Journal of Applied Psychology最新文献_第9页

Comparing the efficacy of faking warning types in preemployment personality tests: A meta-analysis. 比较在就业前人格测试中伪造警告类型的效果：荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-12 DOI: 10.1037/apl0001224

Benjamin Moon, Kabir N Daljeet, Thomas A O'Neill, Harley Harwood, Wahaj Awad, Leonid V Beletski

{"title":"Comparing the efficacy of faking warning types in preemployment personality tests: A meta-analysis.","authors":"Benjamin Moon, Kabir N Daljeet, Thomas A O'Neill, Harley Harwood, Wahaj Awad, Leonid V Beletski","doi":"10.1037/apl0001224","DOIUrl":"https://doi.org/10.1037/apl0001224","url":null,"abstract":"Numerous faking warning types have been investigated as interventions that aim to minimize applicant faking in preemployment personality tests. However, studies vary in the types and effectiveness of faking warnings used, personality traits, as well as the use of different recruitment settings and participant samples. In the present study, we advance a theory that classifies faking warning types based on ability, opportunity, and motivation to fake (Tett & Simonet, 2011), which we validated using subject matter expert ratings. Using this framework as a guide, we conducted a random-effects pairwise meta-analysis (k = 34) and a network meta-analysis (k = 36). We used inverse-variance weighting to pool the effect sizes and relied on 80% prediction intervals to evaluate heterogeneity. Overall, faking warnings had a significant, moderate effect in reducing applicant faking (d = 0.31, 95% CI [0.23, 0.39]). Warning types that theoretically targeted ability, motivation, and opportunity to fake (d = 0.36, 95% CI [0.25, 0.47]) were the most effective. Additionally, warnings were least effective in studies using recruitment settings and nonuniversity student samples. However, all effect sizes contained substantial heterogeneity, and all warning types will be ineffective in some contexts. Organizations should be cognizant that warnings alone may not be sufficient to address applicant faking, and future research should explore how their effectiveness varies depending on other contextual factors and applicant characteristics. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141971190","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

Perceived organizational change strengthens organizational commitment and organizational citizenship behavior via increased organizational nostalgia. 感知到的组织变革会通过增加组织怀旧感来加强组织承诺和组织公民行为。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-12 DOI: 10.1037/apl0001221

Marius van Dijke, Yiran Guo, Tim Wildschut, Constantine Sedikides

{"title":"Perceived organizational change strengthens organizational commitment and organizational citizenship behavior via increased organizational nostalgia.","authors":"Marius van Dijke, Yiran Guo, Tim Wildschut, Constantine Sedikides","doi":"10.1037/apl0001221","DOIUrl":"https://doi.org/10.1037/apl0001221","url":null,"abstract":"Organizational change has been thought to evoke negative employee responses, yet it is ubiquitous in modern market economies. It is thus surprising that the adverse effects of organizational change are not more visible or apparently disrupting. We hypothesized that, although perceived organizational change, by inducing change apprehension, stimulates negative employee responses (i.e., lower organizational commitment and organizational citizenship behavior [OCB]), it also elicits organizational nostalgia, which engenders positive employee responses (higher organizational commitment and OCB). We tested our hypotheses in nine studies. First, across four experiments (two preregistered), perceived societal or organizational change elicited organizational nostalgia and, via organizational nostalgia, increased employees' organizational commitment and OCB. Subsequently, in two preregistered experiments, induced organizational nostalgia (vs. control) strengthened employees' commitment to the changed organization and galvanized their defense of organizational change. Finally, in a preregistered follow-up experiment and two preregistered surveys, we tested and validated our full model regarding the opposing mediating roles of change apprehension and organizational nostalgia. The findings help to understand why effects of organizational change are less disruptive than might be expected and clarify the role of organizational nostalgia during organizational change. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141971191","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

Emergence in context: How team-client psychological contract fulfillment is associated with the emergence of team identification or team-member exchange. 在情境中出现：团队-客户心理契约的履行如何与团队认同或团队成员交流的出现相关联。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-08 DOI: 10.1037/apl0001225

