The Journal of applied psychology最新文献

The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments. 反思家中的感恩之情对领导者工作的益处：三个实地实验的启示。

The Journal of applied psychology Pub Date : 2024-04-18 DOI: 10.1037/apl0001194

Jia Jasmine Hu, Daniel Kim, Klodiana Lanaj

{"title":"The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.","authors":"Jia Jasmine Hu, Daniel Kim, Klodiana Lanaj","doi":"10.1037/apl0001194","DOIUrl":"https://doi.org/10.1037/apl0001194","url":null,"abstract":"Expressions of gratitude by leaders tend to yield positive effects in the workplace. Leaders, however, are not solely bestowers of gratitude but also recipients of it. Although leaders are often studied for their influence on others in the workplace, it is crucial to acknowledge that they are also complete individuals with personal lives outside of work that can spill over and affect their feelings and leadership behaviors at work. To advance research on leadership and gratitude, we take a whole-person view of leaders to understand the interpersonal crossover and intrapersonal spillover of gratitude. By integrating the moral affect theory of gratitude and savoring interventions research, we investigate how an intervention involving reflecting on gratitude received from family members at home motivates leaders to be more helpful and empowering toward their followers at work. We studied these ideas across three daily field experiments with 103 full-time managers from high schools, 116 leader-follower dyads from a variety of industries, and 109 leaders across various industries. Our findings demonstrate that when leaders reflected on receiving gratitude from family members at home, they felt higher prosocial impact at home, which in turn fulfilled their basic daily needs, consequently motivating them to engage in more helping and empowering behavior toward their followers at work. We also found some evidence that leaders higher in trait negative affect benefited the least from reflecting on receiving gratitude at home. We discuss how our findings provide extensions to literatures on gratitude, leadership, and work-family issues. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140687454","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Personality and leadership: Meta-analytic review of cross-cultural moderation, behavioral mediation, and honesty-humility. 人格与领导力：对跨文化调节、行为调解和诚实-谦逊的元分析回顾。

The Journal of applied psychology Pub Date : 2024-04-18 DOI: 10.1037/apl0001182

Anoop A. Javalagi, Daniel A Newman, Mengtong Li

{"title":"Personality and leadership: Meta-analytic review of cross-cultural moderation, behavioral mediation, and honesty-humility.","authors":"Anoop A. Javalagi, Daniel A Newman, Mengtong Li","doi":"10.1037/apl0001182","DOIUrl":"https://doi.org/10.1037/apl0001182","url":null,"abstract":"We advance the trait approach to leadership by leveraging a large multinational database on leader emergence (k = 120 samples, N = 32,579) and leader effectiveness (k = 116, N = 42,487) to extend Judge et al.'s (2002) classic meta-analysis of Big Five personality and leadership. By testing novel hypotheses rooted in culturally endorsed implicit leadership theory and socioanalytic theory, we offer three unique insights. First, in collectivist societies (cultures that value interdependence with one's group), the five factor model traits-and leader Extraversion and Agreeableness in particular-are stronger predictors of leader effectiveness, consistent with the theorized need for enhanced social coordination in such cultures. Second, a theoretical model is proposed to specify that leader Big Five trait effects are mediated by leader behavior (confirming that Consideration mediates Extraversion and Agreeableness, whereas Initiating Structure mediates Conscientiousness, Extraversion, and Openness). Third, trait Honesty-Humility robustly predicts leader effectiveness beyond the Big Five traits, expanding the trait approach. New implications for understanding when and why personality traits predict leadership are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140688888","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Supportive, resistant, or both? A person-centric view on employee responses to diversity initiatives. 支持、抵制，还是两者兼有？从以人为本的角度看员工对多元化举措的反应。

The Journal of applied psychology Pub Date : 2024-04-15 DOI: 10.1037/apl0001190

Rouven Kanitz, Max Reinwald, Katerina Gonzalez, Anne Burmeister, Yifan Song, Martin Hoegl

