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Journal of Applied Psychology
American Psychological Association
Journal of Applied Psychology

American Psychological Association

0021-9010

Journal of Applied Psychology/Journal Journal of Applied PsychologySSCIAHCIISSHP
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    Investing for Keeps: Firms' Prepandemic Investments in Human Capital Decreased Workforce Reductions Associated With COVID-19 Financial Pressures

    Bentley, F. ScottKehoe, Rebecca R.Chung, Hyesook
    20页
    查看更多>>摘要：We examine how firms' prepandemic investments in human capital influence their use of workforce reductions and layoffs (hereafter, workforce reductions) as a response to financial pressures during the coronavirus disease (COVID-19) pandemic. We contend that workforce reductions must be examined in the context of firms' broader financial and resource orchestration environments. First, we suggest that firms' relative exposure to pandemic financial pressures (PFPs) will determine their need to cut costs during the pandemic. Second, we argue that a firm's prior investments in employees' human capital will reduce the attractiveness of workforce reductions as a cost-cutting response to PFPs, as human capital investment (HCI) increases the value of employees' knowledge, skills, and abilities and motivation, thus inducing firms to seek alternative measures to reduce costs. We then argue that the attenuating influence of HCI on the effect of PFPs on workforce reductions will be stronger when HCI is matched with greater investments in physical capital, as employees' human capital will create more value-and will translate to a bigger loss following employee departures-in such circumstances. We demonstrate support for our hypotheses in a sample of 1,364 U.S. banks using data from quarterly Federal Deposit Insurance Corporation (FDIC) reports, news articles, and Worker Adjustment and Retraining Notifications (WARN) Act filings through the fourth quarter of 2020. We discuss implications for our understanding of the impact of the COVID-19 pandemic on organizations and employees and for research on resource orchestration and human capital.
      原文链接:
    • NSTL
    • Amer Psychological Assoc

    Compassion During Difficult Times: Team Compassion Behavior, Suffering, Supervisory Dependence, and Employee Voice During COVID-19

    Fehr, RyanWee, Elijah X. M.
    16页
    查看更多>>摘要：We draw from conservation of resources theory to examine how employees' assessments of coronavirus disease (COVID-19) event strength may threaten their existing resources and their subsequent dependence on their supervisors, as well as voice behaviors that are critical to the organization's survival in a disruptive environment. We propose that assessments of COVID-19 as a strong event are positively related to employees' suffering, in turn increasing their sense of dependence on their supervisors and ultimately reducing their tendencies to display promotive and prohibitive voice. Furthermore, we propose that team compassion behavior can mitigate these negative indirect effects of COVID-19 event strength on employee voice by attenuating the positive effect of COVID-19 event strength on individual suffering. We designed a six-wave, multisource, time-lagged field study in a hotel chain based in a Southeast Asian country to capture employees' and supervisors' perceptions and behaviors before the onset of the pandemic (T1) and then following the country's COVID-19 mandatory stay-at-home order (T2-T6). Our results highlight the impact of the COVID-19 pandemic on employee-supervisor relationships, and the critical role of team compassion behavior as a contextual moderator to reduce the indirect negative effect of COVID-19 event strength on employee voice.
      原文链接:
    • NSTL
    • Amer Psychological Assoc

    Risky Business: Gig Workers and the Navigation of Ideal Worker Expectations During the COVID-19 Pandemic

    Cameron, Lindsey D.Thomason, BobbiConzon, Vanessa M.
    13页
    查看更多>>摘要：Managers and customers often expect individuals to be "ideal workers" devoted entirely to work, and this devotion is typically displayed through being available to work at any time, on any day (Reid, 2015). During the COVID-19 pandemic, many individuals in lower-paid, customer-facing jobs were expected to not only be available but also to take on physical risk. However, the ideal worker literature has paid relatively little attention to how risk relates to ideal worker expectations, reflecting in part the extant literature's focus on professionals who face relatively little physical and financial uncertainty. In this article, we draw upon the experiences of nonprofessional "gig" workers (TaskRabbit workers) to examine how they manage customers' ideal worker expectations-including risk-using data from interviews (n = 49), postings from online worker forums social media, and offical company communications. We show how these workers engage in different tactics to manage risk in response to customers' expectations, including two tactics-covering and withdrawing-that have not been discussed in prior ideal worker literature. In doing so, we expand scholarly understanding by showing how concerns about risk shape workers' responses to ideal worker expectations, particularly in customer-facing service work outside of traditional organizations.
      原文链接:
    • NSTL
    • Amer Psychological Assoc

    See No Evil, Hear No Evil, Speak No Evil: Theorizing Network Silence Around Sexual Harassment

