Journal of Applied Psychology最新文献_第3页

To give a fish or to teach how to fish: Examining leaders’ autonomy and dependency helping behaviors. 授人以鱼还是授人以鱼：领导者自主性和依赖性帮助行为的考察。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-16 DOI: 10.1037/apl0001299

Jessica J. W. Paek, Hemant Kakkar

引用次数: 0

The curvilinear effect of newcomer ingratiation on leader–member exchange: A dual-pathway model of supervisor attributions. 新员工融入对领导-成员交换的曲线效应：一个主管归因的双路径模型。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-16 DOI: 10.1037/apl0001292

Siting Wang, Robert C. Liden, Haiyang Liu, Yixuan Li, Hui Wang

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How and for whom using generative AI affects creativity: A field experiment. 如何以及为谁使用生成人工智能影响创造力：现场实验。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-16 DOI: 10.1037/apl0001296

Shuhua Sun, Zhuyi Angelina Li, Maw-Der Foo, Jing Zhou, Jackson G. Lu

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Attributions of diversity, equity, and inclusion signals in organizations: An integrative conceptual review, theoretical extension, and future research agenda. 组织中多样性、公平和包容信号的归因：综合概念回顾、理论延伸和未来研究议程。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-16 DOI: 10.1037/apl0001289

Roxanne L. Ross, Horatio D. Traylor, Enrica N. Ruggs

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Supplemental Material for To Give a Fish or to Teach How to Fish: Examining Leaders’ Autonomy and Dependency Helping Behaviors 《给鱼还是教鱼：考察领导者的自主性和依赖性帮助行为》的补充材料

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-12 DOI: 10.1037/apl0001299.supp

引用次数: 0

Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization 在坏中看到好的补充材料：组织非人化的自我肯定模型

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-12 DOI: 10.1037/apl0001298.supp

引用次数: 0

Supplemental Material for How and for Whom Using Generative AI Affects Creativity: A Field Experiment 补充材料如何以及为谁使用生成人工智能影响创造力：现场实验

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-12 DOI: 10.1037/apl0001296.supp

引用次数: 0

Supplemental Material for How and When Does Trust in Coworkers Make Newcomers More Innovative? The Dual Roles of Psychological Safety and Interpersonal Conflict 对同事的信任如何以及何时使新人更有创造力？心理安全和人际冲突的双重作用

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-12 DOI: 10.1037/apl0001297.supp

引用次数: 0

Automated speech recognition bias in personnel selection: The case of automatically scored job interviews. 人员选拔中的自动语音识别偏差：自动评分求职面试案例。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-01 Epub Date: 2024-10-31 DOI: 10.1037/apl0001247

Louis Hickman, Markus Langer, Rachel M Saef, Louis Tay

{"title":"Automated speech recognition bias in personnel selection: The case of automatically scored job interviews.","authors":"Louis Hickman, Markus Langer, Rachel M Saef, Louis Tay","doi":"10.1037/apl0001247","DOIUrl":"10.1037/apl0001247","url":null,"abstract":"Organizations, researchers, and software increasingly use automatic speech recognition (ASR) to transcribe speech to text. However, ASR can be less accurate for (i.e., biased against) certain demographic subgroups. This is concerning, given that the machine-learning (ML) models used to automatically score video interviews use ASR transcriptions of interviewee responses as inputs. To address these concerns, we investigate the extent of ASR bias and its effects in automatically scored interviews. Specifically, we compare the accuracy of ASR transcription for English as a second language (ESL) versus non-ESL interviewees, people of color (and Black interviewees separately) versus White interviewees, and male versus female interviewees. Then, we test whether ASR bias causes bias in ML model scores-both in terms of differential convergent correlations (i.e., subgroup differences in correlations between observed and ML scores) and differential means (i.e., shifts in subgroup differences from observed to ML scores). To do so, we apply one human and four ASR transcription methods to two samples of mock video interviews (Ns = 1,014 and 414), and then we train and test models using these different transcripts to score multiple constructs. We observed significant bias in the commercial ASR services across nearly all comparisons, with the magnitude of bias differing across the ASR services. However, the transcription bias did not translate into meaningful measurement bias for the ML interview scores-whether in terms of differential convergent correlations or means. We discuss what these results mean for the nature of bias, fairness, and validity of ML models for scoring verbal open-ended responses. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"846-858"},"PeriodicalIF":9.4,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142545648","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

Prospects for reducing group mean differences on cognitive tests via item selection strategies. 通过项目选择策略缩小认知测试中的群体平均差异的前景。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-01 Epub Date: 2024-11-18 DOI: 10.1037/apl0001253

Isaac M Bazian, Samuel D Lee, Paul R Sackett, Nathan R Kuncel, Rick R Jacobs, Michael A McDaniel

{"title":"Prospects for reducing group mean differences on cognitive tests via item selection strategies.","authors":"Isaac M Bazian, Samuel D Lee, Paul R Sackett, Nathan R Kuncel, Rick R Jacobs, Michael A McDaniel","doi":"10.1037/apl0001253","DOIUrl":"10.1037/apl0001253","url":null,"abstract":"Cognitive ability tests are widely used in employee selection contexts, but large race and ethnic subgroup mean differences in test scores represent a major drawback to their use. We examine the potential for an item-level procedure to reduce these test score mean differences. In three data sets, differing proportions of cognitive ability test items with higher levels of difficulty or subgroup mean differences were removed from the tests. The reliabilities of these trimmed tests were then corrected back to the lengths of the original tests, and the subgroup mean differences of the trimmed tests were compared to those of the original tests. Results indicate that it is not possible to come anywhere close to eliminating subgroup differences via item trimming. The procedure may modestly reduce subgroup mean differences in test scores, with effects becoming stronger as higher proportions of items are removed from the tests. Removing items based on difficulty or subgroup differences have roughly similar impacts on test score mean differences for Black-White test taker comparisons, but results are more mixed for Hispanic-White comparisons. Our results also provide preliminary evidence that removing items on the basis of subgroup mean differences may have relatively little effect on test criterion-related validity, but the impact of removing difficult items was more mixed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"876-886"},"PeriodicalIF":9.4,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142647826","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