Lyonel Laulié, Maximiliano Escaffi-Schwarz

{"title":"Emergence in context: How team-client psychological contract fulfillment is associated with the emergence of team identification or team-member exchange.","authors":"Lyonel Laulié, Maximiliano Escaffi-Schwarz","doi":"10.1037/apl0001225","DOIUrl":"https://doi.org/10.1037/apl0001225","url":null,"abstract":"Psychological contracts have been theorized to occur at different levels of analysis and with different exchange parties. In this article, we develop the concept of team-client psychological contract fulfillment (team-client PCF) as a team-level social exchange indicator, reflecting the team members' perceptions of the degree of fulfillment of the commitments a client promised to a team. Using the multilevel group-process framework (Lang et al., 2019) and a sample of newly formed self-managed teams consisting of 838 observations, nested in 244 individuals, 56 teams, and in four waves of data, we tested the claim that team-client PCF may determine the type of collective states that emerge within the team. When team-client PCF is higher, it should create conditions for the emergence of team states related to team maintenance (i.e., team identification), whereas when team-client PCF is lower, it is more likely that teams develop states related to the regulation of team performance (i.e., team-member exchange [TMX]). Our results support our hypotheses. We discuss implications for both the psychological contract literature as well as the team dynamics literature (especially team dynamics of team identification and TMX). (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141901888","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 other side of the coin: An integrative review connecting pay and health. 硬币的另一面:将薪酬与健康联系起来的综合评估。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001151

Gordon M Sayre, Samantha A Conroy

{"title":"The other side of the coin: An integrative review connecting pay and health.","authors":"Gordon M Sayre, Samantha A Conroy","doi":"10.1037/apl0001151","DOIUrl":"10.1037/apl0001151","url":null,"abstract":"The organizational sciences have long been interested in the effects of various compensation strategies, and on enhancing employee health. Research examining the connection between pay and health, however, remains a relative rarity. The work that has been done is scattered across disparate disciplines and lacks a unified framework for systematically exploring the effects of pay on health. We argue that greater insecurity at work, as well as rising discontent over wages and work conditions, necessitates a richer understanding of the ways in which organizational pay affects employee psychological, physiological, and behavioral health. We first conduct a comprehensive review of existing research across a broad range of disciplines, taking note of the different ways that pay is conceptualized and the impact it has on employee health. We identify critical knowledge gaps in why and when pay is related to health, noting several disciplinary trends. Drawing on prominent theories of occupational health, we then build a theoretical framework that illustrates three mechanisms underlying the effect of pay on health. We further advance prior work by integrating allostatic load theory to explain how pay gets \"under the skin\" to affect health, while also identifying relevant moderators and boundary conditions. Taken together, our review integrates findings from a variety of disciplines and facilitates knowledge building across these fields to generate a more comprehensive understanding of the connection between pay and health. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1178-1203"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498470","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 laughing in the line of fire: An emotional aperture perspective on leader laughter in response to critical questions. 领导者在火线上大笑：从情感孔径的角度看领导者在回答关键问题时的笑声。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001178

David Cheng, Lu Wang, Rajiv K Amarnani, Xi Wen Chan

{"title":"Leaders laughing in the line of fire: An emotional aperture perspective on leader laughter in response to critical questions.","authors":"David Cheng, Lu Wang, Rajiv K Amarnani, Xi Wen Chan","doi":"10.1037/apl0001178","DOIUrl":"10.1037/apl0001178","url":null,"abstract":"Leaders are frequently put in the difficult position of repudiating critical questions in front of their followers. To help manage this situation, leaders sometimes express laughter in the hopes that it will \"lubricate\" their interaction and reduce perceptions that they are aggressive or confrontational with the critical questioner. Ironically, leaders' laughter may backfire by diminishing their apparent friendliness and approachability in the eyes of the witnessing followers. In this article, we employ an emotional aperture perspective to examine two seemingly contradictory theoretical perspectives regarding the potential impact of laughter on the witnessing followers' perception of a leader's warmth and effectiveness. Findings from nine studies across 2,012 adults show that leader laughter-even expressed briefly-bolsters or damages leader effectiveness depending on one important contingency: whether the leader's laughter is shared by the questioner. Unshared laughter reduces leader effectiveness by undermining leaders' apparent warmth, while shared laughter increases leader effectiveness by enhancing leaders' apparent warmth. We discuss implications for the literature on emotion expression, leadership events, and leader perception and influence. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1204-1223"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563631","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

Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining. 扩大派还是破坏蛋糕?谈判问题的数量如何影响综合议价。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001149

Marco Warsitzka, Hong Zhang, Bianca Beersma, Philipp Alexander Freund, Roman Trötschel

{"title":"Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.","authors":"Marco Warsitzka, Hong Zhang, Bianca Beersma, Philipp Alexander Freund, Roman Trötschel","doi":"10.1037/apl0001149","DOIUrl":"10.1037/apl0001149","url":null,"abstract":"The present research investigates how the number of issues affects the quality of outcomes in terms of joint gains and impasse rates in integrative negotiations. In the literature, two opposing positions exist reflecting a complexity dilemma regarding the number of negotiation issues: One position suggests that complex negotiations involving higher numbers of issues offer more trade-off opportunities, thereby providing negotiators with greater structural flexibility in reaching mutually beneficial agreements, which improves outcome quality. The opposite position emphasizes that the greater information load inherent in negotiating more issues impedes outcome quality. We propose a third, intermediate position: Negotiating more issues may only improve outcome quality up to a threshold, above which adding further issues results in deteriorated outcomes. We tested these propositions using a quasi-meta-analytic technique by examining the associations between the number of issues, joint gains, and impasse rates across multiple empirical studies on integrative negotiations using various negotiation tasks with different numbers of issues (N = 38,063/21,271 negotiations for joint gains/impasse rates). Moreover, we investigated whether factors related to how negotiators subjectively deal with the increased complexity associated with higher numbers of issues moderate the number-of-issues effect on joint gains. Multilevel analyses revealed no significant number-of-issues effect on joint gains up to a threshold of 3 issues but a negative effect for negotiations involving more than 3 issues. By contrast, we did not find a number-of-issues effect on impasse rates. Moreover, we did not obtain evidence for moderation effects. Findings are discussed with respect to their theoretical and practical implications. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1224-1249"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498466","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

Modeling gender differences in the job promotion process: Replication and extension of Martell et al. (1996). 工作晋升过程中的性别差异建模：对 Martell 等人（1996 年）研究的复制和扩展。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2024-02-08 DOI: 10.1037/apl0001179

David R Meldgin, Gregory Mitchell, Frederick L Oswald

{"title":"Modeling gender differences in the job promotion process: Replication and extension of Martell et al. (1996).","authors":"David R Meldgin, Gregory Mitchell, Frederick L Oswald","doi":"10.1037/apl0001179","DOIUrl":"10.1037/apl0001179","url":null,"abstract":"Differences in employee evaluations due to gender bias may be small in any given rating cycle, but they may accumulate to produce large disparities in the number of women and men promoted to the top of an organization. A highly cited simulation by Martell et al. (1996) demonstrates this cumulative advantage process in a multilevel organization. We replicated this simulation to uncover important details about its operating assumptions, and we extended the simulation to examine a range of variables that may impact the cumulative effects of gender bias. The replication revealed that the male cumulative advantage in the Martell et al. simulation requires (a) decades of typical promotion cycles to produce, (b) constant mean differences in the performance ratings of women and men but equal within-group variances, and (c) attrition that occurs randomly at a low and constant rate. Our extended simulation demonstrates that (a) cumulative effects of gender bias are higher when the attrition rate is lower, (b) gender biases are mitigated when attrition is more strongly associated with good or poor performance, and (c) the cumulative effects of mean gender differences in performance ratings can often be smaller than the cumulative effects of variance differences between gender subgroups. Results suggest that talent development and recognition of high performers might have a greater positive impact on female representation at top levels of a firm than programs aimed at reducing bias in employee evaluations. We encourage additional simulation work that further explores the dynamics of cumulative advantage in employment settings. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1327-1335"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139706838","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 conditional reasoning test for risk and incident propensity: Development and validation. 风险和事故倾向的条件推理测试：开发与验证。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001183

