Subjects: Psychology >> Management Psychology submitted time 2024-06-05
Abstract： Family and work are essential domains of most adults’ daily lives in the modern era. Family-work conflict is “a form of inter-role conflict in which role pressures from the work and family domains are mutually incompatible in some respects.” Although the negative consequences of family-work conflict have featured prominently in the literature, scholars have insinuated that it may yield positive work behaviors. However, there is little empirical evidence demonstrating the positive results of family-work conflicts and the mechanisms for such functional consequences. To address this theoretical gap, we drew upon the identity maintenance perspective and hypothesized that employees who experience family-work conflict perceive a loss of job performance and desire to maintain work identity, which, in turn, facilitates employees’ work effort and considers reducing family hours.
We conducted three studies to test our hypotheses. In Study 1, a recall experiment was conducted to test the causal effect between family-work conflict and perceived job-performance loss. We recruited 200 participants through Credamo platform. Family-work conflict was manipulated by asking participants to recall their experiences. The results support the causal relationship between family-work conflict and perceived job-performance loss. In Study 2, we confirmed the conclusion through a between-participant scenario experiment. We recruited 232 full-time employees from southern China. When the test was administered, the participants were randomly assigned to one of the two experimental conditions: a high family-work conflict (N = 120) and a low family-work conflict (N = 112). Subsequently, the participants were required to read and describe the scenario and its content, respectively. They then completed the manipulation check of family-work conflict, reported their perceived job-performance loss and work-effort intention, and considered reducing family conflict. In Study 3, we conducted a multi-wave field study with 786 dyadic data points from 100 employees. At Time 1, the employees were asked to report their demographic information. At Time 2, the employees completed three reports daily for 10 consecutive days. In the first report, the employees rated their affectivity, overnight sleep quality, and family-work conflict. The second and third reports focused on perceived job-performance loss, work effort, and reducing family hours.
Confirmatory factor analysis, regression analysis, bootstrapping, and Monte Carlo methods were used for data analysis. The results showed that family-work conflict was positively associated with perceived job-performance loss. Employees’ perceived job-performance loss increases their work efforts and reduces family hours. Gender also moderated the positive effects between family-work conflict and perceived job-performance loss; this relationship was stronger for male employees. Furthermore, family-work conflict has a conditional, positive indirect effect on work effort and considers reduced family hours through perceived job-performance loss, such that the indirect effects are stronger for male employees than for female employees.
This study extends the theory and research on family-work conflict in three ways. First, we complement and extend the family-work conflict research by revealing the positive effects of family-work conflict on employee work behaviors. The existing literature generally emphasizes that family-work conflict is detrimental to work. This study challenged conventional wisdom and provided a more balanced and dialectical understanding of the relationship between family-work conflict and work behavior. Second, we enrich the empirical research on the conditional effect of identity maintenance by providing evidence that gender is a significant factor influencing the process of identity maintenance. Third, we draw upon identity maintenance theory to explore the mechanism of family-work conflict to stimulate employees’ identity maintenance process. We further revealed a new explanatory mechanism of the relationship between employees’ family-work conflict and behavioral outcomes.
Subjects: Psychology >> Management Psychology submitted time 2024-05-19
Abstract： The effectiveness of controversial narcissistic leadership has not yet reached a consensus. Based on the conservation of resources theory, this study conducted a meta-analysis of 73 independent empirical studies in 67 articles to explore and verify whether, when, and how narcissistic leadership is ‘Woe-fortune interdependence’. The research shows that: (1) Although the overall effect of narcissistic leadership is negative, it has a two-sided effect, that is, the leadership style will increase the pressure of subordinates and inhibit their work attitudes, behaviors and performance, but it will promote their innovation. (2) Industry type, organizational attributes, employee category, employee education and measurement tools have a moderating effect. That is, narcissistic leadership is more harmful to manufacturing (vs.services), for-profit organizations (vs.non-profit organizations), non-knowledge workers (vs.knowledge workers) and low-educated employees, and the use of Hochwarter and Thompson scale (vs.NPI-16 scale) to measure narcissistic leadership, the negative impact is stronger. (3) The two-sided effects of narcissistic leadership are stably realized through employees’ psychological safety (negative effect) and creative self-efficacy (positive effect). The research provides a basis for giving full play to the effectiveness of narcissistic leadership.
Subjects: Psychology >> Management Psychology submitted time 2023-06-29
Abstract： This paper aims to examine the relationship between high-performance work systems and employee well-being and to test the moderating effect of cultural and industry differences on the relationship by conducting a meta-analysis based on data from 55 independent studies in 53 research papers with a total study sample size of 51,750. The results indicate that: （1）. High performance work system has significant positive effect on all dimensions of employee well-being. i.e., a "consistent effect" rather than a "contradictory effect". （2）. Cultural contexts moderated the relationship between high-performance work systems and employee well-being. The positive association between employees' perceived high-performing work systems and subjective well-being, psychological well-being, and health well-being in the high power distance and collectivist cultural context was significantly stronger than that of employees with low power distance and individualistic tendencies. （3）. The industry in which the employees serve has a significant moderating effect on the relationship between perceived high-performing work systems and employee well-being. The positive association between high-performing work systems and subjective well-being was stronger for employees in the health care service industry than in the production service industry; however, the positive association between perceived high-performing work systems and health well-being was lower for employees in the health care service industry than in the production service industry. The findings suggest that the academic community should re-understand and examine the value of high-performance work systems.
Subjects: Psychology >> Management Psychology submitted time 2022-02-24
Abstract：
The eye-tracking technique has been widely used in behavioural decision-making research owing to its advantages: 1) does not interfere with the decision-making process, 2) collects information objectively and 3) provides accurate and rich process data. To reveal the causality between eye movement and decision-making, gaze manipulation could be utilized to examine whether shifting visual attention can alter choice behaviour. Gaze manipulation is classified into two types: exogenous manipulation and gaze-contingent manipulation. This paper reviews studies on gaze manipulation in decision-making, introduces the basic methods and principles of gaze manipulation, and discusses the common manipulation indexes. Additionally, this paper compares the advantages and disadvantages of the two basic methods. Future research from different fields should benefit from fully considering individual preference and choice strategy differences in decision-making, and integrating gaze manipulation with computational modelling or other methods to enrich the manipulation indexes.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2021-11-26
Abstract： "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2021-08-13
Abstract： "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2019-03-29
Abstract： The study reported here is based on our thorough review on 97 articles published in English before May, 2018 as a result of our extensive literature searches. Based on the core hypotheses of the self-determination theory and applying the theoretical framework of “environment - basic psychological needs - work motivation - outcome,” we systematically analyzed and summarized the current streams and future directions of research on the causes and outcomes of work motivation. Our research reveals that employees’ basic psychological need satisfaction and autonomous motivation as intermediary variables can explain the positive impact of autonomy-supportive working environment, and employees’ individual characteristics on their work behavior, attitude, and mental health. Future research focuses that we are proposing include: (1) specific factors of controlled working environment and their impact on employees’ basic psychological need satisfaction and thwarting, controlled motivation, amotivation, work behavior, attitude, and mental health, (2) mediators and moderators of different motivation types and their effect on employee performance, behavior and attitude, and (3) impacts of external rewards, including pay and performance-based bonuses, on employees’ work motivation, basic psychological need satisfaction, performance, and mental health as well as the boundary conditions of these effects. "
Hits
YES
Hits
Downloads
Comment