Journal of Applied Psychology最新文献_第9页

Workplace aggression and employee performance: A meta-analytic investigation of mediating mechanisms and cultural contingencies. 工作场所侵犯行为与员工绩效：对中介机制和文化偶然性的元分析调查。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-04-01 Epub Date: 2024-10-03 DOI: 10.1037/apl0001244

Rui Zhong, Jingxian Yao, Yating Wang, Zhanna Lyubykh, Sandra L Robinson

{"title":"Workplace aggression and employee performance: A meta-analytic investigation of mediating mechanisms and cultural contingencies.","authors":"Rui Zhong, Jingxian Yao, Yating Wang, Zhanna Lyubykh, Sandra L Robinson","doi":"10.1037/apl0001244","DOIUrl":"10.1037/apl0001244","url":null,"abstract":"We present a meta-analytic investigation of the theoretical mechanisms underlying why experienced workplace aggression is harmful to the three core performance outcomes (i.e., task performance, citizenship behavior, and deviant behavior). Through a comprehensive literature review of 405 empirical articles, we first extract and identify five prominent theoretical mechanisms: relationship quality, justice perception, psychological strain, negative affect, and state self-evaluation. By synthesizing evidence from these articles, which include 471 unique samples from 36 countries or regions (N = 149,341 participants), we reveal the incremental effects of the five mechanisms, compare their relative strengths for each performance outcome, and examine their cultural contingencies. We find that when the five mechanisms are examined simultaneously, only relationship quality and state self-evaluation show incremental effects across all performance outcomes in the predicted direction. Moreover, the comparative strengths of mechanisms vary across performance outcomes: The impact of workplace aggression on task performance is best explained by the negative affect and state self-evaluation mechanisms, its impact on citizenship behavior is best explained by the relationship quality mechanism, and its impact on deviant behavior is best explained by the negative affect mechanism. Finally, the prominence of some mechanisms is contingent on certain cultural dimensions: The relationship quality mechanism is strengthened by individualism and masculinity, while the state self-evaluation mechanism is strengthened by masculinity. We conclude with a discussion of the theoretical and practical implications of our research. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"536-574"},"PeriodicalIF":6.1,"publicationDate":"2025-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142365286","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

Considering personal needs in misdeeds: The role of compassion in shaping observer reactions to leader leniency. 在错误行为中考虑个人需求：同情心在影响观察者对领导宽大处理的反应中的作用。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-04-01 Epub Date: 2024-09-30 DOI: 10.1037/apl0001246

Marie S Mitchell, Shubha Sharma, Kate P Zipay, Robert J Bies, Natalie Croitoru

{"title":"Considering personal needs in misdeeds: The role of compassion in shaping observer reactions to leader leniency.","authors":"Marie S Mitchell, Shubha Sharma, Kate P Zipay, Robert J Bies, Natalie Croitoru","doi":"10.1037/apl0001246","DOIUrl":"10.1037/apl0001246","url":null,"abstract":"Although punishment deters misconduct, protects employees from harm, and maintains cooperation in organizations, not all leaders punish-some are lenient. Employees keenly watch leaders' responses to misconduct. Leniency is often judged as unfair because it violates moral principles of justice, motivating observers to withhold support to leaders. Our research shifts the conversation to explain how moral consideration of offenders factors into the sensemaking of leaders' leniency that influences observer reactions. Perceptions of offender personal need (distress from the offender's personal life that is outside their control) raise observers' humanitarianism, which is reflected in compassion. Compassion elicited from offender personal need motivates observers to reduce the distress from the situation, lessening the unfairness of the leniency and punitive reactions to the leader. Three experiments demonstrated that leniency elicited unfairness that reduced support to leaders; observers' perceptions of offender personal need moderated the effects of leniency, reducing its unfairness and punitive reactions to leaders. In Studies 2 and 3, we found that compassion mediated the moderating effects of offender personal need. Only distress from personal need that is inflicted onto offenders (i.e., other-inflicted personal need), compared to distress from work performance need (Study 2) and self-inflicted personal need (Study 3), elicited compassion that lessened the unfairness of leniency. Study 3 also showed that self-inflicted personal need elicited contempt for the offender, which mediated the moderating effect of self-inflicted personal need, bolstering the unfairness of leniency and lessening support to lenient leaders. Implications to theory and practice are presented. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"512-535"},"PeriodicalIF":6.1,"publicationDate":"2025-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142347250","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

Not every part of a tree is a tree: A reply to Matta and Frank (2025). 不是树的每一部分都是树：对Matta和Frank的回复（2025）。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 DOI: 10.1037/apl0001270

