Subjects: Psychology >> Developmental Psychology submitted time 2024-04-09
Abstract： Anxiety disorders reach their peak prevalence during adolescence, significantly impacting young individuals’ physical and mental health. Current insights into the pathogenesis, evolution, and treatment of adolescent anxiety predominantly focus on fear processing at a conscious level, overlooking a crucial aspect: the prefrontal cortex and its top-down control functions are not yet fully developed in adolescents. Therefore, applying a top-down mechanism to clinical treatment for adolescents may have limitations. Moreover, exploring automatic fear processing may help to extend the knowledge about the pathogenesis of anxiety in adolescents. This is the first research combined with unconscious perception to explore the occurrence, development, and mechanism of anxiety in adolescents. Recruiting adolescents who are in anxiety or vulnerable to anxiety as subjects and integrating paradigms used for examining unconsciousness, we aim to explore: 1) the occurrence and development of unconscious fear processing, along with its underlying neural mechanisms in adolescents, and the impact of chronic stress hormones; 2) the role of unconscious fear processing in the development of anxiety in adolescents; 3) the noninvasive intervention for unconscious fear in adolescents.This project will provide scientific support for the prevention, recognition, and intervention of anxiety in adolescents and to promote all-round development of adolescents in physical and mental.
Subjects: Psychology >> Management Psychology submitted time 2022-04-17
Abstract：
The balance of work and family has received widespread attention from managers and researchers in recent years. Previous research claims that job demand, as a kind of pressure felt by employees, reduces employees’ work motivation, increases employee fatigue and anxiety, and hinders work-family enrichment. However, different job demands (e.g., challenge demand and hindrance demand) have different effects on employees. Challenge demand, which gives individuals the opportunity to acquire new knowledge and promote personal growth, influences work-family enrichment in a complex way. However, few researches pay sufficient attention to the mechanism of the double-edged effect in the relationship between challenge demand and work-family enrichment. In addition, although scholarly research on job demand and work-family enrichment has increasingly focused on within-person fluctuations in recent years, how to examine the “dynamic” effects of challenge demand on work-family enrichment has received little attention. Therefore, based on conservation of resource theory and uncertainty management theory and from static and dynamic perspectives, we comprehensively examined the effects of challenge demand on work-family enrichment by clarifying the different attributes of challenge demand (daily level model, average level model, daily shift model, and variability model).
We tested our hypothesis by conducting a diary study of 105 participations over 10 working days. Data were collected via a job demand scale, work absorption scale, relaxation scale, and work-family enrichment scale. First, we recorded control variables (gender, marital status, and spouse’s work status) during the weekends. Second, researchers collected daily data (challenge demand, hindrance demand, work absorption, relaxation, and work-family enrichment) from 4:00 p.m. to 10:00 p.m. each workday. Ultimately, 645 valid data points at the within-person level were available for 81 participants. Using SPSS 24.0, Mplus 7.0, and R software, we conducted a multilevel path analysis to examine the theoretical model.
Confirmatory factor analysis was conducted to examine the validity of the key variables (challenge demand, work absorption, relaxation, and work-family enrichment), and the results confirmed that the present study had good discriminant validity. The results of multilevel path analysis showed that the following. (1) In the static model, challenge demand had double-edged sword effects on work-family enrichment at the within-person level (daily level model); in the average level model (between-person level), the average level of challenge demand positively predicted chronic work absorption and negatively predicted chronic relaxation, and the mediating effect of chronic relaxation was stronger than that of chronic work absorption. (2) In the dynamic model, directionality of daily shifts in challenge demand negatively affected daily work absorption and daily relaxation in the daily shift model (within-person level). Only the mediating role of daily relaxation was significant; in the variability model (between-person level), the variability level of challenge demand had a negative impact on chronic work absorption and chronic relaxation, and only the mediating role of chronic relaxation was significant.
The study makes critical contributions both theoretically and practically. (1) The static model indicated that, through the gained and deleted paths, the double-edged sword effect of the relationship between daily challenge demand, average level of change demand, and work-family enrichment was significant. (2) Through the dynamic model, this study explored the negative effect of challenge demand fluctuations on work-family enrichment in two forms, namely, daily shift directionality and the variability of challenge demand. Practically, this study suggests that managers should fully recognize the double-edged sword effect of challenge demand.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2021-02-01
Abstract： As a frontier topic, calling has received extensive attention from scholars and practitioners in recent years. According to the flow of information through the different phases of a systematic review recommended by PRISMA statement, full text articles related to the consequences of calling are included in quantitative synthesis. We summarized three types of variables about the consequences of calling, including career psychology and states, career skills and capabilities, as well as career processes and outcomes. Future research should explore the potential negative impact of calling and focus on its double-edged sword effect, analyze the cultural differences of calling and discuss its cross-cultural comparisons, develop a team model of calling and extend the research level, as well as track the variations of calling and build a dynamic model. " " "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2020-11-16
Abstract： In recent years, as a novel perspective to explain employee voluntary turnover and retention, job embeddedness has received largely considerable attention from scholars and practitioners. According to content analysis, 176 papers from databases of domestic and foreign were reviewed, and then a comprehensive review about the consequences of job embeddedness was conducted based on theoretical perspectives, content analysis, and future directions. Accordingly, six theoretical explanations were summarized, including conservation of resources theory, social capital theory, planned behavior theory, work-role attachment theory, future time perspective, and contagion process model. Using content analysis, the research tendency of job embeddedness and its consequences with multi-perspective were displayed. Future research should make further efforts to propose a theoretic model on team job embeddedness, focus on the spillover effect under cross-culture comparison, highlight the double-edged sword effect, and emphasize the differentiation effects of its sub-dimensions.
