Subjects: Psychology >> Management Psychology submitted time 2024-08-06
Abstract: In the current market environment of tight structural resources, the new generation of post-90s employees, as the main body of the labor force, their characteristics exploration and ability activation are crucial to accelerate the development of new quality productivity. However, the unique growth environment has shaped the significant difference in values between the post-90s generation and other generations, but few studies have paid attention to the unique attributes of this group’s work values and the internal logical relationship of its innovation drive. Therefore, this paper first combines qualitative analysis and theoretical comparison to identify the uniqueness of the post-90s work values in the focus on "psychological preference" (" from the heart ") and career development (" from the will ") two major characteristics. Further, according to the self-determination theory, from the perspective of motivation activation self-regulation, the mechanism of "from the heart" and "from the will" on the ambidextrous innovation of individuals is explored. The results of questionnaire survey and situational experiment show that: psychological preference work values and career development work values can stimulate the explorative and exploitative innovation of post-90s employees by promoting their process and outcome feedback seeking respectively. Awe plays a moderating role between work values and feedback seeking. The interaction between awe and structural strain of innovation resources positively moderates the relationship between psychological preference-oriented work values and process feedback seeking. The research conclusion reveals the uniqueness of post-90s employees based on the values of "from the heart" and "from the will" and their differential mechanism of driving self-regulation and innovation, which can provide management enlightenment for managers how to "empower" post-90s employees, promote their lasting "symbiosis" with enterprises, and accelerate the development of new quality productivity.
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2024-08-01
Abstract: In daily life and business operations, individuals often overlook potential “high-probability, large-loss” risks, leading to irreparable consequences. To explore the underlying scientific issues of this phenomenon, this project introduces the novel concept of "myopic risk ignorance". Specifically, this concept refers to the difficulty decision-makers encounter in accurately perceiving or assessing the interdependencies among repeated similar decisions due to myopic evaluations and cognitive limitations. As a result, driven by the pursuit of immediate gains in individual decisions, decision-makers often sacrifice global optimal goals and gradually ignore long-term risks. Thus, myopic risk ignorance attitude can be viewed as a specific form of myopic risk attitude within the context of sequential decision making. Sequential decision making characterizes a dynamic process where individuals, groups, or organizations make a series of interconnected decisions over time to achieve an optimal overall goal. Despite the prevalence of sequential decision making in real-life scenarios, current behavioral decision-making research predominantly focuses on one-shot decisions, overlooking genuine behavioral patterns in sequential decision making. This oversight has limited the exploration of myopic risk ignorance. To address this gap, the project aims to reveal the patterns and key characteristics of myopic risk ignorance within the framework of sequential decision making. Furthermore, it will develop a tailored research paradigm to measure attitudes towards myopic risk ignorance and investigate its underlying mechanisms within decision processes and objectives. The findings are expected to complement and broaden the field of behavioral decision-making research and provide a theoretical foundation for the future development of sequential decision support systems.
Subjects: Psychology >> Management Psychology submitted time 2024-07-31
Abstract:
The wave of intelligence has injected new impetus for China to transform from a manufacturing power to a manufacturing powerhouse and for the intelligent transformation of enterprises. However, at the same time, knowledge workers in the manufacturing industry face the challenge of reshaping the labor process with artificial intelligence. This paper innovatively proposes the dynamic concept of technical hollowing out in the context of artificial intelligence to reflect the impact of the development and application of artificial intelligence technology on the labor process of knowledge workers in the manufacturing industry. This paper has three research purposes: First, to explore the definition, dimensional structure, and measurement scale of technical hollowing out based on the temporal dynamic perspective of sensemaking theory; second, based on the “cognition-behavior” interaction chain, we construct a two-stage model of “executive skill hollowing out” and “conceptual skill hollowing out” for the technical hollowing out of knowledge workers, and further explore the catalytic role of situational factors at the enterprise and employee levels; third, based on the capability-building perspective, the impact of technical hollowing out on knowledge workers’ dual innovation behavior and sustainable career development is explored. The research conclusions can not only enrich the theoretical research on technical hollowing out in the context of artificial intelligence, but also provide practical inspiration for the establishment of harmonious and stable labor relations, and the realization of long-term development and shared prosperity of enterprises and employees during the intelligent transformation of China’s manufacturing industry.