Yongheng Angus Yao, Zhenzhong Ma

{"title":"Not every part of a tree is a tree: A reply to Matta and Frank (2025).","authors":"Yongheng Angus Yao, Zhenzhong Ma","doi":"10.1037/apl0001270","DOIUrl":"10.1037/apl0001270","url":null,"abstract":"Our recent article on congruence research (Yao & Ma, 2023) advocated the need to adopt a holistic approach to studying congruence effects and to developing stronger congruence theories. Matta and Frank (2025) offered an insightful commentary on our article, highlighting theoretical and empirical/inferential concerns. These concerns include (a) whether the exact correspondence effect is the theoretical goal and (b) when researchers should consider applied conditions or reported conditions in congruence research. While Matta and Frank acknowledged the value of the holistic perspective, they recommended testing one's hypothesized form of congruence as the goal of future congruence research. We thank Matta and Frank for bringing up these issues. These issues have gained increased relevance and urgency especially after Yao and Ma (2023) identified several common issues in published congruence studies and offered suggestions for improvements. This reply is intended to clarify and extend our arguments on the holistic perspective, illustrating how this perspective can help address the concerns they raised and further advance congruence research. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"110 3","pages":"308-313"},"PeriodicalIF":6.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143523499","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

It's not a cedar tree, therefore it's not a tree: A commentary on Yao and Ma (2023). 这不是一棵雪松树，所以它不是一棵树——《姚和马》评注（2023）

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 DOI: 10.1037/apl0001189

Fadel K Matta, Emma L Frank

{"title":"It's not a cedar tree, therefore it's not a tree: A commentary on Yao and Ma (2023).","authors":"Fadel K Matta, Emma L Frank","doi":"10.1037/apl0001189","DOIUrl":"10.1037/apl0001189","url":null,"abstract":"Yao and Ma (2023) recently reviewed and reanalyzed 31 studies published in top-tier journals utilizing polynomial regression and response surface methods. Their work offers a useful holistic framework for how to test and categorize various forms of congruence; however, they ultimately advance cautionary conclusions about the extent to which 28 of the 31 studies provide \"evidence of congruence\" and call into question whether the practical implications of these studies are valid (p. 446). In this commentary, we clarify this inference stems largely from theoretical and empirical oversights made in Yao and Ma (2023). We bring to light issues surrounding (a) proposals that exact correspondence is the theoretical goal (despite 26 of the 31 studies explicitly hypothesizing deviation from that form) and (b) suggestions that authors did not adequately consider empirics they did report. Most critically, Yao and Ma suggested their reanalysis provides conclusions that differ from the reviewed studies in 28 (of 31) instances. We demonstrate that, when one accounts for the form of congruence the authors explicitly theorized, the type of congruence supported as well as the inferences discussed in the studies differ from those in Yao and Ma's reanalysis in only nine of 31 studies (rather than 28). This commentary seeks to rectify the theoretical, empirical, and inferential misconceptions in Yao and Ma (2023) that may lead readers to inaccurately assess past work and threaten future work in this vein. We outline a path for scholars interested in applying this method moving forward. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"110 3","pages":"297-307"},"PeriodicalIF":6.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143523496","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

Seeing value in novelty: Manager and employee social networks as keys in managers' idea evaluation and implementation decisions. 从新颖中看到价值：经理和员工社交网络是经理评估和实施创意决策的关键。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-23 DOI: 10.1037/apl0001227

Vijaya Venkataramani, Shuye Lu, Kathryn M Bartol, Xiaoming Zheng, Dan Ni

{"title":"Seeing value in novelty: Manager and employee social networks as keys in managers' idea evaluation and implementation decisions.","authors":"Vijaya Venkataramani, Shuye Lu, Kathryn M Bartol, Xiaoming Zheng, Dan Ni","doi":"10.1037/apl0001227","DOIUrl":"10.1037/apl0001227","url":null,"abstract":"Employees' novel ideas often do not get recognized or valued by their managers, thus precluding these ideas from benefiting the organization. Drawing on the social-cognitive model of creativity evaluation (Zhou & Woodman, 2003) and integrating it with a social network (N/W) lens, this article investigates how characteristics of the social networks of managers and employees play a role in influencing managers' valuation of and willingness to implement novel employee ideas. In three studies-an experimental study manipulating idea novelty and the functional diversity of idea evaluators' (i.e., managers') network, and two network field studies (with managers evaluating actual product ideas generated by employees)-we document how managers generally disfavor novelty and, therefore, are unwilling to implement novel yet useful ideas. However, we find that managers' advice network diversity and employees' centrality in the advice network among their peers help mitigate this negative effect. Managers are able to better appreciate the value of novel ideas when they have more diverse networks and when idea-proposing employees have high centrality in their peer network. Theoretical and practical implications of these findings are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"358-380"},"PeriodicalIF":6.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142287977","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

