Subjects: Psychology >> Management Psychology submitted time 2023-07-17
Abstract： With rapidly changing information, the long-term stability of organizations urgently requires continuous feedback on critical information and effective solutions related to the market and business front lines. As a result, the continuity of employee suggestion is becoming increasingly vital. The majority of existing literature focuses on how to motivate employee voice behavior, but there is a lack of understanding of how to motivate employee subsequent voice behavior. This study, inspired by the phenomenon, first summarizes effective voice behavior practices in local firms and explores the concept and dimensions of “voice behavior oriented human resource practice”. The study then investigated the varied moderating effect of voice behavior-oriented human resource practice in two phases, based on the two-stage model of "initial induction" and "follow-up reflection" of employee subsequent behavior from the perspective of actors. Finally, the case study is used to reveal the multi-stage dynamic evolution process of voice behavior oriented human resource practice that promotes employee subsequent voice behavior. The findings of this study are likely to improve the understanding of how to inspire subsequent employee voice behavior, and provide implications for employee voice behavior practice in local firms.
Subjects: Psychology >> Cognitive Psychology Subjects: Psychology >> Applied Psychology submitted time 2023-03-17
Abstract：
Accumulating evidence suggests that non-invasive brain stimulation (NIBS) techniques can effectively intervene in the emotion regulation processes and down-regulate negative emotions. Summarizing the effects and applicability of NIBS for emotion regulation interventions is of great significance for enriching existing emotion regulation theories and promoting translational research. Through literature review, we found that when NIBS is used for modulating emotion regulation, a top-down change of brain circuits occurs, thereby producing a positive effect on explicit and implicit emotion regulation. Also, NIBS may improve psychiatric disorder symptoms by improving the emotion regulation processes. The existing problems are as follows: First, findings are mixed due to the heterogeneity. Second, the neural circuit mechanisms underlying the NIBS effects remain unclear, and measurements of emotion regulation effects must be enriched. In addition, previous NIBS protocols have problems like poor localization accuracy, weak effects due to the single-session stimulation, unable to fulfill new needs, and inevitable side effects. Accordingly, future studies could provide comprehensive quantitative summaries for existing literature, optimize the cortical target with the help of neuronavigation techniques, investigate the changes in the brain neural circuit when applying NIBS in explicit and implicit emotion regulation, and measure the NIBS effect with the combination of subjective experience, physiological indexes, and neural characteristics. In the future, we believe that the multi-target NIBS protocols, a combination of hyperscanning and NIBS, and NIBS-neurofeedback techniques can effectively improve the validity of the study, providing insights for relevant translational research and clinical therapeutics.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Cognitive Psychology submitted time 2021-07-23
Abstract： " "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2021-05-31
Abstract： Against the backdrop of fierce competition in the workplace, conflicts of interest and interpersonal frictions in enterprises occur frequently. With cold violence increasingly prevalent, workplace ostracism raises extensive concern for its frequent occurrence, invisibility, and long-term hurtfulness. Compared to Western society, the traditional tolerance and restraint of Chinese culture intensifies the hurtfulness to those who are ostracized. Additionally, the fuzzy work-family boundary of Chinese culture displaces this hurtfulness onto their family through their emotions, attitudes, and behavior, which impairs their lives and future work. Previous studies have found that workplace ostracism has negative effects on the inner workings of an organization from the perspectives of psychology, attitude, behavior, and performance. However, the spillover effect of workplace ostracism on organizations is rarely discussed. Compared with Western society, Chinese employees maintain relatively vague boundaries between work and family, and the bad experiences of employees in the workplace are more likely to spillover to the family field through employees’ psychological and emotional states, thus affecting their family life and follow-up work. Based on the conservation of resources theory, this paper discusses the spillover effect of workplace ostracism on family undermining and family satisfaction from the perspectives of decreasing positive spillover and increasing negative spillover. Individuals feel threatened and stressed when they lose resources. In light of this, this study constructs and verifies the mediating effect of work stress between workplace ostracism and family undermining and family satisfaction. Furthermore, this study also verifies the boundary effect of individual need for affiliation and work-home segmentation preference in spillover. Two samples were collected to test the hypotheses. For the first sample, we collected the data at three timepoints with one-month intervals from 16 tourism-service enterprises in Guizhou and Shandong provinces. A total of 264 effective questionnaires were returned. For the second sample, with a one-week interval, the survey was administered to five tourism-service enterprises in Guizhou province, and the final sample consisted of 239 effective questionnaires. We employed hierarchical multiple regression and bootstrapping analyses to test the hypotheses. The results indicated the following: (1) workplace ostracism had a positive effect on family undermining and a negative effect on family satisfaction; (2) workplace stress mediated the relationship between workplace ostracism and family undermining and family satisfaction; (3) need for affiliation positively moderated the effect of workplace ostracism on work stress, while moderating the indirect influence of workplace ostracism on family undermining and family satisfaction via work stress; (4) work-home segmentation preference moderated the effect of work stress on family undermining and family satisfaction, while moderating the indirect influence of workplace ostracism on family undermining and family satisfaction via work stress. This study has several theoretical and practical implications. Based on the conservation of resources theory, this study demonstrates an increase in negative spillover and a decrease in positive spillover; moreover, this study maps the antecedent variables of family undermining and family satisfaction in the workplace. Furthermore, this study shows that work stress is a key transmission mechanism by which workplace ostracism penetrates the work-family interface and causes a spillover effect, which is a response to the a calling for disclosing “the black box” of the spillover effect of workplace ostracism. Finally, by constructing a moderated mediation model and investigating the influence of workplace ostracism on individuals with a unique need for affiliation and work-home segmentation preference, this study specifies the boundary conditions of the spillover effect for workplace ostracism and contributes valid evidence for the conservation of resources theory. In practice, our study can help service enterprises and their managers to understand the spillover effect of workplace ostracism on the family domain more accurately, and to reduce the negative impact of workplace ostracism by taking effective measures, such as building a harmonious, tolerant, and friendly organizational cultural atmosphere.
Peer Review Status:Awaiting Review
Hits
YES
Hits
Downloads
Comment