Behavioral Sciences

Research

23 pages, 681 KiB

Open AccessArticle

Back to Work, Running on Empty? How Recovery Needs and Perceived Organizational Support Shape Employees’ Vigor Upon Return to Work

by Yiting Wang, Keni Song, Ming Guo and Long Ye

Behav. Sci. 2025, 15(7), 889; https://doi.org/10.3390/bs15070889 (registering DOI) - 30 Jun 2025

Abstract

Returning to work after extended holidays poses significant challenges to employees’ psychological adjustment, yet this phenomenon remains underexplored in organizational research. Drawing on the Conservation of Resources (COR) theory, this study develops and tests a moderated mediation model to examine how pre-holiday work-related [...] Read more.

Returning to work after extended holidays poses significant challenges to employees’ psychological adjustment, yet this phenomenon remains underexplored in organizational research. Drawing on the Conservation of Resources (COR) theory, this study develops and tests a moderated mediation model to examine how pre-holiday work-related irritation influences post-holiday workplace vigor through heightened need for recovery, and how perceived organizational support buffers this process. Data were collected through a four-wave time-lagged design surrounding the Chinese Spring Festival, with a final sample of 349 employees across diverse industries. Results show that pre-holiday emotional strain increases employees’ recovery needs, which in turn undermines their workplace vigor. Moreover, boundary strength at home and perceived organizational support buffer the indirect negative pathway, highlighting the critical roles of both personal and organizational resources in the recovery process. By shifting attention from burnout to positive energy states such as vigor, this study advances theoretical understanding of post-holiday adjustment dynamics and offers practical insights for organizations seeking to foster employee resilience and sustained engagement after structured breaks. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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25 pages, 1008 KiB

Open AccessArticle

Understand the Changes in Motivation at Work: Empirical Studies Using Self-Determination Theory-Based Interventions

by Zheni Wang and Melanie Briand

Behav. Sci. 2025, 15(7), 864; https://doi.org/10.3390/bs15070864 (registering DOI) - 25 Jun 2025

Viewed by 126

Abstract

Managers often need to stay motivated and effectively motivate others. Therefore, they should rely on evidence-based interventions to effectively motivate and self-motivate. This research investigated how self-determination theory-based interventions affect employees’ motivation dynamics and motivational consequences within short time frames (i.e., within an [...] Read more.

Managers often need to stay motivated and effectively motivate others. Therefore, they should rely on evidence-based interventions to effectively motivate and self-motivate. This research investigated how self-determination theory-based interventions affect employees’ motivation dynamics and motivational consequences within short time frames (i.e., within an hour, within a few weeks or months) in two empirical studies. Study one focused on assessing the effectiveness of a one-day training workshop in helping to improve managers’ work motivation, basic psychological needs satisfaction/frustration, subordinates’ motivation, and perceptions of managers’ needs-supportive/thwarting behaviors within a few weeks. Results support the effectiveness of the training, as managers were rated by their direct subordinates as having fewer needs-thwarting behaviors and reported self-improvement in needs satisfaction and frustration six weeks after completing the training program. Study two used the mean and covariance structure analysis and tested the impact of three types of basic psychological needs-supportive/thwarting and control conditions (3 × 2 × 1 factorial design) on participants’ situational motivation, vitality, and general self-efficacy for playing online word games within 30 min. Multi-group confirmatory factor analysis (CFA) confirmed the scalar measurement invariance, then latent group mean comparison results show consistently lower controlled motivation across the experimental conditions. During a quick online working scenario, the theory-based momentary intervention effectively changed situational extrinsic self-regulation in participants. Supplementary structural equation modeling (SEM; cross-sectional) analyses using experience samples supported the indirect dual-path model from basic needs satisfaction to vitality and general efficacy via situational motivation. We discussed the theoretical implications of the temporal properties of work motivation, the practical implications for employee training, and the limitations. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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16 pages, 518 KiB

Open AccessArticle

How Does Accountability Exacerbate Job Burnout in the Public Sector? Exploratory Research in Production Supervision in China

by Zhiyi Fang and Qilin Zhang

Behav. Sci. 2025, 15(6), 747; https://doi.org/10.3390/bs15060747 - 29 May 2025

Viewed by 349

Abstract

With the advancement of behavioral public administration, the methodological innovation it introduces offers robust support for investigating the relationship between accountability and individuals’ behavior in the public sector. This paper investigates the link between individuals’ felt accountability and job burnout within China’s industrial [...] Read more.