Subjects: Psychology >> Management Psychology submitted time 2024-07-29
Abstract: The gig economy, a novel form relying on online service platforms, has swiftly emerged as a significant driver for creating employment opportunities and enhancing overall economic efficiency. These platforms not only harness big data algorithms to improve operational efficiency but also dynamically track the labor process of digital gig workers in a comprehensive manner, thereby inducing complex and diverse new stress experiences in their interaction with algorithm systems and platforms. However, existing research has yet clearly defined the concept of digital gig algorithmic stressors and lacks reliable measurement tools. These research gaps have hindered the exploration of the responses to digital gig stressors and their impact on platform service quality. Therefore, centering on the core research topic of "the connotation of platform algorithmic stressors and their differentiated impact on active service behavior of digital gig workers," this study creatively proposes a new definition of algorithmic stressors in the digital gig context, based on the interaction process between algorithmic management functions and gig algorithms. Additionally, the structural elements of algorithm-related stress are identified through the development of scientific measurement tools. Furthermore, integrating the theory of stress cognitive evaluation and the challenge-hinderance stress cognitive evaluation framework, this study unveils the gain and loss pathways through which algorithmic stressors affect the proactive service behavior of gig workers, as well as the boundary conditions under which these dual pathways operate. This research not only expands the theoretical framework of platform algorithm studies within the gig economy context but also provides theoretical guidance for effectively harnessing the positive functions of online service platform algorithms.
Subjects: Psychology >> Management Psychology submitted time 2024-07-20
Abstract: Employee creativity has attracted academic attention for a long time, yet the treatment of creativity as a uni-dimensional construct raises concerns in related theoretical and practical developments. In 2011, Gilson and Madjar proposed for the first time to divide creativity into radical and incremental creativity. Subsequently, a series of theoretical and empirical studies emerged. By reviewing 79 articles over the last 13 years, this paper examines the theoretical basis and empirical evidence to distinguish these two types of creativity. The results indicate that although some studies have outlined the theoretical differences between radical and incremental creativity, only half of the reviewed studies have incorporated these differences in formulating research questions and theoretical models. In terms of empirical examination, some studies have provided evidence of discriminant validity for measurement tools, but the majority have not directly explored the distinct impacts of radical and incremental creativity. It is worth mentioning that over forty percent of the studies reviewed either failed to theoretically differentiate between the two types of creativity or provide empirical evidence of their distinctiveness. In conclusion, future studies should aim for coherence across theoretical basis, research question formulation, model construction, and empirical testing in uncovering the fundamental differences and unique impacts of these two forms of creativity. Finally, we propose recommendations to enhance the differentiation between radical and incremental creativity, along with suggested research questions for further exploration.
Subjects: Psychology >> Management Psychology submitted time 2024-07-19
Abstract: The creative personality is often regarded as relatively stable and unique. However, as artificial intelligence (AI) participates in creative tasks, its “digital authority” may induce automation bias in human use of AI, which makes it difficult for humans to maintain their leading role in creativity. Thus, the use of AI may affect individuals’ creative self-efficacy and creative role identity, ultimately undermining creative personality. To complement research on creative personality in the context of AI, this study aims to clarify the influence of using AI in creative work on creative personality, drawing on the concepts of “could” and “should”. At last, this study explores the effectiveness of self-leadership, that is, how individuals assert their role as primary innovators.
Subjects: Psychology >> Management Psychology submitted time 2024-07-16
Abstract: Consumers’ green consumption behaviors are not solely motivated by environmental concerns, but also serve as a functional orientation for constructing their self-identity. By reviewing relevant researches on green consumption motivation, we have identified a dual mechanism of individual self-construction through green consumption: it serves as a moral compensation to eliminate moral dissonance and reshape individuals’ intrinsic moral identity; it also functions as a signaling system for social status, power, reputation, and wealth, highlighting individuals’ external social identity. Based on the theoretical perspective of self-construction, we propose an integrated model of the psychological driving mechanism of green consumption. Future research can delve deeper into the path patterns, relationship mechanisms, research fields and objects of green consumption’s self-construction.
