Journal of Applied Psychology最新文献_第3页

Critical mass theory: An integrative conceptual review. 临界质量理论：一个综合的概念回顾。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-10 DOI: 10.1037/apl0001408

Traci Sitzmann, Rong Su, Zhengyan Kang

{"title":"Critical mass theory: An integrative conceptual review.","authors":"Traci Sitzmann, Rong Su, Zhengyan Kang","doi":"10.1037/apl0001408","DOIUrl":"https://doi.org/10.1037/apl0001408","url":null,"abstract":"While the axiom that diversity is a competitive advantage has become commonplace, research has not provided a definitive answer regarding how much diversity is needed to attain this advantage. Critical mass theory proposes that a qualitative shift in group dynamics occurs when minority group representation reaches a threshold, strengthening members' influence on work processes and outcomes. We conducted an integrative conceptual review of 277 studies to evaluate and advance critical mass theory. Nearly a third of quantitative studies do not meet the methodological requirements for testing critical mass theory, including failing to model nonlinear relationships and lacking sufficient representation to detect a threshold. Among studies meeting methodological requirements, 83% support critical mass threshold effects, with a mean threshold of 29% (SD = 6.67%). Across methodologically sound studies, attaining a diversity critical mass is associated with improved interpersonal dynamics with downstream effects on employee satisfaction, the success of diversity and corporate social responsibility initiatives, misconduct, financial risk, innovation, organizational reputation, and performance. Critical mass effects are stronger and the threshold is lower when underrepresented members hold leadership roles, organizations operate in more equitable contexts, organizational and societal values align with those of the minority group, and organizations have stronger prior performance. Political divides and other within-group differences can hinder coordination among minority group members, weakening critical mass effects. Our review clarifies when and why a diversity critical mass contributes to competitive advantage and provides guidance for future research and for organizations seeking to leverage critical mass effects. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148930059","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

Socializing through the grapevine: A content-based functional perspective on the receipt of workplace gossip during newcomer socialization. 通过小道消息进行社交：在新人社交过程中接受职场八卦的基于内容的功能视角。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-03 DOI: 10.1037/apl0001423

Rui Zhong, Yingxin Deng, Ryan Tucker

{"title":"Socializing through the grapevine: A content-based functional perspective on the receipt of workplace gossip during newcomer socialization.","authors":"Rui Zhong, Yingxin Deng, Ryan Tucker","doi":"10.1037/apl0001423","DOIUrl":"10.1037/apl0001423","url":null,"abstract":"During organizational entry, informal communication plays a critical role in newcomer socialization. One common yet underexamined form of informal communication is the receipt of workplace gossip from coworkers. Existing evidence, though limited, has highlighted the null or detrimental effects of receiving gossip on newcomers. In contrast, our research challenges this view by proposing that receiving gossip can also play a functional role in socialization but uncovering this potential requires moving beyond the predominant focus on gossip frequency to consider the content of the gossip itself. To this end, we develop a content-based functional perspective, proposing that the qualitative attributes of received gossip-specifically, work-relatedness, truthfulness, and interestingness-underpin its informational and relational functions during socialization. We tested our theoretical model using a 12-week experience-sampling study conducted over newcomers' first 3 months of organizational entry, involving 168 newcomers and 1,741 weekly observations. The results largely supported our hypotheses, showing that, above and beyond the frequency of gossip received, the three attributes of gossip content enhanced newcomers' norm clarity and social integration. In turn, norm clarity increased task proficiency, while social integration improved affective commitment. We conclude by discussing the theoretical and practical implications of these findings. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148887331","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

Rise and shine: Morning blue light exposure, sleep, and work. 起床和阳光：早晨接触蓝光，睡觉和工作。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-03 DOI: 10.1037/apl0001418

Kathleen R Keeler, Christopher M Barnes, Yiming Huang, Brian C Gunia, Jason H Moy

