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  Subjects -> PSYCHOLOGY (Total: 983 journals)
Showing 601 - 174 of 174 Journals sorted by number of followers
Nature Human Behaviour     Hybrid Journal   (Followers: 53)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 50)
American Journal of Applied Psychology     Open Access   (Followers: 50)
Frontiers in Behavioral Neuroscience     Open Access   (Followers: 30)
Violence and Gender     Full-text available via subscription   (Followers: 22)
Counseling Psychology and Psychotherapy     Open Access   (Followers: 20)
Behavior Analysis in Practice     Full-text available via subscription   (Followers: 19)
Sport, Exercise, and Performance Psychology     Full-text available via subscription   (Followers: 15)
Current Opinion in Psychology     Hybrid Journal   (Followers: 15)
Current Addiction Reports     Hybrid Journal   (Followers: 14)
Clinical Practice in Pediatric Psychology     Full-text available via subscription   (Followers: 14)
Review Journal of Autism and Developmental Disorders     Hybrid Journal   (Followers: 13)
Journal of Gender-Based Violence     Hybrid Journal   (Followers: 13)
Glossa Psycholinguistics     Open Access   (Followers: 13)
Journal of Music Therapy     Hybrid Journal   (Followers: 13)
Journal of Social and Political Psychology     Open Access   (Followers: 12)
Psychology of Sexual Orientation and Gender Diversity     Full-text available via subscription   (Followers: 12)
Journal of Experimental Psychology : Animal Learning and Cognition     Full-text available via subscription   (Followers: 11)
Case Studies in Sport and Exercise Psychology     Hybrid Journal   (Followers: 11)
Autism's Own     Open Access   (Followers: 11)
Health Psychology Open     Open Access   (Followers: 11)
Clinical Psychology and Special Education     Open Access   (Followers: 10)
Current Opinion in Behavioral Sciences     Hybrid Journal   (Followers: 10)
Couple and Family Psychology : Research and Practice     Full-text available via subscription   (Followers: 10)
Journal of Psychosocial Rehabilitation and Mental Health     Hybrid Journal   (Followers: 10)
Addictive Behaviors Reports     Open Access   (Followers: 8)
Behavior Analysis: Research and Practice     Full-text available via subscription   (Followers: 8)
Evolutionary Behavioral Sciences     Full-text available via subscription   (Followers: 7)
Psychology of Consciousness : Theory, Research, and Practice     Full-text available via subscription   (Followers: 7)
Music Therapy Perspectives     Hybrid Journal   (Followers: 7)
Asian American Journal of Psychology     Full-text available via subscription   (Followers: 7)
Internet Interventions : The application of information technology in mental and behavioural health     Open Access   (Followers: 6)
Evolutionary Psychological Science     Hybrid Journal   (Followers: 6)
Behavior Analyst     Hybrid Journal   (Followers: 6)
Contemporary School Psychology     Hybrid Journal   (Followers: 6)
Creativity. Theories ? Research ? Applications     Open Access   (Followers: 6)
Qualitative Psychology     Full-text available via subscription   (Followers: 6)
Psychomusicology : Music, Mind, and Brain     Full-text available via subscription   (Followers: 6)
Review of Behavioral Economics     Full-text available via subscription   (Followers: 6)
Decision     Full-text available via subscription   (Followers: 6)
International Journal of Yoga : Philosophy, Psychology and Parapsychology     Open Access   (Followers: 6)
Neurology, Neuropsychiatry, Psychosomatics     Open Access   (Followers: 6)
Porn Studies     Hybrid Journal   (Followers: 6)
Revista Científica Arbitrada de la Fundación MenteClara     Open Access   (Followers: 5)
Archives of Scientific Psychology     Open Access   (Followers: 5)
Counselling and Values     Hybrid Journal   (Followers: 5)
European Journal of Investigation in Health, Psychology and Education     Open Access   (Followers: 5)
Cognitive Research : Principles and Implications     Open Access   (Followers: 5)
Journal of Individual Psychology     Full-text available via subscription   (Followers: 5)
OA Autism     Open Access   (Followers: 5)
Journal of Behavioral Addictions     Open Access   (Followers: 5)
Journal of Social, Behavioral, and Health Sciences     Open Access   (Followers: 5)
Journal of Cognitive Historiography     Full-text available via subscription   (Followers: 5)
Voices : A World Forum for Music Therapy     Open Access   (Followers: 4)
Psyke & Logos     Open Access   (Followers: 4)
International Journal of Educational and Psychological Researches     Open Access   (Followers: 4)
Cultural-Historical Psychology     Open Access   (Followers: 4)
Policy Insights from the Behavioral and Brain Sciences     Full-text available via subscription   (Followers: 4)
