唧唧堂：JAP应用心理学报2020年1月论文摘要

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1. “拔下插头”还是“保持连接”？探究每日工作恢复的性质，前因和结果

对工作恢复的研究认识到，员工必须在下班后去恢复失去的资源，以改善其幸福和绩效。学者指出，员工的恢复经历（如心理上的分离，放松，学习新技能和支配休闲时间）每天都在发生变化，因此会对幸福和绩效产生至关重要的影响。然而，尽管有这些重要的理论和实证见解，迄今为止，研究者还没有综合地去研究多种每日的恢复经历，而是孤立地研究了一两次恢复经历的影响。本研究以个体为中心对研究员工的工作恢复经历，以探究员工是否有每日不同的恢复经历，以及这些不同的恢复经历（a）的变化情况是怎样的，（b）如何因每日的工作需求和资源而区分，（c）如何预测第二天的员工幸福和任意行为。使用来自207名全职员工的经验抽样数据，结果揭示了5种日常恢复经历的情形，这些经历与个体相关的前因和结果有着明显的关系。因此，本研究是理解“员工如何经历工作恢复，以及其与日常工作和幸福之间的关系”必不可少的第一步。

Research on workplace recovery recognizes that employees must restore lost resources after work to improve their subsequent well-being and performance. Scholars have noted that employees’ recovery experiences—psychological detachment, relaxation, mastery, and control—vary day-to-day, yielding crucial implications for the aforementioned outcomes. Yet, despite these important theoretical and empirical insights, researchers to date have not comprehensively examined multiple daily recovery experiences in conjunction, instead studying the unique effects of only 1 or 2 experiences in isolation. Using a person-centric view of employees’ recovery experiences，the current study examines whether profiles of daily recovery experiences occur for employees, and how these profiles (a) vary in membership from one day to the next, (b) are differentiated by daily job demands and resources experienced at work, and (c) predict employee well-being and discretionary behaviors during the subsequent workday. Using experience sampling data from 207 full-time employees, results revealed 5 profiles of daily recovery experiences that exhibited distinct relations with within-person antecedents and outcomes. As such, the current investigation represents a necessary first step in understanding how employees jointly experience recovery in relation to their daily work and well-being.

参考文献：Chawla, N., MacGowan, R. L., Gabriel, A. S., & Podsakoff, N. P. (2020). Unplugging or staying connected? Examining the nature, antecedents, and consequences of profiles of daily recovery experiences. Journal of Applied Psychology, 105(1), 19–39. https://doi.org/10.1037/apl0000423

2. 投入到工作任务中：任务转换时的工作投入的本质和作用

投入一直以来被看成是一种情绪状态，这种情绪状态描述了个体将体力，认知资源和情感资源投入到工作中的程度并且最终会提升工作绩效。然而，这种工作层面的视角忽视了投入的程度在同一个工作的不同任务中可能会有所不同，并且在一个任务中的投入程度可能会影响下一个任务的投入程度和绩效。本文提出并检验了任务层面视角下的工作投入假设，以及关于“一个任务的’剩余投入’投入到下一个任务中”的一般性概念。我们认为，尽管一定程度上由于正面情感的传播，任务投入（在特定任务中的投入）会“溢出”，正面影响到下一个任务的投入和绩效，任务投入同时也会产生注意力剩余，进而阻碍了下一个任务的投入和绩效。这些假设得到了两个研究的支持：美国航空航天局的人类探索研究模拟项目（研究1）对20名机组人员进行的477个任务过渡的研究以及对346个在消防任务和组装任务之间进行过渡的参与者的实验室研究（ 研究2）。我们的调查解释了投入如何跨任务流动，阐明了投入的负面影响（已被占主导地位的工作水平视角下的投入研究所掩盖），并发现完整性作为一种任务的属性，能够减少投入的负面影响。

Engagement is widely viewed as a motivational state that captures the degree to which individuals apply their physical, cognitive, and emotional energies to their jobs, and ultimately improves job performance. However, this job-level view overlooks the possibility that engagement may vary across the different tasks within a job and that engagement in one task may influence engagement and performance in a subsequent task. In this article, we develop and test hypotheses based on a task-level view of engagement and the general notion that there is “residual engagement” from a task that carries forward to a subsequent task. We propose that although task engagement (engagement in a specific task that comprises a broader role) positively spills over to influence task engagement and performance in a subsequent task, in part because of the transmission of positive affect, task engagement simultaneously engenders attention residue, which in turn impedes subsequent task engagement and performance. These predictions were supported in a study of 477 task transitions made by 20 crew members aboard The National Aeronautics and Space Administration’s Human Exploration Research Analog (Study 1) and in a laboratory study of 346 participants who transitioned between a firefighting task and an assembly task (Study 2). Our investigation explains how engagement flows across tasks, illuminates a negative implication of engagement that has been masked by the predominant job-level perspective, and identifies completeness as a task attribute that reduces this negative consequence of engagement.

