Search

Research on the effects of rewards on creativity has resulted in hundreds of empirical studies and several reviews of the reward-creativity relationship (RCR). Most reviews are retrospective in nature. They have quantitatively summarised and integrated previous research findings, but have largely overlooked the need for a theoretical framework to guide future research. The current systematic review of this literature intends to bridge this gap, based on the findings of 329 papers and book chapters. Our review summarises the theoretical developments in reward-creativity (RC) research, and classifies the literature in three distinct phases, i.e. the emergence of the cognitive perspective; behavioural rebuttal, and convergence. The paper identifies three important gaps in the existing RC literature: (1) the moderating effects of individual, group, organisational, and national-level factors; (2) the mediating role of cognitive and affective states; and (3) the lack of consideration of creativity as a multidimensional construct. Based on these gaps, the paper presents a four-factor framework to guide future RC research. It identifies potential moderators and mediators of the RCR, and draws attention to creativity as a multidimensional construct. [ABSTRACT FROM AUTHOR]

In this paper we argue that reciprocal expertise affirmation-i.e. the mutual recognition by team members that they respect, value, and affirm each other's expertise-is positively related to team performance, but only in teams with high levels of shared expertise perceptions. Moreover, we propose that the joint effects of teams' reciprocal expertise affirmation and sharedness of expertise perceptions on team performance will be mediated by coordinated action. Data from 226 members of 39 student teams, working on a realistic four-week business simulation, supported our hypotheses. Our findings highlight the importance of reciprocal expertise affirmation for the effective functioning of work teams. [ABSTRACT FROM AUTHOR]

Research on supervisory feedback has burgeoned over the past 20 years. We ask, what does it have to offer to management practitioners, and is this knowledge conveyed in a constructive way? To answer these questions, we conducted a systematic literature review of the practical implications contained in feedback studies. Based on our retained articles (N = 120) and using the W‐H questions as our guiding framework, we critically discuss: Why recommendations are offered, What recommendations are endorsed, When and Where the recommendations are presented as most applicable, to Whom those are addressed, and How they are framed by researchers. In so doing, we summarise the indications that scientific research has offered to practitioners; moreover, following the same framework and the insights collected via a follow‐up survey of academics (N = 61), we provide recommendations to researchers across the management and psychology disciplines on how to craft their practical implications sections in a way that may help bridge the gap between research and practice. [ABSTRACT FROM AUTHOR]

This article provides a narrative review of psychology of entrepreneurship research published in leading psychology journals, based on which we develop an organising framework for future psychological contributions to this field. Furthermore, we introduce the manuscripts collected in this special issue. Our review identified five research areas, broadly corresponding with basic psychological domains, namely personal differences; careers; health and well‐being; cognition and behaviour; and leadership; as well as three cross‐cutting themes: gender issues; genetic and biological foundations; and context. With the aim to stimulate integration across different approaches and disciplines, we propose a framework to understand how psychologists can offer innovative contributions to the multi‐disciplinary entrepreneurship literature. This includes a focus on the entrepreneur embedded in and in interaction with his or her immediate and wider context; attention to different types of entrepreneurs; and a focus on dynamic within‐person processes evolving over time. [ABSTRACT FROM AUTHOR]

The moderating role of decision latitude on the relationship between work-family conflict and psychological strain was examined across five countries. It was hypothesised that decision latitude would moderate the relationship more strongly in the individualistic countries (the United States and Canada) than in the collectivistic countries ( India, Indonesia, and South Korea). The results supported the hypotheses of this five-country-based cross-national investigation. The implications of the findings for theory and practice in the area of international and cross-cultural research on work and family conflicts in the organisational context are discussed. [ABSTRACT FROM AUTHOR]

This study developed and tested a structural model that examined the relationships among parents' work-family conflict, frustration, non-supportive parenting behaviors, and children's work centrality. Data were collected from a sample that included undergraduates and their parents. Results of structural equation modeling analyses supported a spillover effect of paternal and maternal work-family conflict on their frustration. Findings also showed that paternal frustration was significantly related to non-supportive paternal parenting behaviors. However, maternal frustration was not significantly related to non-supportive maternal parenting behavior. Paternal non-supportive parenting behavior was significantly and negatively associated with children's work centrality while maternal non-supportive parenting behavior was not. Implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

