Department of Management and Leadership.
Department of Management and Organizations.
J Appl Psychol. 2022 Sep;107(9):1640-1654. doi: 10.1037/apl0000950. Epub 2021 Oct 7.
Individuals chronically vary in the extent to which they think about the past, present, and future. This individual difference--relates to a variety of work and life outcomes including affective well-being, job performance, and career success. Although it has been proposed that people can simultaneously focus on the past, present, and future (Lewin, 1943), tests of this idea within the organizational sciences remain scarce, with scholars instead focusing on the independent predictions of each aspect of temporal focus. As such, contradictory findings exist regarding the benefits of each dimension. In an effort to advance the discussion of temporal focus in the organizational literature, we present two studies that utilize latent profile analysis (LPA) to examine how people think about time holistically, uncovering initial profiles of past, present, and future temporal focus (Study 1) and demonstrating their effect on important work outcomes related to affect (e.g., job satisfaction, affective commitment) and withdrawal at work (e.g., turnover intentions, absenteeism, lateness; Study 2). Combined, our findings offer theoretical and practical implications that clarify conclusions about temporal focus in organizations and suggest directions for future work. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
个体在思考过去、现在和未来的程度上存在长期差异。这种个体差异与各种工作和生活成果有关，包括情感幸福感、工作绩效和职业成功。虽然有人提出人们可以同时关注过去、现在和未来（Lewin，1943），但组织科学中对这一观点的测试仍然很少，学者们更关注每个时间焦点方面的独立预测。因此，关于每个维度的好处存在矛盾的发现。为了推动组织文献中对时间焦点的讨论，我们进行了两项研究，利用潜在剖面分析（LPA）来全面考察人们思考时间的方式，揭示过去、现在和未来时间焦点的初始剖面（研究 1），并展示它们对与情感相关的重要工作成果（例如，工作满意度、情感承诺）和工作中的退出（例如，离职意向、旷工、迟到）的影响（研究 2）。综合来看，我们的研究结果提供了理论和实践意义，澄清了关于组织中时间焦点的结论，并为未来的工作提供了方向。
