Journal of Applied Psychology最新文献_第7页

A stimulus-based model of the team adaptation process: An integrated conceptual review. 基于刺激的团队适应过程模型：综合概念回顾。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-10-07 DOI: 10.1037/apl0001237

Matthew J Pearsall,Jessica Siegel Christian,Natalie Croitoru

{"title":"A stimulus-based model of the team adaptation process: An integrated conceptual review.","authors":"Matthew J Pearsall,Jessica Siegel Christian,Natalie Croitoru","doi":"10.1037/apl0001237","DOIUrl":"https://doi.org/10.1037/apl0001237","url":null,"abstract":"As organizations face constant pressures to respond to changing situations and emergent demands, team members are frequently called upon to change their processes and routines and adapt to new ways of working together. In examining adaptation, most researchers have taken a behavior-driven approach where they collapse across the many types of adaptive demands teams face and rely on traditional input-process-outcome frameworks (e.g., Hackman, 1987; McGrath, 1984) to isolate specific behavioral responses. However, this perspective has resulted in several critical limitations. There are key differences in the way teams must collectively respond to different types of adaptive stimuli to be successful, and current research cannot account for or differentiate adaptive demands by stimulus type and needed responses. In this integrated conceptual review, we address these limitations and develop a novel, stimulus-based phase model of team adaptation. We examine studies across our newly developed stimulus detection, urgency identification, and duration assessment phases, and through the team's adaptive response, adaptive performance, and learning from the experience. We integrate research within each phase of the adaptive process, highlighting factors that demonstrate what successful team adaptation \"looks like,\" and describe future avenues of research to address key issues within each phase. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"58 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2024-10-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142386307","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 cognitive cost of going the extra mile: How striving for improvement relates to cognitive performance. 额外努力的认知成本：追求进步与认知表现的关系。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-10-01 Epub Date: 2024-05-23 DOI: 10.1037/apl0001199

Mouna El Mansouri, Karoline Strauss, Doris Fay, Julia Smith

{"title":"The cognitive cost of going the extra mile: How striving for improvement relates to cognitive performance.","authors":"Mouna El Mansouri, Karoline Strauss, Doris Fay, Julia Smith","doi":"10.1037/apl0001199","DOIUrl":"10.1037/apl0001199","url":null,"abstract":"Organizations are increasingly expecting individuals to engage in task proactivity, that is, to find better ways of doing their job. While prior research has demonstrated the benefits of task proactivity, little is known about its cognitive costs. To investigate this issue, we build theory on how task proactivity affects end-of-day cognitive performance. We propose that task proactivity involves deviating from established ways of working and engaging in cognitively demanding activities requiring high levels of mental effort, which manifest as an erosion of end-of-day cognitive performance. In two daily diary studies, we found that individuals engaging in task proactivity experience lower end-of-day cognitive performance (Study 1 over five consecutive workdays: n = 163, k = 701; Study 2 with multiple daily assessments over seven consecutive workdays: n = 93, k = 471), even when controlling for task performance (Study 1) and beginning-of-day cognitive performance (Study 2). In two experiments, we then show that simulating task proactivity results in greater mental effort and lower routineness but not in greater ego depletion (Study 3: N = 318 and Study 4: N = 319) or increased self-control demands, -effort, or -motivation (Study 4). This provides support for our proposed cognitive pathway. Our findings enhance our understanding of the cognitively demanding nature of task proactivity and provide empirical support for its cognitive costs using a mental fatigue lens. They also suggest that the impact of a cognitively demanding activity like task proactivity may persist throughout the day and carry over to other tasks involving cognitive performance. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1592-1610"},"PeriodicalIF":9.4,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141081663","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

Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests' role in the validity-diversity trade-off. 从更新的人员遴选元分析矩阵中获得的启示：重新审视一般智力测验在有效性与多样性权衡中的作用。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-10-01 Epub Date: 2024-05-02 DOI: 10.1037/apl0001203

Christopher M Berry, Filip Lievens, Charlene Zhang, Paul R Sackett

{"title":"Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests' role in the validity-diversity trade-off.","authors":"Christopher M Berry, Filip Lievens, Charlene Zhang, Paul R Sackett","doi":"10.1037/apl0001203","DOIUrl":"10.1037/apl0001203","url":null,"abstract":"General mental ability (GMA) tests have long been at the heart of the validity-diversity trade-off, with conventional wisdom being that reducing their weight in personnel selection can improve adverse impact, but that this results in steep costs to criterion-related validity. However, Sackett et al. (2022) revealed that the criterion-related validity of GMA tests has been considerably overestimated due to inappropriate range restriction corrections. Thus, we revisit the role of GMA tests in the validity-diversity trade-off using an updated meta-analytic correlation matrix of the relationships six selection methods (biodata, GMA tests, conscientiousness tests, structured interviews, integrity tests, and situational judgment tests) have with job performance, along with their Black-White mean differences. Our results lead to the conclusion that excluding GMA tests generally has little to no effect on validity, but substantially decreases adverse impact. Contrary to popular belief, GMA tests are not a driving factor in the validity-diversity trade-off. This does not fully resolve the validity-diversity trade-off, though: Our results show there is still some validity reduction required to get to an adverse impact ratio of .80, although the validity reduction is less than previously thought. Instead, it shows that the validity-diversity trade-off conversation should shift from the role of GMA tests to that of other selection methods. The present study also addresses which selection methods now emerge as most valid and whether composites of selection methods can result in validities similar to those expected prior to Sackett et al. (2022). (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1611-1634"},"PeriodicalIF":9.4,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140861395","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

All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals. 复制得好，一切都好：主要组织科学期刊中报告的调节和交互效应的可复制性。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-10-01 Epub Date: 2024-05-09 DOI: 10.1037/apl0001197

Marcus Crede, Lukas K Sotola

引用次数: 0

Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats. 未被注意到的问题和被忽视的机会：在模棱两可的威胁下，员工如何以及何时不开口说话。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-10-01 Epub Date: 2024-05-16 DOI: 10.1037/apl0001210

Hyunsun Park, Subrahmaniam Tangirala, Srinivas Ekkirala, Apurva Sanaria

{"title":"Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.","authors":"Hyunsun Park, Subrahmaniam Tangirala, Srinivas Ekkirala, Apurva Sanaria","doi":"10.1037/apl0001210","DOIUrl":"10.1037/apl0001210","url":null,"abstract":"Organizations often need to deal with ambiguous threats, which are complex, unprecedented, and difficult-to-predict events that hold the potential to cause harm. Drawing on the attention-based view of work behavior, we propose that employees do not always remain vigilant to such threats. Consequently, we argue that, in the face of those threats, employees can fail to notice or recognize problems or vulnerabilities in their organizations' work processes or products that can hinder coping. We posit that this effect is, paradoxically, more pronounced when employees are working with trustworthy managers who are perceived as capable and focused enough on the well-being of their units to adequately deal with work challenges. Thereby, we highlight that employees may overlook problems and thus not speak up, precisely when their input is highly desired to address ambiguous threats and can be effectively used by competent and caring managers. Using a combination of field surveys and preregistered experiments, we demonstrate support for our arguments. In the process, we present an alternative attention-based perspective to the voice literature that has so far predominantly focused on cost-benefit-based explanations (i.e., how employees evaluate the perceived costs of speaking up vs. presumed benefits) when describing hurdles to employee voice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1571-1591"},"PeriodicalIF":9.4,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140944573","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