Journal of Applied Psychology最新文献

Chief executive officer (CEO) Machiavellianism and executive pay. 首席执行官（CEO）马基雅维利主义与高管薪酬。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-12 DOI: 10.1037/apl0001290

Tessa Recendes, Aaron D Hill, Federico Aime, Jason W Ridge, Oleg V Petrenko

引用次数: 0

Chief executive officer (CEO) Machiavellianism and executive pay. 首席执行官（CEO）马基雅维利主义与高管薪酬。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-12 DOI: 10.1037/apl0001290

Tessa Recendes,Aaron D Hill,Federico Aime,Jason W Ridge,Oleg V Petrenko

引用次数: 0

Managing online employer reviews: An impression management perspective for talent recruitment. 管理在线雇主评论：人才招聘的印象管理视角。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-12 DOI: 10.1037/apl0001285

Kang Yang Trevor Yu, Kim Huat Goh, Clara Wen Lin Soo, Sitong Yu

{"title":"Managing online employer reviews: An impression management perspective for talent recruitment.","authors":"Kang Yang Trevor Yu, Kim Huat Goh, Clara Wen Lin Soo, Sitong Yu","doi":"10.1037/apl0001285","DOIUrl":"https://doi.org/10.1037/apl0001285","url":null,"abstract":"<p><p>The powerful effects of electronic word of mouth on employer branding and prehire outcomes suggest a need for employers to formulate effective responses to employer reviews on social media. Using machine learning and text-mining techniques, we identified three distinct types of employer responses to negative reviews (i.e., excuses, apologies, prosocial behavior) and two other types of responses to positive reviews (i.e., ingratiation, exemplification) from a Glassdoor data set. Integrating research on organizational impression management and stereotype content, we developed and tested a theoretical model of response types and their effects on talent attraction across two vignette experiments with undergraduate (Study 1) and working adult job seekers (Study 2). Across both studies, not responding to negative reviews resulted in the worst outcomes for employers. Results demonstrate that the effectiveness of responses differed by the target population; prosocial behavior was most effective among job-seeking professionals, whereas excuse and apology were more effective among students. While exemplification had positive effects in the student sample, neither assertive tactic had a significant effect on hypothesized outcomes in sample of job-seeking professionals. Furthermore, warmth and sincerity, but not competence, mediated the effect of responses on key prehire outcomes of employer reputation, organizational attraction, and job pursuit intentions. Taken as a whole, our study suggests that employer reviews represent both a threat and an opportunity. (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-05-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144003225","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The mitigation-signaling model: An integrative conceptual review of allyship behaviors' consequences for marginalized individuals. 缓解-信号模型：同盟行为对边缘个体影响的综合概念回顾。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-08 DOI: 10.1037/apl0001286

Alyssa Tedder-King,Melanie K Prengler,Elad N Sherf

{"title":"The mitigation-signaling model: An integrative conceptual review of allyship behaviors' consequences for marginalized individuals.","authors":"Alyssa Tedder-King,Melanie K Prengler,Elad N Sherf","doi":"10.1037/apl0001286","DOIUrl":"https://doi.org/10.1037/apl0001286","url":null,"abstract":"Workplace disparities persist for marginalized individuals-people from groups historically excluded from dominant social, economic, educational, and/or cultural life-who report lower well-being, strained relationships, and worse career outcomes compared to their advantaged counterparts. Allyship behaviors, often defined as actions by advantaged individuals to support marginalized individuals, have been promoted as solutions to such disparities. However, scholarly understanding of allyship behaviors' consequences remains fragmented due to unclear definitions and conceptualizations, a predominant conceptual focus on antecedents, and limited integration with organizational theorizing. Consequently, we develop the mitigation-signaling model, which synthesizes definitions, categorizes behaviors, and disentangles conceptual overlaps to clarify why, how, and when allyship behaviors impact marginalized individuals' work outcomes. The mitigation path focuses on the role of allyship behaviors in reducing mechanisms of disadvantage, that is, interpersonal discrimination, structural discrimination, and unequal access to resources. The signaling path emphasizes socioemotional signals (e.g., social value and safety) that marginalized individuals interpret from allyship behaviors. By bridging allyship and organizational scholarship, we provide a framework that clarifies conceptual boundaries, identifies empirical limitations, and offers a roadmap for advancing theory and practice. Our review highlights opportunities for organizationally relevant research and actionable interventions to address workplace disparities for marginalized individuals. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"117 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143920969","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Buffered by reflected glory? The effects of star connections on career outcomes. 被反射的荣耀所缓冲？明星关系对职业结果的影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-05 DOI: 10.1037/apl0001293

