期刊：
INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT,2023年34(15):2901-2923 ISSN：0958-5192
通讯作者：
Hanying Tang<&wdkj&>Hongyu Ma
作者机构：
[Gan, Zhiyi; Ma, Hongyu; Gan, Jinhua] Cent China Normal Univ, Sch Psychol, Wuhan, Peoples R China.;[Tang, Hanying; Gan, Zhiyi; Ma, Hongyu; Gan, Jinhua] Key Lab Adolescent Cyberpsychol & Behav CCNU, Key Lab Human Dev & Mental Hlth Hubei Prov, Minist Educ, Wuhan, Peoples R China.;[Zhou, Zhiqing E.] CUNY, Baruch Coll, Dept Psychol, New York, NY 10021 USA.
通讯机构：
[Hanying Tang; Hongyu Ma] S;School of Psychology, Central China Normal University, Wuhan, China<&wdkj&>Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Key Laboratory of Human Development and Mental Health of Hubei Province, Wuhan, China<&wdkj&>School of Psychology, Central China Normal University, Wuhan, China<&wdkj&>Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Key Laboratory of Human Development and Mental Health of Hubei Province, Wuhan, China
关键词：
COVID-19 crisis;telecommuting;supervisor control behavior;supervisor support behavior;self-regulation at work
通讯机构：
[Ma, HY ] C;Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.;Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan 430079, Peoples R China.
关键词：
problem-solving demands;thriving at work;challenge appraisal;hindrance appraisal;organizational identity
摘要：
In globalized markets, it is important for companies to cultivate a thriving workforce that is motivated to grow and develop. Based on the transactional theory of stress, we discussed how the way people appraise their problem-solving demands, either as a challenge or a hindrance, impacts employees’ thriving at work. Data were collected from employees of a state-owned enterprise in China at two separate points with a 4-week interval. The results showed that problem-solving demands have a positive impact on employees’ thriving at work through challenge appraisal and a negative impact on employees’ thriving at work through hindrance appraisal. Additionally, we observed a moderated mediation effect in which organizational identity strengthened the positive effects of problem-solving demands on challenge appraisal, which in turn promoted employees’ thriving at work. The findings highlight the role of cognitive appraisal in interpreting employees’ responses to work stress.
通讯作者：
Hongyu Ma<&wdkj&>Hongyu Ma Hongyu Ma Hongyu Ma
作者机构：
[Su, Jingxuan; Ma, Hongyu; Shi, Yanwei] Cent China Normal Univ, Sch Psychol, Wuhan, Peoples R China.;[Su, Jingxuan; Ma, Hongyu; Shi, Yanwei] Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan, Peoples R China.;[Shi, Yanwei] Shanghai Normal Univ, Dept Human Resource Management, Shanghai, Peoples R China.;[Zhang, Nan] Beijing Normal Univ, Fac Psychol, Natl Demonstrat Ctr Expt Psychol Educ, Beijing Key Lab Appl Expt Psychol, Beijing, Peoples R China.;[Ma, Hongyu] Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.
通讯机构：
[Hongyu Ma; Hongyu Ma Hongyu Ma Hongyu Ma] S;School of Psychology, Central China Normal University;Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Wuhan, China
关键词：
conservation of resources theory;job crafting;recovery experience;work demand;work-nonwork conflict
摘要：
Based on the conservation of resources theory, this two-wave study investigated the mediating role of work-nonwork conflict in the relationship between job crafting and employee recovery experience and examined the moderating role of work demands in this relationship. Participants were 486 employees (39.3% male and 60.7% female) from a medical company in the central region of China who responded to a paper-and-pencil survey twice with a 1-month interval. Regression-based results indicated that job crafting positively predicted recovery experience after work through lower work-nonwork conflict. Furthermore, the association between job crafting and work-nonwork conflict was moderated by work demands, such that the effect was stronger for employees with higher work demands. The present study explains how job crafting may improve employees' after-work recovery experience and addresses whether this process could be more significant for employees with higher work demands. The conclusion has practical implications for improving employee recovery experience.
