Three-wave Study Research Articles

Linking organizational cronyism, time theft and nurse's proactive behavior: an evidence from public sector hospitals of Pakistan.

The main objective of this study was to understand why employees engage in time theft behavior and what is the behavioral consequence of this deviant behavior. To do this, the conservation of resources theory helps to examine the role of organizational cronyism behind employee time theft behavior and decreased proactive behavior. A three-wave self-administered employee survey was used for data collection. The data were collected through an adopted questionnaire from nurses working in the public sector hospitals of Pakistan. Structural equation modeling (SEM) was used to analyze data collected from 256 respondents. The results of this three-wave study supported the hypotheses which are: (1) Organizational cronyism positively predicts employee involvement in time theft behavior. (2) Employee time theft behavior negatively impacts their proactive behavior. (3) Organizational cronyism is detrimental to employee proactive behavior. (4) The relationship between organizational cronyism and proactive behavior is mediated by time theft. In the presence of organizational cronyism, employees use time theft as a dysfunctional coping strategy to conserve their valued resources rather than allowing the organization to consume them. Organizational leaders of public sector hospitals must promote merit-based HRM practices to discourage time theft behavior as well as to improve the proactive performances of the nurses. This study is one of the initial attempts to extend the scant literature on the antecedents and consequences of time theft behavior and its dimensions in the South Asian context.

Longitudinal correlates of learning burnout among Chinese adolescents during the COVID-19 pandemic: A cross-lagged panel network analysis

BackgroundLearning burnout as a serious psychological distress problem among adolescents during the COVID-19 pandemic was investigated using the cross-lagged panel network models. MethodsA three-wave study using a sample of 11 to 18-year-olds in China was conducted, with baseline data collected in June 2020 (n = 4156) and follow-ups in December 2020 (n = 3209) and August 2021 (n = 2324). Two temporal cross-lagged panel network models were computed to analyze adolescent learning burnout over time. ResultsThe predictive pathway of adolescent learning burnout demonstrates significant temporal specificity. In the early outbreak period, Positive thinking, Appreciation of life and Depression are the most influential predictive symptoms. In the normalized epidemic prevention period, Goal planning, Affect control and Positive thinking are the most influential predictive symptoms. However, during this period, the extent to which adolescent learning burnout is predicted by other symptoms in the networks is significantly reduced. LimitationsThe samples used in this study are not expected to be nationally representative, and therefore the generalizability of the results may be limited. ConclusionsThese findings highlight the predictive roles of Positive thinking, Appreciation of life, and Depression in adolescent learning burnout and the importance of timely intervention on these symptoms in the early outbreak period of public health emergency similar to the COVID-19 pandemic. Findings also illustrate the essentiality of eliminate unstable factors in the school environment during the normalized epidemic prevention period.

Developmental Trajectory of Depressive Symptoms among Left-behind Children in Rural China: The Roles of Family Adversity and Personal Growth Initiative.

The adversity faced by left-behind children due to parental migration affects their depressive symptoms, but little is known about the mechanism underlying this association and protective factors from a dynamic perspective. The present study examined the association between family adversity and the developmental trajectory of depressive symptoms, and the potential mediating and moderating role of personal growth initiative in this association among left-behind children. A total of 363 left-behind children (48.8% female; Mage = 12.97 at T1, SDage = 0.55) from five rural middle schools in the Hunan Province of China participated in this three-wave study, employing one-year intervals between assessments. The results indicated the initial level of personal growth initiative mediated the association between family adversity at T1 and the development of depressive symptoms, while the growth rate of personal growth initiative both mediated and moderated this association, with consistent effects across sexes. These findings underscore the critical role of personal growth initiative in the association between family adversity and depressive symptoms among left-behind children.

