Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Although the multisource feedback in foreign enterprises has become mature, it is still underdeveloped in China. Based on extant studies, we discuss and analyze the characteristics and internal mechanism of multisource feedback through three constructs, including appraisal process, rater sources, and ratee. From the perspective of appraisal process, multisource feedback has various objectives, and it often preserves the anonymity of raters as well as managers should pay attention to reasonably using appraisal results. In terms of the rater sources, the level of rating agreement between different raters is low, and raters often make halo error and leniency effect easily. From the view of ratee, the reaction of individuals to the feedback results is impacted by personality, feedback signal, and self-others agreement, etc. Additionally, the studies also show the influence of multisource feedback on performance is unstable. Based on these findings, there is a need for further study on how to enhance the validity and accuracy of appraisal process, improve individuals’ reaction, and summarize the results of multisource feedback.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Feedback-seeking behavior refers to individuals proactively seek feedbacks about their performance, role position or job targets from other individuals or their leaders. This study systematically summarizes the existing literatures in aspects of the concept, measurement, influencing factors and consequences of feedback-seeking behavior, at the same time highlights the effects of Chinese indigenous culture. We identify that future study should try to improve the concept of feedback-seeking behavior, develop new measurement which fits into new cultural and economic background, expand research level to organization and team level, and take Chinese special organizational situation into consideration to make further discussion toward feedback-seeking behavior.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： As a frontier topic in the field of career research, career success has garnered extensive attention from organizational scholars and practitioners. By systematically clarifying its concept, measurement, antecedents, consequences, and mechanisms, this study summarizes and evaluates relative research at home and abroad. Future research should focus on career success in the era of the boundaryless career, develop the concept and measurement of career success in the Chinese organizational context, examine the antecedents of career success from the trait activation theory, examine the consequences of career success based on its value, and explore the contingent role of Chinese indigenous culture.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： The complexity of the market economy has brought about many challenges to organizational survival and development. As organizations often demand high performance from employees, experiencing workplace performance pressure has become a prevalent phenomenon. Performance pressure is a sense of urgency for employees to improve their performance levels demanded by the organization. Existing literature has differentiated performance pressure from other stressors. For example, workload stresses the requirement for employees to take on larger amounts of work, and time pressure emphasizes the time urgency of completing tasks. However, performance pressure is a unique and dynamic stressor. It is closely related to employee self-interests, as fulfilling performance demands often lead to the satisfaction of specific employee career needs (e.g., pay raise and promotion), and failing to fulfill performance demands often puts employees in unfavorable situations (e.g., pay cuts and demotion). As performance pressure is universal and paradoxical, this study adopts a “double-edged-sword” perspective on performance pressure and summarizes the positive, negative, and curvilinear influences of performance pressure and the theoretical explanatory mechanisms underlying these effects, such as cognitive appraisal theory of stress, conservation of resources theory, self-regulation theory, self-control theory, and the job demand-control model. For instance, based on the cognitive appraisal theory of stress and self-regulation theory, performance pressure would be appraised as a challenge or a threat, which then exerts positive or negative influences on employees. In contrast, according to the conservation of resources theory, performance pressure may lead to employees’ loss of resources and subsequently bring a negative impact on employees. By summarizing relevant literature on performance pressure through searching the keyword of “performance pressure” in databases, such as CNKI and Web of Science, this study suggests that existing research on the double-edged-sword effect of performance pressure is insufficient, for example, researchers mainly focused on the negative effect of performance pressure, but pays little attention to its positive effect. To facilitate a more comprehensive understanding of performance pressure, future research can examine the double-edged-sword effect of performance pressure in organizational contexts based on the different theoretical lenses and boundary conditions in which performance pressure’s positive and negative influences are strengthened and weakened, respectively. Three directions are specified. First, regarding theoretical applications, future research can enrich existing theoretical perspectives on the influences of performance