Subjects: Psychology >> Other Disciplines of Psychology submitted time 2024-03-13
Abstract： In an era of “litigation explosion”, Chinese judges are faced with the challenge of effectively handling the overwhelming and increasing volume of court cases. To address the dilemma of “too many cases but too few judges”, previous research on judicial practice has mainly focused on improving the efficiency of litigation procedure. However, one critical aspect that has been largely neglected is the underlying psychological response of judges to this challenge, which may play a pivotal role in the effectiveness and quality of judicial decision making. To address this gap, the current research adopted a person-centered perspective, aiming to uncover the role played by the prevalent feeling of time poverty, the feeling of not having enough time to accomplish all work-related task, among judges. We delved into the antecedents that triggered judges’ perception of time poverty, explored the consequences it had on judicial work, and unraveled the mechanisms through which time poverty influences the quality and efficiency of judicial decisions.
Based on the grounded theory method, we conducted in-depth interviews with judges recruited through a purposeful sampling method. Specifically, participants consisted of judges (N = 51) who came from various regions across North China, Central China, and Southeast China, and who worked for local People’s Courts at various levels (i.e., the primary, intermediate, and high People’s Court) with tenures ranging from one to thirty-six years, ensuring a diverse representation of perspectives and experiences. The current study constructed an integrated model that elucidated the antecedents and consequences of the perception of time poverty within the realm of the judiciary.
Findings revealed that (1) a mismatch between job demands, which was increased due to the numerous and detailed workloads and the burden of assessment requirements, and resources, which was decreased due to insufficient staffing, contributed to judges’ time poverty at work, and (2) the mismatch between job demands and resources urged the judges to speed up judicial decisions as well as to prolong their working hours, which in turn damaged the quality and effectiveness of judicial decisions.
By examining judges’ feelings of time poverty at work, the current study employed a person-centered perspective that complements the normative approach of extant legal science research and elucidated the mechanism that underlies the formation of judges’ time poverty and its judicial consequences. Findings of the current study provide theoretical insight into the challenge of case overload in China through a psychological perspective and offer practical implications for policymakers to overcome the challenge by prioritizing the feelings and needs of judges.
Subjects: Psychology >> Social Psychology submitted time 2023-08-17
Sun, Xiaomin
Yang, Shuting
Kong, Xiaoshan
Liu, Zhenzhen
Ma, Rongzi
Yuan, Yue
Zhang, Nan
Jiang, Xinying
Cao, Peiling
Bao, Ruiji
Lin, Yiqin
Li, Ning
Li, Zhihang
Abstract： Time poverty is a pervasive sensation of having insufficient time in daily life, which is detrimental to physical and mental health and well-being. At present, the conceptual framework of time poverty remains unclear, and its association with well-being is inconsistent and lacks causal evidence and a comprehensive understanding of the underlying mechanisms. This study aims to disambiguate the meaning of time poverty, create a multidimensional theoretical model, devise an assessment scale, and establish a national database of time poverty in China. Drawing from scarcity theory, we examine the impact of time poverty on individual and interpersonal well-being and the possible mediating role of over-productivity orientation. Lastly, we investigate the impact of time poverty on family well-being and its underlying mechanisms based on the spillover-crossover model.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Work-related rumination (WRR) refers to conscious, recurring work-related thoughts that occur without being asked to do so. WRR is divided into two dimensions: work-related affective rumination and work-related problem-solving pondering. The influence of WRR on individual health, work and happiness is a double-edged sword. Perseverative cognition theory, cognitive activation theory of stress and cognitive resource perspective theory provide explanations for the internal mechanism of positive and negative effects of WRR. Researchers should analyze boundary conditions affecting the double-edged sword effect, seek the route of reducing its negative effects and increasing the positive effect, in the future. Besides, researchers should also expand the analytical perspective of psychological mechanism of the double-edged sword effect, as well as the functional level of the effect.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： With the booming development of digital economy and digital technology, digital transformation has changed from an "optional" choice for some leading enterprises to a "mandatory" requirement for more enterprises. However, many companies face several problems in the digital transformation process such as slow performance growth and insufficient transformation sustainability. Among possible reasons for these problems, the misfit between employees' digital competencies, digital technologies, and digital job demands (i.e., individual-task-technology misfit) is the main one. Therefore, understanding how employees can proactively change the digital job environment and increase individual-task-technology fit to improve job performance has both theoretical and practical implications. Based on the job crafting research and individual-task-technology fit theory, this project proposes a new concept called digital job crafting and explore the mechanisms for the effect of digital job crafting on employees' job performance. Meanwhile, from the perspectives of colleagues, leaders, and organizational structure, this project will examine digital job crafting support, digital leadership, and organizational formalization as potential boundary conditions of the relationship between digital job crafting and job performance. We intend to test our hypotheses using focus group interviews, case studies, multi-source and multi-wave surveys, and daily diary surveys. This project will contribute to expanding digital job research from a proactive adaptation perspective and initiate new research themes for job crafting research. It also provides theoretical guidance and practical intervention plans for employees to proactively adapt to digital transformation and gain digital intelligence dividends.