How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.

Landis, Blaine; Fisher, Colin; Menges, Jochen I.

doi:10.1037/apl0000876

Cited by 23 publications

(13 citation statements)

References 79 publications

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“…We used a between-subjects design to randomly assign participants to two conditions—stimulation or self-alienation—with contrasting predictions for our focal outcome (for similar, see Kark et al, 2015; Landis et al, 2022; Welsh et al, 2020) As in Study 2b, prompts were adapted from Galinsky et al (2003) to draw upon our survey items. Participants were given at least 3 min to recall an incident in which their overall work life “seemed stimulating”/“made you feel alienated from yourself.” See Appendix for the full prompts.…”

Section: Study 2 Methodsmentioning

confidence: 99%

Self-inconsistency or self-expansion from wearing multiple hats? The daily effects of enacting multiple professional identities on work meaningfulness.

Sessions,

Pychlau

2024

Journal of Applied Psychology

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People increasingly support themselves through multiple jobholding-concurrently performing more than one job-and spend time enacting their professional identities each day. In accordance with self-consistency theory, scholars have emphasized that having to act out more than one professional identity promotes a fragmented sense of self for multiple jobholders, which impedes the meaningfulness of their work. However, we assert that this prevailing view about self-inconsistency is incomplete and problematic because it overlooks consideration for how enacting multiple professional identities may be a selfexpanding and stimulating experience that satisfies basic needs for growth and exploration. By jointly applying self-expansion theory and self-consistency theory to the day-to-day experience of wearing multiple hats, we unpack how and why enacting multiple professional identities has countervailing implications for work meaningfulness through its effects on stimulation and self-alienation. We also consider the moderating role of identity contrast on these pathways to meaningfulness. We investigate our assertions in a series of preregistered studies-a comprehensive test of our model in a 15-day experience sampling study (Study 1) as well as constructive replications of each stage of our model (Study 2). Overall, we offer novel insights about the day-to-day tension between stimulation and self-alienation for people who act out multiple professional identities and the impact on the meaningfulness of their work.

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Section: Study 2 Methodsmentioning

confidence: 99%

Self-inconsistency or self-expansion from wearing multiple hats? The daily effects of enacting multiple professional identities on work meaningfulness.

Sessions,

Pychlau

2024

Journal of Applied Psychology

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“…We had a 3 (type of help received: task-related help, person-related help, no help received) × 2 (relative competence: high vs. low) between-participant factorial design. Participants were randomly assigned to read one of six scenarios, which were modified from scenarios on receiving advice developed by Landis et al (2022). All participants read a scenario (see Appendix C) that asked them to assume the role of an employee working in a media agency.…”

Section: Methodsmentioning

confidence: 99%

Biting the hand that feeds: A status-based model of when and why receiving help motivates social undermining.

Tai¹,

Lin²,

Lam³

et al. 2023

Journal of Applied Psychology

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Social exchange theory suggests that after receiving help, people reciprocate by helping the original help giver. However, we propose that help recipients may respond negatively and harm the help giver when they perceive helping as a status threat and experience envy. Integrating the helping as status relations framework and the social functional perspective of envy, we examine when and why receiving help may prompt help recipients to undermine help givers. Across four studies, we find progressive support for our results, which show that when individuals receive task-related help from help givers who are perceived to be more, rather than less, competent than them, they experience greater status threat and envy. As help recipients experience envy toward help givers, they are likely to undermine help givers, and this positive relationship becomes stronger for help recipients who have higher status striving motivation. Our findings underscore the status dynamics implicated in helping interactions by highlighting that help recipients, especially those with higher status striving motivation, may paradoxically undermine help givers when they perceive status threat from and feel envious of help givers, as a result of receiving help from more competent help givers.

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“…Drawing from the literature on proactive behaviors (e.g. citizenship, volunteering, helping;Gagn e et al, 2019;Landis et al, 2022;Taber and Deosthali, 2014), this study accordingly proposes that job crafting behaviors can be motivated by selforiented motives and other-oriented motives. Work orientation is added to the framework considering the fact that compared with other proactive behaviors (e.g.…”

Section: Jmp 392mentioning

confidence: 99%

Why do employees craft their jobs: a qualitative analysis of job crafting motives from actor and observer perspectives

Lin,

Meng

2024

JMP

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PurposeDespite its flourishing development since first proposed, job crafting literature has provided limited insights into why people craft their jobs. This study theoretically develops a two-dimensional integrative framework for the motives of job crafting, including orientation (self-oriented vs work-oriented vs other-oriented) and self-determination (autonomous vs introjected vs external) dimensions. We further investigate the specific motives of job crafting from actor and observer perspectives.Design/methodology/approachWe conducted two critical-incident recall surveys among 120 and 100 employees from varied sectors and organizations, who responded from the actor and observer perspective respectively. 395 and 299 valid open-ended responses were then collected and coded following the steps for content analysis.FindingsDrawing from the proposed two-dimensional theoretical framework, we identified 16 specific job crafting motives from actor and observer perspectives.Practical implicationsOur findings remind managers to pay attention to employees' motives of job crafting and take appropriate managerial actions according to their varied motives.Originality/valueBy incorporating job crafting from the motivation literature and identifying diversified motives that drive employees to engage in job crafting, this qualitative study contributes to both the job crafting literature and the broader application of self-determination theory in the field of organizational behavior.

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How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.

Cited by 23 publications

References 79 publications

Self-inconsistency or self-expansion from wearing multiple hats? The daily effects of enacting multiple professional identities on work meaningfulness.

Self-inconsistency or self-expansion from wearing multiple hats? The daily effects of enacting multiple professional identities on work meaningfulness.

Biting the hand that feeds: A status-based model of when and why receiving help motivates social undermining.

Why do employees craft their jobs: a qualitative analysis of job crafting motives from actor and observer perspectives

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