SUCHT - Zeitschrift für Wissenschaft und Praxis / Journal of Addiction Research and Practice     Hybrid Journal   (Followers: 4)
Current Behavioral Neuroscience Reports     Hybrid Journal   (Followers: 4)
Drama Therapy Review     Hybrid Journal   (Followers: 4)
African Journal of Cross-Cultural Psychology and Sport Facilitation     Full-text available via subscription   (Followers: 4)
Spirituality in Clinical Practice     Full-text available via subscription   (Followers: 3)
Psychology and Law     Open Access   (Followers: 3)
Phenomenology and Mind     Open Access   (Followers: 3)
Inquiry : Critical Thinking Across the Disciplines     Full-text available via subscription   (Followers: 2)
Nigerian Journal of Guidance and Counselling     Full-text available via subscription   (Followers: 2)
Language and Text     Open Access   (Followers: 2)
Research in Psychology and Behavioral Sciences     Open Access   (Followers: 2)
Social Psychology and Society     Open Access   (Followers: 2)
European Journal of Behavior Analysis     Hybrid Journal   (Followers: 2)
Sexual Offending : Theory, Research, and Prevention     Open Access   (Followers: 2)
Lebenswelt : Aesthetics and philosophy of experience     Open Access   (Followers: 2)
Journal of Dynamic Decision Making     Open Access   (Followers: 2)
Multisensory Research     Hybrid Journal   (Followers: 2)
Zeitschrift für Neuropsychologie     Hybrid Journal   (Followers: 2)
Zeitschrift für Psychiatrie, Psychologie und Psychotherapie     Hybrid Journal   (Followers: 2)
Couple and Family Psychoanalysis     Full-text available via subscription   (Followers: 2)
Social Action : The Journal for Social Action in Counseling and Psychology     Free   (Followers: 2)
Phenomenology & Practice     Open Access   (Followers: 2)
Social Inclusion     Open Access   (Followers: 2)
Journal of Language Aggression and Conflict     Hybrid Journal   (Followers: 2)
Journal of Amateur Sport     Open Access   (Followers: 2)
Journal of Psychology in Africa     Full-text available via subscription   (Followers: 1)
Brain Informatics     Open Access   (Followers: 1)
Russian Psychological Journal     Open Access   (Followers: 1)
Psychological Science and Education     Open Access   (Followers: 1)
Undecidable Unconscious : A Journal of Deconstruction and Psychoanalysis     Full-text available via subscription   (Followers: 1)
Jurnal Psikologi Pendidikan dan Konseling : Jurnal Kajian Psikologi Pendidikan dan Bimbingan Konseling     Open Access   (Followers: 1)
Acta de Investigación Psicológica     Open Access   (Followers: 1)
Epiphany     Open Access   (Followers: 1)
Psychosomatic Medicine and General Practice     Open Access   (Followers: 1)
Journal of Mind and Medical Sciences     Open Access   (Followers: 1)
Psychological Science and Education psyedu.ru     Open Access   (Followers: 1)
International Review of Social Psychology / Revue Internationale de Psychologie Sociale     Open Access   (Followers: 1)
Canadian Journal of Art Therapy : Research, Practice, and Issues     Hybrid Journal   (Followers: 1)
Zeitschrift für Kinder- und Jugendpsychiatrie und Psychotherapie     Hybrid Journal   (Followers: 1)
Zeitschrift für Pädagogische Psychologie     Hybrid Journal   (Followers: 1)
Neuropsychoanalysis : An Interdisciplinary Journal for Psychoanalysis and the Neurosciences     Hybrid Journal   (Followers: 1)
Voices : The Art and Science of Psychotherapy     Full-text available via subscription   (Followers: 1)
Activités     Open Access   (Followers: 1)
Tempo Psicanalitico     Open Access   (Followers: 1)
Journal of Educational, Cultural and Psychological Studies     Open Access   (Followers: 1)
Quantitative Methods for Psychology     Open Access   (Followers: 1)
FLEKS : Scandinavian Journal of Intercultural Theory and Practice     Open Access   (Followers: 1)
Canadian Art Therapy Association     Hybrid Journal   (Followers: 1)
Journal of Numerical Cognition     Open Access   (Followers: 1)
Wawasan     Open Access   (Followers: 1)
Zeitschrift für Gerontopsychologie und -psychiatrie     Full-text available via subscription   (Followers: 1)
Psicologia e Saber Social     Open Access   (Followers: 1)
Pragmatic Case Studies in Psychotherapy     Open Access   (Followers: 1)
Behavioral Development Bulletin     Full-text available via subscription   (Followers: 1)
Journal of Addiction & Prevention     Open Access  
Revista de Estudios e Investigación en Psicología y Educación     Open Access  
Persona Studies     Open Access  
Indigenous : Jurnal Ilmiah Psikologi     Open Access  
Intuisi : Jurnal Psikologi Ilmiah     Open Access  
Setting     Full-text available via subscription  
Revista de Psicologia     Open Access  
