Journal of Applied Psychology最新文献_第9页

Does competitive action intensity influence team performance via leader bottom-line mentality? A social information processing perspective. 竞争行动强度会通过领导者的底线思维影响团队绩效吗？社会信息处理视角

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001166

Shuang Ren, Mary B Mawritz, Rebecca L Greenbaum, Mayowa T Babalola, Zhining Wang

{"title":"Does competitive action intensity influence team performance via leader bottom-line mentality? A social information processing perspective.","authors":"Shuang Ren, Mary B Mawritz, Rebecca L Greenbaum, Mayowa T Babalola, Zhining Wang","doi":"10.1037/apl0001166","DOIUrl":"10.1037/apl0001166","url":null,"abstract":"Leader bottom-line mentality (LBLM) exists when leaders solely focus on securing bottom-line outcomes to the exclusion of alternative considerations. Our research examines why leaders adopt LBLMs and the implications of this focused leadership strategy on team sales performance and pro-environmental behavior. Utilizing social information processing theory, we examine LBLM as a mediator and contend that competitive action intensity in the work environment provokes LBLM, which then signals to teams the importance of raising sales performance and reducing pro-environmental behavior. We also suggest that leader performance reward expectancy (i.e., perceptions that rewards are directly tied to high performance) serves as a first-stage moderator and team performance reward expectancy serves as a second-stage moderator, with higher (vs. lower) levels of each strengthening the indirect effects of competitive action intensity, through LBLM, onto team sales performance and pro-environmental behavior. Utilizing field data from a large pharmaceutical company (Study 1) as well as an experimental causal chain design (Studies 2a and 2b), we found support for our theoretical model. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"811-828"},"PeriodicalIF":9.9,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563428","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 dynamic systems theory of intrateam conflict contagion. 队内冲突传染的动态系统理论。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001172

Ajay V Somaraju, Daniel J Griffin, Jeffrey Olenick, Chu-Hsiang Daisy Chang, Steve W J Kozlowski

{"title":"A dynamic systems theory of intrateam conflict contagion.","authors":"Ajay V Somaraju, Daniel J Griffin, Jeffrey Olenick, Chu-Hsiang Daisy Chang, Steve W J Kozlowski","doi":"10.1037/apl0001172","DOIUrl":"10.1037/apl0001172","url":null,"abstract":"Recognizing the challenges that conflict poses, organizational researchers have invested considerable energy toward investigating the processes by which conflict occurs and spreads within a team. However, current theoretical frameworks of conflict contagion posit a static growth trajectory in which members become engaged in conflict and stay in conflict. While this trajectory is certainly possible, the broader conflict literature outside of the organizational sciences has shown evidence for a more varied set of potential trajectories of conflict contagion. To advance theory on team conflict, we integrate conflict research from micro-level (interpersonal) to macro-level (interstate) perspectives into a formal theory of intrateam conflict contagion. Drawing from conflict stage and social contagion theory, we theorize that team members move through three stages of conflict (disengaged, at-risk, engaged) at rates determined by four process mechanisms (faultlines, forgiveness, frustration, integration) such that disengaged individuals become at-risk of engaging in conflict, engage in conflict, then disengage, only to potentially become at risk of reengaging at a later point in time. Using computational modeling, we demonstrate the generative sufficiency of our theory to account for conflict trajectories observed in the broader conflict literature. To facilitate the interpretation of such trajectories, we present a typology of contagion trajectories, discuss the dynamic properties of these trajectories (e.g., stability, bifurcations), and provide implications for future theory building and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"871-896"},"PeriodicalIF":9.9,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563355","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

Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes. 冬天来了对警觉领导力、前因和结果的调查。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001175