Subjects: Psychology >> Management Psychology submitted time 2024-07-16
Abstract: Amid economic and ecological crises, the sharing economy has emerged as an advocates for a cooperative consumption lifestyle. In this economy model, platform enterprises, the supply side and the demand side are considered the three main components. Platform enterprises facilitate the sharing idle resources between the supply and the demand side through the creation of P2P platforms and derive returns from these transactions. Unlike traditional enterprises, platform enterprises have a dual workforce consisting of formal workers employed under standard employment relationships and sharing workers engaged in cooperative relationships, representing the supply side of idle resources. However, the relationship between these emerging human resources, such as sharing workers, and platform enterprises is complex and unique. While sharing workers are essential to platform enterprises and the platform enterprises heavily rely on them, there is no employment relationship between the two, resulting a weak binding force on sharing workers. It is evident that the human resource management theory and practice based on the traditional employment relationship is not suitable for this category of emerging workers. As a result, there is an urgent need to explore the sharing worker management practice (SWMP)./t/nTherefore, this study comprehensively utilized a variety of research methods such as grounded theory, cross-case study and questionnaire surveys, and employed technical means such as in-depth interviews, participatory observation, and empirical analysis to systematically explore the practical system, measurement tools, and mechanism of SWMP. In Study 1, based on the grounded theory, the Didi Chuxing and Huajiao Live platform were selected for a cross-case study. Through interviews, participatory observation, analysis of official apps and websites, original data totaling more than 110,000 words was collected. In Study 2, eight investigators conducted a questionnaire survey of 221 online ride-hailing drivers in Shanghai and Chengdu to gather data for scale development. In Study 3, a questionnaire survey was conducted on 273 online ride-hailing drivers in Shanghai and Chengdu to explore the mechanism of SWMP on work engagement through organizational identification and proactive personality, further testing the predictive validity of the SWMP scale./t/nThis study includes the following main contents. In Study 1, after the data analysis involving the extraction of code, concept, subcategory and main category, a total of 1223 codes, 37 concepts, 16 subcategories and 3 main categories were identified. This process helped to establish the SWMP system including platform support, platform incentives, and platform constraints. In Study 2, building upon the findings of Study 1 and considering the practice system and worker perception, a three-dimension 11-item SWMP Scale was developed to provide measurement tools for quantitative research in this field. In Study 3, analysis of the questionnaire data revealed that platform support, platform incentives, and platform constraints had a positive impact on the work engagement. Platform support / platform incentives, and platform constraints had indirect and positive impact on work engagement through organizational identification. Moreover, it was observed that the proactive personality negatively moderated the relationship between the platform support, platform incentives, and the work engagement, as well as the relationship between platform support / platform incentives and the organizational identification./t/nThe theoretical significance of this study lies in several key aspects. Firstly, it aims to construct the functional system of SWMP, providing a clear understanding to its structural dimension and content framework. Secondly, the development of the SWMP scale offers a valuable measurement tools for empirical research in this field. Finally, by building and validating the theoretical model of SWMP, this study contributes to enriching the subject perspective of sharing economy research and advancing the development of platform organization theory. The practical significance of this study is also noteworthy. Firstly, it emphasizes the prioritization of people and the enhancement of organizational support for sharing workers. Secondly, it seeks to optimize the system and improve the job satisfaction of sharing workers. Thirdly, it highlights the importance of strengthening customer service to improve the organizational identity of sharing workers. Additionally, it aims to fulfill promises and enhance the work enthusiasm of sharing workers. Finally, it underlines the importance of standardizing management to improve the sense of organizational fairness among sharing workers.
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2024-07-12
Abstract: Venting at work is a common issue and management dilemma that leaders, at whom it is often targeted, confront daily. Studies have revealed that venting is a double-edged sword. Furthermore, existing research tends to focus on the ventor’s perspective, largely ignoring the ventee. To our knowledge, only one empirical study has looked at the issue from the ventee’s perspective, revealing negative emotions and destructive leadership behaviors as consequences of subordinates’ venting. Nevertheless, recent studies argue that receivers respond to intricate workplace messages both through “hot,” emotional responses and through “cold,” cognitive reactions, and the latter might be more explanatory. Unfortunately, research on subordinates’ venting has largely ignored the cognitive processes, suggesting instead that the solution may lie in recruiting leaders with certain characteristics. However, not only is the strategy extremely expensive, but it also presents leaders with navigational challenges. Therefore, based on the transactional theory of stress, this paper explored how leaders’ behaviors are affected by subordinates’ venting. By conceptualizing subordinates’ venting as a stressor for leaders, we proposed that the impact of subordinates’ venting on leaders’ ego depletion and subsequent abusive supervision may be alleviated if leaders can reframe such venting as a learning opportunity rather than a threat.
To capture within-person variability and test our model, we collected data using a time-lagged interval-based experience sampling method. The study participants included middle managers from an electronics manufacturing firm and a financial services company in eastern China. The survey was conducted in two stages. First, 196 managers completed a baseline survey of demographic data and managerial self-efficacy. Afterward, the participants completed three surveys per day over ten consecutive working days. Time 1 was a measure of daily receipt of subordinates’ venting and negative affect. Time 2 included appraisal of the learning opportunity provided by daily subordinates’ venting, appraisal of threat perceived in daily subordinates’ venting, and appraisal of daily ego depletion. Time 3 measured daily abusive supervision. After data matching, the final sample comprised 1,532 observations from 188 middle managers.
Multilevel path analyses showed that, at the within-person level, daily receipt of subordinates’ venting was positively related to leaders’ daily ego depletion, and that leaders’ daily ego depletion mediated the relationship between daily receipt of subordinates’ venting and daily abusive supervision. Moreover, learning opportunity appraisal weakened the positive relationship between daily receipt of subordinates’ venting and daily ego depletion, as a result of which this relationship was significant only when leaders’ learning opportunity appraisal was low. Further, learning opportunity appraisal moderated the indirect relationship between daily receipt of subordinates’ venting and daily abusive supervision through daily ego depletion.