{"title":"Supportive, resistant, or both? A person-centric view on employee responses to diversity initiatives.","authors":"Rouven Kanitz, Max Reinwald, Katerina Gonzalez, Anne Burmeister, Yifan Song, Martin Hoegl","doi":"10.1037/apl0001190","DOIUrl":"https://doi.org/10.1037/apl0001190","url":null,"abstract":"Employees' responses to diversity initiatives are critical to understand the effectiveness of such initiatives. However, prior research has largely considered the isolated effects of specific favorable or unfavorable employee responses (e.g., support or resistance) from a variable-centered perspective. This prior focus overlooks the potential (a) coexistence of more complex configurations of cognitive, affective, and behavioral response types within individuals and (b) the existence of subpopulations of employees who may respond both favorably and unfavorably, thus displaying ambivalence. To address these shortcomings, we build on the tripartite response model and adopt a person-centered approach to shed light on a more comprehensive spectrum of employees' responses to diversity initiatives. Using latent profile analysis, our results across three studies reveal (Study 1, n = 605) and replicate (Study 2, n = 503 and Study 3, n = 514) four distinct response types: excited supporters, calm compliers, torn shapers, and discontent opponents. Furthermore, using time-lagged data from Study 3, we provide initial insights into relevant person and situation predictors of profile membership and show how employees across profiles differ on work-related outcomes that can be functional or dysfunctional for their organization. Taken together, we aim to initiate a conversation on the complex nature of responses to diversity initiatives within the diversity management literature and call for more research, specifically on ambivalent responses. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140701381","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Perceived personal and contextual impunity: Conceptualization, antecedents, and implications for workplace misconduct. 感知到的个人和环境有罪不罚现象：工作场所不当行为的概念化、前因和影响。

The Journal of applied psychology Pub Date : 2024-04-15 DOI: 10.1037/apl0001196

Min Young Lee, Katie L. Badura, Bradford Baker, Elad N. Sherf

{"title":"Perceived personal and contextual impunity: Conceptualization, antecedents, and implications for workplace misconduct.","authors":"Min Young Lee, Katie L. Badura, Bradford Baker, Elad N. Sherf","doi":"10.1037/apl0001196","DOIUrl":"https://doi.org/10.1037/apl0001196","url":null,"abstract":"Scholarship on impunity has centered around quantifiable prosecutions related to criminal acts that often occur outside of the workplace. We offer insights into the psychological experience of impunity by shifting the focus to organizational settings and embedding impunity within discussions of workplace misconduct. We distinguish between (a) perceived personal impunity, which reflects employees' belief that they will not face punishment for their own misconduct; and (b) perceived contextual impunity, which reflects employees' belief that their organization will not punish employees for their misconduct. We develop and validate measures for each impunity perception and establish a preliminary nomological network by investigating factors that influence each perception and their relationship with workplace misconduct. Consequently, we offer nuanced insights into how distinct impunity perceptions result in workplace misconduct relative to other established predictors. Our perceived workplace impunity measures provide a valuable tool for assessing impunity perceptions and predicting instances of misconduct. In addition, they offer practical insights into impunity's functions within organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140702475","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Multiple salary comparisons, distributive justice, and employee withdrawal. 多重薪酬比较、分配公正和员工退出。

The Journal of applied psychology Pub Date : 2024-04-15 DOI: 10.1037/apl0001184

Xiao-Min Xu, Russell Cropanzano, Ishbel McWha-Hermann, Chang-Qin Lu

{"title":"Multiple salary comparisons, distributive justice, and employee withdrawal.","authors":"Xiao-Min Xu, Russell Cropanzano, Ishbel McWha-Hermann, Chang-Qin Lu","doi":"10.1037/apl0001184","DOIUrl":"https://doi.org/10.1037/apl0001184","url":null,"abstract":"Salary comparison has well-established implications for employees' attitudes and behaviors at work. Yet how employees process information about simultaneous comparisons, particularly when internal and external comparison information is incongruent, remains controversial. In this article, we draw from the model of dispositional attribution and equity theory to predict how the incongruence of internal and external salary comparisons affects perceptions of distributive justice and subsequent employee withdrawal behavior. We hypothesized that the effect of salary comparisons on perceived distributive justice follows a hierarchically restrictive schema in which a lower salary in comparison to a referent has a greater effect than a higher salary. This further affects employee withdrawal (neglect, turnover intention, and voluntary turnover). We also propose that the effects of salary comparisons are bounded by employees' zero-sum construal of success. Three studies were conducted to test our hypotheses: a quasi-experimental study and two time-lagged field studies. Consistent with our hypotheses, we observed that, when comparison information was incongruent, underpayment compared with others more strongly affected perceived distributive justice than overpayment did. The subsequent impact on perceived distributive justice was negatively related to employee withdrawal. As expected, the effect of incongruent salary comparison information was stronger for employees with lower zero-sum construal of success. The theoretical and practical implications of these findings are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140702384","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Newcomers building social capital by proactive networking: A signaling perspective. 新人通过积极主动的网络建立社会资本：信号传递视角。

