Journal of Applied Psychology最新文献

{"title":"When voice takes destructive rather than constructive forms in manager-employee dyads: A power-dependence perspective.","authors":"Jing Wu,Subrahmaniam Tangirala,Pengcheng Zhang","doi":"10.1037/apl0001287","DOIUrl":"https://doi.org/10.1037/apl0001287","url":null,"abstract":"We offer a relational perspective on how power shapes voice in the employee-manager dyad. We argue that to properly understand the impact of employees' power on voice, it must be analyzed alongside the power held by their managers. We propose that although voice increases when employees hold high power, its form-whether constructive or destructive-depends on their managers' power. We posit that employees' dependence on managers for rewards and sponsorship reflects the power that managers hold over employees, while managers' reliance on employees for expertise and knowledge signifies the power that employees hold over managers. We argue that when employees' power increases in the context of high managerial power, they are more likely to develop interdependent and contextualized self-evaluations, such as organization-based self-esteem. These self-evaluations promote a constructive voice that involves challenging the status quo in a functional and actionable manner. Conversely, when employees' power increases in the context of low managerial power, they may develop independent and inflated self-evaluations, such as ego inflation. This can lead to destructive voice that involves merely expressing negativity as a way of questioning the status quo. We find support for our theory through a complementary set of studies, including a preregistered experimental study and a two-wave multisource field study. We discuss the implications of our findings for theory and practice. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"47 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914884","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}

{"title":"Too much of a good thing? A multilevel examination of listening to music at work.","authors":"Brent A Scott, Nikhil Awasty, Shuqi Li, Donald E Conlon, Russell E Johnson, Clay M Voorhees, Liana G Passantino","doi":"10.1037/apl0001222","DOIUrl":"10.1037/apl0001222","url":null,"abstract":"<p><p>Music listening has proliferated in the workplace, yet its effects have been overlooked, and classic investigations offer conflicting results. To advance our understanding, we draw from self-regulation and resource allocation theories to suggest that listening to music has curvilinear effects on attentional focus and performance on work tasks and that willpower belief is a key boundary condition. We test these hypotheses across three studies: a pilot study of 108 employees from a software company who took part in a 2-week experience-sampling methodology study and self-rated their music listening and performance, a laboratory study (Study 1) of 252 undergraduate students in which task attentional focus and objective performance on proofreading tasks were captured across repeated trials while listening to music, and a 3-week experience-sampling methodology study (Study 2) of 247 employees that included a within-person manipulation of music listening (little to no music vs. 1 hr longer than usual vs. 3 hr longer than usual), daily self-ratings of task attentional focus and task performance, and weekly coworker ratings of task performance. We find mixed support for our hypotheses. Time spent listening to music exhibited an inverted, U-shaped relationship with self-rated (pilot study) and objective (Study 1) task performance. Individuals with higher willpower belief maintained higher levels of task attentional focus regardless of the amount of music they listened to (Studies 1 and 2), and the curvilinear relationship of reported music listening with self-rated task performance was more pronounced for individuals who believe that willpower is limited (pilot study and Study 2). (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"741-753"},"PeriodicalIF":9.4,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141971193","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}

