Journal of Applied Psychology最新文献_第10页

How context shapes collective turnover over time: The relative impact of internal versus external factors. 环境如何随着时间的推移影响集体更替：内部与外部因素的相对影响。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-09-05 DOI: 10.1037/apl0001230

Patrick J Flynn, Matthew L Call, Paul D Bliese, Anthony J Nyberg

{"title":"How context shapes collective turnover over time: The relative impact of internal versus external factors.","authors":"Patrick J Flynn, Matthew L Call, Paul D Bliese, Anthony J Nyberg","doi":"10.1037/apl0001230","DOIUrl":"10.1037/apl0001230","url":null,"abstract":"Despite the prevalence of research on the consequences of collective turnover (TO), we lack an understanding of how, when, and why changes in the external environment influence collective turnover. The present study extends context emergent turnover and threat-rigidity theories to consider temporal changes in rates of collective turnover brought on by an external disruption. We also conduct variance decomposition to evaluate the relative influence of internal and external factors on collective turnover and examine how changes in the external environment impact relative influences. Finally, we examine the role of collective engagement in explaining patterns of collective turnover over time. Our study is based on a large, geographically dispersed U.S. firm. Findings from a two-phase longitudinal model reveal that rates of collective turnover change over time in ways that are predictable from threat-rigidity theory. Variance decomposition analysis finds that internal store-level factors explain substantially more variance than external factors, but the balance changes in response to an external disruption. We also show that collective engagement can mitigate increases in collective turnover. Results inform theory regarding the relative importance of internal versus external factors in influencing collective turnover and provide a framework for predicting how contextual change in the external environment impacts collective turnover over time. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"220-237"},"PeriodicalIF":6.1,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142140179","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

When time theft promotes performance: Measure development and validation of time theft motives. 当时间盗窃促进绩效时：时间盗窃动机的测量开发与验证。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-08-08 DOI: 10.1037/apl0001229

Biyun Hu, Dizhen Lu, Liang Meng, Yupei Zhang

{"title":"When time theft promotes performance: Measure development and validation of time theft motives.","authors":"Biyun Hu, Dizhen Lu, Liang Meng, Yupei Zhang","doi":"10.1037/apl0001229","DOIUrl":"10.1037/apl0001229","url":null,"abstract":"The prevailing viewpoint has long depicted employee time theft as inherently detrimental. However, this perspective may stem from a limited understanding of the underlying motives that drive such behavior. Time theft can paradoxically be motivated by neutral and even laudable intentions, such as promoting work efficiency, thus rendering it potentially beneficial and constructive. Across three mixed-methods studies, we explore the motives behind employee time theft, develop and validate an instrument to assess these motives, and examine how they differentially predict time theft behavior. Specifically, in Study 1, we use a qualitative method and identify 11 types of time theft motives. Study 2 embarks on the development of measures of these motives, subsequently validating their factor structure. Study 3 examines their incremental variance in predicting time theft behavior by controlling for personality and demographic variables. Overall, these studies reveal that employees' engagement in time theft can be driven not solely by self-oriented motives but also by others- and work-oriented motives. Further, each of these motives provides incremental value in understanding time theft behavior. Implications for both research and practice emanating from these findings are also discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"256-281"},"PeriodicalIF":9.4,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141901890","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 influence of friends' person-organization fit during recruitment. 招募过程中朋友的人-组织契合度的影响。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-08-08 DOI: 10.1037/apl0001226

