Journal of Applied Psychology最新文献_第2页

A meta-analytic examination of the criterion-related validity and cognitive loading associated with traditional and new situational judgment test paradigms. 传统情境判断测验范式与新情境判断测验范式的标准相关效度与认知负荷的元分析研究。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-28 DOI: 10.1037/apl0001420

Filip Lievens, You Zhou, Jomel Wei Xuan Ng, Liyan Xi, Yixin Tian, Paul R Sackett, Michelle Martin-Raugh

{"title":"A meta-analytic examination of the criterion-related validity and cognitive loading associated with traditional and new situational judgment test paradigms.","authors":"Filip Lievens, You Zhou, Jomel Wei Xuan Ng, Liyan Xi, Yixin Tian, Paul R Sackett, Michelle Martin-Raugh","doi":"10.1037/apl0001420","DOIUrl":"10.1037/apl0001420","url":null,"abstract":"Traditionally, situational judgment tests (SJTs) include text-based situations and ask candidates to pick the best and worst response option. Over the years, various new SJT paradigms have been developed to increase validity, reduce incidental cognitive load, and/or lower costs. Examples are multimedia SJTs, constructed response SJTs, and single-response SJTs. First, this study investigates how the traditional SJT paradigm performs in terms of criterion-related validity by updating prior meta-analyses. Second, this study provides initial, meta-analytic evidence on the criterion-related validity and cognitive load of several new SJT paradigms. On the basis of 457 independent samples from 302 studies (total N = 244,257), results showed that SJTs were not only predictive of job performance but also of academic performance, organizational citizenship behavior, and counterproductive work behavior. SJT validity was higher in operational (i.e., applicant) settings than in nonoperational settings and could also be expanded to new content (e.g., emotion and cross-cultural management). In terms of comparing traditional and new SJT paradigms, multimedia SJTs had validity equal to text-based ones but lower cognitive load. Importantly, the multiple-choice modality did not significantly outperform written constructed response modalities in terms of validity, and the cognitive loading of webcam-constructed responses was even lower than that of other response modalities. The implications of these findings are among others discussed in the context of the cost effectiveness of SJTs vis-à-vis other selection procedures. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"149074780","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 shape of recovery activities: A person-centered study of evening recovery activity profiles, their work antecedents, and outcomes. 恢复活动的形式：一项以人为中心的夜间恢复活动概况、工作前因和结果的研究。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-28 DOI: 10.1037/apl0001424

Khalid M Alameer, Ute R Hülsheger, Mo Wang, Sabine Sonnentag, Jan Schepers, Sjir Uitdewilligen

{"title":"The shape of recovery activities: A person-centered study of evening recovery activity profiles, their work antecedents, and outcomes.","authors":"Khalid M Alameer, Ute R Hülsheger, Mo Wang, Sabine Sonnentag, Jan Schepers, Sjir Uitdewilligen","doi":"10.1037/apl0001424","DOIUrl":"10.1037/apl0001424","url":null,"abstract":"Evening off-job activities play a crucial role in recovery from work. Although previous research has provided valuable insights into the role of recovery activities, little is known about the complex interplay of multiple characteristics of recovery activities and how this relates to well-being and work outcomes. Building on a dimensional approach to differentiate key characteristics of recovery activities (physical, social, creative, mental, spiritual, virtual, and outdoor), we adopt a person-centered perspective to identify distinct recovery activity profiles that capture the various ways these characteristics co-occur in daily life. We further investigate the extent to which these profiles shape recovery experiences, well-being, and work outcomes. Using data from two 10-day daily diary studies, Study 1 (N = 345, 1,907 observations) identified daily profiles and demonstrated their associations with recovery experiences, emotional exhaustion, and next-morning vigor. In Study 2 (N = 321, 1,780 observations), we assessed to what extent these profiles replicated in an independent sample and extended the investigation by including work-related antecedents and next-day work outcomes. Results indicated that daily recovery activities cluster together into identifiable profiles that largely replicated across samples. The identified profiles exhibited unique relationships with recovery experiences, well-being, and work outcomes. Our findings add to the recovery literature by illustrating the merits of considering profiles of recovery activities and their characteristics rather than studying recovery activities in isolation. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"149074799","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 the market moves: How stock market fluctuations shape risk-related behaviors at work. 当市场波动：股票市场波动如何影响工作中的风险相关行为。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-24 DOI: 10.1037/apl0001433