pressure, such as the trickle-down effect of high-level managers on frontline employees through middle-level managers, resulting in excessive performance pressure on frontline employees, yet higher recovery level for leaders due to pressure transfer, and integrate conservation of resources with self-regulation theories to investigate the effects of performance pressure on employee resource depletion and work withdrawal and whether performance pressure stimulates employees to enhance performance, such as encouraging employees to engage in reflection on their performance or workplace learning. Second, future research can enrich the boundary conditions for the influences of performance pressure by exploring contextual influences that strengthen and weaken performance pressure’s positive and negative effects, respectively. For instance, servant leadership may ameliorate the negative influences of performance pressure. Supervisor bottom-line mentality may strengthen such negative influences. Of course, organizational climate factors also can be used as boundary conditions. For example, instrumental climate may aggravate the relationship between performance pressure and negative outcomes, while error tolerance culture mitigates such a relationship. Last, regarding empirical analyses, future research should consider controlling for a few influences, such as negative affect, personality traits, health, and well-being, in order to establish the uniqueness of the focal influence mechanisms of performance pressure. The above research paradigm not only facilitates the theoretical development of performance pressure but also provides management practice with theoretical guidance by helping organizations build on their strengths and avoid weaknesses when dealing with performance pressure.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： As a frontier topic, calling has received extensive attention from scholars and practitioners in recent years. According to the flow of information through the different phases of a systematic review recommended by preferred reporting items for systematic reviews and meta-analyses statement, we used four steps including identification, screening, eligibility, and included, so as to search and filter the literature sample relevant to calling. First, using the keyword “calling”, we identified literature through Chinese databases of CNKI, VIP and Wanfang Database, and through English databases of Web of Science, ProQuest and EBSCO/host. Second, with respect to the literature identified from the initial search through database searching, we removed the duplicate literature between Chinese and English databases. Third, regarding the literature after duplicates removed, we assessed the obtained literature and excluded articles irrelevant to the fields of psychology and management for eligibility. Last, after reading the full text articles, we eliminated the literature unrelated to calling and deleted the literature irrelevant to its consequences, and fifty seven full text articles are included in quantitative synthesis as a sample of literature review on the theme of calling. We used VOSviewer to visual analyze the retained literature sample about the consequences of calling, and yielded two resultant views including network visualization and density visualization. Results of the network visualization reveal a four-cluster network. Cluster one is the “intra-occupational career processes and outcomes” and “career psychology and states” approach, and the crucial constructs are job performance, job satisfaction, and career commitment. Cluster two is the “career skills and capabilities” and “intra-occupational career processes and outcomes” approach, which contains the core constructs such as self-efficacy, outcome expectation, and career satisfaction. Cluster three is the “extra-occupational career processes and outcomes” approach, and the representative concepts are life meaning and life satisfaction. Cluster four is the “career psychology and states” and “intra-occupational career processes and outcomes” approach to calling, and the crucial constructs of this cluster are motivation and work engagement. In addition, the results of the density visualization demonstrate that the density of item "calling" is high compared with other items, indicating that it occupies a central position in the field of research related to its consequences. Integrating a calling model of career success and work as a calling model, with the results of literature visualization, we summarized three types of the calling consequences, including career psychology and states, career skills and capabilities, as well as career processes and outcomes. Our work also offers several limitations, which may help future researchers to extend this line of research. First, future research could concentrate on the potential negative impact of calling and focus on its double-edged sword effect, in order to provide a more comprehensive and dialectical explanation of the mechanism of calling, as well as reveal the potential costs of its negative effects. Second, it is interesting to analyze the cultural differences of calling and discuss its cross-cultural comparisons, so as to break the limitations of cultural backgrounds, and expand the study of calling in Chinese organizational contexts. Third, future studies should develop a team model of calling and extend the research level, and explore the team-level calling model according to the perspective of team pro-social motivation and social information processing theory. Fourth, the variations of calling and its dynamic model has not yet been sufficiently investigated, it is thus worth suggesting that future research should use the daily dairy study as an analytical tool to conduct in-depth analysis of perceived calling on a daily basis, in order to break the limitations of the static perspective of calling in previous studies and explore the daily changes brought about by daily perceived calling on its consequences.