参考文献：Newton, D. W., LePine, J. A., Kim, J. K., Wellman, N., & Bush, J. T. (2020). Taking engagement to task: The nature and functioning of task engagement across transitions. Journal of Applied Psychology, 105(1), 1–18. https://doi.org/10.1037/

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3. 职业生涯管理过程中的目标设定：认同理论视角

在职业生涯管理模型中最常见和重要的一个元素是职业目标，然而我们对于“影响职业目标的因素和何时及为何人们设定职业目标”还知之甚少。基于Ashforth于2001年提出的关于角色转化的模型，我们提出并验证了一个模型，该模型指出以前职业生涯中指导经验会通过职业认同与短期和长期的职业目标设定联系起来。使用312位处于职业生涯初期的参与则在三个时间点的数据，我们发现心理指导，而不是职业指导会与职业认同联系正相关关系。对于短期目标结果而言，职业认同与外在目标，内在目标和高质量目标（比如人们致力于的特别的，困难的目标）有正相关关系。对于长期目标结果而言，职业认同与外在和内在目标有正相关关系，但与高质量目标没有。在长期目标模型中，心理指导与目标质量直接相关。该研究对职业认同，职业目标和指导如何影响职业目标相关的研究具有理论和实践意义。

A common and important feature within models of career management is the career goal, yet relatively little is known about the factors influencing career goals and when and how career goal setting occurs. Drawing from Ashforth's (2001) model of role transitions we propose and test a model wherein mentoring experiences of early career professionals relate to short- and long-term career goals through professional identification. Using survey data collected at three points in time from 312 early career professionals, we find that psychosocial mentoring, but not career mentoring, positively relates to professional identification. For short-term goal outcomes, professional identification positively relates to extrinsic goals, intrinsic goals, and goals that are high quality (i.e., specific, difficult, to which one is committed). For long-term goal outcomes, professional identification positively relates to extrinsic and intrinsic goals, but not to goal quality. Instead, in the long-term goal model, psychosocial mentoring is directly related to goal quality. The theoretical and practical implications of this study for professional identification, career goals, and how mentors can facilitate career goals are discussed.

参考文献：Greco, L. M., & Kraimer, M. L. (2020). Goal-setting in the career management process: An identity theory perspective. Journal of Applied Psychology, 105(1), 40–57. https://doi.org/10.1037/apl0000424.supp

4. 再就业形塑：主动地塑造求职过程

本文引入了“再就业形塑”这一概念，即失业者主动，自发的去塑造求职中的环境条件以加强个人-环境匹配的行为。使用两个纵向研究（研究1：长达3个月的3的时间点研究，样本量=153；研究2：4天的日记研究，样本量=189，总天数=627），我们探究失业者塑造求职过程的行为是否和员工塑造工作的行为类似。我们研究了再就业重塑是否与求职表现（如环境的考察和社交行为）和再就业机会正相关。此外，我们还研究了偶然因素（如社会支持和主观目标达成）是否会影响再就业重塑的有效性。两个样本的结果表明：失业者塑造求职过程的行为和员工塑造工作的行为是类似的。在3个月的时间段和每日的记录中，再就业重塑都与求职表现呈现正相关关系。此外，再就业重塑在社会支持和主观目标达成较低时，对环境的考察尤其有利。再就业机会能够预测社交行为，且社交行为与环境的考察相关。特别地，在日记研究中，社交质量与再就业情况相关，而在3个月的研究中，社交的强度更为有效。我们得出以下结论：再就业重塑看起来是一个增强求职表现，并最终增强再就业机会的一种很好的方式。

This article introduces the concept of reemployment crafting: the proactive, self-initiated behaviors undertaken by the unemployed to shape the environmental conditions of their job search in a way that enhances the person-environment (P-E) fit during the job search process. Using 2 longitudinal studies (Study 1: 3-wave study over a 3-month period, N = 153; Study 2: 4-day diary study, N = 189, days = 627), we investigated whether the manner in which the unemployed craft their job search is similar to the way employees craft their job. We examined whether reemployment crafting was positively related to job search performance (i.e., environmental exploration and networking behavior) and reemployment chances. Moreover, we examined whether contingency factors (i.e., social support and subjective goal attainment) affected the effectiveness of reemployment crafting. Results from both samples confirmed that the way the unemployed craft their job searches is similar to the way that employees craft their jobs. Reemployment crafting was positively related to job search performance, both within a 3-month period and within days. Moreover, reemployment crafting was especially beneficial for environmental exploration on days when social support and goal attainment were low. Last, environmental exploration was related to networking behavior, which in turn was predictive of reemployment chances. Specifically, in the diary study networking quality was related to reemployment status, while within the 3-month period, networking intensity seemed more effective. We conclude that reemployment crafting seems a promising way to enhance job search performance and ultimately the chances of finding reemployment.