Joseph Kichul Kim, Joel Koopman, Kyoung Yong Kim, Ran Ahn, Youngduk Lee

{"title":"When the market moves: How stock market fluctuations shape risk-related behaviors at work.","authors":"Joseph Kichul Kim, Joel Koopman, Kyoung Yong Kim, Ran Ahn, Youngduk Lee","doi":"10.1037/apl0001433","DOIUrl":"10.1037/apl0001433","url":null,"abstract":"How employees' personal stock holdings perform during the day has become increasingly visible and accessible, yet research has rarely examined how fluctuations in those holdings shape employees' experiences at work. Integrating cross-domain spillover and regulatory focus theories, we propose that morning fluctuation in personal stock holdings spills over into the workplace by influencing employees' risk propensity-their willingness to take or avoid risks-and, in turn, their risk-related workplace behaviors. Specifically, drawing from regulatory focus theory, we propose that a more positive (vs. negative) fluctuation in personal stock holdings than usual is associated with subsequent increases (vs. decreases) in employees' willingness to engage in risk. In a 10-day experience sampling study of full-time employees who personally invest in the South Korean stock market, a more positive morning fluctuation in stock holding value than they typically experience predicted higher state risk propensity, which subsequently led to greater risk-taking behavior and voice. These indirect effects were moderated by long-term orientation, such that employees lower (vs. higher) in long-term orientation showed greater sensitivity to morning fluctuation in stock holding value. We then conducted two complementary experiments that supported the theorized regulatory focus mechanism by demonstrating that more positive fluctuation in personal stock holdings elicited promotion focus, whereas more negative fluctuation heightened prevention focus, and that these motivational states subsequently shaped employees' willingness to engage in risk. Together, these findings highlight employees' personal stock holdings as an overlooked source of daily behavioral variability at work. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"149038695","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

Who do employees follow? An analysis of contrasting and compensatory effects between abusive supervisors in multiple team membership contexts. 员工跟随谁？多团队成员情境下辱骂主管的对比与补偿效应分析。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-17 DOI: 10.1037/apl0001429

Damian C Zivic, Cristiano L Guarana, Troy A Smith, Michael Nugent, Gilad Chen

{"title":"Who do employees follow? An analysis of contrasting and compensatory effects between abusive supervisors in multiple team membership contexts.","authors":"Damian C Zivic, Cristiano L Guarana, Troy A Smith, Michael Nugent, Gilad Chen","doi":"10.1037/apl0001429","DOIUrl":"10.1037/apl0001429","url":null,"abstract":"In today's competitive environment, followers are increasingly assigned to work on multiple teams simultaneously (i.e., multiple team membership), oftentimes led by multiple leaders. While existing scholarship suggests that a leader's positive behaviors can spill over to positively impact follower motivation and task performance in another team (led by another leader), we reveal that a leader's aversive behaviors (e.g., abusive supervision) on one team are associated with a cross-leader differentiation pattern in another team. Drawing on contrast-based perspectives, and building on reactive compensation research, we argue that abusive supervision by one leader is associated with more favorable evaluations of an alternative leader, particularly when the latter leader engages in lower levels of abusive supervision. Across two scenario-based experiments and a field study, we find consistent support for this pattern: Abusive supervision by one leader is positively related to satisfaction with another leader, which is in turn associated with performance in that leader's team. These findings contribute to the abusive supervision and multiple team membership literatures by showing how employees differentiate between leaders across teams, and we discuss implications for theory and practice. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148990040","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

How leaders respond to team time urgency diversity: A functional leadership perspective. 领导者如何应对团队时间紧迫性的多样性：一个职能领导的视角。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-17 DOI: 10.1037/apl0001399

Jiaxin Xue, Jinghao Zhang, Yuhui Li, Gerben S van der Vegt, Niannian Dong, Chenghao Men

{"title":"How leaders respond to team time urgency diversity: A functional leadership perspective.","authors":"Jiaxin Xue, Jinghao Zhang, Yuhui Li, Gerben S van der Vegt, Niannian Dong, Chenghao Men","doi":"10.1037/apl0001399","DOIUrl":"https://doi.org/10.1037/apl0001399","url":null,"abstract":"Prior research on team time urgency diversity (TUD) has positioned team temporal leadership as a moderator of the relationship between TUD and team outcomes, suggesting that team temporal leadership may buffer TUD's risks or unlock its benefits. This perspective assumes that leaders naturally respond to TUD, yet it offers little insight into whether, why, and when they choose to do so. Drawing on functional leadership theory, we propose that TUD acts as a contextual trigger that may elicit team temporal leadership by generating unmet temporal needs, thereby motivating leaders to intervene. We further argue that leaders' own time urgency shapes these responses, such that the positive relationship between TUD and leaders' motivation to improve temporal functioning is stronger among leaders with higher time urgency, thereby leading to greater team temporal leadership. Results from a multiwave, multisource field study and two experiments consistently supported our proposed model. Together, our findings offer a more nuanced account of how leaders respond to temporal diversity and extend the broader diversity literature by reframing diversity as a trigger for leader actions. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148990022","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