With the advancement of behavioral public administration, the methodological innovation it introduces offers robust support for investigating the relationship between accountability and individuals’ behavior in the public sector. This paper investigates the link between individuals’ felt accountability and job burnout within China’s industrial production context. We develop and validate a novel theoretical model grounded in cognitive stress theory using survey data collected from public sector safety supervision regulators. The results indicate that the regulators’ felt accountability significantly impacts their job burnout, while threat appraisal played a mediating role in this relationship. Public service motivation negatively moderates the effect, with a more substantial effect observed at higher levels of motivation. This paper contributes to the development of felt accountability theory and promotes interdisciplinary dialogue. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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21 pages, 718 KiB

Open AccessArticle

Social Capital and Job Performance: A Moderated Mediation Model of Organizational Citizenship Behaviors and Psychological Capital

by Qi Cao, Chun-Fu Chen, Hui-Ling Hu and Yueh-Chih Hsiao

Behav. Sci. 2025, 15(6), 714; https://doi.org/10.3390/bs15060714 - 22 May 2025

Viewed by 710

Abstract

Taiwan’s high-tech industry is experiencing rapid labor restructuring driven by automation and technological advancement, resulting in increased job demands and workplace stress. In this context, identifying mechanisms that sustain employee performance has become a critical concern. Drawing on the concept of social capital [...] Read more.

Taiwan’s high-tech industry is experiencing rapid labor restructuring driven by automation and technological advancement, resulting in increased job demands and workplace stress. In this context, identifying mechanisms that sustain employee performance has become a critical concern. Drawing on the concept of social capital and grounded in Conservation of Resources (COR) theory, this study investigates whether social capital indirectly enhances job performance through organizational citizenship behavior. In addition, psychological capital is introduced as a moderating variable to examine the boundary conditions of this mediation process. Data were collected from 327 employees working in Taiwan’s high-tech sector and analyzed using PROCESS Model 14. The results indicate that social capital positively influences job performance only through the mediating effect of organizational citizenship behavior. Moreover, this indirect effect is strengthened when individuals possess higher levels of psychological capital. Based on these findings, the study concludes by discussing theoretical contributions and practical implications for organizations operating in high-pressure, innovation-driven environments. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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18 pages, 1283 KiB

Open AccessArticle

What Turns Task Crafters into High Performers? Affective Commitment and Strategic Alignment as Critical Levers

by Inyong Shin, Jong Gyu Park and Heesun Chae

Behav. Sci. 2025, 15(5), 678; https://doi.org/10.3390/bs15050678 - 15 May 2025

Viewed by 285

Abstract

Considering that the impacts of task crafting on task performance are not uniform and may depend on goal congruence, this study attempted to explore the roles of affective commitment in individual–organizational goal congruence and strategic alignment in job–organizational goal congruence. Drawing on conservation [...] Read more.

Considering that the impacts of task crafting on task performance are not uniform and may depend on goal congruence, this study attempted to explore the roles of affective commitment in individual–organizational goal congruence and strategic alignment in job–organizational goal congruence. Drawing on conservation of resources theory, we anticipated that affective commitment as a motivational resource and strategic alignment as an organizational resource would be critical levers for task crafting to affect task performance. Using a time-lagged design with two data-collection points, we conducted a multilevel analysis of data from 138 subordinates and 50 supervisors. As a result, we found that task crafting had the strongest positive effect on task performance when both affective commitment and strategic alignment were high. This study offers new insights regarding task crafting by identifying how employees can be effectively proactive. It also expands the theoretical application of conservation of resources theory by specifying how different types of resources interact to improve performance. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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22 pages, 1206 KiB

Open AccessArticle

When Cultural Resources Amplify Psychological Strain: Off-Work Music Listening, Homophily, and the Homesickness–Burnout Link Among Migrant Workers

by Chenyuan Gu, Zhuang Ma, Xiaoying Li, Jianjun Zhang and Qihai Huang

Behav. Sci. 2025, 15(5), 666; https://doi.org/10.3390/bs15050666 - 13 May 2025

Viewed by 520

Abstract

Hundreds of millions of migrants experience frequent homesickness that affects their psychological wellbeing. This study integrates the job-demands–resources model and temporal comparison theory to examine how music listening and similar activities involving coworker homophily and roommate homophily influence the relationship between homesickness and [...] Read more.