{"title":"Rise and shine: Morning blue light exposure, sleep, and work.","authors":"Kathleen R Keeler, Christopher M Barnes, Yiming Huang, Brian C Gunia, Jason H Moy","doi":"10.1037/apl0001418","DOIUrl":"10.1037/apl0001418","url":null,"abstract":"In contrast to prior research demonstrating that blue light filtering glasses worn at night improve employee sleep and work outcomes, we build from circadian theory to examine whether morning blue light exposure may provide complementary benefits. A within-person field experiment prompted 182 full-time employees to wear blue light emitting glasses for 30 min each morning over two work weeks. Participants were randomly assigned to a treatment-first or control-first condition, with glasses programmed to emit either 100% (treatment) or 1% (control) blue light intensity. Results showed that morning blue light exposure improved sleep outcomes later that night, which enhanced next-day alertness, reduced depletion, and ultimately improved outcomes at work. Exploratory moderation analyses showed that employees with preexisting sleep problems and younger employees experienced greater benefits from blue light exposure in the morning, translating to meaningful improvements in work outcomes. This study provides evidence for a comprehensive 24-hr approach to light-dependent circadian regulation in workplace contexts. Additionally, it suggests that using blue light emitting glasses represents a simple, cost-effective intervention that organizations can implement to support employee performance, particularly for younger workers and those with existing sleep difficulties. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148887283","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

Uplifting or off-putting? The effects of supervisors capitalizing on their involvement in positive moral events on employee outcomes. 令人振奋还是令人不快？主管利用他们参与积极道德事件对员工结果的影响。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-03 DOI: 10.1037/apl0001416

Grace Ching Chi Ho, Hudson Sessions

{"title":"Uplifting or off-putting? The effects of supervisors capitalizing on their involvement in positive moral events on employee outcomes.","authors":"Grace Ching Chi Ho, Hudson Sessions","doi":"10.1037/apl0001416","DOIUrl":"10.1037/apl0001416","url":null,"abstract":"Research on sharing positives at work-including workplace capitalization, self-promotion, and pride displays-has converged on important insights about the benefits and detriments of supervisors sharing their successes, abilities, and other performance-related attainments. Beyond this realm of capitalizing on their performance excellence, supervisors also have interests in capitalizing on their moral excellence. However, sharing their personal involvement in facilitating positive moral events at work-supervisor self-focused moral capitalization-has the distinct potential to morally elevate their employees but also make uniquely distasteful impressions. Indeed, calling attention to one's own morality can convey a holier-than-thou image, marred by self-superiority, virtue signaling, and disingenuousness. Accordingly, we theorize how and why supervisors' self-focused moral capitalization may invite employee moral elevation-feeling uplifted by a supervisor's moral purity-but also its oppositional counterpart, employee disgust, feeling repulsed by a supervisor's moral impurity. Drawing on theory regarding moral emotions, we unpack this tension and important countervailing implications for employee citizenship behavior. We also theorize that supervisors can tip employee outcomes toward moral elevation and improved citizenship-and away from disgust and diminished citizenship-by sharing the spotlight, specifically as they capitalize on others' involvement in positive moral events. In a field study of 254 supervisor-employee dyads and an experiment involving 233 employees, we found that supervisor self-focused moral capitalization was positively related to employee moral elevation and, in turn, increased citizenship. However, for supervisors who engaged in less other-focused moral capitalization, supervisor self-focused moral capitalization instead triggered employee disgust and decreased citizenship behavior. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148887337","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

Managing internal mobility: How social and human capital shape movers' integration over time. 管理内部流动：社会和人力资本如何随着时间的推移塑造流动者的整合。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-03 DOI: 10.1037/apl0001417

Yezi Kang, Ngoc Hân Nguyen, Thomas A de Vries, Gerben S van der Vegt, Floor A Rink

{"title":"Managing internal mobility: How social and human capital shape movers' integration over time.","authors":"Yezi Kang, Ngoc Hân Nguyen, Thomas A de Vries, Gerben S van der Vegt, Floor A Rink","doi":"10.1037/apl0001417","DOIUrl":"10.1037/apl0001417","url":null,"abstract":"Organizations are increasingly leveraging internal mobility, the transfer of employees across teams within the organization, to enhance workforce flexibility and meet staffing demands. While prior research highlights the organizational benefits of internal mobility, knowledge remains limited about the process through which transferred employees (i.e., internal movers) successfully integrate into their new context, a critical step for realizing those benefits. Drawing on social and human capital theory, we examine how movers' preexisting new team social capital (preentry relationships), accumulated firm human capital (prior internal mobility experience), and transferable former team human capital (prominence in the former team) shape the integration process. Using longitudinal email communication data and internal mobility records from a health care company, we find that movers with preentry relationships in their new teams exhibit higher initial levels of integration, whereas those with more internal mobility experience or greater prominence in their former teams integrate more rapidly over time. Our findings underscore the importance of considering both pre- and postentry dynamics over time to adequately manage how different forms of capital support the successful integration of internal movers into a new team. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148887224","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

