Paraskevas Petrou

Erasmus University Rotterdam | EUR · Department of Organizational Psychology

Although openness to experience has been consistently related to employee creativity, we know less about how this relationship manifests when one makes a distinction between incremental creativity (i.e., minor modifications of existing practices) and radical creativity (i.e., major departures from existing practices). Our present work is driven by...

Social support is in its essence a dyadic exchange process – it has important benefits for those who receive and those who provide support. In the present paper, we develop a model integrating insights from mattering and social exchange theories. We propose that self-determined support behaviors satisfy the provider’s feelings of mattering, which h...

We use emotional contagion and social resources theories to hypothesize that individual team members may use mood-enhancing, energizing, and uniting behaviors (i.e., team boosting behaviors) to boost team-level work engagement and performance. We further build on complementary- and supplementary-fit perspectives to hypothesize that environments tha...

The present study addresses creativity as an employee strategy adopted to deal with challenges and distinguishes between incremental creativity (i.e., minor modifications to existing practices) and radical creativity (i.e., major departures from current practices). We hypothesize that employee self-reported mindfulness and other-rated personal init...

This study investigates whether job stressors such as role ambiguity, procedural unfairness, and perceived competition may prompt high Machiavellian employees to use amoral manipulation at work. We also examine whether these manipulative behaviors are consequently related to their own task performance and affiliative citizenship behaviors. A weekly...

The current study compared the relationships between the dark triad traits and various work outcomes across a Chinese (N = 239) and a United States (N = 240) employee sample. The results of multigroup structural equation modeling analyses generally revealed a “dark” pattern across the two countries for psychopathy. Machiavellianism was generally “b...

Although unattained work goals and tasks are often viewed by management as an undesired state, the present paper proposes that daily lack of closure can sometimes boost rather than block job performance. Lack of closure is defined as an employee state or subjective feeling whereby the tasks, goals, or projects of a working day remain incomplete. Th...

In teams, some people are truly noticed when present, and sorely missed when absent. Often they are described as the “life of the party”, but in a formal team context, we refer to their behaviors as “team boosting behavior”. These behaviors have the potential to affect the team’s processes. In three consecutive studies, we conceptualized these beha...

The relationship between neighborhood quality and personality was explored using a large nationally representative sample of midlife adults, namely, the data from the Midlife in the United States Longitudinal Study of Health and Well-Being. A multilevel approach was used to track correlations between fluctuations in perceived neighborhood safety an...

Whereas promotion focus is consistently linked to high adaptivity (i.e., adjustment to changes) andcreativity (i.e., generation of useful and original ideas), prevention focus is commonly associated with lowadaptivity and creativity. The present study uncovers the conditions under which prevention focus mayalso have positive effects on adaptivity a...

This work focuses on how mixed feelings serve adaptive functions in organizational change. Failing to recognize that attitudes to change may involve both positive and negative evaluations of the change at the same time may affect change implementation. This article explored the relationship between ambivalence to change and adaptive performance in...

This study tested the hypothesis that individuals can proactively manage their own energetic, affective, and cognitive resources in order to be creative at work. Building on proactivity and creativity literatures, we propose a theoretical model in which employees who proactively manage their vitality are more engaged in their work and show improved...

We develop a dyadic model of social exchange at work and shed light on how employees exchange support on a daily basis. In addition, we investigate when providing support relates to the work engagement of the provider. We hypothesized that the provider repeats his or her supportive action within a day when the receiver also provides support or when...

Although the literature implies that rebelliousness can be a precursor of creative behaviour, this assumption has rarely been empirically tested. In the present study, we hypothesized that trait-level rebelliousness may have an inverted U-shaped relationship with creativity. Additionally, we expected that the effect is pronounced under two conditio...

Drawing on theoretical views of creative deviance, the present study hypothesized that employees with a tendency to break rules are more creative at their jobs (Hypothesis 1). Furthermore, we expected that this is particularly the case when employees face high problem-solving demands (i.e., they are expected to be creative) but at the same time the...

Meta‐analyses on job crafting reveal that while approach‐oriented job crafting (e.g., increasing job resources or challenging job demands) relates positively to employee performance, avoidance‐oriented job crafting (e.g., decreasing hindering job demands) has either non‐significant or negative implications for employee functioning. However, the joi...

According to the self‐determination theory (SDT), individuals flourish when they satisfy their psychological needs. We expand this proposition by testing whether employees satisfy their own needs and improve their own work engagement by providing support to their co‐workers. Moreover, we argue that it matters when and to whom the support is provide...

The present daily diary study among employees from various occupational sectors used conflict and creativity theories to hypothesize that task conflict has an inverted U‐shaped relationship with employee creativity (i.e., creativity is higher at moderate than low or high levels of conflict). In addition, we argue that this curvilinear effect is lik...