Self-Leadership, Performance, and Life-Satisfaction: The Mediation Role of Flow at Work in a Three-Wave Study

Based on the self-determination model of flow and the Job Demands-Resources theory, the present study aims to analyze whether flow at work mediates the relation between self-leadership and job performance, and the relation between self-leadership and life satisfaction over time. The design of the study is longitudinal and is conducted in three waves. Data were analyzed using structural equation models on an initial sample of 316 employees. The results supported the proposed model. We identified an association between self-leadership at T1 and flow at T2 and between flow at T2 and performance and life satisfaction at T3. The results also indicated that flow at work fully mediates the relationships between self-leadership, job performance, and life satisfaction over time (T1 to T2 to T3). Overall, the present research emphasizes the importance of promoting general well-being in the workplace and guides how organizations can effectively implement interventions to support employees in achieving optimal performance and life satisfaction.

Does promotion foster career sustainability? A comparative three-wave study on the role of promotion in work stress, job satisfaction, and career-related performance

AbstractThe present study investigates the role of promotion in employees’ happiness (job satisfaction), health (work stress), and career-related performance (perceived employability and career prospects). Positive and negative changes in the above-mentioned career sustainability indicators were investigated over a 2-year period. The promotion subsample (n = 128) was compared with a matched sample of non-promoted employees (n = 150). We also tested the role of gender in responding to a promotion. The findings suggest that the promotion may have equivocal effects on employees’ happiness, health, and career-related performance over time, and therefore does not foster their career sustainability.

Unrevealing the interplay between internal and external factors leading to career decidedness: A three-wave study

Unrevealing the interplay between internal and external factors leading to career decidedness: A three-wave study

The Changing Moral Environment—A Three-Wave Study Testing Four Moral Theories and the Fear of COVID-19 in Predicting Compliance with Behavioral Guidelines on COVID-19, Moralization Toward Non-Compliance, and Vaccination

Governments across the globe imposed behavioral restrictions to halt the spread of the COVID-19. These preventive behaviors became a moralized issue and engagement in those behaviors varied. In moral psychology, there are various theoretical frameworks with measures of individual differences that concern the way we form moral judgments. In a pre-registered longitudinal three-wave project started before the pandemic, we examined the predictive power of several moral measures on compliance with behavioral guidelines, moralization toward noncompliance, and intention to vaccinate and actual vaccine uptake. Mature integrative and deliberative moral thinking predicted moralization and compliance better than several measures of utilitarianism. These results hold when controlling for Fear of Covid-19 and sociodemographic factors.

Everything is in hand: when and why electronic performance monitoring leads to supervisor undermining

PurposeThis research aims to address the knowledge gap regarding the influence of electronic performance monitoring (EPM) on supervisors' behavior. Building upon the sociomaterial perspective and the general model of disinhibition, the study explores the internal mechanisms and boundary conditions between supervisor EPM use and supervisor undermining.Design/methodology/approachAn online survey was administered via the Sojump platform, inviting supervisors from diverse industries in China to participate in a three-wave study, each wave being approximately two weeks apart. The study gathered multi-wave data from 225 supervisors to assess the conceptual model.FindingsThe results showed that supervisor EPM use was positively related to sense of power, which in turn positively related to supervisor undermining. Furthermore, supervisors' individual identity orientation moderates the relationship between supervisor EPM use and sense of power, as well as the indirect relationship between supervisor EPM use and supervisor undermining through sense of power.Practical implicationsThis study advocates for responsible EPM use to mitigate supervisor undermining (e.g. making subordinates feel incompetent) and minimize negative leadership behaviors.Originality/valueThe presented results signify a substantial progression in comprehending the interplay between supervisor EPM use and individual identity orientation, and their combined impact on the sense of power and subsequent supervisor undermining.