Personality testing for autistic individuals: Potential issues for selection. 自闭症个体的人格测试：选择的潜在问题。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-03 DOI: 10.1037/apl0001413

Benjamin Moon, Kabir N Daljeet, Joshua S Bourdage, Adam W McCrimmon

{"title":"Personality testing for autistic individuals: Potential issues for selection.","authors":"Benjamin Moon, Kabir N Daljeet, Joshua S Bourdage, Adam W McCrimmon","doi":"10.1037/apl0001413","DOIUrl":"10.1037/apl0001413","url":null,"abstract":"Employment selection is a significant contributor to poorer employment outcomes for autistic individuals. However, the impact of conventional employment selection tools on autistic applicants is poorly understood, including the preemployment personality test. Drawing upon the realistic accuracy model and the HEXACO model of personality, we investigated contributors to measurement bias (i.e., noninvariance) and adverse impact (i.e., mean differences) against autistic individuals in self-report personality measures, which preemployment personality tests typically use. Participants in a multinational sample (N = 49,912) completed one of several language versions of the HEXACO-100. We then created a matched subsample (N = 2,898) equally comprised of formally diagnosed autistic individuals, self-identified autistic individuals, and allistic (i.e., nonautistic) individuals matched across several individual differences. Our findings suggested that preemployment personality tests may disadvantage both formally diagnosed and self-identified autistic individuals, not due to measurement noninvariance, but because of substantial mean trait differences likely leading to adverse impact, particularly with the traits of extraversion and conscientiousness. We largely replicated these findings across subsamples by regions of residence and a supplemental sample from the same platform, which also linked extraversion and conscientiousness with employment status. While we are not calling for a stoppage in the use of these tests, there is a need to evaluate how they are used in selection contexts to ensure fairness for autistic individuals. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148887317","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 man of the (second) moment: How greater male variability affects the gender composition and productivity of the workforce. （第二）时刻的男人：更大的男性变异如何影响劳动力的性别构成和生产力。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-03 DOI: 10.1037/apl0001409

Jose M Cortina, Imran Kadolkar, Stefan Volk, Christian Thöni

{"title":"The man of the (second) moment: How greater male variability affects the gender composition and productivity of the workforce.","authors":"Jose M Cortina, Imran Kadolkar, Stefan Volk, Christian Thöni","doi":"10.1037/apl0001409","DOIUrl":"https://doi.org/10.1037/apl0001409","url":null,"abstract":"Many organizations express concern over the gender composition of their workforce. Interventions designed to encourage gender parity are, however, more common than they are successful. We argue that one of the reasons for continued gender disparity is greater male variability. The notion that males of many species, including humans, have more variance in many characteristics than do females is well-known among biologists and ecologists, but its importance for the gender makeup of the workforce is not appreciated. In the present article, we use simulation to show that when variables with greater male variability are used as selection tools, women end up being underrepresented. Moreover, selection systems with particular (and not uncommon) attributes result in a workforce that is not only mostly male but also inferior with regard to expected job performance. We suggest solutions that lessen the impact of greater male variability on selection-related decisions. Finally, we discuss the implications of our findings for gender disparities in promotion and career progression, the gender wage gap, and other related topics. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148887381","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

Can formative latent variables represent psychological concepts? Replication and extension of MacKenzie et al. (2005). 形成性潜在变量能代表心理概念吗？MacKenzie et al.（2005）的复制与扩展。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-03 DOI: 10.1037/apl0001415

Miguel Aguirre-Urreta, Reza Yamini, Mikko Rönkkö

{"title":"Can formative latent variables represent psychological concepts? Replication and extension of MacKenzie et al. (2005).","authors":"Miguel Aguirre-Urreta, Reza Yamini, Mikko Rönkkö","doi":"10.1037/apl0001415","DOIUrl":"10.1037/apl0001415","url":null,"abstract":"We revisit MacKenzie et al.'s (2005) influential work on bias in path estimates arising from the misspecification of formative latent variable models as reflective ones. Using simulations, we demonstrate that the bias in unstandardized path coefficients reported by MacKenzie et al. is due to scaling differences rather than model misspecification. When these differences are taken into account, the bias nearly disappears. Building on their work, we also demonstrate that the formative indicators in their model are unnecessary. This is because the formative latent variables derive their identity from the reflective indicators added for model identification. Removing one or even all formative indicators is inconsequential for estimating the paths between latent variables. Our study reveals a fundamental problem with this approach: Formative latent variables (whether first or higher order) cannot represent psychological concepts as intended because their identity derives from downstream reflective indicators rather than the formative indicators. We conclude by discussing the implications for measurement and index construction. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148887150","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 hidden cost of courage: How oppositional courage shapes trans employees' diminished image belief. 勇气的隐性成本：反对勇气如何塑造跨性别员工的形象信念。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-09-01 Epub Date: 2026-02-19 DOI: 10.1037/apl0001374

