ABSTRACT In this study, we extend the affect–creativity literature by theorizing and validating the way the variability of affective experiences or lack thereof predicts employee creativity. Departing from the average of typical affective experiences, we introduce affect spin versus stability that reflects the dynamic variability of employee affect over time. Drawing on resource-based accounts of individual

ABSTRACT Despite initial evidence on employees’ motives for telecommuting, studies so far never investigated if and how distinct telecommuting motives might co-occur. In the current study (N wave 1 = 1297 employees; N wave 2 = 564 employees), we use Latent Class Analysis and identify three classes reflecting three specific combinations of telecommuting motives: the job requirement class (telecommuting

ABSTRACT This research shows the importance of supervisor organizational embodiment (SOE) for the relationship between ethical leadership and organizational identification. Drawing on the social identity model of organizational leadership, we propose that ethical leaders promote organizational identification and subsequently extra-role performance only when employees perceive that their leader shares

ABSTRACT In clinical psychology, burnout is regarded as a mental disorder assessed in patients who apply for psychological treatment and no longer work because of their symptoms or experience of serious problems in functioning at work. This definition of burnout is mostly referred to as ‘clinical burnout’. The purpose of this article is to provide insight into how clinicians in The Netherlands establish

ABSTRACT Employability concerns an individual’s potential in the labour market. This potential has been interpreted along three strands: (I) in terms of personal strengths that increase employment potential; (II) in terms of self-perceived employment opportunities; and (III) in terms of job transitions as a realization of employment potential. The risk of using different approaches is fragmentation

ABSTRACT Our paper offers an overview of French organizational leadership by looking at its power sources (inputs), consequences (outcomes), and a triad model. We found that having connections with powerful entities such as top management and the Grandes écoles is the main source of French leadership as these connections confer strong legitimacy, which is an important notion in the French leadership

ABSTRACT Most workplace emotional exhaustion (EE) research emphasizes antecedents that are theoretically and empirically grounded in individual-level phenomena. We extend this research by proposing a multilevel framework involving organizational context determinants operationalized in two ways: psychosocial safety climate (PSC) and work unit-level bullying. We drew on Social Learning Theory to explain

ABSTRACT The current COVID-19 pandemic has highlighted an ongoing phenomenon: Virtual Teams (VTs) are now a ubiquitous feature of organizations. This undeniable transformation of the way individuals and teams work brings challenges for vital team processes, including coordination, information exchange, and interpersonal relationships, as well as for many other fundamental aspects, such as leadership

(2021). EJWOP Special Issue: Enhancing the Social Impact of Research in Work and Organizational Psychology – Beyond Academia. European Journal of Work and Organizational Psychology: Vol. 30, No. 3, pp. 329-338.

ABSTRACT A growing body of conceptual and empirical research has drawn on transactive memory systems (TMS) theory to understand the functioning of a wide range of teams, including top management teams (TMTs). At the same time, there has been increasing interest in how personality factors, and in particular chief executive officer (CEO) narcissism, shape corporate decision-making, and behaviour in TMTs

ABSTRACT Drawing upon research into relative leader–member exchange (LMX) and social identity approaches to leadership, this study explores how congruence in the LMX quality of individuals and their teammates affects the team identification of those individuals. This, in turn, influences individuals’ job performance. Results of polynomial regressions on 575 dyads support the congruence hypothesis.

ABSTRACT Team creativity is critical for organization survival, and the quality of team creativity depends on the ideas provided by team members as well as the discussion processes through which teams realize the potential of these ideas. On the basis of the Motivated Information Processing in Groups (MIP-G) model, which suggests that the quality of group decisions is a function of the interaction

ABSTRACT Since job crafting behaviour is of profound importance for the retention of older workers, we examined how organizations can stimulate job crafting behaviour among older workers with opportunity-enhancing Human Resource (HR) practices. We introduced three job crafting behaviours: accommodative, utilization, and developmental job crafting. We hypothesized that opportunity-enhancing HR practices

ABSTRACT This article draws from conservation of resources theory to detail a critical mediating role of organizational disidentification in the connection between employees’ perceptions of organizational cronyism and their procrastination, as well as a buffering role of leader–member exchange in this process. Three-wave, time-lagged data collected from employees across multiple industry sectors indicate

ABSTRACT Over 61% of the world’s population lives and works in the informal economic sector. However, workers in the informal economy are conspicuous by their relative absence in work psychology research and practice. Policy agendas inspired by economic research often combine skilled and unskilled workers into a single category, lacking the voice of the poor worker and a psychological understanding