The Journal of applied psychology Pub Date : 2024-04-15 DOI: 10.1037/apl0001187

Artemis Boulamatsi, Songqi Liu, Le Zhou, Jingfeng Yin, Xiang Yao, Rui Guo

{"title":"Newcomers building social capital by proactive networking: A signaling perspective.","authors":"Artemis Boulamatsi, Songqi Liu, Le Zhou, Jingfeng Yin, Xiang Yao, Rui Guo","doi":"10.1037/apl0001187","DOIUrl":"https://doi.org/10.1037/apl0001187","url":null,"abstract":"Social networks can aid newcomers' learning and adjustment and facilitate their performance. However, knowledge about how newcomers build their social networks from the ground up is limited. Extending the socialization literature, we propose a model delineating newcomer proactive networking as the driver of advice ties with peer newcomers, which in turn influence newcomer reputation among higher status organizational insiders. Drawing on signaling theory, we propose that future-oriented newcomers are more likely to engage in proactive networking behaviors, a form of signaling that could help those newcomers build a larger number of peer advice ties. Such initial success may then transmit newcomers' signals to the managerial ranks, affording them a better reputation among managers. In addition, signaling theory suggests that the centrality of a newcomer's immediate supervisor in the managerial advice network can amplify the effect of the newcomer's own signaling actions (i.e., proactive networking behaviors) on their relationships with peers. We tested our hypotheses in two field survey studies. Study 1 found that newcomers higher in future orientation engaged in more proactive networking. Proactive networking helped newcomers form more peer advice ties, which were, in turn, positively related to their reputation among managers. Study 2 found that the supervisor's centrality in the managerial advice network moderated the relationship between newcomer proactive networking and peer advice ties. We discuss the implications of our findings for the newcomer adjustment and signaling theory literatures as well as for socialization practices. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140699660","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology. 对人格研究中的多视角框架进行综合概念评述，并为组织心理学的扩展应用提供路线图。

The Journal of applied psychology Pub Date : 2024-04-15 DOI: 10.1037/apl0001195

Mickey B Smith, I-Heng Ray Wu, R. M. Holmes, Andréa M Hodge

{"title":"An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.","authors":"Mickey B Smith, I-Heng Ray Wu, R. M. Holmes, Andréa M Hodge","doi":"10.1037/apl0001195","DOIUrl":"https://doi.org/10.1037/apl0001195","url":null,"abstract":"Multiperspective frameworks, such as the social relations model, socioanalytic theory, the realistic accuracy model, the self-other knowledge asymmetry model, and the trait-reputation-identity model, have advanced understanding of personality over the last 40 years. Due to a resurgence of interest in multiperspective research on personality and other constructs in organizational psychology, we conducted an integrative conceptual review of these specific multirater frameworks and their application in work settings. Our review identifies similarities and differences in these frameworks and suggests that they collectively represent an invaluable resource for personality researchers and the broader field of organizational psychology. Through our review, we distinguish multiperspective frameworks from similar approaches (e.g., multirater designs), track the evolution of these frameworks, and leverage current applications of these frameworks to craft a future research agenda. Our review serves as a roadmap to help scholars apply multiperspective logic more thoroughly and systematically in personality research and beyond. We close with a discussion of practical implications. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140702842","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

A regulatory focus theory perspective on the dynamics between action and power. 从监管重点理论的角度看行动与权力之间的动态关系。

The Journal of applied psychology Pub Date : 2024-04-15 DOI: 10.1037/apl0001198

Shereen Fatimah, Hun Whee Lee, D. L. Ferris, Henry R. Young

{"title":"A regulatory focus theory perspective on the dynamics between action and power.","authors":"Shereen Fatimah, Hun Whee Lee, D. L. Ferris, Henry R. Young","doi":"10.1037/apl0001198","DOIUrl":"https://doi.org/10.1037/apl0001198","url":null,"abstract":"Building on the strong consensus that the experience of power motivates individuals to take action, prior research postulates a positively reinforcing cycle wherein taking action leads to power, which in turn leads to subsequent actions. Applying regulatory focus theory, we differentiate between promotion-oriented and prevention-oriented actions to develop a within-person theory of when and why promotion-oriented and prevention-oriented actions should relate to power, and vice-versa. Across two studies, we find that when employees engaged in promotive voice behaviors, they were more likely to experience a sense of power; this effect was amplified for employees with trait promotion focus. When employees engaged in prohibitive voice behaviors, employees with trait prevention focus were less likely to experience a sense of power. The experience of power subsequently motivated employees to engage in promotive voice behaviors, but not prohibitive voice behaviors. By elucidating the differences between promotion and prevention pathways of action and power, our research challenges the notion that action and power positively reinforce each other. We discuss the theoretical and practical implications of our findings. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140701715","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Does voice endorsement by supervisors enhance or constrain voicer's personal initiative? Countervailing effects via feeling pride and feeling envied. 上司对声音的认可会增强还是限制声音发出者的个人主动性？通过自豪感和羡慕感产生的反作用。

