Journal of Applied Psychology最新文献

Prospects for reducing group mean differences on cognitive tests via item selection strategies. 通过项目选择策略缩小认知测试中的群体平均差异的前景。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-18 DOI: 10.1037/apl0001253

Isaac M Bazian, Samuel D Lee, Paul R Sackett, Nathan R Kuncel, Rick R Jacobs, Michael A McDaniel

{"title":"Prospects for reducing group mean differences on cognitive tests via item selection strategies.","authors":"Isaac M Bazian, Samuel D Lee, Paul R Sackett, Nathan R Kuncel, Rick R Jacobs, Michael A McDaniel","doi":"10.1037/apl0001253","DOIUrl":"https://doi.org/10.1037/apl0001253","url":null,"abstract":"Cognitive ability tests are widely used in employee selection contexts, but large race and ethnic subgroup mean differences in test scores represent a major drawback to their use. We examine the potential for an item-level procedure to reduce these test score mean differences. In three data sets, differing proportions of cognitive ability test items with higher levels of difficulty or subgroup mean differences were removed from the tests. The reliabilities of these trimmed tests were then corrected back to the lengths of the original tests, and the subgroup mean differences of the trimmed tests were compared to those of the original tests. Results indicate that it is not possible to come anywhere close to eliminating subgroup differences via item trimming. The procedure may modestly reduce subgroup mean differences in test scores, with effects becoming stronger as higher proportions of items are removed from the tests. Removing items based on difficulty or subgroup differences have roughly similar impacts on test score mean differences for Black-White test taker comparisons, but results are more mixed for Hispanic-White comparisons. Our results also provide preliminary evidence that removing items on the basis of subgroup mean differences may have relatively little effect on test criterion-related validity, but the impact of removing difficult items was more mixed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-11-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142647826","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

Self-promotion in entrepreneurship: A driver for proactive adaptation. 创业中的自我推销：主动适应的驱动力。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-18 DOI: 10.1037/apl0001250

Jean-François Harvey

{"title":"Self-promotion in entrepreneurship: A driver for proactive adaptation.","authors":"Jean-François Harvey","doi":"10.1037/apl0001250","DOIUrl":"https://doi.org/10.1037/apl0001250","url":null,"abstract":"Research in impression management has primarily examined how self-promotion affects one's image, neglecting the potential benefits of feedback on the underlying image that is being impression managed. This study bridges this gap by integrating impression management with social-cognitive theory to explore how self-promotion can enhance feedback from targets, thereby stimulating initiative-taking and proactive adaptation in the actor. Analyzing five-wave monthly survey data from 574 entrepreneurs, I find a positive relationship between self-promotion and experimentation, which positively associates with business-model adaptation. This indirect effect is observed exclusively among entrepreneurs confident in their capabilities, highlighting the critical role of self-efficacy. Furthermore, results from three scenario-based experiments demonstrate that higher levels of self-promotion elicit greater engagement from targets, with responses containing more constructive elements, such as ideas or concerns, thereby supporting my theory. My findings underscore the richer feedback generated from self-promotion, suggesting it plays a critical role in facilitating agentic behavior. This contributes to a more nuanced understanding of self-promotion's impact, proposing new avenues for future studies in impression management and entrepreneurship. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-11-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142647831","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

Leaders and the punishment of misconduct: Examining the roles of leader moral identity and cognitive load. 领导者与对不当行为的惩罚：考察领导者道德认同和认知负荷的作用。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-07-06 DOI: 10.1037/apl0001108

Jack Ting-Ju Chiang, Haiyang Liu, Ryan Fehr, Zheng Wang, Qianyao Huang

{"title":"Leaders and the punishment of misconduct: Examining the roles of leader moral identity and cognitive load.","authors":"Jack Ting-Ju Chiang, Haiyang Liu, Ryan Fehr, Zheng Wang, Qianyao Huang","doi":"10.1037/apl0001108","DOIUrl":"10.1037/apl0001108","url":null,"abstract":"Moral identity, a construct that captures how individuals view themselves relative to moral attributes, has received widespread attention in the organizational sciences. This article builds on the existing moral identity literature by examining the mechanisms and boundary conditions of leader moral identity's impact on the punishment of misconduct. Drawing on multiple literatures, we specifically argue that leader moral identity is positively related to the punishment of misconduct under the condition of higher cognitive load. Furthermore, we identify moral anger as a key mechanism. The theorized model was tested across three studies: a study of civil judges' court rulings (Study 1), a study of managers' tendencies to punish their employees' misconduct (Study 2), and an experiment that manipulated cognitive load while testing the intermediary role of moral anger (Study 3). Results offered convergent support for our model, shedding new light on the impact of moral identity on leaders in the workplace. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1022-1038"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9753060","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

Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives. 要求更少（但得到更多）：当谈判人员有较弱的选择时，女性会避免陷入困境，表现优于男性。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001138

Anyi Ma, Rebecca Ponce de Leon, Ashleigh Shelby Rosette

{"title":"Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.","authors":"Anyi Ma, Rebecca Ponce de Leon, Ashleigh Shelby Rosette","doi":"10.1037/apl0001138","DOIUrl":"10.1037/apl0001138","url":null,"abstract":"Both research and conventional wisdom suggest that, due to their relational orientation, women are less likely than men to engage in agentic and assertive behaviors, leading them to underperform in zero-sum, distributive negotiations where one party's gain is equivalent to the other party's loss. However, past research tends to neglect the costs of reaching impasse by excluding impasses from measures of negotiation performance. Departing from this convention, we incorporate the economic costs of impasses into measures of negotiation performance to provide a more holistic examination of negotiation outcomes. In so doing, we reveal a reversal of the oft-cited male performance advantage when obtaining an impasse is especially economically costly (as is the case when negotiators have weak negotiation alternatives). Specifically, we predicted that female negotiators would make less assertive first offers than men due to their more relational orientation and that these gender differences in offer assertiveness should result in women avoiding impasse more often than men. Since avoiding impasses should improve negotiation performance when negotiators are able to obtain a deal that is more valuable than their negotiation alternative, women's tendency to avoid impasses should improve their performance when negotiators have weak (vs. strong) alternatives. These predictions were supported in eight studies (three preregistered) across various negotiation contexts, comprising data from the television show Shark Tank (Study 1), four incentive-compatible negotiation simulations (Studies 2 and 3, Supplemental Studies), and a multistudy causal experimental chain (Supplemental Studies 4a-c). (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1145-1158"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201933","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 "double-edged sword" effects of career support mentoring on newcomer turnover: How and when it helps or hurts. 职业支持辅导对新人流失的“双刃剑”效应：如何以及何时帮助或伤害。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001143

Hong Deng, Yanjun Guan, Xinyi Zhou, Yixuan Li, Di Cai, Nan Li, Bing Liu

{"title":"The \"double-edged sword\" effects of career support mentoring on newcomer turnover: How and when it helps or hurts.","authors":"Hong Deng, Yanjun Guan, Xinyi Zhou, Yixuan Li, Di Cai, Nan Li, Bing Liu","doi":"10.1037/apl0001143","DOIUrl":"10.1037/apl0001143","url":null,"abstract":"Research on mentoring programs has portrayed them almost exclusively beneficial for newcomer retention. Drawing from the social cognitive model of career management and the boundaryless career perspective, we depart from this predominant view and examine the \"double-edged sword\" effects of career support mentoring on newcomer turnover. We propose that career support mentoring received by newcomers is likely to elicit both internal proactive socialization and external career self-management, which act as countervailing forces driving newcomer turnover in opposite directions (i.e., the retention pathway and the unintended detrimental pathway). We further propose that the organizational role of the mentor-supervisor versus nonsupervisor-is critical in determining which pathway prevails. We conducted two multiwave newcomer studies to test our hypotheses. In Study 1 (N = 495), we found that received career support mentoring was associated with lower newcomer turnover probability through the serial mediation of internal proactive socialization and perceived internal marketability but higher newcomer turnover probability through the serial mediation of external career self-management and perceived external marketability. In Study 2 (N = 193), we found that received career support mentoring was associated with lower newcomer turnover intention through the serial mediation of internal career advancement expectation and internal proactive socialization but higher newcomer turnover intention through the serial mediation of external career advancement expectation and external career self-management. In both studies, the unintended detrimental pathway was significant only when a newcomer's mentor was not a supervisor. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1094-1114"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201936","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 mediating roles of supervisor anger and envy in linking subordinate performance to abusive supervision: A curvilinear examination. 主管愤怒和嫉妒在将下属表现与滥用监督联系起来方面的中介作用：曲线检验。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001141

