Employees' surface acting in interactions with leaders and peers

Surface acting has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. Past research almost exclusively has focused on employees' interactions with external parties such as customers, clients, and patients. This study sought to extend this literature by examining the effects of employees' surface acting in interactions with parties internal to the organization (i.e., leaders and peers). Data were collected from 40 work groups (129 focal participants, 40 leaders, and 40 peers) from a large real estate agency company located in Beijing, China. Results showed that employees' surface acting influenced various emotional, relational, and behavioral outcomes. In addition, the present findings revealed that the consequences of employees' surface acting differed across leaders versus peers. Copyright © 2015 John Wiley & Sons, Ltd.     

Need for recovery after emotional labor: Differential effects of daily deep and surface acting

This diary study examines the psychological processes that contribute to daily recovery from emotional labor by combining emotion regulation with work‐home resources theories. We hypothesized that overall perceptions of display rules relate positively to daily deep and surface acting. Daily surface acting was expected to relate positively to exhaustion and negatively to flow during work and consequently, to a higher need for recovery at the end of the workday. In contrast, daily deep acting was hypothesized to relate positively to flow and negatively to exhaustion and consequently, to a lower need for recovery at the end of the workday. In turn, need for recovery was expected to associate negatively to vigor at bedtime through reduced relaxation during leisure. Fifty Dutch and Polish employees first filled in a survey, and then a diary for five consecutive workdays, twice per day: at the end of the workday and before sleep. Multilevel path analyses largely supported these hypotheses suggesting that surface acting has unfavorable implications, whereas deep acting has favorable implications for daily well‐being at work and recovery after work.     

Good acting requires a good cast: A meso‐level model of deep acting in work teams

This study proposes and tests a meso‐level model of deep acting in work teams that draws on emotional contagion theory to explain how shared means of complying with display rules can arise in work teams. We argue that the presence of influential deep actors can lead to greater convergence (lower dispersion) on individual deep acting in the team. That is, team members behave more similarly. When a team has greater convergence, deep acting by individual members should be related to lower emotional exhaustion and higher job satisfaction and in‐role performance. In a sample of mature work teams, these hypotheses received general support. Our findings suggested that team‐level deep acting effects can foster benefits for team members (lower emotional exhaustion and higher satisfaction) and organizations (higher job performance). Copyright © 2014 John Wiley & Sons, Ltd.     

Antecedents and outcomes of employee perceptions of intra‐organizational mobility channels

Employees' beliefs about how promotions are awarded within their organizations can have important consequences. We conducted two studies that focus on perceptions of the criteria used to make promotion decisions. In Study 1, we identified two types of perceived promotion criteria, performance‐based and nonperformance‐based. Then we use justice and social exchange theories to develop a model linking employee perceptions of promotion criteria to performance via their relationships with promotional justice and organizational commitment. In a sample of 305 employee–supervisor pairs, we found that both promotional justice and organizational commitment mediated between perceptions of promotion criteria and supervisor rated in‐role and extra‐role performance, and that having received a promotion in the past predicted attributions that promotions were based relatively more on performance or nonperformance criteria. Study 2 further examined the role of promotions themselves in the formation of perceptions of promotion criteria. Drawing from image and attribution theories, we hypothesized that the relationship between having received a promotion or not and perceptions of promotion criteria depends on ego defensiveness. In a sample of 145 employees, we found that those who scored high on ego defensiveness and who had not been promoted were especially likely to attribute promotion decisions to nonperformance criteria. Copyright © 2012 John Wiley & Sons, Ltd.     

Development and validation of an objective intra‐organizational career success measure for managers

This study aimed to develop and validate a new objective measure of intra‐organizational career success, that is the Managerial Career Success Measure (MCSM). Although there has been a recent emphasis in the careers literature on the subjective career, there is still a need for a valid operationalization of ‘traditional’, objective career success as this construct is still considered relevant by many occupational and national groups; furthermore, many studies continue to use objective career success as a (dependent) variable. With regard to content validity, it appears that the measure that was developed incorporates some elements of the commonly used measures of objective career success (i.e. managerial level, number of promotions, salary and salary progression) while steering clear of some of the issues with each of them separately. Concurrent and discriminant validity were explored by analysing data from three empirical studies that were carried out in a large heterogeneous managerial population (N = 1101). Results indicate that the MCSM displays higher levels of content and construct validity than do other, commonly used measures of objective career success. Copyright © 2008 John Wiley & Sons, Ltd.     

