Journal of Applied Psychology最新文献_第10页

Toxic work climates: An integrative review and development of a new construct and theoretical framework. 有毒的工作氛围：综合评述与新结构和理论框架的发展。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-01 Epub Date: 2024-02-15 DOI: 10.1037/apl0001188

Manuela Priesemuth, Marshall Schminke

{"title":"Toxic work climates: An integrative review and development of a new construct and theoretical framework.","authors":"Manuela Priesemuth, Marshall Schminke","doi":"10.1037/apl0001188","DOIUrl":"10.1037/apl0001188","url":null,"abstract":"Research and the media demonstrate the profound impact hostile work environments have on organizations and their members. Often, the term \"toxic work climate\" is used to describe patterns of aggressive behaviors that harm individuals and manifest in the broader workplace. However, despite these common references, scholars still know relatively little about what a toxic work climate actually entails, the processes by which they emerge, and their influence on organizational outcomes. The research domain is complex. Within the organizational literature alone, toxic work climates have been described as those that harbor abusive bosses, aggressive employees, and those that show signs of bullying or incivility. Our aim in this integrative conceptual review is to add precision and focus to this multidisciplinary and fragmented literature. Grounding our efforts in multilevel theories, we first introduce an overarching definition of the toxic work climate construct and review research on existing hostile climate types that can appropriately be consolidated under this new heading. We then develop a new theoretical model that outlines the dominant causes and mechanisms by which toxic work climates form, and the main pathways by which they influence employees, teams, and organizations. Finally, we provide a unified path forward for advancing theory, research, and practice, including advice on how toxic climates might be combated in years to come. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1355-1376"},"PeriodicalIF":9.4,"publicationDate":"2024-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139735244","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

Stereotype lift and stereotype threat effects on subgroup mean differences for cognitive tests: A meta-analysis of adult samples. 刻板印象提升和刻板印象威胁对认知测试亚组平均差异的影响：成人样本荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-01 Epub Date: 2024-02-29 DOI: 10.1037/apl0001185

Reed Priest, Annie Griebie, You Zhou, Dana Tomeh, Paul R Sackett

{"title":"Stereotype lift and stereotype threat effects on subgroup mean differences for cognitive tests: A meta-analysis of adult samples.","authors":"Reed Priest, Annie Griebie, You Zhou, Dana Tomeh, Paul R Sackett","doi":"10.1037/apl0001185","DOIUrl":"10.1037/apl0001185","url":null,"abstract":"A large body of literature has studied the effect of stereotype threat and stereotype lift on cognitive test performance. Research on stereotype threat (ST) examines whether the awareness of a negative stereotype can decrease stereotyped group members' test performance. A less commonly studied influence of stereotypes is stereotype lift (SL), defined as an increase in a group's test performance due to not being part of a negative stereotype. For example, men might perform better on math tests if they are primed on the stereotype that men are better than women at math. Walton and Cohen (2003) previously meta-analyzed the impact of SL on cognitive tests, finding an overall d = 0.24. We report an updated meta-analysis on SL with more samples and moderator analyses. We then meta-analyzed between-group effects (majority-minority group differences both in the presence and absence of SL and ST) to compare their relative contributions to subgroup mean differences on cognitive tests. Our results indicate that SL has a small influence on cognitive test performance (d = 0.09, SDres = 0.19), and that subgroup mean differences result largely from between-group effects rather than from the effects of ST and SL. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1337-1354"},"PeriodicalIF":9.4,"publicationDate":"2024-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139996261","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

Navigating inter-team competition: How information broker teams achieve team innovation. 驾驭团队间竞争：信息中介团队如何实现团队创新。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-29 DOI: 10.1037/apl0001216