期刊：
Current Psychology,2023年42(3):1773-1788 ISSN：1046-1310
通讯作者：
Hongyu Ma
作者机构：
[Tang, Hanying; Zhang, Jing; Zhang, Nan; Ma, Hongyu] Cent China Normal Univ, Sch Psychol, 152 Luoyu Ave, Wuhan 430079, Hubei, Peoples R China.;[Shi, Yanwei] Shanghai Normal Univ, Dept Human Resource Management, Shanghai 200234, Peoples R China.;[Zhang, Linlin] Harbin Engn Univ, Dept Humanities & Social Sci, Harbin 150001, Heilongjiang, Peoples R China.
通讯机构：
[Hongyu Ma] S;School of Psychology, Central China Normal University, Wuhan, China
关键词：
Work-related use of ICTs after work hours;Recovery from work;Emotional exhaustion;Spillover-crossover model;Effort-recovery model;Actor-partner interdependence model (APIM)
作者机构：
[Chen, Zhenzhen; Ma, HY; Ma, Hongyu; Niu, Gengfeng] Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.;[Chen, Zhenzhen; Wang, Weixin] Cent China Normal Univ, Students Mental Hlth Ctr, Wuhan 430079, Peoples R China.;[Wu, Yang; Wu, Y] Huazhong Univ Sci & Technol, Sch Marxism, Wuhan 430074, Peoples R China.
通讯机构：
[Wu, Y ] H;[Ma, HY ] C;Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.;Huazhong Univ Sci & Technol, Sch Marxism, Wuhan 430074, Peoples R China.
关键词：
social networking site;negative social comparison;depression;graduate students
摘要：
OBJECTIVE: The current study aimed to investigate the effect of SNS use on graduate students' depression and further explored the effect of negative social comparison and an individual's implicit personality theory. METHODS: Scales for Social Networking Site Use Intensity, the Negative Social Comparison Measure, the Implicit Personality Theory Inventory, and CES-D were used to investigate 1792 graduate students from a full-time university in Wuhan. RESULT: (1) Social networking site use was positively correlated with negative social comparison and depression; (2) the mediating effect of negative social comparison was significant in social networking site use's influence on depression; (3) after controlling for negative social comparison, graduate students' use of SNS could negatively predict depression; and (4) the mediation effect of negative social comparison was moderated by an individual's implicit personality theory. Specifically, the mediation effect was more pronounced among the entity theorists, while the graduate students' incremental implicit personality theory may buffer the depressive effect of negative social comparison. CONCLUSIONS: Negative social comparison mediates the relationship between SNS use and depression; in addition, individual differences in implicit personality theory (the entity theorist vs. incremental theorist) moderate the link between negative social comparison and depression.
作者机构：
[Tang, Hanying; Ma, Hongyu; Tang, HY; Ma, HY; Shi, Yanwei] Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.;[Tang, Hanying; Ma, Hongyu; Tang, HY; Ma, HY; Shi, Yanwei] Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan 430079, Peoples R China.;[Shi, Yanwei] Shanghai Normal Univ, Dept Human Resource Management, Shanghai 200234, Peoples R China.;[Xie, Julan] Cent South Univ, Sch Business, Changsha 410083, Peoples R China.;[Zhou, Zhiqing E.] CUNY, Baruch Coll, Dept Psychol, New York, NY 10021 USA.
通讯机构：
[Tang, HY; Ma, HY] C;[Tang, HY; Ma, HY] M;Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.;Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan 430079, Peoples R China.
