Three-wave Study Research Articles

For Who and Why Organizational Dehumanization is Linked to Deviant and In-Role Behaviors

“We are humans not robots !” This protest slogan denounces a working reality in which employees perceive that they are reduced to a mere tool or instrument at the service of the organization. Such an experience refers to organizational dehumanization. Researchers have recently indicated that organizational dehumanization may shape employee work behaviors. However, why, and for who, organizational dehumanization leads to maladaptive work behaviors remains unclear in this literature. Drawing upon social exchange theory, we first propose that employees who experience organizational dehumanization engage in negative reciprocity by first developing thoughts of revenge that, in turn, materialize into more organizational deviance and reduced in-role job performance. Building upon models of personality, we then argue that compliance mitigates the indirect effect of organizational dehumanization on workplace behaviors via thoughts of revenge. Overall, the combined results of an experimental study (based on the vignette procedure), a cross-sectional study and a three-wave study provide strong evidence for our hypothesized relationships. In showing this, our research suggests that organizational dehumanization promotes a negative exchange relationship between the employer and its employee. Furthermore, our paper conveys the idea that compliant employees may prefer conflict-avoidance strategies to conflict-assertion strategies.

Crafting Your Way Out of Paradoxes: How and Why Paradoxical Tensions Influence Job Crafting

Individuals constantly live in contradictory yet competing roles, values, and demands at work. Tensions arise and accompany individuals’ everyday work practice, sparking destructive or constructive responses. While previous studies have offered some insights on how individuals experiencing paradoxical tensions perform their job, the empirical evidence is rare and limited to in-role performance and creativity. How individuals take ownership and exert agency to shape, mold, and redefine the paradoxes within their work boundaries remains uncovered and urges exploration. In a three-wave study of 256 employees, we followed the job demands-resources approach of job crafting to examine why and how employees’ experience with organizational paradoxes influences their avoidance and approach crafting behavior. Results showed that employees’ experiencing tensions has positive effects on both avoidance resource crafting and approach resource crafting, showing a double-edged sword effect. Furthermore, ego depletion and proactive motivation mediated employees’ experiencing tensions on avoidance resource crafting and approach resource crafting respectively. We also found that paradox mindset (i.e., individuals’ general propensity to be comfortable and embrace the paradoxes) negatively moderated the tensions-ego depletion-avoidance crafting path, so that the mediated relationship is mitigated among employees with a high paradox mindset.

Team Members’ Resilience and the Emergence of Team Resilience as Drivers of Innovation Performance

Resilience — the capacity to bounce back from adversity — is critical for innovation. However, most studies have examined resilience and its positive effects for innovation performance at the individual level, which does not fully capture the organizational reality of individuals working together in teams. By following core tenets of conservation of resources theory, we ask whether resilient individuals also build a more resilient and, eventually, a more innovative team. To address this critical question, we conduct a three-wave study of 58 newly formed innovation teams with 169 individuals and external performance ratings. Specifically, we examine whether the average level of members’ individual resilience initially available to their teams translates into innovation team performance via team resilience as an emergent state later in the process. We further test whether this indirect effect is contingent on teams’ collective exposure to setbacks. The results support our theorizing that only when there is little exposure to setbacks early in the project, team members’ average resilience capacities relate to innovation team performance via team resilience. We conclude that resilient individuals do not necessarily make resilient teams because the experience of intense setbacks in early project phases tend to inhibit team members’ resilience capacities to materialize in team resilience and innovation team performance. Our findings contribute to current discussions on the emergence of team resilience as a critical process in innovation teams.

Longitudinal effect of self-control on reactive-proactive aggression: Mediating roles of hostile rumination and moral disengagement.

