管理学顶刊Journal of Applied Psychology 2023年第1期

Journal of Applied Psychology 2023年第1期

January 2023, Volume 108, Issue 1

 

 

——更多动态，请持续关注gzh：理想主义的百年孤独

 

 

1.Progressive or pressuring? The signaling effects of egg freezing coverage and other work–life policies.

进步还是压力?冻卵保险和其他工作-生活政策的信号效应。

Flynn, Elinor; Leslie, Lisa M.  https://doi.org/10.1037/apl0001023

In recent years, organizations have expanded the number and types of work–life policies they offer in an attempt to attract and retain talent. We challenge the assumption that work–life policies uniformly signal personal-life support and elicit favorable employee attitudes by investigating a relatively new work–life policy: egg freezing coverage. We theorize that, relative to other work–life policies, egg freezing coverage is more likely to send signals that evoke negative employee attitudes; although framed as intended to support employees’ personal lives, employees interpret egg freezing as signaling that personal-life sacrifice and work prioritization are encouraged, which in turn decrease policy support and organizational attraction. We test these ideas in six studies, including an archival study, a qualitative survey study, a scale development study, two quantitative survey studies, and an experiment. We find egg freezing coverage evokes more negative attitudes than a range of other work–life policies (in vitro fertilization [IVF], on-site childcare, paid parental leave, flextime) as well as no policy at all. More negative reactions to egg freezing than to other policies are driven by perceptions that the policy sends a stronger signal that personal-life sacrifice is encouraged, as well as perceptions that it offers fewer benefits to employees and is more costly to organizations. In all, this work expands understanding of the signaling effects of work–life policies and demonstrates that reactions to a range of work–life policies are both more variable and driven by a larger number of underlying factors than prior theory can account for.

近年来，为了吸引和留住人才，企业扩大了他们提供的工作—生活政策的数量和类型。我们通过调查一项相对较新的工作—生活政策:卵子冷冻保险，挑战了这样一种假设:工作-生活政策统一表明了个人生活支持，并引发了良好的员工态度。我们的理论是，相对于其他工作—生活政策，卵子冷冻保险更有可能发出引发员工消极态度的信号;尽管冷冻卵子的目的是为了支持员工的个人生活，但员工们将其理解为鼓励个人生活牺牲和工作优先级，这反过来降低了政策支持和组织吸引力。我们在六项研究中验证了这些想法，包括一项档案研究、一项定性调查研究、一项量表发展研究、两项定量调查研究和一项实验。我们发现，与其他一系列工作-生活政策(体外受精(IVF)、现场托儿、带薪产假、弹性工作时间)以及根本没有政策相比，卵子冷冻保险引发了更多的负面态度。与其他政策相比，人们对冷冻卵子政策的负面反应更多，原因是人们认为该政策发出了鼓励个人牺牲的更强烈信号，以及人们认为冷冻卵子政策给员工带来的好处更少，而给组织带来的成本更高。总而言之，这项工作扩展了对工作-生活政策的信号效应的理解，并证明了对一系列工作—生活政策的反应是更多变的，由更多的潜在因素驱动，而不是先前的理论所能解释的。

 

 

 

2.Biting the hand that feeds: A status-based model of when and why receiving help motivates social undermining.
恩将仇报:一个基于社会地位的模型，揭示了何时以及为什么接受帮助会导致社会破坏

Tai, Kenneth; Lin, Katrina Jia; Lam, Catherine K.; Liu, Wu. https://doi.org/10.1037/apl0000580

Social exchange theory suggests that after receiving help, people reciprocate by helping the original help giver. However, we propose that help recipients may respond negatively and harm the help giver when they perceive helping as a status threat and experience envy. Integrating the helping as status relations framework and the social functional perspective of envy, we examine when and why receiving help may prompt help recipients to undermine help givers. Across four studies, we find progressive support for our results, which show that when individuals receive task-related help from help givers who are perceived to be more, rather than less, competent than them, they experience greater status threat and envy. As help recipients experience envy toward help givers, they are likely to undermine help givers, and this positive relationship becomes stronger for help recipients who have higher status striving motivation. Our findings underscore the status dynamics implicated in helping interactions by highlighting that help recipients, especially those with higher status striving motivation, may paradoxically undermine help givers when they perceive status threat from and feel envious of help givers, as a result of receiving help from more competent help givers.