Behaviormetrika     Hybrid Journal  
European Yearbook of the History of Psychology     Full-text available via subscription  
Interacciones. Revista de Avances en Psicología     Open Access  
Psicologia     Open Access  
Journal für Psychoanalyse     Open Access  
Siglo Cero. Revista Española sobre Discapacidad Intelectual     Open Access  
Miscelánea Comillas. Revista de Ciencias Humanas y Sociales     Open Access  
New School Psychology Bulletin     Open Access  
TESTFÓRUM     Open Access  
S : Journal of the Circle for Lacanian Ideology Critique     Open Access  
International Journal of Psychoanalysis and Education     Open Access  
Quaderns de Psicologia     Open Access  
Satir International Journal     Open Access  
Mudanças - Psicologia da Saúde     Open Access  
Journal of Creating Value     Full-text available via subscription  
Tajdida : Jurnal Pemikiran dan Gerakan Muhammadiyah     Open Access  
Estudos Interdisciplinares em Psicologia     Open Access  
Psychologie du Travail et des Organisations     Hybrid Journal  
Cendekia : Jurnal Kependidikan dan Kemasyarakatan     Open Access  
Visnyk of NTUU - Philosophy. Psychology. Pedagogics     Open Access  
Revista Costarricense de Psicología     Open Access  
Informes Psicológicos     Open Access  
Jurnal Psikologi     Open Access  
Zeitschrift für Differentielle und Diagnostische Psychologie     Full-text available via subscription  
Klart språk i Norden     Open Access  
Revista Pequén     Open Access  
Pensando Psicología     Open Access  
Ciencias Psicológicas     Open Access  
Revista de Cultura Teológica     Open Access  
Journal of Modern Foreign Psychology     Open Access  
Experimental Psychology (Russia)     Open Access  
Elpis - Czasopismo Teologiczne Katedry Teologii Prawosławnej Uniwersytetu w Białymstoku     Open Access  
International Journal of Comparative Psychology     Open Access  
Гуманітарний вісник Запорізької державної інженерної академії     Open Access  
Revista Latinoamericana de Psicología     Open Access  
Cogent Psychology     Open Access  
Ajayu Órgano de Difusión Científica del Departamento de Psicología UCBSP     Open Access  
Psicologia     Open Access  
Análise Psicológica     Open Access  
Rivista Internazionale di Filosofia e Psicologia     Open Access  
Facta Universitatis, Series : Philosophy, Sociology, Psychology and History     Open Access  
Universal Journal of Psychology     Open Access  
Revista Internacional de Psicologia     Open Access  
Terapia familiare     Full-text available via subscription  
Studi Junghiani     Full-text available via subscription  
Ruolo Terapeutico (IL)     Full-text available via subscription  
Rivista Sperimentale di Freniatria     Full-text available via subscription  
Rivista di Psicoterapia Relazionale     Full-text available via subscription  
Ricerche di psicologia     Full-text available via subscription  
Ricerca Psicoanalitica : Journal of the Relationship in Psychoanalysis     Open Access  
Quaderni di Gestalt     Full-text available via subscription  
Psicoterapia e Scienze Umane     Full-text available via subscription  
Psicologia di Comunità. Gruppi, ricerca-azione, modelli formativi     Full-text available via subscription  
Psicologia della salute     Full-text available via subscription  
Psicobiettivo     Full-text available via subscription  
Psicoanalisi     Full-text available via subscription  
Ipnosi     Full-text available via subscription  
Interazioni     Full-text available via subscription  
Gruppi     Full-text available via subscription  
Forum : Journal of the International Association of Group Psychoterapy     Full-text available via subscription  
Educazione sentimentale     Full-text available via subscription  
Revista Wímb Lu     Open Access  
International Perspectives in Psychology : Research, Practice, Consultation     Full-text available via subscription  
Lernen und Lernstörungen     Hybrid Journal  
Inkanyiso : Journal of Humanities and Social Sciences     Open Access  
Online Readings in Psychology and Culture     Open Access  
Winnicott e-prints     Open Access  
Trivium : Estudos Interdisciplinares     Open Access  
Temas em Psicologia     Open Access  
Stylus (Rio de Janeiro)     Open Access  
Salud & Sociedad: investigaciones en psicologia de la salud y psicologia social     Open Access  
Revista Psicopedagogia     Open Access  
Revista Psicologia Política     Open Access  
Revista Psicologia e Saúde     Open Access  
Revista Psicologia     Open Access  
Revista Mexicana de Orientación Educativa     Open Access  
Revista do NUFEN     Open Access  
Revista de Etologia     Open Access  
Revista da SPAGESP     Open Access  
Revista da SBPH     Open Access  
Revista da Abordagem Gestáltica     Open Access  

