How does workplace ostracism hurt employee creativity? Thriving at work as a mediator and organization-based self-esteem as a moderator

Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization-based self-esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario-based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent workers with higher levels of OBSE from thriving at work. This finding is verified in Study 2, in which we use multiwave, multisource data collected from 207 employees and their supervisors to test the proposed model. The results further show that for employees with higher levels of OBSE, thriving at work is more likely to mediate the relationship between workplace ostracism and employee creativity. These findings provide important practical implications for fostering employee thriving and promoting creativity in the workplace by managing workplace ostracism.     

Investigating how ostracizing others affects one’s self-concept

Abstract

Social relationships are connected with an individual’s self-concept, so events that influence one’s relationships subsequently influence one’s self-concept. Ostracism, being excluded and ignored, is an aversive experience involving both a target (the one being ostracized) and source (the one ostracizing). We will discuss previous limitations of source paradigms and how we addressed them when developing our paradigms. We will also highlight current source research, from a co-edited special issue, and how this research is relevant to an individuals’ self-concept. Lastly, we will suggest how cognitive dissonance work can ground source research within a larger theoretical framework and inspire future research. We consider how one’s self-concept influences cognitive dissonance related to knowingly harming others through ostracism.     

A meta‐analysis of the predictors and consequences of organization‐based self‐esteem

Organization‐based self‐esteem (OBSE), which represents employees' beliefs about their own value and competence as organizational members, has attracted much recent research attention. In the current paper, we identified several theoretically based predictors and consequences of OBSE. We then conducted a meta‐analysis examining the relationships between OBSE and these variables. Results indicated that several hypothesized predictors, including the work environment and employee dispositions, were related to OBSE. Furthermore, OBSE was related to several hypothesized outcome variables including job satisfaction, organizational commitment, employee health, job performance, and organizational citizenship behaviour. As expected, OBSE generally yielded stronger relationships with work‐related variables than did general self‐esteem and we found evidence that OBSE mediated the relationships between general self‐esteem and work‐related criteria.     

The ambivalence of challenge stressors: Time pressure associated with both negative and positive well-being

According to the challenge–hindrance model, challenge stressors contain both stressful and challenging aspects, hindrance stressors only stressful aspects. Typically, negative outcomes of challenge stressors refer to well-being (strain), positive outcomes to so-called work outcomes (e.g., productivity, intention to quit). As both effects occur simultaneously, the positive outcomes often emerge only when controlling for the negative effects. We suggest that the negative and the positive effects of challenge stressors may refer to well-being. Specifically, we propose challenge to indicate competence, thus fostering organization-based self-esteem (OBSE), which, in turn, should enhance more general indicators of positive well-being. We explored the effect of time pressure (a prototypical challenge stressor) on a general well-being variable (positive attitude towards life; PAL). We postulated challenge stressors to be associated with PAL positively via OBSE and negatively via strain. These processes should (a) result in a non-significant bivariate association, which should (b) become significant once strain is controlled (suppression), but (c) become insignificant again once OBSE is controlled (mediation). Using structural equation modeling, we could confirm our hypotheses in a cross-sectional study. Results confirm the inherently ambivalent nature of time pressure, containing both positive and negative variance. In line with our theoretical position, results suggest that the negative and the positive outcomes may be conceived in terms of different aspects of well-being, in addition to “work outcomes” that do not refer to well-being. This concept of challenge stressors may help to explain why many people do not reduce challenge stressors even when they could: Feeling good about themselves and their lives may, at least temporarily, outweigh the strain.     

建言采纳如何促进员工建言：基于目标自组织视角的整合机制

文章探讨了领导者建言采纳促进员工建言的理论基础、作用机制及其对发展建言研究的意义。通过引入个体心理的自组织目标系统理论, 整合了员工建言研究的动机视角和认知视角, 构建了建言的目标自组织观点。在此基础上, 分析和检验了工作意义感和建言效能感在领导者建言采纳促进员工建言的关系中所起的中介作用。通过问卷调查收集了来自73位领导者与236位员工的纵向数据, 结果显示：(1)领导者的建言采纳对员工的促进性/抑制性建言均具有显著的促进作用; (2)工作意义感和建言效能感在领导者建言采纳与员工建言行为的关系中起到完全中介作用。研究结果发展了对建言行为形成机制的认识, 促进了建言研究的理论发展, 并对管理实践有着积极的启示。     