Lei Liu,Martin Kilduff,Sun Young Lee,Colin M Fisher

{"title":"Buffered by reflected glory? The effects of star connections on career outcomes.","authors":"Lei Liu,Martin Kilduff,Sun Young Lee,Colin M Fisher","doi":"10.1037/apl0001293","DOIUrl":"https://doi.org/10.1037/apl0001293","url":null,"abstract":"Connections to exceptionally high-performing industry stars facilitate individuals' job attainment. But what are the career consequences for people who benefit initially from star connections? Using balance theory, we integrate social network and basking-in-reflected glory research to examine how high expectations resulting from the persistence of reflected glory affect the evaluation of star-connected employees' performance long after their work associations with stars have ceased. To preserve cognitive balance, evaluators may discount the poor performances of the star-connected. Good performances, on the other hand, affirm positive cognitive associations in the minds of evaluators between stars and those who once worked with them. Using the career trajectories of assistant and head coaches in the National Basketball Association (NBA) from 1976 to 2015, we found that star-connected head coaches, relative to their nonconnected peers, were protected from being fired when underperforming but benefited less when overperforming. Study 2 showed experimentally that a star-connected employee, relative to a nonconnected peer, was buffered from the effects of work performance because of the high work performance expectations held by evaluators. We contribute new evidence concerning the effects of star performers on colleagues and move research beyond the fleeting impressions that have occupied prior basking-in-reflected glory work. Further, we contribute to integrating the social network emphasis on advantageous network connections with research on merit-based advancement. The overall conclusion from these two studies is that the reflected glory of star connections influences careers long beyond the hiring stage in ways that buffer individuals from their own performance outcomes. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"55 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914890","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Can allostatic load cross over? Short-term work and nonwork stressor pile-up on parent and adolescent diurnal cortisol, physical symptoms, and sleep. 适应负荷可以跨越吗？短期工作和非工作压力源堆积在父母和青少年每天的皮质醇，身体症状和睡眠。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-05 DOI: 10.1037/apl0001284

Kimberly A French,Claire E Smith,Soomi Lee,Zheng Chen

{"title":"Can allostatic load cross over? Short-term work and nonwork stressor pile-up on parent and adolescent diurnal cortisol, physical symptoms, and sleep.","authors":"Kimberly A French,Claire E Smith,Soomi Lee,Zheng Chen","doi":"10.1037/apl0001284","DOIUrl":"https://doi.org/10.1037/apl0001284","url":null,"abstract":"Grounded in and expanding upon the allostatic load model, the present study examined how repeated exposure to work and nonwork stressors (i.e., stressor pile-up) across an 8-day study period relates to daily strain-related outcomes-diurnal cortisol, physical symptoms, and sleep quantity and quality-in both parents and their adolescent children. Nonlinear associations between daily stressor pile-up and daily strain were explored. Data from the Work, Family, and Health Network study (N = 131 parent-child dyads, n = 1,014 daily survey observations, n = 465 daily observations with cortisol) were used to test the study hypotheses. Parent work stressor pile-up and adolescent stressor pile-up were associated with increased daily physical symptom likelihood in parents and adolescents, respectively. Counter to expectations, parent nonwork stressor pile-up was associated with steeper daily cortisol slopes. Additionally, we found curvilinear crossover effects for sleep quantity, such that parent nonwork stressor pile-up and adolescent stressor pile-up were associated with shorter sleep duration among adolescents and parents (respectively), but this relationship plateaued and reversed as daily pile-up increased to more extreme levels. Our article explores conceptual and operational pile-up definitions (level of analysis, length of time window, inclusion of the current-day stressor events). Individual-level analyses supported more consistent, positive linear relationships between stressor pile-up and strains. Time window had little consequences for conclusions, but inclusion of the current day yields some alternative conclusions. We discuss implications for understanding stressor pile-up across domains and across parent-child dyads as it relates to daily strain within the family system. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"67 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914885","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Addressing the diversity-validity dilemma in personnel selection: Unraveling the impact of multipenalty optimized regression in varied testing scenarios. 解决人才选择中的多样性-效度困境：揭示多重惩罚优化回归在不同测试场景下的影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-05 DOI: 10.1037/apl0001282

