1
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Han X, Zhang Y, Chen D, Sun J, Di Z, Yang Z, He H. The impact of negative cognitive bias on NSSI: mediating non-adaptive cognitive emotion regulation strategies. BMC Nurs 2024; 23:358. [PMID: 38816712 DOI: 10.1186/s12912-024-02006-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/20/2024] [Accepted: 05/10/2024] [Indexed: 06/01/2024] Open
Abstract
BACKGROUND Individuals may be more likely to engage in NSSI due to negative cognitive bias, while the use of negative emotional regulation mechanisms may further contribute to NSSI. Currently, there is a dearth of studies regarding the correlation among the three variables. METHOD The study employed convenience sampling to collect data via online platforms from a total of 572 college students in Harbin, Heilongjiang Province, China, over the period of January 2024 to February 2024. The questionnaires comprise the Non-Adaptive Cognitive Emotion Srategy Regulation Subscale, the Negative Cognitive Processing Bias Questionnaire, and the NSSI Questionnaire. OUTCOME Negative cognitive bias significantly and directly influences NSSI, as indicated by a beta coefficient of 0.3788 and a confidence interval of [0.2878, 0.4698]. The existence of negative cognitive bias significantly enhances the impact of non-adaptive cognitive emotion control approaches (β = 0.5613, CI [0.4808, 0.6418]). Non-adaptive cognitive emotion regulation strategies showed a significant effect on NSSI, as indicated by a beta coefficient of 0.2033 and a confidence interval of [0.0942, 0.3125]. The non-adaptive cognitive emotion control strategy serves as an intermediary between negative cognitive bias and NSSI, explaining 30.12% of the overall impact. IN CONCLUSION The results demonstrate that non-adaptive cognitive emotion regulation strategies play a partially moderating role in the relationship between negative cognitive bias and NSSI among nursing students. We emphasize the importance of non-adaptive cognitive emotion regulation strategies, negative cognitive biases, and NSSI among nursing students. In order to reduce the occurrence of NSSI, it is important for schools, families, and teachers to work together closely and implement a well-organized and efficient intervention to protect the mental well-being of nursing students.
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Affiliation(s)
- Xuanye Han
- Neurosurgery, The Second Affiliated Hospital of Harbin Medical University, 246 Xuefu Road, Harbin, Heilongjiang Province, 150000, China
| | - Yuhuan Zhang
- Student Department, The Second Affiliated Hospital of Harbin Medical University, 246 Xuefu Road, Harbin, Heilongjiang Province, 150000, China.
| | - Dong Chen
- Helongjiang Nursing College, 246 Xuefu Road, Harbin, Heilongjiang Province, 150086, China
| | - Jingyan Sun
- The Second Affiliated Hospital of Harbin Medical University, 246 Xuefu Road, Harbin, Heilongjiang Province, 150000, China
| | - Zhixin Di
- Department of Ultrasound Medicine, The Second Affiliated Hospital of Harbin Medical University, 246 Xuefu Road, Harbin, Heilongjiang Province, 150000, China
| | - Zi Yang
- The Second Affiliated Hospital of Harbin Medical University, 246 Xuefu Road, Harbin, Heilongjiang Province, 150000, China
| | - Huanchen He
- The Second Affiliated Hospital of Harbin Medical University, 246 Xuefu Road, Harbin, Heilongjiang Province, 150000, China
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2
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Yun M, Beehr T. When experiencing nice interactions at work: Good sleep quality via well-being. Stress Health 2024:e3390. [PMID: 38427329 DOI: 10.1002/smi.3390] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/27/2023] [Revised: 01/18/2024] [Accepted: 02/18/2024] [Indexed: 03/02/2024]
Abstract
Based on the Work-Home Resources Model and Conservation of Resources Theory, we develop dual mechanisms by which nice interactions (patients' compliments and coworkers' informational support) predict sleep quality. Specifically, we expect these nice interactions to help individuals conserve their personal energy in the form of less cognitive depletion (a cognitive process) and diminished physical fatigue (a physical process). Further, we propose employees utilise their energy resources to experience better sleep quality. To test the proposed model, we utilised an experience-sampling method by recruiting 223 female nurses working in a regional university hospital in South Korea. Specifically, we measured nice interactions and personal resources at 3 PM on Day t and sleep quality at 5-6 AM on Day t + 1, and we administered the questionnaire for 10 consecutive days. Overall, after removing 79 invalid observations (not completing questionnaire in a timely manner), we had a final total of two-wave 1997 daily observations from 223 nurses. Receiving more compliments from patients and more information from coworkers positively affects nurses' cognitive energy (less cognitive depletion) and physical energy (less physical fatigue), which predicts better sleep quality. Finally, results supported indirect effects of these nice interactions on sleep quality via cognitive and physical processes.
