Journal of Applied Psychology最新文献_第9页

I need a vacation: A meta-analysis of vacation and employee well-being. 我需要休假：休假与员工幸福感的元分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001262

Ryan S Grant,Beth E Buchanan,Kristen M Shockley

{"title":"I need a vacation: A meta-analysis of vacation and employee well-being.","authors":"Ryan S Grant,Beth E Buchanan,Kristen M Shockley","doi":"10.1037/apl0001262","DOIUrl":"https://doi.org/10.1037/apl0001262","url":null,"abstract":"Previous meta-analytic research concluded that the well-being benefits of vacation are small and fade away quickly, suggesting that vacation may not be that effective of a recovery opportunity for improving employee well-being. Since the time of this initial meta-analysis, however, the number of vacation studies has increased, providing an opportunity to estimate more precise meta-analytic estimates and increase our understanding of the different factors that play a role in this vacation-well-being relationship. As such, we conduct a meta-analysis using 32 studies that include 256 effect sizes to examine how employee well-being levels change due to vacation. Our results reveal that vacation has a large effect on well-being that does not fade out as quickly as previously thought. In terms of moderators, our results suggest that vacation length, national culture, and number of nationally mandated vacation days moderate this relationship, but the role of vacation location (i.e., away from home, at home, or a mix of both) remains unclear. Finally, we examine how types of activities and specific recovery experiences during vacation correlate with well-being during and after vacation using a meta-analysis of eight studies that include 69 effect sizes. Our findings suggest that psychological detachment and physical activities during vacation may be the most beneficial for improving employee well-being. Overall, this meta-analysis provides evidence that vacation is a more effective recovery opportunity for improving employee well-being than previous work suggests. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"2 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991820","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

From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance. 从道德模范到表现不佳？伦理领导对领导者角色内绩效和角色外绩效的双刃剑。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001264

Grace Ching Chi Ho,David T Welsh,John T Bush

{"title":"From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.","authors":"Grace Ching Chi Ho,David T Welsh,John T Bush","doi":"10.1037/apl0001264","DOIUrl":"https://doi.org/10.1037/apl0001264","url":null,"abstract":"Given the overall positive influence ethical leaders have on their followers' performance, the literature has largely assumed that ethical leadership also facilitates the performance of leaders themselves. We challenge this assumption by adopting a within-person perspective to reveal more nuanced relationships between distinct forms of daily ethical leadership and daily leader performance. Building on the affect theory of social exchange (Lawler, 2001), we develop a theoretical model that examines the diverging effects of daily promotion- and prevention-focused ethical leadership on daily leader performance through the reciprocal influence of followers' affective reactions. Specifically, we predict that whereas daily promotion-focused ethical leadership will elicit follower displayed gratitude toward the leader, daily prevention-focused ethical leadership will elicit follower displayed anger toward the leader. Downstream, we predict that follower displayed gratitude and anger will subsequently influence leaders' in-role and extra-role performance. We also explore how overall social exchange quality shapes the daily affective and behavioral dynamics between leaders and followers. Results from three studies using a multimethod approach provide convergent support for our model. Overall, this research offers both theoretical and practical insights about the potentially unexpected leader-centric consequences of ethical leadership. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"32 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991817","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 comparison of the response-pattern-based faking detection methods. 基于响应模式的伪造检测方法的比较。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001261

Weiwen Nie,Ivan Hernandez,Louis Tay,Bo Zhang,Mengyang Cao

{"title":"A comparison of the response-pattern-based faking detection methods.","authors":"Weiwen Nie,Ivan Hernandez,Louis Tay,Bo Zhang,Mengyang Cao","doi":"10.1037/apl0001261","DOIUrl":"https://doi.org/10.1037/apl0001261","url":null,"abstract":"The covariance index method, the idiosyncratic item response method, and the machine learning method are the three primary response-pattern-based (RPB) approaches to detect faking on personality tests. However, less is known about how their performance is affected by different practical factors (e.g., scale length, training sample size, proportion of faking participants) and when they perform optimally. In the present study, we systematically compared the three RPB faking detection methods across different conditions in three empirical-data-based resampling studies. Overall, we found that the machine learning method outperforms the other two RPB faking detection methods in most simulation conditions. It was also found that the faking probabilities produced by all three RPB faking detection methods had moderate to strong positive correlations with true personality scores, suggesting that these RPB faking detection methods are likely to misclassify honest respondents with truly high personality trait scores as fakers. Fortunately, we found that the benefit of removing suspicious fakers still outweighs the consequences of misclassification. Finally, we provided practical guidance to researchers and practitioners to optimally implement the machine learning method and offered step-by-step code. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"74 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991818","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 gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives. 领导行为的性别性质：从资源保护和性别角色的角度看待刻板印象威胁。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001263

