Journal of Applied Psychology最新文献_第10页

Breaking boredom: Interrupting the residual effect of state boredom on future productivity. 打破无聊：打断无聊状态对未来工作效率的残余影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001161

Casher Belinda, Shimul Melwani, Chaitali Kapadia

{"title":"Breaking boredom: Interrupting the residual effect of state boredom on future productivity.","authors":"Casher Belinda, Shimul Melwani, Chaitali Kapadia","doi":"10.1037/apl0001161","DOIUrl":"10.1037/apl0001161","url":null,"abstract":"Boredom is an emotion that constantly fluctuates in employees of all ages and occupations. Here, we draw on functional theories of boredom and theories of emotion regulation to develop an episodic model of how boredom shapes employee attention and productivity over time. We argue that employees often suppress boredom at work to \"power through\" boring tasks and objectives, resulting in residual bouts of mind-wandering-and thus productivity deficits-during future performance episodes. However, following boredom on an initial task, the commencement of a subsequent task that employees perceive to be meaningful creates an attentional pull that breaks the link between boredom and future mind-wandering, preventing the effects of boredom from spilling over to inhibit future productivity. Study 1 draws on archival experience sampling data to test our hypotheses and examine whether boredom exhibits reciprocal relationships with mind-wandering and productivity over time. Study 2 uses an experimental design to determine whether boredom and task meaningfulness interact to exert a causal effect on future mind-wandering. Study 3 uses a time-separated single-day design to replicate Studies 1 and 2 and examine our contention that employees often suppress boredom at work which, rather than preventing the effects of boredom, puts them \"on hold\" until a later point in time. Our findings provide insight into how to mitigate the far-reaching effects of boredom at work; they also advance episodic accounts of emotions, attention, and performance in organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"829-849"},"PeriodicalIF":9.9,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563370","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Self-inconsistency or self-expansion from wearing multiple hats? The daily effects of enacting multiple professional identities on work meaningfulness. 身兼数职带来的自我不一致还是自我扩张？多重职业身份对工作意义的日常影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001176

Hudson Sessions, Sophie Pychlau

{"title":"Self-inconsistency or self-expansion from wearing multiple hats? The daily effects of enacting multiple professional identities on work meaningfulness.","authors":"Hudson Sessions, Sophie Pychlau","doi":"10.1037/apl0001176","DOIUrl":"10.1037/apl0001176","url":null,"abstract":"People increasingly support themselves through multiple jobholding-concurrently performing more than one job-and spend time enacting their professional identities each day. In accordance with self-consistency theory, scholars have emphasized that having to act out more than one professional identity promotes a fragmented sense of self for multiple jobholders, which impedes the meaningfulness of their work. However, we assert that this prevailing view about self-inconsistency is incomplete and problematic because it overlooks consideration for how enacting multiple professional identities may be a self-expanding and stimulating experience that satisfies basic needs for growth and exploration. By jointly applying self-expansion theory and self-consistency theory to the day-to-day experience of wearing multiple hats, we unpack how and why enacting multiple professional identities has countervailing implications for work meaningfulness through its effects on stimulation and self-alienation. We also consider the moderating role of identity contrast on these pathways to meaningfulness. We investigate our assertions in a series of preregistered studies-a comprehensive test of our model in a 15-day experience sampling study (Study 1) as well as constructive replications of each stage of our model (Study 2). Overall, we offer novel insights about the day-to-day tension between stimulation and self-alienation for people who act out multiple professional identities and the impact on the meaningfulness of their work. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"897-920"},"PeriodicalIF":9.9,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563646","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

What should I wear to work? An integrative review of the impact of clothing in the workplace. 我应该穿什么去上班?对工作场所着装影响的综合评估。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001158

Yingyi Chang, Jose M Cortina

{"title":"What should I wear to work? An integrative review of the impact of clothing in the workplace.","authors":"Yingyi Chang, Jose M Cortina","doi":"10.1037/apl0001158","DOIUrl":"10.1037/apl0001158","url":null,"abstract":"Perceptions of clothing are complex, varying across individuals, situations, cultures, and time. Although there is very little research on the topic in our field, evidence from a wide variety of other disciplines points to the importance of clothing in the workplace. In this article, we review this evidence and identify three universal and distinctive clothing characteristics at work: formality, provocativeness, and fashionability. We also identify two other categories: uniforms and religiosity of clothing, which are tied to particular social groups. Drawing on attribution theory and the stereotype content model, we provide a cohesive conceptual framework in which clothing characteristics influence observers' perceptions of wearer's warmth and competence through observers' dispositional attribution processes. These perceptions, in turn, influence facilitation behaviors, such as providing support to wearers, and harm behaviors, such as negatively biased performance appraisal. We conclude by offering suggestions for future research and implications for employees and employers with regard to managing clothing choices and avoiding potential biases. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"755-778"},"PeriodicalIF":9.4,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498471","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

