Subjects: Psychology >> Management Psychology submitted time 2024-02-20
Abstract： With the digitalization and flattening of organizational management structures, the emergence of leadership has become increasingly pivotal in supporting organizational operational efficacy. Consequently, delving into the mechanisms governing leadership emergence within online work teams has become an imperative in contemporary management practices. While existing research extensively examines leadership emergence mechanisms in traditional contexts. However, there are significant differences exist between the online context and the traditional face-to-face context. The dynamics of interaction and communication differ considerably. Therefore, this study aims to analyze the mechanisms of leadership emergence in online work teams through the lens of communication styles. Employing grounded theory, we initially explore the salient features of virtual communication indicative of leadership potential. Based on the structural theory of communication style, we posit that leadership potential manifests in the identity, channel, and
interaction characteristics of virtual communication. Subsequently, we analyze the impact of identity characteristics through the lens of leadership identity construction theory, scrutinize channel characteristics utilizing a person-centered approach, and investigate the influence of interaction characteristics stemming from social network structures. The objective is to elucidate how these characteristics shape leadership emergence within online work teams. This study expands the theory of leadership emergence and provides a scientific basis for enterprises to make good use of digital media for effective management and communication.
Subjects: Psychology >> Management Psychology submitted time 2023-04-14
Abstract： The perceived overqualification refers to the subjective feeling that an individual thinks his qualification exceeds the actual need of the job he is engaged in. In today's organizations, the phenomenon of overqualification is common, and the influence of perceived overqualification has been widely concerned by scholars at home and abroad. However, previous studies mainly focused on the negative effects of the perceived overqualification at the individual level, and the exploration of its potential positive effects was a little insufficient, and ignored the attention to the perceived overqualification at the team level. Therefore, this study analyzes and explores the composition and influence of the perceived overqualification in the team context by combining composition approach and compilation approach. The research is mainly carried out in three aspects: first, to explore the positive impact of the composition of team perceived overqualification on team work output; Second, the cross-level positive influence of the composition of team perceived overqualification excess on individual work output is investigated. Third, the positive influence of individual’s perceived overqualification on work output is investigated under the condition of team differentiation of perceived overqualification. It’s expected to extend the research on the perceived overqualification in the team context to better guide the practice of enterprise management.
Subjects: Psychology >> Cognitive Psychology submitted time 2023-02-09
Abstract：
Improving facial attractiveness does help to attract attentional resources. However, the specific mechanisms how facial attractiveness affects the allocation of attentional resources remain unclear. The present study tries to investigate the effects of facial attractiveness on two types of processes: attention adhesion and attention capture. Attention adhesion refers to the difficulty of shifting attention away from the target, whereas attention capture refers to the process of the initial orientation of attention toward the target. The present study will use different visual search paradigms to measure the effects of facial attractiveness on these two different attentional processes. In particular, the current study will also distinguish top-down and bottom-up attention capture. In addition, because of the evolutionary significance of facial attractiveness, this study will test the effects of facial attractiveness on the allocation of attentional resources when different motivational states (i.e., mating motivation and self-protection motivation) are activated.
Subjects: Psychology >> Management Psychology submitted time 2022-01-21
Abstract：
There has been an upsurge of both public and academic interest in authenticity at work. The key assumption in the burgeoning literature is that authenticity helps engender trust and decrease suspicion, thus drawing people closer to each other. In this study, however, we argued that employee authenticity can exert both positive and negative influences on coworker relationships. Using interpersonal help and interpersonal exclusion to represent positive and negative coworker interactions, respectively, we postulated that employee authenticity induces both coworkers’ helping and exclusionary behaviors toward the focal employees. Building on social penetration theory and the literature of attributional ambiguity, we proposed suspicion of ulterior motives and knowledge-based trust to be the theoretical mechanisms explaining coworkers’ behavioral responses to employee authenticity. Further, we suggested that coworkers’ behavioral responses to employee authenticity depend largely on the coworker relationship duration. Specifically, when relationships are new, employee authenticity may cause coworkers to mistrust the focal employees and be suspicious of their ulterior motives, thus decreasing coworkers’ helping behavior and increasing exclusionary behavior. Conversely, when coworkers have worked together for a long time, employee authenticity may increase coworkers’ trust in the focal employees and decrease suspicion, thus facilitating helping behavior and reducing exclusionary behavior.
