Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.

Scholars have long upheld the notion that exposure to nature benefits individuals. Recently, organizational researchers have theorized that these benefits extend to the workplace, leading to calls for organizations to incorporate contact with nature into employees' jobs. However, it is unclear whether the effects of nature are strong enough to meaningfully impact employee performance, thereby justifying organizations' investments in them. In this research, we draw on self-determination theory to develop a theoretical model predicting that exposure to nature at work satisfies employees' psychological needs (i.e., needs for autonomy, relatedness, and competence) and positively affects their subsequent task performance and prosocial behavior. In addition, we theorize that the effects of nature on need satisfaction are weaker in employees higher on speciesism (i.e., the belief that humans are superior to other forms of life). We test these predictions with a mixed-method approach comprised of an online experiment in the United States (Study 1), a field experiment in Hong Kong (Study 2), a multiwave, multisource field study in Taiwan (Study 3), and a multiwave, multisource field study (with objective performance scores) in New Zealand (Study 4). Overall, our findings largely support our theoretical model. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Genetic basis of job attainment characteristics and the genetic sharing with other SES indices and well-being.

Job attainment is an important component of socioeconomic status (SES). There is currently a paucity of genomic research on an individual's job attainment, as well as how it is related to other SES variables and overall well-being at the whole genome level. By incorporating O*NET occupational information into the UK Biobank database, we performed GWAS analyses of six major job attainment characteristics-job complexity, autonomy, innovation, information demands, emotional demands, and physical demands-on 219,483 individuals of European ancestry. The job attainment characteristics had moderate to high pairwise genetic correlations, manifested by three latent factors: cognitive, emotional, and physical requirements. The latent factor of overall job requirement underlying the job attainment traits represented a critical genetic path from educational attainment to income (P < 0.001). Job attainment characteristics were genetically positively correlated with positive health and well-being outcomes (i.e., subject well-being, overall health rating, number of non-cancer illnesses etc. (|rg|: 0.14-0.51), similar to other SES indices; however, the genetic correlations exhibited opposite directions for physical demands (|rg|: 0.14-0.51) and were largely negligible for emotional demands. By adopting a finer-grained approach to capture specific job attainment phenotypes, our study represents an important step forward in understanding the shared genetic architecture among job attainment characteristics, other SES indices, and potential role in health and well-being outcomes.

Genetics, leadership position, and well-being: An investigation with a large-scale GWAS.

SignificanceOur study presents the largest whole-genome investigation of leadership phenotypes to date. We identified genome-wide significant loci for leadership phenotypes, which are overlapped with top hits for bipolar disorder, schizophrenia, and intelligence. Our study demonstrated the polygenetic nature of leadership, the positive genetic correlations between leadership traits and a broad range of well-being indicators, and the unique association of leadership with well-being after accounting for genetic influences related to other socioeconomic status measures. Our findings offer insights into the biological underpinnings of leadership.

Seeing from a short-term perspective: When and why daily abusive supervisor behavior yields functional and dysfunctional consequences.

Although destructive consequences for subordinates have featured prominently in the abusive supervision literature, scholars have insinuated that supervisory abuse may temporarily yield functional results. Drawing from research on motive attribution tendencies that underlie abusive supervision and the control perspective of repetitive thought, we develop and test a multilevel theory that delineates both functional and dysfunctional subordinate responses to daily abusive supervisor behavior. We posit that when subordinates generally attribute abusive supervision to performance promotion motives, abusive supervisor behavior during the day leads to task reflexivity that night, translating into within-subordinate increases in next-day task performance. In contrast, when subordinates generally attribute abusive supervision to injury initiation motives, abusive supervisor behavior during the day instead leads to rumination that night, resulting in within-subordinate increases in next-day leader-directed deviance. Results from 2 experience-sampling studies provide support for these predictions. By providing a more fine-grained understanding of both the adaptive and maladaptive consequences of daily abusive supervisor behavior, our research, together with prior studies, suggests that the short-lived instrumental outcomes of abusive supervisor behavior carry a substantial price, despite managers' illusion that acting in an abusive manner could be a feasible influence tactic. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The six scenario archetypes framework: A systematic investigation of science fiction films set in the future.

We propose a new scenario archetypes method generated by extracting a set of archetypal images of the future from a sample of 140 science fiction films set in the future using a grounded theory analytical procedure. Six archetypes emerged from the data, and were named Growth & Decay, Threats & New Hopes, Wasteworlds, The Powers that Be, Disarray, and Inversion. The archetypes in part overlap with and confirm previous research, and in part are novel. They all involve stress-point critical conditions in the external environment. We explain why the six archetypes, as a foresight framework, is more transformational and nuanced than previously developed scenario archetypes frameworks, making it particularly suited to the current necessity to think the unthinkable more systematically. We explain how the six archetypes framework can be used as predetermined images of the future to create domain specific scenarios, making organizations more resilient to critical, disruptive futures. We finally present and discuss a case study of the application of the method to create scenarios of post-Covid-19 futures of work. (https://www.youtube.com/watch?v=q82_X7fN_XA).