Thomas Taiyi Yan, Vijaya Venkataramani, Chaoying Tang, Giles Hirst

{"title":"Navigating inter-team competition: How information broker teams achieve team innovation.","authors":"Thomas Taiyi Yan, Vijaya Venkataramani, Chaoying Tang, Giles Hirst","doi":"10.1037/apl0001216","DOIUrl":"https://doi.org/10.1037/apl0001216","url":null,"abstract":"Organizations are increasingly using teams to stimulate innovation. Often, these teams share knowledge and information with each other to help achieve their goals, while also competing for resources and striving to outperform each other. Importantly, based on their industry, the nature of work, or prior history, some teams may face more competition from peer teams than others. Our research examines how teams' competitive relations with other teams in the organization operate in tandem with their collaborative inter-team information exchange relations in impacting their innovation. Using two studies-a field study of 73 knowledge-intensive teams in high-tech engineering firms and a team-based network experimental study of 162 teams-we find that a high degree of overall competition with many peer teams reduces a focal team's ability to acquire and utilize diverse knowledge from these teams (i.e., inter-team knowledge integration), thereby hindering team innovation. However, applying insights from network structural hole theory, we find that when a focal team occupies a brokerage position in the inter-team information exchange network, this can help buffer the effects of competition in getting access to knowledge resources from other teams, thus enabling their innovation. Additionally, we find that focal broker teams' dealmaking and network obstruction behaviors explain these effects. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107766","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

Comparing the efficacy of faking warning types in preemployment personality tests: A meta-analysis. 比较在就业前人格测试中伪造警告类型的效果：荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-12 DOI: 10.1037/apl0001224

Benjamin Moon, Kabir N Daljeet, Thomas A O'Neill, Harley Harwood, Wahaj Awad, Leonid V Beletski

{"title":"Comparing the efficacy of faking warning types in preemployment personality tests: A meta-analysis.","authors":"Benjamin Moon, Kabir N Daljeet, Thomas A O'Neill, Harley Harwood, Wahaj Awad, Leonid V Beletski","doi":"10.1037/apl0001224","DOIUrl":"https://doi.org/10.1037/apl0001224","url":null,"abstract":"Numerous faking warning types have been investigated as interventions that aim to minimize applicant faking in preemployment personality tests. However, studies vary in the types and effectiveness of faking warnings used, personality traits, as well as the use of different recruitment settings and participant samples. In the present study, we advance a theory that classifies faking warning types based on ability, opportunity, and motivation to fake (Tett & Simonet, 2011), which we validated using subject matter expert ratings. Using this framework as a guide, we conducted a random-effects pairwise meta-analysis (k = 34) and a network meta-analysis (k = 36). We used inverse-variance weighting to pool the effect sizes and relied on 80% prediction intervals to evaluate heterogeneity. Overall, faking warnings had a significant, moderate effect in reducing applicant faking (d = 0.31, 95% CI [0.23, 0.39]). Warning types that theoretically targeted ability, motivation, and opportunity to fake (d = 0.36, 95% CI [0.25, 0.47]) were the most effective. Additionally, warnings were least effective in studies using recruitment settings and nonuniversity student samples. However, all effect sizes contained substantial heterogeneity, and all warning types will be ineffective in some contexts. Organizations should be cognizant that warnings alone may not be sufficient to address applicant faking, and future research should explore how their effectiveness varies depending on other contextual factors and applicant characteristics. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141971190","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

Perceived organizational change strengthens organizational commitment and organizational citizenship behavior via increased organizational nostalgia. 感知到的组织变革会通过增加组织怀旧感来加强组织承诺和组织公民行为。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-12 DOI: 10.1037/apl0001221

Marius van Dijke, Yiran Guo, Tim Wildschut, Constantine Sedikides

{"title":"Perceived organizational change strengthens organizational commitment and organizational citizenship behavior via increased organizational nostalgia.","authors":"Marius van Dijke, Yiran Guo, Tim Wildschut, Constantine Sedikides","doi":"10.1037/apl0001221","DOIUrl":"https://doi.org/10.1037/apl0001221","url":null,"abstract":"Organizational change has been thought to evoke negative employee responses, yet it is ubiquitous in modern market economies. It is thus surprising that the adverse effects of organizational change are not more visible or apparently disrupting. We hypothesized that, although perceived organizational change, by inducing change apprehension, stimulates negative employee responses (i.e., lower organizational commitment and organizational citizenship behavior [OCB]), it also elicits organizational nostalgia, which engenders positive employee responses (higher organizational commitment and OCB). We tested our hypotheses in nine studies. First, across four experiments (two preregistered), perceived societal or organizational change elicited organizational nostalgia and, via organizational nostalgia, increased employees' organizational commitment and OCB. Subsequently, in two preregistered experiments, induced organizational nostalgia (vs. control) strengthened employees' commitment to the changed organization and galvanized their defense of organizational change. Finally, in a preregistered follow-up experiment and two preregistered surveys, we tested and validated our full model regarding the opposing mediating roles of change apprehension and organizational nostalgia. The findings help to understand why effects of organizational change are less disruptive than might be expected and clarify the role of organizational nostalgia during organizational change. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141971191","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

