Journal of Applied Psychology最新文献_第8页

Identity work support perceptions (IWSP): Development of a construct and measure. 身份工作支持感（IWSP）：构建和测量方法的开发。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2024-02-01 DOI: 10.1037/apl0001177

Esther L Jean, Nicolina Taylor, Wayne S Crawford, Alison V Hall, Hoda Vaziri, Wendy J Casper, Lars U Johnson

{"title":"Identity work support perceptions (IWSP): Development of a construct and measure.","authors":"Esther L Jean, Nicolina Taylor, Wayne S Crawford, Alison V Hall, Hoda Vaziri, Wendy J Casper, Lars U Johnson","doi":"10.1037/apl0001177","DOIUrl":"10.1037/apl0001177","url":null,"abstract":"Every day, people perform internal (e.g., thoughts) and external (e.g., behaviors) activities to repair, strengthen, or revise their identities at work. Despite organizations being the main stage on which this identity work (IW) occurs and a major contextual element invoking identity work, scholars still lack an understanding of employees' beliefs about their organizations' support for identity work. In this research, we conceptualize and operationalize identity work support perceptions (IWSP)-defined as the degree to which employees perceive that their organization encourages, allows, or provides opportunities to think about, talk about, or display aspects of work and nonwork identities, or engage in activities that foster understanding and sharing of identities. We develop a scale to measure four dimensions (i.e., cognitive, discursive, behavioral, and physical) of IWSP using seven empirical samples (two samples of subject matter experts and five samples of employed adults). We provide evidence of reliability, as well as content, convergent, and discriminant validity with constructs in IWSP's nomological network and IWSP's incremental predictive ability of attitudinal and behavioral outcomes. Implications of our findings for research and practice are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1287-1310"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139650856","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

Third-party perceptions of mistreatment: A meta-analysis and integrative model of reactions to perpetrators and victims. 第三方对虐待的看法：对施暴者和受害者反应的元分析和综合模型。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-18 DOI: 10.1037/apl0001211

Edwyna T Hill, Jason A Colquitt, Rachel Burgess, Manuela Priesemuth, Jefferson T McClain

{"title":"Third-party perceptions of mistreatment: A meta-analysis and integrative model of reactions to perpetrators and victims.","authors":"Edwyna T Hill, Jason A Colquitt, Rachel Burgess, Manuela Priesemuth, Jefferson T McClain","doi":"10.1037/apl0001211","DOIUrl":"https://doi.org/10.1037/apl0001211","url":null,"abstract":"Third parties have increasingly become the focus of research on mistreatment in organizations. Much of that work is grounded in deonance theory, which argues that third parties should react to the perpetrators of mistreatment with anger. Deonance theory is less explicit as to how third parties should react to the victims of mistreatment, though empirical work has pointed to empathy as one potential reaction. Deonance theory is less capable of explaining recent findings suggesting that third parties may react to mistreatment events with schadenfreude. The purpose of our study was to conduct a meta-analytic test of an integrative model specifying the relationships between third-party perceptions of mistreatment and reactions to perpetrators and victims. That model predicted that third-party perceptions of mistreatment would be associated with emotional reactions (anger toward the perpetrator, empathy toward the victim, schadenfreude from the event), cognitive reactions (evaluations of the perpetrator and victim), and behavioral reactions (antisocial and prosocial behaviors toward the perpetrator and victim). Our model testing provides the first quantitative synthesis of the third-party mistreatment literature while surfacing counterintuitive findings that would not be anticipated from deonance theory's arguments. We discuss the theoretical and practical implications of our work while providing guidance for future research. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633617","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

Fulfilling moral duty or prioritizing moral image? The moral self-regulatory consequences of ethical voice. 履行道德责任还是优先考虑道德形象？道德声音的道德自律后果。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-18 DOI: 10.1037/apl0001217

Lei Huang, Joel B Carnevale, Jeremy Mackey, Ted A Paterson, Xiaolu Li, Dongtao Yang