Self-control is a well-known inhibitor of aggression, but the effect of self-control on different kinds of aggression (such as reactive-proactive aggression) and the underlying mediating mechanisms of these effects are unclear. We developed a mediation model to address these issues. A three-wave study was conducted with a sample of 1203 qualifying Chinese undergraduates to test the model. The results showed that self-control at Wave 1 negatively predicted reactive aggression at Wave 3 through mediating effects of hostile rumination and moral disengagement at Wave 2 at the same time, while self-control at Wave 1 negatively predicted proactive aggression at Wave 3 only through moral disengagement at Wave 2. Furthermore, the longitudinal relationship between hostile rumination and moral disengagement is mutual. The current findings support our hypotheses regarding the mediation model of self-control inhibiting reactive-proactive aggression and suggest that moral disengagement should be a common and basic variable to predict most kinds of aggression; further, hostile rumination only has a particular effect on reactive aggression. The present study used motivation theory to explain its mediation model, which develops aggressive theory regarding varied common influencing factors and underlying mediating mechanisms of reactive and proactive aggression.

Free days for future? Longitudinal effects of working time reductions on individual well-being and environmental behaviour

Working time reductions (WTR) are a promising strategy to foster both environmental behaviour and individual well-being. It is unclear, however, whether these possible effects are more likely due to reduced income or to more discretionary time. Moreover, prior studies have only tested the environmental effects of WTR cross-sectionally, and have only tested the well-being effects of WTR including wage compensations. We conducted a longitudinal three-wave study with Swiss employees, including one group who voluntarily reduced their working hours following the first questionnaire. Between-subject analysis suggested that decreased working time is associated with decreased GHG-related behaviours, and increased individual well-being. While the improved GHG-related behaviour is mainly due to reduced income, the well-being effects arise despite lower income. Analyses over time revealed that after reducing their working hours, participants reported increased well-being, more intent-related pro-environmental behaviour, less car commuting, and decreased clothing expenditures. However, no improvement was found regarding other GHG-related behaviours, which are strongly linked to income levels. Thus, reducing standard working time, and simultaneously reducing income, may be a promising strategy. However, voluntarily working a day less per week will probably not reach the full ecological potential of a societal-level WTR.

Cannabis Adaptation During and After Alcohol Ignition Interlock Device Installation: A Longitudinal Study

A common intervention to prevent alcohol-impaired driving are alcohol ignition interlock devices (IIDs), which prevent drivers with a blood alcohol concentration greater than .025% from starting the car. These devices force drivers to adapt their drinking to accommodate the device. Prior studies indicated a transfer of risk as some drivers with an IID may increase cannabis use as they decrease alcohol use. This study examines whether this increase in cannabis use persists after IID removal when alcohol use reverts to pre-IID levels. The data are from the Managing Heavy Drinking (MHD) study of drivers in New York State. The MHD is a comprehensive three-wave study of drivers convicted of driving under the influence from 2015 to 2020. Participants (N = 189) completed all waves, and provided oral fluid/blood and hair samples to measure cannabis and alcohol use, respectively. Mixed between-within analysis of variance was conducted to assess cannabis use at IID installation (Time 1), removal (Time 2), and at 6-month follow-up (Time 3). In aggregate, participants increased their cannabis use over the course of the study. Drivers who decreased their alcohol use while the IID was installed on their car significantly increased their cannabis use while the IID was in place and further increased cannabis use after the device's removal. IIDs are efficacious in preventing alcohol-impaired driving. However, in some cases, they may have the unintended effect of increasing other substance use. The current study outlines the need for supplemental treatment interventions while on IID to prevent a transfer of risk to other substances, or polysubstance use after the device is removed.

The relationship between life events and sense of coherence in adolescence. A longitudinal twin study

This three-wave study examined the relationship between life events and sense of coherence (SOC) throughout adolescence by using genetically informative random intercept cross-lagged panel models. We also examined the genetic and environmental contribution to variance in the measured constructs. The data come from a Norwegian population-based twin sample (N = 2,878). Life events and SOC were associated, and both showed substantial genetic variance. Negative longitudinal effects were observed from negative dependent life events to SOC, from SOC to negative dependent life events and from SOC to positive dependent life events. However, these longitudinal effects were negligible in magnitude. In summary, the associations between all three clusters of life events and SOC were almost completely accounted for by shared genetic influences.

