Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Leadership behavior and HRM practices are two hot topics in the fields of organizational behavior and HRM. Previous studies usually focus on their effects separately, while recent studies show a trend to examine their effects spontaneously. With a systematic review of the latest empirical studies, we came out four types of relationship between leadership behavior and HRM practices as causal effect, joint effect, substitute and enhancing effect. Moreover, we also discussed the variable levels, outcomes attributes and social cultures in affecting the impact of the above four kinds of relationship. Finally, it figured out future directions as to further explore the relationship between a specific leadership behavior and a specific HRM practice; to construct an integrative framework; and to identify the boundary conditions in influencing their relationship.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Sleep, as an important physiological process for human to recover and store physical strength and energy, has attracted extensive attention in the field of organizational behavior in recent years and become a popular research topic. Sleep quality is a complex concept that includes both quantitative components related to sleep and individual subjective evaluations of sleep. To date, researchers have found that individual characteristics (age, family and affective traits) and job characteristics (job demands, control and support) can effectively predict sleep quality, which in turn affects work safety, physical and mental health, attitude, job performance and ethical behavior. Ego depletion theory is the core theoretical mechanism to explain how sleep affects work attitude and behavior. Future studies could focus on the following aspects: from the interaction perspective between human and environments to explore the influencing factors of employee’ sleep, from the perspective of recovery experience to explore the boundary conditions of how sleep affects the work, and compare the differential effects of sleep quality and quantity.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Leader-follower fit, which plays a crucial role in facilitating a harmonious interaction in leader-follower dyads, has attracted considerable attention in the academic circle recently. Leader-follower fit refers to the compatibility between a leader and a follower that occurs when their characteristics are well matched. Generally, we could measure leader-follower fit using direct measurement approach and indirect measurement approach. To data, the existing research on leader-follower fit mainly focused on five perspectives, such as personality fit, cognition fit, psychological experience fit, work behavior fit, and relational factor fit. Psychological and interactive processes usually capture the mechanism through which leader-follower fit affects work outcomes. Moreover, personal and situational characteristics usually moderate the consequence of leader-follower fit. Future research could examine the consequence of leader-follower congruence in some indigenous psychological characteristics (e.g., traditionality and face consciousness) and explore some novel underlying or contingency mechanisms in the Chinese context.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Illegitimate tasks, as a new type of workplace stressor, has gradually become a frontier topic in organization and management research. Illegitimate tasks refer to the tasks that are inconsistent with employees' expected work scope and that are unnecessarily performed or not belong to someone, and they include unreasonable tasks and unnecessary tasks. This article introduces the concept and measurement of illegitimate tasks, and systemically reviews their influences on employees' emotion, cognition, motivation, work attitude, work behavior, physical and mental health, and work-family relationship. The review also indicates that the nature and magnitude of such influences depend on the characteristics of employees and situations where employees work. Stress-as-offense-to-self theory, justice theory, job demands-resources model, job characteristics model, affective event theory, and self-determination theory are primary explaining accounts for the influences. Future research is encouraged to expand the concept and level of illegitimate tasks, unpack and integrate the mechanisms underlining their influences, investigate their contingent effects, and identify antecedents of illegitimate tasks. Developing the research of illegitimate tasks in cultural context and cultural orientation is also needed.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Customer-oriented deviant behaviors (CODB), refer to frontline employees’ behaviors aiming to service customers while breaking organizational rules and norms. CODB has received increasing attention and has become an emerging research topic in academia. By reviewing the literature, we found that CODB studies vary in its theoretical basis and evolution pattern across the organizational behavior domain and the service management domain. Four aspects of factors have been found to predict CODB, including employees’ individual differences, job characteristics, organizational context, and customer behaviors. CODB has shown a double-edged sword effect on both customer and employee outcomes and the organization as a whole. Future research should take a more comprehensive lens to advance CODB research, including clarifying its concept and measurement, exploring employees’ motives behind these behaviors, identifying how these behaviors are influenced by organizational policies and managerial behaviors, and examining both the benefits and costs of CODB and their associated boundary conditions.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Job crafting is defined as the self-initiated behaviors that employees take to shape, mold, and change their jobs. The motivation for job crafting arises from three individual needs which are needs for control, positive image, and connection at work. Surprisingly, although there are nearly 150 studies focusing on job crafting, few of them have investigated the critical role of self-identity. Drawing from the self-identity theory, the current proposal aims to explore what challenges individuals will confront when the ways work gets done have changed fundamentally. A research agenda is articulated to reveal the mediating roles of self- enhancement and self-protection through which individuals adopt to effectively manage those challenges so as to survive or thrive in this changing workplace. Based on the job crafting model, a research framework is developed to demonstrate how job crafting and leisure crafting serve as the dual process in turning those challenges into surviving and thriving. Furthermore, it’s supposed that individual dispositions (e.g., regulatory focus, goal orientation, and work motivation) and the situational characteristic (e.g., situational strength and job autonomy) function as the boundary conditions for such effects. Furthermore, an intervention design is proposed to cross-validate whether self-identity-based training is effective in fostering self crafting and bringing in positive outcomes.