There are three key respects in which the present study significantly advances the ventee’s perspective within the relevant literature. First, instead of treating leaders as passive recipients of venting, this paper applies the transactional theory of stress to argue for leaders’ active role in managing subordinates’ venting, particularly by employing learning opportunity appraisal. Second, it stresses the role of “cold” cognitive mechanisms over “hot” emotional mechanisms, delineating the mediating role of ego depletion as a key cognitive process underlying leaders’ negative reactions. Third, as opposed to suggestions of recruiting leaders with specific personal characteristics to combat the negative consequences of workplace venting, this paper shows that the strategy of learning opportunity appraisal is a cost-effective and practical approach for leaders to implement. This study also enriches the general understanding of situational antecedents of abusive supervision. Thus, this paper offers practical ways to effectively address subordinates’ venting and minimize the potential abusive supervision arising from unfavorable situations.
Subjects: Psychology >> Management Psychology submitted time 2024-07-09
Abstract: Entrepreneurial passion has always been an important topic of research in the field of entrepreneurship. Such passion consists of entrepreneurial identity centrality and intense positive feelings resulting from entrepreneurial experiences. Previous studies have reported that entrepreneurial identity centrality and intense positive feelings may not change synchronously over time, which may lead to either a state of fit or a state of misfit. Such a state of misfit may influence entrepreneurial efforts in different directions. Although a great deal of research has reported that both entrepreneurial identity centrality and intense positive feelings can enhance entrepreneurs’ engagement and persistence in entrepreneurial activities, scholars have highlighted the potential negative effects of excessive commitment in the context of entrepreneurship, such as entrepreneurial addiction. Thus, this study, which is based on identity control theory and involves response surface analysis, aimed to elucidate the impacts of a misfit between entrepreneurial identity centrality and intense positive feelings on both entrepreneurial efforts and entrepreneurial addiction. Additionally, this study proposes and tests the possibility that contentment and anxiety mediate the relationships between a misfit between entrepreneurial identity centrality and intense positive feelings and both entrepreneurial efforts and entrepreneurial addiction, thus extending our understanding of this topic.
Study 1 employed 8 consecutive measurements to investigate 364 entrepreneurs who were in the process of starting their own businesses; these entrepreneurs were recruited from four provinces, i.e., Jilin, Shandong, Henan, and Liaoning, and a total of 145 people ultimately completed all the surveys. After the participants completed the baseline survey (which included questions regarding their personal information and entrepreneurial status), a follow-up questionnaire was distributed to the participants to measure their entrepreneurial identity centrality, intense positive feelings, entrepreneurial effort, and entrepreneurial addiction over the past 6 weeks. The effects of a misfit between entrepreneurial identity centrality and intense positive feelings on both entrepreneurial effort and entrepreneurial addiction were analysed via polynomial regression and response surface analysis, respectively. Study 2 focused on different sample of participants recruited from the four provinces (cities) of Zhejiang, Shanghai, Jiangsu, and Beijing; like Study 1, this study featured eight consecutive measurements, although it included additional measures of contentment and anxiety. In Study 2, we collected data from a total of 157 participants. In both studies, we used the same well-established scales to measure each variable. Moreover, some variables, such as sex, were controlled for in this study to mitigate their potential influence on the results of the study.
On the basis of identity control theory, Study 1 first explored the effects of a misfit between entrepreneurial identity centrality and intense positive feelings on both entrepreneurial effort and entrepreneurial addiction. The results of this study were consistent with our hypotheses, revealing that (1) entrepreneurial effort is higher and entrepreneurial addiction is lower in cases involving a fit between entrepreneurial identity centrality and intense positive feelings than in cases involving a misfit between these factors. (2) In cases involving a fit between entrepreneurial identity centrality and intense positive feelings, entrepreneurs who exhibit high identity centrality and high positive feelings report higher levels of entrepreneurial effort and entrepreneurial addiction than do entrepreneurs who exhibit low identity centrality and low positive feelings. (3) In situations involving a misfit between entrepreneurial identity centrality and intense positive feelings, entrepreneurs who exhibit high identity centrality and low positive feelings report higher levels of entrepreneurial effort and entrepreneurial addiction than do entrepreneurs who exhibit low identity centrality and high positive feelings. Study 2 investigated samples with different backgrounds and introduced two types of achievement emotions, i.e., contentment and anxiety, with the goal of exploring the underlying mechanisms in further detail while revalidating the results of Study 1. In addition, we tested a mediating hypothesis that proposes that a misfit between entrepreneurial identity centrality and intense positive feelings reduces entrepreneurial effort via contentment and enhances entrepreneurial addiction via anxiety.