Adaptation of Ukrainian Higher Education Students to the Wartime Stress Factor

The wartime stress factor is a significant challenge for mental health. Ukrainian higher education students have been studying under martial law for over two years. Therefore, investigating their adaptation to these conditions is crucial. Aim: To examine how Ukrainian higher education students adapt to the wartime stressor. Methods: Analysis of scientific literature, surveys, and statistical analysis. The three-wave study spanned from April 20, 2022, to December 19, 2023. It involved 1901 students from various regions of Ukraine. Results: No significant changes were found in students' experiences of psychological problems or harmful habits like smoking and alcohol consumption (p>0.05) during the wartime stressor period. This may suggest that students are struggling to adapt to the war. However, the use of calming medications increased by 0.4% compared to the first stage of the study and by 6.3% compared to the second (p<0.05). Gender and the number of stressful experiences emerged as factors influencing students' use of calming medications. Female students showed greater difficulty adapting to the wartime stressor compared to male students. Additionally, the more stressful experiences students reported, the more likely they were to use calming medications. While being in the center of hostilities can be highly traumatic, it did not significantly affect the use of calming medications. Similarly, the field of study did not show a significant influence (p>0.05). Conclusions: The findings suggest that students have not yet adapted to the war. Developing and implementing psychological and pedagogical support measures for this youth group through physical activity interventions is a relevant area for further research.

Daily stress reactivity and risk appraisal mediates childhood parental abuse predicting adulthood psychopathology severity: An 18-year longitudinal mediation analysis

Identifying mechanisms of childhood abuse-adulthood psychopathology relations could facilitate preventive efforts, but most prior studies used cross-sectional or two-wave designs and did not test the effects of childhood maternal and paternal abuse separately. Our 18-year three-wave study thus determined if Wave 2 daily stress reactivity and risk appraisal severity mediated Wave 1 retrospectively-reported childhood maternal and paternal abuse on Wave 3 generalized anxiety disorder (GAD), major depressive disorder (MDD), panic disorder (PD), alcohol (AUD), and substance use disorder (SUD) self-rated symptom severity. Longitudinal structural equation modeling was employed, adjusting for Wave 1 psychopathology severity. Higher childhood maternal and paternal abuse consistently predicted greater future daily stress reactivity and risk appraisal, and these mediators subsequently predicted increased GAD, MDD, and PD, but not AUD and SUD severity. Daily stress reactivity and risk appraisal consistently mediated the pathways between childhood maternal and paternal abuse predicting heightened adulthood GAD, MDD, and PD (Cohen's d = 0.333–0.888) but not AUD and SUD severity. Mediation effect sizes were stronger for childhood maternal (24.5–83.0%) than paternal (19.5–56.0%) abuse as the predictor. The latent interaction between Wave 1 childhood maternal and paternal abuse did not moderate the effect of Wave 1 maternal or paternal abuse on any Wave 3 adulthood psychopathology severity through Wave 2 daily stress reactivity and risk appraisal. Our research emphasizes the urgent requirement for continuous evaluation and intervention initiatives in trauma-informed care, both in inpatient and outpatient treatment settings.

A new perspective on balancing life domains: work–nonwork balance crafting

BackgroundSelf-initiated and proactive changes in working conditions through crafting are essential for shaping work and improving work-related well-being. Recently, the research stream of job crafting has been extended to other life domains. The present paper aims to study a novel crafting concept—work–nonwork balance crafting—investigating the role of its antecedents and identifying relevant outcomes. Work–nonwork balance crafting is defined as individuals’ unofficial techniques and activities to shape their work–nonwork balance, here considering their life domain boundary preferences.MethodsIn the study, 1,060 employees in three European countries (Austria, Germany and Switzerland) were surveyed in a longitudinal three-wave study with three-month intervals. We explored the influences of job/home demands and resources as antecedents of work–nonwork balance crafting. Important constructs for employee health and well-being (i.e., work engagement, work-related burnout, mental well-being and detachment from work) were investigated as outcomes.ResultsThe findings suggest that resources and demands in the context of work or home are key antecedents of work–nonwork balance crafting. Work–nonwork balance crafting was also predictive for important employee health and well-being outcomes over three months, mainly in a positive and health-promoting way.ConclusionThis study provides insights into the antecedents of proactive efforts to balance the complex interplay of life domains. By studying work–nonwork balance crafting, we provide a new perspective on crafting beyond job crafting, which may help maintain or improve employees’ mental health and well-being.