关键词：
Attribution of intentions for FSSB;Attribution theory;Family supportive supervisor behaviors;Loyalty to supervisor;Social information processing theory;Work engagement
作者：
Shi, Yanwei;Xie, Julan*;Zhou, Zhiqing E.;Ma, Hongyu*;Tang, Yan
期刊：
Stress and Health,2022年38(3):463-476 ISSN：1532-3005
通讯作者：
Xie, Julan;Ma, Hongyu
作者机构：
[Shi, Yanwei] Shanghai Normal Univ, Dept Human Resource Management, Shanghai, Peoples R China.;[Xie, Julan] Cent South Univ, Sch Business, Changsha 410083, Peoples R China.;[Zhou, Zhiqing E.] CUNY, Baruch Coll, New York, NY 10021 USA.;[Zhou, Zhiqing E.] CUNY, Grad Ctr, New York, NY USA.;[Ma, Hongyu] Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.
通讯机构：
[Xie, Julan; Ma, Hongyu] C;Cent South Univ, Sch Business, Changsha 410083, Peoples R China.;Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.
关键词：
conservation of resources theory;fatigue;gender differences;neglectful parenting;psychological detachment from work;social role theory
摘要：
Previous studies demonstrated that psychological detachment from work can impact employees' work and family lives. Based on conservation of resources theory and social role theory, the present study examined the process through which working parents' psychological detachment from work influences their children's perception of neglectful parenting (emotional warmth and rejection). Specifically, we examined the mediating role of parents' fatigue and the moderating role of parent gender in this process. Data were collected from working parents (n=371) and their children in junior high school (n=371, 10-13 years old) at two time points with a three-month interval. Our results showed that working parents' psychological detachment from work at Time 1 significantly predicted children's perception of parent emotional warmth and rejection at Time 2, and parents' fatigue at Time 2 mediated this relationship. Besides, parent gender moderated this mediated process such that the positive indirect effect of parent psychological detachment from work on emotional warmth via fatigue was stronger for working mothers than for working fathers. These findings contribute to the limited research on the effects of psychological detachment from work on family members and highlight the importance of parent gender in children's perceptions of working parents' behaviours.
作者：
Li, Weihe;Tang, Hanying;Ma, Hongyu;Zhang, Jing;Zhang, Nan
期刊：
JOURNAL OF MANAGERIAL PSYCHOLOGY,2021年36(8):606-619 ISSN：0268-3946
作者机构：
[Zhang, Jing; Li, Weihe; Zhang, Nan; Ma, Hongyu] Cent China Normal Univ, Wuhan, Peoples R China.;[Tang, Hanying] Cent China Normal Univ, Sch Psychol, Wuhan, Peoples R China.
关键词：
Work family issues;Family-friendly benefits;Motivation
摘要：
Purpose This study introduced a focus on work flexibility-worry and intended to test whether work flexibility-worry would weaken the strengthening power of work flexibility-willingness on the relationship between work flexibility-ability and work-family conflict from the perspective of person-situation interaction. Design/methodology/approach Participants were 924 employees recruited by the snowballing technique. They completed questionnaires about demographics and work flexibility. Multivariate stepwise regression was used to analyze the collected data. Findings Results showed that work flexibility-ability can reduce work-to-family conflict. However, this effect is most pronounced only among individuals with a high work flexibility-willingness who simultaneously experience low work flexibility-worry. Practical implications For organizations that want to provide work flexibility benefits to employees, they should not only pay attention to employees' personal preference for work flexibility but also create a climate in which all employees are allowed to use the flexibility supply without criticism from coworkers and without impacting organizational evaluations, which can benefit employees' functioning in both their work and family roles. Originality/value This study clarified the joint role of willingness and worry in predicting the extent to which work flexibility-ability reduces work-family conflict, which helps organizations to better understand the conditions under which work flexibility can better reduce work-family conflict.