社会交换理论认为，在接受帮助后，人们会通过帮助最初的给予者来回报。然而，我们提出，当受助者将帮助视为一种地位威胁并有嫉妒心理时，他们可能会做出消极的反应，并伤害给予者。结合帮助作为地位关系的框架和嫉妒的社会功能视角，我们研究了何时以及为什么接受帮助会促使受助人破坏给予者。通过四项研究，我们发现我们的结果得到了逐步的支持，这些研究表明，当个人从被认为比自己更有能力的帮助者那里获得任务相关的帮助时，他们会感受到更大的地位威胁和嫉妒。当受助者对施助者产生嫉妒时，他们很可能会破坏施助者，而这种正向关系在地位追求动机较高的受助者身上表现得更强。我们的研究结果强调了帮助互动中涉及的地位动态，强调了受助者，尤其是那些有更高地位追求动机的人，当他们从更有能力的受助者那里获得帮助时，他们会感到来自受助者的地位威胁并感到嫉妒，从而矛盾地破坏了受助者。

 

 

 

3.Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.

负责是有助于还是不利于员工的晋升和知名度?从主管地位的角度进行调查

Xu, Angela J.; Loi, Raymond; Chow, Cheris W. C. https://doi.org/10.1037/apl0000752

Taking charge is an important form of proactive behavior that sustains organizational survival and success. Despite considerable research on how to encourage employees to take charge, little is known about whether and when supervisors will evaluate those who take charge as more or less promotable and visible. Building on and extending the theoretical notion of dyadic complementary fit, we propose that, compared with lower status-goal-striving supervisors, higher status-goal-striving supervisors regard those who take charge as helping enhance their status in the organization more (i.e., a dyadic fit condition) and subsequently evaluate these employees as more promotable and visible. In a vignette-based experiment using 175 U.S.-based supervisors (Study 1), a two-wave field survey among 143 supervisor–subordinate dyads in a hotel (Study 2), and a three-wave survey among 294 supervisor–subordinate dyads in various organizations and industries in China (Study 3), we find support for our predictions. The findings have important implications for proactivity theory and practice. 

负责是维持组织生存和成功的一种重要的主动行为形式。尽管有大量关于如何鼓励员工负责的研究，但很少有人知道主管是否以及何时会评估那些负责的人是否更有晋升空间和可见度。基于并扩展二元互补适合的理论概念，我们提出，与地位目标追求较低的管理者相比，地位目标追求较高的管理者认为那些负责的员工更有助于提高他们在组织中的地位(即二元适合条件)，并随后评价这些员工更有晋升机会和可见度。在一项基于小插图的实验中(研究1)，在一家酒店对143对主管—下属组合进行的两波实地调查(研究2)，以及在中国不同组织和行业对294对主管—下属组合进行的三波调查(研究3)，我们发现了支持我们预测的证据。研究结果对主动性理论和实践具有重要意义。

 

 

 

4.Untying the climate strength knot: A meta-analytic examination of restricted variance effects in climate strength relations.
解开气候强度结：气候强度关系中限制方差效应的元分析检验

Keeler, Kathleen R.; Alaybek, Balca; Cortina, Jose M.; Cheung, Ho Kwan. https://doi.org/10.1037/apl0001022

Climate strength is often included in organizational climate models, however, its role in such models remains unclear. We propose that the inconsistent findings regarding the effects of climate strength are due in part to its complicated relationship with climate level. Specifically, we propose that the relationship between level and strength is heteroscedastic and nonlinear due to restricted variance (RV) and potential leniency bias in climate ratings. We examine how this relationship between level and strength affects relations between climate strength and work-related outcomes, as well as the implications that this has for bilinear interactions between level and strength. In this meta-analysis, we analyzed 81 independent samples from 77 articles and find support for a heteroscedastic, curvilinear relationship between climate level and climate strength, consistent with the notion that variance compression and leniency bias are present in climate ratings. With regard to the three proposed roles of climate strength in organizational models, we find some support for an additive effect of strength on outcomes, but only at high levels of climate level, and little support for strength as a bilinear moderator of level–outcome relations or for strength as a nonlinear predictor of outcomes. We do find, however, some support for nonlinear interaction effects between level and strength. We discuss implications of our findings for the role of climate strength in future research and for multilevel theory in general.