The Power of Being Positive: The Relation Between Positive Self-Concept and job Performance

Most managers would probably agree that positivity is something they value in employees, yet selection research has virtually ignored the relation between employee positivity and job performance. This article suggests that a broad personality trait, labeled positive self-concept or core self-evaluations, is a potentially important personality trait in the prediction of job performance. Positive self-concept consists of four specific traits previously studied in isolation: self-esteem, generalized self-ef- ficacy, locus of control, and (low) neuroticism or emotional stability. Data analyzed from 12 samples revealed that these specific traits are strongly correlated and comprise a common factor. Drawing from four motivation theories, we argue that the principal reason positive self-concept is linked to job performance is because positive employees are more motivated to perform theirjobs. We also argue that, in some jobs, positive self-concept may be an ability factor. Finally, we discuss various implemen- tation issues involved in using positive self-concept in selection decisions. Overall, this article suggests that positive self-concept is a trait deserving of more attention in selection research and practice.     

高绩效工作系统对员工心理契约破裂的影响:一个跨层的被调节中介

对北京、上海、山东、辽宁等地39家企业的52名人力资源经理和253名员工进行配对问卷调查,用跨层次分析方法,考察了高绩效工作系统(HPWS)对员工心理契约破裂的影响及其作用机制。研究发现:组织实施的HPWS(O-HPWS)与员工心理契约破裂显著负相关,员工体验的HPWS(E-HPWS)在这一过程中起完全中介作用;互动公平氛围调节了O-HPWS与E-HPWS的关系,且进一步调节了上述中介作用。     

Linking leader authentic personality to employee voice behaviour: a multilevel mediation model of authentic leadership development

Drawing on self-consistency and self-concept-based theories, this study examined the antecedents and outcomes of authentic leadership. Specifically, the mediating roles that authentic leadership and organization-based self-esteem (OBSE) play in translating leader authentic personality into employee voice behaviour were investigated. The results, from a sample of 408 subordinate–supervisor dyads from Taiwan, provide evidence of a positive relationship for leader authentic personality with direct reports’ ratings of the leaders’ authentic leadership. In addition, authentic leadership was found to influence subordinates’ voice behaviour, as rated by subordinates’ immediate supervisors; notably, this relationship was partially mediated by the subordinates’ perceptions of OBSE. Furthermore, leader authentic personality was indirectly related to subordinates’ voice behaviour through the mediating influence of authentic leadership and, in turn, subordinates’ perceptions of OBSE. The implications of these results for leadership research and practice, as well as directions for future research, are also presented in this paper.     

管理者可信行为对员工建设性建言的影响研究

从个体、领导和同事角度出发,采用2个时间点员工-主管配对问卷调查法对299名企业员工进行调查,探讨了管理者可信行为对员工建设性建言的影响机制。结果发现：（1）管理者可信行为对员工建设性建言有正向影响;（2）员工-领导价值一致性和员工感知凝聚力在管理者可信行为与员工建设性建言关系间起双中介作用;（3）同事消极约束显著负向调节管理者可信行为与员工感知凝聚力间的关系,即当同事消极约束水平越低,管理者可信行为对员工感知凝聚力的正向影响越高;（4）同事消极约束在管理者可信行为与员工-领导价值一致性间的负向调节作用不显著。     

Towards a multilevel approach of employee well-being

In this commentary, I respond to Ilies, Aw & Pluut’s (Intraindividual models of employee well-being: What have we learned and where do we go from here?, European Journal of Work and Organizational Psychology, in press) call for a theory that distinguishes between traits and states of employee well-being. I use Job Demands–Resources theory to illustrate how we may integrate within- and between-person approaches and findings to design an overall multilevel model of employee well-being. My perspective builds on Ilies et al. and recent findings of research combining relatively stable “traits” with fluctuating states of employee well-being. My goals with this commentary are three-fold: (1) give more insight into possible differences between variables at different levels of analysis; (2) use research to show how trait and state levels of (predictors of) employee well-being may interact; (3) propose a multilevel model that may stimulate future research on the topic.     

