Journal of Applied Psychology最新文献_第4页

It's not a cedar tree, therefore it's not a tree: A commentary on Yao and Ma (2023). 这不是一棵雪松树，所以它不是一棵树——《姚和马》评注（2023）

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 DOI: 10.1037/apl0001189

Fadel K Matta, Emma L Frank

{"title":"It's not a cedar tree, therefore it's not a tree: A commentary on Yao and Ma (2023).","authors":"Fadel K Matta, Emma L Frank","doi":"10.1037/apl0001189","DOIUrl":"10.1037/apl0001189","url":null,"abstract":"Yao and Ma (2023) recently reviewed and reanalyzed 31 studies published in top-tier journals utilizing polynomial regression and response surface methods. Their work offers a useful holistic framework for how to test and categorize various forms of congruence; however, they ultimately advance cautionary conclusions about the extent to which 28 of the 31 studies provide \"evidence of congruence\" and call into question whether the practical implications of these studies are valid (p. 446). In this commentary, we clarify this inference stems largely from theoretical and empirical oversights made in Yao and Ma (2023). We bring to light issues surrounding (a) proposals that exact correspondence is the theoretical goal (despite 26 of the 31 studies explicitly hypothesizing deviation from that form) and (b) suggestions that authors did not adequately consider empirics they did report. Most critically, Yao and Ma suggested their reanalysis provides conclusions that differ from the reviewed studies in 28 (of 31) instances. We demonstrate that, when one accounts for the form of congruence the authors explicitly theorized, the type of congruence supported as well as the inferences discussed in the studies differ from those in Yao and Ma's reanalysis in only nine of 31 studies (rather than 28). This commentary seeks to rectify the theoretical, empirical, and inferential misconceptions in Yao and Ma (2023) that may lead readers to inaccurately assess past work and threaten future work in this vein. We outline a path for scholars interested in applying this method moving forward. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"110 3","pages":"297-307"},"PeriodicalIF":9.4,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143523496","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

Silence on injustices speaks volumes: When and how silence impacts perceptions of managers. 对不公正现象保持沉默说明了很多问题：沉默何时以及如何影响人们对管理者的看法。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-30 DOI: 10.1037/apl0001240

Hannah J Birnbaum, Kaylene J McClanahan, Miguel Unzueta

{"title":"Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.","authors":"Hannah J Birnbaum, Kaylene J McClanahan, Miguel Unzueta","doi":"10.1037/apl0001240","DOIUrl":"10.1037/apl0001240","url":null,"abstract":"Speaking up on social injustices may help create more just and inclusive organizations. Yet, many people choose to remain silent. In this article, we test how managerial silence on injustices can shape impressions of a manager's lack of support for an outgroup. In Study 1, we surveyed employees and found that many noticed their managers' silence and recounted that such silence influenced how they perceived their managers. We then conducted nine experimental studies (Studies 2-6, Supplemental Studies 1-4) to test how observers' perceptions of managers who engage in silence on an outgroup injustice depend on whether managers have spoken up or remained silent in the past. We demonstrate that when a manager engages in selective silence by previously speaking up on an ingroup injustice but remains silent on an outgroup injustice, observers perceive the manager as harboring greater bias and as less supportive of the outgroup than if they remained totally silent on both issues. In contrast, when a manager engages in selective silence by previously speaking up on an outgroup injustice but then remains silent on a second outgroup injustice, observers perceive the manager as generally supportive of social justice and as more supportive of the second outgroup than if they remained totally silent on both issues. We discuss implications for speaking up and remaining silent on injustices in the workplace. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"336-357"},"PeriodicalIF":9.4,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142347251","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

What happens after anti-Asian racism at work? A moral exclusion perspective on coworker confrontation and mechanisms. 工作中的反亚裔种族主义之后会发生什么？从道德排斥的角度看同事间的对抗和机制。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-30 DOI: 10.1037/apl0001242

