Journal of Applied Psychology最新文献_第10页

Ambiguity in advertised compensation: Recruiting implications of nominal compliance with pay transparency legislation. 广告薪酬的模糊性:名义上遵守薪酬透明度立法对招聘的影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-04-01 Epub Date: 2023-11-30 DOI: 10.1037/apl0001165

Kristine M Kuhn

{"title":"Ambiguity in advertised compensation: Recruiting implications of nominal compliance with pay transparency legislation.","authors":"Kristine M Kuhn","doi":"10.1037/apl0001165","DOIUrl":"10.1037/apl0001165","url":null,"abstract":"Pursuant to legislative mandates the proportion of job postings that include wage and salary information has rapidly increased. However, many organizations comply by advertising very broad salary ranges. Here, we examine how the width of a pay range influences prospective applicants' perceptions. Although in other contexts people often exhibit a preference for vaguely specified gains, we draw from decision and signaling theories to hypothesize negative reactions to highly ambiguous pay ranges and test them in three preregistered experiments. In Study 1, business students evaluate a job posting with the width of the salary range manipulated between subjects. Study 2 tests for moderating effects of ambiguity explanations using a within-subjects manipulation of pay range width counterbalanced across two job postings and a sample of college graduates with relevant work experience. In Study 3, a diverse sample of recent job seekers predict a salary offer for a hiring vignette in which both the extent of ambiguity in the advertised pay range and the chosen candidate's qualifications are manipulated; their qualitative impressions of the organization are also analyzed. Results provide converging evidence for modal aversion to high ambiguity resulting from negative effects on perceived organizational trustworthiness and skewed predictions of salary offers. Practical implications of this aspect of pay transparency are discussed, as well as broader theoretical implications for understanding outcome ambiguity effects in domains where decision makers vary in their beliefs about underlying reasons for vagueness in communicated information. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.9,"publicationDate":"2024-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138460066","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

Give them a fishing rod, if it is not urgent: The impact of help type on support for helpers' leadership. 如果事情不紧急，给他们一根鱼竿:帮助者类型对帮助者领导力支持的影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-04-01 Epub Date: 2023-11-16 DOI: 10.1037/apl0001155

Lily Chernyak-Hai, Daniel Heller, Ilanit SimanTov-Nachlieli, Merav Weiss-Sidi

{"title":"Give them a fishing rod, if it is not urgent: The impact of help type on support for helpers' leadership.","authors":"Lily Chernyak-Hai, Daniel Heller, Ilanit SimanTov-Nachlieli, Merav Weiss-Sidi","doi":"10.1037/apl0001155","DOIUrl":"10.1037/apl0001155","url":null,"abstract":"Taking a follower's perspective on leadership and contributing to the new research stream on behaviors conducive to its emergence, we examined how distinct types of instrumental (task focused) helping-autonomy- versus dependency-helping-affected recipients' support for their helpers' leadership. Based on the literature on employees' needs for autonomy and mastery, combined with the empowering nature of autonomy-helping, we reasoned that autonomy- (vs. dependency-) helping typically signals greater benevolence toward recipients, enhancing their support for their helpers' leadership. Our findings were generalized across various samples (of U.S. and Israeli employees), manipulations, and research settings: simulations (Studies 1 and 2b), workplace role-play scenario (Study 2a), and recollections of helping events in the workplace (Study 3). We found that autonomy- (vs. dependency-) helping increased recipients' support for their helpers' leadership by heightening perceptions of helpers' benevolence-based (rather than ability-based) trustworthiness (Studies 1 and 3). We also showed time pressure to be a boundary condition under which the advantage of autonomy-helping disappeared (Studies 2a and 2b)-with dependency-helping then inducing comparable levels of perceived benevolence and thus similar support for the helper's potential leadership. Overall, we shed light on the development of informal leadership by uncovering how recipients interpret and respond to the two help types. Practically, this analysis opens the door to new ways for aspiring managers to enhance support for their leadership from potential followers, available even to those unlikely to be appointed to formal leadership positions. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.9,"publicationDate":"2024-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136397528","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