Younger supervisors,older subordinates: An organizational‐level study of age differences,emotions, and performance

Younger employees are often promoted into supervisory positions in which they then manage older subordinates. Do companies benefit or suffer when supervisors and subordinates have inverse age differences? In this study, we examine how average age differences between younger supervisors and older subordinates are linked to the emotions that prevail in the workforce, and to company performance. We propose that the average age differences determine how frequently older subordinates and their coworkers experience negative emotions, and that these emotion frequency levels in turn relate to company performance. The indirect relationship between age differences and performance occurs only if subordinates express their feelings toward their supervisor, but the association is neutralized if emotions are suppressed. We find consistent evidence for this theoretical model in a study of 61 companies with multiple respondents. Copyright © 2016 John Wiley & Sons, Ltd.     

2004-2011年忻州市滹沱河系地表水质变化及影响因素分析

滹沱河系为忻州市最重要的排洪排水系统,其水质对城市环境及下游地区有重要影响,通过2004-2011年地表水的监测数据、水资源量的统计数据、社会经济的统计数据及污水处理厂的监测数据来分析影响滹沱河系水质的原因.结果表明:滹沱河系地表水污染变化趋势可以分为2个阶段——水质恶化阶段和水质改善阶段,总体上以2009年为拐点,在改善阶段严重污染河段的污染物降低至Ⅳ类标准;一般情况下丰水期水质好于枯水期;河道水量、降水量与水质均呈负相关,相关系数分别为0.675、0.532(p＜ 0.01),河道水量、降水量对各河段水质改善作用有限,水质丰、枯水期变化也说明了这一点;2009年前,水质恶化主要与工业废水排放量有关,相关系数为0.689(p＜0.01),其次为生活污水排放,相关系数为0.465(p＜ 0.05);2009年后污水处理厂的达标运行使河段水质进一步改善.     

Meta‐analytic tests of relationships between organizational justice and citizenship behavior: testing agent‐system and shared‐variance models

Research on the unique effects of different types of perceived fairness on citizenship behavior that benefits individuals (organizational citizenship behavior (OCB‐I) and organizations (OCB‐O) has produced mixed results. We assert that how OCB‐O and OCB‐I are conceptualized affects the patterns of results, and we hypothesize that, when OCB is conceptualized appropriately, an agent‐system model is supported (interactional and procedural justice are the strongest unique predictors of OCB‐I and OCB‐O, respectively). We also hypothesize that shared variance among the justice types explains additional variance in OCB. Analyses of semi‐ partial correlations conducted on meta‐analytic coefficients supported our hypotheses. Theoretical and practical implications are discussed. Copyright © 2007 John Wiley & Sons, Ltd.     

An empirical investigation of the influence of safety climate on organizational citizenship behavior in Taiwan's facilities.

Although the social exchange relationships between employers and employees are increasingly important to the performance of safety management systems, the psychological effects of work attitudes on this relationship have been less studied. Using a sample of first-line operators and their supervisors from 188 facilities in Taiwan which had Occupational Health and Safety Assessment Series 18000 (OHSAS 18000) certification, the current research conducted an empirical investigation of the influence of safety climate on organizational citizenship behavior (OCB). Work attitude was used to disclose the psychological effect. Research results indicated that (a) safety climate was a significant predicator of OCB, (b) the psychological effect significantly influenced social exchange relationships, and (c) job satisfaction showed a stronger mediating influence than organizational commitment due to the frequent top management turnover. Discussions and implications are also addressed.     

Teams as boundaries: How intra‐team and inter‐team brokerage influence network changes in knowledge‐seeking networks

What role does an ego's brokerage location—within a team (intra‐team) or outside the team (inter‐team)—play in the evolution of an instrumental knowledge‐seeking network in terms of both proximal (i.e., within the team) and distal (i.e., outside the team) tie formation and tie decay? We address this question by drawing on literature about social networks, brokerage, and teams. We use temporally separated data from 302 students embedded in 97 teams to test our hypotheses about the impacts of intra‐team and inter‐team brokerage on proximal and distal network evolution, specifically on four network changes in knowledge‐seeking networks: proximal tie formation, proximal tie decay, distal tie formation, and distal tie decay. We find that these four changes depend on individual network brokerage location even after controlling for personality and task characteristics. Specifically, inter‐team brokers change their networks both within and outside their teams, whereas intra‐team brokers curtail their network changes. We argue that these opposite effects occur because inter‐team brokers have greater autonomy than intra‐team brokers. This study adds to the ongoing dialog about network evolution in social network literature and to the conversations about brokerage and its location in the context of team‐based work.     