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Similar Journals
Journal Cover
Organizational Psychology Review
Journal Prestige (SJR): 1.635
Citation Impact (citeScore): 3
Number of Followers: 15  
 
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
ISSN (Print) 2041-3866 - ISSN (Online) 2041-3874
Published by Sage Publications Homepage  [1174 journals]
  • Toward an organizational theory of meetings: Structuration of
           organizational meeting culture

    • Free pre-print version: Loading...

      Authors: Cliff Scott, Joe Allen
      Abstract: Organizational Psychology Review, Ahead of Print.
      Although research on meetings generally regards them as noteworthy organizational events, studies tend to focus on an individual or group level of analysis, conceiving of meetings as a phenomenon that happens in organizations but does not shape them. Integrating research on work meetings, structuration theory, and organizational culture, this paper develops the concept of organizational meeting cultures and suggests structuration theory as a framework for explaining their emergence, reproduction, and alteration. We propose a model of organizational meeting culture that theorizes work meetings as a foundational activity that shapes and reifies organizational cultures over time, contributing to their distinctiveness, and influencing patterns of perception regarding what is valued, expected, rewarded, and supported in specific work environments. It concludes with an agenda to be pursued in future research on the structuration of meeting culture.Plain Language SummaryAlthough research on meetings seems to assume they are an important element of organizational life, studies tend to focus on an individual or group level of analysis, which results in theories that only construe meetings as a group phenomenon that happens in organizations but does not constitute them. We propose a model of organizational meeting culture that portrays work meetings as a foundational activity that doesn't just happen to occur within “already organized organizations” but instead also shapes organizational cultures over time, influencing their distinctiveness, shared views of what is valued, expected, rewarded and supported in specific work environments. Integrating research on meetings, structuration theory, and organizational culture, this paper develops the concept of meeting culture and proposes structuration theory as a way to explain how meeting cultures emerge, are sustained, and changed. It concludes with suggestions for future research.
      Citation: Organizational Psychology Review
      PubDate: 2022-09-20T06:30:33Z
      DOI: 10.1177/20413866221127249
       
  • The science of workplace meetings: Integrating findings, building new
           theoretical angles, and embracing cross-disciplinary research

    • Free pre-print version: Loading...

      Authors: Joseph A. Allen, Nale Lehmann-Willenbrock
      Abstract: Organizational Psychology Review, Ahead of Print.
      The purpose of this special issue is to bring more theory into meeting science by reviewing literature, identifying knowledge gaps, developing theoretical propositions drawing from different disciplines, and providing direction for future research. The special issue will open with a general overarching review of the literature on meeting science provided by the co-editors. Each subsequent article will focus on a particular domain within meeting science, provide a focused review of the literature, identify knowledge gaps, and push towards theories that will drive future research. Plain Text Abstract This is the introduction to the special issue of Organizational Psychology Review that positions meetings at the core of organizations and provides a roadmap for the future science of workplace meetings.
      Citation: Organizational Psychology Review
      PubDate: 2022-09-01T06:55:26Z
      DOI: 10.1177/20413866221122896
       
  • The entitativity underlying meetings: Meetings as key in the lifecycle of
           effective workgroups

    • Free pre-print version: Loading...

