Subjects: Psychology >> Management Psychology submitted time 2024-05-19
Abstract： In recent years, global concern has escalated over personal financial stress, impacting individuals both in their personal lives and at work. However, there remains a lack of comprehensive understanding of its effects on workplace outcomes, including the underlying reasons and conditions. This study presents a framework derived from a systematic review of existing research, delving into the spillover effects of financial stress on the workplace. It examines its manifestations, mechanisms, and the factors that exacerbate or alleviate its impact. Financial stress not only influences individual work-related attitudes, behaviors, performance, occupational outcomes, and work-family dynamics, but also impacts colleagues, teams, and organizational outputs. While it primarily has negative effects, it can also stimulate some positive behaviors. For individuals, its effects are channeled primarily through resource, cognitive, and motivational pathways, while for others, it operates via uncertainty management, compensation control, and emotional contagion. The impact varies depending on employee characteristics, job specifics, and the broader macroeconomic context. Future research should further differentiate between various spillover effects, broaden the research scope and methodologies, explore how stress can be transformed into motivation, and tailor studies to the socio-cultural context of Chinese society. These endeavors will advance our understanding of this issue and offer valuable guidance for management practices.
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： Most previous studies have oversimplified the relationships among constructs. Researchers usually propose and test linear relations based on the assumption that “more is better”. Recently, along with the deepening of research, the perspective of too-much-of-a-good-thing effect (TMGT effect), i.e. the inverse U relation, has aroused more attention. By reviewing 44 research in organizational behavior field in recent five years, we identify four types of research topics, including positive feelings and thoughts at work, stable individual characteristics, characteristics of work and task, and group composition. We then identify two types of explanation mechanisms, which are summarized as “additive benefit and cost” and “interactive motivation and ability/opportunity”. In addition, we put forward that the moderation effect can be based on the change of single or dual mechanisms. We then discuss several suggestions for future research: (1) Diversify research topics and expand research levels; (2) Clarify the influencing mechanism behind TMGT effect; (3) Explore the threshold points based on the contextual factors; (4) Explicate the theoretical underpinnings of TMGT effect; (5) Improve sampling process and research design.
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： 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 2023-03-27 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.
Subjects: Psychology >> Management Psychology submitted time 2020-04-29
Abstract： "
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Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2019-02-28
Abstract： Previous leadership research has primarily concentrated on the bright side of positive leadership styles, while paying less attention to their possible dark side. Although the recent years have witnessed an increasing number of these inquiries, there is still a lack of a clear understanding of the dark side of positive leadership. A review of 41 empirical journal articles illustrates the scientific status of this research area. In general, research has illustrated the dark side of behavior-oriented leadership (i.e., transformational, ethical, empowering, inclusive, and benevolent leadership) as well as relationship-oriented leadership (i.e., leader-member exchange) in terms of their negative effects on leaders, followers, and teams. Besides the research that solely examined the negative effect, there is a body of research that investigated the double-edged sword effects and nonlinear effect of positive leadership. Social identity theory, social exchange theory, psychoanalysis theory, social information processing theory, and resource-based theories were primarily used to account for the dark side of positive leadership. Future research should develop an integrated theoretical framework underlying the dark side of positive leadership, extend existing literature by examining the dark side of other leadership styles, and identify the boundary conditions that alleviate these dark side effects. Group differences (e.g., cultures, generation, and gender) should also be considered as boundary conditions of the dark side of positive leadership.
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