Szu-Han Joanna Lin,Justin P Woodall,Marie S Mitchell,Nai-Wen Chi,Russell E Johnson

{"title":"The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.","authors":"Szu-Han Joanna Lin,Justin P Woodall,Marie S Mitchell,Nai-Wen Chi,Russell E Johnson","doi":"10.1037/apl0001263","DOIUrl":"https://doi.org/10.1037/apl0001263","url":null,"abstract":"Previous research has highlighted the benefits followers gain from their leaders' initiating structure and consideration. Adopting a leader-centric perspective, we propose that leaders' gender influences the impact of these behaviors for leaders themselves. Drawing from conservation of resources and gender role theories, we explain why gender-role-inconsistent leader behaviors (behaviors that go against gender stereotypes, such as initiating structure for women and consideration for men) is detrimental, while engaging in gender-role-consistent leader behaviors (such as initiating structure for men and consideration for women) is beneficial. We further theorize that follower support mitigates the negative effects of gender-role-inconsistent behaviors. We tested our hypotheses across four studies-an experience sampling field study (Study 1) and three experiments (Studies 2 through 4). Study 1 revealed initiating structure for women leaders elicited gender stereotype threat, which depleted women leaders. This resulted in increased work withdrawal and reduced initiating structure and consideration the next day. Study 1 also showed that initiating structure and consideration increased both men and women leaders' perceived leader effectiveness, which, in turn, increased their work engagement, further increasing their initiating structure and consideration the next day. Study 2 replicated these results, and Studies 3 and 4 showed that follower support mitigated the depletion effects of gender stereotype threat by initiating structure for women leaders. Our research highlights the benefits and detriments of leader behaviors and identifies how followers can alleviate the costs associated with initiating structure for women leaders. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"8 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991819","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

Group differences in biographical inventories: A meta-analysis on the adverse impact potential of biodata. 生物资料组间差异：生物资料潜在不利影响的荟萃分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-16 DOI: 10.1037/apl0001260

Andrew P Tenbrink,Andrew B Speer,Lauren J Wegmeyer,Caitlynn C Sendra,Shannon Rowley

{"title":"Group differences in biographical inventories: A meta-analysis on the adverse impact potential of biodata.","authors":"Andrew P Tenbrink,Andrew B Speer,Lauren J Wegmeyer,Caitlynn C Sendra,Shannon Rowley","doi":"10.1037/apl0001260","DOIUrl":"https://doi.org/10.1037/apl0001260","url":null,"abstract":"The purpose of the present meta-analysis was to determine if biodata scale scores differ based on demographic group membership (i.e., gender, race, age) and to evaluate the contextual factors that amplify or mitigate these effects (e.g., construct domain, scoring method). Despite the popularity of biodata scales for personnel selection purposes, previous research findings do not provide clear evidence as to whether adverse impact is a serious concern. To address this gap, a meta-analysis of 43 studies (56 independent samples) was conducted, providing estimates of group differences across demographic groups (female-male, Black-White, Hispanic-White, Asian-White, and age) and relevant construct domains. The majority of biodata scale scores were found to exhibit small group differences across construct domains and demographic groups (≈75% had Cohen's d less than |.20|). Group differences were also relatively small when compared with other popular selection methods. When considered with previous research, these findings provide further support for the use of biodata scales in personnel selection scenarios. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"7 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142989139","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 power dependence model of the impact of leader impostorism on supervisor support and undermining: The moderating role of power distance. 领导冒名行为对主管支持与破坏影响的权力依赖模型：权力距离的调节作用。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-16 DOI: 10.1037/apl0001265