David W Sullivan, Brian W Swider

{"title":"The influence of friends' person-organization fit during recruitment.","authors":"David W Sullivan, Brian W Swider","doi":"10.1037/apl0001226","DOIUrl":"10.1037/apl0001226","url":null,"abstract":"Although recruitment and perceptions of fit are inherently social-as they reflect the interactions between applicants and recruiting firms-applicants' social networks during recruitment can exert both positive and potentially negative consequences for subsequent applicant perceptions and behaviors. In this study, we examine the role of applicants' friends' perceptions of fit with the same recruiting organizations. Integrating ideas from social information processing theory and the person-organization (P-O) fit literature, we argue that friends' P-O fit perceptions drive social learning and social influence processes for applicants, thus predicting applicant perceptions and behaviors toward recruiting firms. In addition, we posit that the direct and indirect relationships between friends' P-O fit perceptions and applicants' own fit perceptions and job choices with recruiting firms are further strengthened by how centrally connected applicants are within their friend networks. Using a sample of 576 applicant-firm observations from 178 job applicants, we found that friends' P-O fit perceptions are positively related to applicant P-O fit perceptions and job choice decisions. Furthermore, applicants' position in their network-assessed via applicants' outdegree centrality within their friend group-strengthened the relationship between friends' P-O fit and applicant P-O fit as well as with their job choice decisions. Our research provides important theoretical and empirical findings on the influence of applicants' friends during recruitment. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"238-255"},"PeriodicalIF":6.1,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141901889","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

Are unions friends or foes of high-performance work systems? 工会是高绩效工作系统的朋友还是敌人？

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-30 DOI: 10.1037/apl0001266

David Jinwoo Chung,Tae-Youn Park

{"title":"Are unions friends or foes of high-performance work systems?","authors":"David Jinwoo Chung,Tae-Youn Park","doi":"10.1037/apl0001266","DOIUrl":"https://doi.org/10.1037/apl0001266","url":null,"abstract":"Do unions facilitate or hamper the effectiveness of high-performance work systems (HPWS)? Despite the long-standing interest among labor and human resource scholars on this matter, relevant studies are limited and dated. This research investigates whether and how the interplay between HPWS and unions affects both organizational performance and employee well-being outcomes. The authors argue while unions may attenuate the HPWS effects on organizational performance due to decreased performance climate, the overall impacts of unions are likely beneficial, as they facilitate cooperative climate that contributes to organizational performance and enhances employee well-being, which positively affects longer term organizational outcomes. Analyzing longitudinal data with 934 observations from 287 South Korean firms, the authors show that unions indeed facilitate the positive effects of HPWS on organizational performance and employee well-being, mediated by enhanced cooperative climate. They did not find statistically meaningful evidence that unions mitigate HPWS' effects on performance climate and subsequent organizational performance. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"9 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143062046","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

I need a vacation: A meta-analysis of vacation and employee well-being. 我需要休假：休假与员工幸福感的元分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001262

Ryan S Grant,Beth E Buchanan,Kristen M Shockley

{"title":"I need a vacation: A meta-analysis of vacation and employee well-being.","authors":"Ryan S Grant,Beth E Buchanan,Kristen M Shockley","doi":"10.1037/apl0001262","DOIUrl":"https://doi.org/10.1037/apl0001262","url":null,"abstract":"Previous meta-analytic research concluded that the well-being benefits of vacation are small and fade away quickly, suggesting that vacation may not be that effective of a recovery opportunity for improving employee well-being. Since the time of this initial meta-analysis, however, the number of vacation studies has increased, providing an opportunity to estimate more precise meta-analytic estimates and increase our understanding of the different factors that play a role in this vacation-well-being relationship. As such, we conduct a meta-analysis using 32 studies that include 256 effect sizes to examine how employee well-being levels change due to vacation. Our results reveal that vacation has a large effect on well-being that does not fade out as quickly as previously thought. In terms of moderators, our results suggest that vacation length, national culture, and number of nationally mandated vacation days moderate this relationship, but the role of vacation location (i.e., away from home, at home, or a mix of both) remains unclear. Finally, we examine how types of activities and specific recovery experiences during vacation correlate with well-being during and after vacation using a meta-analysis of eight studies that include 69 effect sizes. Our findings suggest that psychological detachment and physical activities during vacation may be the most beneficial for improving employee well-being. Overall, this meta-analysis provides evidence that vacation is a more effective recovery opportunity for improving employee well-being than previous work suggests. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"2 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991820","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

From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance. 从道德模范到表现不佳？伦理领导对领导者角色内绩效和角色外绩效的双刃剑。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001264