I can't get no Sleep: The Role of Leaders' Health and Leadership Behavior on Employees' Sleep Quality

ABSTRACT A leader’s role is often associated with increased psychosocial demands, which could lead to rumination during nonwork time. Leader rumination might trigger a cascade of mechanisms causing employee rumination and eventually persistent employee sleep problems. In a three-wave study, we examined whether leader rumination predicts changes in employee sleep quality linked by employee rumination. As a possible serial mechanism underlying the trickle-down effect of leader rumination on employee rumination, we investigated leaders’ general health and resource-oriented leadership behaviour. Based on self-report data from 94 leaders and their 332 employees, we found support for a multilevel mediation model in which leader rumination negatively affected employee sleep quality via employee rumination while controlling for baseline measures and a shared work environment (workload). Finally, leader rumination was negatively related to employee sleep quality via the serial mediation of leader health, resource-oriented leadership, and rumination perceived by the team members. The results demonstrate the importance of leader rumination for employees’ sleep quality nearly 2 years later and provide knowledge that can be used to expand and optimize interventions.

Job Demands, Job Resources and Well-Being of Staff in Extended Education Services in Switzerland: A Longitudinal Study

Extended education services are expanding in Switzerland. Their quality depends on the working conditions and well-being of staff. This study examined the relationships between job demands, job resources and well-being using the job demands-resources ( JD-R) model. 655 staff members from 113 extended education services from three Swiss cantons participated in the three-wave study. Overall, staff reported low levels of job demands and high levels of resources except for autonomy. Results provided support for the motivational and health impairment processes proposed by the JD-R model, although not consistently for both measurement intervals. The findings highlight the importance of focussing on working conditions, especially when extended education services expand in the future.

The Concurrent and Longitudinal Relations Between Competitive Classroom Climate and Learning Motivation Among Chinese Adolescent Students: The Mediating Roles of Social Comparisons.

PurposeOver the past decade, cross-sectional studies have established a link between competitive classroom climate and learning motivation. However, the precise predictive direction has remained unclear, and the potential mechanisms underlying the link have yet to be investigated. According to the social comparison theory, competitive classroom climate is positively associated with learning motivation, and upward and downward comparison may play a role in mediating this process.Patients and MethodsData were obtained from a three-wave study of 476 Chinese senior high school students (45.4% boys, 54.6% girls) aged 14–18 years. Structural equation modeling was performed to test different models.ResultsConcurrent and longitudinal analyses revealed that higher competitive classroom climate was associated with higher learning motivation. Moreover, upward comparison mediated the relation between competitive classroom climate and learning motivation. However, downward comparison did not mediate these relations.ConclusionFrom the perspective of practice, the results provide evidence for how to promote learning motivation by cultivating competitive classroom climate and applying effective social comparison strategies.

Childhood emotional abuse and adolescent flourishing: A moderated mediation model of self-compassion and curiosity

BackgroundResilience and positive mental health may be negatively influenced by childhood maltreatment. While many scholars have noted that adolescents exposed to childhood emotional abuse could meet the criteria for flourishing, little research has investigated the mediating effect of self-compassion and the moderating effect of curiosity on the relationship between childhood emotional abuse and adolescent flourishing. ObjectiveThis study proposed and tested a moderated mediation model that attempted to explain the pathway from childhood emotional abuse to adolescent flourishing. Participants and settingThe sample consisted of 315 female students (mean age 12.81 years, range 12–14 years) in a girls' secondary school in Hong Kong, China. MethodsWe conducted a three-wave study with six-month intervals. The participants completed self-administered questionnaires at school under the guidance of trained research assistants. ResultsSelf-compassion at Time 2 mediated the relationship between childhood emotional abuse at Time 1 and adolescent flourishing at Time 3. Furthermore, the mediating effect was moderated by adolescent curiosity at Time 1 and Time 2. ConclusionsThe findings of this study suggested that although childhood emotional abuse may hinder the development of self-compassion, reduced levels of self-compassion and curiosity (especially the stretch dimension of curiosity) could work together to promote flourishing in adolescents with a history of childhood emotional abuse. The results lent further support to the developmental psychopathology and resilience perspectives in explaining the relationship between childhood trauma and positive developmental outcomes.

