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 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 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 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 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 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 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 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 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 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

ABSTRACT The energetic state before the start of work has been associated with work-related outcomes (e.g. job performance). However, little is known regarding the determinants of the energetic state before starting work. It can be assumed that working parents, in particular, face various resource-consuming demands (e.g. childcare-related demands) before they start working that may impact the subsequent

ABSTRACT The rapid changes of work, the ease of mobility, and ubiquitous use of virtual tools have fundamentally changed the way that teamwork in modern organizations is accomplished. Although these developments have elicited a broad range of studies focusing on the phenomenon of team virtuality, the construct itself is still tied to conceptual ambiguities, opposing theoretical underpinnings, and inconsistent

ABSTRACT The aim of the present study was twofold: First, to profile the long-term development of burnout symptoms (exhaustion, cynicism and reduced professional efficacy), and second, to investigate the associations of developmental burnout profiles with job demands and resources. The study focused on Finnish white-collar professionals (N = 169) who participated in a survey five times during eight

ABSTRACT Performance feedback is a managerial practice whose effects widely impact job satisfaction and commitment. Job satisfaction and commitment represent antecedents of organizational citizenship behaviour (OCB), denoting a willingness to cooperate. However, there has been little research on the direct relationship between performance feedback and OCB. Previous works addressed their mediating role

ABSTRACT The question of how leaders’ expressions of anger influence employees have been the subject of considerable scholarly debate. So far, however, research on the consequences of angry leadership has predominantly focused on the effects of supervisor expressions of anger, neglecting the potential influence of higher-level managerial anger. In this study, we integrate the emotions as social information

ABSTRACT Customer entitlement is a customer-related stressor faced by service employees when serving customers who expect special treatment, preferential rewards, and extra consideration. We examine a model in which service employees respond to customer entitlement using emotion regulation and conceding service behaviour, and these responses in turn relate to employee burnout. This indirect effect

ABSTRACT Researchers have often debated whether burnout and work engagement are truly different concepts, or whether they are opposite poles of the same construct and therfore redundant. Recent perspectives postulate that they are both real and redundant. In this paper we examine these three competing views using a bifactor modelling approach. A sample of 1787 Argentine employees completed the Utrecht

ABSTRACT Laughter has been rarely investigated in the selection interview, but its involuntary and prosocial nature makes it a potential candidate for an honest signal of affiliation or a form of ingratiation. We investigated the distribution of laughter among participants, its relation to interview transitions and to applicant impression management and recruiter evaluations in a sample of real selection

ABSTRACT We examined the role of shop stewards’ union citizenship behaviours in the transmission of their attitude of union loyalty to rank-and-file union members. We hypothesized that union members (N = 1138) assimilate shop stewards’ (N = 312) union loyalty by observing their participation behaviours. Data on shop stewards´ union behaviours were both self-reported and informed by union members. The

ABSTRACT Nonlinear and dynamic approaches are two main principles of complex systems. The work and organizational psychology field has recently applied these concepts to understand human behaviour at work. In this introductory paper, we describe how human behaviour at work can be understood from a nonlinear and dynamic perspective, developing and applying the advantages of this approach to continue

ABSTRACT The status quo of the leadership potential literature is best represented as a “hot mess” of conceptual and measurement issues. In our view, the prior literature tends to conflate different constructs (i.e., predictor constructs, job-related leader behaviours, and organizational outcomes) that need to be unravelled in order to lay the foundation for future leadership potential research. To

ABSTRACT In the present research, we examine the competing predictions of achievement motivation theory and self-regulation theories (i.e., social cognitive theory and the control view) regarding the within-person relationship between individual creative expression and subsequent creative process engagement (CPE). Furthermore, we investigate creative self-efficacy as a mediator of this complex relationship

ABSTRACT This quasi-experimental study examines the impact of telework on employees’ stress, work-to-home conflict, work engagement and job performance on a between-person and a within-person level. Data were collected in a Belgian company that had launched a pilot telework initiative. Employees in the intervention group (N = 39) were allowed to work from home on at most two days a week whereas employees

ABSTRACT Can improving employees’ interpersonal listening abilities impact their emotions and cognitions during difficult conversations at work? The studies presented here examined the effectiveness of listening training on customer service employees. It was hypothesized that improving employees’ listening skills would (a) reduce their anxiety levels during difficult conversations with customers, (b)

ABSTRACT The increasing pressure on organizations to innovate more effectively in what they deliver and how they work means there is a distinct need for interventions that enhance the innovation capabilities of employees. This paper, therefore, describes insights from the development, delivery, and impact evaluation of a research-based innovation training model (CLEAR IDEAS) designed to improve both

ABSTRACT Resume-screening by human raters is vulnerable to hiring discrimination but recruiter training as a way to overcome biased resume-screening is under-researched. The present study addresses this gap. Building on key cognitive processes that steer discriminatory decision-making in resume-screening and insights from diversity literature, we investigated the effectiveness of two cognitive training