    Hershcovis, M. SandyVranjes, IvanaBerdahl, Jennifer L.Cortina, Lilia M....
    14页
    查看更多>>摘要：#MeToo has inspired the voices of millions of people (mostly women) to speak up about sexual harassment at work. The high-profile cases that reignited this movement have revealed that sexual harassment is and has been shrouded in silence, sometimes for decades. In the face of sexual harassment, managers, witnesses and targets often remain silent, wittingly or unwittingly protecting perpetrators and allowing harassment to persist. In this integrated conceptual review, we introduce the concept of network silence around sexual harassment, and theorize that social network compositions and belief systems can promote network silence. Specifically, network composition (harasser and male centrality) and belief systems (harassment myths and valorizing masculinity) combine to instill network silence around sexual harassment. Moreover, such belief systems elevate harassers and men to central positions within networks, who in turn may promote problematic belief systems, creating a mutually reinforcing dynamic. We theorize that network silence contributes to the persistence of sexual harassment due to the lack of consequences for perpetrators and support for victims, which further reinforces silence. Collectively, this process generates a culture of sexual harassment. We identify ways that organizations can employ an understanding of social networks to intervene in the social forces that give rise to silence surrounding sexual harassment.
      原文链接:
    • NSTL
    • Amer Psychological Assoc

    Transformed by the Family: An Episodic, Attachment Theory Perspective on Family-Work Enrichment and Transformational Leadership

    McClean, Shawn T.Yim, JunhyokDunford, Benjamin B.Courtright, Stephen H....
    19页
    查看更多>>摘要：While transformational leadership is foundational to individual, team, and organizational success, many managers struggle to consistently exhibit the behaviors captured in transformational leadership. Unfortunately, relatively little is known about what factors explain this day-to-day variation on transformational leadership. Drawing upon and extending attachment theory, we assert that one answer is found at home: managers need daily family support to ensure that they consistently display transformational leader behaviors at work. We thus develop a model suggesting that family-work enrichment (FWE) acts as a within-person prime of promotion focus, which in turn enables supervisors to engage in transformational behaviors on a daily basis. In so doing, we explore a pair of theoretically derived boundary conditions of this effect-supervisor attachment styles. The results from two experience-sampling studies support our model. Specifically, daily FWE was positively associated with transformational leadership through daily promotion focus, with the positive effects being weaker for those higher on attachment avoidance and stronger for those higher on attachment anxiety. This article thus expands our understanding of the link between positive family experiences and leader behaviors, suggesting that while the family is a daily source of positive inspiration for supervisors, these positive results are not universal across all supervisors.
      原文链接:
    • NSTL
    • Amer Psychological Assoc

    Excuse Me, Do You Have a Minute? An Exploration of the Dark- and Bright-Side Effects of Daily Work Interruptions for Employee Well-Being

    Puranik, HarshadVough, Heather C.Koopman, Joel
    18页
    查看更多>>摘要：Work intrusions-unexpected interruptions by other people that interrupt ongoing work, bringing it to a temporary halt-are common in today's workplaces. Prior research has focused on the task-based aspect of work intrusions and largely cast intrusions as events that harm employee well-being in general and job satisfaction in particular. We suggest that apart from their task-based aspect, work intrusions also involve a social aspect-interaction with the interrupter-that can have beneficial effects for interrupted employees' well-being. Using self-regulation theory, we hypothesize that while work intrusions' self-regulatory demands of switching tasks, addressing the intrusion, and resuming the original task can deplete self-regulatory resources, interaction with the interrupter can simultaneously fulfill one's need for belongingness. Self-regulatory resource depletion and belongingness are hypothesized to mediate the negative and positive effects of work intrusions onto job satisfaction, respectively, with belongingness further buffering the negative effect of self-regulatory resource depletion on job satisfaction. Results of our 3-week experience sampling study with 111 participants supported these hypotheses at the within-individual level, even as we included stress as an alternate mediator. Overall, by extending our focus onto the social component of work intrusions, and modeling the mechanisms that transmit the dark- and the bright-side effects of work intrusions onto job satisfaction simultaneously, we provide a balanced view of this workplace phenomenon. In the process, we challenge the consensus that work intrusions harm job satisfaction by explaining why and when intrusions may also boost job satisfaction, thus extending the recent research on work intrusions' positive effects.
      原文链接:
    • NSTL
    • Amer Psychological Assoc

    "Burnt by the Spotlight": How Leadership Endorsements Impact the Longevity of Female Leaders

