唧唧堂：JOB组织行为期刊2020年7月论文摘要5篇

picture from Internet

1、重新审视信誉-信任关系：探索基于认知和基于情感的信任的不同预测因子

我们试图通过弥合迄今为止两种截然不同的信任范式之间的差距，来更好地理解人际信任。一种范式从两个维度看待信任：以认知为基础的和以情感为基础的。另一种范式认为信任不同于信誉，信誉有四个维度：能力、行为正直、仁慈和价值观一致。目前，对于第一个范式中基于认知和情感的信任的前因缺乏理论共识，该范式整合了第二个范式中关于信誉的研究的见解。我们表明，这种共识的缺乏对内部知识发展和外部知识扩展是有问题的。因此，我们将这两种范式结合起来，通过理论说明能力和行为完整性是基于认知的信任最重要的预测因子，而仁慈和价值观一致性是基于情感的信任最重要的预测因子。通过两份样本，我们发现我们的预测在很大程度上得到了支持。相对权重分析表明，能力和行为正直比价值观一致性更能预测基于认知的信任，而仁慈比能力更能预测基于情感的信任。此外，我们发现的证据表明，这些关系在很大程度上是稳健的变化的参照分析

We seek to develop a better understanding of interpersonal trust by bridging the gap between two heretofore distinct paradigms of trust. One paradigm views trust in terms of two dimensions: cognition- and affect-based. The other paradigm views trust as being distinct from trustworthiness, which has four dimensions: ability, behavioral integrity, benevolence, and values congruence. Currently, theoretical consensus is lacking about the antecedents of cognition- and affect-based trust in the first paradigm that incorporates insights from research on trustworthiness in the second paradigm. We show that this lack of consensus is problematic for internal knowledge development and external knowledge expansion. Thus, we join both paradigms by theorizing that ability and behavioral integrity are the most important predictors of cognition-based trust, whereas benevolence and values congruence are the most important predictors of affect-based trust. Across two samples, we found that our predictions were largely supported. Based on relative weights analysis, ability and behavioral integrity were more important than values congruence in predicting cognition-based trust, and benevolence was more important than ability in predicting affect-based trust. Furthermore, we found evidence that these relationships were largely robust to changes in the referent of analysis.

参考文献：Tomlinson, E. C., Schnackenberg, A. K., Dawley, D., & Ash, S. R. (2020). Revisiting the trustworthiness–trust relationship: Exploring the differential predictors o f cognition- and affect-based trust. Journal of Organizational Behavior, 41(6), 535-550. doi:10.1002/job.2448

2、授权型领导的前因后果：领导权力距离、领导对团队能力的感知、团队创新

授权型领导是一种有效的团队领导形式，这种证据带来了关于授权型领导的前因后果的问题。我们认为，授权型领导是由授权型领导的规范性和情境适宜性的考虑驱动的，这些考虑与领导权力距离价值和领导对团队能力的感知有关。我们认为，领导者权力距离与感知团队能力是相互作用的，当感知团队能力越高时，领导者权力距离对授权型领导力的影响越强。我们扩展了我们的模型，表明通过影响授权型领导，领导权力距离和感知的团队能力的相互作用间接影响团队创新，这是与团队授权相关的重要团队成果。我们在中国进行了两项多源调查，对我们的模型进行了测试：第一个调查涉及84个技术团队，第二个调查涉及83个金融服务团队。我们讨论了我们的研究拓展了授权型领导理论，通过提供一个理论视角，帮助识别其他特质和情境前因的授权型领导。

The evidence that empowering leadership is an effective form of team leadership brings the question on what the antecedents of empowering leadership are into focus. We propose that empowering leadership is driven by considerations of the normative and situational appropriateness of empowering leadership that are associated with leader power distance value and leader perception of team capability. We propose that leader power distance and perceived team capability interact such that the influence of leader power distance on empowering leadership is stronger with higher perceived team capability. We extend our model to show that by affecting empowering leadership, the interaction of leader power distance and perceived team capability indirectly influences team innovation, an important team outcome associated with empowered teamwork. We tested our model in two multisource surveys in China: Study 1 of 84 technical teams and Study 2 of 83 financial service teams. We discuss how our study contributes to empowering leadership theory by providing a theoretical perspective that lends itself well to identifying other trait and situational antecedents of empowering leadership.

参考文献：Tang, G., Chen, Y., van Knippenberg, D., & Yu, B. (2020). Antecedents and consequences of empowering leadership: Leader power distance, leader perception of team capability, and team innovation. Journal of Organizational Behavior, 41(6), 551-566. doi:10.1002/job.2449

picture from Internet

3、当需要加班时：采用边界理论检验每周的信息通信技术需求压力

信息通信技术（ICTs，例如：智能手机)使得员工可以随时随地工作，模糊了工作和家庭的界限。基于这种趋势，本研究借鉴了工作-家庭边界理论，研究了员工每周对ICT的需求（即：下班后可通过ICT访问并与他们联系）的前因和后果。本研究调查了546名小学教师，完成了一项为期5周的注册调查和每周日记。多层建模结果表明，ICT需求作为家庭工作干扰的一种形式，可以构成每周严重紧张的来源（即：消极的沉思，消极的情绪，失眠）。作为跨界者，教师采用的技术边界策略（即：保持关闭手机上的工作邮件提醒功能）与每周较低的ICT需求有关。作为工作中的重要边界条件（border keepers），学校校长的工作-家庭支持与教师每周较低的ICT需求相关，而家长的下班后边界期望与教师每周较高的ICT需求相关。此外，我们发现教师边界控制是两种边界条件影响教师ICT需求和消极反思的中介机制。也就是说，受到较少边界期望和/或更多工作-家庭支持的教师有更大的边界控制，这反过来缓冲了ICT需求-消极反思关系。

