Journal of Applied Psychology最新文献_第7页

Shared leadership and team creativity: Examining effects of shared leadership level and concentration and the countervailing mechanisms. 共享领导与团队创造力：共享领导水平与集中度的影响及抵消机制研究。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-19 DOI: 10.1037/apl0001258

Junfeng Wu, Zhen Zhang, Lynda Jiwen Song, Li Zhu

{"title":"Shared leadership and team creativity: Examining effects of shared leadership level and concentration and the countervailing mechanisms.","authors":"Junfeng Wu, Zhen Zhang, Lynda Jiwen Song, Li Zhu","doi":"10.1037/apl0001258","DOIUrl":"10.1037/apl0001258","url":null,"abstract":"Integrating insights from team hierarchy literature and shared leadership research, we propose and test a model that illuminates the positive and negative team processes through which shared leadership relates to team creativity. We use a social network lens to examine both shared leadership level (indexed by team density of informal leadership ties) and shared leadership concentration (indexed by team centralization of such ties). With a sample of 136 work teams and three waves of surveys, we found that shared leadership concentration weakens the positive effect of shared leadership level on team creativity. We explicated the positive and negative mediating roles played by team information elaboration and team status conflict, respectively. Our findings show that shared leadership concentration serves as an enabler or inhibitor on which mediating mechanism is at play, such that when shared leadership concentration is higher, there is a negative indirect effect of shared leadership level on team creativity via team status conflict. By contrast, when shared leadership concentration is lower, shared leadership level has a positive indirect effect on team creativity via team information elaboration. Our work provides nuanced insights into how to maximize the potential benefits of shared leadership in enhancing team creativity. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142853861","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

Dynamic and reciprocal relations between job insecurity and physical and mental health. 工作不安全感与身心健康之间的动态互惠关系。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-16 DOI: 10.1037/apl0001259

Cort W Rudolph, Mindy K Shoss, Hannes Zacher

{"title":"Dynamic and reciprocal relations between job insecurity and physical and mental health.","authors":"Cort W Rudolph, Mindy K Shoss, Hannes Zacher","doi":"10.1037/apl0001259","DOIUrl":"10.1037/apl0001259","url":null,"abstract":"This article reports the results of a 33-wave longitudinal study of relations between job insecurity and physical and mental health based on monthly data collected between April 2020 and December 2022 among n = 1,666 employees in Germany. We integrate dynamic theorizing from the transactional stress model and domain-specific theorizing based on stressor creation and perception to frame hypotheses regarding dynamic and reciprocal relations between job insecurity and health over time. We find that lower physical health predicted subsequent increases in job insecurity and higher physical health predicted subsequent decreases in job insecurity. However, job insecurity did not have a significant influence on physical health. Furthermore, higher job insecurity predicted subsequent decreases in mental health, and higher mental health predicted subsequent decreases in job insecurity. This pattern of findings suggests a dynamic and reciprocal within-person process wherein positive deviations from one's average trajectory of job insecurity are associated with subsequently lower levels of mental health and vice versa. We additionally find evidence for linear trends in these within-person processes themselves, suggesting that the strength of the within-person influence of job insecurity on mental health becomes more strongly negative over time (i.e., a negative amplifying cycle). This research provides practical insights into job insecurity as a health threat and shows how concerns about job loss following deteriorations in physical and mental health serve to further threaten well-being. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142828751","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

Precommitment can allow decision makers to maintain trust when de-escalating commitment. 预先承诺可以让决策者在降低承诺时保持信任。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-12 DOI: 10.1037/apl0001243

Ariella S Kristal, Charles A Dorison

{"title":"Precommitment can allow decision makers to maintain trust when de-escalating commitment.","authors":"Ariella S Kristal, Charles A Dorison","doi":"10.1037/apl0001243","DOIUrl":"https://doi.org/10.1037/apl0001243","url":null,"abstract":"Following through on commitments builds trust. However, blind adherence to a prior course of action can undermine key organizational objectives. How can this challenge be resolved? Four primary experiments and five supplemental experiments (collective N = 7,759, all preregistered) reveal an effective communication strategy: precommitment (i.e., a public pledge to change course conditional on a concrete future state of the world). In the presence (vs. absence) of precommitment, observers deemed decision makers who de-escalated commitment as more trustworthy. This effect held across the roles of the decision makers (entrepreneurs vs. established leaders), the relationship with the decision makers (follower vs. third-party observer), contexts (consumer products vs. infrastructure projects), and measures (perceived integrity vs. incentivized behavior). These benefits for integrity were attenuated when the precommitment was to a vague future action or was not conditional on a concrete future state of the world. Finally, results revealed that precommitment can yield a negative externality: undermining perceived confidence and motivation among followers at a project's inception. Altogether, our work provides a nuanced perspective on a communication strategy decision makers can use to align short-term personal incentives (i.e., reputation management) and long-term organizational incentives (i.e., value maximization). (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142818024","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-performance work system and organizational resilience process: The case of firms during a global crisis. 高绩效工作系统与组织复原过程：全球危机中的企业案例。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001208