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Affiliation(s)
- Mansik Yun
- Fairleigh Dickinson University, Madison, New Jersey, USA
| | - Terry Beehr
- Central Michigan University, Mount Pleasant, Michigan, USA
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3
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Bao X, Gao W, Shen Y, Zhang Z, Shao X. Helping others but Hurting Yourself? The underlying mechanism linking helping behavior to task performance. Heliyon 2023; 9:e21024. [PMID: 37928017 PMCID: PMC10623166 DOI: 10.1016/j.heliyon.2023.e21024] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/18/2023] [Revised: 10/10/2023] [Accepted: 10/12/2023] [Indexed: 11/07/2023] Open
Abstract
Helping behavior positively influences organizational effectiveness, which is why the importance of this behavior is highlighted in Chinese enterprises, and employees are encouraged to engage in it. However, from an actor-centric perspective, helping behavior is not always beneficial. In this paper, cognitive-affective personality system theory is applied to link helping behavior to task performance, thus enhancing the understanding of the effects of helping behavior. By adopting a two-wave questionnaire survey, data from 202 leader-subordinate dyads were gathered. Then, the BruceR (V0.7.2) package of Rstudio (V4.1.1) was used to generate a multi-mediated moderation model and test the hypotheses. The following results were obtained: 1) Helping behavior was negatively associated with task performance. 2) Cognitive irritation and emotional exhaustion serially mediated the influences of helping behavior on task performance. 3) Team-level communal goal striving moderated the indirect influence of helping behavior on task performance; the indirect influence was only significant when the levels of team communal goal striving were low. From an actor-centric perspective, this paper presents evidence for the connection between helping behavior and task performance. Numerous implications for management approaches are presented to maximize the management of helping behavior.
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Affiliation(s)
- Xiaona Bao
- School of Management, Dalian Polytechnic University, Dalian, China
| | - Wenfei Gao
- School of Economics and Management, Dalian University of Technology, Dalian, China
| | - Yifei Shen
- School of Economics and Management, Dalian University of Technology, Dalian, China
| | - Zhenduo Zhang
- School of Economics and Management, Dalian University of Technology, Dalian, China
| | - Xiaojing Shao
- School of Management, Harbin Institute of Technology, Harbin, China
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4
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Yun M, Beehr T. Eating versus sleeping: Lunchtime meals and naps relation to afternoon creativity at work. Appl Psychol Health Well Being 2023; 15:1319-1335. [PMID: 36788127 DOI: 10.1111/aphw.12438] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/10/2022] [Accepted: 02/03/2023] [Indexed: 02/16/2023]
Abstract
Based on the Conservation of Resources theory, we develop dual mechanisms by which lunchtime recovery activities predict creativity. Specifically, by conceptualizing the quality of lunchtime naps and meals as examples of recovery activities, we expect these recovery activities help individuals replenish their psychological resources in the form of more work engagement (affective process) and less cognitive depletion (cognitive process). Further, individuals are expected to utilize these available psychological resources to generate creative ideas. To test our model, we used a group-mean centering approach to focus on within-person effects by recruiting 230 employees working at construction sites in South Korea. Overall, after removing 242 invalid observations (omitting at least two items and not reporting the duration of a nap), we finalized a total of two-wave 1598 daily questionnaires. A high quality of lunchtime naps and meals helps individuals recover their emotional resources (more work engagement) and cognitive resources (less cognitive depletion), which predict individuals' creativity. Finally, although indirect effects of the two recovery activities on creativity via affective and cognitive processes were generally supported, the indirect effect of lunch nap quality on creativity via work engagement was not significant, suggesting most of the effect is due to meal quality rather than nap quality.