Fitting in a workgroup in unique ways: A latent profile analysis of perceived person-group fit characteristics. 以独特的方式融入工作组:感知到的个人-群体契合特征的潜在剖面分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001162

Qi Zhang, Christina S Li, Daniel D Goering, Amy L Kristof-Brown

{"title":"Fitting in a workgroup in unique ways: A latent profile analysis of perceived person-group fit characteristics.","authors":"Qi Zhang, Christina S Li, Daniel D Goering, Amy L Kristof-Brown","doi":"10.1037/apl0001162","DOIUrl":"10.1037/apl0001162","url":null,"abstract":"Research has identified seven characteristics-value congruence, shared interests, perceived demographic similarity, needs-supplies match, goal similarity, common workstyle, and complementary attributes-on which group members simultaneously evaluate their perceived person-group (PG) fit. Most of extant research has focused on how each characteristic or them as a composite predicts outcomes. However, these variable-centered approaches fail to address how there may be subpopulations of members who differentially combine the PG fit characteristics and how such conjunctive effects differentially relate to various work outcomes. To address these issues, we adopt a profile-based approach using latent profile analysis to understand how group members are similar to and different from each other on more holistic configurations of perceived PG fit experiences. With two widely different samples of employees working in group settings, we found seven unique profiles of PG fit: perfect fits, comfortable fits, surface-level misfits, out of syncs, social misfits, lone wolves, and total misfits. We also found in Sample 2 that these profiles differentially predicted group member outcomes commonly studied in the PG fit literature, including attitudes (satisfaction and cohesion), performance behaviors (task performance and citizenship behaviors of helping and voice), and withdrawal (social loafing and turnover). Complementing research that used variable-centered approaches, our profile-based results reveal new theoretical and practical insights of perceived PG fit, suggesting that different group members have distinct configurations of PG fit, and that higher levels of PG fit are not universally positive, and neither is every type of misfit universally negative. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"779-794"},"PeriodicalIF":9.9,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498467","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

More than just a number: Different conceptualizations of multiple team membership and their relationships with emotional exhaustion and turnover. 不仅仅是一个数字：多重团队成员的不同概念及其与情感疲惫和人员流动的关系。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-21 DOI: 10.1037/apl0001168

Hendrik J van de Brake, Gerben S van der Vegt, Peter J M D Essens

{"title":"More than just a number: Different conceptualizations of multiple team membership and their relationships with emotional exhaustion and turnover.","authors":"Hendrik J van de Brake, Gerben S van der Vegt, Peter J M D Essens","doi":"10.1037/apl0001168","DOIUrl":"10.1037/apl0001168","url":null,"abstract":"Many employees are members of multiple teams, and research suggests that this may profoundly affect their stress experiences and work outcomes. We argue that progress in this research area has been hampered by a lack of clarity about what multiple team membership (MTM) is and how to conceptualize it. Prevailing conceptualizations of MTM have focused on the total number of teams an individual is a member of (MTM number). We identify how frequently employees shift their attention between different team contexts (MTM switching) and the extent to which they prioritize one membership over all others (MTM coreness) as alternative conceptualizations that better capture MTM's consequences for individuals. Our analysis of 1,345 knowledge workers involved in 4,329 project teams shows that MTM number, MTM switching, and MTM coreness differ meaningfully in their antecedents and consequences. MTM switching and coreness (but not MTM number), respectively, relate positively and negatively to multiteamers' emotional exhaustion and subsequent turnover. The positive consequences of MTM coreness only occur, however, when multiteamers have prior work experience with the members of their teams (i.e., team member familiarity). These findings help to clarify the potential benefits and detriments of MTM and advance the growing literature in this area. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"714-729"},"PeriodicalIF":9.4,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138829809","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