Our study enhances our understanding of the complex relationships between two components of entrepreneurial passion (entrepreneurial identity centrality and intense positive feelings) and two components of entrepreneurial behaviour (entrepreneurial effort and entrepreneurial addiction). First, this research not only responds to calls for an understanding of the fit between the two components of entrepreneurial identity centrality and intense positive feelings but also integrates the fit perspective and identity control theory to highlight additional explanatory paths for changes in entrepreneurial effort. Second, this study focuses on the "dark side" of entrepreneurial behaviour and verifies that the centrality of entrepreneurial identity and the dislocation of strong positive emotions are important themes pertaining to entrepreneurial addiction. Finally, this investigation of outcome-oriented achievement emotions deepens our understanding of the relationships between a misfit between entrepreneurial identity centrality and intense positive feelings and both entrepreneurial efforts and entrepreneurial addiction.
Subjects: Psychology >> Management Psychology submitted time 2024-07-06
Abstract: As the horror consumption industry expands, horror-related entertainment projects have become one of the most popular and profitable forms of entertainment. However, although horror films and horror challenge events appeal to some younger consumers, the majority of consumers show a reluctance to consume these products due to fear and dread. Therefore, from a practical standpoint, it is worth investigating which factors can increase or decrease consumers’ willingness to consume horror products. However, previous research mainly focused on examining the same-domain factors that drive consumers’ horror consumption preferences. Limited research studied the cross-domain factors that influence consumers’ preferences for horror consumption. To address this research gap, this paper examines how consumers’ horror consumption preferences are influenced by their experiences in a prior, unrelated context.
Specifically, this paper proposes that prior engagement in creative activities (versus non-creative activities) increases consumers’ preference for horror consumption, and self-efficacy mediates the cross-domain effect. Furthermore, this paper proposes that the cross-domain effect will be evident when consumers receive positive feedback regarding their creative performance, and when the creative activity is lowly difficult. Conversely, the effect will disappear when consumers receive negative feedback or when the creative activity is highly difficulty.
Across seven studies, we provide converging evidence for our propositions. Specifically, we find that engaging consumers in a creative activity can increase their preference for horror consumption (Studies 1~3) due to the increases in self-efficacy (Studies 4a~4b). Furthermore, the effect of engaging in creative activities on consumers’ preference for horror consumption disappears (is evident) when consumers receive negative (positive) feedback (Study 5) and when the creative activity is highly (lowly) difficult to complete (Study 6). Finally, the above results cannot be explained by alternative explanations such as mood (Study 2~3), motivation to seek new experiences (Study 4a), felt inspiration in creative activities and felt pleasure (Study 4b).
This paper makes several theoretical advances to prior research. First, it advances the literature on horror consumption by investigating the cross-domain factors that influence consumers’ preference for horror consumption. This exploration opens new avenues for studying consumers’ preferences for horror products. Second, this paper contributes to past creativity research by investigating how consumers’ behavior changes when they engage in a creative activity. The current research reveals a novel outcome of consumers’ engagement in creative activities: an increased preference for horror consumption. Finally, this paper contributes to self-efficacy research by establishing a linkage between engaging in creative activities and self-efficacy, and a linkage between self-efficacy and horror consumption. We contribute to prior literature by proposing that engaging in creative activities can boost self-efficacy. In addition, we show that increased self-efficacy can lead consumers to engage in horror consumption.
Subjects: Psychology >> Management Psychology submitted time 2024-06-27
Abstract: The digitization of work has led to an increase in the frequency of employees attending to work matters or engaging in work-related communication during non-work time, which is called work connectivity behaviors after-hours (WCBA). In recent years, scholars have focused on the effect of WCBA on employees’ work affect and work behaviors. However, the perspectives of relevant research are scattered, and the findings are inconsistent. This study conducts a three-level meta-analysis of 177 effect sizes from 87 empirical studies based on the cognitive appraisal theory of stress. The results show that WCBA has a double-edged sword effect on employees’ work affect and work behaviors. Specifically, WCBA can not only make employees have positive work affect/behaviors, but also negative work affect/behaviors. Secondly, the positive effects of WCBA are stronger than the negative effects. Thirdly, the moderating effect of cultural differences is consistent with the hypothesis but does not reach the level of significance. Lastly, gender does not significantly moderate the main effect. This study provides recommendations for managing practice. Some potential limitations and future directions are also discussed.