作者机构：
[Zhang, Jing; Ma, Hongyu] School of Psychology, Central China Normal University, Wuhan, China;[Zhang, Jing] School of Psychology, Xin Xiang Medical University, Xinxiang, China;[Zhang, Jing; Li, Weihe; Ma, Hongyu; Smith, Andrew P.] Centre for Occupational and Health Psychology, School of Psychology, Cardiff University, Cardiff, UK
通讯机构：
[Hongyu Ma] S;School of Psychology, Central China Normal University, Wuhan, China
摘要：
As a universal workplace phenomenon, the impact of work-related rumination on job performance is attracting scholars' attention. In the current study, the relationship between two types of work-related rumination, counterproductive behavior, and creativity at work were examined, as well as the mechanism of this association. Participants were 1109 employees from a variety of jobs in mainland China. The results showed that affective rumination was negatively associated with employees' work creativity and positively associated with counterproductive behavior. On the contrary, problem-solving pondering was positively related to creativity and negatively related to counterproductive behavior. The loss of self-control resource partially mediated the link between affective rumination and counterproductive behavior. Problem-solving pondering had no significant impact on self-control resource. Results suggest the significant effects of problem-solving pondering may be positive in the workplace and clarify the self-control resource is the internal mechanism linking rumination and job performance.
期刊：
Journal of Community & Applied Social Psychology,2021年31(2):184-197 ISSN：1052-9284
通讯作者：
Ma, Hongyu
作者机构：
[Liang, Juan; Ma, Hongyu] Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.;[Liang, Juan] Hubei Univ, Dept Psychol, Fac Educ, Wuhan, Peoples R China.;[Ma, Hongyu] Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan, Peoples R China.
通讯机构：
[Ma, Hongyu] C;[Ma, Hongyu] M;Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.;Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan, Peoples R China.
关键词：
informational justice;institutional trust;interpersonal injustice;perceived legitimacy of authority
摘要：
This study explained why interpersonal injustice enacted by representatives of an authority might undermine perceived legitimacy of the actual authority. We built a moderated mediation model in which institutional trust was the mediator, and informational justice was the moderator, in the relationship between interpersonal injustice and perceived legitimacy of authority. Study 1 showed that interpersonal injustice negatively influenced perceived legitimacy of authority. Study 2 indicated that institutional trust was a significant mediator of the relationship between interpersonal injustice and perceived legitimacy of authority. Study 3 indicated that institutional trust was a significant mediator of the relationship between interpersonal injustice and perceived legitimacy of authority when an explanation was absent, whereas it was not significant when explanation was given. These findings contribute to the literature by identifying components that shape the psychological process of forming legitimacy perceptions of authority.
期刊：
Current Psychology,2021年40(2):639-646 ISSN：1046-1310
通讯作者：
Ma, Hongyu;Xie, Julan
作者机构：
[Zhang, Hui; Ma, Hongyu; Shi, Yanwei] Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan 430079, Peoples R China.;[Zhang, Hui; Ma, Hongyu; Shi, Yanwei] Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.;[Xie, Julan] Cent South Univ, Sch Business, Changsha 410083, Peoples R China.
通讯机构：
[Ma, Hongyu] M;[Ma, Hongyu; Xie, Julan] C;Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan 430079, Peoples R China.;Cent China Normal Univ, Sch Psychol, Wuhan 430079, Peoples R China.;Cent South Univ, Sch Business, Changsha 410083, Peoples R China.
关键词：
Focus on opportunities;Information and communication technology;Person-job fit;Work-family centrality
摘要：
Work-related use of information and communication technologies (W_ICTs) after hours has been found to have positive effects on employees’ work-related outcomes. The present study investigated the relationship between W_ICTs after hours and employees’ focus on opportunities, and examined the moderating effect of work-family centrality on this relationship. We collected questionnaire data from 299 Chinese employees. The results showed that W_ICTs after hours positively predicted employees’ focus on opportunities. Further, the positive relationship was moderated by work-family centrality such that the effect was stronger for employees with high work-family centrality. These findings contribute to a further understanding of positive effects of W_ICTs after hours on employees, and uncover important boundary conditions under which this practice might affect employees differentially.