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Affiliation(s)
- Mansik Yun
- Department of Psychology & Counseling, Fairleigh Dickinson University, Madison, New Jersey, USA
| | - Terry Beehr
- Department of Psychology, Central Michigan University, Mount Pleasant, Michigan, USA
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5
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He P, Anand A, Wu M, Jiang C, Xia Q. How and when voluntary citizenship behaviour towards individuals triggers vicious knowledge hiding: the roles of moral licensing and the mastery climate. JOURNAL OF KNOWLEDGE MANAGEMENT 2023. [DOI: 10.1108/jkm-05-2022-0358] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/11/2023]
Abstract
Purpose
The purpose of this paper is to investigate how voluntary citizenship behaviour towards an individual (VCB-I) is linked with vicious knowledge hiding (VKH), and why members, within a mastery climate, tend to participate in less VKH after their engaging in VCB-I. The authors, according to the moral licensing theory, propose that moral licensing mediates the relationship between VCB-I and VKH, and that a mastery climate weakens the hypothesised link via moral licensing.
Design/methodology/approach
This study surveys 455 valid matching samples of subordinates and supervisors from 77 working teams in China at two time points and explores the relationship between VCB and VKH, as well as the underlying mechanism. A confirmatory factor analysis, bootstrapping method and hierarchical linear model were used to validate the research hypotheses.
Findings
The results show that VCB-I has a significant positive effect on VKH; moral credentials play a mediating role in the relationship between VCB-I and VKH; and the mastery climate moderates the positive effect of moral credentials on VKH and the mediating effect of moral credentials. In a high-mastery climate, the direct effect of moral credentials on VKH and the indirect influence of VCB-I on VKH through moral credentials are both weakened, and conversely, both effects are enhanced in a low-mastery climate. However, contrary to the expected hypothesis, moral credits do not mediate the relationship between VCB-I and VKH, which may be due to the differences in the mechanisms between the two moral licensing models.
Originality/value
Prior research has mainly focused on the “victim-centric” perspective to examine the impacts of others’ behaviour on employees’ knowledge hiding. Few works have used the “actor-centric” perspective to analyse the relationship between employees’ prior workplace behaviour and their subsequent knowledge hiding intention. In addition, this study enriches the field research on the voluntary aspects of organisational citizenship behaviour, which differs from its involuntary ones.
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6
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Syed N, Hamid ABA, Su X, Bhatti MH. Suffering doubly: Effect of cyberbullying on interpersonal deviance and dual mediating effects of emotional exhaustion and anger. Front Psychol 2022; 13:941235. [PMID: 36524188 PMCID: PMC9746230 DOI: 10.3389/fpsyg.2022.941235] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/11/2022] [Accepted: 08/19/2022] [Indexed: 01/30/2024] Open
Abstract
Research on employee harassment, in the form of workplace bullying, has increased over the past decade. However, there is little research on the prevalence and impact of cyberbullying, a type of cyber-related violence in the workplace. Thus, it would be interesting to examine the impact of cyberbullying on interpersonal deviance through the serial mediating effect of emotional exhaustion and anger. Drawing from the conservation of the resource theory and the affective event theory, this proposed study clarifies the mediating effects of emotional exhaustion and anger. The time lag approach was used to collect the data from the sample of 385 employees in the telecommunication sector of Pakistan. By employing SPSS and PLS, bootstrapping was performed to conduct the mediation analysis. Findings indicated that workplace cyberbullying increased interpersonal deviance by enhancing emotional exhaustion and anger. The current research contributes to the literature by considering the behavioral outcomes of workplace cyberbullying with the practical implications for human resource practitioners.