Grace Ching Chi Ho,David T Welsh,John T Bush

{"title":"From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.","authors":"Grace Ching Chi Ho,David T Welsh,John T Bush","doi":"10.1037/apl0001264","DOIUrl":"https://doi.org/10.1037/apl0001264","url":null,"abstract":"Given the overall positive influence ethical leaders have on their followers' performance, the literature has largely assumed that ethical leadership also facilitates the performance of leaders themselves. We challenge this assumption by adopting a within-person perspective to reveal more nuanced relationships between distinct forms of daily ethical leadership and daily leader performance. Building on the affect theory of social exchange (Lawler, 2001), we develop a theoretical model that examines the diverging effects of daily promotion- and prevention-focused ethical leadership on daily leader performance through the reciprocal influence of followers' affective reactions. Specifically, we predict that whereas daily promotion-focused ethical leadership will elicit follower displayed gratitude toward the leader, daily prevention-focused ethical leadership will elicit follower displayed anger toward the leader. Downstream, we predict that follower displayed gratitude and anger will subsequently influence leaders' in-role and extra-role performance. We also explore how overall social exchange quality shapes the daily affective and behavioral dynamics between leaders and followers. Results from three studies using a multimethod approach provide convergent support for our model. Overall, this research offers both theoretical and practical insights about the potentially unexpected leader-centric consequences of ethical leadership. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"32 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991817","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 comparison of the response-pattern-based faking detection methods. 基于响应模式的伪造检测方法的比较。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001261

Weiwen Nie,Ivan Hernandez,Louis Tay,Bo Zhang,Mengyang Cao

{"title":"A comparison of the response-pattern-based faking detection methods.","authors":"Weiwen Nie,Ivan Hernandez,Louis Tay,Bo Zhang,Mengyang Cao","doi":"10.1037/apl0001261","DOIUrl":"https://doi.org/10.1037/apl0001261","url":null,"abstract":"The covariance index method, the idiosyncratic item response method, and the machine learning method are the three primary response-pattern-based (RPB) approaches to detect faking on personality tests. However, less is known about how their performance is affected by different practical factors (e.g., scale length, training sample size, proportion of faking participants) and when they perform optimally. In the present study, we systematically compared the three RPB faking detection methods across different conditions in three empirical-data-based resampling studies. Overall, we found that the machine learning method outperforms the other two RPB faking detection methods in most simulation conditions. It was also found that the faking probabilities produced by all three RPB faking detection methods had moderate to strong positive correlations with true personality scores, suggesting that these RPB faking detection methods are likely to misclassify honest respondents with truly high personality trait scores as fakers. Fortunately, we found that the benefit of removing suspicious fakers still outweighs the consequences of misclassification. Finally, we provided practical guidance to researchers and practitioners to optimally implement the machine learning method and offered step-by-step code. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"74 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991818","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 gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives. 领导行为的性别性质：从资源保护和性别角色的角度看待刻板印象威胁。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001263

Szu-Han Joanna Lin,Justin P Woodall,Marie S Mitchell,Nai-Wen Chi,Russell E Johnson

{"title":"The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.","authors":"Szu-Han Joanna Lin,Justin P Woodall,Marie S Mitchell,Nai-Wen Chi,Russell E Johnson","doi":"10.1037/apl0001263","DOIUrl":"https://doi.org/10.1037/apl0001263","url":null,"abstract":"Previous research has highlighted the benefits followers gain from their leaders' initiating structure and consideration. Adopting a leader-centric perspective, we propose that leaders' gender influences the impact of these behaviors for leaders themselves. Drawing from conservation of resources and gender role theories, we explain why gender-role-inconsistent leader behaviors (behaviors that go against gender stereotypes, such as initiating structure for women and consideration for men) is detrimental, while engaging in gender-role-consistent leader behaviors (such as initiating structure for men and consideration for women) is beneficial. We further theorize that follower support mitigates the negative effects of gender-role-inconsistent behaviors. We tested our hypotheses across four studies-an experience sampling field study (Study 1) and three experiments (Studies 2 through 4). Study 1 revealed initiating structure for women leaders elicited gender stereotype threat, which depleted women leaders. This resulted in increased work withdrawal and reduced initiating structure and consideration the next day. Study 1 also showed that initiating structure and consideration increased both men and women leaders' perceived leader effectiveness, which, in turn, increased their work engagement, further increasing their initiating structure and consideration the next day. Study 2 replicated these results, and Studies 3 and 4 showed that follower support mitigated the depletion effects of gender stereotype threat by initiating structure for women leaders. Our research highlights the benefits and detriments of leader behaviors and identifies how followers can alleviate the costs associated with initiating structure for women leaders. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"8 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991819","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

