Journal of Applied Psychology最新文献_第6页

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 : 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":"https://doi.org/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) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-09-30","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

Are automated video interviews smart enough? Behavioral modes, reliability, validity, and bias of machine learning cognitive ability assessments. 自动视频面试够智能吗？机器学习认知能力评估的行为模式、可靠性、有效性和偏差。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-26 DOI: 10.1037/apl0001236

Louis Hickman,Louis Tay,Sang Eun Woo

{"title":"Are automated video interviews smart enough? Behavioral modes, reliability, validity, and bias of machine learning cognitive ability assessments.","authors":"Louis Hickman,Louis Tay,Sang Eun Woo","doi":"10.1037/apl0001236","DOIUrl":"https://doi.org/10.1037/apl0001236","url":null,"abstract":"Automated video interviews (AVIs) that use machine learning (ML) algorithms to assess interviewees are increasingly popular. Extending prior AVI research focusing on noncognitive constructs, the present study critically evaluates the possibility of assessing cognitive ability with AVIs. By developing and examining AVI ML models trained to predict measures of three cognitive ability constructs (i.e., general mental ability, verbal ability, and intellect [as observed at zero acquaintance]), this research contributes to the literature in several ways. First, it advances our understanding of how cognitive abilities relate to interviewee behavior. Specifically, we found that verbal behaviors best predicted interviewee cognitive abilities, while neither paraverbal nor nonverbal behaviors provided incremental validity, suggesting that only verbal behaviors should be used to assess cognitive abilities. Second, across two samples of mock video interviews, we extensively evaluated the psychometric properties of the verbal behavior AVI ML model scores, including their reliability (internal consistency across interview questions and test-retest), validity (relationships with other variables and content), and fairness and bias (measurement and predictive). Overall, the general mental ability, verbal ability, and intellect AVI models captured similar behavioral manifestations of cognitive ability. Validity evidence results were mixed: For example, AVIs trained on observer-rated intellect exhibited superior convergent and criterion relationships (compared to the observer ratings they were trained to model) but had limited discriminant validity evidence. Our findings illustrate the importance of examining psychometric properties beyond convergence with the test that ML algorithms are trained to model. We provide recommendations for enhancing discriminant validity evidence in future AVIs. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"217 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2024-09-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142324992","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

Enhancing team crafting through proactive motivation: An intervention study. 通过积极主动的激励加强团队合作：一项干预研究。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-26 DOI: 10.1037/apl0001220

Jeroen P de Jong,Inge De Clippeleer,Ans De Vos

{"title":"Enhancing team crafting through proactive motivation: An intervention study.","authors":"Jeroen P de Jong,Inge De Clippeleer,Ans De Vos","doi":"10.1037/apl0001220","DOIUrl":"https://doi.org/10.1037/apl0001220","url":null,"abstract":"Although the literature on individual job crafting has proliferated over the past decade, research on the collaborative crafting efforts of organizational teams has lagged behind, which is surprising given the prominence of team-based arrangements in contemporary work and the importance of team proactivity in today's business environment. Drawing on proactive motivation theory and the literature on proactive performance in teams, this article presents a large-scale intervention study aimed at increasing team proactive motivation, including a pretest/posttest control group with 96 teams and 1,077 employees. We study the extent to which a team proactive motivation intervention is associated with changes in three dimensions of team crafting (task team crafting, relational team crafting, and cognitive team crafting) at both 6 months and 1 year after the intervention. We also examine the mediating role of change in the three team-level crafting dimensions in explaining the association between the intervention and change in team performance over time. Our results show that the intervention is positively associated with change in all three forms of team crafting. Furthermore, change in team crafting positively associates with change in team performance 6 months and 1 year after the intervention. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"51 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2024-09-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142324990","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

Understanding the impact of witnessed workplace mistreatment: A meta-analysis of observer deontic reactions and employee outcomes. 了解目睹工作场所虐待的影响：对观察者行为反应和员工结果的荟萃分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-26 DOI: 10.1037/apl0001239

Zhanna Lyubykh,Rui Zhong,The Ton Vuong,Sandra L Robinson,M Sandy Hershcovis

{"title":"Understanding the impact of witnessed workplace mistreatment: A meta-analysis of observer deontic reactions and employee outcomes.","authors":"Zhanna Lyubykh,Rui Zhong,The Ton Vuong,Sandra L Robinson,M Sandy Hershcovis","doi":"10.1037/apl0001239","DOIUrl":"https://doi.org/10.1037/apl0001239","url":null,"abstract":"This meta-analysis aims to understand the impact of witnessed workplace mistreatment. Bringing together two streams of research, it examines (a) the boundary conditions of observer reactions that reflect a principled moral disapproval of violations of interpersonal justice (i.e., deontic reactions) and (b) the extent to which witnessed mistreatment explains incremental variance in a range of employee outcomes beyond the effects of experienced mistreatment. The results demonstrate that observer psychological and behavioral deontic reactions are not straightforward. For example, while observers have negative reactions toward perpetrators, they fail to intervene and have mixed reactions toward targets. Findings from a series of moderator analyses illuminate the role of perpetrator rank, mistreatment severity, and study context in explaining these disparate observer deontic reactions. Further, although experienced mistreatment explains more variance in most employee outcomes than witnessed mistreatment, witnessed mistreatment still has a unique and sizable contribution. The implications of these findings and future directions for research on witnessed mistreatment are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"35 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2024-09-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142324989","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

Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior. 眼不见，心不烦：高层次的理解如何降低降低风险行为的道德框架。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-26 DOI: 10.1037/apl0001219

Salvatore J Affinito,David A Hofmann,Jonathan E Keeney

{"title":"Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.","authors":"Salvatore J Affinito,David A Hofmann,Jonathan E Keeney","doi":"10.1037/apl0001219","DOIUrl":"https://doi.org/10.1037/apl0001219","url":null,"abstract":"Organizational failures often cause significant harm to employees, the organization itself, and the environment. Investigations of failures consistently highlight how key employees behaved in (perhaps unintentionally) unethical ways that de-prioritized safety, such as investing fewer resources in safety (vs. other priorities) over time. Drawing on these investigations, we suggest a previously underexplored theme could explain why organizational failures persist and why employees did not \"see\" the potential for their behaviors to cause harm to others: Employees were distanced from where the harm eventually occurred, either in terms of space (e.g., being located miles away from the job site) or time (e.g., making decisions that would not have impacts for months or years). We use construal level theory to investigate how the way employees construe where work occurs-defined as work context construal-influences perceptions of harm and the ethical framing of risk-mitigating behaviors. We hypothesize that high-level (abstract) work context construals (vs. low-level, concrete ones) reduce perceptions of potential harm which, in turn, leads to framing risk-mitigating behaviors as less of an ethical obligation. Six studies-a correlational survey of aviation employees (Study 1), field experiments with offshore drilling employees (Study 2A) and health care workers (Study 2B), a preregistered experiment with nurses (Study 3), and two supplemental studies (Studies 4A/B)-support our hypotheses. We discuss implications of this research for understanding organizational failures, particularly in a world where technology increasingly enables employees to monitor complex and high-risk work occurring many miles away, or on the other side of the world. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"36 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2024-09-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142324991","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

Does what others can(not) see really matter? The relationship between leadership Arena-Reputation-Identity (LARI) model and leader effectiveness. 别人能（不能）看到的东西真的重要吗？领导竞技场-声誉-身份（LARI）模型与领导者效能之间的关系。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-26 DOI: 10.1037/apl0001238

Andrew C Loignon,John W Fleenor,Stephen Jeong,David J Woehr

{"title":"Does what others can(not) see really matter? The relationship between leadership Arena-Reputation-Identity (LARI) model and leader effectiveness.","authors":"Andrew C Loignon,John W Fleenor,Stephen Jeong,David J Woehr","doi":"10.1037/apl0001238","DOIUrl":"https://doi.org/10.1037/apl0001238","url":null,"abstract":"Leadership scholars recognize that there is value in capturing how leaders view themselves and how they are viewed by others. Recently, the leadership Arena-Reputation-Identity (LARI) model has been advanced as a means of more precisely capturing the shared and unique perspectives that underlie multisource ratings of leadership. Despite its strengths, several critical questions pertaining to this model remain unanswered: (1) Does the wealth of information provided by the LARI model have any bearing on the effectiveness of a leader? (2) Does the amount of variance explained by a particular source within the LARI model depend on the observability of the leadership dimension being rated? (3) Does the LARI model generalize to the upper echelon of the firms (i.e., senior executives) while also accommodating additional source effects (i.e., board members)? Drawing on multisource ratings of 491 senior executives' leadership competencies, as well as a team-based assessment of their effectiveness, we first conceptually and empirically extend this Model 1 that can accommodate predictive relationships, that is, LARI (S-1) model, and then find that the LARI (S-1) model functions well as a means of conceptualizing multisource ratings of leadership (even in a distinct context and additional sources of ratings). We also find that the LARI (S-1) model captures a significant, and at times, substantial portion of variability in leader effectiveness. Our results also suggest that the extent to which a particular source of leadership ratings predicts a leader's effectiveness is based, in part, on the observability of the leadership dimension being assessed. Implications and future directions are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"25 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2024-09-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142324995","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

Seeing value in novelty: Manager and employee social networks as keys in managers' idea evaluation and implementation decisions. 从新颖中看到价值：经理和员工社交网络是经理评估和实施创意决策的关键。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-23 DOI: 10.1037/apl0001227