Strategic alignment with organizational priorities and work engagement: A multi‐wave analysis

This study advances the limited research on work alignment and work engagement by investigating how perceived alignment of job tasks and organizational strategic priorities (strategic alignment) influences work engagement. Measures of job control and work social support were also included to enable comparisons between strategic alignment and other well‐established job resources. A total of 1011 employees of an Australian state police service responded to three electronic, self‐report surveys. A reciprocal model was assessed over three waves of data, with varying time lags: 18 (Time 1 to Time 2), 12 (Time 2 to Time 3), and 30 months (Time 1 to Time 3). Longitudinal, reciprocal relationships were observed for work engagement and job control, strategic alignment, and colleague support. Work engagement also predicted supervisor support over time (reverse effect). This study demonstrated that, in addition to job resources, perceived alignment of job tasks and organizational priorities plays an important role in maintaining high levels of work engagement over time. Copyright © 2013 John Wiley & Sons, Ltd.     

A meta‐analytic comparison of self‐reported and other‐reported organizational citizenship behavior

Given the common use of self‐ratings and other‐ratings (e.g., supervisor or coworker) of organizational citizenship behavior (OCB), the purpose of this meta‐analysis was to evaluate the extent to which these rating sources provide comparable information. The current study's results provided three important lines of evidence supporting the use and construct‐related validity of self‐rated OCB. The meta‐analysis of mean differences demonstrated that the mean difference in OCB ratings is actually quite small between self‐ and other‐raters. Importantly, the difference between self‐ and other‐raters was influenced by neither the response scale (i.e., agreement vs. frequency) nor the use of antithetical/reverse‐worded items on OCB scales. The meta‐analysis of correlations showed that self‐ and other‐ratings are moderately correlated but that self–other convergence is higher when antithetical items are not used and when agreement response scales are used. In addition, self‐ratings and supervisor‐ratings showed significantly more convergence than self‐ratings and coworker‐ratings. Finally, an evaluation of self‐rated and other‐rated OCB nomological networks showed that although self‐rated and other‐rated OCBs have similar patterns of relationships with common correlates, other‐rated OCB generally contributed negligible incremental variance to correlates and only contributed appreciable incremental variance to other‐rated behavioral variables (e.g., task performance and counterproductive work behavior). Implications and future research directions are discussed, particularly regarding the need to establish a nomological network for other‐rated OCB. Copyright © 2013 John Wiley & Sons, Ltd.     

The many benefits of employee well‐being in organizational research

We undertake three objectives in this Incubator. We begin with a discussion of how well‐being has been considered in organizational research. Second, we provide an overview of the relationship between employee well‐being and such workplace outcomes as job performance, employee retention, and cardiovascular health. Third, we introduce exciting research directions. Copyright © 2012 John Wiley & Sons, Ltd.     

Spatial relationships between alcohol outlet densities and drunk driving crashes: An empirical study of Tianjin in China

Introduction: Numerous studies have demonstrated the close relationship between alcohol availability and alcohol-related crashes. However, there is still a lack of spatial empirical analysis regarding this relationship, particularly in large cities of developing countries. Differences in alcohol outlets and drinking patterns in these cities may lead to quite different patterns of crash outcomes. Method: 3356 alcohol-related crashes were collected from the blood-alcohol test report of a forensic institution in Tianjin, China. Density of alcohol outlets such as retail locations, entertainment venues, restaurants, hotels, and companies were extracted based on 2114 Traffic Analysis Zones (TAZ) together with the residential and demographic characteristics. After applying the exploratory spatial data analysis, this research developed and compared the traditional Ordinary Least Square model (OLS), Spatial Lag Model (SLM), Spatial Error Model (SEM) and Spatial Durbin Model (SDM) to explore spatial effects of all the variables. Results: The results of incremental spatial autocorrelation show that the most significant distance threshold of alcohol-related roadway traffic crashes is 3 km. The SDM is found to be the optimal spatial model to characterize the relationship between alcohol outlets and crashes. The number of alcohol-involved traffic crashes is positively related to population density and retail density, but negatively related to the company density, hotel density, and residential density within the same TAZ. Meanwhile, dense population and hotels have reverse spillover effects in adjacent zones. Conclusions: The significant spatial direct effect and spillover effect of alcohol outlet densities on drunk driving crashes should not be neglected. These findings could help improve transportation planning, traffic law enforcement and traffic management for large cities in developing countries.     

颗粒活性炭吸附染料时的表面分形分析

采用N2吸附-脱附实验研究了颗粒活性炭吸附染料前后表面特征的变化,运用表面分形维数表征了表面屏蔽效应和表面粗糙性等性质.结果表明,颗粒活性炭的孔结构是倾斜板交错重叠而形成四面开放的缝隙,桃红、绿色、天蓝、耐晒黑可以撑开颗粒活性炭的孔隙,增大平均孔径;耐晒翠蓝具有降低孔径的能力;大红却有些微孔阻塞作用.FHH理论计算出的相应的7个颗粒活性炭样品吸附6种染料前后的孔隙表面分形维数Ds很接近,为2.97左右,证明颗粒活性炭上吸附的染料并没有发生表面屏蔽效应,也没有使颗粒活性炭表面的粗糙性降低.分形吸附等温线法与基于N2吸附-脱附的FHH理论法计算出的Ds相差较大,这与两种算法的理论基础和码尺大小有关.而热力学模型计算出的Ds远大于3,与Sahouli等的研究不符.     