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： The acts of pro-customer deviance (PCD), which occurs in the service encounters where employees consciously deviate from the formal regulations of enterprises to help customers or safeguard the interests of customers have been widely observed. However, barely no divergent results were found on the impact of PCD on the customer's response. Therefore, utilizing the Stimulus-Organism-Response paradigm and taking dual moral attributes of PCD (e.g., altruistic motivation, deviation from the norms of organization) as the logical origin, this study develops a model examining the relationship among PCD, customer moral emotions and re-patronage intention. Specifically, according to the Cognitive Appraisal Theory, this study explores customers' moral cognitive evaluation of PCD as well as their complex moral emotional response to PCD. Moreover, based on the Differential Emotions Theory, this study examines the interaction effect among different types of moral emotions, the mediating effect of moral emotions on the relationship between PCD and re-patronage intention, and the moderating effect of customer's attribution of responsibility and service context on the PCD-moral emotions-re-patronage intention linkage. The present study not only provides new theoretical insights into PCD and moral emotions, but also offers valuable practical implications for service enterprises to take advantage of the positive effect of PCD.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： In recent years, as a novel perspective to explain employee voluntary turnover and retention, job embeddedness has provided insights into the forces of why people stay on the job and has received considerable attention from scholars and practitioners. According to the PRISMA statement and content analysis, 176 papers from databases of domestic and foreign were reviewed. The PRISMA statement consists of four steps, identification, screening, eligibility and Inclusion in turn. Then a comprehensive review about the consequences of job embeddedness was conducted based on theoretical perspectives, content analysis, and future directions. Accordingly, six theoretical explanations were summarized, including conservation of resources theory, social capital theory, planned behavior theory, work - role attachment theory, future time perspective, and contagion process model. Using content analysis, the research tendency of job embeddedness and its consequences with multi-perspective were displayed. Totally speaking, first, compared with other theoretical perspectives, the conservation of resources theory may clarify the mechanism of individual job embeddedness more comprehensively in that it not only explains individuals’ resources utilization and allocation in dealing with job demands, but also predicts their behaviors of resource investment. Second, contagion process focuses on the interaction process between individuals and social context. Based on the turnover contagion perspective, under low job embeddedness situation, like the contagion of illness, employees' willingness to leave may induce coworkers’ intention to quit. On the contrary, guided by social information processing theory, perceived supervisor job embeddedness as pivotal signals and contagion cues would promote subordinates’ job embeddedness and their devotion of working time and energy, which in turn could form the positive “contagion of embeddedness”. Third, according to planned behavior theory, individuals’ turnover behavior depends on their intention to leave. Individuals with higher levels of job embeddedness means an good alignment with the organization. Such an individual - oraganization fit along with high turnover costs would hinder their intention to leave. Fourth, future time perspective and work - role attachment theory highlight employees’ expectation or attachment to the organization, which would attract them to stay and engage in greater amounts of behaviors beneficial to organizations. Fifth, draw upon social capital perspective, once high job embeddedness employees are to start a new venture, the social capital accumulate from prior working experience would contribute to entrepreneurial performance. However, those social capital to some extent may delay their entrepreneurial decision and progress. Future research should first make further efforts to propose a theoretic model on team job embeddedness, identify the parallel transmission path of “member - member” and the vertical transmission path of “leader - subordinate” of job embeddedness, so as to investigate the effectiveness of team job embeddedness more comprehensively. Second, focus on the spillover effect under cross - culture comparison. Strengthen the research on the spillover effects of job embeddedness to the family domain, and further explore the similarities and differences of job embeddedness spillover effects in different cultural backgrounds under cross-culture comparison. Third, highlight the double - edged sword effect of job embeddedness. Focusing on the perspective of “too much of a good thing” effect can provide a more profound and dialectical understanding of the job embeddedness theory, and also reveal the potential cost of its negative effects. Finally, it is advisable to emphasize the differentiation effects of the sub - dimensions of job embeddedness. Distinguish the advantage of each sub - dimension and find out the strongest predicting effects corresponding to different sub-dimensions. At the same time, clarify the boundary conditions of the cross effects of sub-dimensions, and analyze the underlying mechanisms of the strengthening or weakening effects of different dimensions.