Vijaya Venkataramani, Shuye Lu, Kathryn M Bartol, Xiaoming Zheng, Dan Ni

{"title":"Seeing value in novelty: Manager and employee social networks as keys in managers' idea evaluation and implementation decisions.","authors":"Vijaya Venkataramani, Shuye Lu, Kathryn M Bartol, Xiaoming Zheng, Dan Ni","doi":"10.1037/apl0001227","DOIUrl":"https://doi.org/10.1037/apl0001227","url":null,"abstract":"Employees' novel ideas often do not get recognized or valued by their managers, thus precluding these ideas from benefiting the organization. Drawing on the social-cognitive model of creativity evaluation (Zhou & Woodman, 2003) and integrating it with a social network (N/W) lens, this article investigates how characteristics of the social networks of managers and employees play a role in influencing managers' valuation of and willingness to implement novel employee ideas. In three studies-an experimental study manipulating idea novelty and the functional diversity of idea evaluators' (i.e., managers') network, and two network field studies (with managers evaluating actual product ideas generated by employees)-we document how managers generally disfavor novelty and, therefore, are unwilling to implement novel yet useful ideas. However, we find that managers' advice network diversity and employees' centrality in the advice network among their peers help mitigate this negative effect. Managers are able to better appreciate the value of novel ideas when they have more diverse networks and when idea-proposing employees have high centrality in their peer network. Theoretical and practical implications of these findings are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142287977","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 : 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":"https://doi.org/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) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-09-23","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

Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET). 全人适应性评估：利用职业信息网（O*NET）整合兴趣、价值观、技能、知识和个性。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-09 DOI: 10.1037/apl0001232

Zihan Liu,Kevin A Hoff,Chu Chu,Frederick L Oswald,James Rounds

{"title":"Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).","authors":"Zihan Liu,Kevin A Hoff,Chu Chu,Frederick L Oswald,James Rounds","doi":"10.1037/apl0001232","DOIUrl":"https://doi.org/10.1037/apl0001232","url":null,"abstract":"Measuring person-occupation fit serves many important purposes, from helping young people explore majors and careers to helping jobseekers assess fit with available jobs. However, most existing fit measures are limited in that they focus on single individual difference domains without considering how fit may differ across multiple domains. For example, a jobseeker might be highly interested in a job, yet not possess the requisite skills or knowledge to perform the job well. The current research addresses this issue by evaluating an integrative set of person-occupation fit assessments that measure 88 fit dimensions across five domains: vocational interests, work values, knowledge, skills, and personality. These measures were either newly developed or adapted from existing assessments to directly correspond with occupational variables from the Occupational Information Network database. Across three studies with diverse samples, we obtained extensive reliability and validity evidence to evaluate the fit assessments. Results consistently showed that integrating across fit domains led to practical improvements in predictions of relevant outcomes, including career choice and subjective and objective career success. However, some fit measures (i.e., interests and knowledge) were generally more predictive of outcomes than others (i.e., personality), thus warranting greater consideration for use in research and applied contexts. We discuss how our results advance theoretical and practical knowledge concerning the measurement of person-occupation fit in the modern labor market. Moreover, to inspire additional research and applications involving whole-person fit measurement, we made all newly developed fit assessments publicly available, providing guidance for using them with the Occupational Information Network database. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"48 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2024-09-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142165984","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

Subordinate-to-supervisor relational identification: A meta-analytic review. 下属对上司的关系认同：元分析综述。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-01 Epub Date: 2024-02-15 DOI: 10.1037/apl0001169

Yufei Zhong, David M Sluss, Katie L Badura

{"title":"Subordinate-to-supervisor relational identification: A meta-analytic review.","authors":"Yufei Zhong, David M Sluss, Katie L Badura","doi":"10.1037/apl0001169","DOIUrl":"10.1037/apl0001169","url":null,"abstract":"Although subordinate-to-supervisor relational identification (RI) has gained significant scholarly attention in organizational research, an understanding of its nomological network is incomplete. There have also been recurring discussions about its distinctions with another more extensively researched relational construct-leader-member exchange (LMX). In this meta-analysis, we expand Sluss and Ashforth's (2007) typology, going beyond the influence of the supervisor, to systematically study the antecedents and consequences of RI and its comparison with LMX. Meta-analytic results based on 157 independent samples demonstrate that positive leader behaviors that span role-based and person-based identities (e.g., transformational leadership, supervisor humility) are important antecedents of subordinate-to-supervisor RI, with effects contingent on subordinates' national culture (i.e., collectivism and power distance). Although less hypothesized, relational and organizational contexts as well as subordinate characteristics are also important antecedents of subordinate-to-supervisor RI. The results further show that RI relates to important subordinate behaviors and attitudes. Finally, we test how RI and LMX have differing effects across these important subordinate attitudes and behaviors. We conclude with suggestions to enhance our understanding of RI. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1431-1460"},"PeriodicalIF":9.4,"publicationDate":"2024-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139735243","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