Journal of Applied Psychology最新文献_第4页

Jekyll and Hyde leadership: Examining the direct and vicarious experiences of abusive and ethical leadership through a justice variability lens. Jekyll and Hyde leadership：从正义可变性的视角审视滥用职权和道德领导的直接和间接经验。

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/apl0001251

Haoying Howie Xu, Sean T Hannah, Zhen Wang, Sherry E Moss, John J Sumanth, Meng Song

{"title":"Jekyll and Hyde leadership: Examining the direct and vicarious experiences of abusive and ethical leadership through a justice variability lens.","authors":"Haoying Howie Xu, Sean T Hannah, Zhen Wang, Sherry E Moss, John J Sumanth, Meng Song","doi":"10.1037/apl0001251","DOIUrl":"10.1037/apl0001251","url":null,"abstract":"Drawing on uncertainty management theory and the nascent work on justice variability, we examine employees' direct and vicarious experiences of abusive supervision and ethical leadership. Conceptualizing the simultaneous display of abusive and ethical leadership styles as a form of justice variability, we suggest that a direct supervisor's ethical leadership exacerbates, rather than ameliorates, the detrimental effects of his/her abusive supervision on employees' emotional exhaustion and job performance. We further contend that a similar effect exists when employees vicariously experience leadership interactions involving their direct supervisor and higher level manager, whereby higher level managers' ethical leadership exacerbates the negative effects of their abusive supervision toward supervisors on those supervisors' employees' emotional exhaustion and job performance. We draw the contrast between the direct and vicarious experiences by theorizing justice uncertainty and linking-pin effectiveness uncertainty, respectively, as two distinct theoretical mechanisms that explain the two proposed destructive effects. Using a multisource and multiphase lagged field study and two vignette-based experiments, we find general support for our model. Our research advances the theories of justice variability, vicarious leadership and (in)justice, and supervisors' linking-pin role effectiveness. We also offer practical insights for managing \"Jekyll and Hyde\" leadership across organizational hierarchies. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"831-845"},"PeriodicalIF":9.4,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142545650","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

Self-promotion in entrepreneurship: A driver for proactive adaptation. 创业中的自我推销：主动适应的驱动力。

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/apl0001250

Jean-François Harvey

{"title":"Self-promotion in entrepreneurship: A driver for proactive adaptation.","authors":"Jean-François Harvey","doi":"10.1037/apl0001250","DOIUrl":"10.1037/apl0001250","url":null,"abstract":"Research in impression management has primarily examined how self-promotion affects one's image, neglecting the potential benefits of feedback on the underlying image that is being impression managed. This study bridges this gap by integrating impression management with social-cognitive theory to explore how self-promotion can enhance feedback from targets, thereby stimulating initiative-taking and proactive adaptation in the actor. Analyzing five-wave monthly survey data from 574 entrepreneurs, I find a positive relationship between self-promotion and experimentation, which positively associates with business-model adaptation. This indirect effect is observed exclusively among entrepreneurs confident in their capabilities, highlighting the critical role of self-efficacy. Furthermore, results from three scenario-based experiments demonstrate that higher levels of self-promotion elicit greater engagement from targets, with responses containing more constructive elements, such as ideas or concerns, thereby supporting my theory. My findings underscore the richer feedback generated from self-promotion, suggesting it plays a critical role in facilitating agentic behavior. This contributes to a more nuanced understanding of self-promotion's impact, proposing new avenues for future studies in impression management and entrepreneurship. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"859-875"},"PeriodicalIF":9.4,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142647831","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

History and leadership: How a head monk uses historical narratives to facilitate change in a Buddhist temple. 历史与领导力：一位住持如何利用历史叙事来促进佛教寺庙的变革。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-01 Epub Date: 2025-03-20 DOI: 10.1037/apl0001281

Hee-Chan Song

{"title":"History and leadership: How a head monk uses historical narratives to facilitate change in a Buddhist temple.","authors":"Hee-Chan Song","doi":"10.1037/apl0001281","DOIUrl":"10.1037/apl0001281","url":null,"abstract":"Leadership and historical narrative studies suggest that leaders strategically use history as a source of narratives to facilitate change. Yet the dynamic microprocess of how leaders craft and recraft their historical narratives to shift the organizational members' understanding of current reality and thereby facilitate change remains unexplored. Using the case of a Korean Buddhist temple that confronts significant societal change and financial shortage, this study investigates how the head monk-the leader of the temple-strategically creates and modifies historical narratives to achieve change and how the organizational members respond to the leader's narratives. To deeply immerse myself in the context, I engaged in 4 months of ethnographic fieldwork in a Korean Buddhist temple where the tension between tradition and change was most salient. The findings show that some narratives effectively reshaped the members' understanding of the need for change while others unexpectedly failed. By theorizing this sensegiving and sensemaking process, this study reveals that crafting effective historical narratives is a messy process, which manifests as an evolving trial-and-error process of leaders' sensegiving and members' sensemaking. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"798-818"},"PeriodicalIF":9.4,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143669960","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

