JOURNAL OF ORGANIZATIONAL BEHAVIOR组织行为学杂志
JOURNAL OF ORGANIZATIONAL BEHAVIOR(英文缩写 J ORGAN BEHAV),ISSN 0894-3796,eISSN 1099-1379,中文译名:组织行为学杂志 是一本学术期刊。本页汇总该期刊的最新影响因子、分区信息以及最新收录于 PubMed 的文献,帮助您快速了解期刊全貌。
发文量统计区间：2025-11-01 至 2026-10-31，按本站收录文献的发表日期统计。
期刊介绍
历年影响因子趋势
| JCR 数据年份 | 影响因子 | JCR 分区 |
|---|---|---|
| 2021 | 10.079 | Q1 |
| 2022 | 6.800 | Q1 |
| 2023 | 6.200 | Q1 |
| 2024 | 6.800 | Q1 |
| 2025 | 9.000 | Q1 |
JOURNAL OF ORGANIZATIONAL BEHAVIOR 最新收录文献
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1. COVID-19 and individual performance in global virtual teams: The role of self-regulation and individual cultural value orientations.
1. COVID-19与全球虚拟团队中的个人绩效：自我调节与个人文化价值取向的作用PMID:DOI:日期:2022-11-10Since the onset of the COVID-19 pandemic, global virtual teams (GVTs) have become increasingly important. Drawing on conservation of resources theory and self-regulation theory, we examined the mechanism and process underlying individuals' performance in GVTs in this specific situation. We posit that the local severity of the pandemic has a negative effect on individuals' performance in GVTs and that self-regulation functions as a coping mechanism in times of pandemic-related ambient stress, reducing its negative effect on performance. We suggest that three cultural value orientations, that is, uncertainty avoidance, collectivism, and long-term orientation, explain different levels of self-regulation, which in turn moderates the relationship between the local severity of the pandemic and individual performance in GVTs. Based on a sample of 2727 individuals from 31 countries participating in an international business consulting project during the early stage of the unfolding pandemic, we show that (a) the local severity of the pandemic had a negative effect on individuals' performance, (b) the negative effect of the pandemic on performance is weaker for individuals with high self-regulation, and (c) uncertainty avoidance and long-term orientation are positively associated with self-regulation, which mediates the moderating relationship between the cultural value orientations and the relationship between the COVID-19 pandemic and individual performance in GVTs.
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2. How COVID-19 can promote workplace cheating behavior via employee anxiety and self-interest - And how prosocial messages may overcome this effect.
2. COVID-19如何通过员工焦虑和自利心理助长职场作弊行为——以及亲社会信息如何可能抵消这一效应PMID:DOI:日期:2022-02-18While scholars have debated whether environmental factors (e.g., air pollution) can prompt unethical behavior (e.g., crime), we argue that the COVID-19 pandemic provides a unique opportunity to inform this theoretical debate by elaborating on these effects may occur, identifying they can be overcome, and addressing methodological issues. Drawing on appraisal theories of emotion, we argue that appraising COVID-19 (i.e., an environmental factor) as a threat can elicit anxiety. This can focus employees on their own self-interest and prompt cheating behavior (i.e., unethical workplace behavior). However, we propose that these detrimental effects can be attenuated by prosocial messages (i.e., highlighting the meaningful and positive impact that employees' work can have on others). Our predictions were supported using a two-wave survey ( = 396) and an experiment ( = 163) with samples of full-time employees during the COVID-19 pandemic. Theoretically, our studies inform this ongoing debate by highlighting the importance of state anxiety and self-interest as key mechanisms and that drawing peoples' attention towards others can serve as a boundary condition. Practically, we provide insight into the ethical costs of COVID-19 in the workplace and identify a simple yet effective strategy that organizations can use to curtail workplace cheating behavior.
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3. The dynamic relationship between multiple team membership and individual job performance in knowledge-intensive work.
