Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Heightening the quality of employee voice has been recognized as an important way to improve organizational effectiveness. However, previous studies have mainly focused on how to promote employees’ voice participation and quantity of voice, while ignoring the most essential issue - voice quality. To solve this problem, the present study aims to systematically research voice quality, including the connotation, measurement and antecedents of employee voice quality. The first study defines the connotation of employee voice quality based on grounded theory, and develops a scale of employee voice quality. The second study, drawing on implicit voice theory, explores the theoretical mechanisms linking leader and employee critical thinking to employee voice quality on both team and individual levels. This paper makes theoretical contributions by developing an employee voice quality framework and expanding the application of critical thinking and implicit voice theory.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： With the popularization of higher education and the changing economic environment, perceived overqualification has received widespread attention from managers and researchers in recent years. However, previous studies have mainly focused on the effect of perceived overqualification on employees’ work attitudes or behaviors within orgaizations, and few studies have paid sufficient attention to whether and how overqualification produces spillover effects from work to family. To enrich our knowledge about the effects of perceived overqualification outside organizations, we examined the spillover effects of employees’ perceived overqualification on employees’ work-family relationships, as well as its crossover effect on spouses’ family-work relationships. Specifically, first, based on the cognitive appraisal theory, we investigated the double-edged sword effect of employees’ perceived overqualification on their own work-family conflict; Second, based on the work-family enrichment theory model, we tested the dual path mechanism and boundary conditions in the relationship between employees’ perceived qualifications and their work-family enrichment; Third, based on the gender role orientation theory, we examined the cross-effect of employees’ perceived overqualification on their spouses’ family-work conflict and family-work enrichment, and interactive moderating effect of employees’ gender and gender role orientation. Our study makes several important theoretical contributions to the literature. First, in terms of the effect outcomes, this study extends the outcomes of perceived overqualification from inside work to outside work by investigating the impact of employees’ perceived overqualification on their work-family conflict and work-family enrichment; Second, in terms of the effect directions, this study examines the double-edged sword effect of employees’ perceived overqualification on work-family relationships, which is helpful to bridge the contradictory views on the impact of perceived overqualification on work-family relationships in the existing literature; Third, in terms of effect targets, this study expands the effect of perceived overqualification on employees themsleves to their spouses, which reveals the crossover effects of perceived overqualification. It also clarifies the gender-related boundary conditions in the crossover effects of employees’ perceived overqualification on their spouses, enriching the contextual factors of its crossover effects. Our findings not only help to reveal the impact of perceived overqualification on work-family relationships from different theoretical perspectives, but also provide pracitical implications for organization management.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Previous findings regarding the impact of supervisor negative feedback on employee creativity have seemingly been inconsistent. Researchers have reported positive, negative, and nonsignificant relationships between supervisor negative feedback and employee creativity. The present study aims to explore the possibility that supervisor negative feedback has short-lived impacts on employee creativity. Drawing from feedback intervention theory, we propose that proving goal orientation moderates the indirect effect of daily supervisor negative feedback on employee next-day creativity through problem-solving pondering at night such that this effect is stronger for individuals with higher levels of proving goal orientation. In addition, we suggest that avoiding goal orientation moderates the indirect effect of daily supervisor negative feedback on employee next-day creativity through affective rumination at night such that this effect is stronger for individuals with higher levels of avoiding goal orientation.We conducted a field study using experience sampling methodology to collect data from employees of a design institute in northern China. The questionnaire survey process included an initial one-time entry survey and daily surveys administered over a period of two weeks. One week before the start of the daily surveys, participants reported their proving goal orientation, avoiding goal orientation, and demographic information. During the two-week daily survey period, participants assessed daily supervisor negative feedback and daily creativity at 5:30 p.m. and rated problem-solving pondering and affective rumination at 8:30 p.m. each evening. The final sample included 716 usable observations collected from 95 employees. To test the proposed hypotheses, we conducted two-level path-analyses using Mplus 8.0 and performed a Monte Carlo simulation procedure using R software.As hypothesized, employees with different goal orientations reacted differently to daily supervisor negative feedback. The results showed that the relationship between daily supervisor negative feedback and problem- solving pondering at night was positive when proving goal orientation was high. We also found that the relationship between daily supervisor negative feedback and affective rumination at night was positive when avoiding goal orientation was high. Furthermore, for employees with high levels of proving goal orientation, daily supervisor negative feedback promoted their creativity the next day by activating their problem-solving pondering at night. However, for employees with low levels of proving goal orientation, this indirect effect was not significant. In addition, for employees with high levels of avoiding goal orientation, daily supervisor negative feedback inhibited their creativity the next day by eliciting their affective rumination at night. However, for employees with low levels of avoiding goal orientation, this indirect effect was not significant.The current study makes several theoretical contributions. First, we adopt a dynamic perspective to capture the within-person variance in creativity resulting from daily fluctuations in supervisor negative feedback. Second, this study enriches feedback intervention theory by exploring the mediating roles of problem-solving pondering and affective rumination in the link of supervisor negative feedback with employee creativity. Third, the present study reconciles the conflicting findings of previous research by demonstrating the differential effects of daily supervisor negative feedback on employees with different goal orientations.