      Authors: Anita L. Blanchard, Joseph A. Allen
      Abstract: Organizational Psychology Review, Ahead of Print.
      As more employees work in different locations, meetings become the primary opportunity for workgroup interactions. We explore how workgroup entitativity develops within successful meetings and grounds positive employee and group outcomes between meetings. Social identity theory and self-categorization processes explain how entitativity develops during meetings and activates workgroup identification between meetings. Further, construal level theory, which establishes that physical and psychological distance are positively related, affects entitativity and social identity for dispersed and hybrid workgroups. We propose that entitativity develops in meetings through interactions, co-presence, leader behavior, and meeting size. Between meetings, the frequency of self-categorization into a workgroup identity maintains and even increases workgroup entitativity. Further, task interdependence, informal interactions, and time between meetings affects frequency of self-categorization and, thus, employees’ workgroup entitativity between meetings. We conclude that meetings serve as the primary formal occasion in which workgroup entitativity can be maintained or repaired for optimal workgroup performance. Plain Language Summary Successful meetings lead to productive workgroups but we do not know why or now. We suggest that entitativity (a person's perception of a “group”) develops during successful meetings and explains productive workgroups. Specifically, when people start to work, they can either think of their group or themselves. If they think about their group, a process follows such that the employee comes under the influence of all of the positive characteristics of their group. Because successful meetings influence how people think about their group, entitativity explains successful groups.
      Citation: Organizational Psychology Review
      PubDate: 2022-05-20T12:46:34Z
      DOI: 10.1177/20413866221101341
       
  • One-on-one meetings between managers and direct reports: A new opportunity
           for meeting science

    • Free pre-print version: Loading...

      Authors: Jonathan R. Flinchum, Liana M. Kreamer, Steven G. Rogelberg, Janaki Gooty
      Abstract: Organizational Psychology Review, Ahead of Print.
      Meeting science has advanced significantly in its short history. However, one-on-one (1:1) meetings have not been studied empirically as a focal topic despite making up nearly half of all workplace meetings. While some meeting science insights may apply to 1:1 meetings, others may not (or may function differently) due to conceptual, theoretical, and practical differences between meetings involving dyads and groups. Although 1:1 meetings come in various forms (e.g., peer-to-peer, employee-to-customer), we chose to use manager-direct report 1:1 meetings as an exemplar given their prevalence, theoretical relevance, and practical implications. In this paper, we first review some conceptual differences between dyads and groups. We then discuss how these differences likely manifest in the meeting context (before, during, and after meetings), and outline related propositions. Last, we leverage this conceptual framework and subsequent propositions to provide guidance for future research and theory on 1:1 meetings. In doing so, we hope this paper will act as the impetus for research and theory development on 1:1 meetings.Plain Language SummaryMeeting science has flourished over the past two decades, with research and theory exploring best practices for leading and attending workplace meetings. However, a large portion of this research has focused on meetings of three or more people – despite the fact that meetings are often defined as a gathering between two or more people. Ignoring the one-on-one (1:1) meeting is a missed opportunity, as 1:1 meetings have a large presence in industry. It has been estimated that nearly half (47%) of all meetings are 1:1s, and these dyadic meetings often have unique purposes (e.g., performance appraisals) and involve different interactions (e.g., more interpersonal) outside of larger group meetings. Industry and practice have begun to explore these 1:1 meeting-especially meetings between managers and direct reports. For example, internal studies conducted at Microsoft and Cisco found that direct reports who had more frequent and effectively run 1:1 meetings with their managers were more engaged than their counterparts. While companies have seemingly acknowledged the importance of these meetings, research lags behind. Little empirical or theoretical investigations have explored 1:1 meetings. Yet, with the continued growth in the number of meetings worldwide, it is important to obtain empirical insights specific to 1:1 meetings. Doing so will help inform best practices when it comes to leading and attending 1:1 meetings. Thus, in this conceptual review of 1:1 meetings, we provide a future research agenda encouraging researchers (and practitioners) to investigate this unique (and important) meeting type – the one-on-one meeting between a manager and their direct report.
      Citation: Organizational Psychology Review
      PubDate: 2022-05-11T07:43:39Z
      DOI: 10.1177/20413866221097570
       
  • The meeting after the meeting: A conceptualization and process model

    • Free pre-print version: Loading...