Give and take: An episodic perspective on leader-member exchange.

Research on leader-member exchange (LMX) has predominantly taken a dyadic relationship perspective to understand the differences in overall exchanges across leader-member dyads, while neglecting the within-dyad exchange dynamics across a series of episodic resource transactions. Drawing from the literature on equity and reciprocity principles of social exchange, we develop and test a model of leader-member episodic resource transactions that delineates the momentary psychological mechanism and the boundary condition under which episodic resource contribution surplus generates member subsequent reciprocations. Multilevel polynomial regression analyses of 600 episodic exchange responses from 73 employees show that resource contribution surplus in an exchange episode increased state work engagement immediately following the episode and member resource contribution in the next episode by evoking member momentary sense of obligation to reciprocate. Additionally, the between-dyad LMX relationship quality attenuated these effects by reducing the likelihood to feel obligated to reciprocate due to episodic resource contribution surplus. Our research highlights the microdynamic transaction nature of the exchanges between leaders and members and provides insight into how leader-member dyads exchange resources in episodic interactions. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Cleansing my abuse: A reparative response model of perpetrating abusive supervisor behavior.

Research on abusive supervision has predominantly focused on the consequences for victims while overlooking how leaders respond to their own abusive behavior. Drawing from the literature on moral cleansing, we posit that supervisors who engage in abusive behavior may paradoxically engage in more constructive leadership behaviors subsequently as a result of feeling guilty and perceiving loss of moral credits. Results from two experience sampling studies show that, within leaders on a daily basis, perpetrating abusive supervisor behavior led to an increase in experienced guilt and perceived loss of moral credits, which in turn motivated leaders to engage in more constructive person-oriented (consideration) and task-oriented (initiating structure) leadership behaviors. In addition, leader moral attentiveness and moral courage strengthen these indirect effects by amplifying leaders' awareness of their immoral behavior and their willingness and determination to make reparations for such behavior. Our research contributes to the theoretical understanding of leaders' responses toward their own abusive supervisor behavior and provides insights into how and when destructive leadership behaviors may, paradoxically, trigger more constructive behaviors. (PsycINFO Database Record

Can genes play a role in explaining frequent job changes? An examination of gene-environment interaction from human capital theory.

This study examined how a dopamine genetic marker, DRD4 7 Repeat allele, interacted with early life environmental factors (i.e., family socioeconomic status, and neighborhood poverty) to influence job change frequency in adulthood using a national representative sample from the United States. The dopamine gene played a moderating role in the relationship between early life environments and later job change behaviors, which was meditated through educational achievement. In particular, higher family socioeconomic status was associated with higher educational achievement, and thereafter higher frequency of voluntary job changes and lower frequency of involuntary job changes; such relationships were stronger (i.e., more positive or negative) for individuals with more DRD4 7R alleles. In contrast, higher neighborhood poverty was associated with lower educational achievement, and thereafter lower frequency of voluntary job change and higher frequency of involuntary job change; such relationships were again stronger (i.e., more positive or negative) for individuals with more DRD4 7R alleles. The results demonstrated that molecular genetics using DNA information, along with early life environmental factors, can bring new insights to enhance our understanding of job change frequency in individuals' early career development. (PsycINFO Database Record

Dynamics of the job search process: developing and testing a mediated moderation model.

Taking a self-regulatory perspective, we develop a mediated moderation model explaining how within-person changes in job search efficacy and chronic regulatory focus interactively affect the number of job interview offers and whether job search effort mediates the cross-level interactive effects. A sample of 184 graduating college students provided monthly reports of their job search activities over a period of 8 months. Findings supported the hypothesized relationships. Specifically, at the within-person level, job search efficacy was positively related with the number of interview offers for job seekers with strong prevention focus and negatively related with the number of interview offers for job seekers with strong promotion focus. Results show that job search effort mediated the moderated relationships. Findings enhance understandings of the complex self-regulatory processes underlying job search.

Associations between dopamine and serotonin genes and job satisfaction: preliminary evidence from the Add Health Study.

Previous behavioral genetic studies have found that job satisfaction is partially heritable. We went a step further to examine particular genetic markers that may be associated with job satisfaction. Using an oversample from the National Adolescent Longitudinal Study (Add Health Study), we found 2 genetic markers, dopamine receptor gene DRD4 VNTR and serotonin transporter gene 5-HTTLPR, to be weakly but significantly associated with job satisfaction. Furthermore, we found study participants' level of pay to mediate the DRD4 and job satisfaction relationship. However, we found no evidence that self-esteem mediated the relationships between these 2 genes and job satisfaction. The study represents an initial effort to introduce a molecular genetics approach to the fields of organizational psychology and organizational behavior.

