The Journal of applied psychology最新文献_第10页

Where you came from and where you are going: The role of performance trajectory in promotion decisions. 你从哪里来，往哪里去:绩效轨迹在晋升决策中的作用。

IF 9.9

The Journal of applied psychology Pub Date : 2021-04-01 Epub Date: 2020-07-16 DOI: 10.1037/apl0000696

Guido Alessandri, José M Cortina, Zitong Sheng, Laura Borgogni

{"title":"Where you came from and where you are going: The role of performance trajectory in promotion decisions.","authors":"Guido Alessandri, José M Cortina, Zitong Sheng, Laura Borgogni","doi":"10.1037/apl0000696","DOIUrl":"https://doi.org/10.1037/apl0000696","url":null,"abstract":"Despite the clear theoretical link between promotions and job performance, the few studies that have tested this relationship have instead found that the role of job performance level in determining promotions is much less than might be expected. In 4 studies, we propose and test a different way of thinking about the performance-promotion relationship. Prospect theory, spiraling theory, and sponsored and contest mobility were used to support the notion that change in performance is at least as important to the prediction of promotion decisions as is absolute level of performance. In Study 1, performance and promotion data were collected for 563 white-collar employees at each of 4 time points spread over 6 years. As hypothesized, change in job performance significantly predicted change in workers' hierarchical level (i.e., promotion) beyond previous performance level. In Study 2, we found that upward trends are associated with ratings of future performance expectation and promotability through their effects on attributions of conscientiousness, proactive personality, and job dedication. In Study 3, we replicated the findings of Study 2 and found no evidence of a performance trend by performance level interaction. In Study 4, we showed that those with upward trends are preferred even to those with performance that is consistent and strong. Taken together, our results suggest that the reason for the modest performance-promotion relationships found in previous research may be that performance trends are seen by decision makers as containing at least as much promotion-relevant information as do performance averages or recent performance levels. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"599-623"},"PeriodicalIF":9.9,"publicationDate":"2021-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38160259","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: 13

Out of sight and out of mind? Networking strategies for enhancing inclusion in multinational organizations. 眼不见心不烦?促进融入跨国组织的网络战略。

IF 9.9

The Journal of applied psychology Pub Date : 2021-04-01 Epub Date: 2020-08-27 DOI: 10.1037/apl0000647

Crystal I C Farh, Hui Liao, Debra L Shapiro, Jiseon Shin, Olivia Zhishuang Guan

{"title":"Out of sight and out of mind? Networking strategies for enhancing inclusion in multinational organizations.","authors":"Crystal I C Farh, Hui Liao, Debra L Shapiro, Jiseon Shin, Olivia Zhishuang Guan","doi":"10.1037/apl0000647","DOIUrl":"https://doi.org/10.1037/apl0000647","url":null,"abstract":"How can employees of multinational corporations (MNCs) who are dispersed in various locations around the globe feel included? Integrating social capital theory and the MNC literature regarding resource and status differences between employees located in headquarter (HQ) versus non-HQ (i.e., subsidiary) country locations, we examined the role of the focal employee's professional advice ties and specifically their centrality as a source of advice to HQ contacts in enhancing inclusion. Moreover, we assessed the efficacy of two agentic strategies (i.e., cross-border work and access to well-connected site leaders) in facilitating the formation of inclusion-enhancing professional advice ties and whether their impact depends additionally on the focal employee's location inside or outside HQ country locations. Testing our predictions in a sample of 362 MNC employees dispersed across 33 sites, our findings showed that being central as a source of professional advice to HQ contacts enhanced employees' perceived inclusion. We also found that although employees in non-HQ countries suffered a \"geographic disadvantage\" in building professional advice ties to HQ contacts, these employees gained centrality as a source of professional advice to HQ contacts when they engaged in work that required cross-border interactions, especially when they also had site leaders who were well-connected. For employees located inside HQ countries, their professional advice ties to other HQ contacts were facilitated by having well-connected site leaders. We discuss the theoretical implications of our findings and provide practical recommendations for enhancing the inclusion of MNC employees based on whether they are located inside or outside of HQ countries. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"582-598"},"PeriodicalIF":9.9,"publicationDate":"2021-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38315587","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: 10