Hundreds of millions of migrants experience frequent homesickness that affects their psychological wellbeing. This study integrates the job-demands–resources model and temporal comparison theory to examine how music listening and similar activities involving coworker homophily and roommate homophily influence the relationship between homesickness and burnout. Our analysis of survey data from 2493 migrant workers reveals that off-work music listening strengthens the positive relationship between homesickness and burnout. Furthermore, coworker homophily and roommate homophily enhance the strength of the interaction between off-work music listening and homesickness as a predictor of burnout. Our findings demonstrate how seemingly supportive job resources can transform into psychological demands and thus have important theoretical and managerial implications. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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17 pages, 786 KiB

Open AccessArticle

How Empowering Leadership Drives Proactivity in the Chinese IT Industry: Mediation Through Team Job Crafting and Psychological Safety with ICT Knowledge as a Moderator

by Juanxiu Piao and Juhee Hahn

Behav. Sci. 2025, 15(5), 609; https://doi.org/10.3390/bs15050609 - 1 May 2025

Viewed by 576

Abstract

In China’s rapidly digitizing IT industry, empowering leadership has become a crucial catalyst for workplace proactivity; however, the mechanisms linking leadership practices to individual proactive behaviors remain underexplored. This study addresses this gap by proposing a multi-level framework that integrates team processes and [...] Read more.

In China’s rapidly digitizing IT industry, empowering leadership has become a crucial catalyst for workplace proactivity; however, the mechanisms linking leadership practices to individual proactive behaviors remain underexplored. This study addresses this gap by proposing a multi-level framework that integrates team processes and technological contexts. Based on the job demands–resources theory, the research examines the mechanisms of empowering leadership through parallel team-level pathways and the influence of digital infrastructure on these dynamics. Data were gathered in three phases from 510 employees across 74 teams in seven IT firms. Hierarchical analyses with SPSS 27.0, AMOS 28.0, and HLM 6.08 revealed three pathways: empowering leadership significantly enhances workplace proactivity, with team job crafting and psychological safety serving as sequential mediators. Moreover, access to knowledge via ICT moderates the relationship between team job crafting and workplace proactivity. This study theoretically contests sequential mediation assumptions by demonstrating parallel, non-overlapping mechanisms and redefines ICT’s role as a contextual enhancer in digital workplaces. Practically, it offers organizations a modular strategy: leaders can prioritize either job crafting systems or psychological safety climates to foster proactivity, depending on their team’s technological readiness. These insights offer practical recommendations for optimizing leadership practices in high-pressure IT environments, where digital tools and team dynamics influence employee initiative. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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14 pages, 450 KiB

Open AccessArticle

The Influence of Work Engagement on Employee Affect and Creativity: Insights from Occupational Mental Health

by Lan Ye, Yanwei Li, Na Zhang and Jian Zhang

Behav. Sci. 2024, 14(12), 1217; https://doi.org/10.3390/bs14121217 - 18 Dec 2024

Cited by 3 | Viewed by 1824

Abstract

Affect plays a pivotal role in shaping employees’ work performance and mental health, with growing recognition of its capacity to drive creativity. However, the differential impacts of positive and negative affect on creative performance remain a subject of debate. This study aims to [...] Read more.

