Subjects: Psychology >> Management Psychology submitted time 2023-06-29
Abstract: This paper aims to examine the relationship between high-performance work systems and employee well-being and to test the moderating effect of cultural and industry differences on the relationship by conducting a meta-analysis based on data from 55 independent studies in 53 research papers with a total study sample size of 51,750. The results indicate that: (1). High performance work system has significant positive effect on all dimensions of employee well-being. i.e., a "consistent effect" rather than a "contradictory effect". (2). Cultural contexts moderated the relationship between high-performance work systems and employee well-being. The positive association between employees' perceived high-performing work systems and subjective well-being, psychological well-being, and health well-being in the high power distance and collectivist cultural context was significantly stronger than that of employees with low power distance and individualistic tendencies. (3). The industry in which the employees serve has a significant moderating effect on the relationship between perceived high-performing work systems and employee well-being. The positive association between high-performing work systems and subjective well-being was stronger for employees in the health care service industry than in the production service industry; however, the positive association between perceived high-performing work systems and health well-being was lower for employees in the health care service industry than in the production service industry. The findings suggest that the academic community should re-understand and examine the value of high-performance work systems.
Subjects: Psychology >> Management Psychology submitted time 2022-02-24
Abstract:
The eye-tracking technique has been widely used in behavioural decision-making research owing to its advantages: 1) does not interfere with the decision-making process, 2) collects information objectively and 3) provides accurate and rich process data. To reveal the causality between eye movement and decision-making, gaze manipulation could be utilized to examine whether shifting visual attention can alter choice behaviour. Gaze manipulation is classified into two types: exogenous manipulation and gaze-contingent manipulation. This paper reviews studies on gaze manipulation in decision-making, introduces the basic methods and principles of gaze manipulation, and discusses the common manipulation indexes. Additionally, this paper compares the advantages and disadvantages of the two basic methods. Future research from different fields should benefit from fully considering individual preference and choice strategy differences in decision-making, and integrating gaze manipulation with computational modelling or other methods to enrich the manipulation indexes.
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2021-11-26
Abstract: "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2021-08-13
Abstract: "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2019-03-29
Abstract: The study reported here is based on our thorough review on 97 articles published in English before May, 2018 as a result of our extensive literature searches. Based on the core hypotheses of the self-determination theory and applying the theoretical framework of “environment - basic psychological needs - work motivation - outcome,” we systematically analyzed and summarized the current streams and future directions of research on the causes and outcomes of work motivation. Our research reveals that employees’ basic psychological need satisfaction and autonomous motivation as intermediary variables can explain the positive impact of autonomy-supportive working environment, and employees’ individual characteristics on their work behavior, attitude, and mental health. Future research focuses that we are proposing include: (1) specific factors of controlled working environment and their impact on employees’ basic psychological need satisfaction and thwarting, controlled motivation, amotivation, work behavior, attitude, and mental health, (2) mediators and moderators of different motivation types and their effect on employee performance, behavior and attitude, and (3) impacts of external rewards, including pay and performance-based bonuses, on employees’ work motivation, basic psychological need satisfaction, performance, and mental health as well as the boundary conditions of these effects. "