Mijeong Kim, Inseong Jeong, Johngseok Bae, Yaping Gong

{"title":"High-performance work system and organizational resilience process: The case of firms during a global crisis.","authors":"Mijeong Kim, Inseong Jeong, Johngseok Bae, Yaping Gong","doi":"10.1037/apl0001208","DOIUrl":"10.1037/apl0001208","url":null,"abstract":"Owing to consecutive global crises (e.g., the COVID-19 pandemic, multiple regional wars), interest has grown in understanding and promoting organizational resilience. There is scant knowledge about how a human resource management (HRM) system can foster organizational resilience. This study examines the role of a high-performance work system in the organizational resilience process during the COVID-19 pandemic. We focus on two properties of the resilience process: stability during the jolt phase and flexibility during the turnaround phase. We test our hypotheses using quarterly sales data from 268 Korean firms during the COVID-19 pandemic. Our findings show that an high-performance work system reduces the severity of loss during the jolt phase (i.e., it maintains stability) through an increased climate of trust and enhances the scale of recovery during the turnaround phase (i.e., it improves flexibility) through an increased climate of innovation. We advance research on HRM, organizational resilience, and crisis management, showing how an HRM system can foster two essential properties for the resilience process to unfold effectively over time after the onset of a crisis. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1994-2014"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633615","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

Employee benefit availability, use, and subjective evaluation: A meta-analysis of relationships with perceived organizational support, affective organizational commitment, withdrawal, job satisfaction, and well-being. 员工福利的提供、使用和主观评价：与感知组织支持、情感组织承诺、退出、工作满意度和幸福感之间关系的荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001202

Yeong-Hyun Hong, Michael T Ford, Jaehee Jong

{"title":"Employee benefit availability, use, and subjective evaluation: A meta-analysis of relationships with perceived organizational support, affective organizational commitment, withdrawal, job satisfaction, and well-being.","authors":"Yeong-Hyun Hong, Michael T Ford, Jaehee Jong","doi":"10.1037/apl0001202","DOIUrl":"10.1037/apl0001202","url":null,"abstract":"Employee benefits constitute 38.1% of compensation costs, representing a sizeable investment in the workforce. Unlike other forms of support that depend on the actions of individuals throughout the organization, benefits can be changed through decisions at the highest level and influence employees throughout the company. Yet, the literature on benefits has been largely disjointed, resulting in theoretical ambiguity and practical questions about the role of employee benefit experiences in individual employee outcomes. To inform theory and practice, we organized the benefits literature using social exchange theory as a framework and conducted a meta-analysis on the relationships of employee benefit availability, use, and subjective evaluation with perceived organizational support, employee attitudes, and well-being. Our review (k = 134, N = 260,604) found unique relationships between the availability and subjective evaluation of employee benefits and affective organizational commitment, withdrawal intentions, job satisfaction, and well-being, with these relationships partially mediated by perceived organizational support. Benefit use contributed little to these outcomes beyond benefit availability and subjective evaluation. Benefit subjective evaluation was also more strongly related to most outcomes than were benefits availability and use. These relationships varied across types of benefits, with training benefits more strongly related to job satisfaction and health care and retirement benefits more strongly related to turnover intentions. Altogether, this meta-analysis integrates the empirical literature on employee benefits and highlights the implications of benefit experiences and types for the employee-organization relationship and employee well-being. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1921-1947"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633613","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

Looking inside the black box of gender differences in creativity: A dual-process model and meta-analysis. 揭开创造力性别差异的黑匣子：双重过程模型和荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-29 DOI: 10.1037/apl0001205