      Authors: Annika L. Meinecke, Lisa Handke
      Abstract: Organizational Psychology Review, Ahead of Print.
      This article offers initial theorizing on an understudied phenomenon in the workplace: the meeting after the meeting (MATM). As an informal and unscheduled event, the MATM takes place outside managerial control and has potentially far-reaching consequences. However, our current knowledge of the MATM relies primarily on practitioner observations, and conceptual work that integrates the MATM into the larger meeting science literature is missing. This article fills this gap by outlining key defining features of the MATM that can be used to structure future research. Moreover, and based on theorizing concerning the affect-generating nature of meetings, we develop an affect-based process model that focuses on the antecedents and boundary conditions of the MATM at the episodic level and shines light on meetings as a sequential phenomenon. Plain Language SummaryThis article sheds light on an understudied but rather common phenomenon in the workplace: The meeting after the meeting (MATM). Defined as an unscheduled, informal and confidential communication event, the MATM has the potential to create new structures in everyday organizational life. Yet, our current knowledge of this particular meeting type is very limited and largely based on anecdotal accounts by practitioners. To guide future research, this article first outlines key features of the MATM, focusing on when the MATM occurs, where it takes place, how it takes place, why it takes place, and who is involved in the MATM. Next, this article presents an affect-based process model of the MATM. To this end, antecedents and boundary conditions at the episodic level are outlined, highlighting that meetings should be seen as interconnected, sequential events.
      Citation: Organizational Psychology Review
      PubDate: 2022-05-03T11:49:21Z
      DOI: 10.1177/20413866221097409
       
  • It's the Theory, Stupid

    • Free pre-print version: Loading...

      Authors: Herman Aguinis, Matthew A. Cronin
      Abstract: Organizational Psychology Review, Ahead of Print.
      To the complex question of “What is the number one issue on which we should focus as producers, evaluators, and consumers of research'” our simple and blunt answer is: It's the theory, stupid. Accordingly, we offer guidance on how to produce, test, and use theory by answering the following questions: (1) Why is theory so critical and for whom' (2) What does a good theory look like' (3) What does it mean to have too much or too many theories' (4) When don’t we need a theory' (5) How does falsification work with theory' and (6) Is good theory compatible with current publication pressures' Our answers are useful to current and future scholars and journal editors and reviewers, as well as consumers of research including other researchers, organization decision makers, and policy makers, and other stakeholders in the theory production and testing process including deans and other university administrators.
      Citation: Organizational Psychology Review
      PubDate: 2022-02-21T05:17:42Z
      DOI: 10.1177/20413866221080629
       
  • Clarifying dynamics for organizational research and interventions: A
           diversity example

    • Free pre-print version: Loading...

      Authors: Jeffrey Olenick, Christopher Dishop
      First page: 365
      Abstract: Organizational Psychology Review, Ahead of Print.
      Interventions backfire for many reasons, one being that the dynamics governing a system are not well-understood. To better explain organizational phenomena, and to intervene in ways that yield desired consequences, an appreciation of the core insights from dynamics may be necessary to include into a researcher's toolkit. Although substantial buzz surrounds the term dynamics in organizational science, conceptual missteps are present in the literature, ultimately limiting its application. We provide a coherent description of what dynamics encompasses by (1) advancing a definition and of dynamics and comparing it to other longitudinal concepts, (2) proposing theoretical principles to help researchers apply dynamics concepts to their own research, and (3) demonstrating how dynamics may refine our ability to explain organizational phenomena and devise practical implications. Plain Language Summary Organizational researchers and practitioners are faced with many complex issues and understanding how they unfold over time is difficult. Those difficulties often lead to unexpected results when we try to address those issues. Viewing organizations from a more dynamic lens can shed light on how phenomena evolve over time as governed by the iterative application of mathematical rules. Illumination of dynamics can assist with better targeting interventions and understanding their potential effects. A dynamics lens also emphasizes continuing needs to improve research methods, such as collecting longitudinal data and engaging in computational modeling. To illustrate these points, we discuss how diversity interventions in organizations may be better understood once dynamics are applied. For example, organizations wishing to improve the diversity of their work forces must focus both on why underrepresented groups enter the organization and why they might leave. Focus on only one or the other is unlikely to generate the desired effect. Once identifying the drivers of both entering and leaving and how those factors might reinforce each other, interventions to improve diversity might be better targeted.
      Citation: Organizational Psychology Review
      PubDate: 2022-07-11T12:21:29Z
      DOI: 10.1177/20413866221112427
       
  • The association of work-related extended availability with recuperation,
           well-being, life domain balance and work: A meta-analysis

    • Free pre-print version: Loading...