Life history (LH) theory provides an evolutionary account of individual differences in various traits, including wellbeing. The theory distinguishes between a fast LH strategy, indicated by a short-term perspective (e.g., impulsivity), versus a slow LH strategy, indicated by a long-term perspective (e.g., more constraint behavior). Previous studies...

Building on theoretical frameworks and recent empirical findings, in this chapter we present a research model about how trust and fairness perceptions of organizational leadership can influence employee work engagement (i.e., a work-related state of mind characterized by vigor, dedication and absorption; Schaufeli, Bakker, & Salanova, 2006) during...

Organizations today have to change constantly. Although both practitioners and scientists agree in that organizational change communication is the most effective strategy to improve employee adjustment to change, little is known about how change communication enhances more proactive employee reactions to change. The present study addresses employee...

Purpose The purpose of this paper is to examine the main and interaction effects of self-rated promotion and prevention regulatory focus on self-rated work performance, emotional exhaustion and sickness absence for managers and non-managers separately. The authors expected that promotion focus relates positively to performance and negatively to si...

We examined the link between victimisation and life satisfaction for 85,301 gay and bisexual individuals across 44 European countries. We expected this negative link to be stronger when the internalised homonegativity of the victim was high (e.g. because the victim is more vulnerable) and weaker when victimisation occurs in countries that express i...

In this paper, we focussed on Greek employees that are heavily affected by austerity-led organizational changes, and studied whether job crafting (defined as seeking resources, seeking challenges, reducing demands) helps them deal with these changes. In the first, cross-sectional study we examined whether job crafting relates to adaptive performanc...

The present paper addresses two crafting strategies employees may display in different life domains in order to attain desired outcomes. On the one hand, job crafting is targeted at increasing social and structural job resources and challenging job demands. On the other hand, leisure crafting is the proactive pursuit of leisure activities targeted...

The present study addresses how job characteristics (e.g., autonomy, workload, and their interaction) relate to employee job crafting (i.e., seeking resources, seeking challenges, and reducing demands), and whether job crafting relates to employee work-related well-being (i.e., work engagement and exhaustion) across 2 distinct organizational change...

Although work and family are undoubtedly important life domains, individuals are also active in other life roles which are also important to them (like pursuing personal interests). Building on identity theory and the resource perspective on work-home interface, we examined whether there is an indirect effect of work-self conflict/facilitation on e...

The present study addresses employee leisure crafting as the proactive pursuit and enactment of leisure activities targeted at goal setting, human connection, learning and personal development. Study 1 developed a measure for leisure crafting and provided evidence for its reliability and validity. In study 2, we followed 80 employees over the cours...

Purpose – The present paper addresses regulatory focus (promotion versus prevention) as a trait-level and a week-level variable linked to employee job crafting behaviors (i.e., seeking resources, seeking challenges and reducing demands). We hypothesized that while promotion focus relates positively to seeking resources and seeking challenges, preve...

The present study addressed employee job crafting behaviors (i.e., seeking resources, seeking challenges, and reducing demands) in the context of organizational change. We examined predictors of job crafting both at the organizational level (i.e., perceived impact of the implemented changes on the working life of employees) and the individual level...

Regulatory fit theory predicts that motivation and performance are enhanced when individuals pursue goals framed in a way that fits their regulatory orientation (promotion vs. prevention focus). Our aim was to test the predictions of the theory when individuals deal with change. We expected and found in three studies that regulatory fit is benefici...

Contemporary organizations are continuously required to introduce changes and employees are expected to adapt to these changes. However, we still lack knowledge on how organizational change can be successfully implemented. We suggest that employees who craft and reshape their jobs adapt better to today’s rapidly transforming work environment and th...

This study focused on daily job crafting and explored its contextual determinants and one motivational outcome (i.e., work engagement). Job crafting was conceptualized as “seeking resources,” “seeking challenges,” and “reducing demands.” Participants were 95 employees from several organizations who completed a 5-day diary survey. As hypothesized, w...

This study among 267 Greek teachers and their partners tested and expanded the recently proposed Spillover-Crossover model (SCM) of well-being. Accordingly, experiences built up at work spill over to the home domain, and then influence the partner. The authors integrated equity theory in the model by formulating hypotheses about exchange in interpe...

Unbalanced social-exchange processes at work have been linked to emotional exhaustion. In addition to organizational factors, individual differences are impor-tant determinants of reciprocity perceptions. This study explored whether broad and narrow personality traits were associated with perceived lack of reciprocity (organi-zational and interpers...

Orientation: Promotion and prevention regulatory foci have been established as self-regulation systems with implications for the study of change. Research purpose: The study aimed to test moderating effects of promotion and prevention focus within the job demands-resources model in a context of organisational change. Predictors included job demands...