We conducted two independent studies to examine the hypothesized effects. First, a two-wave round-robin survey study was conducted to test the mediating role of suspicion of ulterior motives in the relationship between employee authenticity and coworkers’ behavioral responses. In the round-robin design, the team members rated each of their teammates, thus capturing the dyadic interactions between the focal employees and coworkers. We collected data from 299 members of 63 work teams in a large company. The final sample consisted of 1,027 dyads. To alleviate the effects of common method bias, we used multiple data sources to measure our variables. Employee authenticity and suspicion of ulterior motives were assessed using self-reports at Time 1. Interpersonal helping behavior was measured using other-rating and exclusionary behavior with self-reports at Time 2. Coworker relationship duration was measured at both times. In Study 2, an experimental study was conducted to test the full model. Employee authenticity and the coworker relationship duration were manipulated. Specifically, the critical incident technique was used to identify the focal employees whose authenticity was high or low and whose relationship duration with the participants was long or short. The participants served as coworkers and were asked to answer questions about the focal employees. The measures used were adapted from Study 1.
In support of the theoretical model, the results showed that the coworker relationship duration moderated the effect of employee authenticity on coworkers’ suspicion of ulterior motives and knowledge-based trust. Employee authenticity was related positively to suspicion and negatively to trust when the relationship duration was short, and related negatively to suspicion and positively to trust when the relationship duration was long. Further, suspicion of ulterior motives was related to interpersonal exclusionary behavior, and knowledge-based trust to interpersonal helping behavior. This research advances the existing understanding of authenticity in three aspects. First, research on coworker relationships has focused largely on social exchange and similarity attraction theories and suggested that employee authenticity facilitates positive coworker interactions. Our study departs from the main perspectives and builds on social penetration theory to propose that time is required for authenticity to exert its positive influence on coworker interaction. Second, our study contributes to social penetration theory in general. This theory was proposed and has been used mainly to explicate how self-disclosure in communication advances interpersonal relationships. This research uses the theory to understand whether and how the action of manifesting one’s inner true self (employee authenticity) affects coworker interactions. Third, this study helps reconcile the inconsistent findings regarding how coworkers react to employee authenticity by stressing the moderating role of the coworker relationship duration.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Applied Psychology submitted time 2021-10-07
Abstract： "Dirty work" refers to occupational activities that are physically disgusting, that symbolize degradation, that wound the individual’s dignity, or that run counter to the more heroic of our moral conceptions. By reviewing the relevant literature on the occupational stigma of dirty workers, the concept and connotation of dirty work and occupational stigma are divided and differentiated. Based on cognitive evaluation theory, a perceptual process model of occupational stigma threat was constructed to explore the antecedents, assessment, coping strategies and potential consequences of occupational stigma among dirty workers. Potential future research directions are proposed: (1) To explore the sources of occupational stigma from a dynamic perspective; (2) To explore the path and effect of occupational stigma management based on individual and situational factors; (2)To consider diverse cultural backgrounds. "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Applied Psychology submitted time 2020-05-26
Abstract： Narcissism leadership is a common phenomenon in organizations. It is important to study whether narcissistic leaders can effectively integrate knowledge in their teams to foster creativity. Draw on the review of the existing research, we adopted the aggregation, process, and social network perspectives to comprehensively clarify the influence of narcissism leadership on team creativity. Specifically, the perspective of aggregation emphasizes the important role of individual creativity in the development of team creativity, the perspective of process emphasizes that the interaction among team members is critical in enhancing team creativity, and the perspective of social network focuses on the team members’ relative positions as well as their internal and external relations. These three perspectives complemented each other to clarify the mechanisms and boundary conditions of the relationship between narcissism leadership and team creativity. This study provides implications regarding the intervention strategies for work teams that are managed by narcissistic leaders. "
Peer Review Status:Awaiting Review
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