Andrew B Speer,Louis Hickman,Q Chelsea Song,James Perrotta,Rick R Jacobs,Dawn Lambert

{"title":"Addressing the diversity-validity dilemma in personnel selection: Unraveling the impact of multipenalty optimized regression in varied testing scenarios.","authors":"Andrew B Speer,Louis Hickman,Q Chelsea Song,James Perrotta,Rick R Jacobs,Dawn Lambert","doi":"10.1037/apl0001282","DOIUrl":"https://doi.org/10.1037/apl0001282","url":null,"abstract":"Researchers and practitioners have long grappled with balancing the goals of selecting a high-performing and diverse workforce. Recently, Rottman et al. (2023) proposed a new approach to address these goals, which we refer to as multipenalty optimized regression (MOR). MOR extends ridge regression by adding a penalty term that minimizes group differences when fitting the model. Although MOR has shown potential, there are unknowns, including whether MOR is consistently effective in typical selection settings, what conditions impact MOR effectiveness, and whether MOR performs similarly to other multiobjective optimization methods, such as Pareto-normal boundary intersection (Pareto-NBI). Using Monte Carlo simulations (Study 1), we investigated MOR effectiveness and compared it with traditional scoring methods (ridge regression, ordinary least squares, unit weighting) and Pareto-NBI across several factors: (a) number of scales (and corresponding items), (b) operationalization (item or scale), (c) magnitude of predictor criterion-related validity, (d) magnitude of predictor subgroup differences, (e) calibration sample size, and (f) proportion of minorities in the calibration sample. Compared with traditional methods, MOR frequently produced solutions with comparable criterion-related validity but with consistently less adverse impact risk. Pareto-NBI and MOR were similarly effective in performing dual optimization, though MOR was more effective at very small sample sizes (e.g., N < 150) with item-level scoring. Pareto-NBI also became computationally intensive with many predictors, making MOR better suited for big data. Finally, in Study 2, MOR exhibited similar criterion-related validity and lower adverse impact risk relative to other methods across six real-life assessment contexts. We provide recommendations for using multiobjective optimization methods in personnel selection. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"137 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914887","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

On the efficacy of psychological separation to address common method variance: Experimental evidence and a guiding research design framework. 论心理分离对解决常见方法差异的有效性：实验证据与指导性研究设计框架。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-05 DOI: 10.1037/apl0001283

Alex L Rubenstein,Lauren S Simon,John D Kammeyer-Mueller,Emily S Corwin,Hayley M Morrison,Steven W Whiting