Affect plays a pivotal role in shaping employees’ work performance and mental health, with growing recognition of its capacity to drive creativity. However, the differential impacts of positive and negative affect on creative performance remain a subject of debate. This study aims to compare the relationships between high- and low-arousal affect, as well as PANA dimensions of affect, and creative performance, emphasizing the mediating role of work engagement from an occupational mental health perspective. A survey was conducted involving 278 employees and their managers across 25 companies in China. The findings reveal significant associations between high-arousal positive affect, low-arousal positive affect, high-arousal negative affect, and low-arousal negative affect with both work engagement and creative performance. Moreover, the results indicate that work engagement partially mediates the relationship between high-arousal affect and creative performance while fully mediating the relationship between low-arousal affect and creativity. These findings underscore the importance of occupational mental health—particularly work engagement—in fostering employee creativity and highlight its critical role in organizational management strategies. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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17 pages, 1034 KiB

Open AccessArticle

Motivation for and Challenges in Teacher Research in Underdeveloped Areas of Northwest China: An Exploratory Study

by Na Zhou, Xin Liu, Xinglin Jin, Tongji Li, Chenjing Wang and Wilfried Admiraal

Behav. Sci. 2024, 14(11), 1064; https://doi.org/10.3390/bs14111064 - 7 Nov 2024

Cited by 1 | Viewed by 1450

Abstract

This study explored the motivations and challenges vocational teachers (VTs) face in conducting research in underdeveloped regions of Northwest China. We invited 49 vocational teachers from Qinghai province to participate in the questionnaire survey, with their motivation measured using scale items and their [...] Read more.

This study explored the motivations and challenges vocational teachers (VTs) face in conducting research in underdeveloped regions of Northwest China. We invited 49 vocational teachers from Qinghai province to participate in the questionnaire survey, with their motivation measured using scale items and their challenges measured using open-ended questions. After data collection, latent profile analysis (LPA) was used to explore the participants’ motivational profiles, and three types were identified, i.e., high autonomous and controlled motivation, high autonomous and low controlled motivation, and low autonomous motivation. In addition, we conducted a qualitative analysis of the challenges in teacher research. As a result, five categories of challenges that might hinder Chinese vocational teachers in conducting research were observed (i.e., researcher identity, research knowledge and skills, research climate in schools, workload and family care, and resources and financial support). Teachers with the profile of highly autonomous and controlled motivation were more likely to face challenges related to a lack of resources and financial support and the research climate. Workload and family care appeared to be significant challenges for teachers with the profile of highly autonomous but less controlled motivation. In contrast, a lack of research knowledge and skills was a common perceived challenge across all profiles. These results suggest that although vocational teachers express relatively high motivation in conducting research, the significance of institutional development programmes and external research support for research activities remains crucial. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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11 pages, 456 KiB

Open AccessArticle

Bridging Employees’ Perceptions of Corporate Social Responsibility, Sense-Making for Meaningfulness, and Work Engagement for Successful Self-Regulation

by Zheni Wang, Steve Carroll and Eric H. Wang

Behav. Sci. 2024, 14(11), 1014; https://doi.org/10.3390/bs14111014 - 31 Oct 2024

Viewed by 1671

Abstract

In response to calls for research on the psychological mechanisms, such as perceptions and attitudes toward corporate citizenship, in promoting positive outcomes at work, this research presents a novel approach by empirically testing a calling conditioned path model from P perception of corporate [...] Read more.

In response to calls for research on the psychological mechanisms, such as perceptions and attitudes toward corporate citizenship, in promoting positive outcomes at work, this research presents a novel approach by empirically testing a calling conditioned path model from P perception of corporate CSR (P-CSR) to work engagement via meaningfulness under the theoretical framework of self-determination theory. Survey data collected from 224 corporate employees in the US were tested using the PROCESS plugin (version 4.3) in SPSS. The regression results supported the positive direct and indirect paths from employees’ P-CSR to meaningfulness and work engagement but not the conditioning effect of calling work orientation. This study’s unique findings, limitations, future research, and implications are discussed, expanding micro-CSR research and unboxing the management assumptions of employees as purposeful autonomous agents seeking consistent interpretations and authentic perceptions of organizational CSR activities during their sense-making processes. Non-confirming of the calling conditioning the path model shed light on it being a dynamic multi-dimensional and multi-level construct to be further researched. Full article

(This article belongs to the Special Issue Work Motivation, Engagement, and Psychological Health)

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