Is the job-hopping penalty merited? Predicting selection decisions, turnover, and performance of job hoppers. 跳槽的惩罚是应得的吗？预测选择决策、离职率和跳槽者的表现。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-17 DOI: 10.1037/apl0001428

Jake T Harrison, Emily D Campion, Chad H Van Iddekinge, Michael A Campion, Carter Gibson, Andrew Barsa

{"title":"Is the job-hopping penalty merited? Predicting selection decisions, turnover, and performance of job hoppers.","authors":"Jake T Harrison, Emily D Campion, Chad H Van Iddekinge, Michael A Campion, Carter Gibson, Andrew Barsa","doi":"10.1037/apl0001428","DOIUrl":"10.1037/apl0001428","url":null,"abstract":"Despite the prevalence of job hopping in the modern world of work, it remains unclear whether penalizing applicants with a history of job hopping is merited. We conducted four studies to investigate the extent of the job-hopping penalty in the selection process and whether that penalty is merited when predicting turnover and performance. In Study 1, we reviewed definitions and gathered insights from human resource practitioners (N = 61) to offer a refined definition of job hopping. In Study 2, we implemented an experimental hiring scenario and found that hiring managers (N = 85) consistently rated job-hopping applicants lower than non-job-hopping applicants and that this occurred, in part, through lower expected commitment and performance. Although career progression did not weaken the impact of job hopping on application evaluations through expected commitment and performance, it did weaken the direct impact of job hopping on application evaluations. In Study 3, we analyzed data from job applicants for a sales position (N = 30,640) and found that job hopping related to fewer job offers, higher turnover, and lower job performance and predicted these outcomes beyond other selection procedures (e.g., a situational judgment test). Further, prehire experience moderated (weakened) the negative relationship between job hopping and job offers. In Study 4, we replicated these findings in a sample of job applicants for a retail manager position (N = 37,105). Together, these studies show that job hoppers are penalized, the penalty is warranted, and career progression and prehire experience can weaken the impact of the penalty. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148990001","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

Extrapolation in congruence research: A conceptual framework and diagnostic strategy. 一致性研究中的外推：概念框架与诊断策略。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-17 DOI: 10.1037/apl0001419

Yongheng Angus Yao, Guangrui Guo

{"title":"Extrapolation in congruence research: A conceptual framework and diagnostic strategy.","authors":"Yongheng Angus Yao, Guangrui Guo","doi":"10.1037/apl0001419","DOIUrl":"10.1037/apl0001419","url":null,"abstract":"Polynomial regression analysis (PRA) has played a central role in recent advances in congruence theory and research. Yet, the potential of PRA depends on careful management of extrapolation. We organize extrapolation around two broad uses of PRA in congruence research: theory development and theory application. In theory development, extrapolation concerns drawing inferences (conclusions) about theorized response-surface features beyond regions supported by the observed data. In theory application, extrapolation concerns making predictions beyond the observed data range. Within theory development, we further distinguish inadvertent and purposeful extrapolation. We conceptualize inadvertent extrapolation not as a merely methodological artifact but as a symptom of deeper misalignment among theory, method, and data. To manage theory development extrapolation, we propose a five-step strategy that can be routinely applied in PRA studies: (1) contextualize theory, (2) design for full-range sampling, (3) examine empirical support in the joint predictor space, (4) restrict interpretation to empirically supported regions, and (5) leverage purposeful extrapolation to guide theory building and future research. We also introduce Convex Hull, an app that visually distinguishes observed from extrapolated regions in the joint predictor space. Using empirical illustrations and simulations, we demonstrate both the risks of inadvertent extrapolation and the benefits of our strategy. This approach strengthens theoretical precision, empirical transparency, and cumulative theory development in congruence research and beyond. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148990057","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

Adverse impact, job performance, and diversity outcomes of applicant attraction: A simulation and paradox. 应聘者吸引力的负面影响、工作绩效和多样性结果：一个模拟和悖论。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-14 DOI: 10.1037/apl0001412

