Job crafting and job performance: A longitudinal study

In this three-wave study (N = 288), we examined whether job crafting intentions and work engagement led to actual job crafting behaviours and, in turn, to higher levels of prospective work engagement and job performance. We used the Job Demands-Resources model as a theoretical framework and defined job crafting as the self-initiated changes that employees make in their job demands and resources. One month after reporting their job crafting intentions, respondents rated their actual job crafting behaviours. Again one month later, they rated their levels of work engagement, in-role performance, and organizational citizenship behaviour towards individuals (OCBI). Results of structural equation modelling showed that job crafting intentions and work engagement significantly related to actual job crafting, which, in turn, related to higher levels of work engagement, while controlling for job characteristics. Results further showed that engaged employees performed better on their in-role tasks but did not perform more OCBIs. The findings suggest that employees can increase their own work engagement and job performance through job crafting.     

组织公民行为与反生产行为的互动关系：一个基于情绪与认知整合框架的阐释

传统观点认为, 组织公民行为和反生产行为是同一连续体的对立两级或者负相关的独立二维结构。但近期研究表明, 这二者关系并非那样简单, 在特定情境下它们也许存在一种适度的正相关性。首先, 回顾组织公民行为与反生产行为的影响因素, 以及这二者关系的认知演变; 然后, 基于情绪与认知整合框架, 采用资源守恒理论和道德平衡理论探讨组织公民行为与反生产行为的互动关系; 最后, 对未来研究方向进行了展望, 如通过实证研究探索二者互动关系的边界机制、采用多种研究方法验证这二者之间互动关系、基于潜增长模型探讨这二者关系的动态变化、以及深入探讨这二者互动关系的管理实践策略。     

员工伦理型领导原型对伦理型领导有效性的影响：员工崇敬感的中介作用

基于工作场所中具体积极情绪的理论模型和内隐领导理论, 探究了伦理型领导对员工工作绩效的影响机制, 具体是检验了崇敬感的中介作用和员工伦理型领导原型的调节作用。通过对一项问卷调查研究(193份上下级配对数据)和两个情境实验获得的实证数据进行统计分析, 结果表明: 伦理型领导能够正向影响员工的崇敬感; 崇敬感能够中介伦理型领导对组织公民行为的积极作用, 但对任务绩效的中介效应并不显著; 此外, 员工的伦理型领导原型会强化伦理型领导与员工崇敬感之间的正向关系, 即相比于拥有低伦理型领导原型的员工, 拥有高伦理型领导原型的员工更容易对伦理型领导产生崇敬感; 崇敬感能够中介伦理型领导与员工伦理型领导原型的交互作用对组织公民行为的影响。     

Beyond the Ethnic‐Civic Dichotomy: Cultural Citizenship as a New Way of Excluding Immigrants

In European Union (EU) countries, public debates about immigrants and citizenship are increasingly framed in cultural terms. Yet, there is no agreement within the citizenship literature on whether a cultural citizenship representation can be distinguished from the more established ethnic and civic representations and on how its measures relate to anti‐immigrant attitudes. The present study tested measures of citizenship representations among high school students (N = 1476) in six EU countries (Belgium, France, Germany, Hungary, the Netherlands, and Sweden). Factor analyses favored a three‐factor model of citizenship representations (i.e., ethnic, cultural, and civic factors), which showed partial metric invariance. Across countries, ethnic and cultural scales correlated positively with each other and negatively with the civic scale. Moreover, ethnic and cultural scales related positively and the civic scale negatively to anti‐immigrant attitudes. However, when analyzed simultaneously, relations of the ethnic scale with anti‐immigrant attitudes were no longer significant, while those of the cultural and civic scales proved to be robust. Implications of these findings are discussed.     

The effect of evolving resource synergy beliefs on the intentions–behavior discrepancy in ethical consumption

Consumers are less likely to buy ethical products than their stated intentions in marketplace polls, due at least in part to the distinct temporal frames guiding their poll responses versus actual purchase decisions. We propose that as consumers' beliefs about the synergy between the resources a firm devotes to their ethical and functional attributes evolve, as part of the broader ethical marketing/corporate social responsibility movement, from negative to positive, this discrepancy between intentions and behavior is likely to disappear. Two studies provide support for this basic contention, implicating the importance consumers ascribe to a brand's ethical attribute as the driver of the temporal frame- and resource synergy beliefs-based differences in their preference for that brand.     

Reviews

The Prayers and Tears of Jacques Derrida: Religion Without Religion, John D. Caputo, Bloomington: Indiana University Press. 1997. The Indiana Series in the Philosophy of Religion, xxix + 374 pp. ISBN 0–253–21112–3 (pbk.)

Religion in the Contemporary World: A Sociological Introduction, Alan Aldridge, Polity Press: Cambridge, 2000. vii, 232 pp. ISBN 0–7456–2083–3

The Anthropology of Religion, Fiona Bowie, Oxford, Blackwell. 1999. 284pp, tables & bibliogr. ISBN 0–631 20848–8 (pbk)

Theorizing about Myth, Robert Segal, Amherst: University of Massachusetts Press. 1999. 184pp. Cloth £45, paper £15. ISBN 1–558–49194–5 (hbk), 1–558–49191–0 (pbk)     

Exploring the black box of the contingent reward leadership–performance relationship: The role of perceived justice and emotional exhaustion

Using data collected from three different sources (N = 294), we examined a model in which perceived organizational justice (distributive, procedural, and interactional) and emotional exhaustion mediate the relationship between contingent reward leadership (CRL) and two performance indicators, namely organizational citizenship behaviours (OCB) and absenteeism. We found that procedural justice mediates the negative relationship between CRL and emotional exhaustion while controlling for work overload and transformational leadership. We also found that emotional exhaustion plays a mediating role in the relationship between two dimensions of justice (procedural and interactional) and both OCB and absenteeism. Interactional justice and distributive justice were also directly linked to OCB. Implications of these findings for research on leadership, psychological health, and organizational justice are discussed.     

The interactive effects of person-focused citizenship behaviour,task interdependence,and virtuality on team performance

A multifactorial between-groups experiment examined the effects of person-focused organizational citizenship behaviours (OCBP) on the performance of teams characterized by different levels of virtuality and task interdependence. Results reveal in low virtual teams the moderating effects of task interdependence on the OCBP–team performance relationship are positive; however, these effects are reversed in high virtual teams. Using social presence and task–technology fit theories, our results indicate that task context affects how OCBP impacts team performance, particularly across different levels of team virtuality. The implications for research on OCB and the management of virtual teams are discussed.     

Cross‐level interactions of individual trait positive affect,group trait positive affect,and group positive affect diversity

The purpose of the current study is to examine the cross‐level three‐way interactions among individual trait positive affect (PA), group trait PA, and group PA diversity on individual work outcomes. Drawing on situation strength theory, we hypothesized that the relationship of individual trait PA with work outcomes depends on the strength of a group's affective contexts including group trait PA and PA diversity. The hierarchical linear modelling results for 261 employees in 42 South Korean organizational teams showed that individuals' trait PA was positively associated with their team commitment, job satisfaction, and organizational citizenship behaviour (OCB). The findings also demonstrated that individual trait PA had the strongest relationship with team commitment when group trait PA was low and PA diversity was high simultaneously. In addition, the relationship between individual trait PA and OCB was found to be stronger for affectively diverse groups than for homogeneous groups.