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2020-11-09
Abstract： Customer empowering behaviors, an emerging research topic in the fields of service management and organizational behavior, refer to employees’ perceptions of certain behaviors of customers or certain conditions created by customers in the service encounter contexts that make them feel motivated and competent to make independent decisions for achieving the desired service objects in the process of providing services (Dong et al., 2015; Tuan et al., 2019). Although this concept originally comes from “empowerment,” prior research on empowerment mainly focused on organizations (or leaders) empowering employees (e.g., empowering supervision, leadership empowerment behavior, employee empowerment, or employee psychological empowerment) and organizations empowering customers (e.g., customer empowerment or customer psychological empowerment), customers empowerment of employees (i.e., customer empowering behaviors) was given little attention. Therefore, this study focuses on the relatively new concept of customer empowering behaviors and aims to investigate their effects on the career growth of frontline service employees. To unravel the linking mechanisms and boundary conditions of the relationship between customer empowering behaviors and employees’ career growth, we introduce organization-based self-esteem as a mediator and career centrality as a moderator, respectively, from the perspective of self-determination theory. We conducted a three-wave research design and achieved 245 valid samples from the frontline service employees of six garment sales enterprises in Guangzhou and Shantou cities of Guangdong Province. Confirmatory factor analysis was performed to examine the discriminant validity of key variables (i.e., customer empowering behaviors, organization-based self-esteem, career centrality, and career growth); the results yielded good distinctiveness. Then, we employed hierarchical multiple regression analyses and bootstrapping analyses to test the hypotheses. The results indicated the following: (1) customer empowering behaviors have a significant positive impact on employees’ career growth; (2) organization-based self-esteem plays a mediating role in the relationship between customer empowering behaviors and employees’ career growth; (3) career centrality plays a moderating role in the relationship between customer empowering behaviors and organization-based self-esteem; (5) career centrality further moderates the indirect effect of customer empowering behaviors on employees’ career growth via organization-based self-esteem. This study offers several theoretical and practical implications. First, it explores the impact of customer empowering behaviors on employees’ career outcomes (i.e., career growth) of frontline service employees. This is conducive to a comprehensive and in-depth understanding of the consequences of customer empowering behaviors and provides new empirical evidence for expanding and enriching the research on customer empowering behaviors. Second, from the perspective of self-determination theory, this study confirms the mediating role of organization-based self-esteem and the moderating role of career centrality on the “customer empowering behaviors–career growth” connection, which reveals the “black box” and the boundary condition of the effects of customer empowering behaviors on employees. In practice, this study can help service enterprises and their managers understand the connotation and the effects of customer empowering behaviors more accurately, to improve their insight into the possible positive effects of these actions, and to strengthen their positive effects, such as promoting organization-based self-esteem and the career growth of their employees.
Subjects: Psychology >> Management Psychology submitted time 2019-08-27
Abstract： As a significant social ability, political skill is important for organizational core competitiveness. In recent years, political skill has received extensive attention from researchers. By using content analysis, we summarize the consequences and theoretical explanation of political skill, including social exchange theory, social influence theory, conservation of resources theory, social cognitive theory, and social capital theory. Future research should develop the concept and measurement of political skill in the Chinese organizational context, explorethe antecedents of political skill , examine the consequences of political skill from the team level, and focus on the effects of political skill based on conservation of resources theory.
Subjects: Psychology >> Management Psychology submitted time 2019-06-07
Abstract： As an effective management tool, in recent years, leader humor has received extensive attention from organizational scholars and practitioners. After reviewing leader humor’s conception, consequences, and mechanisms, we summarize several theoretical mechanisms: the relational process, social exchange theory, social information processing theory, relational identification, positive emotion, stress relief, and leadership styles. Future research should explore the consequences of leader humor from the perspective of interaction and structure, and focus on the mechanism of leader humor based on social information processing theory. " "
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