Subjects: Psychology >> Management Psychology submitted time 2023-01-28
Abstract： With the popularization of higher education and the changing economic environment, perceived overqualification has received widespread attention from managers and researchers in recent years. However, previous studies have mainly focused on the effect of perceived overqualification on employees’ work attitudes or behaviors within orgaizations, and few studies have paid sufficient attention to whether and how overqualification produces spillover effects from work to family. To enrich our knowledge about the effects of perceived overqualification outside organizations, we examined the spillover effects of employees’ perceived overqualification on employees’ work-family relationships, as well as its crossover effect on spouses’ family-work relationships. Specifically, first, based on the cognitive appraisal theory, we investigated the double-edged sword effect of employees’ perceived overqualification on their own work-family conflict; Second, based on the work-family enrichment theory model, we tested the dual path mechanism and boundary conditions in the relationship between employees’ perceived qualifications and their work-family enrichment; Third, based on the gender role orientation theory, we examined the crossover effect of employees’ perceived overqualification on their spouses’ family-work conflict and family-work enrichment, and interactive moderating effect of employees’ gender and gender role orientation. Our findings not only help to reveal the impact of perceived overqualification on work-family relationships from different theoretical perspectives, but also provide pracitical implications for organization management.
Subjects: Psychology >> Management Psychology submitted time 2022-11-23
Abstract：
Previous findings regarding the impact of supervisor negative feedback on employee creativity have seemingly been inconsistent. Researchers have reported positive, negative, and nonsignificant relationships between supervisor negative feedback and employee creativity. The present study aims to explore the possibility that supervisor negative feedback has short-lived impacts on employee creativity. Drawing from feedback intervention theory, we propose that proving goal orientation moderates the indirect effect of daily supervisor negative feedback on employee next-day creativity through problem-solving pondering at night such that this effect is stronger for individuals with higher levels of proving goal orientation. In addition, we suggest that avoiding goal orientation moderates the indirect effect of daily supervisor negative feedback on employee next-day creativity through affective rumination at night such that this effect is stronger for individuals with higher levels of avoiding goal orientation. We conducted a field study using experience sampling methodology to collect data from employees of a design institute in northern China. The questionnaire survey process included an initial one-time entry survey and daily surveys administered over a period of two weeks. One week before the start of the daily surveys, participants reported their proving goal orientation, avoiding goal orientation, and demographic information. During the two-week daily survey period, participants assessed daily supervisor negative feedback and daily creativity at 5:30 p.m. and rated 21 problem-solving pondering and affective rumination at 8:30 p.m. each evening. The final sample included 716 usable observations collected from 95 employees. To test the proposed hypotheses, we conducted two-level path-analyses using Mplus 8.0 and performed a Monte Carlo simulation procedure using R software. As hypothesized, employees with different goal orientations reacted differently to daily supervisor negative feedback. The results showed that the relationship between daily supervisor negative feedback and problem-solving pondering at night was positive when proving goal orientation was high. We also found that the relationship between daily supervisor negative feedback and affective rumination at night was positive when avoiding goal orientation was high. Furthermore, for employees with high levels of proving goal orientation, daily supervisor negative feedback promoted their creativity the next day by activating their problem-solving pondering at night. However, for employees with low levels of proving goal orientation, this indirect effect was not significant. In addition, for employees with high levels of avoiding goal orientation, daily supervisor negative feedback inhibited their creativity the next day by eliciting their affective rumination at night. However, for employees with low levels of avoiding goal orientation, this indirect effect was not significant. The current study makes several theoretical contributions. First, we adopt a dynamic perspective to capture the within-person variance in creativity resulting from daily fluctuations in supervisor negative feedback. Second, this study enrichesfeedback intervention theory by exploring the mediating roles of problem-solving pondering and affective rumination in the link of supervisor negative feedback with employee creativity. Third, the present study reconciles the conflicting findings of previous research by demonstrating the differential effects of daily supervisor negative feedback on employees with different goal orientations.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2020-03-30
Abstract： " Heightening the quality of employee voice has been recognized as an important way to improve organizational effectiveness. However, previous studies have mainly focused on how to promote employees’ voice participation and quantity of voice, while ignoring the most essential issue – voice quality. To solve this problem, the present study aims to systematically research voice quality, including the connotation, measurement and antecedents of employee voice quality. The first study defines the connotation of employee voice quality based on grounded theory, and develops a scale of employee voice quality. The second study, drawing on implicit voice theory, explores the theoretical mechanisms linking leader and employee critical thinking to employee voice quality on both team and individual levels. This paper makes theoretical contributions by developing an employee voice quality framework and expanding the application of critical thinking and implicit voice theory.
Peer Review Status:Awaiting Review
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