Examining Responsible Gambling Program Awareness and Engagement Trends and Relationships with Gambling Beliefs and Behaviors: A Three-Wave Study of Customers from a Major Gambling Operator.

A considerable body of literature has examined elements of responsible gambling (RG) programs in land-based gambling venues. The present pre-registered study examines GameSense RG program awareness and engagement trends and relationships with gambling beliefs and behaviors, at MGM’s U.S.-based casino properties using three samples of MGM’s loyalty program members. We used a repeated cross-sectional approach including observational data collected from one sample (N = 3748) shortly before the rollout of GameSense in 2017–2018, and from two samples collected 1 year (N = 4795) and 2 years (N = 3927) after the program’s implementation. We found that awareness of the GameSense program increased between pre- and 1-year post-implementation, yet did not increase further at 2-years post-implementation. Bivariate analyses showed that respondents who were aware of more GameSense components had a better understanding of gambling concepts and used more RG strategies, whereas respondents who engaged with GameSense used more RG strategies than those who did not, but did not display a better understanding of gambling concepts. The relationship between GameSense awareness and self-reported use of RG strategies remained significant in multivariate analyses with covariates. Moderation analyses indicated that a positive effect of overall GameSense engagement on gambling literacy was only found for respondents who had attended a regional property, as compared to respondents who attended Las Vegas or metropolitan properties. All effect sizes were weak, which suggests that practical impacts of the program currently are limited. Our findings have implications for research on land-based RG programs and we provide recommendations for enhancing such programs.Supplementary InformationThe online version contains supplementary material available at 10.1007/s10899-022-10109-7.

Adolescents' Personality Development - A Question of Psychosocial Stress.

Following the relational-developmental systems approach, this three-wave study examines whether acute stress (T2) mediates the relationship between the development of personality traits from the beginning of 8th grade (T1, Mage = 15.63, SD = 0.59; 22 girls) to the end of 9th grade (T3). Using the Montréal Imaging Stress Task, which is a task that provokes acute social stress by negative social feedback, this study combined the functional magnetic resonance imaging (fMRI), heart rate, and longitudinal survey data of 41 adolescents. Mediation analysis revealed that stress-induced left insula activation partially mediates the longitudinal stability of conscientiousness. These results highlight the impact of negative social feedback during stress on students’ personality development.

Significant Life Events and Career Sustainability: A Three-Wave Study

Over the last three decades, the professional landscape has changed, and career paths have become more plural, complex, and flexible, as well as less predictable. Consequently, career sustainability has become a major concern. Since the framework of sustainable careers captures the complexities of modern careers, we used it in the present study to understand how various types of significant life events (i.e., negative work events, negative nonwork events, positive work events, and positive nonwork events) hinder or foster career sustainability among 870 professionally active adults in Switzerland using a longitudinal design. We used repeated measures analysis of variance to study changes in health (i.e., self-rated health and stress at work), happiness (i.e., life satisfaction, quality of life, and job satisfaction), and productivity (i.e., employability and career prospects) by the type of significant life events over time, from 1 year before the event (T0) to 1 year after the event (T2). Results indicated that work events are important to consider when studying career sustainability as there is evidence for spillover effects from work to life. Specifically, experiencing positive work events seems to foster career sustainability, and these effects seem to be stronger than the negative effect of negative work or nonwork life events on health, happiness, and productivity.

Psychosocial safety climate, work engagement and organizational commitment in Malaysian research universities: the mediating role of job resources

