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- Buchanan, E. M., et al.
(författare)
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The Psychological Science Accelerator's COVID-19 rapid-response dataset
- 2023
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Ingår i: Scientific Data. - : Springer Science and Business Media LLC. - 2052-4463. ; 10:1
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Tidskriftsartikel (refereegranskat)abstract
- In response to the COVID-19 pandemic, the Psychological Science Accelerator coordinated three large-scale psychological studies to examine the effects of loss-gain framing, cognitive reappraisals, and autonomy framing manipulations on behavioral intentions and affective measures. The data collected (April to October 2020) included specific measures for each experimental study, a general questionnaire examining health prevention behaviors and COVID-19 experience, geographical and cultural context characterization, and demographic information for each participant. Each participant started the study with the same general questions and then was randomized to complete either one longer experiment or two shorter experiments. Data were provided by 73,223 participants with varying completion rates. Participants completed the survey from 111 geopolitical regions in 44 unique languages/dialects. The anonymized dataset described here is provided in both raw and processed formats to facilitate re-use and further analyses. The dataset offers secondary analytic opportunities to explore coping, framing, and self-determination across a diverse, global sample obtained at the onset of the COVID-19 pandemic, which can be merged with other time-sampled or geographic data.
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| 5. |
- Tierney, W., et al.
(författare)
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A creative destruction approach to replication : Implicit work and sex morality across cultures
- 2021
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Ingår i: Journal of Experimental Social Psychology. - : Elsevier BV. - 0022-1031 .- 1096-0465. ; 93
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Tidskriftsartikel (refereegranskat)abstract
- How can we maximize what is learned from a replication study? In the creative destruction approach to replication, the original hypothesis is compared not only to the null hypothesis, but also to predictions derived from multiple alternative theoretical accounts of the phenomenon. To this end, new populations and measures are included in the design in addition to the original ones, to help determine which theory best accounts for the results across multiple key outcomes and contexts. The present pre-registered empirical project compared the Implicit Puritanism account of intuitive work and sex morality to theories positing regional, religious, and social class differences; explicit rather than implicit cultural differences in values; self-expression vs. survival values as a key cultural fault line; the general moralization of work; and false positive effects. Contradicting Implicit Puritanism's core theoretical claim of a distinct American work morality, a number of targeted findings replicated across multiple comparison cultures, whereas several failed to replicate in all samples and were identified as likely false positives. No support emerged for theories predicting regional variability and specific individual-differences moderators (religious affiliation, religiosity, and education level). Overall, the results provide evidence that work is intuitively moralized across cultures.
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| 6. |
- Krys, K, et al.
(författare)
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Happiness Maximization Is a WEIRD Way of Living
- 2024
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Ingår i: Perspectives on psychological science : a journal of the Association for Psychological Science. - 1745-6924. ; , s. 17456916231208367-
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Tidskriftsartikel (refereegranskat)
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| 12. |
- Roczniewska, M., et al.
(författare)
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Job crafting interventions : what works, for whom, why, and in which contexts? Research protocol for a systematic review with coincidence analysis
- 2023
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Ingår i: Systematic Reviews. - : BioMed Central Ltd. - 2046-4053. ; 12:1
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Tidskriftsartikel (refereegranskat)abstract
- Background: Recent challenges in the working world that resulted from the pandemic and technological advances have underlined the importance of flexibility in how jobs are designed. Job crafting (JC) refers to self-initiated changes that employees introduce to their jobs to optimize their job design and increase the fit between the job and their needs and preferences. These behaviors can be stimulated by job crafting training interventions, which aim to change how individual employees design, organize, or manage their work. However, since the interventions are implemented in various ways, we do not know which context and intervention factors are necessary or sufficient to achieve desired outcomes. Without this knowledge, benefitting from the potential of job crafting interventions is limited. The overall aim of this project will be to investigate what combinations of context, intervention, and mechanism factors are linked with effective JC interventions. Specifically, we will detect what factors are minimally sufficient and/or necessary to produce a successful JC intervention, how they combine, as well as what are the multiple alternative paths to their success. Methods: We will perform a systematic review of the JC interventions literature combined with coincidence analysis (CNA). We will search electronic databases of journals and utilize Rayyan software to make decisions regarding inclusion. Data regarding context (e.g., fit), intervention (e.g., types of activities), mechanisms (e.g., intention implementation), and outcomes (e.g., employee well-being, job performance) will be extracted using a pre-piloted form and coded into a crisp-set (factor present vs. absent). Analyses will be carried out using the CNA package in R. Discussion: This review will address gaps in knowledge about the context, intervention, and mechanism-related factors that may impact the effects of JC interventions. Consequently, this review will help develop a program theory for JC interventions that explains what works, how and under which circumstances. Applying CNA to synthesize these complex solutions across multiple studies provides an innovative method that may be used in future review attempts evaluating the implementation of interventions. Finally, our synthesis will provide knowledge relevant to organizational practitioners and scholars who want to implement JC interventions. Trial registration: https://osf.io/2g6yx.