参考文献：Hulshof, I. L., Demerouti, E., & Le Blanc, P. M. (2020). Reemployment crafting: Proactively shaping one’s job search. Journal of Applied Psychology, 105(1), 58–79. https://doi.org/10.1037/apl0000419

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5. 金融脆弱性及经济交流中的劣势再现

通过谈判达成的商业交易产生综合价值是组织和经济系统获得经济利益的基本方式。这也是个人改善财务状况的重要途径。我们认为，最需要改善其财务状况的个人（处于财务脆弱状况下的人）最不可能从综合价值创造中获得收益。从理论上而言，我们认为财务脆弱性会引发对成功的“零和解释”，即认为一个人的成功必须来自另一个人的成功。反过来，对成功的“零和解释”会阻碍谈判者实现谈判的综合潜力的能力。在一个大型二手数据集中（N = 191,648），我们找到证据表明，财务脆弱性的各种代理变量与对成功的“零和解释”有关。在此后的两次面对面谈判研究中，我们发现财务脆弱性（无论是通过实验测量或操纵）破坏了综合价值的产生。最后的两部分研究发现了假设的心理过机制。综上所述，我们的研究揭示了一条基本途径，通过这一途径，可以通过经济交流来再现财务上脆弱的人们的劣势。

Integrative value generation through negotiated business deals is a fundamental way in which organizations and economic systems attain economic benefits. It is also an important way in which individuals can improve their financial situation. We propose that individuals most in need of improving their financial standing, those in a financially vulnerable situation, are least likely to reap the benefits of integrative value generation. We theorize that financial vulnerability induces a more zero-sum construal of success, or a view that success for one person must come at another person's success. A more zero-sum construal of success, in turn, hampers negotiators’ ability to realize integrative potential in negotiations. In a large archival dataset (N = 191,648), we found evidence that various proxies of financial vulnerability are associated with a more zero-sum construal of success. In two subsequent face-to-face negotiation studies, we found that financial vulnerability, whether measured or induced experimentally, undermined integrative value generation. The final two-part study found evidence of the hypothesized psychological process. Taken together, our studies uncover a fundamental pathway through which the disadvantage of financially vulnerable people is reproduced through economic exchanges.

参考文献：He T, Derfler-Rozin R, Pitesa M. Financial vulnerability and the reproduction of disadvantage in economic exchanges. Journal of Applied Psychology. 2020;105(1):80-96. doi:10.1037/apl0000427.

6. 以一种不确定性换取另一种不确定性：公平的变化抵消公平的好处

尽管组织公平的重要性毋庸置疑，但是我们对公平现象理解，无论从理论还是实证上都关注的是公平的平均水平，而忽略了这些平均水平是一致还是不一致的问题。由于公平研究中隐含的假设是：人们每天都会掩盖或重新解释不公平的变动，因此，仅关注平均的公平水平就不足为奇了。最近的研究表明，公平的变化与公平的平均水平一样重要，我们基于不确定性管理理论，提出了一个“概念性桥梁”，将公平的变化整合到团队投入的模型中。我们的理论模型提出公平的变化（即人受到的公平对待随时间变化）会抵消人际公平的平均水平所带来的好处。两个为期一周的经验抽样研究（一个有111个员工样本，另一个有104个团队的352个员工样本）结果用于构建每日公平变化的评估，在很大程度上支持了我们“公平的平均水平和公平的变化二者对团队中的自豪感已经最终的合作行为的交互效应”这一预测，对理论，研究和实践都具有启示意义。

Although the importance of organizational justice is without question, our theoretical and empirical knowledge of the justice phenomenon is focused almost exclusively on mean levels of fair treatment, ignoring whether those mean levels are achieved in a consistent or inconsistent manner. This exclusive focus on average levels of justice is not surprising given the implicit assumption in the justice literature that day-to-day variations injustice are glossed over or reinterpreted by individuals. Building upon recent research demonstrating that variability injustice can be as important as average levels of fair treatment, we leverage tenets of uncertainty management theory to provide a conceptual bridge that integrates justice variability into the group engagement model. Our theoretical model proposes justice variability (arising from fluctuations in one's fair treatment over time) negates the very benefits that average levels of interpersonal justice provide. Results of 2, week-long experience sampling studies (one of 111 employees and one of 352 employees nested in 104 groups), used to construct assessments of day-to-day justice variability, largely supported our predictions regarding interactive effects between average levels of justice and justice variability on judgments of pride in the group and, ultimately, cooperative behavior, providing important takeaways for theory, research, and practice.