Subjects: Psychology >> Management Psychology submitted time 2024-06-24
Abstract: Gig workers generally face algorithmic regulatory pressure, specifically referring to the pressure exerted ongigworkers through a series of algorithmic management practices by the platform such as automatic task allocation, real-time regulatory guidance, and continuous tracking and evaluation. The platform expects to improve the serviceperformance of gig workers through algorithmic regulatory pressure, but is the outcome really as expectedbytheplatform? To answer this question, based on the Job Demand-Resource (JD-R) model, this paper deeply exploresthe impact and mechanism of algorithmic regulatory pressure on the service performance of gig workers. TheJD-Rtheory divides job characteristics into job demands and job resources, and different types of job demands havedifferent influences on individual behaviors, while the gain of job resources can effectively buffer the negativeeffects brought by job demands. Based on this, we hypothesize that algorithmic regulatory pressure, as a typeof jobdemand in the gig context, has dual attributes and will have both positive and negative impacts on serviceperformance by stimulating different job reconfiguration behaviors of gig workers. Especially when two resources, algorithmic transparency, and online community support, are supplemented, its double-edged sword effect becomesmore obvious. We conducted three studies to test our hypotheses. Considering that the gig works’ regulation pressure is anemerging concept, we first used an exploratory interview (Study 1). Fifteen ride-hailing drivers fromDiDi and12takeaway riders from Meituan were involved in the first phase of the in-depth interview. Then we used anopen-ended questionnaire to collect more data. Study 1 finally got answers from 100 participants, which we usedtoexplore the relationship between the variables. In Study 2, to examine the causal relationship between gigworkers’regulation pressure and job crafting behaviors, a scenario-based experiment was conducted. The participants (481takeaway riders) were recruited from an online survey platform (Credamo) and randomly assigned to one of thetwo scenarios (gig workers’ regulation pressure: high vs. medium). They reported their demographics, readthescenario, and provided responses to manipulation checks and questions regarding job-crafting behaviors. Study3involved a three-wave multi-source survey to test the proposed model and objective statistics of customerperformance were used. Each survey wave was separated by a four-week interval. The participants (450ride-hailing drivers) were recruited from a ride-hailing platform. At Time 1, drivers assessed their demographics, regulation pressure, time pressure, alienation pressure, physical & mental pressure, proactive personality, algorithmic transparency, and online community support. Four weeks later at Time 2, they assessed theirapproaching job crafting and avoidance job crafting. Finally, four weeks later at Time 3, we got the divers’serviceperformance which was automatically calculated by the algorithm. Finally, the data comprised 350 drivers. In study 1, we used Nvivo to code the interviews. In Studies 2 and 3, we used SPSS and Mplus to apply ANOVAanalysis, linear regression, confirmatory factor analysis, and Bayesian estimation to analyze the data. Resultsshowed the double-edged sword effect of gig workers’ regulation pressure on service performance. Specifically, regulation pressure has a positive impact on service performance through approach job crafting behavior andhasanegative impact on service performance through avoidance job crafting behavior. These relationships werestrengthened by algorithmic transparency and online community support. This study has the following theoretical contributions. Firstly, this study deepens the understanding of the effect ofalgorithmic regulatory pressure in the gig context. Algorithmic regulatory pressure combines the dual attributesofhindering job demands and challenging job demands and has a double-edged sword effect on service performance. This finding is conducive to viewing the effect of algorithmic regulatory pressure dialectically and enriches thetheoretical framework of existing research on job stress. Secondly, based on the JD-R model, this paper revealsthe“black box” of the double-edged sword effect of algorithmic regulatory pressure on service performance anddiscloses the mediating role of job crafting between the dualistic and integrated algorithmic regulatory pressureandservice performance, expanding the application context and verification effectiveness of the JD-Rmodel. Thirdly, by deeply exploring the moderating role of algorithmic transparency and online community support, it reveals thegatekeeping role that the two key resources play in exerting the “good” and “bad” effects of algorithmic regulatorypressure. Finally, this paper expands the category of job resources in the JD-R model to “technical resources”and“social resources”, enriching the types of job resources in the JD-R model.
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2024-06-20
Abstract: Large quantities of suboptimal food, which contain defects but are perfectly safe for consumption, are wasted. Commercializing suboptimal food has become an important strategy in reducing food waste. However, experimental outcomes regarding the effectiveness of marketing intervention strategies for suboptimal food have exhibited inconsistency. This study adopted a meta-analysis approach to review empirical research on marketing intervention strategies for suboptimal food. It examined the effectiveness of cognitive-oriented and affective-oriented marketing intervention strategies in influencing consumer evaluations and purchase intentions towards suboptimal food. Additionally, the study aimed to identify variables that may impact the effectiveness of these strategies. In total, 32 relevant primary studies were included, comprising 94 effect sizes from 57 independent samples. The study showed that both cognitive-oriented and affective-oriented marketing intervention strategies could effectively improve consumers’ positive evaluations and willingness to purchase suboptimal food with a moderate level of efficacy. Moreover, affective-oriented strategies demonstrated a better intervention effect compared to cognitive-oriented ones. Factors such as suboptimal food characteristics, marketing features, and customer characteristics were found to moderate the effectiveness of these interventions. This study provided valuable insights for food-related enterprises and food policy makers regarding the effectiveness of marketing interventions for suboptimal food.
