Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Feedback-seeking behavior refers to individuals proactively seek feedbacks about their performance, role position or job targets from other individuals or their leaders. This study systematically summarizes the existing literatures in aspects of the concept, measurement, influencing factors and consequences of feedback-seeking behavior, at the same time highlights the effects of Chinese indigenous culture. We identify that future study should try to improve the concept of feedback-seeking behavior, develop new measurement which fits into new cultural and economic background, expand research level to organization and team level, and take Chinese special organizational situation into consideration to make further discussion toward feedback-seeking behavior.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： As a frontier topic in the field of career research, career success has garnered extensive attention from organizational scholars and practitioners. By systematically clarifying its concept, measurement, antecedents, consequences, and mechanisms, this study summarizes and evaluates relative research at home and abroad. Future research should focus on career success in the era of the boundaryless career, develop the concept and measurement of career success in the Chinese organizational context, examine the antecedents of career success from the trait activation theory, examine the consequences of career success based on its value, and explore the contingent role of Chinese indigenous culture.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
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 preferred reporting items for systematic reviews and meta-analyses statement, we used four steps including identification, screening, eligibility, and included, so as to search and filter the literature sample relevant to calling. First, using the keyword “calling”, we identified literature through Chinese databases of CNKI, VIP and Wanfang Database, and through English databases of Web of Science, ProQuest and EBSCO/host. Second, with respect to the literature identified from the initial search through database searching, we removed the duplicate literature between Chinese and English databases. Third, regarding the literature after duplicates removed, we assessed the obtained literature and excluded articles irrelevant to the fields of psychology and management for eligibility. Last, after reading the full text articles, we eliminated the literature unrelated to calling and deleted the literature irrelevant to its consequences, and fifty seven full text articles are included in quantitative synthesis as a sample of literature review on the theme of calling. We used VOSviewer to visual analyze the retained literature sample about the consequences of calling, and yielded two resultant views including network visualization and density visualization. Results of the network visualization reveal a four-cluster network. Cluster one is the “intra-occupational career processes and outcomes” and “career psychology and states” approach, and the crucial constructs are job performance, job satisfaction, and career commitment. Cluster two is the “career skills and capabilities” and “intra-occupational career processes and outcomes” approach, which contains the core constructs such as self-efficacy, outcome expectation, and career satisfaction. Cluster three is the “extra-occupational career processes and outcomes” approach, and the representative concepts are life meaning and life satisfaction. Cluster four is the “career psychology and states” and “intra-occupational career processes and outcomes” approach to calling, and the crucial constructs of this cluster are motivation and work engagement. In addition, the results of the density visualization demonstrate that the density of item "calling" is high compared with other items, indicating that it occupies a central position in the field of research related to its consequences. Integrating a calling model of career success and work as a calling model, with the results of literature visualization, we summarized three types of the calling consequences, including career psychology and states, career skills and capabilities, as well as career processes and outcomes. Our work also offers several limitations, which may help future researchers to extend this line of research. First, future research could concentrate on the potential negative impact of calling and focus on its double-edged sword effect, in order to provide a more comprehensive and dialectical explanation of the mechanism of calling, as well as reveal the potential costs of its negative effects. Second, it is interesting to analyze the cultural differences of calling and discuss its cross-cultural comparisons, so as to break the limitations of cultural backgrounds, and expand the study of calling in Chinese organizational contexts. Third, future studies should develop a team model of calling and extend the research level, and explore the team-level calling model according to the perspective of team pro-social motivation and social information processing theory. Fourth, the variations of calling and its dynamic model has not yet been sufficiently investigated, it is thus worth suggesting that future research should use the daily dairy study as an analytical tool to conduct in-depth analysis of perceived calling on a daily basis, in order to break the limitations of the static perspective of calling in previous studies and explore the daily changes brought about by daily perceived calling on its consequences.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： In recent years, as a novel perspective to explain employee voluntary turnover and retention, job embeddedness has provided insights into the forces of why people stay on the job and has received considerable attention from scholars and practitioners. According to the PRISMA statement and content analysis, 176 papers from databases of domestic and foreign were reviewed. The PRISMA statement consists of four steps, identification, screening, eligibility and Inclusion in turn. 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. Totally speaking, first, compared with other theoretical perspectives, the conservation of resources theory may clarify the mechanism of individual job embeddedness more comprehensively in that it not only explains individuals’ resources utilization and allocation in dealing with job demands, but also predicts their behaviors of resource investment. Second, contagion process focuses on the interaction process between individuals and social context. Based on the turnover contagion perspective, under low job embeddedness situation, like the contagion of illness, employees' willingness to leave may induce coworkers’ intention to quit. On the contrary, guided by social information processing theory, perceived supervisor job embeddedness as pivotal signals and contagion cues would promote subordinates’ job embeddedness and their devotion of working time and energy, which in turn could form the positive “contagion of embeddedness”. Third, according to planned behavior theory, individuals’ turnover behavior depends on their intention to leave. Individuals with higher levels of job embeddedness means an good alignment with the organization. Such an individual - oraganization fit along with high turnover costs would hinder their intention to leave. Fourth, future time perspective and work - role attachment theory highlight employees’ expectation or attachment to the organization, which would attract them to stay and engage in greater amounts of behaviors beneficial to organizations. Fifth, draw upon social capital perspective, once high job embeddedness employees are to start a new venture, the social capital accumulate from prior working experience would contribute to entrepreneurial performance. However, those social capital to some extent may delay their entrepreneurial decision and progress. Future research should first make further efforts to propose a theoretic model on team job embeddedness, identify the parallel transmission path of “member - member” and the vertical transmission path of “leader - subordinate” of job embeddedness, so as to investigate the effectiveness of team job embeddedness more comprehensively. Second, focus on the spillover effect under cross - culture comparison. Strengthen the research on the spillover effects of job embeddedness to the family domain, and further explore the similarities and differences of job embeddedness spillover effects in different cultural backgrounds under cross-culture comparison. Third, highlight the double - edged sword effect of job embeddedness. Focusing on the perspective of “too much of a good thing” effect can provide a more profound and dialectical understanding of the job embeddedness theory, and also reveal the potential cost of its negative effects. Finally, it is advisable to emphasize the differentiation effects of the sub - dimensions of job embeddedness. Distinguish the advantage of each sub - dimension and find out the strongest predicting effects corresponding to different sub-dimensions. At the same time, clarify the boundary conditions of the cross effects of sub-dimensions, and analyze the underlying mechanisms of the strengthening or weakening effects of different dimensions.
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 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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