Journal of Applied Psychology最新文献_第2页

Am I next? Men and women's divergent justice perceptions following vicarious mistreatment. 我是下一个吗？男性和女性在遭受替代性虐待后对正义的不同认识。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-06-08 DOI: 10.1037/apl0001109

Emily M David, Sabrina D Volpone, Derek R Avery, Lars U Johnson, Loring Crepeau

{"title":"Am I next? Men and women's divergent justice perceptions following vicarious mistreatment.","authors":"Emily M David, Sabrina D Volpone, Derek R Avery, Lars U Johnson, Loring Crepeau","doi":"10.1037/apl0001109","DOIUrl":"10.1037/apl0001109","url":null,"abstract":"Though we would like to believe that people universally consider workplace mistreatment to be an indicator of injustice, we describe why bystanders can react to justice events (in this study, vicariously observing or becoming aware of others being mistreated) with diverging perceptions of organizational injustice. We show that a bystander's gender and their gender similarity to the target of mistreatment can produce identity threat, which affects whether bystanders perceive the overall organization to be rife with gendered mistreatment and unfairness. Identity threat develops via two pathways-an emotion-focused reaction and a cognitive-focused processing of the event-and each pathway distally relates to different levels of bystanders' justice perceptions. We test these notions in three complementary studies: two laboratory experiments (N = 563; N = 920) and a large field study (N = 8,196 employees in 546 work units). Results generally show that bystanders who are women or similar in gender to the target of mistreatment reported different levels of emotional and cognitive identity threat that related to psychological gender mistreatment climate and workplace injustice following the incident as compared to men and those not similar in gender to the target. Overall, by integrating and extending bystander theory and dual-process models of injustice perceptions, through this work, we provide a potentially overlooked reason why negative behaviors like incivility, ostracism, and discrimination continue to occur in organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1039-1058"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9595039","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 PCMT model of organizational support: Scale development and theoretical application. 组织支持的 PCMT 模型：量表开发与理论应用。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-06-08 DOI: 10.1037/apl0001110

James G Matusik, Emily C Poulton, D Lance Ferris, Russell E Johnson, Jessica B Rodell

{"title":"The PCMT model of organizational support: Scale development and theoretical application.","authors":"James G Matusik, Emily C Poulton, D Lance Ferris, Russell E Johnson, Jessica B Rodell","doi":"10.1037/apl0001110","DOIUrl":"10.1037/apl0001110","url":null,"abstract":"The PCMT model of organizational support conceptualizes organizational support as consisting of four forms that differ in terms of their perceived target and ascribed motive. Across six studies (n = 1,853), we create and validate a psychometrically reliable scale that captures these four forms of organizational support, as well as offer a theoretical advancement to the organizational support literature. In particular, the first five studies involve content validation; assessment of factor analytic structure; tests of test-retest reliability and measurement invariance; and establishment of discriminant, convergent, and predictive validity. The final study involves deployment of the validated, 24-item scale in the field and illustrates that the four different forms of organizational support differentially predict the discrete dimensions of job burnout, the effects of which spillover and crossover into the home domain. This investigation thus offers both empirical and theoretical contributions. Empirically, we provide applied psychologists with an instrument for measuring the four forms of organizational support, enabling the emergence of new lines of research. Theoretically, we illustrate that the content and characteristics associated with the different forms of organizational support are important considerations as conceptual alignment between the type of organizational support perceived and the well-being outcome under study enhances the support's predictive validity. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1059-1076"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9595038","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 contingent nature of the political skill-employee performance relationship. 政治技能与员工绩效关系的偶然性。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-06-12 DOI: 10.1037/apl0001107

Rachel E Frieder, B Parker Ellen, Ilias Kapoutsis

{"title":"The contingent nature of the political skill-employee performance relationship.","authors":"Rachel E Frieder, B Parker Ellen, Ilias Kapoutsis","doi":"10.1037/apl0001107","DOIUrl":"10.1037/apl0001107","url":null,"abstract":"The prevailing perspective in the organizational politics literature is that political skill facilitates heightened employee performance. Indeed, meta-analytic results have consistently found a positive relationship between political skill and both task and contextual performance. However, the literature has neglected the possibility of a contingent relationship between political skill and employee performance, despite arguments that organizations are political arenas in which employees also need political will. This is problematic because although politics are described as an ever-present facet of organizations, the extent to which work environments are politicized varies (Pfeffer, 1981), and such contexts can either constrain or enhance organizational behavior (Johns, 2006, 2018). Therefore, underpinned by the multiplicative framework of performance (i.e., P = f(M × A × C); Hirschfeld et al., 2004), we argue that the effects of political skill on employee task and contextual performance are contingent upon employee political will and the degree to which the work context is politicized. Results from a sample of working adults and their supervisors provided support for our hypothesis. Namely, political skill and political will interacted to predict heightened levels of task performance and citizenship behavior within more political contexts, but not within less political contexts. The contributions of this study to the politics literature are discussed commensurate with this study's associated strengths and limitations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1132-1144"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9994052","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

Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size. 员工所有权对组织财务不端行为的非线性影响：组织规模的调节作用。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-04-01 Epub Date: 2023-10-26 DOI: 10.1037/apl0001148

Kyoung Yong Kim, Pankaj C Patel

引用次数: 0

Convergence of collaborative behavior in virtual teams: The role of external crises and implications for performance. 虚拟团队中合作行为的趋同：外部危机的作用和对绩效的影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-04-01 Epub Date: 2023-11-02 DOI: 10.1037/apl0001133

Tobias Blay, Fabian Jintae Froese, Vasyl Taras, Marjaana Gunkel

{"title":"Convergence of collaborative behavior in virtual teams: The role of external crises and implications for performance.","authors":"Tobias Blay, Fabian Jintae Froese, Vasyl Taras, Marjaana Gunkel","doi":"10.1037/apl0001133","DOIUrl":"10.1037/apl0001133","url":null,"abstract":"Organizations have increasingly relied on virtual teams (VTs). For VTs to succeed, the collaborative behavior of team members plays an important role. Drawing from the open systems theory and using a phenomenon-driven approach, we investigate the dynamic pattern of collaborative behavior convergence among members of VTs (i.e., the emergence of collaborative behavior consensus) and its relationship with VT performance. Moreover, we investigate the differential influence of external crises, exemplified by key dynamic facets of the COVID-19 crisis (i.e., COVID-19 health threat and social distance). We used a multilevel approach (i.e., time, individual, and team levels) with the multilevel group-process framework to test our hypotheses. Results from a survey of 3,506 participants nested in 703 teams suggest that collaborative behaviors of VT members tend to converge over time, leading to the emergence of collaborative behavior consensus. Furthermore, a dynamic COVID-19 health threat leads to lower collaborative behavior consensus over time. Moreover, our results show that collaborative behavior consensus is partially positively related to VT performance and is particularly important for VTs with a lower level of collaborative behavior at the end of the collaboration. The practical and theoretical implications of these findings are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"469-489"},"PeriodicalIF":9.9,"publicationDate":"2024-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"71423866","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

Designing pareto-optimal selection systems for multiple minority subgroups and multiple criteria. 针对多个少数子群和多个准则设计pareto最优选择系统。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-04-01 Epub Date: 2023-10-26 DOI: 10.1037/apl0001145

Wilfried De Corte, Paul R Sackett, Filip Lievens

{"title":"Designing pareto-optimal selection systems for multiple minority subgroups and multiple criteria.","authors":"Wilfried De Corte, Paul R Sackett, Filip Lievens","doi":"10.1037/apl0001145","DOIUrl":"10.1037/apl0001145","url":null,"abstract":"Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing PO selection systems to situations involving multiple criteria and multiple minority groups (i.e., multiobjective PO selection systems). We first present a hybrid multiobjective PO approach for computing selection systems that are PO with respect to (a) a set of quality objectives (i.e., criteria) and (b) a set of diversity objectives where each diversity objective relates to a different minority group. Next, we propose three two-dimensional subspace procedures that aid selection designers in choosing between the PO systems in case of a high number of quality and diversity objectives. We illustrate our novel multiobjective PO approaches via several example applications, thereby demonstrating that they are the first to reveal the complete gamut of eligible PO selection designs and to faithfully capture the Pareto trade-off front in case of more than two objectives. In addition, a small-scale cross-validation study confirms that the resulting PO selection designs retain an advantage over alternative designs when applied in new validation samples. Finally, the article provides a link to an executable code to perform the new multiobjective PO approaches. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"513-533"},"PeriodicalIF":9.9,"publicationDate":"2024-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50161737","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

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":" ","pages":"415-436"},"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":" ","pages":"402-414"},"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":" ","pages":"339-361"},"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 9.4 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":" ","pages":"456-467"},"PeriodicalIF":9.4,"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