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： With the service industry growing rapidly to contribute to about 60% of the world’s GDP, improving customer service quality with high service performance (in-role performance and proactive customer service performance) is critical for service organizational development. Previous research has linked employee service performance with a variety of potential antecedents, such as individual difference factors and organizational factors from resource, identification, and motivation perspectives. Surprisingly, we know little about how customer positive behaviors (e.g., customer-initiated support) might affect employees’ service performance. This is a critical gap to fill because customers have substantial power and impact on front-line service employees through frequent direct interactions with them during service delivery. Drawing on the self-verification theory, the present study aimed to examine the effect of customer-initiated support on employee service performance (in-role performance and proactive customer service performance) and explore the mediating role of organization-based self-esteem and the moderating roles of promotion focus and internal locus of control. We collected three-wave time-lagged data from 652 nurses nested within 139 department supervisors. In the first-wave survey (T1), employees reported perceived customer-initiated support, their promotion focus, internal locus of control, proactive personality, and demographic variables. In the second-wave survey (T2), employees who had completed first wave questionnaires were asked to rate their organizational-based self-esteem. In the third wave survey (T3), employees’ supervisors were asked to report the employees’ service performance, including in-role performance and proactive customer service performance. Results from multilevel modeling analysis showed that: (1) customer-initiated support was positively related to employee organization-based self-esteem; (2) organization-based self-esteem was positively related to employee in-role performance and proactive customer service performance; (3) employee organization-based self-esteem mediated the relation between customer-initiated support and employee in-role performance and proactive customer service performance; (4) promotion focus strengthened the positive relationship between customer-initiated support and organization-based self-esteem, such that the positive relationship between customer-initiated support and organization-based self-esteem is stronger for employees with higher promotion focus; (5) internal locus of control weakened the relationship between customer-initiated support and organization-based self-esteem, such that the positive relationship between customer-initiated support and organization-based self-esteem is weaker for employees with higher internal locus of control. Our findings contribute to literature in several ways. First, we contribute to the service performance literature by identifying customer-initiated support as a potential antecedent. Second, this study uncovers the potential mechanism of customer-initiated support’s impact on employee service performance from the self- verification perspective, which broadens previous research from resources, identification, and motivation perspectives. Third, this study confirms the moderating roles of promotion focus and internal locus of control, which contributes to the understanding of under what conditions the effect of customer-initiated support will be stronger.
Subjects: Psychology >> Management Psychology submitted time 2023-01-30
Abstract：
With the booming development of digital economy and digital technology, digital transformation has changed from an "optional" choice for some leading enterprises to a "mandatory" requirement for more enterprises. However, many companies face several problems in the digital transformation process such as slow performance growth and insufficient transformation sustainability. Among possible reasons for these problems, the misfit between employees' digital competencies, digital technologies, and digital job demands (i.e., individual-task-technology misfit) is the main one. Therefore, understanding how employees can proactively change the digital job environment and increase individual-task-technology fit to improve job performance has both theoretical and practical implications. Based on the job crafting research and individual-task-technology fit theory, this project proposes a new concept called digital job crafting and explore the mechanisms for the effect of digital job crafting on employees' job performance. Meanwhile, from the perspectives of colleagues, leaders, and organizational structure, this project will examine digital job crafting support, digital leadership, and
organizational formalization as potential boundary conditions of the relationship between digital job crafting and job performance. We intend to test our hypotheses using focus group interviews, case studies, multi-source and multi-wave surveys, and daily diary surveys. This project will contribute to expanding digital job research from a proactive adaptation perspective and initiate new research themes for job crafting research. It also provides theoretical guidance and practical intervention plans for employees to proactively adapt to digital transformation and gain digital intelligence dividends.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2019-09-25
Abstract： Work-related rumination (WRR) refers to conscious, recurring work-related thoughts that occur without being asked to do so. WRR is divided into two dimensions: work-related emotional rumination and work-related problem-solving pondering. The influence of WRR on individual health, work and happiness is a double-edged sword. Perseverative cognition theory, cognitive activation theory of stress and cognitive resource perspective theory provide explanations for the internal mechanism of positive and negative effects of WRR. Researchers should analyze boundary conditions affecting the double-edged sword effect, seek the route of reducing its negative effects and increasing the positive effect, in the future. Besides, researchers should also expand the analytical perspective of psychological mechanism of the double-edged sword effect, as well as the functional level of the effect. "
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