Leading in times of crisis and remote work: perceived consideration leadership behavior and its effect on follower work engagement

Based on the job-demands resources theory, we examine whether leadership behavior affects followers' work engagement in the context of remote work during times of crisis, and how this effect can be explained. We focus on consideration leadership and its impact on followers' engagement under conditions of enforced remote work during the COVID-19 pandemic. Therein, we examine the role of optimism as a potential mediator. To better understand how the impact of consideration leadership behavior unfolds during crises, we examine whether being new to remote work and feeling personally impacted by COVID-19 amplified the proposed relationship between consideration leadership and followers' engagement. A sample of 729 German employees participated in a three-wave study across 6 weeks in May and June 2020. Longitudinal structural equation modeling uncovered direct positive effects of consideration leadership on changes in followers' work engagement in the second time lag (T2 to T3), while optimism did not mediate this effect. Multigroup comparisons revealed that employees who worked from home were particularly responsive to consideration leadership. No moderating effects were found for whether the COVID-19 pandemic personally impacted employees. The discussion highlights the critical role of leadership in followers' motivation and wellbeing in times of crisis and remote work.

Working with a chronic health condition: The implications of proactive vitality management for occupational health and performance

Employees with a chronic disease are confronted with health problems, pain, and a limited energy reserve, which may hinder their day-to-day functioning at work. In the current study, we use proactive motivation and job demands-resources (JD-R) theories to hypothesize that chronically ill individuals may optimize their own well-being and work performance by using proactive vitality management (PVM). In Study 1, we tested our hypotheses through multigroup comparative analyses among a mixed sample of both healthy and chronically ill employees who participated in a weekly, three-wave study (T1 N = 399, M age = 45.18 (SD = 13.13), 48 % female). In Study 2, employees with a chronic liver disease were followed over the course of 2,5 years and filled out surveys at three points in time (T1 N = 192, M age = 48.73 (SD = 10.75), 72 % female). Findings from both studies were in line with our hypotheses. More specifically, consistent with JD-R theory's health impairment hypothesis, results showed that exhaustion mediated the relation between PVM and (a) functional limitations and (b) absenteeism. Consistent with JD-R's motivational hypothesis, work engagement mediated the relation between PVM and (a) creative work performance and (b) absenteeism. In addition, results of moderated mediation analyses indicated that these indirect effects were stronger for chronically ill employees with more (vs. less) self-insight – i.e., a developed understanding of one's own thoughts, feelings, and behaviors. These findings contribute to JD-R and proactive motivation theories and suggest that PVM is an important behavioral strategy that may protect chronically ill employees' occupational health and promote their performance, especially when combined with self-insight.

The virtuous cycle of prosocial behaviour and perceived prosocial impact in organizations: a longitudinal three-wave study

ABSTRACT This study aims to deepen our understanding of the dynamics of prosociality in organizations by examining how organizational citizenship behaviour relates to perceived prosocial impact. First, we propose that a sense of prosocial impact is a rewarding experience that could motivate employees to engage in more prosocial behaviour over time, thus predicting increased OCB. Second, organizational citizenship behaviour can be directed towards other individuals (OCBI) or towards the organization (OCBO), with partly different antecedents and consequences. We propose that engaging in OCBI is prone to increase perceived prosocial impact as there the helping is aimed at concrete individuals, while engaging in OCBO, in being more indirectly prosocial, is either a weaker or non-existent predictor of future perceived prosocial impact. Using longitudinal data collected in three waves (N1 = 631, N2 = 240, and N3 = 148), we found that OCBI (but no OCBO), prospectively predicts perceptions of prosocial impact. Additionally, we find evidence for perceptions of prosocial impact prospectively predicting both subsequent OCBI and subsequent OCBO. As such, our research shows a virtuous cycle of prosociality between individually focused prosocial behaviours at work and perceived prosocial impact at work, which has theoretical and practical implications for both employee well-being and motivation as well as the performance of organizations.