ABSTRACT The goal of this study was to propose and assess dual affective mechanisms linking perceived overqualification (POQ) to discretionary negative employee behaviours. Specifically, drawing upon person-job fit theory, we investigated anger and boredom as high-intensity and low-intensity affective mechanisms between POQ and two distinct forms of counterproductive work behaviour (CWB): interpersonal

ABSTRACT Promoting mental health in the workplace and creating a supportive environment for those experiencing poor mental health are important strategies that can be implemented by workplaces. The present research evaluates the effectiveness of Headtorch WORKS, a mental health and well-being intervention consisting of three online episodes, including original filmed drama and specialist documentary

ABSTRACT We integrate functional leadership theory with theorizing in virtual team leadership research to extend and meta-analytically test theory regarding the relationships between different types of leadership behaviours (i.e., relationship-focused and task-focused leadership) and virtual team performance as well as moderators of these relationships. We find that both relationship-focused and task-focused

ABSTRACT The current study addresses the potentially dynamic relationship between employees’ personality and their working conditions. A six-year full-panel longitudinal study of employed individuals was used to test whether (I) task-related, (II) social and (III) organizational work factors contribute to change Big-Five personality traits over time and whether personalities change working conditions

ABSTRACT Considered as one of the cornerstones of work and organizational psychology, it is not surprising that the selection and recruitment literature is vast. In this review, we synthesize and integrate the findings from around 40 meta-analyses and literature reviews from the last decade to identify the most recent meta-trends and future research directions in the selection and recruitment research

ABSTRACT This article explores empirically the choice rationales for voluntary adoption of the Living Wage (LW) by managers of small and medium-sized enterprises (SMEs) in the UK. Framed analytically by related concerns within the fields of employment relations/HRM in SMEs, business ethics and signalling, interviews with owners/directors from 23 SMEs identified a four-fold typology of choice rationales

ABSTRACT Demands and stressors from work increasingly encroach upon people’s family lives in modern settings, resulting in poorer familial relationships and impaired psychological health. The current study proposed and examined dispositional optimism as a potential psychological buffer of the deleterious impact of negative work-to-family spillover (WFS) on psychological health. Based on a sample of

ABSTRACT The aim of this study was to identify developmental patterns of job insecurity, taking into account quantitative as well as qualitative job insecurity, and to examine if these groups vary with regard to different work-related learning aspects, that is, occupational self-efficacy, learning from supervisor and colleagues, and acquired knowledge and skills (KSAOs). We conducted latent class growth

ABSTRACT This two-wave study examined whether job burnout relates negatively to employees’ performance in executive functions (i.e., working memory, inhibition capacity, cognitive flexibility, reasoning, problem solving, and planning – assessed through psychometric tests) and positively to everyday cognitive failures (rated by colleagues) over time. Furthermore, based on cognitive reserve and self-regulation

ABSTRACT Differences in temporary and permanent workers’ risk-benefit appraisals need to be investigated due to its potential relationship with incurred risk and occupational risk-taking behaviours. A total of 158 temporary and 158 permanent workers were recruited and exposed to information on eleven different hazardous job contexts, the description of the required tasks, inherent occupational hazards

ABSTRACT Researchers have found the effects of challenge stressors to be contradictory, sometimes showing positive effects and other times showing negative effects. To disclose the nature of this inconsistency, our study takes a resource-based behavioural approach to examine why and when challenge stressors are beneficial or harmful for employees. Specifically, we examine how trait mindfulness affects

ABSTRACT Negative leadership may have drastic consequences for organizations and society. However, leaders do not operate independently but supervise followers who potentially perpetuate their negative . Currently, we lack an integrated understanding of those followers who are more likely to model negative leader . There are two perspectives on why people model negative leaders: (a) because they are

ABSTRACT Does advanced age give employees an advantage in face of negative work experiences through their higher emotion-regulation competence? Across days, the occurrence of negative work events is associated with fluctuations in attention, motivation, and well-being. This study examined whether these within-person associations are reduced at advanced employee age, indicating higher resilience. The

ABSTRACT In teams, some people are truly noticed when present, and sorely missed when absent. Often they are described as the “life of the party”, but in a formal team context, we refer to their behaviors as “team boosting behavior”. These behaviors have the potential to affect the team’s processes. In three consecutive studies, we conceptualized these behaviors and developed and validated a questionnaire

ABSTRACT This study presents a framework for classifying service occupations based on the type of interaction between employees and customers to clarify the mixed relationships between emotion work and well-being. Drawing on the challenge-hindrance stressor literature, we propose that positive emotion requirements are a challenge stressor for almost all service providers, while negative emotion requirements

