Journal of Applied Psychology最新文献

{"title":"Addressing the diversity-validity dilemma in personnel selection: Unraveling the impact of multipenalty optimized regression in varied testing scenarios.","authors":"Andrew B Speer,Louis Hickman,Q Chelsea Song,James Perrotta,Rick R Jacobs,Dawn Lambert","doi":"10.1037/apl0001282","DOIUrl":"https://doi.org/10.1037/apl0001282","url":null,"abstract":"Researchers and practitioners have long grappled with balancing the goals of selecting a high-performing and diverse workforce. Recently, Rottman et al. (2023) proposed a new approach to address these goals, which we refer to as multipenalty optimized regression (MOR). MOR extends ridge regression by adding a penalty term that minimizes group differences when fitting the model. Although MOR has shown potential, there are unknowns, including whether MOR is consistently effective in typical selection settings, what conditions impact MOR effectiveness, and whether MOR performs similarly to other multiobjective optimization methods, such as Pareto-normal boundary intersection (Pareto-NBI). Using Monte Carlo simulations (Study 1), we investigated MOR effectiveness and compared it with traditional scoring methods (ridge regression, ordinary least squares, unit weighting) and Pareto-NBI across several factors: (a) number of scales (and corresponding items), (b) operationalization (item or scale), (c) magnitude of predictor criterion-related validity, (d) magnitude of predictor subgroup differences, (e) calibration sample size, and (f) proportion of minorities in the calibration sample. Compared with traditional methods, MOR frequently produced solutions with comparable criterion-related validity but with consistently less adverse impact risk. Pareto-NBI and MOR were similarly effective in performing dual optimization, though MOR was more effective at very small sample sizes (e.g., N < 150) with item-level scoring. Pareto-NBI also became computationally intensive with many predictors, making MOR better suited for big data. Finally, in Study 2, MOR exhibited similar criterion-related validity and lower adverse impact risk relative to other methods across six real-life assessment contexts. We provide recommendations for using multiobjective optimization methods in personnel selection. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"137 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914887","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":"On the efficacy of psychological separation to address common method variance: Experimental evidence and a guiding research design framework.","authors":"Alex L Rubenstein,Lauren S Simon,John D Kammeyer-Mueller,Emily S Corwin,Hayley M Morrison,Steven W Whiting","doi":"10.1037/apl0001283","DOIUrl":"https://doi.org/10.1037/apl0001283","url":null,"abstract":"Common method variance (CMV) substantially impacts how scholars conduct and review research. Several procedural and statistical remedies have been proposed to address the potential biasing effects that can result from CMV in data procured from a single source on a single occasion. Among them, temporal separation and distinct source designs have been the most popular. Psychological separation (PS) has also been proposed as a way to address CMV, by diverting respondents' attention from previously accessed memories, disrupting response consistency patterns, and improving effortful responding. The present research attempted to create efficacious PS through a cognitive interference task administered midway through a survey, thereby attenuating correlations that could be affected by CMV to varying degrees. In an initial study and a constructive replication, our results show that a PS intervention of at least 7.5-min attenuated several relationships to levels significantly lower than those in a single source on a single occasion design, but to an extent consistent with the attenuation achieved by temporal separation or distinct source designs. These findings suggest that under appropriate circumstances, PS is an effective strategy to address certain forms of CMV. We conclude by providing a decision guide for responsibly choosing a research design in light of various theoretical, methodological, and logistical considerations, as well as offering several additional PS task examples that can be deployed in future studies. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"15 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914886","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":"Do not put all of your eggs in one basket: Multiverse analysis in applied psychology.","authors":"Jens Mazei,Cort W Rudolph,Hannes Zacher,Joachim Hüffmeier","doi":"10.1037/apl0001291","DOIUrl":"https://doi.org/10.1037/apl0001291","url":null,"abstract":"A multiverse analysis allows researchers to systematically evaluate the support for a hypothesis across a range of sensible ways in which data can be prepared for statistical analysis and/or be analyzed. Accordingly, multiverse analysis provides insights into the relevance of different approaches to, for instance, dealing with outliers or attrition, creating scales, or using different measures for the same construct. The goal of this article is to illustrate the usefulness of multiverse analysis for research in applied psychology and to guide researchers in conducting a multiverse analysis. To do so, we provide a detailed process model of the typical stages involved in conducting a multiverse analysis (along with a shortened version depicting multiverse analysis \"at a glance\"), as well as a designated, corresponding preregistration template for multiverse analysis. To showcase the merits of a multiverse analysis, we also evaluate two exemplary hypotheses regarding employees' experience of commuting to and from work. We observed that the results of these hypothesis tests varied strongly depending on how common decisions were made. As such, multiverse analysis represents an important tool for exploring the robustness of knowledge at the level of individual studies, even before a replication is conducted. Hence, multiverse analysis can strengthen the transparency and openness of empirical work. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"2 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914888","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":"Interracial frontline encounters: How White customers' stereotype threat affects Black frontline employees' immediate job outcomes.","authors":"Sven Mikolon,Katharina Dinhof,Janet Kleber,Till Haumann","doi":"10.1037/apl0001272","DOIUrl":"https://doi.org/10.1037/apl0001272","url":null,"abstract":"Interracial interactions are often laden with concerns about being assimilated by group stereotypes. This study examines the \"White-and-prejudiced\" stereotype threat, which can be triggered in White customers when interacting with Black frontline employees. Our findings, derived from two field studies and two experiments, reveal short-term positive effects of the White stereotype threat on the job performance effectiveness of Black frontline employees. For example, White customers buy more and intend to tip more when interacting with a Black relative to a White frontline employee. These short-term positive behavioral shifts toward Black frontline employees are especially present when the frontline employee is categorized in terms of race but diminished when the frontline employee is individuated. The implications of our findings are managerially relevant because employees from marginalized racial groups are often overrepresented in frontline and in service occupations in several countries including Europe and the United States. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"20 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143914889","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":"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":"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":"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":"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}