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Affiliation(s)
- Nausheen Syed
- PUTRA Business School, Seri Kembangan, Selangor, Malaysia
- Department of Management Sciences, Government College Women University, Faisalabad, Pakistan
| | | | - Xin Su
- School of Economics and Management, Beijing University of Posts and Telecommunications, Beijing, China
| | - Misbah Hayat Bhatti
- Department of Management Sciences, Government College Women University, Faisalabad, Pakistan
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7
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Shen Y, Zhang Z, Song H, Zheng J, Bu Q. Being helpful and being innovative: The role of psychological meaningfulness and positive affect. Front Psychol 2022; 13:1045845. [DOI: 10.3389/fpsyg.2022.1045845] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/16/2022] [Accepted: 10/25/2022] [Indexed: 11/13/2022] Open
Abstract
The present study is developed based on conservation of resources theory (COR) to explore the underlying mechanism and boundary condition for the relationship between helping behavior and innovative behavior. To avoid the shortages of cross-sectional data, the present study collected two-wave and multi-source data. By collecting from 193 full-time Chinese workers and 68 supervisors at two separate time points, this study developed and examined a moderated mediation model using Mplus 7.0. The results show that helping behavior increases innovative behavior through enhancing positive affect, and psychological meaningfulness moderates the indirect relationship between helping behavior and innovative behavior through positive affect. In the condition of high psychological meaningfulness, helping behavior has a stronger indirect impact on innovative behavior through enhancing positive affect. This study enriches the literature on the outcomes of helping behavior. Moreover, this study provides several managerial implications to amplify the positive impact of helping behavior on innovative behavior. This study develops several strategies to enhance psychological meaningfulness and promote the benefits of helping behavior.
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8
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Zhang Z, Hu Y, Wang J. CSR is not a panacea: The influence of CSR on disgust and turnover intention. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103821] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
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9
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Chi NW, Tu MH, Wu IH. Why and when proactive helping does not lead to future help: The roles of psychological need satisfaction and interpersonal competence. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103824] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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10
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Lin CY, Chi NW. Understanding Why and When Compulsory Citizenship Behaviors Lead to Subsequent Destructive Voice and Citizenship Behaviors: The Retributive Justice and Impression Management Perspectives. HUMAN PERFORMANCE 2022. [DOI: 10.1080/08959285.2022.2121964] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Chieh-Yu Lin
- National Sun Yat-sen University College of Management, Institute of Human Resource Management
| | - Nai-Wen Chi
- National Sun Yat-sen University College of Management, Institute of Human Resource Management
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11
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Lennard AC, Matta FK, Lin SH(J, Koopman J, Johnson RE. The Dynamism of Daily Justice: A Person-Environment Fit Perspective on the Situated Value of Justice. ORGANIZATION SCIENCE 2022. [DOI: 10.1287/orsc.2021.1496] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Despite the generally positive consequences associated with justice, recent research suggests that supervisors cannot always enact justice, and responses to justice may not be universally positive. Thus, justice is likely to vary in both how much it is received and the employee reactions it engenders. In order to understand the range of justice responses, we develop a dynamic theory of justice by using person-environment fit to take both the value that an individual places in justice and the justice they received into account. Using this framework, we clarify the consequences of congruence versus incongruence in daily justice received and valued, which have implications for treatment discrepancies and subsequent work behavior. We also identify the differences between excess and deficient justice on cognitive and affective responses to justice. Our findings reveal that employees’ experience of justice is more complicated than simply whether the justice they received was high or low on a particular day. Using experience sampling and polynomial regression methods, we observe that not all instances in which employees receive high levels of justice are equivalent. In fact, we find that, depending on justice valued, receiving high levels of justice can be just as detrimental as receiving low levels. Additionally, we find that although both forms of justice misfit (excess and deficiency) cause-negative work outcomes, they affect these outcomes through differential responses to justice — with excess causing increased rumination and deficiency causing decreased positive affect. We conclude by discussing the implications of these findings for extant justice theory and for supervisor-employee work interactions.
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Affiliation(s)
| | | | | | - Joel Koopman
- Texas A&M University, College Station, Texas 77843
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12
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When helping can turn into unethical behavior: depending on helping is proactive or reactive. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-020-01003-9] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
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13
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Xiu J, Zhang Z, Fan Y, Zheng J. Does Giving and Receiving Helping Behavior Fit Matter? The Role of Neighboring Behavior Fit in Working Residents' Mental Health. Front Public Health 2022; 10:863327. [PMID: 35812503 PMCID: PMC9263361 DOI: 10.3389/fpubh.2022.863327] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/04/2022] [Accepted: 05/26/2022] [Indexed: 11/13/2022] Open
Abstract
Ecological systems theory suggests that for individuals, the three domains of community, family, and work are connected and transfer resources among each other. In the community, residents receive and give helping behavior from and to their neighbors. Neighboring behavior underlies interactions among residents in the community, thereby influencing the work and family domains. Building on ecological systems theory, the authors propose that the compatibility of receiving and giving helping behavior among working residents is related to their mental health. Additionally, the authors propose that this congruence effect functions through work-family interference and meaning in life. Using a two-stage field questionnaire survey, this study collected data from 220 full-time Chinese working residents. Using polynomial regression and response surface analysis, receiving-giving neighboring behavior fit was found to be positively associated with mental health. Furthermore, receiving-giving neighboring behavior fit enhances mental health by decreasing work-family interference and promoting meaning in life. When giving and receiving neighboring behavior are imbalanced, working residents have higher levels of mental health when they received more neighboring behavior than they gave, in comparison to the condition when they gave more neighboring behavior than they received. Work-family interference represents inter-role conflict in which pressures from the family and work domains are mutually incompatible. Including both work to family interference and family to work interference, work-family interferences reflect the stress that working residents experience in their family and work domains. By exploring the mediating role of work-family interference, this study shows how the spillover of the benefits of neighboring behavior into the family and work domains enhances working residents' mental health. This study highlights the importance of balancing receiving and giving neighboring behavior for maintaining mental health, thus contributing both theoretically and practically to ecological systems theory.