ABSTRACT The generation of ideas and the subsequent promotion and implementation of these ideas are important for organizational performance. Unfortunately, however, ideas do not always turn into innovations. Based on the ambidexterity theory of leadership for innovation, we argue that both employee idea generation and the relationship between idea generation on the one hand and idea promotion and

ABSTRACT A key challenge facing global teams lies in overcoming status differences in order to elicit participation and input from all members. This study extends prior research – which has focused largely on individual-level factors such as language, culture, and location that create status differences that fracture teams and reduce participation – by examining members’ underlying orientations to

ABSTRACT Conscientiousness and emotional stability are two general predictors of different vocational and occupational outcomes, such as job performance. There is evidence that both personality constructs can be subdivided into two different aspects, which are better predictors for vocational and occupational outcomes compared to the global measures. Therefore, the “Arbeitsbezogene Belastbarkeits-

ABSTRACT The proportion of workers putting long hours into work is on the increase, which paves the way for workaholism, a syndrome that combines long hours and obsessive thoughts about work and is known to harm employee health. This study explores the role of the context in the emergence of workaholism and job strain, a stance that has rarely been taken in the field. We specifically examined the combined

ABSTRACT In the light of mental health issues amongst the workforce, as well as future of work challenges ahead, it is more important than ever to create well-designed work. In this article, as researchers and practitioners, we share our approaches to influencing work design practice and policy. We draw on research on the antecedents of work design to identify multiple pathways for achieving better

ABSTRACT Knowledge recombination is a process through which distant fields of knowledge are brought together to solve complex problems and has important outcomes, such as scientific, technical, or social innovation. However, although recombination is both a cognitive and social process, there is little theoretical and empirical evidence on what happens between people while they are creating bridges

ABSTRACT Achievements at work play important roles with regard to employees’ well-being and health. Based on conservation of resources theory, the success-resource model and self-determination theory, this paper investigates how subjective occupational achievement experiences (task-related and prosocial) relate to employees’ psychological well-being (i.e., depressivity). We hypothesize differential

ABSTRACT Providing help can have positive consequences for those that help, including higher performance evaluations, the development of trusting relationships, social status, and more positive mood states. These effects, however, do not materialize uniformly and the existing literature on the emotions that people experience when they help provides an unclear picture of when helping increases positive

ABSTRACT In blended working arrangements (BWAs), employees have discretion over when and where they work. Although BWAs are proliferating worldwide, the lack of predefined temporal and locational structures is unlikely to appeal to every employee. To investigate with whom and when BWAs cause positive reactions, we conducted two experimental vignette studies among full-time employees. In Study 1, we

ABSTRACT The scarcity of public sector healthcare resources and the vulnerability of service users make the conduct of health professionals critically important. Health regulators, in delivering their core objective of patient protection, use empirical evidence to identify professionals’ misconduct, improve their understanding of why misconduct occurs, and to maximize the effectiveness of regulatory

ABSTRACT Despite the rise of in-work poverty across Europe, the psychological consequences of individual economic vulnerability are still rather unknown. Drawing on both objective and subjective conceptualizations of economic vulnerability, we investigate the effects of individual low labour income and perceived financial strain on mental well-being. We argue that economic vulnerability restricts workers’

ABSTRACT This paper examines how the deployment of Web 2.0 technologies, specifically digital platforms for internal communication within organizations, influences the nature of the team relationship. Previous research on the impact of these technologies in teams call for new approaches and conceptualizations of leadership. However, there is no consensus in the literature to help us understand the

ABSTRACT The prominent burnout models overlook cognitive abilities, that is quite surprising when we consider a) the emerging body of evidence suggesting that burnout is negatively associated with cognitive functioning and b) the tremendous positive role of cognitive abilities in the world of work. Thus, in this conceptual paper, drawing inspiration from the cognitive abilities scholarship and the

ABSTRACT Previous research on idiosyncratic deals (i-deals) has treated them as concrete events, arguing that these i-deals shape employment relationships and impact on work performance over long periods of time. However, some types of i-deals may be negotiated and shaped over short periods of time. The aim of this research is to understand the social context within which these types of i-deals unfold

ABSTRACT This paper discusses how and why the field of personnel selection has made a long-lasting mark in work and organizational psychology. We start by outlining the importance and relevance of the well-established analytical framework (criterion-related validity, incremental validity, utility) for examining the impact of selection at the individual (job performance) level. We also document the