Dual pathways to bias: Evaluators' ideology and ressentiment independently predict racial discrimination in hiring contexts. 偏见的双重途径:评估者的意识形态和怨恨独立预测招聘环境中的种族歧视。

IF 9.9

The Journal of applied psychology Pub Date : 2021-04-01 Epub Date: 2020-07-02 DOI: 10.1037/apl0000804

Tania Reynolds, Luke Zhu, Karl Aquino, Brendan Strejcek

{"title":"Dual pathways to bias: Evaluators' ideology and ressentiment independently predict racial discrimination in hiring contexts.","authors":"Tania Reynolds, Luke Zhu, Karl Aquino, Brendan Strejcek","doi":"10.1037/apl0000804","DOIUrl":"https://doi.org/10.1037/apl0000804","url":null,"abstract":"Despite organizations' professed commitment to fairness, thousands of employees file race-based discrimination claims every year. The current article examines how people deviate from impartiality when evaluating candidates in hiring decisions. Researchers have argued the ideological endorsement of elitism (i.e., scoring high in social dominance orientation) can lead to discrimination against racial minorities. We examined whether an opposing ideological commitment-egalitarianism-can also produce partiality, but in favor of minority applicants. Inspired by dual processing models and Nietzsche's philosophical theorizing, we also forwarded and tested a novel, affective predictor of racial biases in evaluation: ressentiment toward the socially powerful. Across 4 studies, we found evaluators' ideologies and ressentiment independently shaped evaluations of equally qualified candidates in hiring contexts. Participants who endorsed elitism showed a preference for White candidates, whereas those who endorsed egalitarianism evaluated Black candidates more favorably. Individuals who experienced stronger ressentiment toward the social elite also preferred Black over White applicants. Studies 3 and 4 tested and supported a novel intervention-inducing a calculative mindset-as a method for attenuating evaluators' ideological and ressentiment driven impartiality. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"624-641"},"PeriodicalIF":9.9,"publicationDate":"2021-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38115623","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: 12

Videoconference fatigue? Exploring changes in fatigue after videoconference meetings during COVID-19. 视频会议疲劳吗?探索COVID-19期间视频会议后疲劳的变化。

IF 9.9

The Journal of applied psychology Pub Date : 2021-03-01 DOI: 10.1037/apl0000906

Andrew A Bennett, Emily D Campion, Kathleen R Keeler, Sheila K Keener

{"title":"Videoconference fatigue? Exploring changes in fatigue after videoconference meetings during COVID-19.","authors":"Andrew A Bennett, Emily D Campion, Kathleen R Keeler, Sheila K Keener","doi":"10.1037/apl0000906","DOIUrl":"https://doi.org/10.1037/apl0000906","url":null,"abstract":"In response to the Coronavirus disease 2019 (COVID-19) global health pandemic, many employees transitioned to remote work, which included remote meetings. With this sudden shift, workers and the media began discussing videoconference fatigue, a potentially new phenomenon of feeling tired and exhausted attributed to a videoconference. In the present study, we examine the nature of videoconference fatigue, when this phenomenon occurs, and what videoconference characteristics are associated with fatigue using a mixed-methods approach. Thematic analysis of qualitative responses indicates that videoconference fatigue exists, often in near temporal proximity to the videoconference, and is affected by various videoconference characteristics. Quantitative data were collected each hour during five workdays from 55 employees who were working remotely because of the COVID-19 pandemic. Latent growth modeling results suggest that videoconferences at different times of the day are related to deviations in employee fatigue beyond what is expected based on typical fatigue trajectories. Results from multilevel modeling of 279 videoconference meetings indicate that turning off the microphone and having higher feelings of group belongingness are related to lower postvideoconference fatigue. Additional analyses suggest that higher levels of group belongingness are the most consistent protective factor against videoconference fatigue. Such findings have immediate practical implications for workers and organizations as they continue to navigate the still relatively new terrain of remote work. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"330-344"},"PeriodicalIF":9.9,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38807845","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: 125