Zhonghua Gao, Yonghong Liu, Chen Zhao, Yue Fu, Chester A Schriesheim

{"title":"Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.","authors":"Zhonghua Gao, Yonghong Liu, Chen Zhao, Yue Fu, Chester A Schriesheim","doi":"10.1037/apl0001175","DOIUrl":"10.1037/apl0001175","url":null,"abstract":"Within the hierarchical taxonomy of effective leadership, change-oriented leadership stands as a distinct and meaningful metacategory, primarily focusing on promoting change by communicating a compelling vision for the future. However, we consider whether there might be room to broaden the scope of change-oriented leadership by examining more negative-focused leadership behaviors. In this article, we explore the concept of vigilant leadership, which we suggest could be a change-oriented and negative-focused leadership style, and investigate its usefulness as a new leadership construct. In Study 1, we take preliminary steps toward developing a measure of vigilant leadership, employing content adequacy assessment and item response theory analysis. Drawing on the integrative trait-behavioral model of leadership effectiveness (DeRue et al., 2011), we further explore how vigilant leadership is associated with an array of antecedents (i.e., leader characteristics) and leadership outcomes. In Studies 2a and 2b, we present initial findings that leaders high on consideration of future consequences, prevention focus, general self-efficacy, and emotional intelligence might be more inclined to exhibit vigilant leadership. In Study 3, our results suggest that, even after controlling for the effect of visionary leadership (a type of positive-focused change-oriented leadership), vigilant leadership is positively related to follower felt responsibility for change, proactivity, specific proactive work behaviors (taking charge, voice, and problem prevention), teamwork proactivity, and teamwork proficiency. However, it does not seem to relate to follower proficiency, follower adaptivity, teamwork adaptivity, organizational citizenship behavior, positive affect toward the leader, leader-member exchange, or relational identification with the leader. With these preliminary findings, we encourage further discussion and investigation into the potential implications of this emerging construct. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"850-870"},"PeriodicalIF":9.9,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563767","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

Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes. 工作中政治对话的隐藏后果：环境政治对话如何以及为何影响员工的工作成果。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001171

Christopher C Rosen, Joel Koopman, Allison S Gabriel, Young Eun Lee, Maira Ezerins, Philip L Roth

{"title":"Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.","authors":"Christopher C Rosen, Joel Koopman, Allison S Gabriel, Young Eun Lee, Maira Ezerins, Philip L Roth","doi":"10.1037/apl0001171","DOIUrl":"10.1037/apl0001171","url":null,"abstract":"Discussions of politics have become increasingly common in the workplace, likely due to increasing political polarization around the world. Because of this, political conversations have the potential to be emotionally charged and disruptive, creating tension in the workplace and negatively affecting employee productivity and well-being. In light of this possibility, the goal of the current investigation was to examine the costs of ambient political conversations in the workplace, assuming that simply overhearing such discussions-without being a participant in them-may have unintended consequences for employees. Across three studies, our findings indicated that employees experience negative affect after overhearing political conversations at work, with these effects being attenuated (amplified) in contexts where employees perceive that their coworkers are more (less) similar to them. In addition to unpacking the mechanisms through which ambient workplace political conversations might impact employee outcomes, our findings from Studies 3A-B provide evidence that under certain circumstances (i.e., when employees agree with the content of ambient workplace political conversations), employees may experience a boost in positive affect after overhearing such conversations at work. Altogether, our findings provide insight into the costs and potential benefits associated with overhearing coworkers discussing politics in the workplace, particularly for those employees who perceive themselves to be dissimilar from their coworkers. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"795-810"},"PeriodicalIF":9.4,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563681","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

Psychometric properties of automated video interview competency assessments. 自动视频面试能力评估的心理测量特性。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001173

Josh Liff, Nathan Mondragon, Cari Gardner, Christopher J Hartwell, Adam Bradshaw

{"title":"Psychometric properties of automated video interview competency assessments.","authors":"Josh Liff, Nathan Mondragon, Cari Gardner, Christopher J Hartwell, Adam Bradshaw","doi":"10.1037/apl0001173","DOIUrl":"10.1037/apl0001173","url":null,"abstract":"Interviews are one of the most widely used selection methods, but their reliability and validity can vary substantially. Further, using human evaluators to rate an interview can be expensive and time consuming. Interview scoring models have been proposed as a mechanism for reliably, accurately, and efficiently scoring video-based interviews. Yet, there is a lack of clarity and consensus around their psychometric characteristics, primarily driven by a dearth of published empirical research. The goal of this study was to examine the psychometric properties of automated video interview competency assessments (AVI-CAs), which were designed to be highly generalizable (i.e., apply across job roles and organizations). The AVI-CAs developed demonstrated high levels of convergent validity (average r value of .66), moderate discriminant relationships (average r value of .58), good test-retest reliability (average r value of .72), and minimal levels of subgroup differences (Cohen's ds ≥ -.14). Further, criterion-related validity (uncorrected sample-weighted r¯ = .24) was demonstrated by applying these AVI-CAs to five organizational samples. Strengths, weaknesses, and future directions for building interview scoring models are also discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"921-948"},"PeriodicalIF":9.9,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563641","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

