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Empirical evidence has accumulated showing that smartphone use at work has the double-edged sword impacts on work-related attitudes and behaviors, but little is known about how its effects transmit and spill over from the workplace to the family domain. Drawing upon compensatory ethics theory, we hypothesize positive associations of employees’ daily private smartphone use at work with their family role performance after work through feeling of guilt. Using an experience sampling methodology, we test our hypotheses in a sample of 101 employees who completed surveys across 10 consecutive workdays. Multilevel path analysis results showed that excessive smartphone use at work triggered experienced guilt, and had a positive indirect effect on family role performance via feeling of guilt. Furthermore, employees with high ability of emotion regulation can be better resolve own painful emotion by engaging in family role performance. Theoretical and practical implications, limitations, and propose future research directions are discussed.
Yujing Liu; Jing Du; Yuan Li. The Cost of Excessive Smartphone Use: Guilt Cross the Work-Family Domains. Frontiers in Psychology 2021, 12, 1 .
AMA StyleYujing Liu, Jing Du, Yuan Li. The Cost of Excessive Smartphone Use: Guilt Cross the Work-Family Domains. Frontiers in Psychology. 2021; 12 ():1.
Chicago/Turabian StyleYujing Liu; Jing Du; Yuan Li. 2021. "The Cost of Excessive Smartphone Use: Guilt Cross the Work-Family Domains." Frontiers in Psychology 12, no. : 1.
Enabling people to send and receive short text-based messages in real-time, instant messaging (IM) is a communication technology that allows instantaneous information exchanges. The development of technology makes IM communication widely adopted in the workplace, which brings a series of changes for modern contemporary working life. Based on the conservation of resource theory (COR), this paper explores the mechanism of workplace IM communication on employees’ psychological withdrawal, and investigates the mediating role of work engagement in the relationship and the moderating role of self-control. Using the experience sampling method (ESM), a 10-consecutive workdays daily study was conducted among 66 employees. By data analysis of 632 observations using SPSS and HLM, results found that: (1) IM demands had a positive relation with emotion and cognitive engagement. (2) Emotion and cognitive engagement were negatively correlated with psychological withdrawal. (3) Emotion and cognitive engagement mediated the relations of IM demands and psychological withdrawal. (4) Self-control moderated the relationship between emotional engagement and psychological withdrawal.
Xia Jiang; Jing Du; Tianfei Yang; Yujing Liu. How Do Instant Messages Reduce Psychological Withdrawal Behaviors?—Mediation of Engagement and Moderation of Self-Control. International Journal of Environmental Research and Public Health 2021, 18, 2983 .
AMA StyleXia Jiang, Jing Du, Tianfei Yang, Yujing Liu. How Do Instant Messages Reduce Psychological Withdrawal Behaviors?—Mediation of Engagement and Moderation of Self-Control. International Journal of Environmental Research and Public Health. 2021; 18 (6):2983.
Chicago/Turabian StyleXia Jiang; Jing Du; Tianfei Yang; Yujing Liu. 2021. "How Do Instant Messages Reduce Psychological Withdrawal Behaviors?—Mediation of Engagement and Moderation of Self-Control." International Journal of Environmental Research and Public Health 18, no. 6: 2983.
Instant Messaging is widely used in people’s daily life because of its convenience and timeliness. People have to deal with this communication almost every day. At present, most of the researches focuses on the instant messages of the receiver, but rarely explores the perspective of the sender. Based on the conservation of resources theory, we propose a model that initiates communication indirectly affects one’s own follow-up helping behavior. The results showed that (a) Instant Message sent has a positive correlation with perceived work goal progress; (b) Perceived work goal progress mediates the relationship of Instant Message and helping; (c) The mediating effect of perceived work goal progress on the relationship between Instant Message sent and helping will be moderated by the usefulness of reply. Our study builds a framework to explain how sent instant messages can increase helping via perceived goal progress, broaden the knowledge of Instant Messaging and helping. The practical implications are further discussed.
Xia Jiang; Jing Du; Tianfei Yang; Jinfan Zhou. Sustainable Interpersonal Interaction: Research on Instant Message and Helping from the Perspective of Sender. Sustainability 2021, 13, 402 .
AMA StyleXia Jiang, Jing Du, Tianfei Yang, Jinfan Zhou. Sustainable Interpersonal Interaction: Research on Instant Message and Helping from the Perspective of Sender. Sustainability. 2021; 13 (1):402.