Beyond the first choice: The impact of being an alternate choice on social integration and feedback seeking. 超越第一选择:作为替代选择对社会整合和反馈寻求的影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-04-01 Epub Date: 2023-11-30 DOI: 10.1037/apl0001163

Samir Nurmohamed, Zoe Schwingel-Sauer

引用次数: 0

Promoting inclusive recruiting and selection into military training schools: Admission waivers versus retesting. 促进军事训练学校的包容性招募和选拔：入学豁免与复试。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-03-01 Epub Date: 2023-10-19 DOI: 10.1037/apl0001147

Daniel McNeish, Denis Dumas, Yixiao Dong, Donna Duellberg

{"title":"Promoting inclusive recruiting and selection into military training schools: Admission waivers versus retesting.","authors":"Daniel McNeish, Denis Dumas, Yixiao Dong, Donna Duellberg","doi":"10.1037/apl0001147","DOIUrl":"10.1037/apl0001147","url":null,"abstract":"There is high-level interest in diversifying workforces, which has led organizations-including the U.S. Armed Forces-to reevaluate recruiting and selection practices. The U.S. Coast Guard (USCG) has encountered particular difficulties in diversifying its workforce, and it relies mainly on the Armed Services Vocational Aptitude Battery (ASVAB) for assigning active-duty recruits to one of 19 specialized training schools. When recruits' scores fall below ASVAB entrance standards, the USCG sometimes offers admission waivers. Alternatively, recruits can retest until their ASVAB scores meet the entrance standard. Retesting has shown mixed results in the personnel selection literature, so our main interest is to determine whether retesting or waivers best support USCG recruits' training school outcomes, especially for recruits identifying as an underrepresented minority (URM). We use data from 16,624 USCG recruits entering between 2013 and 2021 and fit augmented inverse propensity weighted models to assess differences in training outcomes by pathway to admission while accounting for self-selection into pathways. Our analyses found (a) no difference in training outcomes between recruits who qualified from their initial scores and recruits who retested, (b) recruits who received waivers were less likely to complete training school on time and spent more time in remedial training when they failed training school compared to those who retested, and (c) improvement in training outcomes for retesting over waivers was larger for recruits identifying as an URM. Results suggest that retesting may be an effective strategy for workforce diversification and for improving outcomes among recruits identifying as an URM. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.9,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49677752","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

Improving our understanding of predictive bias in testing. 提高我们对测试中预测偏差的理解。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-03-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001152

Herman Aguinis, Steven A Culpepper

{"title":"Improving our understanding of predictive bias in testing.","authors":"Herman Aguinis, Steven A Culpepper","doi":"10.1037/apl0001152","DOIUrl":"10.1037/apl0001152","url":null,"abstract":"Predictive bias (i.e., differential prediction) means that regression equations predicting performance differ across groups based on protected status (e.g., ethnicity, sexual orientation, sexual identity, pregnancy, disability, and religion). Thus, making prescreening, admissions, and selection decisions when predictive bias exists violates principles of fairness based on equal treatment and opportunity. First, we conducted a two-part study showing that different types of predictive bias exist. Specifically, we conducted a Monte Carlo simulation showing that out-of-sample predictions provide a more precise understanding of the nature of predictive bias-whether it is based on intercept and/or slope differences across groups. Then, we conducted a college admissions study based on 29,734 Black and 304,372 White students, and 35,681 Latinx and 308,818 White students and provided evidence about the existence of both intercept- and slope-based predictive bias. Third, we discuss the nature and different types of predictive bias and offer analytical work to explain why each type exists, thereby providing insights into the causes of different types of predictive bias. We also map the statistical causes of predictive bias onto the existing literature on likely underlying psychological and contextual mechanisms. Overall, we hope our article will help reorient future predictive bias research from whether it exists to the why of different types of predictive bias. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.9,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201934","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

Sorry to ask but … how is apology effectiveness dependent on apology content and gender? 很抱歉问…道歉的有效性如何取决于道歉内容和性别？