Mentoring with(in) care: A co‐constructed auto‐ethnography of mutual learning

Research into workplace mentoring is principally focussed on predictors and psychosocial and instrumental outcomes, while there is scarcely any in‐depth research into relational characteristics, outcomes and processes. This article aims to illustrate these relational aspects. It reports a co‐constructed auto‐ethnography of a dyadic mentoring relationship as experienced by mentor and protégé. The co‐constructed narrative illustrates that attentiveness towards each other and a caring attitude, alongside learning‐focussed values, promote a high‐quality mentoring relationship. This relationship is characterised, among other things, by person centredness, care, trust and mutual influence, thereby offering a situation in which mutual learning and growth can occur. Learning develops through and in relation and is enhanced when both planned and unplanned learning takes place. In addition, the narrative makes clear that learning and growth of both those involved are intertwined and interdependent and that mutual learning and growth enrich and strengthen the relationship. It is concluded that the narrative illustrates a number of complex relational processes that are difficult to elucidate in quantitative studies and theoretical constructs. It offers deeper insight into the initiation and improvement of high‐quality mentoring relationships and emphasises the importance of further research into relational processes in mentoring relationships. Copyright © 2015 John Wiley & Sons, Ltd.     

25 years of higher‐order confirmatory factor analysis in the organizational sciences: A critical review and development of reporting recommendations

We discuss how confirmatory factor analysis results should be used to examine potential higher‐order constructs and advocate that researchers present five types of evidence, which are as follows: (1) the ability of the higher‐order model to reproduce the observed covariation among manifest variables; (2) the ability of the higher‐order model to reproduce the observed covariation among manifest variables better than more parsimonious alternative models—and no less well than less parsimonious alternative models; (3) the ability of the higher‐order model to reproduce the observed covariation among lower‐order factors; (4) the ability of the higher‐order factor to explain variation in lower‐order factors; and (5) the ability of the higher‐order factor to explain variation in manifest variables. We illustrate how this type of evidence could be presented with a worked example and contrast our recommendations with the manner in which higher‐order confirmatory factor analysis has been used in the organizational sciences over the past 25 years to support claims regarding higher‐order constructs such as core self‐evaluations and transformational leadership. Our review shows that a substantial proportion of the 44 examined articles failed to present enough evidence to allow readers to understand the size and importance of higher‐order factors. Copyright © 2015 John Wiley & Sons, Ltd.     

The case for the ability‐based model of emotional intelligence in organizational behavior

In this second counterpoint article, we refute the claims of Landy, Locke, and Conte, and make the more specific case for our perspective, which is that ability‐based models of emotional intelligence have value to add in the domain of organizational psychology. In this article, we address remaining issues, such as general concerns about the tenor and tone of the debates on this topic, a tendency for detractors to collapse across emotional intelligence models when reviewing the evidence and making judgments, and subsequent penchant to thereby discount all models, including the ability‐based one, as lacking validity. We specifically refute the following three claims from our critics with the most recent empirically based evidence: (1) emotional intelligence is dominated by opportunistic ‘academics‐turned‐consultants’ who have amassed much fame and fortune based on a concept that is shabby science at best; (2) the measurement of emotional intelligence is grounded in unstable, psychometrically flawed instruments, which have not demonstrated appropriate discriminant and predictive validity to warrant/justify their use; and (3) there is weak empirical evidence that emotional intelligence is related to anything of importance in organizations. We thus end with an overview of the empirical evidence supporting the role of emotional intelligence in organizational and social behavior. Copyright © 2005 John Wiley & Sons, Ltd.     

基于某地铁盾构隧道施工地表沉降的分析研究

盾构法施工技术以其特有的智能、安全、快捷、地层适用性广等特点与优势,在我国城市地铁建设中越来越多的得到推广和应用,但此法受工程地质条件、掘进过程人为控制等因素的影响,可能引起地表沉降。本文从盾构掘进对土体扰动而导致其平衡状态变化的角度讨论了地表沉降的机理,对盾构施工地表沉降的发展过程进行了详细的分析,最后利用轨道交通工程某号线盾构工程实际监测数据分析了地表沉降的一般规律,并提出防止地表沉降的控制措施,以期为类似工程施工提供有益的参考和帮助。