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| 14. |
- Roczniewska, M, et al.
(författare)
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Maximizing economic prosperity, strengthening military, or developing social bonds? Study protocol for research on the relationship between regulatory focus and preferences for the direction of societal development
- 2022
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Ingår i: PloS one. - : Public Library of Science (PLoS). - 1932-6203. ; 17:9, s. e0274624-
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Tidskriftsartikel (refereegranskat)abstract
- Recent research has pointed to cross-cultural differences with regard to preferences for the directions that societies should take in their development. From an individual’s perspective, these directions might be understood as ‘goals’, i.e., internal representations of desired end states. To date, research on individual differences that determine preferences for such directions is scarce. However, people’s motivational concerns, i.e., what they fundamentally value, may shape their views about the desired paths for their country’s future. The role of such motivational concerns has been described by regulatory focus theory, which distinguishes between promotion concerns related to advancement needs and prevention concerns linked with security needs. The overall aim of this project is to map the different pathways of societal development with regulatory focus concerns. This will be achieved in two studies. In Study 1, a group concept mapping method will be employed, and leading psychologists will assess the extent to which various societal development goals represent promotion and prevention goals. Based on these ratings, a two-dimensional map of the goals will be created and presented to the same experts, who will be asked to create goal clusters based on their proximity with regard to promotion and prevention ratings. This study will reveal which societal development directions have promotion concerns that outweigh prevention concerns (and vice versa) and which are both high (or low) on these dimensions. This initial mapping will be corroborated in correlational Study 2 with representative samples from two countries differing in dominating regulatory orientations (Poland vs. USA). Here, the roles of individual promotion and prevention orientations in preferences for specific societal development directions will be evaluated. This project will provide new insights into the roles of individual motivational systems in preferences for goals that might be pursued in country development.
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| 16. |
- Richter, A., et al.
(författare)
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The cross‐level moderation effect of resource‐providing leadership on the demands—work ability relationship
- 2021
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI. - 1661-7827 .- 1660-4601. ; 18:17
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Tidskriftsartikel (refereegranskat)abstract
- Employees in female‐dominated sectors are exposed to high workloads, emotional job demands, and role ambiguity, and often have insufficient resources to deal with these demands. This imbalance causes strain, threatening employees’ work ability. The aim of this study was to examine whether resource‐providing leadership at the workplace level buffers against the negative repercussions of these job demands on work ability. Employees (N = 2383) from 290 work groups across three countries (Germany, Finland, and Sweden) in female‐dominated sectors were asked to complete questionnaires in this study. Employees rated their immediate supervisor’s resourceproviding leadership and also self‐reported their work ability, role ambiguity, workload, and emotional demands. Multilevel modeling was performed to predict individual work ability with job demands as employee‐level predictors, and leadership as a group‐level predictor. Work ability was poor when employees reported high workloads, high role ambiguity, and high emotional demands. Resource‐providing leadership at the group level had a positive impact on employees’ work ability. We observed a cross‐level interaction between emotional demands and resource‐providing leadership. We conclude that resource‐providing leadership buffers against the repercussions of emotional demands for the work ability of employees in female‐dominated sectors; however, it is not influential in dealing with workload or role ambiguity.
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| 21. |
- Roczniewska, M., et al.
(författare)
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Predicting sustainable employability in swedish healthcare : The complexity of social job resources
- 2020
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 17:4
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Tidskriftsartikel (refereegranskat)abstract
- Achieving sustainable employability (SE), i.e., when employees are able to continue working in a productive, satisfactory, and healthy manner, is a timely challenge for healthcare. Because healthcare is a female-dominated sector, our paper investigated the role of social job resources in promoting SE. To better illustrate the complexity of the organizational environment, we incorporated resources that operate at different levels (individual, group) and in different planes (horizontal, vertical): trust (individual-vertical), teamwork (group-horizontal), and transformational leadership (group-vertical). Based on the job demands-resources model, we predicted that these resources initiate the motivational process and thus promote SE. To test these predictions, we conducted a 3-wave study in 42 units of a healthcare organization in Sweden. The final study sample consisted of 269 professionals. The results of the multilevel analyses demonstrated that, at the individual level, vertical trust was positively related to all three facets of SE. Next, at the group level, teamwork had a positive link with employee health and productivity, while transformational leadership was negatively related to productivity. These findings underline the importance of acknowledging the levels and planes at which social job resources operate to more accurately capture the complexity of organizational phenomena and to design interventions that target the right level of the environment.