气候强度通常包含在组织气候模型中，然而，其在此类模型中的作用尚不清楚。我们认为，关于气候强度影响的不一致结果部分是由于其与气候水平的复杂关系。具体而言，由于限制方差(RV)和气候评级中的潜在宽容偏差，我们提出水平和强度之间的关系是异方差和非线性的。我们研究了水平和强度之间的这种关系如何影响气候强度和工作相关结果之间的关系，以及这对水平和强度之间的双线性相互作用的影响。在元分析中，我们分析了77篇文章中的81个独立样本，并发现气候水平和气候强度之间存在异方差曲线关系的支持，这与气候评级中存在方差压缩和宽容偏倚的概念一致。关于气候强度在组织模型中的三个拟议作用，我们发现一些支持强度对结果的加性效应，但仅在高水平的气候水平下，很少支持强度作为水平-结果关系的双线性调节因子或强度作为结果的非线性预测因子。然而，我们确实发现了水平和强度之间的非线性相互作用效应的一些支持。我们讨论了我们的发现对未来研究中气候强度的作用和一般的多层理论的影响。

 

 

 

5.A recipe for success? Sustaining creativity among first-time creative producers.
成功的秘诀是什么？保持第一次创意制作人的创造力

Deichmann, Dirk; Baer, Markus. https://doi.org/10.1037/apl0001019

Sustaining creativity is difficult. We identify the conditions that determine repeat production of novelty among first-time producers, and the psychological mechanism transmitting their effects. Our theoretical model highlights that the novelty of a first production can lower the probability of creating a second production, particularly when the first production is bestowed with an award or recognition. This effect occurs primarily because individuals who win an award for a prior novel production experience a greater threat to their creative identity when anticipating having to produce follow-up novel work. We test our theoretical model in three studies: an archival study of first-time cookbook authors in the United Kingdom and two experiments. Our results provide some support for our theoretical model—award-winning producers of novel cookbooks (or ideas for them) are less likely to follow-up their initial production with a second one, largely because of the potential erosion to a person’s creative identity that doing so may cause. Our findings highlight the intricacies of sustaining creativity over time and offer insights into why some producers abandon their creative efforts.

保持创造力是困难的。我们确定了决定首次生产者重复生产新颖性的条件，以及传递其影响的心理机制。我们的理论模型强调，第一部作品的新颖性会降低创作第二部作品的概率，特别是当第一部作品获得奖项或认可时。产生这种影响的主要原因是，那些因之前的小说作品而获奖的人，在预期必须创作后续小说作品时，他们的创作身份会受到更大的威胁。我们在三个研究中测试了我们的理论模型:一项对英国首次烹饪书作者的档案研究和两个实验。我们的研究结果为我们的理论模型提供了一些支持——屡获殊荣的新奇烹饪书的制作人(或他们的想法)不太可能跟进他们的第一部作品，主要是因为这样做可能会对一个人的创造性身份造成潜在的侵蚀。我们的发现强调了随着时间的推移保持创造力的复杂性，并为一些制作人放弃他们的创造性努力提供了深刻的见解。

 

 

 

6.Status acuity: The ability to accurately perceive status hierarchies reduces status conflict and benefits group performance.
状态敏锐性:准确感知状态层次结构的能力可以减少状态冲突，有利于群体绩效

Yu, Siyu; Kilduff, Gavin J.; West, Tessa. https://doi.org/10.1037/apl0001024

Humans are a fundamentally social species, having evolved in groups with status hierarchies. However, research on the dimensions of individual ability has largely overlooked the domain of status. Building upon research on the individual-level benefits of accurate status perceptions, we propose that there exists an individual dispositional ability to perceive groups’ informal status hierarchies, which we call status acuity, and which has important implications for group dynamics. We find support for the existence and importance of status acuity across several studies. In Studies 1a and 1b, we develop and validate a measure of status acuity, find that it is distinct from previously studied individual abilities including emotional intelligence, cognitive intelligence, and accurate learning of social networks, and find that it predicts important individual outcomes at work. In Studies 2 and 3, we examine the effects of status acuity in face-to-face groups. As predicted, groups whose members have higher status acuity experience less status conflict, which benefits performance on creative idea-generation as well as problem-solving tasks. This work extends existing research on status and group dynamics, and contributes to our understanding of the constellation of human abilities, offering a new answer to the question: “How well does this person work in groups?”