{"title":"On the efficacy of psychological separation to address common method variance: Experimental evidence and a guiding research design framework.","authors":"Alex L Rubenstein,Lauren S Simon,John D Kammeyer-Mueller,Emily S Corwin,Hayley M Morrison,Steven W Whiting","doi":"10.1037/apl0001283","DOIUrl":"https://doi.org/10.1037/apl0001283","url":null,"abstract":"Common method variance (CMV) substantially impacts how scholars conduct and review research. Several procedural and statistical remedies have been proposed to address the potential biasing effects that can result from CMV in data procured from a single source on a single occasion. Among them, temporal separation and distinct source designs have been the most popular. Psychological separation (PS) has also been proposed as a way to address CMV, by diverting respondents' attention from previously accessed memories, disrupting response consistency patterns, and improving effortful responding. The present research attempted to create efficacious PS through a cognitive interference task administered midway through a survey, thereby attenuating correlations that could be affected by CMV to varying degrees. In an initial study and a constructive replication, our results show that a PS intervention of at least 7.5-min attenuated several relationships to levels significantly lower than those in a single source on a single occasion design, but to an extent consistent with the attenuation achieved by temporal separation or distinct source designs. These findings suggest that under appropriate circumstances, PS is an effective strategy to address certain forms of CMV. We conclude by providing a decision guide for responsibly choosing a research design in light of various theoretical, methodological, and logistical considerations, as well as offering several additional PS task examples that can be deployed in future studies. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"15 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914886","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Do not put all of your eggs in one basket: Multiverse analysis in applied psychology. 不要把所有的鸡蛋放在一个篮子里：应用心理学中的多元宇宙分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-05 DOI: 10.1037/apl0001291

Jens Mazei,Cort W Rudolph,Hannes Zacher,Joachim Hüffmeier

{"title":"Do not put all of your eggs in one basket: Multiverse analysis in applied psychology.","authors":"Jens Mazei,Cort W Rudolph,Hannes Zacher,Joachim Hüffmeier","doi":"10.1037/apl0001291","DOIUrl":"https://doi.org/10.1037/apl0001291","url":null,"abstract":"A multiverse analysis allows researchers to systematically evaluate the support for a hypothesis across a range of sensible ways in which data can be prepared for statistical analysis and/or be analyzed. Accordingly, multiverse analysis provides insights into the relevance of different approaches to, for instance, dealing with outliers or attrition, creating scales, or using different measures for the same construct. The goal of this article is to illustrate the usefulness of multiverse analysis for research in applied psychology and to guide researchers in conducting a multiverse analysis. To do so, we provide a detailed process model of the typical stages involved in conducting a multiverse analysis (along with a shortened version depicting multiverse analysis \"at a glance\"), as well as a designated, corresponding preregistration template for multiverse analysis. To showcase the merits of a multiverse analysis, we also evaluate two exemplary hypotheses regarding employees' experience of commuting to and from work. We observed that the results of these hypothesis tests varied strongly depending on how common decisions were made. As such, multiverse analysis represents an important tool for exploring the robustness of knowledge at the level of individual studies, even before a replication is conducted. Hence, multiverse analysis can strengthen the transparency and openness of empirical work. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"2 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914888","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Interracial frontline encounters: How White customers' stereotype threat affects Black frontline employees' immediate job outcomes. 跨种族前线遭遇：白人顾客的刻板印象威胁如何影响黑人前线员工的直接工作成果。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-05 DOI: 10.1037/apl0001272

Sven Mikolon,Katharina Dinhof,Janet Kleber,Till Haumann

{"title":"Interracial frontline encounters: How White customers' stereotype threat affects Black frontline employees' immediate job outcomes.","authors":"Sven Mikolon,Katharina Dinhof,Janet Kleber,Till Haumann","doi":"10.1037/apl0001272","DOIUrl":"https://doi.org/10.1037/apl0001272","url":null,"abstract":"Interracial interactions are often laden with concerns about being assimilated by group stereotypes. This study examines the \"White-and-prejudiced\" stereotype threat, which can be triggered in White customers when interacting with Black frontline employees. Our findings, derived from two field studies and two experiments, reveal short-term positive effects of the White stereotype threat on the job performance effectiveness of Black frontline employees. For example, White customers buy more and intend to tip more when interacting with a Black relative to a White frontline employee. These short-term positive behavioral shifts toward Black frontline employees are especially present when the frontline employee is categorized in terms of race but diminished when the frontline employee is individuated. The implications of our findings are managerially relevant because employees from marginalized racial groups are often overrepresented in frontline and in service occupations in several countries including Europe and the United States. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"20 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914889","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0