Joohyung Jenny Kim, Manuel J Vaulont, Zhen Zhang, Kris Byron

{"title":"Looking inside the black box of gender differences in creativity: A dual-process model and meta-analysis.","authors":"Joohyung Jenny Kim, Manuel J Vaulont, Zhen Zhang, Kris Byron","doi":"10.1037/apl0001205","DOIUrl":"10.1037/apl0001205","url":null,"abstract":"Although prior work has characterized creativity as a primarily agentic endeavor, we diverge from this perspective and argue for agentic and communal pathways to creativity that offer unique advantages to each gender. We draw from social role theory to predict that risk-taking and empathic tendencies-as agentic and communal mechanisms, respectively-help explain how gender influences creativity. We also identify contextual moderators that can strengthen the communal pathway-predicting a more positive relationship between empathic tendency and creativity as well as a stronger indirect effect via empathic tendency when the tasks demand perspective-taking and when usefulness is explicitly incorporated in creativity assessment. With a meta-analysis of 753 independent samples (265,762 individuals), we find support for a communal pathway (i.e., women are creative via empathic tendency) and for an agentic pathway (i.e., men are creative via risk-taking tendency). We also find that the communal pathway is stronger when usefulness is explicitly incorporated in creativity assessment. Task demands for perspective-taking did not show a moderating effect. Taken together, our findings provide a more balanced account of the gender-creativity relationship, demonstrate why men and women differ in creativity and when women can leverage the communal mechanism to enhance creativity, and inform theory and practice towards a more gender-equitable workplace. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1861-1900"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141788140","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

Making the grade? A meta-analysis of academic performance as a predictor of work performance and turnover. 做出成绩？将学习成绩作为工作表现和离职预测因素的荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-08-26 DOI: 10.1037/apl0001212

Chad H Van Iddekinge, John D Arnold, Sara J Krivacek, Rachel E Frieder, Philip L Roth

{"title":"Making the grade? A meta-analysis of academic performance as a predictor of work performance and turnover.","authors":"Chad H Van Iddekinge, John D Arnold, Sara J Krivacek, Rachel E Frieder, Philip L Roth","doi":"10.1037/apl0001212","DOIUrl":"10.1037/apl0001212","url":null,"abstract":"Many organizations assess job applicants' academic performance (AP) when making selection decisions. However, researchers and practitioners recently have suggested that AP is not as relevant to work behavior as it used to be due to factors such as grade inflation and increased differences between academic and work contexts. The present meta-analysis examines whether, and under what conditions, AP is a useful predictor of work behavior. Mean correlations (corrected for error in the criterion) between AP and outcomes were .21 for job performance (k = 114), .34 for training performance (k = 8), and -.02 for turnover (k = 20). There was considerable heterogeneity in validity estimates for job performance (80% credibility interval [.04, .37]). Moderator analyses revealed that AP is a better predictor of performance (a) for AP measures that are more relevant to students' future jobs, (b) for professor ratings of AP than for grades and class rank, (c) for samples that include applicants from the same university or from the same major, and (d) for official records of AP than for applicant self-reports. Job relevance was the strongest and most consistent moderator with operational validities in the .30s and .40s for measures that assessed AP in major-specific courses or courses in which students are evaluated on behaviors relevant to their future jobs (e.g., practicum classes). Overall, researchers and organizations should carefully consider whether and how AP is relevant to particular jobs and outcomes, as well as use designs and measures that optimize the predictive value of AP. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1972-1993"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142072895","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

Work-family conflict and strain: Revisiting theory, direction of causality, and longitudinal dynamism. 工作与家庭的冲突和压力：重新审视理论、因果关系方向和纵向动态。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001204

Anna Z Brzykcy, Mikko Rönkkö, Stephan A Boehm, Tim M Goetz

{"title":"Work-family conflict and strain: Revisiting theory, direction of causality, and longitudinal dynamism.","authors":"Anna Z Brzykcy, Mikko Rönkkö, Stephan A Boehm, Tim M Goetz","doi":"10.1037/apl0001204","DOIUrl":"10.1037/apl0001204","url":null,"abstract":"Does work-family conflict (WFC) cause psychological strain or vice versa? How long do these effects take to unfold? What is the role of persistent WFC (or strain) levels in these processes? Prior research has left some of these questions open: Our systematic review reveals that WFC-strain studies have primarily used short (e.g., hours) or long (e.g., years) measurement lags, leaving mid-long lags underexplored. Moreover, while many work-family theories imply long-term effects, prior longitudinal research has often relied on cross-lagged panel models that assume effects to be solely within-person, not considering persistent between-person differences. We tested this assumption in five three-wave survey studies (N = 26,133) with varying lags (1 day, 1 week, 1 month, 6 months, 1 year) and found it to fail in all cases. Employing the random-intercept crossed-lagged panel, a new approach in WFC research, our results indicate that the effects between WFC and strain (exhaustion, perceived stress, and affective rumination) depend primarily on longer term WFC (or strain) levels. In contrast, short-term deviations from these levels (within-person effects) play a minor role. These findings suggest that the effects between WFC and strain may be more persistent than previously assumed, opening avenues for further theoretical and empirical development. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1833-1860"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633626","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

