Search

This study explored relationships between insecure attachment styles (avoidant attachment and anxious attachment) and task performance. We conducted a three-wave survey of 216 employees (42.10% of the participants are females) in China and adopted a moderated mediation model grounded on attachment theory and trait activation theory. Results indicated significant and positive associations between insecure attachment styles and facades of conformity, and facades of conformity mediated the negative relationships between insecure attachment styles and task performance. Task interdependence moderated the relationship between facades of conformity and task performance such that the relationship was weakened when task interdependence was higher. Furthermore, task interdependence moderated the indirect negative relationships between insecure attachment styles and task performance via facades of conformity, such that the negative indirect relationships were attenuated when task interdependence was higher. The results from our study indicate that facades of conformity may serve as a values-regulation explanatory mechanism in the relationships between insecure attachment styles and task performance., Author(s): Wen Cheng [sup.1] , Jiaxin Huang [sup.2] , Jun Xie [sup.3] Author Affiliations: (1) https://ror.org/0064kty71, grid.12981.33, 0000 0001 2360 039X, Lingnan College, Sun-Yat Sen University, , Guangzhou, China (2) [...]

The number of studies dedicated to organizational inclusion is rapidly growing. Using relational leadership theory (RLT) as the overarching framework, the current study aimed to examine how inclusive leadership indirectly influences the voices of Chinese employees via leader-member exchange (LMX). The boundary conditions of these relationships were also explored by using employee achievement values as a potential moderator. A total of 814 full-time Chinese employees were recruited. The results showed that LMX mediated the positive effect of inclusive leadership on employee voice behaviors. Specifically, inclusive leadership enhanced LMX, and employees were then more likely to express ideas in front of supervisors. Moreover, achievement values moderated the positive linkage of LMX-voice. When building the high quality LMX relationships, employees with higher achievement values were more willing to speak up compared to their counterparts holding lower achievement values. We further found that the magnitude of the mediating effect of LMX on the relationship between inclusive leadership and voice also relied on employee achievement values (i.e., a second-stage moderated mediation model). This indicates that the indirect effect was stronger when the employees had higher achievement values. The conceptual and applied implications of our findings are also discussed., Author(s): Jianwu Jiang [sup.1] , Wanling Ding [sup.1] , Rong Wang [sup.1] , Saisai Li [sup.1] Author Affiliations: (1) grid.263488.3, 0000 0001 0472 9649, College of Management, Shenzhen University, , [...]

Previous studies that have examined the effectiveness of self-handicapping behavior as an impression management strategy have shown different results between students and workers. In order to generalize the results among workers, the present study examined the perception of self-handicapping behavior in the workplace by replicating and extending Park and Brown's study (Journal of Applied Social Psychology, 44(2), 124-132, 2014 (See CR22)) to workers in South Korea. To this end, 252 workers evaluated a target whose behavior (self-handicapping vs. control) and outcome (success vs. failure) were manipulated. Participants assessed the target in terms of attributions (to ability, effort, external factors, and luck) and their willingness to socialize and collaborate with the target. Results revealed that workers generally evaluated self-handicapping targets more negatively than control targets., Author(s): Heesung Shin [sup.1] , Sun W. Park [sup.1] Author Affiliations: (1) grid.222754.4, 0000 0001 0840 2678, Department of Psychology, Korea University, , 145 Anam-ro, Seongbuk-gu, 02841, Seoul, South Korea [...]

Abstract. The various guidelines, procedures, and policies referred to as information systems security procedures (ISSPs) underlie information systems security behaviors (ISSBs) of many employees in organizations. Understanding the reasons for [...]

This research examined whether a culture of civility affected how* employees were viewed within workplace conflict scenarios. The purpose was to investigate perceptions of female and male targets that defended themselves when verbally attacked, and whether the existence of an anti-bullying or 'civility' policy made a positive difference. In a laboratory experiment exploring the impact of policy on work-related variables, 238 undergraduate business students answered questions after viewing a candidate vita and employment performance profile. In a departure from previous studies, the results implied that analyses conducted with paper and pencil surveys may not be as appropriate for a generation that responds to a visual style of learning (MacQuarrie, 2011). In a follow-up qualitative analysis conducted via mail, participants completed a survey to examine perceptions of workplace bullying from a more in-depth perspective. The preliminary results indicated that office incivility is considered a serious problem, and should be studied in a manner that is best able to capture its potential impact. The study concluded that psychological work abuse is indeed a complex phenomenon that can impact a variety of organizational stakeholders, The experience of office bullying appears to be commonplace, with approximately thirty-five percent of the workforce reporting psychological and/or physical abuse (Workplace Bullying Institute [WBI], 2011). Websites, public forums, and [...]

Studies to explore the possibility of measuring pro-organizational, prosocial and pro-self focused proactive behavior in empirically distinct manner and whether these foci show differential relationships with other variables are presented. Results of the two studies using self-rated and peer-rated measures empirically support the distinctiveness of the different foci of proactive behavior.

A study to determine the factors which contribute to employees' successful recovery during the weekend and the recovery's effects to job performance is presented. The week-level study was conducted with 133 employees over four working weeks. The results underscore the importance of recovery during the weekend for both the employee and for the organization.

A study to determine image cost as potential downside of proactivity is presented. The employees' performance history, their manager's implicit person methodology and the frequency of their feedback-seeking effect were examined using a scenario methodology to determine the way a manager evaluates feedback-seeking. Details of the result are also discussed.

A study of the potentially negative individual and organizational implications of expecting employees to behave proactively is presented. The expectations of proactive behavior in organizations might contribute to stress among employees and friction between proactive and less proactive employees. Reliance on proactive behavior might also cause harm to the organization.

A study of the relationships among the focal proactive constructs and job performance, the Big Five personality traits and work experience is presented. The four emergent proactive constructs are proactive personality, voice, personal initiative, and taking charge. The current progress towards a more integrative knowledge of proactivity research is also discussed.

A look at a field experiment that supports the role of workers' self-control to the development of work arrangement is presented. The worker's self-control problems are relevant for motivation because they can distort effort provision in the work place. However, development of workplace arrangements can ease self-control problems and raise the labor productivity.

Research on participation in development activities (PDA) has traditionally been examined from an advantage perspective: Employees engage in development activities out of a desire to enhance current and future advantages. In this study, the author examined PDA from a disadvantage perspective, which suggests that employees participate in development activities out of a desire to redress perceived disadvantages. Perceived individual relative deprivation was hypothesized to relate to PDA through intention to participate and counterfactual beliefs, and perceived behavioral control was proposed to interact with intention to participate in relating to development behaviors. In a sample of 144 employees from 27 companies in Ghana, an emerging economy, moderated structural equation modeling results confirm some of the hypotheses. Implications for PDA research and human resource management are discussed. Keywords: individual relative deprivation, participation in development activities, intention to participate, counterfactual beliefs, procedural justice DOI: 10.1037/a0018019