      Authors: Eberhard Thörel, Nina Pauls, Anja S. Göritz
      First page: 387
      Abstract: Organizational Psychology Review, Ahead of Print.
      Work-related extended availability (WREA; the availability of employees for work-related matters in their leisure time) seems to be associated with decreases in well-being and life-domain balance, but to date there is no quantitative synthesis of the scattered evidence. We conducted a random-effects meta-analysis (113 articles with 121 studies relying on k = 117 independent samples with N = 131,872) on the associations between WREA and employee outcomes while examining potential moderators as well as differences between availability demands and behaviors. WREA was adversely associated with recuperation, well-being and private life, but favorably with some work-related criteria. There were no systematic differences in effect sizes between availability demands and behaviors; however, segmentation preferences were a moderator. Overall, these results suggest that WREA may pose a threat to employee recuperation, well-being and private lives, especially when employees prefer separating work and private life. However, positive potentials of WREA should not be overlooked. Plain Language Summary Work-related extended availability (WREA) refers to the availability of employees for work-related matters in their leisure time. Studies have shown that WREA may go along with primarily negative consequences for employees, but to date, there is no comprehensive overview of the literature statistically summarizing the current state of research, which was done in the study at hand. We assumed that WREA be related to problems with recovery, poorer well-being and difficulties to find a balance between work and private life. We also assessed in how far WREA goes along with attitudes towards work, absence from work and the intention to change jobs. Moreover, we considered differences between demands to be available and behaviors of actually taking care of work-related matters during leisure time. Finally, we investigated factors that may be associated with stronger consequences of WREA. We included 113 scientific papers with a total of 131,872 participants. WREA was related to problems with recovery, poorer well-being and difficulties to find a balance between work and private life, but also to more positive attitudes towards work. We did not find systematic differences between demands to be available and availability behaviors. However, we found that the relationship between WREA and work creating conflict with family life were stronger in samples with higher preferences to segment work and private life. Our findings suggest that WREA may pose a threat to employee recuperation, well-being and private lives, especially when employees prefer separating life domains. Still, positive potentials of WREA should not be overlooked.
      Citation: Organizational Psychology Review
      PubDate: 2022-08-16T05:29:48Z
      DOI: 10.1177/20413866221116309
       
  • The linkage between cognitive diversity and team innovation: Exploring the
           roles of team humor styles and team emotional intelligence via the
           conservation of resources theory

    • Free pre-print version: Loading...

      Authors: Phong T. Nguyen, Karin Sanders, Gavin M. Schwarz, Alannah E. Rafferty
      First page: 428
      Abstract: Organizational Psychology Review, Ahead of Print.
      Researchers have displayed considerable interest in how and when team cognitive diversity leads to improved or impaired team innovation. When addressing this issue, scholars have adopted the information/decision making and social categorization theoretical perspectives. In contrast, we draw on conservation of resources (COR) theory when examining the cognitive diversity and team innovation relationship. We argue that in a team environment, cognitive diversity may result in the threat of losing valuable resources. This threat, in turn, encourages team members to engage in resource replenishment through the use of different humor styles (i.e., affiliative, self-enhancing, aggressive, self-defeating). We argue that, with such resource replenishment, four team-level humor styles emerge and mediate the relationship between cognitive diversity and team innovation. In addition, we expect team emotional intelligence to moderate the relationships between cognitive diversity and team humor styles. Our model has important theoretical implications for team diversity, humor, emotional intelligence, and innovation research.Plain language summaryTeam cognitive diversity can be defined as the extent to which team members differ in their ideas, perspectives, or values. Cognitive diversity is important for teams to cultivate innovation although it may also result in relationship conflicts and the formation of subgroups in a team. Our paper views cognitive diversity as a signal that drives team members to use humor to cope with diversity. This may then result in different humor styles (i.e., affiliative, self-enhancing, aggressive, self-defeating) that characterize the way the team uses humor. For instance, while working in a cognitively diverse team, team members might make a joke about work that the whole team laughs together (i.e., affiliative humor). However, some members might use sarcasm to insult others who are different from the group norms (i.e., aggressive humor). We argue that the team humor styles will influence team innovation, which in turn will link cognitive diversity with team innovation. Moreover, we suggest that team emotional intelligence will influence the extent to which the four team humor styles link cognitive diversity and team innovation.
      Citation: Organizational Psychology Review
      PubDate: 2022-07-25T11:54:18Z
      DOI: 10.1177/20413866221114847
       
  • Spilling tea at the water cooler: A meta-analysis of the literature on
           workplace gossip

    • Free pre-print version: Loading...