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Affiliation(s)
- Jing Xiu
- School of Applied Economics, University of Chinese Academy of Social Sciences, Beijing, China
| | - Zhenduo Zhang
- School of Economics and Management, Dalian University of Technology, Dalian, China
- *Correspondence: Zhenduo Zhang
| | - Youqing Fan
- School of Business, Western Sydney University, Sydney, NSW, Australia
| | - Junwei Zheng
- Faculty of Civil Engineering and Mechanics, Kunming University of Science and Technology, Kunming, China
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14
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Wang X, Dong B. Emotional Intelligence and Knowledge Hiding Behaviors: The Mediating Role of Job Stress. Front Psychol 2022; 13:845782. [PMID: 35645869 PMCID: PMC9133691 DOI: 10.3389/fpsyg.2022.845782] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/30/2021] [Accepted: 04/04/2022] [Indexed: 11/25/2022] Open
Abstract
Emotion is fundamental to human experiences influencing our daily activities including cognition, communication, learning, and decision-making, but the effect of emotion on knowledge management in firms receives a little attention, especially in the field of knowledge hiding behaviors. Drawing on the cognitive appraisal theory of stress and coping as a unique theoretical lens to explicate how knowledge hiding behaviors happen, this study investigates the mediating effect of job stress in the relationship between emotional intelligence (EI) and knowledge hiding behaviors. We conducted a field study with 193 full-time employees in smart healthcare firms to test our hypotheses. Results supported the mediating effects of job stress in accounting for the relationship between EI and knowledge hiding behaviors. Our study is among the first to examine how emotional intelligence predicts knowledge hiding behaviors. This study contributes to the literature on knowledge management and emotional intelligence.
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Affiliation(s)
- Xiangming Wang
- School of Business and Management, Jilin University, Changchun, China
| | - Baobao Dong
- School of Business and Management, Jilin University, Changchun, China
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15
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Lan J, Gong Y, Yuan B. Requested to do right things excessively: how citizenship pressure/future focus influence health-related work outcomes in health organizations during the pandemic. J Health Organ Manag 2022; ahead-of-print. [PMID: 35606337 DOI: 10.1108/jhom-10-2021-0374] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE Public health practitioners face citizenship pressure when requested to engage in more extra-roles behaviors during the pandemic. The purpose of the study is to reveal the potential influence mechanism of citizenship pressure on the health and work outcomes of practitioners. DESIGN/METHODOLOGY/APPROACH The authors completed a three-wave survey from a public healthcare organization during the coronavirus disease 2019 (COVID-19) delta-variant epidemic. FINDINGS Results of polynomial regression and response surface showed that increased (versus decreased) and consistently high (versus low) level of citizenship pressure induced citizenship fatigue, which in turn increases negative affect/turnover intention. These negative effects of citizenship pressure are weaker among practitioners with a higher level of future focus. PRACTICAL IMPLICATIONS Providing counseling service to health care practitioners in adopting a future time perspective of citizenship behaviors is important for public health organizations. ORIGINALITY/VALUE This study is among the earliest attempts to reveal the potential dark side of excessive request of conducting organization citizenship behavior which is more commonly seen within public health organizations in the context of pandemic.