Subjects: Psychology >> Management Psychology submitted time 2024-06-19
Abstract: Online work has progressively emerged as a prevalent work pattern. Although physical separation from the organization grants employees a high degree of autonomy, it erodes leaders’ sense of control and creates uncertainties. How leaders maintain control in virtuality and thus maintain managerial effectiveness has become a hot topic recently. However, little research has integrated “online work” with “territorial behavior,” which limits the understanding of online control and manifestations of online leader territorial behavior. The present research aims to, first, develop an online leader territorial behavior measurement that fits with the current online work era, providing an empirical measurement tool. Second, this research discusses and analyzes the association between online work and online leader territorial behavior. Moreover, while online leader territorial behavior can alleviate leader concerns about control, it violates employee expectations for autonomy. Therefore, this research proposes and analyzes its double-edged-sword effect. Finally, this research investigates the moderating effect of digital human resource management. Focusing on the topic of online leader territorial behavior can provide meaningful insights for online control.
Subjects: Psychology >> Management Psychology submitted time 2024-06-17
Abstract: The role and significance of empowerment are increasingly highlighted in the activation of employees and their autonomy. As a differentiated leadership behavior, empowerment by leaders brings unique resources and asymmetric preferential treatment to employees, which can be perceived by colleagues as observers and directly affects their work performance. However, current studies have mainly focused on the employees who are empowered, and few have focused on the colleagues as observers. It is important to recognize and discuss the emotional changes and subsequent behavioral reactions caused by colleagues being empowered from the perspective of observers.
Based on social comparison theory, this research discusses the effect of the interaction between colleagues being empowered and procedural justice on envy and admiration of colleagues. The mediating effect of envy and admiration on the above interaction items and workplace ostracism and observational learning is explored, and a mediated moderation model is constructed. The hypotheses are tested in an experimental study (N = 238), a field sample (N = 306) and an experience sampling method (N = 1285). In Study 1, a between-participant scenario experimental design was used to manipulate procedural justice and colleagues being empowered, 238 participants from China who passed the attention test were retained. Participants were randomly assigned to a scenario to eliminate the effect of their own differences on the experimental results. In Study 2, empirical data from 306 employees in China were collected using a three-wave questionnaire survey. At Time 1, employees reported procedural justice and colleagues being empowered and provided their own demographic information. At Time 2, employees reported envy and admiration towards their colleagues. At Time 3, employees reported workplace ostracism and observational learning. In Study 3, we conducted a field study using an experience sampling method to collect data from employees in northeastern China. The survey process included an initial one-time entry survey and daily surveys administered over two weeks. One week before the start of the daily surveys, employees reported their leader–member exchange social comparison, colleagues’ guanxi and their own demographic information. During the two-week daily surveys, employees reported procedural justice, colleagues being empowered, envy and admiration at 11 am, and reported workplace ostracism and observational learning at 5 pm. The final sample included 1285 usable observations from 137 employees.
We applied analysis of variance, confirmatory factor analysis, path analysis, bootstrap method and Monte Carlo simulation to analyze the data. There are three findings. First, when procedural justice is low, colleagues being empowered and procedural justice interaction have a positive impact on envy; when procedural justice is high, colleagues being empowered and procedural justice interaction have a positive impact on admiration. Second, envy has a positive impact on workplace ostracism, and admiration has a positive impact on observational learning. Third, envy and admiration play a mediating role in the interaction terms of colleagues being empowered and procedural justice on workplace ostracism and observational learning, thus showing a mediated moderation model.
This research has the following four implications. First, the research enriched the research perspective of empowerment from the perspective of the observer party. Second, the research integrated the contrast effect and assimilation effect caused by colleagues being empowered, which enriched the research framework of social comparison theory. Third, the boundary conditions of the two social comparison effects caused by colleagues being empowered were expanded. Final, the mediating mechanism of the effect of colleagues being empowered was revealed.
Subjects: Psychology >> Management Psychology submitted time 2024-06-09
Abstract: With the increasing utilization of information communication technologies (ICT) in organizations, virtual communication has emerged as the predominant method of communication. In contrast to traditional face-to-face communication, the filtering of cues and the geographically distributed nature of virtual communication significantly diminish power cues and social norm constraints. More importantly, the inherent asynchronicity of virtual communication interrupts the process of power expression and acceptance. All these have a significant impact on the existing power configuration between supervisor and subordinate. However, limited research has focused on whether and how virtual communication affects traditional hierarchical power configuration. Drawing on the perspectives of identity self-construction and mutual construction, this study will examine the impact of technical cues, message exchange behavior, and virtual communication patterns on supervisor power expression and subordinate power acceptance, considering individual-, episodic-, and interpersonal-level. By integrating the perspectives and theories of organizational behavior, information systems, and communication disciplines, this study aims to contribute to the theoretical advancement of research on the utilization of ICT and hierarchical power configurations. Furthermore, it also aims to provide a theoretical foundation for the design of communication software and the implementation of hierarchical virtual communication practices.
