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Industrial and Organizational Psychology Commons™
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- Keyword
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- Abusive supervision; Economic conditions; Meta-analysis; Employee perception; Organizational behavior (1)
- Abusive supervision; Supervisor support; Ambivalent identification; Dialectical thinking; Employee wellbeing (1)
- Big Five personality traits; Job satisfaction; Work characteristics; Job crafting; ASTMA model (1)
- Coping strategies; Workload; Sleep quality; Emotion-focused coping; Problem-focused coping (1)
- Counterproductive work behavior; Situational judgment test; Natural language processing; Machine learning; Workplace deviance (1)
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- Counterproductive work behavior; Trait empathy; Work stressors; Negative affect; Organizational justice (1)
- Creativity; Work stress; Job satisfaction; Burnout; Coping mechanisms (1)
- Employee engagement; Burnout prevention; Team dynamics; Coping strategies; Occupational health (1)
- Employee performance; Data mining; Predictive analytics; Decision trees; Artificial neural networks (1)
- Employee volunteering; Corporate social responsibility; Organizational citizenship behavior; Motivational theories; Latent profile analysis (1)
- Employee well-being; Job attitudes; Stress appraisal theory; Communication quality; Organizational behavior (1)
- Gender stereotypes; Supervisor support; Emotional support; Vignette research; Role congruity theory (1)
- Implementation citizenship behavior; Supervisor-subordinate agreement; Organizational citizenship behavior; Demographic predictors; Employee ratings (1)
- Imposter phenomenon; Cognitive appraisal; Personal growth; Professional development; Self-improvement (1)
- Incivility; Affective mechanisms; Resource-based mechanisms; Hostile attribution bias; Organizational mistreatment (1)
- Interpersonal helping; Organizational citizenship behaviors; Hindrance stress appraisals; Event sampling method; Workplace stress (1)
- Job boredom; Workplace creativity; Counterproductive work behavior; Boredom proneness; Openness to experience (1)
- Job crafting; Workplace boredom; Personality traits; Employee motivation; Psychological aspects (1)
- Knowledge sharing; Coworker nosiness; Interpersonal trust; Information-seeking behavior; Organizational communication (1)
- Leader-member exchange; Information sharing; Leader personality; Employee behavior; Organizational performance (1)
- Leadership claiming behavior; Follower granting; Mutual influence; Business simulation; Individual differences (1)
- Mobile assessment; Cognitive ability; Measurement equivalence; Item scrolling; Differential item functioning (1)
- Morning exercise; Positive emotions; Psychological resources; Workplace coping; Broaden-and-build theory (1)
- Nursing workload; Creativity; Innovation; Trait mindfulness; Occupational health psychology (1)
- Observer intervention; Social identity; Workplace training; Sexual harassment framework; Intersectionality (1)
- Online citizenship behavior; Digital workplace; Employee engagement; Mixed methods research; Organizational commitment (1)
- Precarious work; Job insecurity; Older workers; Presenteeism; Work-related outcomes (1)
- Psychological safety; Virtual teams; Peer support; Media richness; Team performance (1)
- Rumination measurement; Psychological assessment; Validity and reliability; Cognitive processes; Affective outcomes (1)
- Self-image; Goal orientation; Autonomy; Competency; Unsolicited help (1)
Articles 31 - 33 of 33
Full-Text Articles in Industrial and Organizational Psychology
What Do You Do When You Are Bored? Outcomes And Moderators Of Job Boredom, Mitchell Eid
What Do You Do When You Are Bored? Outcomes And Moderators Of Job Boredom, Mitchell Eid
Electronic Theses and Dissertations, 2020-2023
While little research on job boredom currently exists, most has focused on its connection to outcomes which are harmful to organizations. However, there is research that suggests boredom may have a positive relationship to creativity. The current study hypothesized that job boredom would be positively related to workplace creativity and that this relationship would be moderated by openness to experience. The current study also attempted to replicate previous research linking job boredom to counterproductive work behavior with boredom proneness as a moderator. Data were collected from 219 participants through a self-report survey on MTURK and analyzed with moderated regression analyses. …
Move Your Body, Change Your Mind: Physical Activity In The Morning And Its Implications For Work, Charlotte Holden
Move Your Body, Change Your Mind: Physical Activity In The Morning And Its Implications For Work, Charlotte Holden
Electronic Theses and Dissertations, 2020-2023
Drawing upon the broaden-and-build theory of positive emotions (Fredrickson, 2001), this study examines the links between morning physical activity, subsequent positive emotions, broadened thinking, and psychological resource accumulation at work. Fifty-two participants who worked full-time completed a daily diary for 10 workdays that included measures of their emotions and physical activity each morning and measures of broadened thinking each afternoon. Psychological resources were assessed at the beginning and end of the 10-day period. Data were analyzed using multilevel structural equation modeling (MSEM) with Mplus. Results did not support the mediating role of positive emotions and broadened thinking between morning physical …
Why Experienced Incivility Triggers Instigated Incivility: Combining The Affect-Based And Resource-Based Pathways, Xin Peng
Electronic Theses and Dissertations, 2020-2023
Ever since Andersson and Pearson's seminal work (1999), incivility has become one of the most commonly studied forms of mistreatment in the organizational sciences (Hershcovis, 2011). While research to date has yielded significant findings about the effects of experienced incivility, far less is known about the underlying mechanisms that linked experienced incivility and instigated incivility. Among the limited studies investigating the positively relationship between experienced incivility and instigated incivility, two distinct theoretical frameworks, affective-based perspective and resource-based, were drew upon. And these two perspectives have never been examined in the same model. To this end, I investigated negative affect (affect-based …