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-03-01 Epub Date: 2023-10-19 DOI: 10.1037/apl0001128

Beth Polin, Sarah P Doyle, Sijun Kim, Roy J Lewicki, Nitya Chawla

{"title":"Sorry to ask but … how is apology effectiveness dependent on apology content and gender?","authors":"Beth Polin, Sarah P Doyle, Sijun Kim, Roy J Lewicki, Nitya Chawla","doi":"10.1037/apl0001128","DOIUrl":"10.1037/apl0001128","url":null,"abstract":"While it is well understood that the content included in an apology matters, what constitutes an effective apology may differ depending on the gender of the person delivering it. In this article, we test competing theoretical perspectives (i.e., role congruity theory and expectancy violation theory [EVT]) about the relative effectiveness of apologies that include language that conforms (or not) with the gender stereotypes ascribed to the apologizer. Results of four studies supported an EVT perspective and showed that apologies were perceived to be relatively more effective when they contradicted gender stereotypes (i.e., communal [agentic] apologies by men [women]). Specifically, Study 1 provided an initial test of the competing hypotheses using celebrity apologies on Twitter. Then, results of three experiments (Studies 2, 3a, and 3b) built upon these initial findings and tested the psychological mechanisms proposed by EVT to explain why counterstereotypical apologies are beneficial (i.e., attributions of interpersonal sensitivity [assertiveness] and enhanced perceptions of benevolence [competence] for men [women]). Our contributions to theory and practice are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.9,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49677753","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

Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs. 直接主管绩效评级的评估者间可靠性的元分析估计：最优测量设计下的乐观主义。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-03-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001146

Andrew B Speer, Angie Y Delacruz, Lauren J Wegmeyer, James Perrotta

{"title":"Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.","authors":"Andrew B Speer, Angie Y Delacruz, Lauren J Wegmeyer, James Perrotta","doi":"10.1037/apl0001146","DOIUrl":"10.1037/apl0001146","url":null,"abstract":"Performance appraisal (PA) is used for various organizational purposes and is vital to human resources practices. Despite this, current estimates of PA reliability are low, leading to decades of criticism regarding the use of PA in organizational contexts. In this article, we argue that current meta-analytical interrater reliability (IRR) coefficients are underestimates and do not reflect the reliability of interest to most practitioners and researchers-the reliability of an employee's direct supervisor. To establish the reliability of direct supervisor ratings, those making PA ratings must directly supervise employee job performance instead of nonparallel rater designs (e.g., direct supervisor ratings correlated with ratings from a more senior leader). The current meta-analysis identified 22 independent samples that met this more restrictive study inclusion criterion, finding an average observed IRR of .65. We also report reliability estimates for several important contextual moderators, including whether ratings were completed in operational settings (.60) or for research purposes (.67). In sum, we argue that this study's meta-analytical IRR estimates are the best available estimates of direct supervisor reliability and should be used to guide future research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.9,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201935","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 role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis. 利己主义在不道德亲组织行为中的作用：一项法理网络荟萃分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-03-01 Epub Date: 2023-10-16 DOI: 10.1037/apl0001139

Logan M Steele, Rebecca Rees, Christopher M Berry

{"title":"The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.","authors":"Logan M Steele, Rebecca Rees, Christopher M Berry","doi":"10.1037/apl0001139","DOIUrl":"10.1037/apl0001139","url":null,"abstract":"To date, the unethical pro-organizational behavior (UPB) literature has been guided by a prosocial perspective, which argues that people engage in UPB primarily to benefit the employers with whom they identify and have a positive social exchange. According to this perspective, employees who are characteristically self-interested are less likely to engage in UPB. However, recent evidence suggests self-interest may play a larger role in motivating UPB than originally theorized. To clarify this controversy, we offer two different, but not necessarily mutually exclusive, perspectives of UPB-one in which UPB is driven primarily by prosocial motives and one in which it is driven primarily by self-interest. We tested which of these accounts of UPB was more strongly supported by comparing UPB's relationships with two nomological networks: one containing relatively prosocially motivated constructs and the other containing relatively self-interest-motivated constructs. Two of the eight hypotheses from the prosocial perspective were supported, while seven of the eight hypotheses from the self-interest perspective were supported. Additionally, the average absolute value of UPB's correlations with prosocial perspective constructs was .09, while the comparable average correlation with self-interest perspective constructs was .33. Thus, the results favored the self-interest perspective. We discuss how these findings change our theoretical understanding of UPB by acknowledging both its prosocial and self-interest motivations, and we accordingly propose a revised definition for UPB that allows for both of these motivations. We also examined more broadly the relationship between UPB and other constructs to provide a comprehensive meta-analytic overview of this literature. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.9,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41235568","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

Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation. 击败对手但输掉比赛：替代报价的来源如何改变谈判中的行为和结果。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-03-01 Epub Date: 2023-10-19 DOI: 10.1037/apl0001154

Sanghoon Hoonie Kang, Julia D Hur, Gavin J Kilduff

{"title":"Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.","authors":"Sanghoon Hoonie Kang, Julia D Hur, Gavin J Kilduff","doi":"10.1037/apl0001154","DOIUrl":"10.1037/apl0001154","url":null,"abstract":"Decades of negotiations research has emphasized the importance of having alternatives. Negotiators with high-value outside offers tend to have greater power and claim higher values in the focal negotiation. We extend this line of work by proposing that the source of alternatives-that is, who negotiators receive an alternative offer from-can significantly shape their negotiation behavior and outcomes. Specifically, we examine how negotiators' behavior changes when they face a counterpart who has an offer from their rival. Four studies demonstrate that this situation enhances negotiators' motivation to outperform their counterpart's alternative by reaching an agreement with the counterpart. This in turn leads the focal negotiator to make less aspirational first offers and eventually claim less value in final agreements. Our findings highlight the importance of considering the existing relationships among actors directly and indirectly involved in a negotiation, reveal a novel motive that can guide negotiators' behavior and outcomes, and uncover a previously unexplored negotiation strategy. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.9,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49677751","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

Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions. 使用自然语言处理来增加预测并减少人员选择决策中的子组差异。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-03-01 Epub Date: 2023-10-19 DOI: 10.1037/apl0001144

Emily D Campion, Michael A Campion, James Johnson, Thomas R Carretta, Sophie Romay, Bobbie Dirr, Andrew Deregla, Amanda Mouton

{"title":"Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.","authors":"Emily D Campion, Michael A Campion, James Johnson, Thomas R Carretta, Sophie Romay, Bobbie Dirr, Andrew Deregla, Amanda Mouton","doi":"10.1037/apl0001144","DOIUrl":"10.1037/apl0001144","url":null,"abstract":"The purpose of this research is to demonstrate how using natural language processing (NLP) on narrative application data can improve prediction and reduce racial subgroup differences in scores used for selection decisions compared to mental ability test scores and numeric application data. We posit there is uncaptured and job-related constructs that can be gleaned from applicant text data using NLP. We test our hypotheses in an operational context across four samples (total N = 1,828) to predict selection into Officer Training School in the U.S. Air Force. Boards of three senior officers make selection decisions using a highly structured rating process based on mental ability tests, numeric application information (e.g., number of past jobs, college grades), and narrative application information (e.g., past job duties, achievements, interests, statements of objectives). Results showed that NLP scores of the narrative application generally (a) predict Board scores when combined with test scores and numeric application information at a level of correlation equivalent to the correlation between human raters (.60), (b) add incremental prediction of Board scores beyond mental ability tests and numeric application information, and (c) reduce subgroup differences between racial minorities and nonracial minorities in Board scores compared to mental ability tests and numeric application information. Moreover, NLP scores predict (a) job (training) performance, (b) job (training) performance beyond mental ability tests and numeric application information, and (c) even job (training) performance beyond Board scores. Scoring of narrative application data using NLP shows promise in addressing the validity-adverse impact dilemma in selection. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.9,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49677754","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