Christian N Thoroughgood, Katina B Sawyer, Gwendolyn Paige Watson, Mateo Cruz, Kelly P Gabriel, Adam Pervez

{"title":"The hidden cost of courage: How oppositional courage shapes trans employees' diminished image belief.","authors":"Christian N Thoroughgood, Katina B Sawyer, Gwendolyn Paige Watson, Mateo Cruz, Kelly P Gabriel, Adam Pervez","doi":"10.1037/apl0001374","DOIUrl":"10.1037/apl0001374","url":null,"abstract":"Fulfilling the promise of greater workplace inclusion increasingly hinges on advantaged group employees' oppositional courage (OC)-a nonnormative form of allyship involving significant risk to the actor. Research suggests OC may not only offer instrumental benefits to marginalized employees but also convey a powerful \"message of value\" from the actor. Yet these courageous acts do not occur in a vacuum, suggesting they may carry social consequences for marginalized employees. Drawing from theory on helping relations and research on social cognition, we argue these risky acts can inadvertently signal unique strength in the actor, triggering marginalized employees' diminished image belief-a concern others see them as weak and unable to stand up for themselves. We further propose that this perceived \"image cost\" depends on the actor's humility as it relates to OC-what we term OC-specific humility-and that these dynamics have implications for marginalized employees' avoidance reactions. Our investigation utilized data from 959 trans employees. In Study 1, a qualitative analysis identified three behavioral themes reflecting humility in relation to OC (i.e., OC-specific humility) and provided initial support for its role in shaping how OC is perceived. In Study 2, we tested our hypotheses experimentally. In Study 3, we sought to replicate the results with a time-lagged survey. Three supplemental studies included a scale development effort aimed at validating a measure of OC-specific humility and two additional experiments. Overall, results provided partial support for our model. We conclude by discussing the implications of our research, as well as avenues for future work. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1142-1165"},"PeriodicalIF":6.7,"publicationDate":"2026-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146226808","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

Daily temporal profiles at work: State-level dynamics in past, present, and future focus. 工作中的日常时间概况：过去、现在和未来焦点的国家级动态。

IF 6.7 1区心理学

Journal of Applied Psychology Pub Date : 2026-08-10 DOI: 10.1037/apl0001411

Brian C Holtz, Harshad Puranik, Crystal M Harold, Kathleen R Keeler, Yiming Huang, Xuting Jiang, Ran Ahn

{"title":"Daily temporal profiles at work: State-level dynamics in past, present, and future focus.","authors":"Brian C Holtz, Harshad Puranik, Crystal M Harold, Kathleen R Keeler, Yiming Huang, Xuting Jiang, Ran Ahn","doi":"10.1037/apl0001411","DOIUrl":"10.1037/apl0001411","url":null,"abstract":"Temporal focus is the degree to which individuals' attention is directed toward the past, present, or future. Although prior research has underscored the importance of these dimensions, two areas require further exploration: the nature of temporal focus from a state perspective and how the dimensions of state temporal focus operate as an integrated set (Levasseur et al., 2020; Shipp, 2020; Shipp et al., 2022). Our research addresses both these issues by providing new insights into the dynamic nature of state-level temporal focus profiles and their implications for workplace behaviors. Utilizing multilevel latent profile analysis, we conducted two multiweek daily experience sampling methodology studies with full-time employees. In Study 1 (n = 162), we identify six distinct latent profiles and show that employees' membership in these profiles fluctuates across workdays. In Study 2 (n = 263), we replicate these results and identify one additional profile. Further, in Study 2, we find that daily fluctuation in profile membership is shaped by morning expectations about time affluence, time control, and economic mindsets. We also show that profile membership is associated with daily workplace outcomes, including task performance, collaboration, and withdrawal behavior. By demonstrating the variability and impact of state-level temporal focus profiles, this research advances our understanding of temporal focus in organizational contexts and sets the stage for future research in this area. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":6.7,"publicationDate":"2026-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148706671","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