Rudeness and team performance: Adverse effects via member social value orientation and coordinative team processes. 粗鲁与团队绩效：成员社会价值取向和团队协调过程的不利影响。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-25 DOI: 10.1037/apl0001213

Jake Gale, Amir Erez, Peter Bamberger, Trevor Foulk, Binyamin Cooper, Arieh Riskin, Pauline Schilpzand, Dana Vashdi

{"title":"Rudeness and team performance: Adverse effects via member social value orientation and coordinative team processes.","authors":"Jake Gale, Amir Erez, Peter Bamberger, Trevor Foulk, Binyamin Cooper, Arieh Riskin, Pauline Schilpzand, Dana Vashdi","doi":"10.1037/apl0001213","DOIUrl":"10.1037/apl0001213","url":null,"abstract":"A growing body of research shows that rudeness negatively affects individual functioning and performance. Considerably less is known about how rudeness affects team processes and outcomes. In a series of five studies aimed at extending theories of the social-cognitive implications of rudeness to the team level, we show that rudeness is detrimental to team functioning. Using an experimental design, Study 1 shows that teams encountering rudeness perform worse than other teams. Study 2, a medical simulation study, explains this effect by showing that medical teams exposed to rudeness are less likely than other teams to share information and workload and, in turn, execute a variety of medical procedures less well. Studies 3a and 3b highlight the mediating role played by social value orientation (SVO), demonstrating that rudeness elicits these effects by diminishing members' SVO (i.e., making team members less prosocial and more pro-self). In turn, Study 4 shows that rudeness-diminished SVO explains reduced information sharing in teams. Finally, Study 5, a laboratory study, tests a full serial mediation model, demonstrating that rudeness decreases team members' SVO, which in turn reduces team information sharing and, as a result, encumbers team performance. Overall, these findings show that rudeness can have severe implications for team functioning and may even have life-threatening consequences. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1948-1971"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141758885","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

A longitudinal meta-analysis of range restriction estimates and general mental ability validity coefficients: Better addressing overcorrection amid decline effects. 范围限制估计值和一般智力能力有效性系数的纵向荟萃分析：更好地解决下降效应中的过度矫正问题。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-25 DOI: 10.1037/apl0001214

Piers Steel, Hadi Fariborzi

{"title":"A longitudinal meta-analysis of range restriction estimates and general mental ability validity coefficients: Better addressing overcorrection amid decline effects.","authors":"Piers Steel, Hadi Fariborzi","doi":"10.1037/apl0001214","DOIUrl":"10.1037/apl0001214","url":null,"abstract":"Psychometric corrections can be crucial for obtaining valid operational results, but concerns are rising about potential overcorrections for general mental ability (GMA) validity coefficients. Our two-part study identifies a source of overprediction: using national norms rather than recent local applicant pool variance for range restriction corrections. Study 1 demonstrates increasing homogeneity in Wonderlic occupational applicant pool variance across four data time waves, suggesting they are no longer interchangeable with the general working population, a divergence attributable to a rise in education. Study 2 employs the Morris meta-analytic approach to gauge the impact of using national norms over occupational ones in range restriction. An analysis of 649 GMA validity coefficients from four time waves of General Aptitude Test Battery and Wonderlic data shows a radical drop in corrected and uncorrected correlations, indicating that historical corrected GMA validity coefficients differ from contemporary ones by up to 16-fold (i.e., an R² of 42.3% vs. 2.6%), and range restriction corrections are now minimal in about 75% of cases. This drop in correlations appears due to the filtering effects of increased education, both due to the demands of the knowledge economy and credentialism, where organizations are using college or university degrees as a proxy for GMA. Credentialism is an incredibly inefficient form of GMA assessment, suggesting an urgent societal need to incorporate selection fundamentals more broadly. Altogether, these results indicate that labor market dynamics have a deeper impact on personnel selection than typically appreciated, meaning that many of our estimates have and will eventually age out. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1901-1920"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141758884","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