Anjier Chen, Liuxin Yan, Min Young Yoon

{"title":"What happens after anti-Asian racism at work? A moral exclusion perspective on coworker confrontation and mechanisms.","authors":"Anjier Chen, Liuxin Yan, Min Young Yoon","doi":"10.1037/apl0001242","DOIUrl":"10.1037/apl0001242","url":null,"abstract":"Despite Americans' recent heightened awareness of racial inequality, anti-Asian racism at work remains underrecognized and largely unaddressed. In this research, we aim to understand why White bystander coworkers may fail to confront anti-Asian racism. Integrating the moral exclusion perspective and research on racial positions, we propose that due to perceiving Asian Americans as more foreign than other non-White coworkers, White coworkers are less likely to feel anger and engage in confrontation when witnessing anti-Asian racism at work. We first conducted a survey study (Study 1), demonstrating the external validity of the phenomenon that White coworkers are less likely to confront racism when the victim is Asian American versus Black. We then conducted two experiments (Studies 2 and 3) with a realistic, interactive design and behavioral measures of confrontation, supporting our hypothesized mechanisms (i.e., perceived target foreignness and anger). Study 3 further generalized our theory by including Hispanic/Latinx American targets as an additional comparison group and showing that the relative perceived foreignness among Asian American, Hispanic/Latinx American, and Black targets reduced White coworkers' anger and confrontation. We then conclude by discussing the theoretical and practical implications of our work. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"432-443"},"PeriodicalIF":9.4,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142347252","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

Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues. 针对注意力缺陷/多动障碍患者的自觉性评估：测量特性和潜在问题。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-23 DOI: 10.1037/apl0001235

Elisabeth R Silver, Mikki Hebl, Frederick L Oswald

{"title":"Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.","authors":"Elisabeth R Silver, Mikki Hebl, Frederick L Oswald","doi":"10.1037/apl0001235","DOIUrl":"10.1037/apl0001235","url":null,"abstract":"Organizations increasingly recognize the importance of including neurodivergent people (e.g., those with attention-deficit/hyperactivity disorder [ADHD], autism, dyslexia) in the workforce. However, research suggests that some selection tools (e.g., measures of conscientiousness) show lower means for those with ADHD, which may carry implications for personnel selection. The three studies reported here address three questions: (1) What is the magnitude of ADHD-based differences in conscientiousness, and are these differences driven by facets with high or low job relevance? (2) Could reframing conscientiousness items within work contexts attenuate group mean differences in conscientiousness? And (3) do work-specific and general conscientiousness measures have different measurement properties for respondents with ADHD? Study 1 surveyed 291 undergraduates, finding those with ADHD scored significantly lower on global conscientiousness and its facets. Study 2 (a mixed-design experiment) had 317 employees complete a work-specific and a decontextualized set of conscientiousness items. Using work-specific conscientiousness items reduced differences in conscientiousness by ADHD status. Study 3 (a between-subjects design, N = 515) experimentally increased the stakes of survey administration to approximate a selection context. Mean differences by ADHD status were present on both work-specific and general items for global conscientiousness and most facets, even under high stakes. However, these results are qualified by findings of measurement noninvariance on general and work-specific conscientiousness facet measures, suggesting scale mean differences by ADHD status may be driven by item content rather than construct-level differences. Together, the findings reinforce a need for ongoing investigation into the implications of using conscientiousness assessments with neurodivergent people. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"444-458"},"PeriodicalIF":9.4,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142287976","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

Combat poison with "poison": Leader-targeted negative team gossip mitigates the detrimental team consequences of abusive supervision climate. 用“毒药”来对抗毒药：针对领导者的负面团队八卦可以减轻滥用监督氛围对团队的不利影响。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-27 DOI: 10.1037/apl0001268

