Losing sleep over speaking up at work: A daily study of voice and insomnia.

Organizational scholars have examined a number of antecedents of insomnia in a search for ways to prevent insomnia and its negative implications for the workplace. However, most studies have focused on the antecedents that are beyond employee control. Therefore, our collective understanding of how employees can modify their workplace behaviors to reduce the symptoms of insomnia and prevent its adverse consequences has remained limited. In this study, we examined whether the expression of voice, as a prosocial yet psychologically costly behavior that is under employee control, affects employee sleep quality, and whether sleep quality affects the expression of voice on the next workday. Having surveyed 113 full-time employees twice a day for 10 workdays, we found that employees who express promotive voice at work experience higher positive affect at the end of the workday, more effectively detach from work in the evening, and are less likely to suffer from insomnia at night. We also found that employees who express prohibitive voice at work experience higher negative affect at the end of the workday, less effectively detach from work in the evening, and are more likely to experience insomnia at night. Our study further demonstrates that, while insomnia is not related to the expression of prohibitive voice on the next day, sleep-deprived employees are less likely to engage in promotive voice because of being psychologically depleted. The results of our study suggest that sleep problems might be mitigated if employees regulate their engagement in costly workplace behaviors, such as voice. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Not Me, But Reflects Me: Validating a Simple Implicit Measure of Psychological Capital.

We propose the recently introduced implicit measure of psychological capital (PsyCap), the Implicit Psychological Capital Questionnaire (I-PCQ; Harms & Luthans, 2012), can provide a needed valid alternative to the self-report Psychological Capital Questionnaire (PCQ). We explain the development of the I-PCQ items, assess the structural validity of the instrument, test its vulnerability to response distortion, and assess its capacity to predicting work attitudes and behaviors vis-à-vis the PCQ and Big Five personality facets. We found that the I-PCQ demonstrated acceptable structural validity that was consistent with and added to prior theorizing, was resistant to response distortion, and predicted work outcomes above and beyond the widely used self-report PCQ and Big Five personality traits. We conclude that the I-PCQ represents a valid, easily administered measure of psychological capital that minimizes problems associated with self-reports and is appropriate for use in work settings.

Toward customer-centric organizational science: A common language effect size indicator for multiple linear regressions and regressions with higher-order terms.

To address a long-standing concern regarding a gap between organizational science and practice, scholars called for more intuitive and meaningful ways of communicating research results to users of academic research. In this article, we develop a common language effect size index (CLß) that can help translate research results to practice. We demonstrate how CLß can be computed and used to interpret the effects of continuous and categorical predictors in multiple linear regression models. We also elaborate on how the proposed CLß index is computed and used to interpret interactions and nonlinear effects in regression models. In addition, we test the robustness of the proposed index to violations of normality and provide means for computing standard errors and constructing confidence intervals around its estimates. (PsycINFO Database Record

Just the two of us: misalignment of theory and methods in examining dyadic phenomena.

Many organizational phenomena such as leader-member exchange, mentoring, coaching, interpersonal conflict and cooperation, negotiation, performance appraisal, and the employment interview involve inherently dyadic relationships and interactions. Even when theories explicitly acknowledge the dyadic nature of such phenomena, it is not uncommon to observe a disconnection or misalignment between the level of theory and method. Our purpose in the current paper is to discuss how organizational scholars might better align these components of their research endeavors. We discuss how recent developments involving the actor-partner interdependence model (APIM) and reciprocal one-with-many (OWM) models are applicable to studying dyadic phenomena in organizations. The emphasis is on preanalytic considerations associated with collecting and organizing reciprocal dyadic data, types of research questions that APIM and reciprocal OWM models can help answer, and specific analytic techniques involved in testing dyadic hypotheses.