人类本质上是一种社会物种，在有地位等级的群体中进化。然而，对个人能力维度的研究在很大程度上忽视了地位领域。基于对准确地位感知的个人层面益处的研究，我们提出存在一种感知群体非正式地位等级的个人性格能力，我们称之为地位敏锐度，这对群体动态具有重要意义。我们在几项研究中发现了地位敏锐度的存在和重要性。在研究1a和1b中，我们开发并验证了一种状态敏锐度的测量方法，发现它不同于之前研究的个人能力，包括情商、认知智力和对社会网络的准确学习，并发现它预测了重要的个人工作结果。在研究2和研究3中，我们考察了地位敏锐度在面对面群体中的影响。正如预测的那样，地位敏锐度越高的团队成员经历的地位冲突越少，这有利于创造性想法的产生和解决问题的任务。这项工作扩展了现有的关于地位和群体动力学的研究，并有助于我们对人类能力星座的理解，为这个问题提供了一个新的答案:“这个人在团队中工作得如何?”

 

 

7.Am I motivated to share knowledge for better innovative performance? An approach and avoidance framework.
我是否会为了更好的创新表现而更有动力去分享知识?一个方法和避免框架

Lin, Xiaowan; Lu, Lin; Ozer, Muammer; Tang, Heng. https://doi.org/10.1037/apl0001015

Past research has long emphasized the critical roles of approach and avoidance motivation orientations in people’s creative and innovative performance. However, it has generated mixed results and suggested the possibility of multiple pathways and mechanisms to explain these relationships. In this article, we first argue that employees’ approach and avoidance motivation orientations are likely to guide their knowledge-sharing (KS) behaviors, which, in turn, influence their innovative performance. We differentiate between explicit and implicit KS and posit that approach motivation orientation is positively associated with both types of KS. In addition, we argue that while avoidance motivation orientation is positively related to explicit KS, it is negatively related to implicit KS. From a support–threat perspective, we also propose that perceived organizational support and psychological contract breach moderate the effects of approach and avoidance motivation orientations, respectively. We tested these relationships in a survey of 331 employees and their supervisors in two organizations in China. The results supported all of the hypothesized relationships, except for the relationship between avoidance motivation orientation and explicit KS, which was only significant when psychological contract breach was lower. These findings have both theoretical and practical implications.

过去的研究长期强调接近动机和回避动机取向在人们的创造性和创新绩效中的关键作用。然而，它产生了混合的结果，并提出了多种途径和机制来解释这些关系的可能性。在本文中，我们首先认为，员工的接近动机和回避动机取向可能会指导他们的知识共享（KS）行为，而知识共享行为又会影响他们的创新绩效。我们区分了显式和隐式KS，并假设方法动机取向与这两种类型的KS呈正相关。此外，我们认为，回避动机取向与外显KS呈正相关，与内隐KS呈负相关。从支持—威胁的角度，我们还提出，感知组织支持和心理契约违背分别调节接近动机导向和逃避动机导向的影响。我们在中国的两个组织中对331名员工及其主管进行了调查，以检验这种关系。结果支持所有假设的关系，除了回避动机取向与外显KS之间的关系，只有在心理契约违背较低时，这种关系才显著。这些发现具有理论和实践意义。

 

 

 

8.Getting unstuck: The effects of growth mindsets about the self and job on happiness at work.
摆脱困境：关于自我和工作的成长心态对工作幸福感的影响

Berg, Justin M.; Wrzesniewski, Amy; Grant, Adam M.; Kurkoski, Jennifer; Welle, Brian. https://doi.org/10.1037/apl0001021