3. 知识密集型工作中多个团队成员的动态关系与个人工作绩效PMID:DOI:日期:2018-01-16Many employees in modern, knowledge-based organizations are concurrently involved in more than one team at the same time. This study investigated whether a within-person change in such individual multiple team membership (MTM) may precede and may be predicted by changes in an employee's overall job performance. We examined this reciprocal relationship using longitudinal archival data from a large knowledge-intensive organization, comprising 1,875 employees and spanning 5 consecutive years. A latent change score model demonstrated that an increase in an employee's MTM was associated with a subsequent decrease in his or her overall job performance evaluations. By contrast, an increase in job performance was associated with a subsequent increase in an employee's MTM. Moreover, our results indicated that although an increase in an individual employee's MTM initially decreases his or her job performance, in the long run, this increase in MTM was associated with higher job performance. Together, these results suggest a dynamic association between an individual employee's MTM and his or her overall job performance, such that these variables are mutually connected in a highly complex manner over time.
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4. Societal individualism-collectivism and uncertainty avoidance as cultural moderators of relationships between job resources and strain.
4. 社会个人主义-集体主义与不确定性规避作为工作资源与压力之间关系的文化调节变量PMID:DOI:日期:2017-12-20The job demands-resources model is a dominant theoretical framework that describes the influence of job demands and job resources on employee strain. Recent research has highlighted that the effects of job demands on strain vary across cultures, but similar work has not explored whether this is true for job resources. Given that societal characteristics can influence individuals' cognitive structures and, to a lesser extent, values in a culture, we address this gap in the literature and argue that individuals' strain in reaction to job resources may differ across cultures. Specifically, we theorize that the societal cultural dimensions of individualism-collectivism and uncertainty avoidance shape individual-level job resource-strain relationships, as they dictate which types of resources (i.e., individual vs. group preference-oriented and uncertainty-reducing vs. not) are more likely to be valued, used, or effective in combating strain within a culture. Results revealed that societal individualism-collectivism and uncertainty avoidance independently moderated the relationships between certain job resources (i.e., job control, participation in decision making, and clear goals and performance feedback) and strain (i.e., job satisfaction and turnover intentions). This study expands our understanding of the cross-cultural specificity versus generalizability of the job demands-resources model.
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5. Building work engagement: A systematic review and meta-analysis investigating the effectiveness of work engagement interventions.
5. 构建工作投入：一项系统综述与元分析，考察工作投入干预措施的有效性PMID:DOI:日期:2016-12-13Low work engagement may contribute towards decreased well-being and work performance. Evaluating, boosting and sustaining work engagement are therefore of interest to many organisations. However, the evidence on which to base interventions has not yet been synthesised. A systematic review with meta-analysis was conducted to assess the evidence for the effectiveness of work engagement interventions. A systematic literature search identified controlled workplace interventions employing a validated measure of work engagement. Most used the Utrecht Work Engagement Scale (UWES). Studies containing the relevant quantitative data underwent random-effects meta-analyses. Results were assessed for homogeneity, systematic sampling error, publication bias and quality. Twenty studies met the inclusion criteria and were categorised into four types of interventions: (i) personal resource building; (ii) job resource building; (iii) leadership training; and (iv) health promotion. The overall effect on work engagement was small, but positive, = 14, Hedges = 0.29, 95%-CI = 0.12-0.46. Moderator analyses revealed a significant result for intervention style, with a medium to large effect for group interventions. Heterogeneity between the studies was high, and the success of implementation varied. More studies are needed, and researchers are encouraged to collaborate closely with organisations to design interventions appropriate to individual contexts and settings, and include evaluations of intervention implementation. © 2016 The Authors. published by John Wiley & Sons, Ltd.
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6. The sound of cooperation: Musical influences on cooperative behavior.
6. 合作之声：音乐对合作行为的影响PMID:DOI:日期:2016-08-09Music as an environmental aspect of professional workplaces has been closely studied with respect to consumer behavior while sparse attention has been given to its relevance for employee behavior. In this article, we focus on the influence of music upon cooperative behavior within decision-making groups. Based on results from two extended 20-round public goods experiments, we find that happy music significantly and positively influences cooperative behavior. We also find a significant positive association between mood and cooperative behavior. Consequently, while our studies provide partial support for the relevance of affect in relation to cooperation within groups, we also show an independently important function of happy music that fits with a theory of synchronous and rhythmic activity as a social lubricant. More generally, our findings indicate that music and perhaps other atmospheric variables that are designed to prime consumer behavior might have comparably important effects for employees and consequently warrant closer investigation.
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7. Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work.