心理契约破坏与员工建言行为的关系：领导成员交换的调节效应

采用问卷调查法,以中国移动广东分公司的253名员工为研究对象,考察心理契约破坏、领导成员交换与员工建言行为的关系,并检验领导成员交换在二者之间的调节作用。层次回归分析结果表明：（1）心理契约破坏与员工建言行为呈显著负相关;（2）领导成员交换与员工建言行为呈显著正相关;（3）领导成员交换显著调节心理契约破坏与员工建言行为之间的关系。当领导成员交换质量较佳时,心理契约破坏与员工建言行为之间的负向关系较弱。     

Psychological Comparison Processes and Self-Concept in Relation to Five Distinct Frame-of-Reference Effects: Pan-Human Cross-Cultural Generalizability over 68 Countries

The concept of self is central to personhood, but personality research has largely ignored the relevance of recent advances in self-concept theory: multidimensionality of self-concept (focusing instead on self-esteem, an implicit unidimensional approach), domain specificity (generalizability of trait manifestations over different domains), and multilevel perspectives in which social-cognitive processes and contextual effects drive self-perceptions at different levels (individual, group/institution, and country) aligned to Bronfenbrenner's ecological model. Here, we provide theoretical and empirical support for psychological comparison processes that influence self-perceptions and their relation to distal outcomes. Our meta-theoretical integration of social and dimensional comparison theories synthesizes five seemingly paradoxical frame-of-reference and contextual effects in self-concept formation that occur at different levels. The effects were tested with a sample of 485,490 fifteen-year-old students (68 countries/regions, 18,292 schools). Consistent with the dimensional comparison theory, the effects on math self-concept were positive for math achievement but negative for verbal achievement. Consistent with the social comparison theory, the effects on math self-concept were negative for school-average math achievement (big-fish-little-pond effect), country-average achievement (paradoxical cross-cultural effect), and being young relative to year in school but positive for school-average verbal achievement (big-fish-little-pond effect—compensatory effect). We demonstrate cross-cultural generalizability/universality of support for predictions and discuss implications for personality research. © 2020 European Association of Personality Psychology     

真诚型领导能否打破员工沉默?一个有调节的中介模型

本文以进化心理学理论和个体-情景交互理论为基础,并以河南省一家国营企业的222名员工为样本,检验了真诚型领导行为抑制员工沉默行为的影响模型。研究结果表明:真诚型领导行为对员工沉默行为具有显著的负向影响;员工的心理安全感在真诚型领导行为和员工沉默行为之间起着中介作用;员工的外向性和责任感越高,心理安全感与员工沉默行为之间的负向联系的就越强,同时心理安全感的中介效应也越强。本文最后探讨了研究的理论和实践意义以及未来的研究方向。。     

基于组织的自尊的情境化与适用性

基于组织的自尊(OBSE)是组织情境下个人对自身能力和价值的评价, 对员工的工作态度、行为和绩效有重要的影响。在回顾最近研究的基础上, 总结了基于组织的自尊的情境化测量与结构。在整合现有相关研究和理论的基础上, 构建了基于组织的自尊情境化研究的法理性框架。针对国内外基于组织的自尊研究的差异, 结合中国情境的特殊性, 对“基于组织的自尊”概念在中国情境下语义差异、语义等值和情境适用性进行了讨论。最后, 对基于组织的自尊未来的情境化研究以及在中国情境下的发展进行了展望。     

自我概念清晰性的影响因素与干预策略：基于自我概念结构三元整合假设的新视角

自我概念清晰性是个体对自身看法感到明晰、确信、内部一致和跨时间稳定的程度,它影响广泛,但现有研究缺乏对其影响因素和干预策略的理论整合。受低自我概念清晰性源于自我概念结构整合困难启发,本文提出了自我概念结构三元整合假设,将自我概念结构整合分为跨经验抽象整合、跨场域共时整合和跨时间历时整合三方面,从这三方面剖析了如何降低自我概念结构整合难度,并基于此梳理了影响自我概念清晰性的环境因素（外因）和个体因素（内因）。本文为理解自我概念清晰性形成机制提供了新的理论框架,为自我概念清晰性干预提供了“路线图”。     