Group differences in biographical inventories: A meta-analysis on the adverse impact potential of biodata. 生物资料组间差异：生物资料潜在不利影响的荟萃分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-16 DOI: 10.1037/apl0001260

Andrew P Tenbrink,Andrew B Speer,Lauren J Wegmeyer,Caitlynn C Sendra,Shannon Rowley

{"title":"Group differences in biographical inventories: A meta-analysis on the adverse impact potential of biodata.","authors":"Andrew P Tenbrink,Andrew B Speer,Lauren J Wegmeyer,Caitlynn C Sendra,Shannon Rowley","doi":"10.1037/apl0001260","DOIUrl":"https://doi.org/10.1037/apl0001260","url":null,"abstract":"The purpose of the present meta-analysis was to determine if biodata scale scores differ based on demographic group membership (i.e., gender, race, age) and to evaluate the contextual factors that amplify or mitigate these effects (e.g., construct domain, scoring method). Despite the popularity of biodata scales for personnel selection purposes, previous research findings do not provide clear evidence as to whether adverse impact is a serious concern. To address this gap, a meta-analysis of 43 studies (56 independent samples) was conducted, providing estimates of group differences across demographic groups (female-male, Black-White, Hispanic-White, Asian-White, and age) and relevant construct domains. The majority of biodata scale scores were found to exhibit small group differences across construct domains and demographic groups (≈75% had Cohen's d less than |.20|). Group differences were also relatively small when compared with other popular selection methods. When considered with previous research, these findings provide further support for the use of biodata scales in personnel selection scenarios. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"7 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142989139","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 power dependence model of the impact of leader impostorism on supervisor support and undermining: The moderating role of power distance. 领导冒名行为对主管支持与破坏影响的权力依赖模型：权力距离的调节作用。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-16 DOI: 10.1037/apl0001265

Xueqi Wen,Zihan Liu,Feng Qiu,Keith Leavitt,Xingyu Wang,Ziyang Tang

{"title":"A power dependence model of the impact of leader impostorism on supervisor support and undermining: The moderating role of power distance.","authors":"Xueqi Wen,Zihan Liu,Feng Qiu,Keith Leavitt,Xingyu Wang,Ziyang Tang","doi":"10.1037/apl0001265","DOIUrl":"https://doi.org/10.1037/apl0001265","url":null,"abstract":"Leaders, often perceived as possessing exceptional confidence and competence, are not immune to feelings of self-doubt. Leader impostorism describes the experience that one's attributes, experiences, skills, and abilities fall short of the standards expected in the leadership role, resulting in a sense of deception in fulfilling leadership responsibilities. While existing research has examined the antecedents and individual outcomes of leader impostorism, its implications for leaders' treatment of subordinates remain largely unexplored. In this research, we investigate the downstream consequences of leader impostorism on behaviors directed toward subordinates. Integrating research on leader impostorism with power dependence theory, we propose that for leaders with a low power distance orientation, leader impostorism increases supervisor support through the mechanism of perceived power dependence on subordinates, whereas for leaders with a high power distance orientation, leader impostorism increases supervisor undermining through the mechanism of power threat. The findings from two field studies support our theoretical model. This research contributes to the literature by broadening the understanding of the impact of leader impostorism on subordinates, extending power dependence theory within leader-subordinate dynamics, and offering insights into the dual nature of impostorism and its contingent effects. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"15 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142989140","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