7. 在挑战性压力源下茁壮成长？探讨时间压力和学习要求作为工作中茁壮成长的前因PMID:DOI:日期:2016-06-30In the conceptualization of thriving at work, it is emphasized that employees' learning and vitality are two equally important components of thriving and that thriving is facilitated by contextual features and available resources. In this study, we examined the effects of two challenge stressors (time pressure and learning demands) on thriving at work. Based on the literature on challenge and hindrance stressors, we proposed that challenge stressors positively affect learning and negatively affect vitality. To uncover underlying mechanisms, we measured challenge appraisal and hindrance appraisal of work situations in a diary study. A sample of 124 knowledge workers responded to three daily surveys (before the lunch break, during the afternoon, and at the end of the workday) for a period of five workdays. Results indicate that the indirect effects of learning demands and time pressure on learning are mediated by challenge appraisal, whereas indirect effects of learning demands on vitality are mediated by hindrance appraisal. Overall, our study shows that challenge stressors have a positive total effect on learning but no total effect on vitality. These differential relationships call for a finer distinction between the two components of thriving at work in future research.
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8. Going beyond work and family: A longitudinal study on the role of leisure in the work-life interplay.
8. 超越工作与家庭：关于休闲在工作与生活相互作用中作用的纵向研究PMID:DOI:日期:2016-03-04Going beyond the relation of work and family, the present three-wave longitudinal study spanning one year assessed different forms of conflict and facilitation between leisure and the life domains work and family and their relation to subjective well-being. A sample of = 277 employed men and women reported their perceived conflict and facilitation between leisure, work, and family and subjective well-being. Results suggest that leisure is a source of facilitation for work and family, and, at the same time, a major recipient of conflict from work and family. Moreover, leisure conflict was negatively correlated and leisure facilitation was positively associated with concurrent subjective well-being. Both conflict and facilitation between all three life domains remained highly stable over the course of one year. Only few and non-systematic lagged effects were found, indicating that the variance of the stability of the constructs and their relations over time leave little room for longitudinal predictions. Taken together, the study demonstrates that, similar to work-family relations, conflict and facilitation with the leisure domain are also associated with subjective well-being and remain highly stable over the course of a year in the lives of young and middle-aged adults.
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9. The place and role of (moral) anger in organizational behavior studies.
9. （道德）愤怒在组织行为研究中的地位与作用PMID:DOI:日期:2015-12-07The aim of this article is to conceptually delineate moral anger from other related constructs. Drawing upon social functional accounts of anger, we contend that distilling the finer nuances of morally motivated anger and its expression can increase the precision with which we examine prosocial forms of anger (e.g., redressing injustice), in general, and moral anger, in particular. Without this differentiation, we assert that (i) moral anger remains theoretically elusive, (ii) that this thwarts our ability to methodologically capture the unique variance moral anger can explain in important work outcomes, and that (iii) this can promote ill-informed organizational policies and practice. We offer a four-factor definition of moral anger and demonstrate the utility of this characterization as a distinct construct with application for workplace phenomena such as, but not limited to, whistle-blowing. Next, we outline a future research agenda, including how to operationalize the construct and address issues of construct, discriminant, and convergent validity. Finally, we argue for greater appreciation of anger's prosocial functions and concomitant understanding that many anger displays can be justified and harmful intent. If allowed and addressed with interest and concern, these emotional displays can lead to improved organizational practice.
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10. Being trusted: How team generational age diversity promotes and undermines trust in cross-boundary relationships.
10. 被信任：团队代际年龄多样性如何促进和破坏跨边界关系中的信任PMID:DOI:日期:2015-09-01We examine how demographic context influences the trust that boundary spanners experience in their dyadic relationships with clients. Because of the salience of age as a demographic characteristic as well as the increasing prevalence of age diversity and intergenerational conflict in the workplace, we focus on team age diversity as a demographic social context that affects trust between boundary spanners and their clients. Using social categorization theory and theories of social capital, we develop and test our contextual argument that a boundary spanner's experience of being trusted is influenced by the social categorization processes that occur in dyadic interactions with a specific client and, simultaneously, by similar social categorization processes that influence the degree to which the client team as a whole serves as a cooperative resource for demographically similar versus dissimilar boundary spanner-client dyads. Using a sample of 168 senior boundary spanners from the consulting industry, we find that generational diversity among client team members from a client organization undermines the perception of being trusted within homogeneous boundary spanner-client dyads while it enhances the perception of being trusted within heterogeneous dyads. The perception of being trusted is an important aspect of cross-boundary relationships because it influences coordination and the costs associated with coordination.