{"title":"Fulfilling moral duty or prioritizing moral image? The moral self-regulatory consequences of ethical voice.","authors":"Lei Huang, Joel B Carnevale, Jeremy Mackey, Ted A Paterson, Xiaolu Li, Dongtao Yang","doi":"10.1037/apl0001217","DOIUrl":"https://doi.org/10.1037/apl0001217","url":null,"abstract":"Previous research on the consequences of ethical voice has largely focused on the performance or social relational consequences of ethical voice on multiple organizational stakeholders. The present research provides an important extension to the ethical voice literature by investigating the distinct intrapersonal and interpersonal moral self-regulatory processes that shape ethical voicers' own psychological experiences and their subsequent purposeful efforts to maintain a positive sense of moral self. On one hand, we argue that ethical voice heightens voicers' sense of responsibility over ethical matters at work (i.e., moral ownership), which motivates them to refrain from violating moral norms (i.e., disengaging from unethical behaviors). On the contrary, we argue that ethical voice generates psychological pressure for voicers as they become anxious about preserving their moral social image (i.e., moral reputation maintenance concerns), which motivates them to signal their moral character to others through symbolic acts (i.e., engaging in moral symbolization behaviors). Further, we expect gender differences in the moral consequences of ethical voice. Across two studies that varied in temporal focus (a multisource, time-lagged field study and a within-person weekly experience sampling study), we found support for most of our predictions. The results suggest that while potentially psychologically uplifting (for both men and women), ethical voice also generates psychological pressure for the voicer to preserve their favorable moral social image and thus motivates them (more so in the case of women voicers at the between-person level) to explicitly symbolize their moral character in the workplace. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633614","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

Leaders and the punishment of misconduct: Examining the roles of leader moral identity and cognitive load. 领导者与对不当行为的惩罚：考察领导者道德认同和认知负荷的作用。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-07-06 DOI: 10.1037/apl0001108

Jack Ting-Ju Chiang, Haiyang Liu, Ryan Fehr, Zheng Wang, Qianyao Huang

{"title":"Leaders and the punishment of misconduct: Examining the roles of leader moral identity and cognitive load.","authors":"Jack Ting-Ju Chiang, Haiyang Liu, Ryan Fehr, Zheng Wang, Qianyao Huang","doi":"10.1037/apl0001108","DOIUrl":"10.1037/apl0001108","url":null,"abstract":"Moral identity, a construct that captures how individuals view themselves relative to moral attributes, has received widespread attention in the organizational sciences. This article builds on the existing moral identity literature by examining the mechanisms and boundary conditions of leader moral identity's impact on the punishment of misconduct. Drawing on multiple literatures, we specifically argue that leader moral identity is positively related to the punishment of misconduct under the condition of higher cognitive load. Furthermore, we identify moral anger as a key mechanism. The theorized model was tested across three studies: a study of civil judges' court rulings (Study 1), a study of managers' tendencies to punish their employees' misconduct (Study 2), and an experiment that manipulated cognitive load while testing the intermediary role of moral anger (Study 3). Results offered convergent support for our model, shedding new light on the impact of moral identity on leaders in the workplace. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1022-1038"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9753060","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

Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives. 要求更少（但得到更多）：当谈判人员有较弱的选择时，女性会避免陷入困境，表现优于男性。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001138

Anyi Ma, Rebecca Ponce de Leon, Ashleigh Shelby Rosette

{"title":"Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.","authors":"Anyi Ma, Rebecca Ponce de Leon, Ashleigh Shelby Rosette","doi":"10.1037/apl0001138","DOIUrl":"10.1037/apl0001138","url":null,"abstract":"Both research and conventional wisdom suggest that, due to their relational orientation, women are less likely than men to engage in agentic and assertive behaviors, leading them to underperform in zero-sum, distributive negotiations where one party's gain is equivalent to the other party's loss. However, past research tends to neglect the costs of reaching impasse by excluding impasses from measures of negotiation performance. Departing from this convention, we incorporate the economic costs of impasses into measures of negotiation performance to provide a more holistic examination of negotiation outcomes. In so doing, we reveal a reversal of the oft-cited male performance advantage when obtaining an impasse is especially economically costly (as is the case when negotiators have weak negotiation alternatives). Specifically, we predicted that female negotiators would make less assertive first offers than men due to their more relational orientation and that these gender differences in offer assertiveness should result in women avoiding impasse more often than men. Since avoiding impasses should improve negotiation performance when negotiators are able to obtain a deal that is more valuable than their negotiation alternative, women's tendency to avoid impasses should improve their performance when negotiators have weak (vs. strong) alternatives. These predictions were supported in eight studies (three preregistered) across various negotiation contexts, comprising data from the television show Shark Tank (Study 1), four incentive-compatible negotiation simulations (Studies 2 and 3, Supplemental Studies), and a multistudy causal experimental chain (Supplemental Studies 4a-c). (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1145-1158"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201933","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 "double-edged sword" effects of career support mentoring on newcomer turnover: How and when it helps or hurts. 职业支持辅导对新人流失的“双刃剑”效应：如何以及何时帮助或伤害。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001143

