Journal of Applied Psychology最新文献_第10页

Looking inside the black box of gender differences in creativity: A dual-process model and meta-analysis. 揭开创造力性别差异的黑匣子：双重过程模型和荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-29 DOI: 10.1037/apl0001205

Joohyung Jenny Kim, Manuel J Vaulont, Zhen Zhang, Kris Byron

{"title":"Looking inside the black box of gender differences in creativity: A dual-process model and meta-analysis.","authors":"Joohyung Jenny Kim, Manuel J Vaulont, Zhen Zhang, Kris Byron","doi":"10.1037/apl0001205","DOIUrl":"10.1037/apl0001205","url":null,"abstract":"Although prior work has characterized creativity as a primarily agentic endeavor, we diverge from this perspective and argue for agentic and communal pathways to creativity that offer unique advantages to each gender. We draw from social role theory to predict that risk-taking and empathic tendencies-as agentic and communal mechanisms, respectively-help explain how gender influences creativity. We also identify contextual moderators that can strengthen the communal pathway-predicting a more positive relationship between empathic tendency and creativity as well as a stronger indirect effect via empathic tendency when the tasks demand perspective-taking and when usefulness is explicitly incorporated in creativity assessment. With a meta-analysis of 753 independent samples (265,762 individuals), we find support for a communal pathway (i.e., women are creative via empathic tendency) and for an agentic pathway (i.e., men are creative via risk-taking tendency). We also find that the communal pathway is stronger when usefulness is explicitly incorporated in creativity assessment. Task demands for perspective-taking did not show a moderating effect. Taken together, our findings provide a more balanced account of the gender-creativity relationship, demonstrate why men and women differ in creativity and when women can leverage the communal mechanism to enhance creativity, and inform theory and practice towards a more gender-equitable workplace. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1861-1900"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141788140","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

Making the grade? A meta-analysis of academic performance as a predictor of work performance and turnover. 做出成绩？将学习成绩作为工作表现和离职预测因素的荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-08-26 DOI: 10.1037/apl0001212

Chad H Van Iddekinge, John D Arnold, Sara J Krivacek, Rachel E Frieder, Philip L Roth

{"title":"Making the grade? A meta-analysis of academic performance as a predictor of work performance and turnover.","authors":"Chad H Van Iddekinge, John D Arnold, Sara J Krivacek, Rachel E Frieder, Philip L Roth","doi":"10.1037/apl0001212","DOIUrl":"10.1037/apl0001212","url":null,"abstract":"Many organizations assess job applicants' academic performance (AP) when making selection decisions. However, researchers and practitioners recently have suggested that AP is not as relevant to work behavior as it used to be due to factors such as grade inflation and increased differences between academic and work contexts. The present meta-analysis examines whether, and under what conditions, AP is a useful predictor of work behavior. Mean correlations (corrected for error in the criterion) between AP and outcomes were .21 for job performance (k = 114), .34 for training performance (k = 8), and -.02 for turnover (k = 20). There was considerable heterogeneity in validity estimates for job performance (80% credibility interval [.04, .37]). Moderator analyses revealed that AP is a better predictor of performance (a) for AP measures that are more relevant to students' future jobs, (b) for professor ratings of AP than for grades and class rank, (c) for samples that include applicants from the same university or from the same major, and (d) for official records of AP than for applicant self-reports. Job relevance was the strongest and most consistent moderator with operational validities in the .30s and .40s for measures that assessed AP in major-specific courses or courses in which students are evaluated on behaviors relevant to their future jobs (e.g., practicum classes). Overall, researchers and organizations should carefully consider whether and how AP is relevant to particular jobs and outcomes, as well as use designs and measures that optimize the predictive value of AP. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1972-1993"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142072895","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

Work-family conflict and strain: Revisiting theory, direction of causality, and longitudinal dynamism. 工作与家庭的冲突和压力：重新审视理论、因果关系方向和纵向动态。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001204