Following community norms or an internal compass? The role of prospective leaders' social category membership in the differential effects of authentic and ethical leadership on stereotype threat. 遵循社区规范还是遵循内部指南?未来领导者所属社会类别在真实型领导和伦理型领导对刻板印象威胁的差异效应中的作用。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001156

Urszula Lagowska, Filipe Sobral, Jorge Jacob, Andrew C Hafenbrack, Rafael Goldszmidt

{"title":"Following community norms or an internal compass? The role of prospective leaders' social category membership in the differential effects of authentic and ethical leadership on stereotype threat.","authors":"Urszula Lagowska, Filipe Sobral, Jorge Jacob, Andrew C Hafenbrack, Rafael Goldszmidt","doi":"10.1037/apl0001156","DOIUrl":"10.1037/apl0001156","url":null,"abstract":"Increasing racial diversity in organizations remains a challenge, as stereotype threat undermines the performance and career aspirations of minority group members during job recruitment. The present study examines how prospective leaders can leverage their influence on their followers' identities to mitigate the stereotype threat Black individuals face in this context. We explore the effects of two moral leadership styles (ethical vs. authentic) on stereotype threat in the context of recruitment. Specifically, we investigate whether prospective leaders' ingroup status moderates the relationship between ethical versus authentic leadership styles and candidates' stereotype threat during the selection process and candidates' willingness to join the organization. To this end, we conducted four experiments with Black residents of Brazilian favelas (impoverished neighborhoods), two of which included real-world job recruitment processes and physiological measures of stress (i.e., salivary cortisol and blood pressure). The results indicate that when the prospective leaders are from the outgroup, displaying ethical leadership by relying on community norms is more helpful in reducing Black candidates' threat and, in turn, promotes willingness to apply for the job. In contrast, when the leader is from the ingroup, displaying authentic leadership by emphasizing the importance of an internal moral compass is more helpful in reducing threat, and this effect is mediated by the identity process of inclusion of the leader in the self. Overall, the present study suggests that prospective direct supervisors have the critical ability to reduce stereotype threat, which can negatively affect Black applicants and their desire to join organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"622-649"},"PeriodicalIF":9.9,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498468","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

Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career. 在职业生涯的前6年里，自恋与代理与社区工作活动之间的相互关系。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001157

Fien Heyde, Bart Wille, Jasmine Vergauwe, Joeri Hofmans, Filip De Fruyt

{"title":"Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.","authors":"Fien Heyde, Bart Wille, Jasmine Vergauwe, Joeri Hofmans, Filip De Fruyt","doi":"10.1037/apl0001157","DOIUrl":"10.1037/apl0001157","url":null,"abstract":"The vast majority of studies on trait narcissism have adopted a static unidirectional approach, documenting the mainly detrimental effects of this trait on a variety of work outcomes. The present study contributes to this literature by adopting a novel bidirectional perspective, investigating how trait narcissism shapes and is shaped by our experiences at work. Specifically, this study examines how trait narcissism develops during the first 6 years after the transition from college to work, and how agentic versus communal work demands may either enhance or diminish the development of this trait. Reciprocal relationships between narcissism and subjective and objective work activities are examined in a sample of 1,513 college alumni who were assessed four times across a time period of 6 years. Both selection (i.e., narcissism shapes work activities) and socialization effects (i.e., narcissism is shaped by work activities) were examined using bivariate latent change score models. Results showed that trait narcissism prior to the college-to-work transition positively predicted the selection of agentic work activities at the beginning of the career, but not future changes in these activities. Importantly, the results regarding socialization effects indicated that engagement in communal activities, particularly those that require relating with others at work (e.g., to help them), diminished trait narcissism over time. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"650-667"},"PeriodicalIF":9.9,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498469","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 contemporary look at the relationship between general cognitive ability and job performance. 对一般认知能力和工作表现关系的当代观察。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001159

Paul R Sackett, Saron Demeke, Isaac M Bazian, Anne Marie Griebie, Reed Priest, Nathan R Kuncel