Yolanda Na Li, Kenneth S Law, Melody Jun Zhang, Ming Yan

{"title":"The mediating roles of supervisor anger and envy in linking subordinate performance to abusive supervision: A curvilinear examination.","authors":"Yolanda Na Li, Kenneth S Law, Melody Jun Zhang, Ming Yan","doi":"10.1037/apl0001141","DOIUrl":"10.1037/apl0001141","url":null,"abstract":"This research aims to understand why both low and high subordinate performance can induce abusive supervision. Drawing on the framework of affective events theory and research on anger and envy, we posit that low performance incurs abuse due to supervisor anger, whereas high performance elicits abuse due to supervisor envy. More specifically, subordinate performance has a decreasing curvilinear relationship with supervisor anger (i.e., a negative effect that gradually dissipates) and an increasing curvilinear relationship with supervisor envy (i.e., a positive effect that gradually emerges). Through supervisor anger and envy, subordinate performance therefore presents different curvilinear indirect relationships with abusive supervision. The results from two vignette-based experiments and a multiwave, multisource field study support these hypotheses. We further find that supervisor comparison orientation augments the curvilinear emergence of supervisor envy and ensuing abuse in response to higher subordinate performance. However, regardless of their level of performance orientation, supervisors are prone to higher anger and subsequent abusive supervision in response to lower subordinate performance. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1004-1021"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201937","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 effectiveness of work-nonwork interventions: A theoretical synthesis and meta-analysis. 工作与非工作干预措施的有效性：理论综述和荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-06-08 DOI: 10.1037/apl0001105

Nicola von Allmen, Andreas Hirschi, Anne Burmeister, Kristen M Shockley

{"title":"The effectiveness of work-nonwork interventions: A theoretical synthesis and meta-analysis.","authors":"Nicola von Allmen, Andreas Hirschi, Anne Burmeister, Kristen M Shockley","doi":"10.1037/apl0001105","DOIUrl":"10.1037/apl0001105","url":null,"abstract":"A growing body of intervention studies is concerned with improving the work-nonwork interface. Extant work-nonwork interventions are diverse in terms of content and effectiveness. We map these interventions onto work-nonwork theories that explain why the interventions should improve proximal work-nonwork outcomes (i.e., conflict, enrichment, balance). Our resulting integrative framework suggests that interventions can affect work-nonwork outcomes via distinct mechanisms, which can be delineated according to their (a) content valence (i.e., increasing resources/positive characteristics or decreasing demands/negative characteristics); (b) locality (i.e., personal or contextual factors); and (c) domain (i.e., work, the nonwork, or the boundary-spanning). We further provide a meta-analytic review of the efficacy of such interventions based on 6,680 participants within 26 pre-post control group design intervention studies. The meta-analytic results reveal an overall significant main effect across all identified interventions for improving proximal work-nonwork outcomes. When comparing different kinds of interventions aimed at increasing resources, we found beneficial effects for interventions targeting personal resources over contextual resources and interventions in the nonwork domain compared to interventions in the work or boundary-spanning domain. We conclude that work-nonwork interventions effectively improve the work-nonwork interface and discuss theoretical and practical implications of the more substantial effects and potential advantages of interventions aimed at enhancing personal resources in the nonwork domain. Finally, we provide concrete recommendations for future research and elaborate on the type of studies we would like to see in terms of interventions targeting the reduction of demands, for which we found only a limited number of studies. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1115-1131"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9967375","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 non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders. 非白人标准：多元化、公平和包容领导者观念中的种族偏见。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-06-08 DOI: 10.1037/apl0001106