Subjects: Psychology >> Management Psychology submitted time 2024-06-08
Abstract: The prevalence of anxiety and depression has escalated, prompting the current study to investigate the antecedents and coping strategies for these conditions in the digital media era. A theoretical framework grounded in affective events theory and social comparison theory is built to elucidate the relationships between social comparison and anxiety and depression, acknowledging that such relationships are contingent upon the influences of the social media environment. This review unveils that negative social comparison (upward comparison and downward assimilation comparison) exerts a deleterious impact on anxiety and depression, with social networking applications catalyzing these adverse effects. Conversely, emotional comparison (i.e., social comparison of emotions) and downward contrast comparison are positively associated with alleviated anxiety and depression, as online health communities fostered a supportive milieu for emotional comparison, thereby helping to mitigate these conditions. This study extends social comparison theory in the realm of emotion and identifies the affordance of online health communities for coping with anxiety and depression. The implications for the principles of design, management, and operation of such communities are further discussed.
Subjects: Psychology >> Management Psychology submitted time 2024-06-05
Abstract: Family and work are essential domains of most adults’ daily lives in the modern era. Family-work conflict is “a form of inter-role conflict in which role pressures from the work and family domains are mutually incompatible in some respects.” Although the negative consequences of family-work conflict have featured prominently in the literature, scholars have insinuated that it may yield positive work behaviors. However, there is little empirical evidence demonstrating the positive results of family-work conflicts and the mechanisms for such functional consequences. To address this theoretical gap, we drew upon the identity maintenance perspective and hypothesized that employees who experience family-work conflict perceive a loss of job performance and desire to maintain work identity, which, in turn, facilitates employees’ work effort and considers reducing family hours.
We conducted three studies to test our hypotheses. In Study 1, a recall experiment was conducted to test the causal effect between family-work conflict and perceived job-performance loss. We recruited 200 participants through Credamo platform. Family-work conflict was manipulated by asking participants to recall their experiences. The results support the causal relationship between family-work conflict and perceived job-performance loss. In Study 2, we confirmed the conclusion through a between-participant scenario experiment. We recruited 232 full-time employees from southern China. When the test was administered, the participants were randomly assigned to one of the two experimental conditions: a high family-work conflict (N = 120) and a low family-work conflict (N = 112). Subsequently, the participants were required to read and describe the scenario and its content, respectively. They then completed the manipulation check of family-work conflict, reported their perceived job-performance loss and work-effort intention, and considered reducing family conflict. In Study 3, we conducted a multi-wave field study with 786 dyadic data points from 100 employees. At Time 1, the employees were asked to report their demographic information. At Time 2, the employees completed three reports daily for 10 consecutive days. In the first report, the employees rated their affectivity, overnight sleep quality, and family-work conflict. The second and third reports focused on perceived job-performance loss, work effort, and reducing family hours.
Confirmatory factor analysis, regression analysis, bootstrapping, and Monte Carlo methods were used for data analysis. The results showed that family-work conflict was positively associated with perceived job-performance loss. Employees’ perceived job-performance loss increases their work efforts and reduces family hours. Gender also moderated the positive effects between family-work conflict and perceived job-performance loss; this relationship was stronger for male employees. Furthermore, family-work conflict has a conditional, positive indirect effect on work effort and considers reduced family hours through perceived job-performance loss, such that the indirect effects are stronger for male employees than for female employees.
This study extends the theory and research on family-work conflict in three ways. First, we complement and extend the family-work conflict research by revealing the positive effects of family-work conflict on employee work behaviors. The existing literature generally emphasizes that family-work conflict is detrimental to work. This study challenged conventional wisdom and provided a more balanced and dialectical understanding of the relationship between family-work conflict and work behavior. Second, we enrich the empirical research on the conditional effect of identity maintenance by providing evidence that gender is a significant factor influencing the process of identity maintenance. Third, we draw upon identity maintenance theory to explore the mechanism of family-work conflict to stimulate employees’ identity maintenance process. We further revealed a new explanatory mechanism of the relationship between employees’ family-work conflict and behavioral outcomes.
Subjects: Psychology >> Management Psychology submitted time 2024-06-01
Abstract: Against the background of carbon peak and carbon neutrality, enterprises are facing severe pressure related to green development. Green creativity, which refers to the development of new ideas about green products, green services, green processes, or green practices that are judged to be original, novel, and useful, is the key way to realize the low-carbon development of enterprises. However, there is still a lack of systematic understanding of the stimulating factors and mechanisms of green creativity. Individual factors (motivation, cognition, emotion, attitude, ability, and behavior) and contextual factors (leadership, vision and strategy, management practice, and comprehensive strength) constitute the antecedent variables that influence employee green creativity. On this basis, the functions of the above factors can be divided into two categories: (1) the situation → individual driving path model, where self-determination theory, social cognition theory, affective events theory, and attitude change theory are the patterns of explanation perspectives; and (2) the interaction model of individual and situation, in which competency activation model and motivated information processing theory are the patterns of explanation perspectives. Future research can start from concept definition, traditional influence, team level, dynamic attributes, persistence and the price that needs to be paid to enrich the green creativity theory system.