{"title":"A contemporary look at the relationship between general cognitive ability and job performance.","authors":"Paul R Sackett, Saron Demeke, Isaac M Bazian, Anne Marie Griebie, Reed Priest, Nathan R Kuncel","doi":"10.1037/apl0001159","DOIUrl":"10.1037/apl0001159","url":null,"abstract":"The relationship between general cognitive ability (GCA) and overall job performance has been a long-accepted fact in industrial and organizational psychology. However, the most prominent data on this relationship date back more than 50 years. This meta-analysis examines the relationship between GCA and overall job performance using studies from the current century. Results across 153 samples and a total sample size of 40,740 show a mean observed validity of .16, with a residual SD of .09. Correcting for unreliability in the criterion and correcting predictive studies for range restriction produces a mean corrected validity of .22 and a residual SD of .11. While this is a much smaller estimate than the .51 value offered by Schmidt and Hunter (1998), that value has been critiqued by Sackett et al. (2022), who offered a mean corrected validity of .31 based on integrating findings from prior meta-analyses of 20th century data. We obtain a lower value (.22) for 21st century data. We conclude that GCA is related to job performance, but our estimate of the magnitude of the relationship is lower than prior estimates. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"687-713"},"PeriodicalIF":9.9,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498459","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

Supervisor integrity empowers employees to advocate for diversity in problematic climates. 主管的正直让员工有能力在有问题的环境中倡导多元化。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-11 DOI: 10.1037/apl0001127

Timothy G Kundro, Brett H Neely, Cindy P Muir Zapata

{"title":"Supervisor integrity empowers employees to advocate for diversity in problematic climates.","authors":"Timothy G Kundro, Brett H Neely, Cindy P Muir Zapata","doi":"10.1037/apl0001127","DOIUrl":"10.1037/apl0001127","url":null,"abstract":"Supervisors struggle to encourage employees to engage in diversity advocacy-key behaviors that help promote more equitable workplaces. Research hints that one reason for this struggle may be that employees lack the empowerment to engage in such behaviors. Drawing on perspectives that conceptualize diversity advocacy as a moral and virtuous behavior, we integrate research on leadership and empowerment to suggest that supervisor integrity can empower observers to engage in diversity advocacy. In exploring boundary conditions, we draw on performance models to counterintuitively suggest that this effect is strongest when employees perceive a negative diversity climate, as employees see the greatest need for change in these contexts. We test our theory in three complementary studies: A field sample with employees, a preregistered experimental vignette study, and an additional preregistered immersive experiment with a behavioral dependent variable. Our results contribute to theory on diversity, empowerment, and organizational climate. Additionally, we make an empirical contribution by developing and validating a four-item diversity advocacy scale. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"668-686"},"PeriodicalIF":9.9,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138797312","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

Doxing, political affiliation, and type of information: Effects on suspicion, perceived similarity, and hiring-related judgments. 诽谤、政治派别和信息类型：对怀疑、相似感和雇佣相关判断的影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-21 DOI: 10.1037/apl0001153

Philip L Roth, Philip Bobko, Guohou Jack Shan, Rebecca W Roth, Emily Ferrise, Jason B Thatcher

{"title":"Doxing, political affiliation, and type of information: Effects on suspicion, perceived similarity, and hiring-related judgments.","authors":"Philip L Roth, Philip Bobko, Guohou Jack Shan, Rebecca W Roth, Emily Ferrise, Jason B Thatcher","doi":"10.1037/apl0001153","DOIUrl":"10.1037/apl0001153","url":null,"abstract":"Researchers have begun to focus on the influence of political affiliation in organizations. In this context, we investigated how doxing (i.e., using social media to post information online with malintent) influences hiring-related decisions. Based on the integration of a political affiliation and state suspicion model, we investigated how a dox containing different types of information (affirming a political party affiliation vs. providing derogatory/negative information about an opposing party) and political party affiliation similarity influenced hiring-related perceptions of job applicants. Given doxing's characteristics, we expanded the \"decision space\" to include effects about expected organizational image and expected retaliation. In Study 1, we found that the type of information and party similarity influenced suspicion of the applicant and perceived similarity with the applicant, whereas doxing only influenced suspicion. In turn, suspicion and perceived similarity predicted expected task performance and organizational image, and exploratory analyses suggested an interactive effect of these variables. Suspicion also predicted expected retaliation from individuals outside the organization. In Study 2, we confirmed that doxing was related to suspicion as well as the interactive effect of information type and party similarity. We explain that interaction using the notion of symbolic threat. In both studies, the effects of type of information and party similarity were pervasive. Our results support the similarity-attraction paradigm and a model of political affiliation. Expanding relevant theories to include suspicion helps better understand politically related judgments and the additional outcomes of expected organizational image and retaliation. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"730-754"},"PeriodicalIF":9.9,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138829799","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