Anna Z Brzykcy, Mikko Rönkkö, Stephan A Boehm, Tim M Goetz

{"title":"Work-family conflict and strain: Revisiting theory, direction of causality, and longitudinal dynamism.","authors":"Anna Z Brzykcy, Mikko Rönkkö, Stephan A Boehm, Tim M Goetz","doi":"10.1037/apl0001204","DOIUrl":"10.1037/apl0001204","url":null,"abstract":"Does work-family conflict (WFC) cause psychological strain or vice versa? How long do these effects take to unfold? What is the role of persistent WFC (or strain) levels in these processes? Prior research has left some of these questions open: Our systematic review reveals that WFC-strain studies have primarily used short (e.g., hours) or long (e.g., years) measurement lags, leaving mid-long lags underexplored. Moreover, while many work-family theories imply long-term effects, prior longitudinal research has often relied on cross-lagged panel models that assume effects to be solely within-person, not considering persistent between-person differences. We tested this assumption in five three-wave survey studies (N = 26,133) with varying lags (1 day, 1 week, 1 month, 6 months, 1 year) and found it to fail in all cases. Employing the random-intercept crossed-lagged panel, a new approach in WFC research, our results indicate that the effects between WFC and strain (exhaustion, perceived stress, and affective rumination) depend primarily on longer term WFC (or strain) levels. In contrast, short-term deviations from these levels (within-person effects) play a minor role. These findings suggest that the effects between WFC and strain may be more persistent than previously assumed, opening avenues for further theoretical and empirical development. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1833-1860"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633626","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

Rudeness and team performance: Adverse effects via member social value orientation and coordinative team processes. 粗鲁与团队绩效：成员社会价值取向和团队协调过程的不利影响。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-25 DOI: 10.1037/apl0001213

Jake Gale, Amir Erez, Peter Bamberger, Trevor Foulk, Binyamin Cooper, Arieh Riskin, Pauline Schilpzand, Dana Vashdi

{"title":"Rudeness and team performance: Adverse effects via member social value orientation and coordinative team processes.","authors":"Jake Gale, Amir Erez, Peter Bamberger, Trevor Foulk, Binyamin Cooper, Arieh Riskin, Pauline Schilpzand, Dana Vashdi","doi":"10.1037/apl0001213","DOIUrl":"10.1037/apl0001213","url":null,"abstract":"A growing body of research shows that rudeness negatively affects individual functioning and performance. Considerably less is known about how rudeness affects team processes and outcomes. In a series of five studies aimed at extending theories of the social-cognitive implications of rudeness to the team level, we show that rudeness is detrimental to team functioning. Using an experimental design, Study 1 shows that teams encountering rudeness perform worse than other teams. Study 2, a medical simulation study, explains this effect by showing that medical teams exposed to rudeness are less likely than other teams to share information and workload and, in turn, execute a variety of medical procedures less well. Studies 3a and 3b highlight the mediating role played by social value orientation (SVO), demonstrating that rudeness elicits these effects by diminishing members' SVO (i.e., making team members less prosocial and more pro-self). In turn, Study 4 shows that rudeness-diminished SVO explains reduced information sharing in teams. Finally, Study 5, a laboratory study, tests a full serial mediation model, demonstrating that rudeness decreases team members' SVO, which in turn reduces team information sharing and, as a result, encumbers team performance. Overall, these findings show that rudeness can have severe implications for team functioning and may even have life-threatening consequences. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1948-1971"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141758885","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

A longitudinal meta-analysis of range restriction estimates and general mental ability validity coefficients: Better addressing overcorrection amid decline effects. 范围限制估计值和一般智力能力有效性系数的纵向荟萃分析：更好地解决下降效应中的过度矫正问题。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-25 DOI: 10.1037/apl0001214