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Stressors are everywhere in the workplace. How do individuals respond to stressors? The cognitive appraisal theory of stress provides an integrated framework for explaining this question from the perspective of cognitive appraisal and coping. This theory has become the mainstream framework for describing individuals’ reactions to stressors during the past 40 years. However, because the theory did not provide the precise relationship among theoretical elements, empirical research applied the theory quite differently, resulting in various and even inadequate applications.We conduct this study to present the application and development of the cognitive appraisal theory of stress. 125 empirical studies in the field of managerial psychology were systematically reviewed to identify the scenarios, methods, and myths in applying the theory. The results showed that, (1) The cognitive appraisal theory of stress explains “what is cognitive appraisal?” “what factors influence cognitive appraisal?” “how individuals cope with stressors?” and “what are the consequences of stressors?”. Questionnaires are often used to collect data of theoretical elements. (2) The cognitive appraisal theory of stress can explain the impacts of six categories of stressors (physical stressors, task-related stressors, role stressors, social stressors, career-related stressors, and traumatic events) on employees’ work attitude, behavior, health, and work-family relationship. (3) The application of this theory can be considered from aspects of primary appraisal, secondary appraisal, and coping. There are two perspectives to analyze the application of primary appraisal - outcome-perspective and process-perspective. Both individual and situational factors can affect individuals’ primary appraisals of stressors. Secondary appraisal involves individuals’ appraisal of their own coping potential, and its influencing factors can be divided into individual and situational aspects, too. Coping refers to individuals’ cognitive and behavioral efforts to manage internal or external demands exceed their own resources, which contains problem-focused and emotion-focused forms of coping. (4) There are myths in using this theory among existing empirical research. For example, some studies hold the views that stressors always lead to negative consequences, certain stressors lead to certain cognitive appraisals, certain cognitive appraisals lead to certain coping styles, and problem-focused forms of coping are more effective than emotion-focused forms of coping.This study has several significant implications. First, we present the core ideas of the cognitive appraisal theory of stress and the measurements of theoretical elements. More importantly, we clarify some controversies about this theory, which contributes to the correct application and future development of the theory. Second, we integrate the application scenes and methods of the theory in managerial psychology research. By doing so, we broaden current understandings of this theory and then, shed light on theoretical application. Third, the myths about theoretical application are clarified. Based on this, we provide some suggestions for future research in applying this theory, which are beneficial to theoretical development and further applications. Moreover, it is important for future research to optimize the measurement of the core theoretical construct, expand the application scenarios of the theory, and enrich the influencing factors of the cognitive evaluation process.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Workplace safety is a crucial issue in high-risk industries around the world. Statistics show that with the improvement of engineering and technical reliability, more than two-thirds of accidents are at least partly caused by human factors. Unsafe behavior is the trigger of system failure, and the latent situational factors are the “resident pathogens”. Therefore, improving the situational factors is one of the effective ways to promote safety performance. Safety climate, which is defined as the employee shared perceptions with regard to safety policies, procedures, and practices in the organization, is well-documented as a robust predictor of safety behavior and safety outcomes. The effect size of safety climate on safety performance (e.g., safety behavior, accidents, and injuries) exceeds that of all other identified safety risk indicators. Nevertheless, its intervention study is relatively limited. Focusing on the core dimension of safety climate: management commitment to safety, we propose that direct safety management actions are an important way to reflect supervisors’/managers’ commitment to safety. Based on this, the current research has three aims: (1) examining the impact of supervisors’ and managers’ critical safety management actions on the group and organizational safety climate, respectively; (2) examining the impact of the supervisor-targeted intervention on group safety climate promotion by improving supervisors’ direct safety management action; (3) examining the impact of the manager-targeted intervention on organizational and group safety climate promotion by improving managers’ direct safety management action. We designed three studies to explore the questions above mentioned. Study 1 is a time-lagged survey to explore the impact of supervisors’ and managers’ critical direct safety management actions on group safety climate and organizational safety climate, respectively. As for supervisors, we supposed there are two critical direct safety management actions to influence their employees’ safety climate perception: supporting and guidance, involving workers. As for managers, the critical direct safety management actions could be managerial participation and communication. Additionally, given the importance of supervisors in cultivating group safety climate, at the group level, we developed a quasi-experiment study (Study 2) to enhance the group safety climate by improving the critical direct safety management actions of the supervisors. Furthermore, a quasi-experiment (Study 3) was designed to promote both group and organizational safety climate by improving critical direct safety management actions of the managers. We plan to adopt an intervention technique named Safety Management By Walking Around (SMBWA), which was found to be positively associated with the patient safety climate in the healthcare industry. The contributions of the current research are as follows. First, signaling theory is introduced into the theoretical framework of safety climate formation. It’s proposed that the managerial staff’s direct safety management action is a highly observable signal, which can convey their commitment to safety. As an important information source of employees’ perception of safety climate, managerial staff’s direct safety management action could be an effective strategy for safety climate promotion. The application of signaling theory can provide theoretical support for the research on the formation and change of safety climate. Second, we adopt a multi-level perspective to simultaneously explore the effect of the critical direct safety management actions of both supervisors and managers on the corresponding level of safety climate, highlighting the role of supervisors’ and managers’ critical direct safety management actions in enhancing the group and organizational safety climate. In addition, the current research sheds light on the impact of the manager-targeted safety climate intervention strategy on safety climate improvement at both group and organizational levels. The research results are expected to be applied in safety management practice.