{"title":"Correction to \"The dynamics of gender and alternatives in negotiation\" by Dannals et al. (2021).","authors":"","doi":"10.1037/apl0001275","DOIUrl":"https://doi.org/10.1037/apl0001275","url":null,"abstract":"Reports an error in \"The dynamics of gender and alternatives in negotiation\" by Jennifer E. Dannals, Julian J. Zlatev, Nir Halevy and Margaret A. Neale (Journal of Applied Psychology, 2021[Nov], Vol 106[11], 1655-1672). In the article, \"† p < .10\" and \"*** p < .001\" were removed from the notes for Tables 3, 4, and 5. In Table 6, five values in the \"Total dyads\" column and three values in the \"% Impasses\" column were corrected in the male-female and male-male gender composition categories. In the first paragraph of the \"Results and Discussion\" section for Study 2, the B and SE values for differences in aspirations set by gender were corrected from B = -0.10, SE = 0.29, to B = -0.03, SE = 0.10. These corrections did not alter any of the article's conclusions. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2021-03654-001.) A substantial body of prior research documents a gender gap in negotiation performance. Competing accounts suggest that the gap is due either to women's stereotype-congruent behavior in negotiations or to backlash enacted toward women for stereotype-incongruent behavior. In this article, we use a novel data set of over 2,500 individual negotiators to examine how negotiation performance varies as a function of gender and the strength of one's alternative to a negotiated agreement. We find that the gender gap in negotiation outcomes exists only when female negotiators have a strong outside option. Furthermore, our large data set allows us to examine an understudied performance outcome, rate of impasse. We find that negotiations in which at least one negotiator is a woman with a strong alternative disproportionately end in impasse, a performance outcome that leaves considerable potential value unallocated. In addition, we find that these gender differences in negotiation performance are not due to gender differences in aspirations, reservation values, or first offers. Overall, these findings are consistent with a backlash account, whereby counterparts are less likely to come to an agreement and therefore reach a potentially worse outcome when one party is a female negotiator empowered by a strong alternative. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"53 1","pages":"722"},"PeriodicalIF":9.9,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914893","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}

{"title":"Emboldened in the rap \"game\": How severely stigmatized video models navigate disrespect and vulnerability to workplace mistreatment.","authors":"Payal N Sharma, Kristie M Rogers, Blake E Ashforth","doi":"10.1037/apl0001231","DOIUrl":"10.1037/apl0001231","url":null,"abstract":"<p><p>Moral stigma attached to an occupation can scar workers through discrediting, shaming, and denying respect. It can also open the door to interpersonal mistreatment, but little is known about how morally stigmatized workers navigate anticipated disrespect to potentially avoid harm. We explore this issue in a study of an occupation carrying severe moral stigma and where disrespect and workplace mistreatment are pervasive: models in hip-hop and rap music videos. Through analyses of 71 interviews with 48 video models and 19 industry informants, field observations, and archival data, we show how severe moral stigma and industry constraints promote generalized disrespect of video models (i.e., denial of worth to all role occupants) and, thus, each model's personal vulnerability to mistreatment. Two distinct groups of models emerged from our analysis-those who viewed themselves as emboldened in their role identity and those who did not-and this emboldened role identity was associated with differing perceptions of their personal vulnerability to mistreatment and their behaviors to mitigate it. The first group of models, those reporting an emboldened role identity, perceived their vulnerability to mistreatment as controllable. They strategically used both assertive behaviors (that earned respect from others) <i>and</i> passive behaviors (that avoided disrespect from others) to mitigate mistreatment. By contrast, the second group perceived their vulnerability to mistreatment as uncontrollable and reported using only passive behaviors (to avoid disrespect) when mistreatment was imminent. We discuss theoretical and practical implications of our findings, advancing knowledge of dirty work, workplace mistreatment, respect dynamics, and identity. (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"648-670"},"PeriodicalIF":9.4,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107763","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}

{"title":"A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.","authors":"Zheng Zhu, Xingwen Chen, Russell E Johnson, Mengxi Yang, Yiwei Yuan, Yunlu Yin, Jun Liu","doi":"10.1037/apl0001209","DOIUrl":"10.1037/apl0001209","url":null,"abstract":"<p><p>Extant research demonstrates the destructive nature of authoritarian leadership in the workplace, yet its widespread use suggests that a more balanced view of this leadership style may be needed to identify whether this form of leadership engenders favorable reactions in specific circumstances. Integrating insights from appraisal theory and the compensatory control model, we posit that authoritarian leadership can evoke anxiety among employees in less disruptive settings, whereas it evokes feelings of awe in highly disruptive contexts. These anxiety and awe reactions then influence employees' downstream leader-focused behaviors (i.e., leader-directed avoidance and affiliation) and general work behaviors (i.e., counterproductive behavior and job performance). Thus, whether reactions to authoritarian leadership are dysfunctional or functional is contingent on event disruption as a key boundary condition. Results from an experience sampling study (Study 1), a multiwave and multisource field study (Study 2), and laboratory experiments (Studies 3a and 3b) largely confirm these predictions. The findings underscore the importance of event disruption for predicting employee reactions to authoritarian styles of leadership. (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"671-696"},"PeriodicalIF":9.4,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107762","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}