Piers Steel, Hadi Fariborzi

{"title":"A longitudinal meta-analysis of range restriction estimates and general mental ability validity coefficients: Better addressing overcorrection amid decline effects.","authors":"Piers Steel, Hadi Fariborzi","doi":"10.1037/apl0001214","DOIUrl":"10.1037/apl0001214","url":null,"abstract":"Psychometric corrections can be crucial for obtaining valid operational results, but concerns are rising about potential overcorrections for general mental ability (GMA) validity coefficients. Our two-part study identifies a source of overprediction: using national norms rather than recent local applicant pool variance for range restriction corrections. Study 1 demonstrates increasing homogeneity in Wonderlic occupational applicant pool variance across four data time waves, suggesting they are no longer interchangeable with the general working population, a divergence attributable to a rise in education. Study 2 employs the Morris meta-analytic approach to gauge the impact of using national norms over occupational ones in range restriction. An analysis of 649 GMA validity coefficients from four time waves of General Aptitude Test Battery and Wonderlic data shows a radical drop in corrected and uncorrected correlations, indicating that historical corrected GMA validity coefficients differ from contemporary ones by up to 16-fold (i.e., an R² of 42.3% vs. 2.6%), and range restriction corrections are now minimal in about 75% of cases. This drop in correlations appears due to the filtering effects of increased education, both due to the demands of the knowledge economy and credentialism, where organizations are using college or university degrees as a proxy for GMA. Credentialism is an incredibly inefficient form of GMA assessment, suggesting an urgent societal need to incorporate selection fundamentals more broadly. Altogether, these results indicate that labor market dynamics have a deeper impact on personnel selection than typically appreciated, meaning that many of our estimates have and will eventually age out. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1901-1920"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141758884","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

Examining the effectiveness of interventions to reduce discriminatory behavior at work: An attitude dimension consistency perspective. 研究减少工作中歧视行为的干预措施的有效性：态度维度一致性视角。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-08-29 DOI: 10.1037/apl0001215

Elaine Costa

{"title":"Examining the effectiveness of interventions to reduce discriminatory behavior at work: An attitude dimension consistency perspective.","authors":"Elaine Costa","doi":"10.1037/apl0001215","DOIUrl":"10.1037/apl0001215","url":null,"abstract":"Academic interest in reducing discrimination has produced substantial research testing interventions to mitigate biased outcomes. However, disparate findings and a scarcity of studies examining work-related behavioral measures make it challenging to determine which interventions are better suited to reduce workplace discrimination. Derived from the tripartite theory of attitudes and the principle of compatibility, I develop a conceptual model mapping the attitude focus of interventions and code studies in this literature from the past two decades for these common properties. Based on a meta-analysis of 70 articles totaling 208 effect sizes, I test this conceptual model, finding that it helps explain why some interventions to reduce discrimination yield superior outcomes relative to others. In particular, results indicate that passive interventions, such as short-term education or reminders of bias processes, are largely ineffective in shifting behavior. Conversely, the class of interventions that targets behavior directly by attempting to inhibit the manifestation of bias (e.g., making individuals accountable for their decisions or changing social norms) emerged as the most helpful category of interventions in this area. Overall, results support a key prediction of the attitude dimension consistency perspective, demonstrating that aligning the attitude dimension primarily targeted by an intervention and the outcome measured could lead to improved results in this area. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1669-1692"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107765","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

How perceived lack of benevolence harms trust of artificial intelligence management. 缺乏仁慈的感知如何损害对人工智能管理的信任。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-05-30 DOI: 10.1037/apl0001200

Mingyu Li, T Bradford Bitterly

引用次数: 0

A person-centered approach to behaving badly at work: An examination of workplace deviance patterns. 以人为本解决工作中的不良行为：对工作场所偏差模式的研究。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-05-30 DOI: 10.1037/apl0001192