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Affiliation(s)
- Junbang Lan
- School of Tourism Management, Sun Yat-sen University, Guangzhou, China
| | - Yuanyuan Gong
- Institute of Global Human Resource Development, Okayama University, Okayama, Japan
| | - Bocong Yuan
- School of Tourism Management, Sun Yat-sen University, Guangzhou, China
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16
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Yun M, Beehr T. Too much of a good thing? Curvilinear effect of instrumental social support on task performance via work engagement. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12395] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Mansik Yun
- Department of Psychology Central Michigan University Mount Pleasant Michigan USA
| | - Terry Beehr
- Department of Psychology Central Michigan University Mount Pleasant Michigan USA
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17
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Liang L, Coulombe C, Skyvington S, Brown D, Ferris L, Lian H. License to Retaliate: Good Deeds as a Moral License for Misdeeds in Reaction to Abusive Supervision. HUMAN PERFORMANCE 2022. [DOI: 10.1080/08959285.2022.2032069] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Lindie Liang
- Lazaridis School of Business & Economics, Wilfrid Laurier University, Canada
| | - Claudie Coulombe
- Lazaridis School of Business & Economics, Wilfrid Laurier University, Canada
| | - Sarah Skyvington
- Lazaridis School of Business & Economics, Wilfrid Laurier University, Canada
| | - Douglas Brown
- Lazaridis School of Business & Economics, Wilfrid Laurier University, Canada
| | - Lance Ferris
- Lazaridis School of Business & Economics, Wilfrid Laurier University, Canada
| | - Huiwen Lian
- Lazaridis School of Business & Economics, Wilfrid Laurier University, Canada
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18
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Zhang H, Lin C, Lai X, Liu X. When and How Workplace Helping Promotes Deviance? An Actor-Centric Perspective. Front Psychol 2022; 12:795610. [PMID: 35069384 PMCID: PMC8766307 DOI: 10.3389/fpsyg.2021.795610] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/15/2021] [Accepted: 11/18/2021] [Indexed: 11/13/2022] Open
Abstract
Despite the vast academic interest in workplace helping, little is known about the impact of different types of helping behaviors on physiological and behavioral ramifications of helpers. By taking the actor-centric perspective, this study attempts to investigate the differential impacts of three kinds of helping behaviors (caring, coaching, and substituting helping) on helpers themselves from the theory of resource conservation. To test our model, 512 Chinese employees were surveyed, utilizing a three-wave time-lagged design, and we found that caring and coaching helping were negatively associated with workplace deviance, whereas substituting helping was positively associated with subsequent workplace deviance. Emotional exhaustion mediated the effects of three helping behaviors on subsequent workplace deviance. Moreover, employees' extrinsic career goals influenced the strength of the relationship between three helping behaviors and emotional exhaustion and the indirect effects of three helping behaviors on subsequent workplace deviance via emotional exhaustion. We discuss the implications of our findings for both theories and practices.
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Affiliation(s)
- Hao Zhang
- School of Business Administration, Huaqiao University, Quanzhou, China
| | - Chunpei Lin
- School of Business Administration, Huaqiao University, Quanzhou, China.,Business Management Research Center, Huaqiao University, Quanzhou, China
| | - Xiumei Lai
- School of Business Administration, Huaqiao University, Quanzhou, China
| | - Xiayi Liu
- School of Business Administration, Huaqiao University, Quanzhou, China.,Business Management Research Center, Huaqiao University, Quanzhou, China
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19
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Leavitt K, Zhu L(L, Klotz A, Kouchaki M. Fragile or robust? Differential effects of gender threats in the workplace among men and women. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2022. [DOI: 10.1016/j.obhdp.2021.104112] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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20
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Xu F, Xu S, Zhu J, Zhou J, Zhang B, Yang C. Why and When Do Good Soldiers Behave Unethically? Introducing Conservation of Resources Theory to Explain the Curvilinear Effects of Organizational Citizenship Behavior. Front Psychol 2021; 12:619657. [PMID: 34393873 PMCID: PMC8356080 DOI: 10.3389/fpsyg.2021.619657] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/20/2020] [Accepted: 06/28/2021] [Indexed: 11/25/2022] Open
Abstract
Previous research about organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) has produced contradictory results. Drawing from the conservation of resources (COR) theory, the present study tries to explain the contradictory findings by examining the curvilinear relationship between OCB and CWB. Using data collected at three time points from 426 employees and 110 supervisors in Chinese companies, data analysis shows that OCB has an inverted U-shaped relationship with CWB. The results also demonstrate that citizenship fatigue mediates the relationship between OCB and CWB, perceived organizational support (POS) moderates the relationship between OCB and citizenship fatigue. In addition, POS moderates the mediating effect of citizenship fatigue in the inverted U-shaped curvilinear relationship between OCB and CWB. This mediating effect is stronger under conditions of low POS than high POS. The findings present a complementary explanation of the conflicting relationships between OCB and CWB.