Emergence in context: How team-client psychological contract fulfillment is associated with the emergence of team identification or team-member exchange. 在情境中出现：团队-客户心理契约的履行如何与团队认同或团队成员交流的出现相关联。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-08 DOI: 10.1037/apl0001225

Lyonel Laulié, Maximiliano Escaffi-Schwarz

{"title":"Emergence in context: How team-client psychological contract fulfillment is associated with the emergence of team identification or team-member exchange.","authors":"Lyonel Laulié, Maximiliano Escaffi-Schwarz","doi":"10.1037/apl0001225","DOIUrl":"https://doi.org/10.1037/apl0001225","url":null,"abstract":"Psychological contracts have been theorized to occur at different levels of analysis and with different exchange parties. In this article, we develop the concept of team-client psychological contract fulfillment (team-client PCF) as a team-level social exchange indicator, reflecting the team members' perceptions of the degree of fulfillment of the commitments a client promised to a team. Using the multilevel group-process framework (Lang et al., 2019) and a sample of newly formed self-managed teams consisting of 838 observations, nested in 244 individuals, 56 teams, and in four waves of data, we tested the claim that team-client PCF may determine the type of collective states that emerge within the team. When team-client PCF is higher, it should create conditions for the emergence of team states related to team maintenance (i.e., team identification), whereas when team-client PCF is lower, it is more likely that teams develop states related to the regulation of team performance (i.e., team-member exchange [TMX]). Our results support our hypotheses. We discuss implications for both the psychological contract literature as well as the team dynamics literature (especially team dynamics of team identification and TMX). (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141901888","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 other side of the coin: An integrative review connecting pay and health. 硬币的另一面:将薪酬与健康联系起来的综合评估。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001151

Gordon M Sayre, Samantha A Conroy

{"title":"The other side of the coin: An integrative review connecting pay and health.","authors":"Gordon M Sayre, Samantha A Conroy","doi":"10.1037/apl0001151","DOIUrl":"10.1037/apl0001151","url":null,"abstract":"The organizational sciences have long been interested in the effects of various compensation strategies, and on enhancing employee health. Research examining the connection between pay and health, however, remains a relative rarity. The work that has been done is scattered across disparate disciplines and lacks a unified framework for systematically exploring the effects of pay on health. We argue that greater insecurity at work, as well as rising discontent over wages and work conditions, necessitates a richer understanding of the ways in which organizational pay affects employee psychological, physiological, and behavioral health. We first conduct a comprehensive review of existing research across a broad range of disciplines, taking note of the different ways that pay is conceptualized and the impact it has on employee health. We identify critical knowledge gaps in why and when pay is related to health, noting several disciplinary trends. Drawing on prominent theories of occupational health, we then build a theoretical framework that illustrates three mechanisms underlying the effect of pay on health. We further advance prior work by integrating allostatic load theory to explain how pay gets \"under the skin\" to affect health, while also identifying relevant moderators and boundary conditions. Taken together, our review integrates findings from a variety of disciplines and facilitates knowledge building across these fields to generate a more comprehensive understanding of the connection between pay and health. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1178-1203"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498470","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 laughing in the line of fire: An emotional aperture perspective on leader laughter in response to critical questions. 领导者在火线上大笑：从情感孔径的角度看领导者在回答关键问题时的笑声。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001178

David Cheng, Lu Wang, Rajiv K Amarnani, Xi Wen Chan

{"title":"Leaders laughing in the line of fire: An emotional aperture perspective on leader laughter in response to critical questions.","authors":"David Cheng, Lu Wang, Rajiv K Amarnani, Xi Wen Chan","doi":"10.1037/apl0001178","DOIUrl":"10.1037/apl0001178","url":null,"abstract":"Leaders are frequently put in the difficult position of repudiating critical questions in front of their followers. To help manage this situation, leaders sometimes express laughter in the hopes that it will \"lubricate\" their interaction and reduce perceptions that they are aggressive or confrontational with the critical questioner. Ironically, leaders' laughter may backfire by diminishing their apparent friendliness and approachability in the eyes of the witnessing followers. In this article, we employ an emotional aperture perspective to examine two seemingly contradictory theoretical perspectives regarding the potential impact of laughter on the witnessing followers' perception of a leader's warmth and effectiveness. Findings from nine studies across 2,012 adults show that leader laughter-even expressed briefly-bolsters or damages leader effectiveness depending on one important contingency: whether the leader's laughter is shared by the questioner. Unshared laughter reduces leader effectiveness by undermining leaders' apparent warmth, while shared laughter increases leader effectiveness by enhancing leaders' apparent warmth. We discuss implications for the literature on emotion expression, leadership events, and leader perception and influence. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1204-1223"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563631","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

Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining. 扩大派还是破坏蛋糕?谈判问题的数量如何影响综合议价。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001149

Marco Warsitzka, Hong Zhang, Bianca Beersma, Philipp Alexander Freund, Roman Trötschel

{"title":"Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.","authors":"Marco Warsitzka, Hong Zhang, Bianca Beersma, Philipp Alexander Freund, Roman Trötschel","doi":"10.1037/apl0001149","DOIUrl":"10.1037/apl0001149","url":null,"abstract":"The present research investigates how the number of issues affects the quality of outcomes in terms of joint gains and impasse rates in integrative negotiations. In the literature, two opposing positions exist reflecting a complexity dilemma regarding the number of negotiation issues: One position suggests that complex negotiations involving higher numbers of issues offer more trade-off opportunities, thereby providing negotiators with greater structural flexibility in reaching mutually beneficial agreements, which improves outcome quality. The opposite position emphasizes that the greater information load inherent in negotiating more issues impedes outcome quality. We propose a third, intermediate position: Negotiating more issues may only improve outcome quality up to a threshold, above which adding further issues results in deteriorated outcomes. We tested these propositions using a quasi-meta-analytic technique by examining the associations between the number of issues, joint gains, and impasse rates across multiple empirical studies on integrative negotiations using various negotiation tasks with different numbers of issues (N = 38,063/21,271 negotiations for joint gains/impasse rates). Moreover, we investigated whether factors related to how negotiators subjectively deal with the increased complexity associated with higher numbers of issues moderate the number-of-issues effect on joint gains. Multilevel analyses revealed no significant number-of-issues effect on joint gains up to a threshold of 3 issues but a negative effect for negotiations involving more than 3 issues. By contrast, we did not find a number-of-issues effect on impasse rates. Moreover, we did not obtain evidence for moderation effects. Findings are discussed with respect to their theoretical and practical implications. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1224-1249"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498466","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

Modeling gender differences in the job promotion process: Replication and extension of Martell et al. (1996). 工作晋升过程中的性别差异建模：对 Martell 等人（1996 年）研究的复制和扩展。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2024-02-08 DOI: 10.1037/apl0001179

David R Meldgin, Gregory Mitchell, Frederick L Oswald

{"title":"Modeling gender differences in the job promotion process: Replication and extension of Martell et al. (1996).","authors":"David R Meldgin, Gregory Mitchell, Frederick L Oswald","doi":"10.1037/apl0001179","DOIUrl":"10.1037/apl0001179","url":null,"abstract":"Differences in employee evaluations due to gender bias may be small in any given rating cycle, but they may accumulate to produce large disparities in the number of women and men promoted to the top of an organization. A highly cited simulation by Martell et al. (1996) demonstrates this cumulative advantage process in a multilevel organization. We replicated this simulation to uncover important details about its operating assumptions, and we extended the simulation to examine a range of variables that may impact the cumulative effects of gender bias. The replication revealed that the male cumulative advantage in the Martell et al. simulation requires (a) decades of typical promotion cycles to produce, (b) constant mean differences in the performance ratings of women and men but equal within-group variances, and (c) attrition that occurs randomly at a low and constant rate. Our extended simulation demonstrates that (a) cumulative effects of gender bias are higher when the attrition rate is lower, (b) gender biases are mitigated when attrition is more strongly associated with good or poor performance, and (c) the cumulative effects of mean gender differences in performance ratings can often be smaller than the cumulative effects of variance differences between gender subgroups. Results suggest that talent development and recognition of high performers might have a greater positive impact on female representation at top levels of a firm than programs aimed at reducing bias in employee evaluations. We encourage additional simulation work that further explores the dynamics of cumulative advantage in employment settings. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1327-1335"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139706838","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