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： In a complex and changing market environment, and in the context of China's implementation of an innovation-driven strategy, companies will need to rely on team innovation to establish a unique competitive advantage for its long-term development. The procedural black box in the relationship between team reflection and team innovation has been identified after review of existing research. It has been suggested that reflecting the past can lead to new ideas and changes in the literature, but there is little empirical research conducted on how this is achieved. Based on the traditional idea of after-action reflection, this study proposes the differences in conceptual connotation and empirical measurement of in-action team reflection. Through an emphasis on the importance of reflection in the team processes, this will effectively promote information processing and emotional integration during team activities, help teams effectively resolve difficulties and problems encountered in the innovation stages, and prevent teams from deviating from team goals and make timely adjustments. In addition, this study examines the differential role of team reflection in different stages of innovation, dynamically analyzes the behavioral outcomes of creative formation and implementation, and proposes the coupling of the two mechanisms, namely information processing at the cognitive level and team emotion at the emotional level, by integrating the motivated information processing theory and the social functions of emotion, to construct an overall model of team reflection on innovation. This study also thoroughly explores the process mechanism, and includes a comprehensive analysis of the moderating role of contextual factors at each stage of the relationship to enhance the overall validity of the model. Through the construction of the above theoretical model, exploring the process and conditions of the impact of reflection on innovation in teams, and the collection of empirical data for statistical analysis, this study will make the following three contributions theoretically and practically. First, this study specifically distinguishes the connotations and characteristics of in-action and after- action reflection. On this basis, this study explores the differential effects of the coupling of cognitive and emotional mechanisms in the different stages of innovation, expands the role of team emotions in existing cognitive mechanism, expects to expand the understanding and knowledge of the process and results of team reflection on innovation. Second, upon the motivated information processing theory and the social function of emotion, this study constructs a dynamic process of team reflection from an empirical perspective, and considers the role of team reflection in the different stages of innovation through dynamic and systematic views. Finally, multi methods have been conducted this study, such as in-depth interviews, questionnaires and experimental research, to cross-examine and approach the research questions from different perspectives. This study proposes the dynamic and situational characteristics of reflection in innovation, and uses a more comprehensive and scientific approach to analyze and validate the results to enhance the validity and persuasiveness of the research model.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： In recent years, a novel research topic, implicit followership theories, has infused the organizational behavior literature with new vitality. Implicit followership theories refer to the pre-existing personal assumptions about the traits that characterize a follower. Based on the valence of assumed follower traits, implicit followership theories are classified into two types, namely followership prototype and anti-prototype. In the leader-follower interaction process, leaders’ followership prototypes can usually be activated, which in turn may compete with the followers’ actual trait. In line with the results of implicit prototype-actual trait comparison, leaders will identify the ideal followers. According to the traditional viewpoints on implicit followership theories, prototypic followers whose actual traits match their leaders’ followership prototype may experience a high level of well-being in the workplace. However, some scholars recently point out the potential dark side of being a prototypic follower, namely, the suffering of psychological fatigue. Based on the job demand-resource model, the present study aimed to reconcile the contradictory viewpoints mentioned above by proposing a dual process model wherein the congruence between leaders’ followership prototype and followers’ followership trait migh have a paradoxical effect on followers’ well-being. Specifically, the present study hypothesized that beyond an enabling process of followership prototype-trait congruence (represented by the positive mediating effect of self-efficacy), there would be a burdening process (represented by the negative mediating effect of workload). To test our hypotheses, the current study conducted a multi-wave, multi-resource survey. At Time 1, we sent surveys to 204 voluntary leader-follower dyads, requiring leaders and followers to report their followership prototype and demography information. We obtained 171 surveys with effective responses. About two months later, we conducted the Time 2 survey, requiring leaders to rate their perceived workload of the focal followers and requiring followers to rate their self-efficacy, emotional exhaust, affective organizational commitment and job satisfaction. Eventually, we obtained 132 effective respondents. Based on the two-wave data, we conducted path analysis using Mplus 7.0. The results overall supported the contrasting notions, suggesting that followership prototype-trait match could enhance followers’ self-efficacy and consequently well-being (i.e., high job satisfaction), while at the same time increased followers’ workload, which in turn diminished followers’ well-being (i.e., high emotional exhaust, low job satisfaction and affective commitment). These findings not only advance our understanding of the relationship between implicit followership theories and well-being, but also provide further inspiration for managerial practice.
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