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Affiliation(s)
- Fangfang Xu
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Shiyong Xu
- Center for Human Resource Development and Assessment, School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Jinqiang Zhu
- School of Management, Minzu University of China, Beijing, China
| | - Jinyi Zhou
- Department of Business Administration, Donlinks School of Economics and Management, University of Science and Technology Beijing, Beijing, China
| | - Bainan Zhang
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Chunmeng Yang
- School of Labor and Human Resources, Renmin University of China, Beijing, China
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21
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McClean ST, Courtright SH, Yim J, Smith TA. Making nice or faking nice? Exploring supervisors’ two‐faced response to their past abusive behavior. PERSONNEL PSYCHOLOGY 2020. [DOI: 10.1111/peps.12424] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
- Shawn T. McClean
- Department of Management and Marketing University of Wyoming Laramie Wyoming
| | | | - Junhyok Yim
- Department of Management Texas A&M University College Station Texas
| | - Troy A. Smith
- Department of Management University of Nebraska–Lincoln Lincoln Nebraska
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22
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Irshad M, Bashir S. The Dark Side of Organizational Identification: A Multi-Study Investigation of Negative Outcomes. Front Psychol 2020; 11:572478. [PMID: 33132980 PMCID: PMC7550469 DOI: 10.3389/fpsyg.2020.572478] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/14/2020] [Accepted: 09/01/2020] [Indexed: 02/01/2023] Open
Abstract
After more than two decades of research on the positive side of organizational identification, researchers have begun to realize that it also has a dark side that needs immediate consideration. With support from social identity theory, the current study sheds light on the understudied role of the dark side of organizational identification by investigating its indirect effects on (a) psychological entitlement, (b) unethical pro-organizational behavior, and (c) pro-social rule-breaking through externally motivated organizational citizenship behavior, taking leader–member exchange as a boundary condition. Two surveys were conducted to test the proposed moderated mediation model. Data for the study 1 was collected from employees (N = 356) working in the service sector (i.e., Universities, Banks and Telecommunication Organizations), whereas responses for study 2 were taken from employees (N = 259) working in the hospitality industry. A time-lagged research design was selected for both surveys to avoid common method bias. The results demonstrate that organizational identification leads to adverse outcomes in the form of psychological entitlement, pro-social rule-breaking and unethical pro-organizational behavior through externally motivated organizational citizenship behavior. Furthermore, a high-quality leader–member exchange relationship enhances these indirect effects of organizational identification. Several theoretical and practical implications, along with limitations and future research directions, are also discussed.
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Affiliation(s)
- Muhammad Irshad
- Department of Management Sciences, Capital University of Science and Technology, Islamabad, Pakistan
| | - Sajid Bashir
- Department of Management Sciences, Capital University of Science and Technology, Islamabad, Pakistan
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Feeling proud but guilty? Unpacking the paradoxical nature of unethical pro-organizational behavior. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2020. [DOI: 10.1016/j.obhdp.2020.03.004] [Citation(s) in RCA: 35] [Impact Index Per Article: 8.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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24
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Rosen CC, Gabriel AS, Lee HW, Koopman J, Johnson RE. When lending an ear turns into mistreatment: An episodic examination of leader mistreatment in response to venting at work. PERSONNEL PSYCHOLOGY 2020. [DOI: 10.1111/peps.12418] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
| | - Allison S. Gabriel
- Department of Management and Organizations University of Arizona Tucson Arizona
| | - Hun Whee Lee
- Department of Management and Human Resources The Ohio State University 2100 Neil Avenue Columbus Ohio 43210
| | - Joel Koopman
- Department of Management Texas A&M University College Station Texas
| | - Russell E. Johnson
- Department of Management and Human Resources The Ohio State University 2100 Neil Avenue Columbus Ohio 43210
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