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| 22. |
- Roczniewska, M, et al.
(författare)
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Reducing Hindering Job Demands: The Role of Belief in Life as a Zero-Sum Game and Workload
- 2021
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Ingår i: International journal of environmental research and public health. - : MDPI AG. - 1660-4601. ; 18:19
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Tidskriftsartikel (refereegranskat)abstract
- When individuals engage in job crafting by decreasing their job demands, the workload of their teammates rises. Pursuing self-interest at the expense of others requires holding a belief about the antagonistic nature of human relations. The present research demonstrates how belief in life as a zero-sum game (BZSG) shapes workplace behaviors. Our two studies—one cross-sectional and one time-lagged—support our predictions that a strong BZSG weakens proactivity and increases the tendency to decrease one’s job demands at the expense of others. We also observed a suppression effect: workload triggers a reduction in job demands indirectly by activating BZSG, while the direct link between workload and reducing hindering job demands is negative. The results are important for both theory and practice because they delineate the conditions that prompt the avoidance of job demands by the employees.
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| 23. |
- von Thiele Schwarz, Ulrica, 1975-, et al.
(författare)
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Complexity embraced : a new perspective on the evaluation of organisational interventions
- 2024
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Ingår i: Work & Stress. - : TAYLOR & FRANCIS LTD. - 0267-8373 .- 1464-5335.
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Tidskriftsartikel (refereegranskat)abstract
- Organisational interventions are recommended to address the root causes of ill-health in organisations. Yet, the evidence for their effectiveness is inconclusive, likely because such interventions are complex, and their effectiveness depends on how and in which contexts the interventions are implemented. This makes organisational interventions challenging to evaluate. While multiple factors affecting implementation and intervention outcomes have been uncovered, it remains unclear which of them are necessary and which are sufficient to produce desired outcomes. To move forward, we argue that the field would benefit from using a theory of causation that better reflects that factors can combine in various ways, that there may be multiple paths to the same outcome, and that a factor can be necessary for bringing about an outcome and thus always leads to it, or sufficient, implying that multiple factors can independently lead to the same outcome. We believe that the use of evaluation designs that align with this type of causation, such as the configurational comparative methods in general and coincidence analysis in particular, will be a significant turning point for the field. The proposed paradigm will improve the precision of current frameworks and models for the evaluation and implementation of organisational interventions.
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| 25. |
- Åkerström, Magnus, 1981, et al.
(författare)
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Reducing sickness absence among public-sector healthcare employees: the difference-making roles of managerial and employee participation
- 2024
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Ingår i: International Archives of Occupational and Environmental Health. - 0340-0131 .- 1432-1246. ; 97, s. 341-351
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Tidskriftsartikel (refereegranskat)abstract
- PurposeEvaluations of organizational-level interventions to prevent work-related illness have identified enabling factors, but knowledge of necessary and sufficient conditions for intervention success is needed. The aim was to identify difference-making factors that distinguish intervention groups with and without a positive intervention effect on sickness absence.MethodsAn organizational-level intervention designed to decrease sickness absence by providing support from process facilitators was implemented at eight healthcare workplaces in Sweden between 2017 and 2018. We applied coincidence analysis (CNA) to analyze 34 factors and determine which factors were necessary and sufficient for a successful implementation of tailored interventional measures on an organizational level (dichotomous) and reduced sickness absence (trichotomous).ResultsTwo factors perfectly explained both the presence and absence of a successful implementation: "a high sense of urgency" and "good anchoring and participation from the strategic management". The presence of either of these factors alone was sufficient for successful implementation, whereas the joint absence of both conditions was necessary and sufficient for the absence of successful implementation and an intervention effect. In addition, high employee participation was both necessary and sufficient for a high intervention effect. For organizations without high employee participation, successful implementation led to a medium-effect size.ConclusionsThis study identified participation as a difference-maker in the implementation process. Participation from different stakeholders turned out to be important in different phases. When implementing organizational-level interventions, high participation from both strategic management and employees appears to be crucial in terms of the intervention's effect on sickness absence.
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