Xueqi Wen,Zihan Liu,Feng Qiu,Keith Leavitt,Xingyu Wang,Ziyang Tang

{"title":"A power dependence model of the impact of leader impostorism on supervisor support and undermining: The moderating role of power distance.","authors":"Xueqi Wen,Zihan Liu,Feng Qiu,Keith Leavitt,Xingyu Wang,Ziyang Tang","doi":"10.1037/apl0001265","DOIUrl":"https://doi.org/10.1037/apl0001265","url":null,"abstract":"Leaders, often perceived as possessing exceptional confidence and competence, are not immune to feelings of self-doubt. Leader impostorism describes the experience that one's attributes, experiences, skills, and abilities fall short of the standards expected in the leadership role, resulting in a sense of deception in fulfilling leadership responsibilities. While existing research has examined the antecedents and individual outcomes of leader impostorism, its implications for leaders' treatment of subordinates remain largely unexplored. In this research, we investigate the downstream consequences of leader impostorism on behaviors directed toward subordinates. Integrating research on leader impostorism with power dependence theory, we propose that for leaders with a low power distance orientation, leader impostorism increases supervisor support through the mechanism of perceived power dependence on subordinates, whereas for leaders with a high power distance orientation, leader impostorism increases supervisor undermining through the mechanism of power threat. The findings from two field studies support our theoretical model. This research contributes to the literature by broadening the understanding of the impact of leader impostorism on subordinates, extending power dependence theory within leader-subordinate dynamics, and offering insights into the dual nature of impostorism and its contingent effects. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"15 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142989140","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

Revisiting the nature and strength of the personality-job performance relations: New insights from interpretable machine learning. 重新审视个性与工作绩效关系的性质和强度：可解释机器学习的新见解。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-01 Epub Date: 2024-08-12 DOI: 10.1037/apl0001218

Q Chelsea Song, In-Sue Oh, Yesuel Kim, Chaehan So

{"title":"Revisiting the nature and strength of the personality-job performance relations: New insights from interpretable machine learning.","authors":"Q Chelsea Song, In-Sue Oh, Yesuel Kim, Chaehan So","doi":"10.1037/apl0001218","DOIUrl":"10.1037/apl0001218","url":null,"abstract":"Prior research on the relations between the five-factor model (FFM) of personality traits and job performance has suggested mixed findings: Some studies pointed to linear relations, while other studies revealed nonlinear relations. This study addresses these gaps using machine learning (ML) methods that can model complex relations between the FFM traits and job performance in a more generalizable way, particularly interpretable ML techniques that can more effectively reveal the nature (linear, curvilinear, interactive) and strength (feature/relative importance) of the personality-job performance relations. Overall, the results based on a sample of 1,190 employees suggest that nonlinear ML methods perform slightly yet consistently better than linear regression methods in modeling the relation of job performance with FFM facets, but not with factors. On the factor level, conscientiousness exhibits a noticeable curvilinear relation with job performance, and it also interacts with other FFM factors to predict job performance. Conscientiousness displays the strongest feature importance across job types, followed by agreeableness. On the facet level, most FFM facets show limited evidence for curvilinear and interactive (with other facets) relations with job performance. While several conscientiousness facets (order, deliberation, self-discipline) display the strongest feature importance in predicting job performance, some agreeableness (straightforwardness, altruism) and extraversion (positive emotionality) facets also emerge as important features for different sales job types (corporate vs. individual sales). We discuss the implications of these findings for research and practice. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1-26"},"PeriodicalIF":9.4,"publicationDate":"2025-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141971192","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

Precommitment can allow decision makers to maintain trust when de-escalating commitment. 预先承诺可以让决策者在降低承诺时保持信任。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-12 DOI: 10.1037/apl0001243