Alexa D Baxley, Justin A DeSimone, Daniel J Svyantek, Kelley Noll

{"title":"A conditional reasoning test for risk and incident propensity: Development and validation.","authors":"Alexa D Baxley, Justin A DeSimone, Daniel J Svyantek, Kelley Noll","doi":"10.1037/apl0001183","DOIUrl":"10.1037/apl0001183","url":null,"abstract":"The present study outlines the development and initial validation of a conditional reasoning test for risk and incident propensity (CRT-RIP). Individuals carry with them a wide array of experiences, attitudes, and dispositions that may influence their proneness for risk-taking and incident involvement. Yet, measuring risk propensity has proven challenging due to the high levels of transparency found in the self-report measures that are presently available. We initially developed 28 conditional reasoning items to measure risk and incident propensity. With four developmental samples, we evaluated item characteristics. After applying item decision guidelines for conditional reasoning tests, we retained 14 items. Using three test samples and with the 14-item CRT-RIP, we assessed predictive and incremental validity over five-factor personality traits and an explicit, self-report measure of risk propensity. With one final sample, we provided further validation of the 14-item CRT-RIP. Findings demonstrate initial success in predicting various safety behaviors and outcomes. Ability to measure risk propensity and to predict safety behaviors is valuable because of the profound consequences that may proceed failure to enact safety behaviors including property damage, injury, illness, or even death. We discuss potential applications and suggest directions for future research. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1159-1177"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563354","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

Changing placements: A punctuated equilibrium model of work-family role boundary reconstruction. 改变安置：工作与家庭角色边界重构的点状平衡模型。

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/apl0001186

Matthew M Piszczek, Joseph M Yestrepsky

{"title":"Changing placements: A punctuated equilibrium model of work-family role boundary reconstruction.","authors":"Matthew M Piszczek, Joseph M Yestrepsky","doi":"10.1037/apl0001186","DOIUrl":"10.1037/apl0001186","url":null,"abstract":"In the face of changes to the work-family environment, the ability to manage role boundaries may be threatened. Drawing on punctuated equilibrium models of system change and cognitive dissonance theory, we extend boundary theory through a conceptual model that explains how and when individuals may tear down and rebuild work and family role boundaries in the mind in order to maintain well-being. We argue that divergent events compel individuals to enact role boundaries inconsistent with those held internally in the mind, resulting in cognitive dissonance. We further argue that high levels of cognitive dissonance past a threshold may trigger a revolutionary change in the deep structure of one's internally drawn role boundaries, resulting in a significant change in the extent to which work and family roles are cognitively segmented or integrated. We also argue that change events that generate lower levels of cognitive dissonance can be mitigated with boundary management tactics that create only incremental changes to work and family role boundaries. Our model advances a dynamic perspective of boundary theory that returns focus to the boundary placement process, which is often overlooked in work-family research. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1271-1286"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139650855","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

My manager endorsed my coworkers' voice: Understanding observers' positive and negative reactions to managerial endorsement of coworker voice. 我的经理认可我同事的声音：了解观察者对经理认可同事声音的积极和消极反应。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001180

Emily C Poulton, Szu-Han Joanna Lin, Shereen Fatimah, Cony M Ho, D Lance Ferris, Russell E Johnson

{"title":"My manager endorsed my coworkers' voice: Understanding observers' positive and negative reactions to managerial endorsement of coworker voice.","authors":"Emily C Poulton, Szu-Han Joanna Lin, Shereen Fatimah, Cony M Ho, D Lance Ferris, Russell E Johnson","doi":"10.1037/apl0001180","DOIUrl":"10.1037/apl0001180","url":null,"abstract":"Research on managerial voice endorsement has primarily focused on the processes and conditions through which voicers receive their managers' endorsement. We shift this focus away from the voicers, focusing instead on the dual reactions that endorsement generates for observing employees. Drawing from an approach-avoidance framework, we propose that managerial endorsement of coworker voice could be perceived as a positive and negative stimulus for observers, prompting them to approach opportunities and avoid threats, respectively. Results from a preregistered experiment and a multiwave, multisource field study revealed that managerial endorsement of coworker voice was positively related to observers' voice instrumentality, thus prompting them to engage in approach behaviors (i.e., voice). We also found that managerial endorsement of coworker voice was positively related to observers' voice threat, triggering avoidant behaviors (i.e., avoidance-oriented counterproductive work behaviors). Further, we found that the avoidant reactions more pronounced for observers with higher (vs. lower) neuroticism. Overall, our research extends theory by demonstrating the rippling effects that voice endorsement can ignite throughout the workgroup. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1250-1270"},"PeriodicalIF":9.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563636","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