Liberal versus conservative distrust: A construal-level approach to dissimilarity in the workplace. 自由派与保守派的不信任：从构想层面探讨工作场所中的差异。

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/apl0001252

Brittany C Solomon

{"title":"Liberal versus conservative distrust: A construal-level approach to dissimilarity in the workplace.","authors":"Brittany C Solomon","doi":"10.1037/apl0001252","DOIUrl":"10.1037/apl0001252","url":null,"abstract":"The dramatic rise in political polarization and aggravation of race relations are prominent in the United States. While dissimilarity to others is thought to undermine trust, I challenge the assumption that dissimilarity does so uniformly in the workplace where cross-party and cross-race interactions are structurally induced. Leveraging construal-level theory, I theorize that deep- versus surface-level differences with a coworker interact with ideology to activate higher versus lower construals of trustworthiness, prompting liberals and conservatives to distrust their coworkers in different ways. For liberals, I argue that perceived political dissimilarity undermines perceived person trustworthiness (a higher level/abstract construal, capturing one's trustworthiness generally as a person in the world) and disclosure. For conservatives, I argue that perceived racial dissimilarity undermines perceived role trustworthiness (a lower level/concrete construal, capturing one's trustworthiness specifically in their job) and reliance. Study 1 (a proof of concept) and Study 2 (a longitudinal, dyadic field study) utilize inductive theory-building and exploratory analyses. Studies 3a, 3b(i), and 3b(ii) (three preregistered experiments) support my hypotheses: Liberals tend to view politically dissimilar coworkers as less trustworthy people in the world and refrain from disclosures, while conservatives tend to view racial outgroup coworkers as less trustworthy in their jobs and refrain from reliance. Given liberal and conservative employees' roles in the calcification of political and racial group cleavages, respectively, organizations must determine whether both forms of bias should be addressed-indeed, racial bias is socially unacceptable, whereas political bias is widely tolerated-and, if so, whether interventions should target employees based on ideology. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"755-775"},"PeriodicalIF":9.4,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142545651","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

Trickle-up effects of children's financial anxiety on parent retirement intentions. 子女的财务焦虑对父母退休意愿的涓滴效应。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-01 Epub Date: 2024-12-12 DOI: 10.1037/apl0001256

Alexander Eng, Liuxin Yan, Kai Chi Yam

{"title":"Trickle-up effects of children's financial anxiety on parent retirement intentions.","authors":"Alexander Eng, Liuxin Yan, Kai Chi Yam","doi":"10.1037/apl0001256","DOIUrl":"10.1037/apl0001256","url":null,"abstract":"Today, adult children depend financially on their parents more than ever before. This poses challenges for the financial well-being of parents, particularly in the context of retirement planning. Our research investigates the crossover of financial anxiety from adult children to their parents and its impact on parents' retirement intentions. Drawing on crossover theory and the resource-based view of retirement, we examine the mechanisms underlying this stress crossover. Across three studies (Studies 1a, 1b, and 2) conducted in developed economies, we found that adult children's financial anxiety was associated with their parents' delayed retirement intentions through an increase in their parents' own financial anxiety. Study 3, conducted in a developing economy, further established that financial stress crossover occurred primarily through an increase in social undermining and financial expenditure, although these mechanisms do not translate into delayed retirement intentions. Our work contributes to the stress-crossover literature by testing different mechanisms of stress crossover and highlighting how children's financial anxiety might \"trickle-up\" to affect their parents' stress and important life decisions. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"819-830"},"PeriodicalIF":9.4,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142818027","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

High performers in the shadow: The adverse effect of star employees on their peers. 阴影中的高绩效者：明星员工对同事的负面影响。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-06-01 Epub Date: 2024-12-16 DOI: 10.1037/apl0001254

Jinyi Zhou, Ning Li, Shiyong Xu, Wei Chi

{"title":"High performers in the shadow: The adverse effect of star employees on their peers.","authors":"Jinyi Zhou, Ning Li, Shiyong Xu, Wei Chi","doi":"10.1037/apl0001254","DOIUrl":"10.1037/apl0001254","url":null,"abstract":"Star employees are pivotal to organizational success and significantly influence their peers. Previous studies on this topic often explore the attributes of stars and nonstars in isolation. Using social comparison theory, our study posits that as employees' performance approaches that of star employees, nonstar employees become more likely to compare themselves with stars, thereby increasing their sense of psychological entitlement. The increase in entitlement is likely to promote workplace deviance and decrease workplace well-being. We further propose that team interdependence amplifies the relationship between the star-nonstar performance gap and psychological entitlement. When team interdependence is high, the influence of the star-nonstar performance gap on nonstars' psychological entitlement and the mediating effects of psychological entitlement become more significant. We conducted four studies including two field surveys and two experiments to test our hypotheses. The results indicated that employees who exhibit small performance gaps are more adversely affected by stars than other employees, thus offering a more nuanced understanding of star employees' influence within organizations. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"776-797"},"PeriodicalIF":9.4,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142828754","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