Rui Zhong, Lingtao Yu, Jinlong Zhu, Li Zhu

{"title":"Combat poison with \"poison\": Leader-targeted negative team gossip mitigates the detrimental team consequences of abusive supervision climate.","authors":"Rui Zhong, Lingtao Yu, Jinlong Zhu, Li Zhu","doi":"10.1037/apl0001268","DOIUrl":"https://doi.org/10.1037/apl0001268","url":null,"abstract":"Existing research presents mixed perspectives on the impact of abusive supervision climate on team processes and effectiveness. This discrepancy prompts an important question: when, why, and how does abusive supervision climate become more or less detrimental to teams? By integrating the social functional perspective of gossip with recent theoretical advancements on abusive supervision climate, we develop a novel theoretical model to explain how leader-targeted negative team gossip-defined as the extent to which team members share negative evaluations of the leader's behaviors with each other when the leader is absent-can mitigate the adverse effects of abusive supervision climate on teams. Our model posits that leader-targeted negative team gossip serves its social function in two key ways: (a) It diminishes team members' perception of the leader as a role model, thereby reducing the influence of abusive supervision climate on team aggressive behavior, and (b) it fosters perceived similarity among team members regarding their negative attitudes toward the leader, which lessens the impact of abusive supervision climate on team affective trust. We further argue that these buffering effects of leader-targeted negative team gossip have significant downstream implications for team effectiveness, specifically in terms of team performance and team voluntary turnover. Our model was tested using two multiwave, multisource field studies employing a round-robin design, with samples of 111 and 237 work teams, respectively. The results largely supported our model. We conclude by discussing the theoretical and practical implications of our findings. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143523492","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

After shocks: The effects of internal sourcing on voluntary turnover. 冲击后：内部采购对自愿离职的影响。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-27 DOI: 10.1037/apl0001274

Jay H Hardy, Chase E Thiel, Carter Gibson, Anthony C Klotz, Andrew Barsa

{"title":"After shocks: The effects of internal sourcing on voluntary turnover.","authors":"Jay H Hardy, Chase E Thiel, Carter Gibson, Anthony C Klotz, Andrew Barsa","doi":"10.1037/apl0001274","DOIUrl":"https://doi.org/10.1037/apl0001274","url":null,"abstract":"Promoting internal employees to managerial positions (internal sourcing) is a popular employee retention tactic. Although some research indicates that internal sourcing reduces voluntary turnover, conflicting evidence suggests that internal sourcing strategies make employees more difficult to retain in strong job markets (i.e., when job opportunities are plentiful relative to job seekers) because promotions increase an employee's external marketability. The onset of the COVID-19 pandemic-a global exogenous shock that triggered an event chain characterized by a weak job market followed by a historically strong one-provided a unique opportunity to test these competing perspectives. Drawing upon event system theory and the unfolding model of turnover, we argue that internal sourcing creates positive perceptions among employees about their employer, making them less inclined to seek external opportunities during periods of heightened employee mobility. Specifically, we predict that internally sourced employees perceive lower levels of employment threat and higher levels of organizational support than those hired externally, which mitigates their turnover risk in strong job markets. We tested these predictions in two studies: a longitudinal field study involving 11,072 restaurant managers who were newly promoted or hired into their roles in the years surrounding the onset of the COVID-19 pandemic and the strong job market that followed and an experiment designed to mirror the field study conditions, in which we examined the psychological mechanisms underlying this phenomenon. Collectively, the results of our studies support our predictions, offering valuable insights into the effects of internal versus external sourcing on employee retention. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143523488","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 role of permission in the employee proactivity process. 权限在员工主动性过程中的作用。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-24 DOI: 10.1037/apl0001271

Mustafa Akben, Ryan M Vogel

{"title":"The role of permission in the employee proactivity process.","authors":"Mustafa Akben, Ryan M Vogel","doi":"10.1037/apl0001271","DOIUrl":"https://doi.org/10.1037/apl0001271","url":null,"abstract":"The predominant view in the employee proactivity literature highlights the importance of personality as well as a trio of agentic forces-namely, \"can do,\" \"reason to,\" and \"energized to\" motivation-that drive employee proactive behavior. Complementing existing theoretical frameworks, we introduce the concept of proactivity permission, defined as an employee's tacit perception of the extent to which they are \"allowed to\" perform proactive behaviors at work. In this article, we investigate the psychological experience of proactivity permission. Directly drawn from the dominance theory of deontic reasoning, we model a set of individual (employee status, psychological entitlement), relational (leader-member exchange), and group-level predictors (organizational rule consistency, normative tightness) of proactivity permission and demonstrate the construct's value in predicting proactive behavior over and above many well-established antecedents from the literature. In a field study of 388 employees and 110 supervisors in 35 organizations, we found support for our predictions. We discuss implications of our work for the literature on employee behavior and proactive work behavior. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143492162","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