Hong Deng, Yanjun Guan, Xinyi Zhou, Yixuan Li, Di Cai, Nan Li, Bing Liu

{"title":"The \"double-edged sword\" effects of career support mentoring on newcomer turnover: How and when it helps or hurts.","authors":"Hong Deng, Yanjun Guan, Xinyi Zhou, Yixuan Li, Di Cai, Nan Li, Bing Liu","doi":"10.1037/apl0001143","DOIUrl":"10.1037/apl0001143","url":null,"abstract":"Research on mentoring programs has portrayed them almost exclusively beneficial for newcomer retention. Drawing from the social cognitive model of career management and the boundaryless career perspective, we depart from this predominant view and examine the \"double-edged sword\" effects of career support mentoring on newcomer turnover. We propose that career support mentoring received by newcomers is likely to elicit both internal proactive socialization and external career self-management, which act as countervailing forces driving newcomer turnover in opposite directions (i.e., the retention pathway and the unintended detrimental pathway). We further propose that the organizational role of the mentor-supervisor versus nonsupervisor-is critical in determining which pathway prevails. We conducted two multiwave newcomer studies to test our hypotheses. In Study 1 (N = 495), we found that received career support mentoring was associated with lower newcomer turnover probability through the serial mediation of internal proactive socialization and perceived internal marketability but higher newcomer turnover probability through the serial mediation of external career self-management and perceived external marketability. In Study 2 (N = 193), we found that received career support mentoring was associated with lower newcomer turnover intention through the serial mediation of internal career advancement expectation and internal proactive socialization but higher newcomer turnover intention through the serial mediation of external career advancement expectation and external career self-management. In both studies, the unintended detrimental pathway was significant only when a newcomer's mentor was not a supervisor. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1094-1114"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201936","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 mediating roles of supervisor anger and envy in linking subordinate performance to abusive supervision: A curvilinear examination. 主管愤怒和嫉妒在将下属表现与滥用监督联系起来方面的中介作用：曲线检验。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001141

Yolanda Na Li, Kenneth S Law, Melody Jun Zhang, Ming Yan

{"title":"The mediating roles of supervisor anger and envy in linking subordinate performance to abusive supervision: A curvilinear examination.","authors":"Yolanda Na Li, Kenneth S Law, Melody Jun Zhang, Ming Yan","doi":"10.1037/apl0001141","DOIUrl":"10.1037/apl0001141","url":null,"abstract":"This research aims to understand why both low and high subordinate performance can induce abusive supervision. Drawing on the framework of affective events theory and research on anger and envy, we posit that low performance incurs abuse due to supervisor anger, whereas high performance elicits abuse due to supervisor envy. More specifically, subordinate performance has a decreasing curvilinear relationship with supervisor anger (i.e., a negative effect that gradually dissipates) and an increasing curvilinear relationship with supervisor envy (i.e., a positive effect that gradually emerges). Through supervisor anger and envy, subordinate performance therefore presents different curvilinear indirect relationships with abusive supervision. The results from two vignette-based experiments and a multiwave, multisource field study support these hypotheses. We further find that supervisor comparison orientation augments the curvilinear emergence of supervisor envy and ensuing abuse in response to higher subordinate performance. However, regardless of their level of performance orientation, supervisors are prone to higher anger and subsequent abusive supervision in response to lower subordinate performance. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1004-1021"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201937","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 effectiveness of work-nonwork interventions: A theoretical synthesis and meta-analysis. 工作与非工作干预措施的有效性：理论综述和荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-06-08 DOI: 10.1037/apl0001105

