小学儿童问题行为、同伴关系与孤独感的特点及其关系

本研究以246名小学三至五年级儿童为被试,考察了儿童问题行为、同伴关系与孤独感的特点及其关系。结果发现：(1)儿童的外部问题行为、社会喜好、社会影响及孤独感均存在性别差异,内、外部问题行为和孤独感均存在年级差异;(2)儿童内、外部问题行为对其孤独感的影响方式不同：外部问题行为通过社会喜好和社会影响两个中介变量实现对孤独感的间接影响,其直接作用不显著,内部问题行为则直接影响儿童孤独感;(3)不同社会地位儿童的问题行为和孤独感也存在差异。     

Who Is a Good Organizational Citizen? Social Perception of Male and Female Employees Who Use Family Leave

In this study, we examined perceptions of the citizenship behaviors of male and female employees who took leave to care for a newborn, a sick child, a sick parent, or who did not take leave. In a 2 (employee gender) × 4 (reason for leave) × 2 (participant gender) experimental design, 242 undergraduate students read a mock personnel file and rated the employee on altruism and generalized compliance. Female employees were not rated differently whether they took leave or not. Male employees who took leave for birth or eldercare were rated less likely to be altruistic at work than their male counterparts who did not take leave and their female counterparts who took leave. There was also a bias against male leave takers for generalized compliance ratings, especially by male evaluators. Future research ideas and implications for organizational practice are discussed.     

Work-Family Conflict and Work-Related Withdrawal Behaviors

This survey study explored the effects of work-to-family conflict and family-to-work conflict on withdrawal behaviors at work (family interruptions at work, lateness to work, and absenteeism) among both members of 359 dual-earner couples. Using a systems theory framework, regression analyses revealed significant individual-level and crossover effects for both types of work-family conflict on withdrawal behaviors. Theoretical and practical implications of the study of work-family conflict crossover effects on withdrawal behaviors at work are discussed.     

The Mediating Role of Moral Ownership in the Relationship Between Organizational Support and Employees’ Ethical Behavior: A Study of Higher Education Faculty Members

We examined the mediating role of employee moral ownership in the relationship between employees’ perception of organizational support and their actual ethical behavior. Data were collected from 689 faculty members affiliated with different educational institutions in India. Structural equation modeling analysis showed that perceived organizational support significantly impacts employee ethical behavior. In addition, the results revealed that employee moral ownership mediates the relationship between perceived organizational support and employee ethical behavior. Implications and limitations of the study are discussed.     

Guidance on conducting and reviewing systematic reviews (and meta-analyses) in work and organizational psychology

Systematic reviews and meta-analyses are means of summarizing and synthesizing research evidence in a given topic area. They can be used to define the current state of knowledge and how confident we can be in that knowledge, to identify evidence gaps, and to provide recommendations for policy and practice based on the best available evidence. At European Journal of Work and Organizational Psychology, our editorial stance is explicitly to encourage the conduct of systematic reviews and meta-analyses. The purpose of this editorial is to provide some guidance to authors and journal referees on the (technical) features of good systematic reviews.     

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。     

组织中的角色超载

角色超载是指当个体缺乏必要的能力与技能或足够的时间而无法顺利完成各种角色需求时所体验到的一种角色压力。角色超载不仅影响员工的身心健康, 而且对组织和社会也有消极影响。本文在对角色超载的定义梳理及与相关概念比较的基础上给出了新的界定, 完善了角色超载的概念, 并对维度划分与测量, 以及影响因素与作用结果进行了分析。未来研究应致力于：清晰的界定角色超载的内涵, 合理的维度划分与量表编制, 深入研究其影响因素并关注角色超载的本土化研究。     

Application of signature strengths at work: A dual-level analysis

ABSTRACT

Each individual possesses character strengths, the most significant of which are classified as signature strengths. With a sample of 164 individuals who were employed at least part-time in a variety of industries, we examined application of signature strengths and well-being both between-persons (global) and within-persons (daily). Global application of signature strengths was associated with global job satisfaction and strain; however, no significant mediation effects on intent to turnover were found. We also found that daily variations in application of signature strengths were related to daily job satisfaction and strain. Common method bias associated with trait positive and negative affect differed by level of analysis: At the between-person (global) level, trait affect produced substantial inflation of estimates, but at the within-person (daily) level, inflation was negligible. The results suggest the importance of daily opportunities to apply signature strengths and of accounting for variance attributable to trait affect in between-person analyses.     

Goal Commitment Buffers the Negative Effects of Perceived Abusive Supervision

Abstract

The effects of abusive supervision may be more intricate than what reason would suggest. To examine why individuals may respond differently to perceptions of supervisor abusive, this study relies on goal-setting theory to present a model that accounts for the influence of abusive supervision on job performance and organizational deviance. To be precise, motivation control and self-defeating cognition are proposed to mediate the interaction of perceived abusive supervision with goal commitment in predicting organizational deviance and job performance. In particular, the extent to which goal commitment alleviates the deleterious effects of abusive supervision is examined such that when goal commitment is high, the indirect effects of perceived abusive supervision on job performance and organizational deviance via motivation control and self-defeating cognition were predicted to be weaker. The proposed model was supported by multisource and multiwave data. The understanding of when the deleterious effects of supervisor abuse as perceived by followers are likely might help the human resource personnel to adopt measures that buffer against such outcomes.     

Taking a deeper look inside autonomous and interdependent teams: why,how, and when does informational dissimilarity elicit dysfunctional versus beneficial effects

ABSTRACT

Organizations increasingly use cross-functional teams, characterized by autonomy and interdependence, to improve innovation and to adapt to a dynamic business environment. Based on this trend, prior research started to investigate informational dissimilarity (employee’s dissimilarity relative to teammates regarding education, job specialization, and expertise) in teams. Two key team outcomes are 1) team members’ satisfaction with the team and 2) the team’s proactivity. Paradoxically, some researchers reported dysfunctional informational dissimilarity effects on employee outcomes, while some reported beneficial effects. To integrate opposing informational dissimilarity effects, we apply the categorization-elaboration model of team diversity. We theorize that perceived informational dissimilarity can elicit simultaneously dysfunctional effects on satisfaction with the team and beneficial effects on the team member’s proactivity. We specify the mechanisms of both effects by investigating the mediating roles of peer unfairness (representing dysfunctional informational dissimilarity effects) and information elaboration (representing beneficial informational dissimilarity effects). To reconcile these contradicting processes, we analyse the role of trust. We conducted a survey study at three different measurement time points with team members from different organizations. The results indicate that trust in teammates dampens dysfunctional informational dissimilarity effects and amplifies beneficial effects.