Journal of Applied Psychology最新文献_第8页

Examining the effectiveness of interventions to reduce discriminatory behavior at work: An attitude dimension consistency perspective. 研究减少工作中歧视行为的干预措施的有效性：态度维度一致性视角。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-08-29 DOI: 10.1037/apl0001215

Elaine Costa

{"title":"Examining the effectiveness of interventions to reduce discriminatory behavior at work: An attitude dimension consistency perspective.","authors":"Elaine Costa","doi":"10.1037/apl0001215","DOIUrl":"10.1037/apl0001215","url":null,"abstract":"Academic interest in reducing discrimination has produced substantial research testing interventions to mitigate biased outcomes. However, disparate findings and a scarcity of studies examining work-related behavioral measures make it challenging to determine which interventions are better suited to reduce workplace discrimination. Derived from the tripartite theory of attitudes and the principle of compatibility, I develop a conceptual model mapping the attitude focus of interventions and code studies in this literature from the past two decades for these common properties. Based on a meta-analysis of 70 articles totaling 208 effect sizes, I test this conceptual model, finding that it helps explain why some interventions to reduce discrimination yield superior outcomes relative to others. In particular, results indicate that passive interventions, such as short-term education or reminders of bias processes, are largely ineffective in shifting behavior. Conversely, the class of interventions that targets behavior directly by attempting to inhibit the manifestation of bias (e.g., making individuals accountable for their decisions or changing social norms) emerged as the most helpful category of interventions in this area. Overall, results support a key prediction of the attitude dimension consistency perspective, demonstrating that aligning the attitude dimension primarily targeted by an intervention and the outcome measured could lead to improved results in this area. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1669-1692"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107765","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 perceived lack of benevolence harms trust of artificial intelligence management. 缺乏仁慈的感知如何损害对人工智能管理的信任。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-05-30 DOI: 10.1037/apl0001200

Mingyu Li, T Bradford Bitterly

引用次数: 0

A person-centered approach to behaving badly at work: An examination of workplace deviance patterns. 以人为本解决工作中的不良行为：对工作场所偏差模式的研究。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-05-30 DOI: 10.1037/apl0001192

Bailey Bigelow, Jason Kautz, Nichelle C Carpenter, T Brad Harris

{"title":"A person-centered approach to behaving badly at work: An examination of workplace deviance patterns.","authors":"Bailey Bigelow, Jason Kautz, Nichelle C Carpenter, T Brad Harris","doi":"10.1037/apl0001192","DOIUrl":"10.1037/apl0001192","url":null,"abstract":"To investigate research questions surrounding workplace deviance, scholars have primarily applied variable-centered approaches, such as overall deviance measures or those that separate interpersonal deviance and organizational deviance. These approaches, however, ignore that individuals might employ more complex combinations of deviance behaviors that do not fit neatly within the existing variable frameworks. The present study explores whether person-centered deviance classes emerge in a comprehensive database of the prior studies. We then investigated whether these classes showed differences in antecedents and correlates in an independent sample of working adults from multiple industries. In Study 1, a multilevel latent class analysis of 20 independent samples and 6,218 individuals revealed five classes of workplace deviance, thus providing preliminary support for a person-centered approach. In Study 2, a time-lagged sample of 553 individuals showed the emergence of five classes that largely reflected the patterns found in Study 1. Study 2 points to meaningful differences between classes of deviance behaviors and antecedents, including abusive supervision, Openness, Conscientiousness, Agreeableness, Emotional Stability, and psychological entitlement; classes are also uniquely associated with correlates such as organizational citizenship behaviors, turnover intentions, job performance, and job satisfaction. Altogether, this work is an important first step toward understanding workplace deviance with a person-centered lens. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1742-1764"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141179679","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

Disentangling the relational approach to organizational justice: Meta-analytic and field tests of distinct roles of social exchange and social identity. 组织公正的关系方法：对社会交换和社会认同的不同作用进行元分析和实地检验。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-07-11 DOI: 10.1037/apl0001193