Matt Cho, Daniel A Newman, Chen Tang, Leo Alexander

{"title":"Adverse impact, job performance, and diversity outcomes of applicant attraction: A simulation and paradox.","authors":"Matt Cho, Daniel A Newman, Chen Tang, Leo Alexander","doi":"10.1037/apl0001412","DOIUrl":"10.1037/apl0001412","url":null,"abstract":"Jones et al. (2022) specified conditions where applicant attraction on vocational interests would reduce adverse impact, by treating vocational interests as an attraction variable that can be related to both race and the predictor composite. We extend Jones et al.'s model of attraction and adverse impact to also include (a) job performance outcomes and (b) diversity (proportion of hires from the minority group), by comparing six generic applicant attraction scenarios. Using Monte Carlo simulations of a hiring process where applicants are attracted simultaneously based on minority/majority status (e.g., diversity recruiting) and/or on applicant qualifications (e.g., qualifications-based recruiting), prior to being screened on a selection predictor composite, we formalize the patterns of attraction effects on adverse impact, diversity, and job performance. Results reveal a paradox: No single attraction scenario improves all three outcomes (adverse impact, diversity, and job performance), although there exist applicant attraction conditions that can improve any two of the three. The pattern of attraction scenario results and the paradox persisted across a wide range of predictor composites. Counterintuitive implications for practice are discussed. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148968839","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

Breadcrumbs to transformational acts: Enacting implicit leader prototypes to become psychologically empowered as a leader. 变革行为的面包屑：制定隐性领导者原型，以获得作为领导者的心理权力。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-14 DOI: 10.1037/apl0001421

Fadel K Matta, Charles W Bennion, Emma L Frank, Cory M Eisenhard

{"title":"Breadcrumbs to transformational acts: Enacting implicit leader prototypes to become psychologically empowered as a leader.","authors":"Fadel K Matta, Charles W Bennion, Emma L Frank, Cory M Eisenhard","doi":"10.1037/apl0001421","DOIUrl":"10.1037/apl0001421","url":null,"abstract":"Despite recent critiques, transformational leadership continues to be of immense interest to both scholars and practitioners. Typical approaches to facilitating transformational leadership tend to view it as a between-leader style of leadership-one that is often considered to flow from stable leader traits and/or that leaders can be trained to execute in a one-time or intermittent manner. We offer an alternative approach. Drawing from theory on the process of psychological empowerment, we suggest that transformational action is most likely to emerge in discrete moments when one feels psychologically empowered (i.e., moments when one experiences a sense of meaning, competence, self-determination, and impact) as a leader. In line with the prescriptions offered by the theory, we develop tangible and actionable implicit leader prototype interventions tailored to provide leader-relevant \"microwins\" that foster such psychological empowerment within leaders. To test our theorizing that implicit leader prototype interventions trigger a state of psychological empowerment conducive to subsequent transformational action (as rated by the self, others, and multiple direct reports), we conduct three studies-a preregistered pilot experiment, a 15-day within-person experimental experience sampling method field study, and a preregistered within-leader field experiment. Taken together, our work provides a prescriptive and theoretically grounded means by which to cultivate transformational leadership in everyday organizational life through brief implicit leader prototype interventions that build a leader's psychological empowerment. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148968847","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

Do interactions matter? Assessing the role of job characteristics interactions on employee well-being. 相互作用重要吗？评估工作特征相互作用对员工幸福感的作用。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-14 DOI: 10.1037/apl0001414

Jan Digutsch, Richard N Landers, Hannah M Schade, Hans-Joachim Lincke, Matthias Nuebling, Clemens Stachl, Gerhard Rinkenauer, Yannick A Metzler

{"title":"Do interactions matter? Assessing the role of job characteristics interactions on employee well-being.","authors":"Jan Digutsch, Richard N Landers, Hannah M Schade, Hans-Joachim Lincke, Matthias Nuebling, Clemens Stachl, Gerhard Rinkenauer, Yannick A Metzler","doi":"10.1037/apl0001414","DOIUrl":"10.1037/apl0001414","url":null,"abstract":"The job demands-resources model suggests that job demands (e.g., workload) and resources (e.g., autonomy) relate to employee well-being through both main and interactive effects. Although the predictive validity of main effects is well established, the validity of the proposed interaction effects, buffering and boosting, remains unclear. Prior research has examined only selected combinations of job characteristics, leaving open the possibility that unexplored interactions may still be informative. In this study, we conducted a comprehensive analysis of 24 job characteristics and all possible nonlinear and higher order interactions among them using machine learning methods in a large, quota-representative sample of the German working population (N = 100,000) stratified by industry, gender, age, and employment status. We compared the out-of-sample predictive performance of models capturing main effects (linear mixed-effects models) with models capable of modeling complex interactions (boosting algorithms). The inclusion of interaction effects did not improve predictive accuracy beyond models based solely on main effects. These findings challenge the validity of buffer and boost effects as global mechanisms across jobs and organizations, as interactions among job characteristics did not meaningfully contribute to predicting either burnout or work engagement. Instead, job characteristics appear to exert only additive effects. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148968833","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