Past research on growth mindsets has focused on the benefits of viewing the self as flexible rather than fixed. We propose that employees can make more substantial agentic changes to their work experiences if they also hold growth mindsets about their job designs. We introduce the concept of dual-growth mindset—viewing both the self and job as malleable—and examine its impact on employee happiness over time. We hypothesize that fostering a dual-growth mindset yields relatively durable gains in happiness, while fostering a growth mindset about either the self or job is insufficient for sustainable increases in happiness. We tested these predictions using two experimental studies: a field quasi-experiment in a Fortune 500 technology company and a controlled experiment with employees in a variety of organizations and occupations. Across the two experiments, fostering dual-growth mindset yielded gains in self-reported and observer-rated happiness that lasted at least 6 months. Fostering growth mindsets about either the self or job alone did not generate lasting increases in happiness. Supplementary mediation analyses suggest dual-growth mindsets boosted happiness by enabling employees to plan more substantial job crafting. Our research suggests that durable gains in happiness at work depend on holding flexible mindsets about the job, not only the self.

过去关于成长型心态的研究主要关注将自我视为灵活而非固定的好处。我们建议，如果员工对自己的工作设计也持有成长型思维，他们就可以对自己的工作经历做出更实质性的主观改变。我们引入了双增长思维的概念——将自我和工作都视为可塑的——并研究了它对员工幸福感的长期影响。我们假设，培养一种双重成长的心态会带来相对持久的幸福收益，而培养一种关于自我或工作的成长心态不足以持续增加幸福。我们通过两项实验研究来验证这些预测:一项是在一家财富500强科技公司进行的现场准实验，另一项是在不同组织和职业的员工中进行的对照实验。在这两个实验中，培养双重成长的心态在自我报告和观察者评价的幸福方面产生了收益，持续至少6个月。培养关于自我或工作的成长心态并不能带来持久的幸福感。补充中介分析表明，双重成长的心态使员工能够计划更实质性的工作设计，从而提高了幸福感。我们的研究表明，持久的工作幸福感取决于对工作保持灵活的心态，而不仅仅是对自己。

 

 

 

9.Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?
好得令人难以置信?主管视角的评级是实际主管评级的有效替代品吗?

Cho, Inchul; Berry, Christopher M.; Payne, Stephanie C.; Lee, Philseok. https://doi.org/10.1037/apl0001018

Due to well-known problems with self-ratings of job performance (e.g., inflation, weak correlation with supervisor ratings) and the challenges of collecting supervisor ratings of job performance, researchers sometimes use supervisor-perspective ratings (e.g., “how do you think your supervisor would rate your job performance?”) instead. The assumption is supervisor-perspective ratings are less affected by the noted issues with self-ratings and therefore are more similar to actual supervisor ratings than traditional self-ratings. In fact, a considerable number of researchers have used supervisor-perspective ratings as an alternative to actual supervisor ratings. The purpose of this study is to meta-analytically determine the degree to which supervisor-perspective ratings are a valid substitute for actual supervisor ratings and identify the boundary conditions for this substitution. Our meta-analyses demonstrate that supervisor-perspective ratings are generally not a viable substitute for actual supervisor ratings. This is especially the case when (a) citizenship performance is measured, (b) data are collected in collectivistic cultures, and (c) all study data are gathered from the same source. We recommend not using supervisor-perspective ratings as a substitute for actual supervisor ratings.

由于自我评估工作表现的众所周知的问题(例如，通货膨胀，与主管评级的弱相关性)和收集主管对工作表现的评级的挑战，研究人员有时会使用主管视角的评级(例如，“你认为你的主管会如何评估你的工作表现?”)。假设主管视角的评级受自我评级中注意到的问题的影响较小，因此与传统的自我评级相比，它更类似于实际的主观评级。事实上，相当多的研究人员已经使用主管视角评级作为实际主管评级的替代方案。本研究的目的是通过元分析确定主管视角评分在多大程度上是实际主管评分的有效替代，并确定这种替代的边界条件。我们的元分析表明，主管视角的评级通常不能替代实际的管理者评级。当(a)衡量公民表现时，(b)数据是在集体主义文化中收集的，(c)所有研究数据都是从同一来源收集的，情况尤其如此。我们建议不要用主观视角的评级来代替实际的主管评级。