Chief executive officer (CEO) Machiavellianism and executive pay. 首席执行官（CEO）马基雅维利主义与高管薪酬。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-12 DOI: 10.1037/apl0001290

Tessa Recendes, Aaron D Hill, Federico Aime, Jason W Ridge, Oleg V Petrenko

引用次数: 0

Chief executive officer (CEO) Machiavellianism and executive pay. 首席执行官（CEO）马基雅维利主义与高管薪酬。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-12 DOI: 10.1037/apl0001290

Tessa Recendes,Aaron D Hill,Federico Aime,Jason W Ridge,Oleg V Petrenko

引用次数: 0

Managing online employer reviews: An impression management perspective for talent recruitment. 管理在线雇主评论：人才招聘的印象管理视角。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-12 DOI: 10.1037/apl0001285

Kang Yang Trevor Yu, Kim Huat Goh, Clara Wen Lin Soo, Sitong Yu

{"title":"Managing online employer reviews: An impression management perspective for talent recruitment.","authors":"Kang Yang Trevor Yu, Kim Huat Goh, Clara Wen Lin Soo, Sitong Yu","doi":"10.1037/apl0001285","DOIUrl":"https://doi.org/10.1037/apl0001285","url":null,"abstract":"The powerful effects of electronic word of mouth on employer branding and prehire outcomes suggest a need for employers to formulate effective responses to employer reviews on social media. Using machine learning and text-mining techniques, we identified three distinct types of employer responses to negative reviews (i.e., excuses, apologies, prosocial behavior) and two other types of responses to positive reviews (i.e., ingratiation, exemplification) from a Glassdoor data set. Integrating research on organizational impression management and stereotype content, we developed and tested a theoretical model of response types and their effects on talent attraction across two vignette experiments with undergraduate (Study 1) and working adult job seekers (Study 2). Across both studies, not responding to negative reviews resulted in the worst outcomes for employers. Results demonstrate that the effectiveness of responses differed by the target population; prosocial behavior was most effective among job-seeking professionals, whereas excuse and apology were more effective among students. While exemplification had positive effects in the student sample, neither assertive tactic had a significant effect on hypothesized outcomes in sample of job-seeking professionals. Furthermore, warmth and sincerity, but not competence, mediated the effect of responses on key prehire outcomes of employer reputation, organizational attraction, and job pursuit intentions. Taken as a whole, our study suggests that employer reviews represent both a threat and an opportunity. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-05-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144003225","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 mitigation-signaling model: An integrative conceptual review of allyship behaviors' consequences for marginalized individuals. 缓解-信号模型：同盟行为对边缘个体影响的综合概念回顾。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-05-08 DOI: 10.1037/apl0001286

Alyssa Tedder-King,Melanie K Prengler,Elad N Sherf

{"title":"The mitigation-signaling model: An integrative conceptual review of allyship behaviors' consequences for marginalized individuals.","authors":"Alyssa Tedder-King,Melanie K Prengler,Elad N Sherf","doi":"10.1037/apl0001286","DOIUrl":"https://doi.org/10.1037/apl0001286","url":null,"abstract":"Workplace disparities persist for marginalized individuals-people from groups historically excluded from dominant social, economic, educational, and/or cultural life-who report lower well-being, strained relationships, and worse career outcomes compared to their advantaged counterparts. Allyship behaviors, often defined as actions by advantaged individuals to support marginalized individuals, have been promoted as solutions to such disparities. However, scholarly understanding of allyship behaviors' consequences remains fragmented due to unclear definitions and conceptualizations, a predominant conceptual focus on antecedents, and limited integration with organizational theorizing. Consequently, we develop the mitigation-signaling model, which synthesizes definitions, categorizes behaviors, and disentangles conceptual overlaps to clarify why, how, and when allyship behaviors impact marginalized individuals' work outcomes. The mitigation path focuses on the role of allyship behaviors in reducing mechanisms of disadvantage, that is, interpersonal discrimination, structural discrimination, and unequal access to resources. The signaling path emphasizes socioemotional signals (e.g., social value and safety) that marginalized individuals interpret from allyship behaviors. By bridging allyship and organizational scholarship, we provide a framework that clarifies conceptual boundaries, identifies empirical limitations, and offers a roadmap for advancing theory and practice. Our review highlights opportunities for organizationally relevant research and actionable interventions to address workplace disparities for marginalized individuals. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"117 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143920969","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