Journal of Applied Psychology最新文献_第5页

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

They do not deserve your thanks! Witness reactions to leader-directed expressions of gratitude. 他们不值得你感谢！见证领导者在表达感谢时的反应。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-08-15 DOI: 10.1037/apl0001228

Ryan Fehr, Yu Tse Heng, Yue Wang, Yirong Guo

{"title":"They do not deserve your thanks! Witness reactions to leader-directed expressions of gratitude.","authors":"Ryan Fehr, Yu Tse Heng, Yue Wang, Yirong Guo","doi":"10.1037/apl0001228","DOIUrl":"10.1037/apl0001228","url":null,"abstract":"Gratitude expressions have received growing attention from scholars, with research emphasizing its many positive effects on expressers, recipients, and witnesses. Although our knowledge of gratitude expressions' benefits is accumulating, our understanding of its limits is less developed. In this article, we ask when employees' expressions of gratitude toward their leaders positively influence witnesses' perceptions of them, and when they do not. Across three studies including two multiwave surveys and an experiment, we find that expressed gratitude strengthens witnesses' perceptions of expressers' prosocial identities, especially when the leader is believed to be deserving of gratitude. Study 1 examines leader competence as an indicator of deservingness in a sample of leaders and employees in a manufacturing context. Studies 2 and 3 use survey and experimental methods to directly establish leader deservingness as a mechanism of the competence moderator and explore warmth as an additional component of employees' deservingness perceptions. All three studies show how gratitude expression ultimately shapes witnesses' tendencies to help expressers and seek feedback from them. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"197-219"},"PeriodicalIF":9.4,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141988036","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

When time theft promotes performance: Measure development and validation of time theft motives. 当时间盗窃促进绩效时：时间盗窃动机的测量开发与验证。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-08-08 DOI: 10.1037/apl0001229

Biyun Hu, Dizhen Lu, Liang Meng, Yupei Zhang

{"title":"When time theft promotes performance: Measure development and validation of time theft motives.","authors":"Biyun Hu, Dizhen Lu, Liang Meng, Yupei Zhang","doi":"10.1037/apl0001229","DOIUrl":"10.1037/apl0001229","url":null,"abstract":"The prevailing viewpoint has long depicted employee time theft as inherently detrimental. However, this perspective may stem from a limited understanding of the underlying motives that drive such behavior. Time theft can paradoxically be motivated by neutral and even laudable intentions, such as promoting work efficiency, thus rendering it potentially beneficial and constructive. Across three mixed-methods studies, we explore the motives behind employee time theft, develop and validate an instrument to assess these motives, and examine how they differentially predict time theft behavior. Specifically, in Study 1, we use a qualitative method and identify 11 types of time theft motives. Study 2 embarks on the development of measures of these motives, subsequently validating their factor structure. Study 3 examines their incremental variance in predicting time theft behavior by controlling for personality and demographic variables. Overall, these studies reveal that employees' engagement in time theft can be driven not solely by self-oriented motives but also by others- and work-oriented motives. Further, each of these motives provides incremental value in understanding time theft behavior. Implications for both research and practice emanating from these findings are also discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"256-281"},"PeriodicalIF":9.4,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141901890","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 influence of friends' person-organization fit during recruitment. 招募过程中朋友的人-组织契合度的影响。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-08-08 DOI: 10.1037/apl0001226

David W Sullivan, Brian W Swider

{"title":"The influence of friends' person-organization fit during recruitment.","authors":"David W Sullivan, Brian W Swider","doi":"10.1037/apl0001226","DOIUrl":"10.1037/apl0001226","url":null,"abstract":"Although recruitment and perceptions of fit are inherently social-as they reflect the interactions between applicants and recruiting firms-applicants' social networks during recruitment can exert both positive and potentially negative consequences for subsequent applicant perceptions and behaviors. In this study, we examine the role of applicants' friends' perceptions of fit with the same recruiting organizations. Integrating ideas from social information processing theory and the person-organization (P-O) fit literature, we argue that friends' P-O fit perceptions drive social learning and social influence processes for applicants, thus predicting applicant perceptions and behaviors toward recruiting firms. In addition, we posit that the direct and indirect relationships between friends' P-O fit perceptions and applicants' own fit perceptions and job choices with recruiting firms are further strengthened by how centrally connected applicants are within their friend networks. Using a sample of 576 applicant-firm observations from 178 job applicants, we found that friends' P-O fit perceptions are positively related to applicant P-O fit perceptions and job choice decisions. Furthermore, applicants' position in their network-assessed via applicants' outdegree centrality within their friend group-strengthened the relationship between friends' P-O fit and applicant P-O fit as well as with their job choice decisions. Our research provides important theoretical and empirical findings on the influence of applicants' friends during recruitment. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"238-255"},"PeriodicalIF":9.4,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141901889","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