Silence on injustices speaks volumes: When and how silence impacts perceptions of managers. 对不公正现象保持沉默说明了很多问题：沉默何时以及如何影响人们对管理者的看法。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-30 DOI: 10.1037/apl0001240

Hannah J Birnbaum, Kaylene J McClanahan, Miguel Unzueta

{"title":"Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.","authors":"Hannah J Birnbaum, Kaylene J McClanahan, Miguel Unzueta","doi":"10.1037/apl0001240","DOIUrl":"10.1037/apl0001240","url":null,"abstract":"Speaking up on social injustices may help create more just and inclusive organizations. Yet, many people choose to remain silent. In this article, we test how managerial silence on injustices can shape impressions of a manager's lack of support for an outgroup. In Study 1, we surveyed employees and found that many noticed their managers' silence and recounted that such silence influenced how they perceived their managers. We then conducted nine experimental studies (Studies 2-6, Supplemental Studies 1-4) to test how observers' perceptions of managers who engage in silence on an outgroup injustice depend on whether managers have spoken up or remained silent in the past. We demonstrate that when a manager engages in selective silence by previously speaking up on an ingroup injustice but remains silent on an outgroup injustice, observers perceive the manager as harboring greater bias and as less supportive of the outgroup than if they remained totally silent on both issues. In contrast, when a manager engages in selective silence by previously speaking up on an outgroup injustice but then remains silent on a second outgroup injustice, observers perceive the manager as generally supportive of social justice and as more supportive of the second outgroup than if they remained totally silent on both issues. We discuss implications for speaking up and remaining silent on injustices in the workplace. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"336-357"},"PeriodicalIF":6.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142347251","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 happens after anti-Asian racism at work? A moral exclusion perspective on coworker confrontation and mechanisms. 工作中的反亚裔种族主义之后会发生什么？从道德排斥的角度看同事间的对抗和机制。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-30 DOI: 10.1037/apl0001242

Anjier Chen, Liuxin Yan, Min Young Yoon

{"title":"What happens after anti-Asian racism at work? A moral exclusion perspective on coworker confrontation and mechanisms.","authors":"Anjier Chen, Liuxin Yan, Min Young Yoon","doi":"10.1037/apl0001242","DOIUrl":"10.1037/apl0001242","url":null,"abstract":"Despite Americans' recent heightened awareness of racial inequality, anti-Asian racism at work remains underrecognized and largely unaddressed. In this research, we aim to understand why White bystander coworkers may fail to confront anti-Asian racism. Integrating the moral exclusion perspective and research on racial positions, we propose that due to perceiving Asian Americans as more foreign than other non-White coworkers, White coworkers are less likely to feel anger and engage in confrontation when witnessing anti-Asian racism at work. We first conducted a survey study (Study 1), demonstrating the external validity of the phenomenon that White coworkers are less likely to confront racism when the victim is Asian American versus Black. We then conducted two experiments (Studies 2 and 3) with a realistic, interactive design and behavioral measures of confrontation, supporting our hypothesized mechanisms (i.e., perceived target foreignness and anger). Study 3 further generalized our theory by including Hispanic/Latinx American targets as an additional comparison group and showing that the relative perceived foreignness among Asian American, Hispanic/Latinx American, and Black targets reduced White coworkers' anger and confrontation. We then conclude by discussing the theoretical and practical implications of our work. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"432-443"},"PeriodicalIF":6.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142347252","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

Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues. 针对注意力缺陷/多动障碍患者的自觉性评估：测量特性和潜在问题。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-23 DOI: 10.1037/apl0001235