      Authors: Amy Wax, Wiston A. Rodriguez, Raquel Asencio
      First page: 453
      Abstract: Organizational Psychology Review, Ahead of Print.
      This paper presents a meta-analysis on workplace gossip as a predictor of individual, relational, and organizational outcomes. Our systematic review yielded 52 independent studies (n = 14,143). Results suggested that negative workplace gossip has a more deleterious association with workplace outcomes than positive gossip. Furthermore, findings indicated that negative gossip has a disproportionately negative association with attitudinal/affective outcomes and coworker relationships for targets of gossip. Unexpectedly, results also suggested that senders and recipients of negative gossip may also experience highly deleterious outcomes; in fact, the relations between negative gossip and well-being, engagement/performance, supervisor relationships, and organizational outcomes were more negative for gossip participants than targets, although the direction of causality for these relations has yet to be conclusively determined. Overall, our results suggest that organizations and managers should take seriously the threat of negative gossip to the health of the organization at large, while simultaneously leveraging the potential benefits of positive gossip. Plain Language Summary This paper presents a meta-analysis on the topic of workplace gossip as a predictor of work-relevant outcomes. Results—which were based on 52 independent studies that, in total, employed 14,143 independent research participants—suggested that negative workplace gossip has a worse impact on individual, relational, and organizational outcomes than positive gossip does. Furthermore, our findings indicated that targets of negative gossip experience the worst outcomes in terms of attitudes/affect and coworker relationships, when compared with the outcomes of individuals who exchanged the gossip. Unexpectedly, patterns of results also suggested that individuals who exchange negative gossip at work may also experience highly deleterious outcomes, although the direction of causality for these relations has yet to be conclusively determined. Overall, our results suggest that organizations and managers should take seriously the threat of negative gossip to the health of the organization at large, and may also be able to leverage the potentially beneficial effects of positive gossip. We conclude with a discussion of the implications of our results.
      Citation: Organizational Psychology Review
      PubDate: 2022-07-19T06:31:04Z
      DOI: 10.1177/20413866221112383
       
  • Taking stock and moving forward: A textual statistics approach to
           synthesizing four decades of job insecurity research

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      Authors: Andrea Bazzoli, Tahira M. Probst
      First page: 507
      Abstract: Organizational Psychology Review, Ahead of Print.
      We collected the abstracts of manuscripts examining job insecurity published between 1984 and 2019 and carried out a textual analysis to investigate the defining clusters, their development over time, and whether there was evidence of siloed knowledge. Results suggested that job insecurity research seems to be fragmented into disciplinary foci (organizational psychology, public health, economics, and sociology). Further analyses on the organizational psychology corpus, revealed 25 topics with distinct temporal trajectories: some were increasing (analytical advances and differentiation between cognitive and affective job insecurity) while other were decreasing (scale development). The remaining abstracts revealed 15 topics with more stable trajectories. Based on these results, we identified five areas for future organizational research on job insecurity: the changing labor market, the need to better understand the experiences of marginalized workers and non-work outcomes of job insecurity, the added-value of qualitative research, and the need to critically evaluate our assumptions as researchers. Plain Language Summary Since the paper by Greenhalgh and Rosenblatt, research on job insecurity has burgeoned. Taking an interdisciplinary perspective, we collected the abstracts of all peer-reviewed manuscripts examining job insecurity published between 1984 and 2019 and carried out a textual analysis using the Latent Dirichlet Allocation and the Reinert method to investigate (a) the defining clusters of job insecurity research, (b) the development of such clusters over time, and (c) whether there was any evidence of siloed knowledge. Results suggested that indeed job insecurity research seems to be fragmented into four main disciplinary foci (organizational psychology, public health, economics, and sociology) with relatively little cross-fertilization. We conducted further analyses of the abstracts stemming from organizational research on job insecurity, revealing 25 topics with distinct temporal trajectories (e.g., “hot” topics including the increasing use of advanced analytic techniques and differentiation between cognitive and affective job insecurity) and “cold” topics including the development of job insecurity measures). The remaining abstracts revealed 15 topics with more stable research interests over time (e.g., a continued reliance on appraisal theories). Based on these results, we identified five areas for future organizational research on job insecurity based on: the changing labor market, the need to better understand the experiences of marginalized workers and non-work outcomes of job insecurity, the added-value of qualitative research, and finally the need to critically evaluate our assumptions as researchers.
      Citation: Organizational Psychology Review
      PubDate: 2022-07-11T12:20:30Z
      DOI: 10.1177/20413866221112386
       
 
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