ABSTRACT Errors can be a source of learning. However, little is known to what extent learning from errors depends on error characteristics and the context in which the error was made. We tested the assumption that more learning occurs from errors with severe consequences and when the error was made by oneself. We further investigated if and how learning from errors and organizational error culture

ABSTRACT Traditional living wage research has been the purview of economists, but recently contributions from the field of work psychology have challenged existing perspectives, providing a different lens through which to consider this issue. By means of a narrative interdisciplinary review of 115 peer-reviewed journal articles published between 2000 and 2020, we chart the transitions in the field

ABSTRACT Older employees’ knowledge sharing with younger colleagues is pivotal for organizational knowledge retention. We developed a social-cognitive internalization model that explains why older employees’ knowledge sharing with younger colleagues is often inhibited. Specifically, we focused on perceived age discrimination at work as a threat to older employees’ perceptions of their job-related capabilities

ABSTRACT The job interview is still one of the most widely used personnel selection tools that might, however, be prone to bias especially when stigmatized applicants are being evaluated. In response to the growing concerns regarding labour market shortages and adverse impact in personnel selection, we conducted two experimental studies that investigated potentially biasing effects of initial impression

ABSTRACT Research on transformational leadership seems to suggest that followers are uniformly “transformable”. Drawing on the interactionist theory of person and environment, this study questions that assumption by focusing on the impact of follower implicit person theories on the relationship between transformational leadership, follower engagement, and follower performance. Results from a study

ABSTRACT Work-related fatigue among employees is related to negative consequences. Therefore, it is valuable to evaluate interventions that potentially reduce fatigue and increase health and well-being among these employees. The present study investigated whether variations in the receipt of an exercise intervention for fatigued employees were related to intervention effectiveness. We investigated

ABSTRACT Work stressors have major consequences for employees’ health and performance. Although organizations often ask employees to fill out work stress surveys regarding stressors and resources, the literature on survey responding offers only limited advice on how to formulate work stress surveys. Furthermore, self-, supervisor-, and co-worker-reports show only low convergence. To deepen our understanding

ABSTRACT Job crafting has gained prominence in research and organizational practice as an important work behaviour that can cultivate positive workplace outcomes. The present study uses job crafting theory to argue that experienced meaningfulness plays a mediating role in the link between task, cognitive and relational crafting behaviours and peer-ratings of job performance over time. Additionally

ABSTRACT During the working day, employees do not only think of their work but also occasionally of their upcoming leisure time. Accordingly, we introduce two constructs, namely thoughts of leisure time (ToLT) and thoughts of a planned leisure activity (ToPLA). We assumed that employees report more ToLT/ToPLA at the beginning and the end of the working day. We further hypothesized that employees with

ABSTRACT Trust plays a critical role as a key mechanism through which the positive impact of leadership can be elicited. This meta-analysis examines the incremental validity of eight leadership styles (transformational, transactional, authentic, ethical, servant, abusive, paternalistic and empowering) in predicting affective and cognitive dimensions of trust as mediating mechanisms in the relationship

ABSTRACT Information overload (IO) is described as a stress condition caused by the characteristics of information. Empirical primary studies support this relation. Based on existing primary research it is the aim of this meta-analysis to analyse which characteristics of information influence IO, to identify moderating factors influencing these relationships, and to estimate their average strength

ABSTRACT For job applicants to achieve their goal of making a favourable impression on recruiters, they need to be responsive to the social norms that a personnel selection setting prescribes. One clear social norm in selection contexts is professional dress. Here we explore the consequences that follow from failing to conform to this normative dress code. Specifically, in two studies, we test three

ABSTRACT The study investigates how daily fluctuations in leader self-rated empowering behaviour are related to employees’ daily level job crafting behaviour. From an interactionist perspective, the authors propose and test two competing theoretical models investigating how supervisors’ daily empowering behaviour and subordinates’ proactive personality jointly affect subordinates’ daily work engagement

ABSTRACT Technological innovations, among which the use of video interviews in personnel selection, are welcomed by organizations for reasons such as reductions in cost and time and the ability to reach a more global labour market. The literature to date suggests that applicants do not share this enthusiasm and feel less attracted towards organizations that use video interviews versus face-to-face

ABSTRACT Research on organizational interventions needs to meet the objectives of both researchers and participating organizations. This duality means that real-world impact has to be considered throughout the research process, simultaneously addressing both scientific rigour and practical relevance. This discussion paper aims to offer a set of principles, grounded in knowledge from various disciplines