Journal of Applied Psychology最新文献_第10页

Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach. 通过雇佣职业兴趣来减少不利影响：帕累托最优方法。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2026-03-01 Epub Date: 2025-10-02 DOI: 10.1037/apl0001317

Serena Wee, Daniel A Newman, Q Chelsea Song, Chen Tang

{"title":"Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.","authors":"Serena Wee, Daniel A Newman, Q Chelsea Song, Chen Tang","doi":"10.1037/apl0001317","DOIUrl":"10.1037/apl0001317","url":null,"abstract":"In the study of personnel selection to enhance organizational diversity, Pareto-optimal predictor weights are designed to simultaneously optimize the diversity and job performance of new hires. One aspiration for this approach is to access stronger combinations of diversity and performance outcomes by shifting the diversity-validity trade-off curve outward. The current work examines the role of a particular set of predictors-vocational interests-for their capacity to shift the Pareto trade-off curve outward, creating superior diversity-validity outcome pairings. Empirical results based on meta-analytic estimates suggest that novel diversity benefits (at no loss in terms of validity) can be observed in two sets of scenarios: (a) when selecting on high levels of social or conventional vocational interests (i.e., when individuals enjoy social or conventional tasks) specifically when such interests are relevant to the job, and (b) when selecting on high levels of realistic, investigative, or artistic disinterests (i.e., when individuals find realistic, investigative, or artistic tasks aversive) specifically when such disinterests are relevant to the job. Implications for improving diversity through hiring on vocational interests and vocational disinterests, while simultaneously optimizing on job performance, are discussed. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"370-387"},"PeriodicalIF":6.1,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145212681","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

Exposure to successful women and racial minorities who defy stereotypes about their groups leads to inflated perceptions of diversity in organizations. 与成功女性和少数族裔接触，他们会无视对自己群体的刻板印象，导致对组织多样性的看法膨胀。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2026-03-01 Epub Date: 2025-10-02 DOI: 10.1037/apl0001320

Daniela Goya-Tocchetto, Shai Davidai, M Asher Lawson

{"title":"Exposure to successful women and racial minorities who defy stereotypes about their groups leads to inflated perceptions of diversity in organizations.","authors":"Daniela Goya-Tocchetto, Shai Davidai, M Asher Lawson","doi":"10.1037/apl0001320","DOIUrl":"10.1037/apl0001320","url":null,"abstract":"The presence of historically underrepresented minority employees who defy negative stereotypes can have widespread organizational benefits. For example, hiring highly successful women and racial minority employees can reduce stereotypes about their groups, set a precedent for more inclusive norms, and create role models for members of stereotyped groups. Yet, defying stereotypes also makes these employees particularly salient, as their success in organizations conflicts with stereotyped expectations regarding their career outcomes. By integrating insights from the stereotype content model and the process of attribute substitution from dual process theory, we argue that the salience of highly successful women and racial minority employees can ironically have negative secondary consequences for the groups from which they hail. Specifically, we propose that exposure to successful women and racial minorities can lead to inflated perceptions of gender and racial diversity, as the salience of such stereotype defiers is used to evaluate their groups' prevalence. We further suggest that such inflated diversity perceptions can significantly hinder organizational efforts to advance the interests of the historically underrepresented minority groups in question. We test our predictions across four complementary studies: three experiments (including stimuli generated with real data for gender diversity in organizations in the United States) and a study that combines real gender diversity and gender pay gap data from organizations in the United Kingdom with experimental data on diversity perceptions. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"281-298"},"PeriodicalIF":6.1,"publicationDate":"2026-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145212689","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

Supplemental Material for Capitalizing on Proactive Personality Over Organizational Socialization Tactics in Newcomer Learning: A Meta-Analytic Investigation 新员工学习中利用主动性人格优于组织社会化策略的补充材料：一项元分析调查

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2026-02-12 DOI: 10.1037/apl0001351.supp

引用次数: 0

Supplemental Material for Clusters of General Counterproductive Behavior and Associated Personality Profiles 一般反生产行为和相关人格特征的补充材料

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2026-02-12 DOI: 10.1037/apl0001344.supp

引用次数: 0

Supplemental Material for Uncovering a Motherhood Advantage: How Parenthood Impacts Perceptions of the Meaning of Work and Work Outcomes 揭示母性优势：为人父母如何影响对工作意义和工作成果的看法

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2026-02-12 DOI: 10.1037/apl0001355.supp

引用次数: 0

Supplemental Material for Roadblocks: Evaluating the Impact of Fines-Related Driver’s License Suspension on Work-Related Outcomes for Socioeconomically Disadvantaged Workers 补充材料的障碍：评估罚款相关的驾驶执照吊销对社会经济上处于不利地位的工人工作结果的影响

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2026-02-09 DOI: 10.1037/apl0001357.supp

引用次数: 0

Supplemental Material for The Psychology of Following: Conceptualizing and Validating the Fundamental Follower Needs Inventory 《追随者心理学：基本追随者需求清单的概念化和验证》补充材料

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2026-02-05 DOI: 10.1037/apl0001347.supp

引用次数: 0

Correction to “Build or buy? The individual and unit-level performance of internally versus externally selected managers over time” by DeOrtentiis et al. (2018). 更正“建造还是购买？”DeOrtentiis等人（2018）的“内部与外部选择的管理人员的个人和单位绩效随时间的变化”。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2026-02-05 DOI: 10.1037/apl0001349

引用次数: 0

The unintended consequences of state policies on entrepreneurial activity and quality of work life: A social impact study. 国家政策对创业活动和工作生活质量的意外后果：一项社会影响研究。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2026-02-02 DOI: 10.1037/apl0001345

Jeremy B. Bernerth, Min Z. Carter, Justin Pepe, R. Michael Holmes, Wayne Hochwarter

引用次数: 0

Supplemental Material for The Unintended Consequences of State Policies on Entrepreneurial Activity and Quality of Work Life: A Social Impact Study 国家政策对创业活动和工作生活质量的意外后果：一项社会影响研究

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2026-01-29 DOI: 10.1037/apl0001345.supp

引用次数: 0