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Extant emotional intelligence (EI) research has documented its intrapersonal benefits and has begun to examine its interpersonal effects. However, this line of research has primarily focused on the interpersonal effects of EI in the work context, while ignoring the potential influences from non-work domain. Considering employees’ family may have a spillover effect on their work behaviors, in this research, we propose that spouse EI will affect employees’ work engagement. Specifically, integrating effort-recovery model with the EI literature, we argue that spouse EI exerts a positive impact on employee work engagement through improving employees’ life well-being. Furthermore, we argue that employee gender alters the aboved relationships such that the positive interpersonal influences of spouse EI will be stronger among male employees than among female employees. We conducted two studies to examine the hypothesized model. In Study 1, we collected two-wave survey data from a large bank. At time 1, 126 employees and their spouses rated their own EI and provided their demographic information. At time 2, two weeks later, 126 employees evaluated their own life well-being and work engagement. The final valid sample consisted of 124 employee-spouse dyads. In Study 2, we collected three-wave survey data from an internet company. At time 1, 80 employees assessed their own EI and some control variables (i.e., leader EI, coworker EI, job demands, and job control); and their 80 spouses evaluated their own EI and provided their demographic information. At time 2, one month later, 78 employees rated their own life well-being. At time 3, another month later, 73 employees rated their own work engagement. The HR department of the company provided the archival data of employees’ demographic information. The final valid sample included 73 employee-spouse dyads. Regression analysis and bootstrapping technique were used to test the mediation, moderation, and moderated-mediation effects. In line with the hypotheses, two studies consistently showed that: (1) Spouse EI was positively related to employee life well-being; (2) Employee life well-being was positively related to employee work engagement; (3) Employee life well-being served as a mediator to transmit the effect of spouse EI on employee work engagement; (4) Employee gender moderated the relationship between spouse EI and employee life well-being such that when employees were male, the positive effect of spouse EI on employee life well-being was stronger; (5) Employee gender also moderated the indirect effect of spouse EI on employee work engagement via employee life well-being such that the indirect effect was stronger among male employees than among female employees. Our theoretical contributions are threefold. First, our research has deepened our understanding on EI, as it is among the first to establish a link between spouse EI and employee work engagement and supports the interpersonal effects of EI from the family to the work domain. Second, our research identifies employee life well-being as a key mediator that explains how spouse EI affects employee work engagement. Third, our research highlights the role of employee gender and unravels the conditions under which spouse EI exerts more or less effects on employee work engagement. Practically, our research offers implications to improve employee life well-being and work engagement through improving spouse EI, especially wife EI.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： The balance of work and family has received widespread attention from managers and researchers in recent years. Previous research claims that job demand, as a kind of pressure felt by employees, reduces employees’ work motivation, increases employee fatigue and anxiety, and hinders work-family enrichment. However, different job demands (e.g., challenge demand and hindrance demand) have different effects on employees. Challenge demand, which gives individuals the opportunity to acquire new knowledge and promote personal growth, influences work-family enrichment in a complex way. However, few researches pay sufficient attention to the mechanism of the double-edged effect in the relationship between challenge demand and work-family enrichment. In addition, although scholarly research on job demand and work-family enrichment has increasingly focused on within-person fluctuations in recent years, how to examine the “dynamic” effects of challenge demand on work-family enrichment has received little attention. Therefore, based on conservation of resource theory and uncertainty management theory and from static and dynamic perspectives, we comprehensively examined the effects of challenge demand on work-family enrichment by clarifying the different attributes of challenge demand (daily level model, average level model, daily shift model, and variability model). We tested our hypothesis by conducting a diary study of 105 participations