Chicago/Turabian StyleXia Jiang; Jing Du; Tianfei Yang; Jinfan Zhou. 2021. "Sustainable Interpersonal Interaction: Research on Instant Message and Helping from the Perspective of Sender." Sustainability 13, no. 1: 402.
Recent research has shown that an organizational change implementation tactic is vital for influencing employee reactions to change. Hard tactics, such as supervisor sanction, are generally verified as obstructive to employees’ positive change behavior. The aim of this study is to identify the contingency circumstances under which sanction would be less harmful or even effective to change. By identifying the organizational situational influence of core members’ active change behavior and followers’ individual differences of middle way thinking, this study constructed a model that offers insight into the effectiveness of supervisor sanctions during change. Data from 250 employees in China were gathered by questionnaires. Results from hierarchical linear modeling (HLM) revealed that core members’ behavior neutralized the negative effect of supervisor sanctions on followers’ active change behavior. Moreover, this moderating effect was further magnified by followers’ personal middle way thinking value. The conclusions emphasized the roles of core members’ supportive behavior to change, which acts as role model, and of the individual middle way thinking values that have sustained Eastern Asia for thousands of years in successfully implementing change. The findings provide insights for the successful implementation tactics in organization change and enrich the understanding of the organizational change process. Research should continue to treat followers’ change reactions as a synergy output of situational factors and individual characteristics and examine the variables of these dimensions in the work environment.
Yuan Luo; Yan Li; Jing Du. Coping with Supervisor Sanctions During Organizational Change: Core Members’ Active Change Behavior and Followers’ Middle Way Thinking. Sustainability 2020, 12, 6277 .
AMA StyleYuan Luo, Yan Li, Jing Du. Coping with Supervisor Sanctions During Organizational Change: Core Members’ Active Change Behavior and Followers’ Middle Way Thinking. Sustainability. 2020; 12 (15):6277.
Chicago/Turabian StyleYuan Luo; Yan Li; Jing Du. 2020. "Coping with Supervisor Sanctions During Organizational Change: Core Members’ Active Change Behavior and Followers’ Middle Way Thinking." Sustainability 12, no. 15: 6277.
We live in a rapidly changing business environment where change has become the norm for organizations to maintain competitiveness. Although both scholars and practitioners agree that organizational change communication is important to help employees adjust to change, little is known about how negative informal information before the change affects employees’ reaction to the change and occurrence of possible within-person dynamics of resistance intention over time. Based on the construal-level theory, we used SPSS 22, AMOS 20, and HLM 6.0 as tools to explore how negative informal information affects individual performance. We used a multilevel approach to probe within-person processes among 215 MBA students in China. The results show that (1) negative informal information provided before the organizational change is positively related to the resistance intention, (2) resistance intention decreases significantly over time, and (3) negative informal information is negatively related to individual performance during the organizational change. The results from this study extend the literature on informal communication before the change and provide a dynamic perspective on the occurrence of possible within-person dynamics of resistance intention over time.
Xia Jiang; Jing Du; Jinfan Zhou; Yumeng Cui. The Impact of Negative Informal Information Before a Change on Performance: A Within-Person Approach. International Journal of Environmental Research and Public Health 2020, 17, 670 .
AMA StyleXia Jiang, Jing Du, Jinfan Zhou, Yumeng Cui. The Impact of Negative Informal Information Before a Change on Performance: A Within-Person Approach. International Journal of Environmental Research and Public Health. 2020; 17 (2):670.
Chicago/Turabian StyleXia Jiang; Jing Du; Jinfan Zhou; Yumeng Cui. 2020. "The Impact of Negative Informal Information Before a Change on Performance: A Within-Person Approach." International Journal of Environmental Research and Public Health 17, no. 2: 670.
Jing Du; Manman Ran; Ping Cao. Context-contingent Effect of Zhongyong on Employee Innovation Behavior. Acta Psychologica Sinica 2014, 46, 1 .
AMA StyleJing Du, Manman Ran, Ping Cao. Context-contingent Effect of Zhongyong on Employee Innovation Behavior. Acta Psychologica Sinica. 2014; 46 (1):1.
Chicago/Turabian StyleJing Du; Manman Ran; Ping Cao. 2014. "Context-contingent Effect of Zhongyong on Employee Innovation Behavior." Acta Psychologica Sinica 46, no. 1: 1.