Breaking boredom: Interrupting the residual effect of state boredom on future productivity. 打破无聊：打断无聊状态对未来工作效率的残余影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001161

Casher Belinda, Shimul Melwani, Chaitali Kapadia

{"title":"Breaking boredom: Interrupting the residual effect of state boredom on future productivity.","authors":"Casher Belinda, Shimul Melwani, Chaitali Kapadia","doi":"10.1037/apl0001161","DOIUrl":"10.1037/apl0001161","url":null,"abstract":"Boredom is an emotion that constantly fluctuates in employees of all ages and occupations. Here, we draw on functional theories of boredom and theories of emotion regulation to develop an episodic model of how boredom shapes employee attention and productivity over time. We argue that employees often suppress boredom at work to \"power through\" boring tasks and objectives, resulting in residual bouts of mind-wandering-and thus productivity deficits-during future performance episodes. However, following boredom on an initial task, the commencement of a subsequent task that employees perceive to be meaningful creates an attentional pull that breaks the link between boredom and future mind-wandering, preventing the effects of boredom from spilling over to inhibit future productivity. Study 1 draws on archival experience sampling data to test our hypotheses and examine whether boredom exhibits reciprocal relationships with mind-wandering and productivity over time. Study 2 uses an experimental design to determine whether boredom and task meaningfulness interact to exert a causal effect on future mind-wandering. Study 3 uses a time-separated single-day design to replicate Studies 1 and 2 and examine our contention that employees often suppress boredom at work which, rather than preventing the effects of boredom, puts them \"on hold\" until a later point in time. Our findings provide insight into how to mitigate the far-reaching effects of boredom at work; they also advance episodic accounts of emotions, attention, and performance in organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"829-849"},"PeriodicalIF":9.9,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563370","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

Self-inconsistency or self-expansion from wearing multiple hats? The daily effects of enacting multiple professional identities on work meaningfulness. 身兼数职带来的自我不一致还是自我扩张？多重职业身份对工作意义的日常影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-06-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001176

Hudson Sessions, Sophie Pychlau

{"title":"Self-inconsistency or self-expansion from wearing multiple hats? The daily effects of enacting multiple professional identities on work meaningfulness.","authors":"Hudson Sessions, Sophie Pychlau","doi":"10.1037/apl0001176","DOIUrl":"10.1037/apl0001176","url":null,"abstract":"People increasingly support themselves through multiple jobholding-concurrently performing more than one job-and spend time enacting their professional identities each day. In accordance with self-consistency theory, scholars have emphasized that having to act out more than one professional identity promotes a fragmented sense of self for multiple jobholders, which impedes the meaningfulness of their work. However, we assert that this prevailing view about self-inconsistency is incomplete and problematic because it overlooks consideration for how enacting multiple professional identities may be a self-expanding and stimulating experience that satisfies basic needs for growth and exploration. By jointly applying self-expansion theory and self-consistency theory to the day-to-day experience of wearing multiple hats, we unpack how and why enacting multiple professional identities has countervailing implications for work meaningfulness through its effects on stimulation and self-alienation. We also consider the moderating role of identity contrast on these pathways to meaningfulness. We investigate our assertions in a series of preregistered studies-a comprehensive test of our model in a 15-day experience sampling study (Study 1) as well as constructive replications of each stage of our model (Study 2). Overall, we offer novel insights about the day-to-day tension between stimulation and self-alienation for people who act out multiple professional identities and the impact on the meaningfulness of their work. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"897-920"},"PeriodicalIF":9.9,"publicationDate":"2024-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139563646","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

What should I wear to work? An integrative review of the impact of clothing in the workplace. 我应该穿什么去上班?对工作场所着装影响的综合评估。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001158