Nicola von Allmen, Andreas Hirschi, Anne Burmeister, Kristen M Shockley

{"title":"The effectiveness of work-nonwork interventions: A theoretical synthesis and meta-analysis.","authors":"Nicola von Allmen, Andreas Hirschi, Anne Burmeister, Kristen M Shockley","doi":"10.1037/apl0001105","DOIUrl":"10.1037/apl0001105","url":null,"abstract":"A growing body of intervention studies is concerned with improving the work-nonwork interface. Extant work-nonwork interventions are diverse in terms of content and effectiveness. We map these interventions onto work-nonwork theories that explain why the interventions should improve proximal work-nonwork outcomes (i.e., conflict, enrichment, balance). Our resulting integrative framework suggests that interventions can affect work-nonwork outcomes via distinct mechanisms, which can be delineated according to their (a) content valence (i.e., increasing resources/positive characteristics or decreasing demands/negative characteristics); (b) locality (i.e., personal or contextual factors); and (c) domain (i.e., work, the nonwork, or the boundary-spanning). We further provide a meta-analytic review of the efficacy of such interventions based on 6,680 participants within 26 pre-post control group design intervention studies. The meta-analytic results reveal an overall significant main effect across all identified interventions for improving proximal work-nonwork outcomes. When comparing different kinds of interventions aimed at increasing resources, we found beneficial effects for interventions targeting personal resources over contextual resources and interventions in the nonwork domain compared to interventions in the work or boundary-spanning domain. We conclude that work-nonwork interventions effectively improve the work-nonwork interface and discuss theoretical and practical implications of the more substantial effects and potential advantages of interventions aimed at enhancing personal resources in the nonwork domain. Finally, we provide concrete recommendations for future research and elaborate on the type of studies we would like to see in terms of interventions targeting the reduction of demands, for which we found only a limited number of studies. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1115-1131"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9967375","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 non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders. 非白人标准：多元化、公平和包容领导者观念中的种族偏见。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-06-08 DOI: 10.1037/apl0001106

Rebecca M Paluch, Vanessa Shum

{"title":"The non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders.","authors":"Rebecca M Paluch, Vanessa Shum","doi":"10.1037/apl0001106","DOIUrl":"10.1037/apl0001106","url":null,"abstract":"In response to calls for greater diversity, equity, and inclusion (DEI) in the workplace, many organizations have implemented a leadership role dedicated to advancing DEI. Although prior research has found that the traditional leader is associated with being White, anecdotal evidence suggests DEI leader roles are predominantly held by non-White individuals. To examine this contradiction, we draw on social role and role congruity theories to conduct three preregistered experimental studies (N = 1,913) and explore whether the DEI leader role diverges from the traditional leader role such that observers expect a DEI leader to be non-White (i.e., Black, Hispanic, or Asian). Our findings indicate that DEI leaders are generally presumed to be non-White (Study 1) and that observers perceive traits associated with non-White, rather than White, groups correspond more strongly with traits required for the DEI leader role (Study 2). We also explore the effects of congruity and find non-White candidates receive stronger leader evaluations for a DEI leader role and that this relationship is mediated by nontraditional, role-specific traits (i.e., commitment to social justice and suffered discrimination; Study 3). We conclude by discussing the implications of our work for DEI and leadership research as well as for work drawing on role theories. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"971-986"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9967373","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

Zooming out on bargaining tables: Exploring which conversation dynamics predict negotiation outcomes. 缩小谈判桌：探索哪些对话动态可以预测谈判结果。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-07-01 Epub Date: 2023-10-12 DOI: 10.1037/apl0001136

Matteo Di Stasi, Emma Templeton, Jordi Quoidbach

{"title":"Zooming out on bargaining tables: Exploring which conversation dynamics predict negotiation outcomes.","authors":"Matteo Di Stasi, Emma Templeton, Jordi Quoidbach","doi":"10.1037/apl0001136","DOIUrl":"10.1037/apl0001136","url":null,"abstract":"How much should you talk, pause, or interrupt your counterpart in negotiations? The present research zooms out on the macrostructure of negotiation conversations to examine how systematic differences in conversation dynamics-the structural and temporal patterns that arise from the presence or absence of speech between interlocutors-relate to objective and relational outcomes at the bargaining table. We examined 38,564 speech turns from 239 online negotiation recordings and derived, for each negotiator (N = 380), 16 measures pertaining to seven dimensions of conversation dynamics: speaking time, turn length, pauses, speech rate, interruptions, backchannels, and response time. Network analyses reveal that many of these measures are interconnected, with clusters of variables suggesting broad differences in negotiators' propensity to \"talk vs. listen\" and to mimic their counterparts. Regression and Least Absolute Shrinkage and Selection Operator (LASSO) analyses further show that several measures uniquely predict objective and relational outcomes in videoconference negotiations. At the objective level, negotiators who speak more, faster, and with fewer pauses tend to get better deals. At the relational level, negotiators who refrain from interrupting and display more dynamic turn length (i.e., low similarity over successive turns) are better liked. Taken together, the results suggest that conversation dynamics could make or break deals. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1077-1093"},"PeriodicalIF":9.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41201938","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