Unraveling the daily stress crossover between unemployed individuals and their employed spouses.

This study examined the dynamic relationship of distress levels between spouses when one is unemployed (and looking for a job) while the other is engaged in full-time employment. Using the diary survey method, we sampled 100 couples in China for 10 days and tested a model comprising three stress crossover mechanisms: the direct crossover, the mediating crossover, and the common stressor mechanisms. Results supported the direct crossover and common stressor mechanisms. Other stressors (e.g., work­family conflict and negative job search experience) were also related to distress of the unemployed individuals and their employed spouses. Additionally, we found a three-way interaction involving gender, marital satisfaction, and distress levels of employed spouses. We discuss how the study contributes to the unemployment and stress crossover literatures.

Mood spillover and crossover among dual-earner couples: a cell phone event sampling study.

In this study, the authors examined affective experiences of dual-earner couples. More specifically, the authors explored how momentary moods can spill over between work and family and cross over from one spouse to another. Fifty couples used their cell phones to provide reports of their momentary moods over 8 consecutive days. Results show significant spillover and crossover effects for both positive and negative moods. Work orientation moderated negative mood spillover from work to home, and the presence of children in the family decreased negative mood crossover between spouses. Crossover was observed when spouses were physically together and when the time interval between the spouses' reports was short. With this study, the authors contribute to the work and family research by examining the nature of mood transfers among dual-earner couples, including the direction, valence, and moderators of these transfers across work and family domains. The authors also contribute to the event sampling methodology by introducing a new method of using cell phones to collect momentary data.

Job-search persistence during unemployment: a 10-wave longitudinal study.

Dynamic predictors of job-search intensity over time are examined in a large 10-wave longitudinal study of unemployed individuals. Two sets of variables relevant to the examination of job search from a dynamic, self-regulatory perspective--core self-evaluations (T. A. Judge, A. Erez, & J. E. Bono, 1998) and the theory of planned behavior (I. Ajzen, 1991)--were used to guide our examination. Results suggest core self-evaluation is related to average levels of job-search intensity over time. Job-search intentions mediated the relationship between subjective norms and job-search self-efficacy in the prediction of job-search intensity in the following 2 weeks. Both Time 1 and cumulative job-search intensity predict reemployment. This repeated-measures study contributes to research on job search that has been primarily cross-sectional or included few time waves.

Psychological and physical well-being during unemployment: a meta-analytic study.

The authors used theoretical models to organize the diverse unemployment literature, and meta-analytic techniques were used to examine the impact of unemployment on worker well-being across 104 empirical studies with 437 effect sizes. Unemployed individuals had lower psychological and physical well-being than did their employed counterparts. Unemployment duration and sample type (school leaver vs. mature unemployed) moderated the relationship between mental health and unemployment, but the current unemployment rate and the amount of unemployment benefits did not. Within unemployed samples, work-role centrality, coping resources (personal, social, financial, and time structure), cognitive appraisals, and coping strategies displayed stronger relationships with mental health than did human capital or demographic variables. The authors identify gaps in the literature and propose directions for future unemployment research.

Rationality of 17 cities' public perception of SARS and predictive model of psychological behavior.

This study investigated the feature of Chinese peoples' perception of SARS by surveying a stratified sample of 4231 people from 17 cities in China, and primarily proposed a risk perception centered predictive model of psychological behavior in crisis. The results indicated that, negative SARS-related information, especially information of personal interest, will arouse people's risk perception of high level, and lead to irrational nervousness or scare; but positive SARS-related information, including recovery information and that with measures taken by government, can decrease the level of risk perception. In the middle of May, people felt the highest level of risk on the SARS pathogens; the following are the physical health condition and infectivity after recovering from SARS; they are factors that need special attention. SEM result analyses supported our hypotheses in that SARS-related information affect people's coping behavior and mental health through their risk perception, the four indices of risk assessment, feeling of nervousness, coping behavior and mental health are effective presentimental indices for public psychological behavior in risky events.

Predictive validity of a multidisciplinary model of reemployment success.

The authors propose a multidisciplinary model of the predictors of reemployment and test its predictive validity for explaining reemployment success. Predictor variables from the fields of economics, sociology, and psychology are incorporated into the model. Reemployment success is conceptualized as a construct consisting of unemployment insurance exhaustion and reemployment speed, and for reemployed persons, job improvement, job-organization fit, and intention to leave the new job. Direct, mediated, and moderated relationships were hypothesized and tested, clarifying the role of the variables in the reemployment process and outcome. The authors' proposal and examination of a multidisciplinary model of reemployment success contributes to a literature that has not tended to adequately cross disciplinary boundaries.