PurposeThe current study is an examination of the effects of psychosocial safety climate on work engagement, organisational commitment and to mediate job resources in Malaysian research universities (RUs) during pandemic.Design/methodology/approachThe population of this study consisted of full-time lecturers who work in Malaysian RUs at least a year. A sampling technique was used to select the respondents for this study. A total of 1,000 questionnaires were administered to respondents from 5 Malaysian RUs with 484 usable questionnaires were returned, giving a response rate of 48.4%.FindingsThe present study’s objective is to examine psychosocial safety climate’s (PSC) effect, job resources on work engagement and organizational commitment. The study also aims to test the mediating roles of job resources on PSC’s relationship, work engagement and organizational commitment. It is interesting to note that the relationship between PSC and work engagement was not significant.Research limitations/implicationsAlthough the present study had contributed to the existing literature, the present study’s result cannot be generalized. Suggestions for future research include an attempt to conduct a study over three-time points that looks at both the employee’s perspective, managerial perspective and organizational perspective within the workplace. All correlation and cross-sectional studies identified the need for a comprehensive three-wave study to examine the model’s longitudinal effects accurately.Practical implicationsThe finding shown that university is suggested to apply higher PSC to allow their management discover more ways to increase the adequate job resources to support lecturers in RUs and in improving their work engagement and organizational commitment.Originality/valueThe integration of PSC in academicians of Malaysian RUs provides a novel perspective.

Psychiatric symptoms and moral injury among US healthcare workers in the COVID-19 era

BackgroundEmerging cross-sectional data indicate that healthcare workers (HCWs) in the COVID-19 era face particular mental health risks. Moral injury – a betrayal of one’s values and beliefs, is a potential concern for HCWs who witness the devastating impact of acute COVID-19 illness while too often feeling helpless to respond. This study longitudinally examined rates of depression, generalized anxiety disorder (GAD), posttraumatic stress disorder (PTSD), and moral injury among United States HCWs in the COVID-19 era. We anticipated finding high levels of clinical symptoms and moral injury that would remain stable over time. We also expected to find positive correlations between clinical symptoms and moral injury.MethodsThis three-wave study assessed clinical symptoms and moral injury among 350 HCWs at baseline, 30, and 90 days between September and December 2020. Anxiety, depression, PTSD, and moral injury were measured using the Generalized Anxiety Disorder-7 (GAD-7), Patient Health Questionnaire-9 (PHQ-9), Primary Care PTSD Screen (PC-PTSD), and Moral Injury Events Scale (MIES).ResultsOf the 350 HCWs, 72% reported probable anxiety, depression, and/or PTSD disorders at baseline, 62% at day 30, and 64% at day 90. High level of moral injury was associated with a range of psychopathology including suicidal ideation, especially among healthcare workers self-reporting COVID-19 exposure.ConclusionsFindings demonstrate broad, persisting, and diverse mental health consequences of the COVID-19 pandemic among United States HCWs. This study is the first to longitudinally examine the relationships between moral injury and psychopathology among HCWs, emphasizing the need to increase HCWs’ access to mental healthcare.

Teleworking While Sick: A Three-Wave Study of Psychosocial Safety Climate, Psychological Demands, and Presenteeism.

Introduction: The COVID-19 pandemic has led to a significant increase in the proportion of employees for whom teleworking became mandatory. Presenteeism, or the behavior of working while ill, has hardly been studied in the context of telework. The pandemic forced millions of workers to abruptly transition to working from home for a prolonged period of time, leaving employers often unaware of their health status or work capacity of the workers. This change also eroded the work experience itself, the workplace, and their protective impact on both individual health and work outcomes. This study focused on the longitudinal relationships among psychosocial safety climate (PSC), a lead indicator of workplace conditions, psychological demands, an indicator of quality of work, and presenteeism among a representative sample of teleworkers. PSC was expected to have an indirect impact on presenteeism with psychological demands as a mediator of this impact.Method: We collected the data from a representative sample of teleworkers in the first months (T1: April, T2: June, and T3: December 2020) of the pandemic using a three-wave online survey (n = 275). We tested a model of PSC as a determinant of presenteeism in teleworkers with psychological demands as a mediator. A cross-lagged panel model was estimated to test cross-sectional and longitudinal relationships.Findings: As expected, psychological demands increased over time. Contrary to expectations, the prevalence of presenteeism remained unchanged while PSC increased over time. The data fully supported the mediating effect of psychological demands such that a higher evaluation of PSC at T1 led to lower psychological demands at T2, which led to reduced presenteeism at T3. We also found a reciprocal relationship, with higher psychological demands at T2 leading to decreased evaluation of PSC at T3. These results show that the perception of teleworkers on their organization as giving a high priority to their psychological health is an important determinant of their work experience, ultimately influencing their decision to work while ill. The context of the pandemic has highlighted the importance of a positive workplace climate and working conditions for reducing the behaviors that can be harmful to health and productivity. Implications for theory and practice, beyond the pandemic, are discussed.