Elisabeth R Silver, Mikki Hebl, Frederick L Oswald

{"title":"Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.","authors":"Elisabeth R Silver, Mikki Hebl, Frederick L Oswald","doi":"10.1037/apl0001235","DOIUrl":"10.1037/apl0001235","url":null,"abstract":"Organizations increasingly recognize the importance of including neurodivergent people (e.g., those with attention-deficit/hyperactivity disorder [ADHD], autism, dyslexia) in the workforce. However, research suggests that some selection tools (e.g., measures of conscientiousness) show lower means for those with ADHD, which may carry implications for personnel selection. The three studies reported here address three questions: (1) What is the magnitude of ADHD-based differences in conscientiousness, and are these differences driven by facets with high or low job relevance? (2) Could reframing conscientiousness items within work contexts attenuate group mean differences in conscientiousness? And (3) do work-specific and general conscientiousness measures have different measurement properties for respondents with ADHD? Study 1 surveyed 291 undergraduates, finding those with ADHD scored significantly lower on global conscientiousness and its facets. Study 2 (a mixed-design experiment) had 317 employees complete a work-specific and a decontextualized set of conscientiousness items. Using work-specific conscientiousness items reduced differences in conscientiousness by ADHD status. Study 3 (a between-subjects design, N = 515) experimentally increased the stakes of survey administration to approximate a selection context. Mean differences by ADHD status were present on both work-specific and general items for global conscientiousness and most facets, even under high stakes. However, these results are qualified by findings of measurement noninvariance on general and work-specific conscientiousness facet measures, suggesting scale mean differences by ADHD status may be driven by item content rather than construct-level differences. Together, the findings reinforce a need for ongoing investigation into the implications of using conscientiousness assessments with neurodivergent people. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"444-458"},"PeriodicalIF":6.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142287976","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 identity conflict process: Appraisal theory as an integrative framework for understanding identity conflict at work. 身份冲突过程：评价理论是理解工作中身份冲突的综合框架。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-08-05 DOI: 10.1037/apl0001223

Heather C Vough, M Teresa Cardador, Brianna B Caza, Emily D Campion

{"title":"The identity conflict process: Appraisal theory as an integrative framework for understanding identity conflict at work.","authors":"Heather C Vough, M Teresa Cardador, Brianna B Caza, Emily D Campion","doi":"10.1037/apl0001223","DOIUrl":"10.1037/apl0001223","url":null,"abstract":"Identity conflict-the experience of perceiving incompatibilities between aspects of one's identity content that call into question the individual's ability to meet the identity standard of at least one of these identities-can significantly impact individuals' work experiences. As individuals navigate experiences of identity conflict at work, managers and organizations also grapple with how to support employees' multiple identities while mitigating the primarily negative outcomes of identity conflict. However, the scholarship on work-relevant identity conflict faces several challenges, including disciplinary fragmentation, conceptual imprecision, and diverse but deficient theoretical perspectives, which together have limited our ability to accumulate knowledge about this experience and to develop useful management tools. To overcome these, we conducted a thorough review of the cross-disciplinary literature, allowing us to offer a refined integrative definition of identity conflict and a reconceptualization of identity conflict as the result of an appraisal process. As we delineate what we know about the appraisal process of identity conflict, we provide a detailed theoretical explanation of its antecedents, outcomes, and responses and shed light on the mechanisms that drive the process. This approach not only enhances theoretical depth and guides new research directions but also equips managers to address and reduce identity conflict experienced by their employees. This research contributes to the literature by offering clarity and coherence to the identity conflict domain, providing theoretical and practical guidance, and outlining promising directions for future inquiry. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"149-176"},"PeriodicalIF":6.1,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141889359","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

They do not deserve your thanks! Witness reactions to leader-directed expressions of gratitude. 他们不值得你感谢！见证领导者在表达感谢时的反应。

IF 6.1 1区心理学

Journal of Applied Psychology Pub Date : 2025-02-01 Epub Date: 2024-08-15 DOI: 10.1037/apl0001228

Ryan Fehr, Yu Tse Heng, Yue Wang, Yirong Guo

{"title":"They do not deserve your thanks! Witness reactions to leader-directed expressions of gratitude.","authors":"Ryan Fehr, Yu Tse Heng, Yue Wang, Yirong Guo","doi":"10.1037/apl0001228","DOIUrl":"10.1037/apl0001228","url":null,"abstract":"Gratitude expressions have received growing attention from scholars, with research emphasizing its many positive effects on expressers, recipients, and witnesses. Although our knowledge of gratitude expressions' benefits is accumulating, our understanding of its limits is less developed. In this article, we ask when employees' expressions of gratitude toward their leaders positively influence witnesses' perceptions of them, and when they do not. Across three studies including two multiwave surveys and an experiment, we find that expressed gratitude strengthens witnesses' perceptions of expressers' prosocial identities, especially when the leader is believed to be deserving of gratitude. Study 1 examines leader competence as an indicator of deservingness in a sample of leaders and employees in a manufacturing context. Studies 2 and 3 use survey and experimental methods to directly establish leader deservingness as a mechanism of the competence moderator and explore warmth as an additional component of employees' deservingness perceptions. All three studies show how gratitude expression ultimately shapes witnesses' tendencies to help expressers and seek feedback from them. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"197-219"},"PeriodicalIF":6.1,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141988036","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