The Journal of applied psychology Pub Date : 2024-04-11 DOI: 10.1037/apl0001191

Mingyun Huai, Xueqi Wen, Zihan Liu, Xingyu Wang, Wen-Dong Li, Mo Wang

{"title":"Does voice endorsement by supervisors enhance or constrain voicer's personal initiative? Countervailing effects via feeling pride and feeling envied.","authors":"Mingyun Huai, Xueqi Wen, Zihan Liu, Xingyu Wang, Wen-Dong Li, Mo Wang","doi":"10.1037/apl0001191","DOIUrl":"https://doi.org/10.1037/apl0001191","url":null,"abstract":"While the previous research has examined antecedents of supervisors' voice endorsement, it has generally overlooked its effects on voicers' affective and behavioral reactions, probably because of the underlying assumption that supervisors' voice endorsement is inherently beneficial and likely to encourage more proactive behaviors in the future. In this research, we offer a theoretical model of the double-edged effects of supervisors' voice endorsement on voicers' subsequent personal initiative. Drawing on cognitive appraisal theory and related research, we proposed that supervisors' voice endorsement prompts two different cognitive appraisal processes in voicers that evoke two distinct emotional experiences-feeling pride and feeling envied-with countervailing effects on voicers' subsequent personal initiative. Specifically, voice endorsement results in voicers not only feeling pride, which enhances their subsequent personal initiative, but also in their feeling envied, which reduces their later personal initiative. Moreover, we extend the cognitive appraisal theory of emotion from a social constructionist approach by incorporating coworker support-an important relational context-as a contingent factor shaping the effects of voice endorsement on feeling pride and feeling envied and on voicers' subsequent personal initiative. The results from two field studies-a weekly experience sampling study with 574 observations from 119 employees and an event-based daily experience sampling study with 787 observations from 180 employees-largely support our theoretical model. This research suggests the importance of considering the perspectives of all the stakeholders in the proactivity triad (i.e., the focal employee, the supervisor, and coworkers) in order to sustain employee proactivity. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140713100","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Revisiting Sackett et al.'s (2022) rationale behind their recommendation against correcting for range restriction in concurrent validation studies. 回顾Sackett等人(2022)在并发验证研究中反对纠正范围限制的建议背后的理由。

The Journal of applied psychology Pub Date : 2023-08-01 DOI: 10.2139/ssrn.4308528

In-Sue Oh, Huy Le, P. Roth

{"title":"Revisiting Sackett et al.'s (2022) rationale behind their recommendation against correcting for range restriction in concurrent validation studies.","authors":"In-Sue Oh, Huy Le, P. Roth","doi":"10.2139/ssrn.4308528","DOIUrl":"https://doi.org/10.2139/ssrn.4308528","url":null,"abstract":"Sackett et al. (2022) recommend against correcting for range restriction (RR) in concurrent validation studies. The main rationale behind their recommendation is that unless \"rzx\" (an unrestricted true-score correlation between the third variable Z where actual selection occurred in a top-down manner [a.k.a., suitability] and the predictor of interest, X) is as high as .90 and selection ratios are as low as .30-both unlikely events in their view, the degree of RR (ux) in concurrent validation studies is unlikely to be low enough (i.e., lower than .90) to warrant RR correction. That is, (a) the \"rzx\" ≥ .90 and (b) the selection ratio ≤ .30 are two critical conditions for the third condition, (c) ux ≤ .90, a need for RR correction. In this study, we revisit each of these conditions that constitute the rationale behind their recommendation: (a) whether \"rzx\" is unlikely to be as high as .90; (b) whether selection ratios of .30 or lower are \"extreme\"; and (c) whether the degree of RR is \"little to no\" (i.e., ux ≥ .90) in concurrent validation studies, thus no need for correcting for RR in concurrent validation studies. First, our reanalysis of their Table 1 indicates that it is not implausible that \"rzx\" is as high as .90. Second, several studies report that selection ratios of .30 or lower are not extreme. Finally, our reanalysis of their Table 5 indicates that Sackett et al. substantially underestimate the severity of RR and its biasing effect on operational validity in concurrent validation studies due to their use of a particular RR correction method (Case IV). We believe these findings suggest that there is not sufficient support for the rationale behind Sackett et al.'s recommendation and, thus, their recommendation itself should be reconsidered. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122733947","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2