Once a job crafter, always a job crafter? Investigating job crafting in organizations as a reciprocal self-concordant process across time

Research depicts job crafting as a desirable, ongoing employee behavior rather than a one-off event. However, insights are lacking into how employees’ active engagement in job crafting may be sustained across time. In this study, we advance a dynamic framework of how changes that follow employees’ periods of job crafting may, in turn, motivate versus impede continued crafting of one’s job role over time. Drawing from self-concordance theorizing, we propose and test a framework on how job crafting and employees’ attainment of self-concordant and organizational work goals are reciprocally related over time. Longitudinal data from a large, three-wave study collected over four years among church ministers support a positive reciprocal relationship between job crafting and self-concordant goal attainment, as well as an indirect positive relationship between job crafting and organizational goal attainment via self-concordant goal attainment. However, in line with our theorizing, organizational goal attainment did not predict subsequent job crafting. Instead, high organizational goal attainment weakened the extent to which job crafting at one time point positively related to job crafting at the next time point. We discuss the theoretical and practical implications of our findings for employees’ continued engagement in job crafting in organizations.

Safety “works”: the influence of safety coaching on work engagement

PurposeDuring the COVID-19 pandemic, organizations undertook initiatives such as safety coaching to ensure the safety of their employees and to prevent the spread of the disease. However, the question arises if such measures can have a spill-over effect on other important work-related outcomes. Hence, the objective of the current study is to uncover the impact of safety coaching on one such outcome, i.e. work engagement.Design/methodology/approachIn this study, the authors developed a quantitative model with the help of the social exchange theory. The responses of 250 working professionals captured using a three-wave study were analyzed using the SPSS PROCESS macro.FindingsThe authors found that safety coaching does not directly affect work engagement. It is only when safety coaching is perceived to be effective or appropriate and/or invokes organizational trust that it significantly affects organizational members' work engagement.Practical implicationsThis study motivates practitioners to adopt safety coaching by highlighting the benefits that it has to offer beyond safety-related behavior. Moreover, this study discusses mechanisms that can aid organizations in facilitating organizational trust and satisfaction with corporate philanthropic COVID-19 response among employees.Originality/valueThis is one of the first studies that examines the spillover effect of safety coaching on other work-related outcomes. It also uncovers novel antecedents of satisfaction with corporate philanthropic COVID-19 response and organizational trust.

Can job crafting eLearning intervention boost job crafting and work engagement, and increase heart rate variability? Testing a health enhancement process.

Applying job demands-resources theory, this quasiexperimental, three-wave study investigated whether work engagement can be increased via an eLearning intervention aiming to increase job crafting behavior. Furthermore, proposing a refinement to job demands-resources theory, that is, adding "a health enhancement process," this study also investigated whether through improvements in work engagement, the intervention would yield health-related benefits, utilizing an objective indicator of physical health (i.e., optimal functioning of autonomic nervous system activity indicated by increased heart rate variability [HRV]). The study was conducted among all the employees of a municipality (n = 69/experimental group, n = 45/control group), and the effects were assessed 2 weeks and 4 months after the intervention. Job crafting and work engagement were measured using an electronic questionnaire, and HRV using ambulatory monitoring period of two nights' sleep. Latent change score modeling revealed, as expected, that job crafting increased both immediately and delayed after the intervention. Furthermore, as hypothesized, the intervention increased work engagement via increased job crafting when measured immediately after the intervention, but there was no indirect delayed effect on work engagement. There were no indirect immediate or delayed effects on HRV. However, unexpectedly, HRV decreased among the control group after the intervention. Thus, an eLearning intervention based on the principles of job crafting is a promising tool to increase job crafting and consequently work engagement. Furthermore, the findings provide an initial indication that a job crafting eLearning intervention could have a buffering effect on autonomic nervous system activity and help to maintain its optimal functioning. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Replicating and extending Sengupta et al. (2023): Contact predicts no within-person longitudinal outgroup-bias change.

