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Tung-Ju Wu Kuo-Shu Yuan Ting Xu 《European Journal of Work and Organizational Psychology》2019,28(3):430-441
This study investigated the moderating effects of supervisor–subordinate “guanxi” alongside relevant emotional regulation strategies, including cognitive reappraisal and expressive suppression, undertaken by 402 firefighters experiencing burnout caused by work–family conflict, as revealed through the application and analysis of the job demands–resources model. According to the regression model for the moderating effects, high levels of supervisor–subordinate guanxi may improve the relationship between work–family conflict and burnout, while frequent suppression of expressivity may enhance this relationship. Moreover, when supervisor–subordinate guanxi is high, cognitive reappraisal may effectively mitigate the relationship between work–family conflict and burnout. To this end, both guanxi and cognitive reappraisal are crucial for supporting emotional regulation in the workplaces of ethnic Chinese societies. 相似文献
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Lynn Germeys Sara De Gieter 《European Journal of Work and Organizational Psychology》2017,26(3):457-467
This study investigates the daily relationship between experiencing home–work conflict (HWC) and an employee’s performance of counterproductive work behaviour (CWB) directed towards the individual (CWBI) and CWB directed towards the organization (CWBO). Moreover, we examine whether these relationships are buffered by family supportive supervisor behaviour. Finally, we investigate whether CWBs directed towards the individual and the organization are related to feelings of work–home conflict (WHC). We examined the daily diary data using multilevel path analyses. We found support for a significant positive relation between HWC and same as well as next-day CWB enacted towards the individual, and same-day CWB directed towards the organization. General levels of family supportive supervisor behaviour buffered an employee’s daily relationship between experiencing HWC and enacting counterproductive work behaviour towards the individual, and are directly and negatively related with enacting CWB towards the individual and the organization. Furthermore, daily CWB enacted towards the individual was significantly positive, whereas CWB enacted towards the organization was significantly negatively related to WHC. Future research would benefit from examining buffering effects on the resource-depleting relationship between counterproductive work behaviour enacted towards the individual and WHC. 相似文献
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Kai C. Bormann 《European Journal of Work and Organizational Psychology》2017,26(4):590-600
The aim of this study was to advance literature on ethical leadership towards its day-level application. Daily ethical leadership is defined as ethical leadership behaviours a leader exhibits on a given day. Beneficial effects of daily ethical leadership on daily helping behaviour and daily counterproductive work behaviour via daily work engagement were examined. Furthermore, yesterday’s abusive supervision was postulated to moderate the impact of today’s ethical leadership on work engagement indicating moderated mediation. The relationship between daily ethical leadership and daily work engagement should be stronger when previous abusive supervision was high. This model was tested using an experience sampling methodology spread over 5 working days. The sample consisted of 241 employees from different organizations. Results supported the beneficial indirect impact of daily ethical leadership on daily helping through strengthening daily work engagement. The indirect effect was non-significant for daily counterproductive work behaviour. Consistent with theoretical assumptions, both indirect effects were strongest with high previous abusive supervision and diminished when previous abusive supervision was low. Implications for leadership research and managerial practice are discussed. 相似文献
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基于内隐追随理论,探索了领导者的积极追随原型(PFP)与追随者的积极追随特质(PFT)之间的匹配程度如何影响辱虐管理。对194份上下级配对数据进行多项式回归和响应面分析,结果显示:(1)相较于非匹配情形,领导者在"PFP—PFT匹配"情形下更少辱虐追随者;(2)与"PFP低—PFT低"相比,"PFP高—PFT高"情形下辱虐管理程度更低;(3)在非匹配情况下,与"PFP高—PFT低"相比,领导者在"PFP低—PFT高"时对追随者有更少的辱虐管理。以上结论能够为组织预防或减少辱虐管理提供理论指导。 相似文献
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A national survey of American Association of Marriage and Family Therapy Approved Supervisors found statistically significant bivariate relationships between their annual income in 1999 and their gender, professional identity, supervision setting, and geographic locale. Race, community size, and years of clinical experience were not significantly related to income statistically. Moreover, only gender was statistically significant upon a sequential logistic regression of these variables relative to an income of greater or less than $50,000 a year. 相似文献
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Jenelle M. Slavin-Mulford Mark J. Hilsenroth Mathew D. Blagys Mark A. Blais 《Counselling and Psychotherapy Research》2011,11(2):97-104
Aims: This study examines the relationship between expert supervisors' professional experiences and their views about the importance of different psychotherapy techniques. Method: Thirty psychodynamic‐interpersonal (PI) supervisors and 13 cognitive‐behavioural (CB) supervisors (N=43) were instructed to rate 20 therapeutic techniques according to how characteristic each technique is of an ideally‐conducted session within their theoretical orientation. The measure used for this assessment was the Comparative Psychotherapy Process Scale. Results: Findings demonstrated that supervisors' beliefs about ideal therapeutic techniques are related to their number of years in post‐graduate clinical practice, training, and supervising trainees, as well as to the number of publications they have authored. Further, experience within a given orientation tends to lead to a greater endorsement of techniques within that orientation, although this finding is more uniform for CB supervisors than PI supervisors. Finally, differential types of experience lead to differential focusing on specific techniques. Discussion: The clinical importance of these findings is explored. 相似文献
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Research indicates that information received from feedback seeking is valuable for both individual and organizational outcomes. Previous research examining the feedback seeking process has consistently suggested that individual's feedback behaviors are directly influenced by three motives. Specifically, individuals are instrumentally motivated to obtain valued information but are also motivated to protect and/or enhance their ego and to protect others' impressions of them (Ashford, Blatt and VandeWalle, 2003). The current study simultaneously examined these motives by testing the interactive effects of them on feedback seeking behavior. As predicted, they did significantly interact and the results present a deeper understanding of these motives and how employees weigh various factors in deciding whether to seek feedback within the organization. 相似文献
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新近研究发现辱虐管理对下属互动公平感的负向影响受下属权力距离调节:对低权力距离下属来说这种影响相对较强,反之较弱。基于社会交换理论,本文对现有研究做了两方面拓展。首先,引入下属针对领导的总体公平感,考察权力距离在辱虐管理与总体公平感之间的调节作用,扩展那些仅关注互动公平感的研究。其次,引入领导-部属交换,解释权力距离具体是如何在辱虐管理与下属总体公平感之间发挥调节作用的。以296名企业员工为被试,研究发现:(1)下属权力距离在辱虐管理与下属总体公平感之间有调节作用;(2)这种调节作用是通过领导-部属交换的中介作用实现的,即对不同权力距离的下属来说,辱虐管理对领导-部属交换有不同作用,进而对下属总体公平感产生不同影响。 相似文献