The large majority of studies on job insecurity have focused upon the individual level. Recent research has also paid some attention to job insecurity at the level of the organisation, referred to as job insecurity climate. This research has shown negative relationships between job insecurity climate and employees' individual job attitudes. Nevertheless, in these studies no attention has been paid to organisational climate strength, in spite of the recommendations formulated in the literature on this topic. In response, this study aims to account for climate strength in the relationship between job insecurity and job attitudes. We hypothesise that climate strength is related to job satisfaction, organisational commitment, work involvement, and organisational trust. Moreover, we hypothesise that the relationship between job insecurity climate and these outcomes may be stronger when there is a strong agreement among employees concerning their job insecurity perceptions compared to when there is a weak agreement (strong versus weak climate strength). Results based on a Spanish sample of 428 employees from 20 organisations largely supported our hypotheses except in the case of work involvement: climate strength was negatively related to job attitudes, and the relationship between job insecurity climate and individual job attitudes was moderated by climate strength. [ABSTRACT FROM AUTHOR]

Profile matching refers to selection based on applicant similarity to a pre-specified pattern of standing across several mutually considered personality dimensions. Although many investigations support the use of personality data through univariate, linear-based selection methodologies, there is no evidence within the literature that supports (or refutes) the use of profile matching. Regardless, a phone survey revealed that 62 per cent of consultative vendor organisations implement some form of profile matching. The current study addresses this scientist-practitioner void by investigating the broad, cross-organisational viability of three different profile matching strategies (profile band specification, profile similarity estimation, and configural scoring). Although some specifications of profile matching came close (empirically) to challenging linear regression cross-validation estimates, the profile matching strategy is considered to be burdened with additional conceptual concerns (primarily resulting from a lack of formal model specification) as well as practical limitations (for example, the likely creation of an artificial predictor ceiling). Linear regression is presented here as the more effective use of multi-trait information; however, if practitioners continue to utilise profile matching, it is suggested that they consider either adopting a configural scoring approach or referencing an index of profile similarity rather than retaining and applying desired profile bands. [ABSTRACT FROM AUTHOR]

An analysis of individual and organisational determinants of energy-related behaviors in office buildings and the interplay between the two is presented. Interviews and focus groups were conducted with office workers from four organisations in two Dutch provinces. The results indicate that, overall, work efficiency and productivity was prioritised over energy conservation. In general, self-efficacy was the most salient individual determinant, and social norm the least discussed determinant of current office energy-related behaviors. Nevertheless, both self-efficacy and social norm elements were encountered in employees' proposed strategies to achieve future office energy-saving. Formal and informal aspects of the organisational context were found to equally affect individual determinants and their related behaviors. Facility managers' and general office workers' views differed in a few but important ways. Interorganisational comparisons showed that differences in organisational foci were linked to the relative salience of normative, gain, and hedonic motivations. [ABSTRACT FROM AUTHOR]

In order to explain the diverging well-being outcomes of workaholism, this study aimed to examine the motivational orientations that may fuel the two main components of workaholism (i.e. working excessively and working compulsively). Drawings on Self-Determination Theory, both autonomous and controlled motivation were suggested to drive excessive work, which therefore was expected to relate positively to both well-being (i.e. vigor) and ill-health (i.e. exhaustion). Compulsive work, in contrast, was hypothesised to originate exclusively out of controlled motivation and therefore to only associate positively with ill-being. Structural equation modeling in a heterogeneous sample of Belgian white-collar workers ( N= 370) confirmed that autonomous motivation associated positively with excessive work, which then related positively to vigor. Controlled motivation correlated positively with compulsive work, which therefore related positively with exhaustion. The hypothesised path from controlled motivation to exhaustion through excessive work was not corroborated. In general, the findings suggest that primarily compulsive work yields associations with ill-being, since it may stem from a qualitatively inferior type of motivation. [ABSTRACT FROM AUTHOR]

While previous research has mainly emphasised the importance of leader-member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high-quality supervisor-employee relationships. A full cross-lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees ( N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory. [ABSTRACT FROM AUTHOR]

Sleep has been considered crucial for recovery, but little is known about the specific associations between the work-family interface and sleep quality. Based on COR theory, the goal of this study is to examine the moderating role of sleep quality on the relationship between work-home interaction (i.e. negative work-home interaction, negative home-work interaction, positive work-home interaction, and positive home-work interaction) and psychological strain. A total of 273 ambulance workers from Spain participated in the study. Multiple regression analyses revealed that sleep quality moderated the relationship between negative and positive home-work interaction and psychological strain. Findings are discussed in terms of their theoretical and practical implications. [ABSTRACT FROM AUTHOR]