Yingyi Chang, Jose M Cortina

{"title":"What should I wear to work? An integrative review of the impact of clothing in the workplace.","authors":"Yingyi Chang, Jose M Cortina","doi":"10.1037/apl0001158","DOIUrl":"10.1037/apl0001158","url":null,"abstract":"Perceptions of clothing are complex, varying across individuals, situations, cultures, and time. Although there is very little research on the topic in our field, evidence from a wide variety of other disciplines points to the importance of clothing in the workplace. In this article, we review this evidence and identify three universal and distinctive clothing characteristics at work: formality, provocativeness, and fashionability. We also identify two other categories: uniforms and religiosity of clothing, which are tied to particular social groups. Drawing on attribution theory and the stereotype content model, we provide a cohesive conceptual framework in which clothing characteristics influence observers' perceptions of wearer's warmth and competence through observers' dispositional attribution processes. These perceptions, in turn, influence facilitation behaviors, such as providing support to wearers, and harm behaviors, such as negatively biased performance appraisal. We conclude by offering suggestions for future research and implications for employees and employers with regard to managing clothing choices and avoiding potential biases. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"755-778"},"PeriodicalIF":9.4,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498471","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

Fitting in a workgroup in unique ways: A latent profile analysis of perceived person-group fit characteristics. 以独特的方式融入工作组:感知到的个人-群体契合特征的潜在剖面分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001162

Qi Zhang, Christina S Li, Daniel D Goering, Amy L Kristof-Brown

{"title":"Fitting in a workgroup in unique ways: A latent profile analysis of perceived person-group fit characteristics.","authors":"Qi Zhang, Christina S Li, Daniel D Goering, Amy L Kristof-Brown","doi":"10.1037/apl0001162","DOIUrl":"10.1037/apl0001162","url":null,"abstract":"Research has identified seven characteristics-value congruence, shared interests, perceived demographic similarity, needs-supplies match, goal similarity, common workstyle, and complementary attributes-on which group members simultaneously evaluate their perceived person-group (PG) fit. Most of extant research has focused on how each characteristic or them as a composite predicts outcomes. However, these variable-centered approaches fail to address how there may be subpopulations of members who differentially combine the PG fit characteristics and how such conjunctive effects differentially relate to various work outcomes. To address these issues, we adopt a profile-based approach using latent profile analysis to understand how group members are similar to and different from each other on more holistic configurations of perceived PG fit experiences. With two widely different samples of employees working in group settings, we found seven unique profiles of PG fit: perfect fits, comfortable fits, surface-level misfits, out of syncs, social misfits, lone wolves, and total misfits. We also found in Sample 2 that these profiles differentially predicted group member outcomes commonly studied in the PG fit literature, including attitudes (satisfaction and cohesion), performance behaviors (task performance and citizenship behaviors of helping and voice), and withdrawal (social loafing and turnover). Complementing research that used variable-centered approaches, our profile-based results reveal new theoretical and practical insights of perceived PG fit, suggesting that different group members have distinct configurations of PG fit, and that higher levels of PG fit are not universally positive, and neither is every type of misfit universally negative. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"779-794"},"PeriodicalIF":9.9,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138498467","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

More than just a number: Different conceptualizations of multiple team membership and their relationships with emotional exhaustion and turnover. 不仅仅是一个数字：多重团队成员的不同概念及其与情感疲惫和人员流动的关系。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-21 DOI: 10.1037/apl0001168

Hendrik J van de Brake, Gerben S van der Vegt, Peter J M D Essens

{"title":"More than just a number: Different conceptualizations of multiple team membership and their relationships with emotional exhaustion and turnover.","authors":"Hendrik J van de Brake, Gerben S van der Vegt, Peter J M D Essens","doi":"10.1037/apl0001168","DOIUrl":"10.1037/apl0001168","url":null,"abstract":"Many employees are members of multiple teams, and research suggests that this may profoundly affect their stress experiences and work outcomes. We argue that progress in this research area has been hampered by a lack of clarity about what multiple team membership (MTM) is and how to conceptualize it. Prevailing conceptualizations of MTM have focused on the total number of teams an individual is a member of (MTM number). We identify how frequently employees shift their attention between different team contexts (MTM switching) and the extent to which they prioritize one membership over all others (MTM coreness) as alternative conceptualizations that better capture MTM's consequences for individuals. Our analysis of 1,345 knowledge workers involved in 4,329 project teams shows that MTM number, MTM switching, and MTM coreness differ meaningfully in their antecedents and consequences. MTM switching and coreness (but not MTM number), respectively, relate positively and negatively to multiteamers' emotional exhaustion and subsequent turnover. The positive consequences of MTM coreness only occur, however, when multiteamers have prior work experience with the members of their teams (i.e., team member familiarity). These findings help to clarify the potential benefits and detriments of MTM and advance the growing literature in this area. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"714-729"},"PeriodicalIF":9.4,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138829809","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