Perceived general obligation: A meta-analysis. 感知一般义务：荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-03 DOI: 10.1037/apl0001269

Thomas W H Ng

引用次数: 0

The identity conflict process: Appraisal theory as an integrative framework for understanding identity conflict at work. 身份冲突过程：评价理论是理解工作中身份冲突的综合框架。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-08-05 DOI: 10.1037/apl0001223

Heather C Vough, M Teresa Cardador, Brianna B Caza, Emily D Campion

{"title":"The identity conflict process: Appraisal theory as an integrative framework for understanding identity conflict at work.","authors":"Heather C Vough, M Teresa Cardador, Brianna B Caza, Emily D Campion","doi":"10.1037/apl0001223","DOIUrl":"10.1037/apl0001223","url":null,"abstract":"Identity conflict-the experience of perceiving incompatibilities between aspects of one's identity content that call into question the individual's ability to meet the identity standard of at least one of these identities-can significantly impact individuals' work experiences. As individuals navigate experiences of identity conflict at work, managers and organizations also grapple with how to support employees' multiple identities while mitigating the primarily negative outcomes of identity conflict. However, the scholarship on work-relevant identity conflict faces several challenges, including disciplinary fragmentation, conceptual imprecision, and diverse but deficient theoretical perspectives, which together have limited our ability to accumulate knowledge about this experience and to develop useful management tools. To overcome these, we conducted a thorough review of the cross-disciplinary literature, allowing us to offer a refined integrative definition of identity conflict and a reconceptualization of identity conflict as the result of an appraisal process. As we delineate what we know about the appraisal process of identity conflict, we provide a detailed theoretical explanation of its antecedents, outcomes, and responses and shed light on the mechanisms that drive the process. This approach not only enhances theoretical depth and guides new research directions but also equips managers to address and reduce identity conflict experienced by their employees. This research contributes to the literature by offering clarity and coherence to the identity conflict domain, providing theoretical and practical guidance, and outlining promising directions for future inquiry. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"149-176"},"PeriodicalIF":9.4,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141889359","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 context shapes collective turnover over time: The relative impact of internal versus external factors. 环境如何随着时间的推移影响集体更替：内部与外部因素的相对影响。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-09-05 DOI: 10.1037/apl0001230

Patrick J Flynn, Matthew L Call, Paul D Bliese, Anthony J Nyberg

{"title":"How context shapes collective turnover over time: The relative impact of internal versus external factors.","authors":"Patrick J Flynn, Matthew L Call, Paul D Bliese, Anthony J Nyberg","doi":"10.1037/apl0001230","DOIUrl":"10.1037/apl0001230","url":null,"abstract":"Despite the prevalence of research on the consequences of collective turnover (TO), we lack an understanding of how, when, and why changes in the external environment influence collective turnover. The present study extends context emergent turnover and threat-rigidity theories to consider temporal changes in rates of collective turnover brought on by an external disruption. We also conduct variance decomposition to evaluate the relative influence of internal and external factors on collective turnover and examine how changes in the external environment impact relative influences. Finally, we examine the role of collective engagement in explaining patterns of collective turnover over time. Our study is based on a large, geographically dispersed U.S. firm. Findings from a two-phase longitudinal model reveal that rates of collective turnover change over time in ways that are predictable from threat-rigidity theory. Variance decomposition analysis finds that internal store-level factors explain substantially more variance than external factors, but the balance changes in response to an external disruption. We also show that collective engagement can mitigate increases in collective turnover. Results inform theory regarding the relative importance of internal versus external factors in influencing collective turnover and provide a framework for predicting how contextual change in the external environment impacts collective turnover over time. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"220-237"},"PeriodicalIF":9.4,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142140179","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