Intergroup contact has long been touted as a premier means to reduce prejudice and forge positive bonds with outgroups. Given its origins in psychological research, it is perhaps of little surprise that contact is expected to induce change within people over time. Yet using random-intercepts crossed-lagged modeling that parses within-person from between-person effects, Sengupta et al. (2023) recently found no evidence of within-person change, only unexplained between-person effects, regarding contact's effects on outgroup solidarity in New Zealand. We conceptually replicated their study, focusing on modern racism and an affect thermometer as the outcomes, in a three-wave study of White British participants (NT1 = 946, NT2 = 667, NT3 = 591) and their attitudes toward foreigners. We replicated the general pattern described by Sengupta and colleagues, confirming between-person effects without within-person effects, suggestive of third-variable explanations. As a novel finding, we discover that differences in social dominance orientation (SDO) and right-wing authoritarianism (RWA) can account for the observed between-person effects. Problematically for contact theory, contact effects, at least those relying on self-reported accounts, increasingly appear to reflect differences between people (person factors) rather than being context-driven (situation factors)-such that those lower (vs. higher) in SDO and RWA are more favorable toward outgroups, rather than intergroup contact bringing about positive outcomes itself. Implications for theory development and intervention are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

What feels like news? Young people’s perceptions of news on Instagram

What do young people consider “news”? Now that news is dislocated from dedicated outlets of news organizations, it has become increasingly difficult to distinguish from other cultural forms, including entertainment, advertising and misinformation. Especially on visual social media, where many different forms, topics and tones circulate, so-called “news feeds” offer blends of content that only partially match traditional journalistic conceptualizations. This paper advances current conceptual debates around news(-ness), by going beyond what is culturally accepted and cognitively recognized as news. We make an argument for the importance of capturing young people’s affective and tacit understandings of news, by analyzing what feels like news to them on Instagram. These judgments matter because what users understand as news or non-news also affects their assessments of trustworthiness and reliability. Drawing upon a three-wave study (2020-2022) employing in-depth interviews with and walk-throughs of the Instagram feeds of N = 111 Dutch smartphone users (aged 16-25), we find that while young people are strongly aware of societal norms around what news is or should be, these cognitive understandings do not necessarily align with what they experience as news(-like) within their everyday practices. Although some users do employ traditional journalistic conceptualizations of news, others negotiate or challenge such definitions through processes of compartmentalization, homogenization or reconceptualization, to mitigate tensions between what they cognitively recognize versus what they affectively perceive as news. Consequently, we argue that more inclusive epistemological approaches are needed to comprehend young people’s shifting experiences of news and conceptualize news from an audience perspective.

“You reap what you sow”: unraveling the determinants of knowledge hoarding behavior using a three-wave study

PurposeBased on the conservation of resources theory, this study aims to investigate if the fear of career harm influences employees’ knowledge-hoarding behavior. The study further examines felt violation as the predictor of employees’ fear of career harm. The study also explores leader-member exchange as a boundary factor influencing the effect of felt violation on employees’ fear of career harm.Design/methodology/approachThe data were collected in three waves from 402 professionals working in the information technology industry in Bengaluru, popularly known as the Silicon Valley of India.FindingsThe findings indicate fear of career harm as a critical predictor of employees’ knowledge-hoarding behavior. Moreover, felt violation indirectly impacts knowledge-hoarding behavior by enhancing employees’ fear of career harm. The adverse effect of felt violation was found to be stronger for employees with poor-quality relationships with their leaders.Practical implicationsThe study carries important managerial implications as it uncovers the antecedents of knowledge hoarding. First, the human resource department can devise specific guidelines to ensure that the employees are treated the way they were promised. They can also organize training opportunities and mentoring so that the employees’ performance and growth do not get hampered, even if there is a violation. Moreover, such cases should be addressed in an adequate and expedited manner. More significantly, leaders can compensate for the failure of organizational-level levers by developing quality relationships with their subordinates.Originality/valueThe study advances the existing literature on knowledge hoarding by establishing a novel antecedent. Furthermore, it identifies how the employee-leader relationship’s quality can mitigate the adverse effect of felt violation.