Zhenyu Liao, Nan Wang, Jinlong Zhu, Tingting Chen, Russell E Johnson

{"title":"Disentangling the relational approach to organizational justice: Meta-analytic and field tests of distinct roles of social exchange and social identity.","authors":"Zhenyu Liao, Nan Wang, Jinlong Zhu, Tingting Chen, Russell E Johnson","doi":"10.1037/apl0001193","DOIUrl":"10.1037/apl0001193","url":null,"abstract":"Social exchange- and social identity-based mechanisms have been commonly juxtaposed as two pivotal proxies of the relational approach for studying organizational justice. Despite their distinct theoretical roots, less is known about whether and how these two proximal mechanisms complement one another in accounting for justice effects on key outcomes. Tracing back to their disparate fundamental premises-\"reciprocity\" underpinning social exchanges and \"oneness\" underpinning identity construction-we attempt to disentangle the relative mediating effects of these two mechanisms. Our empirical testing hinges on one meta-analytic study with 105 independent samples (N = 29,868), coupled with one preregistered experience-sampling study with 1,941 cross-day observations over 3 weeks from 147 subordinate-supervisor pairs. Overall, we find that exchange-based mechanisms account for more of the indirect effect of justice on task performance, whereas identity-based mechanisms (particularly interdependent identity) account for more of the indirect effect of justice on counterproductive work behavior. Regarding the indirect effect on organizational citizenship behavior, identity-based mechanisms (particularly positive self-evaluations) and exchange-based mechanisms respectively present great utility between the two studies. By providing nuanced insight into the complementary yet distinct nature of these two prominent mechanisms, our research encourages a more granular theoretical approach for studying organizational justice effects. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1716-1741"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141590416","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

Personal narratives build trust across ideological divides. 个人叙事可以跨越意识形态的鸿沟，建立信任。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001201

David Hagmann, Julia A Minson, Catherine H Tinsley

{"title":"Personal narratives build trust across ideological divides.","authors":"David Hagmann, Julia A Minson, Catherine H Tinsley","doi":"10.1037/apl0001201","DOIUrl":"10.1037/apl0001201","url":null,"abstract":"Lack of trust is a key barrier to collaboration in organizations and is exacerbated in contexts when employees subscribe to different ideological beliefs. Across five preregistered experiments, we find that people judge ideological opponents as more trustworthy when opposing opinions are expressed through a self-revealing personal narrative than through either data or stories about third parties-even when the content of the messages is carefully controlled to be consistent. Trust does not suffer when explanations grounded in self-revealing personal narratives are augmented with data, suggesting that our results are not driven by quantitative aversion. Perceptions of trustworthiness are mediated by the speaker's apparent vulnerability and are greater when the self-revelation is of a more sensitive nature. Consequently, people are more willing to collaborate with ideological opponents who support their views by embedding data in a self-revealing personal narrative, rather than relying on data-only explanations. We discuss the implications of these results for future research on trust as well as for organizational practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1693-1715"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633616","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

Coping with work-nonwork stressors over time: A person-centered, multistudy integration of coping breadth and depth. 长期应对工作与非工作压力：以人为本，多研究整合应对的广度和深度。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-05-23 DOI: 10.1037/apl0001207

Catherine E Kleshinski, Kelly Schwind Wilson, Julia M Stevenson-Street, Lindsay Mechem Rosokha

{"title":"Coping with work-nonwork stressors over time: A person-centered, multistudy integration of coping breadth and depth.","authors":"Catherine E Kleshinski, Kelly Schwind Wilson, Julia M Stevenson-Street, Lindsay Mechem Rosokha","doi":"10.1037/apl0001207","DOIUrl":"10.1037/apl0001207","url":null,"abstract":"Coping is a dynamic response to stressors that employees encounter in their work and nonwork roles. Scholars have argued that it is not just whether employees cope with work-nonwork stressors-but how they cope-that matters. Indeed, prior research assumes that adaptive coping strategies-planning, prioritizing, positive reframing, seeking emotional and instrumental support-are universally beneficial, suggesting that sustaining high levels of these strategies is ideal. By returning to the roots of coping theory, we adopt a person-centered, dynamic approach using latent profile analysis and latent transition analysis across three multiwave studies (N = 1,370) to consider whether employees combine coping strategies and how remaining in or shifting between such combinations also matters. In a pilot study (N = 361), we explored profiles and their transitions during a time frame punctuated with macrolevel transitions that amplified employees' work-nonwork stressors (i.e., COVID-19), which revealed three profiles at Time 1 (comprehensive copers, emotion-focused copers, and individualistic copers) and a fourth profile at Time 2 (surviving copers). In Study 1 (N = 648), across all three time points, we replicated three profiles and found evidence for constrained copers instead of emotion-focused copers. In Study 2 (N = 361), across both time points, we replicated all four profiles from Study 1 and tested hypotheses regarding the profiles, their transition patterns, and implications of such patterns for work, well-being, and social functioning outcomes. Altogether, our work suggests that maintaining high-coping depth or increasing depth is generally beneficial, whereas maintaining or increasing coping breadth is generally harmful. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1765-1793"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141081660","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