over 10 working days. Data were collected via a job demand scale, work absorption scale, relaxation scale, and work-family enrichment scale. First, we recorded control variables (gender, marital status, and spouse’s work status) during the weekends. Second, researchers collected daily data (challenge demand, hindrance demand, work absorption, relaxation, and work-family enrichment) from 4:00 p.m. to 10:00 p.m. each workday. Ultimately, 645 valid data points at the within-person level were available for 81 participants. Using SPSS 24.0, Mplus 7.0, and R software, we conducted a multilevel path analysis to examine the theoretical model. Confirmatory factor analysis was conducted to examine the validity of the key variables (challenge demand, work absorption, relaxation, and work-family enrichment), and the results confirmed that the present study had good discriminant validity. The results of multilevel path analysis showed that the following. (1) In the static model, challenge demand had double-edged sword effects on work-family enrichment at the within-person level (daily level model); in the average level model (between-person level), the average level of challenge demand positively predicted chronic work absorption and negatively predicted chronic relaxation, and the mediating effect of chronic relaxation was stronger than that of chronic work absorption. (2) In the dynamic model, directionality of daily shifts in challenge demand negatively affected daily work absorption and daily relaxation in the daily shift model (within-person level). Only the mediating role of daily relaxation was significant; in the variability model (between-person level), the variability level of challenge demand had a negative impact on chronic work absorption and chronic relaxation, and only the mediating role of chronic relaxation was significant. The study makes critical contributions both theoretically and practically. (1) The static model indicated that, through the gained and deleted paths, the double-edged sword effect of the relationship between daily challenge demand, average level of change demand, and work-family enrichment was significant. (2) Through the dynamic model, this study explored the negative effect of challenge demand fluctuations on work-family enrichment in two forms, namely, daily shift directionality and the variability of challenge demand. Practically, this study suggests that managers should fully recognize the double-edged sword effect of challenge demand.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Upward social comparison is common in workplaces, and many studies have identified its downsides, such as negative emotions and dysfunctional behaviors. However, a few studies have revealed positive effects, such as learning from comparison targets. These conflicting results suggest that the mechanism underlying the effect of upward social comparison in workplaces remains unclear. Furthermore, most research is based on social comparison theory, whereas few studies have explored upward social comparison through a cognitive lens. To fill these research gaps, we drew on the cognitive appraisal theory of stress to investigate upward social comparison in the workplace and determine how and when it yields (mal) adaptive behavioral outcomes. We used a multi-wave, round-robin design to collect data. 270 employees from 65 teams agreed to participate. At Time 1, 270 employees were invited to assess their workplace upward social comparison, performance-prove goal orientation, social comparison orientation, learning goal orientation, and demographics. 251 employees provided valid responses (response rate = 93%). Two weeks after Time 1, 251 employees were invited to evaluate their challenge and threat appraisals, and 240 employees provided valid responses (response rate = 95.6%). Two weeks after Time 2, 240 employees were invited to report their learning behaviors towards their coworkers, and meanwhile, employees were invited their received social undermining from coworkers. 240 valid responses were received (response rate = 100%). Finally, 720 dyads from 240 employees from 60 teams were used to test our proposed model. Given that the dyads nested in employees and then employees nested within teams, we tested our hypothesis by multilevel social relations model. To test the conditional indirect effects, a Monte Carlo simulation with 20, 000 replications was used to generate the 95% Monte Carlo confidence intervals in R 3.5. The results showed that employees with low levels of performance-prove goal orientation tended to appraise upward social comparison as a challenge, which prompts learning from the comparison targets. However, employees with high levels of performance-prove goal orientation tended to appraise upward social comparison as a threat, motivating them to socially undermine the comparison targets. Our study provides theoretical and practical implications. We reveal the double-edged effects of workplace upward social comparison on subsequent learning behaviors and social undermining through a cognitive rather than emotional lens. Our findings demonstrate how and why workplace upward social comparison drives employees to develop two distinct behavioral responses, from a novel theoretical perspective—the cognitive appraisal theory of stress. Finally, the performance-prove goal orientation determines the effects of workplace upward social comparison. Furthermore, our findings offer important practical implications to managers and policymakers.
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