Key Topics in Work and Organizational Psychology

Description

This volume features cutting-edge and impactful articles from across Springer's diverse journals publishing program. In this curated collection, our editorial team has brought together highly-cited and downloaded articles on the topic of Work and Organizational Psychology into one single resource. Moreover, this book enables readers to review a broad spectrum of quality research on a specialized topic, which we hope facilitates interdisciplinary and critical discussions of the topic at hand. As part of the Key Topics in Behavioral Sciences book series, this volume aims to serve as a quick reference for readers when writing or researching new topics or subject areas. Other topics in the series will include Psychological Research Methods, Health and Behavior, Industrial and Organizational Psychology, Sports Psychology, and Consumer Behavior.  In the first section of the volume, articles focus on such topics as Confirmatory Factor Analysis, Exploratory Factor Analysis, Italian Perceived Stress Scale, Precarious Workers, Age, Corporate Social Responsibility, Gender, Organizational Citizenship Behavior, Organizational Identification, Work Experience, Defensive Silence, Emotional Exhaustion, Interpersonal Deviance, Mediation Analysis, and Workplace Ostracism. Next, the second section features research on Conscientiousness, Job Performance, Psychological Strains, Resource Allocation, Stressors, Turnover Intentions, Affective Commitment, Burnout, Organizational Citizenship Behavior, and Workplace Incivility. Lastly in the final section of this collection, Abusive Supervision, Knowledge Sharing, Leader-Member Exchange, Psychological Contract, Self-Enhancement Motive, Affective Commitment, Meaningful Work, Moderated Mediation, Positive Work Reflection, Work Centrality, Felt Trust, Self-Determination, Social Exchange Theory, Trust, and Uncertainty Management are discussed. Foreword Contents Psychometric evaluation of three versions of the Italian Perceived Stress Scale Abstract Aims Method Participants Measures Procedure Data Analysis Results Exploratory Factor Analysis Confirmatory Factor Analysis Internal Consistency of the IPSS Gender, Age, Educational Level, and Marital Status Differences Concurrent Validity Discussion Limitations Conclusion References Bridging Service Employees’ Perceptions of CSR and Organizational Citizenship Behavior: The Moderated Mediation Effects of Personal Traits Abstract Introduction Conceptual Background and Hypotheses Development Linking CSR and OCB Through Sense-Making Effects of CSR Perceptions on Organizational Identification Effects of Organizational Identification on OCB The Mediation Role of Organizational Identification The Moderating Roles of Gender, Age, and Work Experience Method Data Collection and Participant Characteristics Measurement Scales Data Analysis and Results Reliability, Validity, and Common Method Bias Preliminary Analyses Hypothesis Testing Post Hoc Analysis of Moderated Mediation Effects Discussion Theoretical Implications Practical Implications Limitations and Future Research References How Workplace Ostracism Influences Interpersonal Deviance: The Mediating Role of Defensive Silence and Emotional Exhaustion Abstract Theoretical Background and Hypothesis Development Ostracism and Interpersonal Deviance Mediating Effects of Defensive Silence Mediating Effects of Emotional Exhaustion Serial Mediating Effects of Defensive Silence and Emotional Exhaustion Method Participants and Procedure Measures Results Discussion Theoretical Contributions Managerial Implications Limitations and Avenues for Future Research Strengths Conclusion References Challenge-Hindrance Stressors and Job Outcomes: the Moderating Role of Conscientiousness Abstract Theory and Hypotheses Challenge and Hindrance Stressors Moderating Role of Conscientiousness Methods Sample and Data Collection Procedures Measures Results Discussion Major Findings Main Effects of Challenge and Hindrance Stressors on Job Outcomes Moderating Role of Conscientiousness Strengths and Limitations of the Study Managerial Implications Future Research Directions References Effect of Workplace Incivility on OCB Through Burnout: the Moderating Role of Affective Commitment Abstract Workplace Incivility Theoretical Framework and Hypothesis Development Conservation of Resources Theory and Workplace Incivility Workplace Incivility and Burnout Workplace Incivility, Burnout, and OCB The Moderating Role of Affective Commitment Method Participants and Procedures Measures Data Analysis Strategy Results Confirmatory Factor Analysis Hypothesis Testing Discussion Practical Implications Limitations and Future Research Directions Conclusion References A Social Exchange Perspective of Abusive Supervision and Knowledge Sharing: Investigating the Moderating Effects of Psychological Contract Fulfillment and Self-Enhancement Motive Abstract Introduction Theoretical Background and Hypotheses Knowledge Sharing and Abusive Supervision The Mediating Effect of Leader-Member Exchange The Moderating Effects of Psychological Contract Fulfillment The Moderating Effects of Self-Enhancement Motive Methods Participants and Procedures Measures Analytical Procedures Results Test of Mediation Test of Moderation Test of Moderated Mediation Discussion Theoretical Implications Managerial Implications Limitations and Conclusion References Meaningful Work and Affective Commitment: A Moderated Mediation Model of Positive Work Reflection and Work Centrality Abstract The Linkage Between Meaningful Work and Affective Commitment Positive Work Reflection: The Mediator Work Centrality: The Moderator Study 1: A Student-Recruited Sample Method Sample and Procedure Measures Results Study 2: A MTurk Sample Method Sample and Procedure Measures Results Mediation Model Moderated Mediation Model Discussion Theoretical and Practical Implications Limitations and Future Directions Conclusions References Uncertainty Reducer, Exchange Deepener, or Self-Determination Enhancer? Feeling Trust Versus Feeling Trusted in Supervisor-Subordinate Relationships Abstract Previous Research on Subordinate Trust Perceptions Uncertainty Management Pathway Social Exchange Pathway Self-Determination Pathway Method Sample and Procedure Measures Results Descriptive Statistics Measurement Models Hypothesis Testing Discussion Limitations Practical Implications Conclusion References