Information communication technologies (ICTs; e.g., smartphones) enable employees to work anywhere and anytime, blurring work and family boundaries. Building on this trend, this study draws from work–family border/boundary theory to examine antecedents and consequences of employees' weekly experiences of ICT demands (i.e., being accessible and contacted for work after hours via ICTs). A sample of 546 elementary teachers completed a registration survey and a weekly diary for 5 weeks. Multilevel modeling results suggest that ICT demands as a form of work intrusion in the home can constitute a source of significant weekly strain (i.e., negative rumination, negative affect, and insomnia). As border crossers, teachers' adoption of a technological boundary tactic (i.e., keeping work email alerts turned off on mobile phones) was related to lower weekly ICT demands. As important border keepers at work, school principals' work–family support was related to teachers' lower weekly ICT demands, whereas parents' after-hours boundary expectations were related to teachers' higher weekly ICT demands. Moreover, teachers' boundary control was found as a mediating mechanism by which the two border keepers influenced teachers' ICT demands−negative rumination link. That is, teachers who received fewer boundary expectations and/or more work–family support had greater boundary control, which in turn buffered the ICT demands–negative rumination relationship.

参考文献：Park, Y., Liu, Y., & Headrick, L. (2020). When work is wanted after hours: Testing weekly stress of information communication technology demands using boundary theory. Journal of Organizational Behavior, 41(6), 518-534. doi:10.1002/job.2461

4、关于底线：群体底线心态、心理安全、以及群体创造力

我们在群体层面考察了底线心理(BLM)，并考察了群体底线心理(BLM)对群体心理安全以及随后的群体创造力的影响。我们采用目标屏蔽理论表明，BLM高的群体狭隘地关注底线结果，这鼓励他们消除工作过程中的分心因素。由于该群体的高BLM压缩了目标屏蔽，这些群体在培养心理安全这一促进群体创造力的重要人际过程方面存在不足。我们还将目标屏蔽理论与情境强度有关论证相结合，以考察群体BLM一致性（即BLM平均值的标准偏差）作为第一阶段的调节。我们认为，高认同（相较于低认同）强化了群体BLM的目标屏蔽效应，表现为对群体心理安全产生更强的有害影响，进而降低群体创造力。我们使用来自不同工作组及其主管的多源、多波实地数据，为我们的理论模型找到了支持。我们讨论了我们的研究的理论意义，并提供了实际的建议，以限制在工作场所的群体BLM的有害后果。

We examine bottom-line mentality (BLM) at the group level and examine the effect of group BLM on group psychological safety and subsequent group creativity. We draw on goal shielding theory to suggest that groups high in BLM narrowly focus on bottom-line outcomes, which encourages them to eliminate distracting considerations from their work processes. Because the group's high BLM encapsulates goal shielding, these groups are deficient in fostering psychological safety as an important interpersonal process that facilitates group creativity. We also couple goal shielding theory with arguments related to situational strength to examine group BLM agreement (i.e., the standard deviation of the mean of group BLM) as a first stage moderator. We contend that high-BLM agreement (vs. low agreement) strengthens the goal shielding effect of group BLM, which is reflected by a stronger detrimental effect on group psychological safety that then reduces group creativity. We found support for our theoretical model using multisource, multiwave field data from a diverse sample of workgroups and their supervisors. We discuss the theoretical implications of our research and provide practical suggestions for limiting the deleterious consequences of group BLMs in the workplace.

参考文献：Greenbaum, R. L., Bonner, J. M., Mawritz, M. B., Butts, M. M., & Smith, M. B. (2020). It is all about the bottom line: Group bottom-line mentality, psychological safety, and group creativity. Journal of Organizational Behavior, 41(6), 503-517. doi:10.1002/job.244 5

picture from Internet

5、冲突、公正和不平等：为什么领导-成员交换差异的感知会损害团队绩效

为了更好地理解为什么团队中的领导成员交换 (LMX)分化可能对个人和团队绩效有害，我们提出团队成员对LMX分化的感知(PLMXD)比LMX分化的统计测度更重要。具体地说，我们假设了一个多层次模型，在这个模型中，关系冲突和程序公正（氛围）分别调节了个体和集体PLMXDs与个人和团队绩效的关系。使用53个团队的235名个体样本，我们发现在控制了LMX之后，个体的PLMXD通过关系冲突感知与个体绩效负相关，。在团队层面，控制了LMXD的统计度量之后，集体PLMXD通过程序公正氛围和关系冲突与团队绩效负相关。最后我们探讨了研究的理论意义和未来研究的方向。

To better understand why leader–member exchange (LMX) differentiation in teams may be detrimental to individual and team performance, we propose that team members' perception of LMX differentiation (PLMXD) is more important than statistical measures of LMX differentiation. Specifically, we hypothesize a multilevel model in which relationship conflict and procedural justice (climate) mediate the relationships of individual and collective PLMXDs with individual and team performance, respectively. Using a sample of 235 individuals in 53 teams, we found that individual PLMXD was negatively related to individual performance through relationship conflict perceptions, controlling for LMX. At the team level, collective PLMXD was negatively related to team performance through procedural justice climate and relationship conflict, controlling for a statistical measure of LMXD. Theoretical implications and directions for future research are explored.