领导—部属交换对员工家庭贬损的影响研究：一个有调节的中介模型

关于领导-部属交换理论的研究主要集中在职场范围内,少有研究关注领导-部属交换对员工家庭生活的影响。本研究以工作家庭增益理论（Work-Family Enrichment Theory）、领导权变理论（Contingency Theory）为基础,构建了领导-部属交换、资源获取、负向情感特质和员工家庭贬损之间的关系模型。以成都市某银行的193名员工及员工配偶为样本对研究假设进行了实证性检验,研究结果表明:（1）领导-部属交换对员工家庭贬损具有负向的影响;（2）领导-部属交换对员工资源获取具有正向的影响;（3）员工资源获取对员工家庭贬损具有负向影响;（4）员工资源获取在领导-部属交换和家庭贬损之间起着完全中介的作用;（5）下属的负向情感特质越强,领导-部属交换对员工资源获取的直接影响以及对员工家庭贬损的间接影响就越强。     

组织信任氛围对任务绩效的作用途径

通过问卷调查与结构方程建模分析组织信任对于员工工作绩效的影响途径。203名被试和他们的上司参与了问卷调查。结果分析采用潜变量路径分析方法。我们构建多组模型与构思模型,通过两个阶段的检验,分析了组织信任的作用机制。结果表明：组织信任作用于心理安全感,而心理安全感通过两条独立途径影响工作绩效,分别是工作聚焦与工作改进。心理安全感能够促进员工针对工作的不断改进的行为和探索新工作方法的意愿,同时也有利于员工集中精力在工作上,从而提高个人工作业绩     

Stereotyping,Affiliation, and Self-Stereotyping of Underrepresented Groups in the Sales Force

This study adds theoretical and managerial insights to the sales literature regarding the unfortunate but prevalent issue of stereotyping in sales by supervisors toward underrepresented groups of sales employees. Specifically, we examine (1) the self-evaluative, social, and emotional consequences of being stereotyped by a supervisor, and (2) the moderating role of employees’ self-construal (i.e., the employee’s level of independence versus interdependence) as it relates to their responses toward a supervisor who holds stereotypical expectations. The results suggest that when a sales supervisor endorses stereotypical views, more interdependent (versus independent) sales employees will likely affiliate more with, and experience fewer negative emotions toward, the supervisor. The results also suggest that sales employees’ self-construal moderates the impact of intentions to affiliate with the supervisor on positive stereotypical traits (that are valued in the sales context) but not negative stereotypical traits. While not every sales employee comes from an underrepresented background, every company is interested in the success of their underrepresented sales employees. And, simply being interested in hiring underrepresented employees is not enough. Rather, firms need to understand how to effectively manage diversity and facilitate strong sales supervisor employee relationships. This research provides such understanding.     

授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用

从组织投资的视角,研究授权赋能领导行为、内部人身份感知与组织公民行为之间的关系.通过问卷调查,搜集了一家企业146名主管和下属的配对数据.研究结果表明,领导授权赋能行为对员工内部人身份感知有积极的影响作用,同时,内部人身份感知在授权赋能领导行为和员工组织公民行为之间起到完全中介作用,同时,员工基于组织的自尊对内部人身份感知的中介效应起到调节作用.最后还讨论了未来的研究方向和实际应用的意义等内容.     

Relationship of LMX and Agreeableness with Emotional Exhaustion: a Mediated Moderated Model

The aim of the study is to explore that whether Leader-Member Exchange (LMX) and agreeableness incite an employee to create façade of conformity (FOC) and how creation of FOC affects employee’s emotional exhaustion considering moderating effects of trust in management and employee’s emotional stability amongst four service sector organizations of Islamabad, Pakistan. Data Analysis of 303 supervisor-subordinate dyads using OLS regression found that LMX is negatively and significantly related to FOC while agreeableness is positively and significantly related to FOC. Effects of LMX on FOC are moderated by employee’s trust in management. Effect of FOC was lower among those having high degree of trust in management as compared to those who have lower degree of trust in management. FOC leads to emotional exhaustion. Moreover, effects of FOC on emotional exhaustion are moderated by employee’s emotional stability. Such that the effect of emotional exhaustion seems to be lower among those who have higher levels of emotional stability. No evidence was found that LMX and agreeableness directly affects emotional exhaustion without their effect on FOC. Based on these findings, we have discussed practical implications for managers along with limitations of the study and future directions.