The individual development of cultural identity and psychological well-being among adolescents with a migrant background in Austria: A longitudinal study.

Research has shown that cultural identity and psychological well-being are associated. We suggest that negative stereotypes challenge the psychological well-being of people with a migrant background. This research focused on the dynamics of adolescents' ethnic/racial identity (ERI), national identity, stereotype vulnerability, and psychological well-being on the individual level. The study was conducted in Austria over the course of one school year, providing insights on developmental implications of cultural identity for adolescents with a migrant background in Europe. The sample consisted of 317 (T1) adolescents with a migrant background, recruited at Austrian high schools (age: M = 15.19, SD = 1.11; 233 female; ethnic background: mainly Turkey and Ex-Yugoslavian countries). Longitudinal data from a three-wave study were analyzed by means of a random-intercept cross-lagged panel model. Within-person effects provided a better explanation than the between-person approach. Within-person processes suggest that higher levels of ERI commitment and higher national identity predict higher levels of psychological well-being at a later time point, whereas higher levels of ERI exploration and higher stereotype vulnerability predict lower levels of psychological well-being. At the between-person level, findings indicate a positive correlation between ERI exploration and stereotype vulnerability. The cultural identity and psychological well-being of adolescents with a migrant background fluctuate over time, influenced by the social context. Stereotype vulnerability contributes to lower levels of psychological well-being among adolescents with a migrant background in Austria. Our findings highlight the necessity to partition the variance of constructs to avoid confounding of between-person and within-person effects. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Suddenly Working From Home!

Abstract. The Corona crisis and the lockdown in the spring of 2020 had various effects on working life in Europe. In this three-wave study, we assessed the trajectories of job demands and resources of 302 employees 2 weeks before the lockdown, over 1 week after lockdown start, and 6 weeks following the beginning of the lockdown. We applied a pre-post follow-up design with 129 employees who switched to telecommuting and a control group of 173 employees who remained in their on-site workplace. Results from the repeated-measures MANCOVA indicate that, despite various general changes to job characteristics because of the Corona crisis, telecommuting changes contributed to significant changes only in communication opportunities and – before Bonferroni correction – in physical job demands. These results may imply that the most visible massive switch to telecommuting of many employees during the first phase of the Corona crisis is only one explanatory factor for general changes to job characteristics.

Transfer of Self-Leadership Skills Within the Dutch Police: a Three-Wave Study

This three-wave study examined the training-to-work transfer process of a self-leadership skills training programme for crime scene investigators working for the Dutch police force. The transfer process is complex and depends on numerous factors. Two important steps forward are taken in the present study. First, we take into account all transfer steps in one study to gain insights into the transfer process, and second, by being specific about the work situation in which transfer outcomes should occur, we address the “criterion problem” that is often mentioned in transfer research. Based on the Ability Motivation Opportunity model, we hypothesised that the posttraining transfer process starts with being motivated to transfer and that this motivation increases the use of self-leadership during work. Another aspect that may facilitate the use of trained skills is supervisor support, as it offers opportunities to use self-leadership skills during work. In turn, self-leadership skills at work were hypothesised to lead to increased work performance. We tested our transfer model in two different work situations experienced by crime fighters. Our findings show that the use of self-leadership skills is positively related to the detached concern of crime fighters in specific situations. Additionally, our findings show that the use of self-leadership skills mediates the relation between the motivation to transfer and work performance in specific situations. Finally, our findings show that including different transfer steps (i.e. the motivation to transfer, use of skills, and performance), different performance measures, and different work situations in the transfer process provides more insight into when and how transfer-to-work after training occurs. These findings suggest that if organisations aspire to improve such transfer, then they should be specific about the intended posttraining behaviours and performance and the situations in which these outcomes should emerge.