Rebecca M Paluch, Vanessa Shum

{"title":"The non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders.","authors":"Rebecca M Paluch, Vanessa Shum","doi":"10.1037/apl0001106","DOIUrl":"10.1037/apl0001106","url":null,"abstract":"In response to calls for greater diversity, equity, and inclusion (DEI) in the workplace, many organizations have implemented a leadership role dedicated to advancing DEI. Although prior research has found that the traditional leader is associated with being White, anecdotal evidence suggests DEI leader roles are predominantly held by non-White individuals. To examine this contradiction, we draw on social role and role congruity theories to conduct three preregistered experimental studies (N = 1,913) and explore whether the DEI leader role diverges from the traditional leader role such that observers expect a DEI leader to be non-White (i.e., Black, Hispanic, or Asian). Our findings indicate that DEI leaders are generally presumed to be non-White (Study 1) and that observers perceive traits associated with non-White, rather than White, groups correspond more strongly with traits required for the DEI leader role (Study 2). We also explore the effects of congruity and find non-White candidates receive stronger leader evaluations for a DEI leader role and that this relationship is mediated by nontraditional, role-specific traits (i.e., commitment to social justice and suffered discrimination; Study 3). We conclude by discussing the implications of our work for DEI and leadership research as well as for work drawing on role theories. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"971-986"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9967373","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 theoretical and empirical utility of dimension-based work-family conflict: A meta-analysis. 基于维度的工作与家庭冲突的理论和实证效用：荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-06-08 DOI: 10.1037/apl0000552

Andrea L Hetrick, Nicholas J Haynes, Malissa A Clark, Katelyn N Sanders

{"title":"The theoretical and empirical utility of dimension-based work-family conflict: A meta-analysis.","authors":"Andrea L Hetrick, Nicholas J Haynes, Malissa A Clark, Katelyn N Sanders","doi":"10.1037/apl0000552","DOIUrl":"10.1037/apl0000552","url":null,"abstract":"Most work-family conflict (WFC) research does not theorize, hypothesize, or empirically test phenomena at the dimension level. Instead, researchers have predominantly used composite-level approaches based on the directions of WFC (work-to-family and family-to-work conflict). However, conceptualizing and operationalizing WFC at the composite level instead of at the dimension level has not been confirmed as a well-founded strategy. The goal of the current research is to explore whether there is theoretical and empirical evidence in the WFC literature to support the importance of dimension-level theorizing and operationalization when compared to composite-level approaches. To advance theory related to the dimensions of WFC, we begin by reviewing WFC theories and then demonstrate the relevance of resource allocation theory to the time-based dimension, spillover theory to the strain-based dimension, and boundary theory to the behavior-based dimension. From this theorizing, we highlight and meta-analytically test the relative importance of specific variables from the WFC nomological network that are theoretically connected to each dimension: time and family demands for the time-based dimension, work role ambiguity for the strain-based dimension, and family-supportive supervisor behaviors and nonwork support for the behavior-based dimension. Reviewing and drawing from bandwidth-fidelity theory, we also question whether composite-based WFC approaches are more appropriate for broad constructs (i.e., job satisfaction and life satisfaction). The results of our meta-analytic relative importance analyses generally support a dimension-based approach and overall follow the pattern of results expected from our dimension-level theorizing, even when broad constructs are considered. Theoretical, future research, and practical implications are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"987-1003"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9595042","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

Zooming out on bargaining tables: Exploring which conversation dynamics predict negotiation outcomes. 缩小谈判桌：探索哪些对话动态可以预测谈判结果。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001136

Matteo Di Stasi, Emma Templeton, Jordi Quoidbach

{"title":"Zooming out on bargaining tables: Exploring which conversation dynamics predict negotiation outcomes.","authors":"Matteo Di Stasi, Emma Templeton, Jordi Quoidbach","doi":"10.1037/apl0001136","DOIUrl":"10.1037/apl0001136","url":null,"abstract":"How much should you talk, pause, or interrupt your counterpart in negotiations? The present research zooms out on the macrostructure of negotiation conversations to examine how systematic differences in conversation dynamics-the structural and temporal patterns that arise from the presence or absence of speech between interlocutors-relate to objective and relational outcomes at the bargaining table. We examined 38,564 speech turns from 239 online negotiation recordings and derived, for each negotiator (N = 380), 16 measures pertaining to seven dimensions of conversation dynamics: speaking time, turn length, pauses, speech rate, interruptions, backchannels, and response time. Network analyses reveal that many of these measures are interconnected, with clusters of variables suggesting broad differences in negotiators' propensity to \"talk vs. listen\" and to mimic their counterparts. Regression and Least Absolute Shrinkage and Selection Operator (LASSO) analyses further show that several measures uniquely predict objective and relational outcomes in videoconference negotiations. At the objective level, negotiators who speak more, faster, and with fewer pauses tend to get better deals. At the relational level, negotiators who refrain from interrupting and display more dynamic turn length (i.e., low similarity over successive turns) are better liked. Taken together, the results suggest that conversation dynamics could make or break deals. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1077-1093"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201938","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