{"title":"Beyond the prototype: Unpacking the intersectional identity and image work of female minority founders in a startup context.","authors":"Pisitta Vongswasdi, Julia de Groote, Janine Heinrich, Jamie Ladge","doi":"10.1037/apl0001234","DOIUrl":"10.1037/apl0001234","url":null,"abstract":"<p><p>It is well documented that female minority founders (FMFs) face disadvantages in starting and scaling their ventures. However, the causes of these disadvantages-as well as how FMFs navigate these challenges-are less understood. Our article adopts an intersectionality lens, which allows us to focus on and examine the multiple intersecting dimensions of FMFs (such as gender, ethnicity, migrant status, and social class) and how they influence their entrepreneurial experiences. Drawing upon an inductive study of FMFs operating in Berlin, we build a theory on intersectional identity and image work in startup contexts. We found key structural barriers that serve to sustain inequality and continue to favor more prototypical founders. However, we also identified sources of penalties and privileges that exacerbate (or mitigate) inequality and result in founder image discrepancy. Our analysis demonstrates how founder image discrepancy can prompt FMFs to engage in a progression of intersectional identity and image work that shapes their founder identity. These findings advance entrepreneurship and identity research by extending our understanding of how intersectional identity challenges and opportunities manifest and can be managed within startup contexts. (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"697-722"},"PeriodicalIF":9.4,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142017530","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}

{"title":"Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology's values in action.","authors":"Lillian T Eby","doi":"10.1037/apl0001288","DOIUrl":"https://doi.org/10.1037/apl0001288","url":null,"abstract":"In this editorial, the author states that the Journal of Applied Psychology (JAP) publishes original empirical, theoretical, and conceptual research that advances our understanding of affective, motivational, cognitive, and behavioral phenomena in the context of work or employment. In terms of its values, JAP strongly endorses the American Psychological Association (APA) journals' commitment to equity, diversity, and inclusion (EDI) in all aspects of scholarly publishing. Consistent with APA's support of openness and rigor in psychological science, the journal is a leader in promoting open science practices in the fields of industrial-organizational (I-O) psychology and management. In addition, JAP has a strong culture of developmental reviewing, which is carefully balanced with high expectations for methodological rigor, transparency, and reproducibility. Finally, the journal has taken measurable steps to increase the translational impact of work to better bridge the elusive gap between science and practice. Collectively, these characteristics position JAP as a unique outlet for societally relevant, methodologically rigorous, and reproducible science aimed at better understanding the experience of work, as well as improving employee and organizational outcomes. Next, the editorial expands on each of these points in turn. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"142 1","pages":"619-622"},"PeriodicalIF":9.9,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914891","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}

