue regarding the difference between humans and animals has puzzled researchers in a broad range of academic fields and specializations. The ability to trade, which symbolizes the progress of human civilization, may be regarded as an important distinction between humans and animals. To sustain a trading activity, people need to deal with the possible issues of long-distance delivery (spatial choice), delayed delivery (intertemporal choice), and unfulfilled delivery (risky choice) in the exchange of goods. These choices of different domains were well represented by the tangible (outcome) and intangible (probability/time/space) dimensions. Normally, the family of compensatory rules assumes that choice should be reached by comparing options which have been converted into the same units of quantity (Overall Payoff A vs. Overall Payoff B) in a way of “translating intangible elements into tangible ones” algorithm. Whereas, the family of non-compensatory rules assumes that choice should be reached by directly comparing values measured using different units of quantity (∆OutcomeA,B vs. ∆ProbabilityA,B/∆DelayA,B/∆SpaceA,B) in a way of “pitting intangible elements against tangible ones” rule. To test whether human beings have the potential to deal with the intangible dimensions of the data, the present paper attempts to obtain evidence to support the “pitting intangible elements against tangible ones” rules from a variety of decision tasks, which were formed by combing both tangible and intangible dimensions. Study 1 aims to examine whether outcome difference between options and the probability/time/space difference between options were directly compared in three choice domains by using the eye-tracking technique. Our findings show that, from the group-level, decision makers perform a consistent dimension-based search pattern in the three domains, indicating that the decision processes are more dependent on a way of intra-dimensional comparison. From the individual-level, the vast majority of participants were classified as decision makers who using dimension-based strategy. Moreover, the two index we constructed, difference in gaze duration and difference in saccades frequency, could significantly predict the behavioral choice shift. Those results provide supporting evidence for dimensioned-based strategy in three choice domains. However, Study 1 is still unable to answer the further question of whether the final decisions are reached through a process of comparing the eye movement information of ∆OutcomeA,B with ∆ProbabilityA,B/∆DelayA,B/ ∆SpaceA,B. Study 2 therefore borrows a Visual Analog Scale to further examine whether the ∆OutcomeA,B and ∆ProbabilityA,B/∆DelayA,B/∆SpaceA,B were treated in an equate-to-differentiate way in reaching the final decisions in three domains. Our findings indicate that the decisions can be made by the way of “intra-dimensional difference evaluation” prescribed by equate-to-differentiate theory. The current paper provides supportive evidence for the comparison rule of “pitting intangible elements against tangible ones” and break a new ground different from the “translating intangible elements into tangible ones” algorithm. Future studies may consider the development of a general model to explain the choices of three different domains.
Subjects: Psychology >> Social Psychology submitted time 2018-09-07 Cooperative journals: 《心理学报》
Abstract： 本文探讨了在网络公益背景下默认选项金额对个人捐赠意愿的影响及其心理机制。通过4个实验, 本文发现在网络公益平台中将默认选项设置为高金额会显著地减少个人的捐赠意愿, 而感知被操控在该影响过程中起到了中介作用。具体而言, 当公益机构将默认选项的金额设置为高金额(vs. 低金额)时, 人们的被操控感知增强, 进而捐赠意愿降低, 产生了默认效应的反作用。此外, 个体道德认同水平在这一影响中发挥了调节作用。当个体道德认同水平较低时, 高金额默认选项(vs. 低金额默认选项)会降低其捐赠意愿, 而对于道德认同水平较高的个体而言, 他们的捐赠意愿在高/低金额默认选项时不存在显著差异。研究结论推进了默认效应在捐赠决策领域的理论研究, 同时对于当前快速发展的网络公益平台进行捐赠金额的设置具有重要的实践意义。
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