Bailey Bigelow, Jason Kautz, Nichelle C Carpenter, T Brad Harris

{"title":"A person-centered approach to behaving badly at work: An examination of workplace deviance patterns.","authors":"Bailey Bigelow, Jason Kautz, Nichelle C Carpenter, T Brad Harris","doi":"10.1037/apl0001192","DOIUrl":"10.1037/apl0001192","url":null,"abstract":"To investigate research questions surrounding workplace deviance, scholars have primarily applied variable-centered approaches, such as overall deviance measures or those that separate interpersonal deviance and organizational deviance. These approaches, however, ignore that individuals might employ more complex combinations of deviance behaviors that do not fit neatly within the existing variable frameworks. The present study explores whether person-centered deviance classes emerge in a comprehensive database of the prior studies. We then investigated whether these classes showed differences in antecedents and correlates in an independent sample of working adults from multiple industries. In Study 1, a multilevel latent class analysis of 20 independent samples and 6,218 individuals revealed five classes of workplace deviance, thus providing preliminary support for a person-centered approach. In Study 2, a time-lagged sample of 553 individuals showed the emergence of five classes that largely reflected the patterns found in Study 1. Study 2 points to meaningful differences between classes of deviance behaviors and antecedents, including abusive supervision, Openness, Conscientiousness, Agreeableness, Emotional Stability, and psychological entitlement; classes are also uniquely associated with correlates such as organizational citizenship behaviors, turnover intentions, job performance, and job satisfaction. Altogether, this work is an important first step toward understanding workplace deviance with a person-centered lens. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1742-1764"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141179679","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

Disentangling the relational approach to organizational justice: Meta-analytic and field tests of distinct roles of social exchange and social identity. 组织公正的关系方法：对社会交换和社会认同的不同作用进行元分析和实地检验。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-07-11 DOI: 10.1037/apl0001193

Zhenyu Liao, Nan Wang, Jinlong Zhu, Tingting Chen, Russell E Johnson

{"title":"Disentangling the relational approach to organizational justice: Meta-analytic and field tests of distinct roles of social exchange and social identity.","authors":"Zhenyu Liao, Nan Wang, Jinlong Zhu, Tingting Chen, Russell E Johnson","doi":"10.1037/apl0001193","DOIUrl":"10.1037/apl0001193","url":null,"abstract":"Social exchange- and social identity-based mechanisms have been commonly juxtaposed as two pivotal proxies of the relational approach for studying organizational justice. Despite their distinct theoretical roots, less is known about whether and how these two proximal mechanisms complement one another in accounting for justice effects on key outcomes. Tracing back to their disparate fundamental premises-\"reciprocity\" underpinning social exchanges and \"oneness\" underpinning identity construction-we attempt to disentangle the relative mediating effects of these two mechanisms. Our empirical testing hinges on one meta-analytic study with 105 independent samples (N = 29,868), coupled with one preregistered experience-sampling study with 1,941 cross-day observations over 3 weeks from 147 subordinate-supervisor pairs. Overall, we find that exchange-based mechanisms account for more of the indirect effect of justice on task performance, whereas identity-based mechanisms (particularly interdependent identity) account for more of the indirect effect of justice on counterproductive work behavior. Regarding the indirect effect on organizational citizenship behavior, identity-based mechanisms (particularly positive self-evaluations) and exchange-based mechanisms respectively present great utility between the two studies. By providing nuanced insight into the complementary yet distinct nature of these two prominent mechanisms, our research encourages a more granular theoretical approach for studying organizational justice effects. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1716-1741"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141590416","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

Personal narratives build trust across ideological divides. 个人叙事可以跨越意识形态的鸿沟，建立信任。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001201

David Hagmann, Julia A Minson, Catherine H Tinsley

{"title":"Personal narratives build trust across ideological divides.","authors":"David Hagmann, Julia A Minson, Catherine H Tinsley","doi":"10.1037/apl0001201","DOIUrl":"10.1037/apl0001201","url":null,"abstract":"Lack of trust is a key barrier to collaboration in organizations and is exacerbated in contexts when employees subscribe to different ideological beliefs. Across five preregistered experiments, we find that people judge ideological opponents as more trustworthy when opposing opinions are expressed through a self-revealing personal narrative than through either data or stories about third parties-even when the content of the messages is carefully controlled to be consistent. Trust does not suffer when explanations grounded in self-revealing personal narratives are augmented with data, suggesting that our results are not driven by quantitative aversion. Perceptions of trustworthiness are mediated by the speaker's apparent vulnerability and are greater when the self-revelation is of a more sensitive nature. Consequently, people are more willing to collaborate with ideological opponents who support their views by embedding data in a self-revealing personal narrative, rather than relying on data-only explanations. We discuss the implications of these results for future research on trust as well as for organizational practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1693-1715"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633616","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