{"title":"Euphemism as a powerful framing device that influences moral judgments and punitive responses after wrongdoing.","authors":"Matthew L Stanley, Christopher P Neck","doi":"10.1037/apl0001233","DOIUrl":"10.1037/apl0001233","url":null,"abstract":"<p><p>Euphemism-that is, softening words or phrases substituted for more direct language-has become pervasive in our everyday personal and professional lives. Leveraging theory and research on construal and framing effects, we conceptualize euphemism as a linguistic framing device that influences how observers construe situations and the people, groups, objects, and events within them. We then experimentally investigate the effects of euphemism as a linguistic framing device on third-party judgments about moral transgressions (i.e., bribery, fraud). Across studies (total <i>N</i> = 3,081) we find consistent evidence that employing euphemistic labels (relative to their noneuphemistic analogs) reduces the perceived severity of moral transgressions and, as a result, also reduces third-party motivations to punish transgressors. Overt experimental manipulations to reconstrue euphemistic labels into their noneuphemistic forms reduced, but did not entirely eliminate, the effects on moral severity and punishment judgments. Participants did not sufficiently adjust their judgments. These findings underscore the power of simple linguistic manipulations in influencing public opinion, and they have important implications for the possibility of creating a more just and fair society. (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"723-740"},"PeriodicalIF":9.4,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107764","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}

{"title":"Experimental examination of the incentive and sorting effects of pay-for-performance on creative performance.","authors":"Ji Hyun Kim","doi":"10.1037/apl0001245","DOIUrl":"10.1037/apl0001245","url":null,"abstract":"<p><p>There is long-standing debate over whether pay-for-performance (PFP) enhances or undermines creative performance. Traditional motivation and revised creativity theories suggest that PFP and intrinsic task interest combine additively to enhance creative performance, whereas cognitive evaluation theory and self-determination theory posit that PFP undermines task interest and thus intrinsic motivation and creative performance. To help resolve these conflicting predictions and provide a more comprehensive understanding of how and when PFP influences creative performance, this study incorporates both the incentive and sorting mechanisms of PFP, varying strengths of PFP, and task autonomy as a key moderator. A novel laboratory experiment was designed to capture key elements of workplace contexts, including in the design of the creative tasks, PFP strengths based on benchmarking of U.S. companies' practices, and allowing subjects to sort into different pay conditions, consistent with the opportunity for mobility in the labor market. The results showed that, through both incentive and sorting mechanisms, high PFP intensity enhanced creative performance more so than low PFP intensity, and both were superior to fixed pay. Importantly, task autonomy positively moderated the PFP-creative performance relationship, such that creative performance under PFP increased much more under higher task autonomy. Finally, the difference in creative performance under PFP versus fixed pay was greater when subjects were allowed to sort into their preferred pay conditions than when they worked only under randomly assigned pay conditions. Theoretical and practical implications and future research directions are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"598-617"},"PeriodicalIF":9.4,"publicationDate":"2025-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142545649","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}

{"title":"Personality profiles of 263 occupations.","authors":"Kätlin Anni, Uku Vainik, René Mõttus","doi":"10.1037/apl0001249","DOIUrl":"10.1037/apl0001249","url":null,"abstract":"<p><p>While personality trait assessments are widely used in candidate selection, coaching, and occupational counseling, little published research has systematically compared occupations in personality traits. Using a comprehensive personality assessment, we mapped 263 occupations in self-reported Big Five domains and various personality nuances in a sample of 68,540 individuals and cross-validated the findings in informant ratings of 19,989 individuals. Controlling for age and gender, occupations accounted for 2%-7% of Big Five variance in both self-reports and informant reports. Most occupations' average Big Five levels were intuitive, replicated across rating methods, and were consistent with those previously obtained with a brief assessment in a different sociocultural context. Often, they also tracked the Occupational Information Network database's work style ratings and clustered along the International Standard Classification of Occupation's hierarchical framework. Finally, occupations with higher average levels of the personality domains typically linked to better job performance tended to be more homogeneous in these domains, suggesting that jobs with higher performing incumbents are often more selective for personality traits. Several personality nuances had intuitive occupational differences that were larger than those of the Big Five domains (explaining up to 12% variance) and replicated well across rating methods, providing more detailed insights into how job incumbents vary in personality. We provide an interactive application for exploring the results (https://apps.psych.ut.ee/JobProfiles/) and discuss the findings' theoretical and practical implications. (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"481-511"},"PeriodicalIF":9.4,"publicationDate":"2025-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142500902","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}