    Dwivedi, PriyankaMisangyi, Vilmos F.Joshi, Aparna
    22页
    查看更多>>摘要：Women entering leadership positions such as the Chief Executive Officer (CEO) role face barriers in the form of pervasive stereotypic expectations by which stakeholders implicitly evaluate their effectiveness. In this study, we examine the effects that a widely used organizational practice-leadership endorsements in the CEO succession announcement-has on female CEOs' longevity in the CEO role. In particular, we theorize that the leadership endorsements of incoming female CEOs that highlight their past achievements and competence violate stakeholders' prescriptive stereotypes, thereby increasing the likelihood of stakeholders viewing the female leaders through a stereotypical lens. Therefore, though well intentioned, leadership endorsements in female CEOs' succession announcements foment a stereotype threat situation that is likely to have long-term negative consequences for female leaders. We investigate and find support for this relationship using archival data for a sample of 91 female CEO successions among S&P 1500 and Fortune 500 firms between 1995 and 2012. Several post hoc analyses, including in-depth interviews with 31 female executives, further strengthen our findings and show that this effect does not occur among male CEO succession events. We also find that two key facets of the succession context work to ameliorate this negative relationship: the insider status of the female CEO and the number of female executives at the focal firm. Our findings suggest that ostensibly gender-neutral practices can have unintended negative consequences for female leaders. We conclude with a discussion of the theoretical and practical implications of our findings.
      原文链接:
    • NSTL
    • Amer Psychological Assoc

    Flexible Schedules Across Working Lives: Age-Specific Effects on Well-Being and Work

    Piszczek, Matthew M.Pimputkar, Avani S.
    14页
    查看更多>>摘要：In the midst of an aging global workforce, organizations must develop a better understanding of how work design interacts with aging to influence worker well-being. Grounded in socioemotional selectivity theory, the present study assesses how the effects of flexible schedules on sick day use, subjective health perceptions, work-to-family conflict, affective commitment, and work engagement change with age. The study uses 3,623 observations from the Linked Personnel Panel, a federally collected and maintained data set consisting of three waves from 2013-2017 in Germany. Results show that flexible schedules have age-specific effects for some outcomes and age-neutral effects for others. Flexible schedules were related to lower sick day use and higher subjective health perceptions only among older workers and reduced work-to-family conflict only among middle-aged workers. Relationships with work engagement and affective commitment were more consistently positive across age. The results point to the importance of understanding age-specific policy effects in the face of workforce aging.
      原文链接:
    • NSTL
    • Amer Psychological Assoc

    The Costs of Mindfulness at Work: The Moderating Role of Mindfulness in Surface Acting, Self-Control Depletion, and Performance Outcomes

    Good, Darren J.Thompson, Phillip S.Stephens, John PaulBolino, Mark C....
    18页
    查看更多>>摘要：By and large, research in organizational behavior and psychology has emphasized that mindfulness should have positive implications for employee well-being and performance, largely through benefits to self-control. Although some have noted that mindfulness could also have a "dark side," researchers have yet to examine the potential costs of being mindful at work. Building on prior studies that have found that mindfulness leads to lower levels of surface acting, we investigate the possibility that when mindful employees engage in surface acting, it may contribute to greater self-control depletion, which in turn, results in undesirable performance outcomes. Using six field studies, we collected data at multiple points in time from both employees and their supervisors to test our theoretical model. In two Study 1 samples, we found that mindfulness moderated the relationship between surface acting and self-control depletion, such that this relationship was stronger for more mindful individuals. In four Study 2 samples, we replicated our Study 1 results and found that the mediated relationship between surface acting and five dimensions of employee performance via self-control depletion is moderated by mindfulness at the first stage, such that this mediated relationship is stronger for more mindful individuals. We discuss the implications of this work for future investigations of mindfulness, self-control, emotional labor, and performance outcomes.
      原文链接:
    • NSTL
    • Amer Psychological Assoc

    Turnover During a Corporate Merger: How Workplace Network Change Influences Staying

    Woehler, MeredithFloyd, Theresa M.Shah, NehaMarineau, Joshua E....
    11页
    查看更多>>摘要：The upheaval created by a merger can precipitate voluntary employee turnover, causing merging organizations to lose valuable knowledge-based resources and competencies precisely when they are needed most to achieve the merger's integration goals. While prior research has shown that employees' connections to coworkers reduce their likelihood of leaving, we know little about how personal social networks should change to increase the likelihood of staying through the disruptive post-merger integration period. In a pre-post study of social network change, we investigate over 15 million email communications between employees within two large merging consumer goods firms over 2 years. We use insights from network activation theory to posit and find that employees with high formal power (rank) and high informal status (indegree centrality) react to the merger's general uncertainty and threat by developing new social connections in a manner indicative of a network widening response: reaching out and connecting with those in the counterpart legacy organization. We also investigate whether increased personally felt threat in the form of merger-related job insecurity strengthens these relationships, finding it does in the case of high formal power. We also find that employees increasing their cross-legacy social connections is key in reducing those employees' turnover after a merger. Our study suggests that network activation theory can be extended to explain network changes and not simply network cognition.
      原文链接:
    • NSTL
    • Amer Psychological Assoc