Rumor has it: CEO gender and response to organizational denials. 有传言说首席执行官的性别与对组织否认的回应。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-11-01 Epub Date: 2024-06-03 DOI: 10.1037/apl0001206

Nicole Votolato Montgomery, Amanda P Cowen

{"title":"Rumor has it: CEO gender and response to organizational denials.","authors":"Nicole Votolato Montgomery, Amanda P Cowen","doi":"10.1037/apl0001206","DOIUrl":"10.1037/apl0001206","url":null,"abstract":"The ambiguous credibility of online allegations can pose a significant threat to an organization's reputation, relationships with stakeholders, and future performance. As a result, addressing false or misleading allegations has emerged as an important priority among corporate executives. In this research, we examine how CEO gender influences the effectiveness of different types of denial responses in the wake of rumor crises. We find that, after reading damaging allegations about an organization, consumers react more favorably to denials issued by male versus female CEOs. We argue that this is attributable to the dominance that characterizes denial responses, which results in a greater (negative) expectancy violation for female (vs. male) CEOs issuing such statements. Such violations result in lower trust in, and less willingness to do business with, organizations led by women (vs. men) who issue a denial response. We show that these relationships are moderated by increased prescriptive agency (i.e., clarified denials) and the attribution of the response (i.e., to the CEO vs. organization). Taken together, our findings have implications for theory on agentic characteristics, crisis communication, and female leadership, as well as practical implications for how all organizations can adopt more effective crisis responses. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1817-1832"},"PeriodicalIF":9.4,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141199522","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

Do human resource systems indeed have "system" effects? The dual internal fit model of a high-performance work system. 人力资源系统真的具有 "系统 "效应吗？高绩效工作系统的双重内部契合模型。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-10-07 DOI: 10.1037/apl0001241

Saehee Kang,Joo Hun Han,In-Sue Oh,Chad Van Iddekinge,Junting Li

{"title":"Do human resource systems indeed have \"system\" effects? The dual internal fit model of a high-performance work system.","authors":"Saehee Kang,Joo Hun Han,In-Sue Oh,Chad Van Iddekinge,Junting Li","doi":"10.1037/apl0001241","DOIUrl":"https://doi.org/10.1037/apl0001241","url":null,"abstract":"The configurational or \"internal fit\" perspective proposes that human resource (HR) systems are most effective when individual practices are configured such that they fit together and are mutually reinforcing. The Ability-Motivation-Opportunity (AMO) model has emerged as a predominant way to select and configure HR practices based on whether they attempt to enhance employee ability, motivation, or opportunities. Despite the widespread use of the configurational perspective and AMO model in building a high-performance work system (HPWS), researchers have not clearly articulated how HR practices across the AMO domains should be configured to maximize internal fit across the system. Moreover, research has overlooked the hierarchical nature of an HPWS, such that HR practices are nested within a particular AMO domain, and the AMO domains, in turn, are nested within the HPWS. To address these gaps, we develop and test a dual internal fit model that specifies synergistic interactions within and among AMO domains. Analyses of six-wave panel data from 640 firms reveal that internal fit effects of HR practices simultaneously exist within (i.e., HR practice-level interactions) and among AMO domains (i.e., AMO domain-level interactions) to predict workforce productivity and ultimately firm profitability. Moreover, the two sets of interactions predict outcomes beyond the additive effects of the HR practices on which prior research has typically focused. These findings show that HR practices can be configured to have \"system\" effects. They also highlight the value of the dual internal fit model to understand the performance benefits of optimally configured HR systems. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"14 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2024-10-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142386306","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 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