Ariella S Kristal, Charles A Dorison

{"title":"Precommitment can allow decision makers to maintain trust when de-escalating commitment.","authors":"Ariella S Kristal, Charles A Dorison","doi":"10.1037/apl0001243","DOIUrl":"https://doi.org/10.1037/apl0001243","url":null,"abstract":"Following through on commitments builds trust. However, blind adherence to a prior course of action can undermine key organizational objectives. How can this challenge be resolved? Four primary experiments and five supplemental experiments (collective N = 7,759, all preregistered) reveal an effective communication strategy: precommitment (i.e., a public pledge to change course conditional on a concrete future state of the world). In the presence (vs. absence) of precommitment, observers deemed decision makers who de-escalated commitment as more trustworthy. This effect held across the roles of the decision makers (entrepreneurs vs. established leaders), the relationship with the decision makers (follower vs. third-party observer), contexts (consumer products vs. infrastructure projects), and measures (perceived integrity vs. incentivized behavior). These benefits for integrity were attenuated when the precommitment was to a vague future action or was not conditional on a concrete future state of the world. Finally, results revealed that precommitment can yield a negative externality: undermining perceived confidence and motivation among followers at a project's inception. Altogether, our work provides a nuanced perspective on a communication strategy decision makers can use to align short-term personal incentives (i.e., reputation management) and long-term organizational incentives (i.e., value maximization). (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142818024","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

High-performance work system and organizational resilience process: The case of firms during a global crisis. 高绩效工作系统与组织复原过程：全球危机中的企业案例。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001208

Mijeong Kim, Inseong Jeong, Johngseok Bae, Yaping Gong

{"title":"High-performance work system and organizational resilience process: The case of firms during a global crisis.","authors":"Mijeong Kim, Inseong Jeong, Johngseok Bae, Yaping Gong","doi":"10.1037/apl0001208","DOIUrl":"10.1037/apl0001208","url":null,"abstract":"Owing to consecutive global crises (e.g., the COVID-19 pandemic, multiple regional wars), interest has grown in understanding and promoting organizational resilience. There is scant knowledge about how a human resource management (HRM) system can foster organizational resilience. This study examines the role of a high-performance work system in the organizational resilience process during the COVID-19 pandemic. We focus on two properties of the resilience process: stability during the jolt phase and flexibility during the turnaround phase. We test our hypotheses using quarterly sales data from 268 Korean firms during the COVID-19 pandemic. Our findings show that an high-performance work system reduces the severity of loss during the jolt phase (i.e., it maintains stability) through an increased climate of trust and enhances the scale of recovery during the turnaround phase (i.e., it improves flexibility) through an increased climate of innovation. We advance research on HRM, organizational resilience, and crisis management, showing how an HRM system can foster two essential properties for the resilience process to unfold effectively over time after the onset of a crisis. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1994-2014"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633615","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

Employee benefit availability, use, and subjective evaluation: A meta-analysis of relationships with perceived organizational support, affective organizational commitment, withdrawal, job satisfaction, and well-being. 员工福利的提供、使用和主观评价：与感知组织支持、情感组织承诺、退出、工作满意度和幸福感之间关系的荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001202

Yeong-Hyun Hong, Michael T Ford, Jaehee Jong

{"title":"Employee benefit availability, use, and subjective evaluation: A meta-analysis of relationships with perceived organizational support, affective organizational commitment, withdrawal, job satisfaction, and well-being.","authors":"Yeong-Hyun Hong, Michael T Ford, Jaehee Jong","doi":"10.1037/apl0001202","DOIUrl":"10.1037/apl0001202","url":null,"abstract":"Employee benefits constitute 38.1% of compensation costs, representing a sizeable investment in the workforce. Unlike other forms of support that depend on the actions of individuals throughout the organization, benefits can be changed through decisions at the highest level and influence employees throughout the company. Yet, the literature on benefits has been largely disjointed, resulting in theoretical ambiguity and practical questions about the role of employee benefit experiences in individual employee outcomes. To inform theory and practice, we organized the benefits literature using social exchange theory as a framework and conducted a meta-analysis on the relationships of employee benefit availability, use, and subjective evaluation with perceived organizational support, employee attitudes, and well-being. Our review (k = 134, N = 260,604) found unique relationships between the availability and subjective evaluation of employee benefits and affective organizational commitment, withdrawal intentions, job satisfaction, and well-being, with these relationships partially mediated by perceived organizational support. Benefit use contributed little to these outcomes beyond benefit availability and subjective evaluation. Benefit subjective evaluation was also more strongly related to most outcomes than were benefits availability and use. These relationships varied across types of benefits, with training benefits more strongly related to job satisfaction and health care and retirement benefits more strongly related to turnover intentions. Altogether, this meta-analysis integrates the empirical literature on employee benefits and highlights the implications of benefit experiences and types for the employee-organization relationship and employee well-being. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1921-1947"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633613","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