Interpreting moderated multiple regression: A comment on Van Iddekinge, Aguinis, Mackey, and DeOrtentiis (2018). 解释有调节的多元回归:对Van Iddekinge、Aguinis、Mackey和DeOrtentiis(2018)的评论。

IF 9.9

The Journal of applied psychology Pub Date : 2021-03-01 DOI: 10.1037/apl0000522

Jeffrey B Vancouver, Bruce W Carlson, Lindsay Y Dhanani, Cassandra E Colton

{"title":"Interpreting moderated multiple regression: A comment on Van Iddekinge, Aguinis, Mackey, and DeOrtentiis (2018).","authors":"Jeffrey B Vancouver, Bruce W Carlson, Lindsay Y Dhanani, Cassandra E Colton","doi":"10.1037/apl0000522","DOIUrl":"https://doi.org/10.1037/apl0000522","url":null,"abstract":"When data contradict theory, data usually win. Yet, the conclusion of Van Iddekinge, Aguinis, Mackey, and DeOrtentiis (2018) that performance is an additive rather than multiplicative function of ability and motivation may not be valid, despite applying a meta-analytic lens to the issue. We argue that the conclusion was likely reached because of a common error in the interpretation of moderated multiple-regression results. A Monte Carlo study is presented to illustrate the issue, which is that moderated multiple regression is useful for detecting the presence of moderation but typically cannot be used to determine whether or to what degree the constructs have independent or nonjoint (i.e., additive) effects beyond the joint (i.e., multiplicative) effect. Moreover, we argue that the practice of interpreting the incremental contribution of the interaction term when added to the first-order terms as an effect size is inappropriate, unless the interaction is perfectly symmetrical (i.e., X-shaped), because of the partialing procedure that moderated multiple regression uses. We discuss the importance of correctly specifying models of performance as well as methods that might facilitate drawing valid conclusions about theories with hypothesized multiplicative functions. We conclude with a recommendation to fit the entire moderated multiple-regression model in a single rather than separate steps to avoid the interpretation error highlighted in this article. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"467-475"},"PeriodicalIF":9.9,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38807846","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: 3

Assessing and interpreting interaction effects: A reply to Vancouver, Carlson, Dhanani, and Colton (2021). 评估和解释相互作用效应:对Vancouver、Carlson、Dhanani和Colton(2021)的回复。

IF 9.9

The Journal of applied psychology Pub Date : 2021-03-01 DOI: 10.1037/apl0000883

Chad H Van Iddekinge, Herman Aguinis, James M LeBreton, Jeremy D Mackey, Philip S DeOrtentiis

{"title":"Assessing and interpreting interaction effects: A reply to Vancouver, Carlson, Dhanani, and Colton (2021).","authors":"Chad H Van Iddekinge, Herman Aguinis, James M LeBreton, Jeremy D Mackey, Philip S DeOrtentiis","doi":"10.1037/apl0000883","DOIUrl":"https://doi.org/10.1037/apl0000883","url":null,"abstract":"Van Iddekinge et al. (2018)'s meta-analysis revealed that ability and motivation have mostly an additive rather than an interactive effect on performance. One of the methods they used to assess the ability × motivation interaction was moderated multiple regression (MMR). Vancouver et al. (2021) presented conceptual arguments that ability and motivation should interact to predict performance, as well as analytical and empirical arguments against the use of MMR to assess interaction effects. We describe problems with these arguments and show conceptually and empirically that MMR (and the ΔR and ΔR2 it yields) is an appropriate and effective method for assessing both the statistical significance and magnitude of interaction effects. Nevertheless, we also applied the alternative approach Vancouver et al. recommended to test for interactions to primary data sets (k = 69) from Van Iddekinge et al. These new results showed that the ability × motivation interaction was not significant in 90% of the analyses, which corroborated Van Iddekinge et al.'s original conclusion that the interaction rarely increments the prediction of performance beyond the additive effects of ability and motivation. In short, Van Iddekinge et al.'s conclusions remain unchanged and, given the conceptual and empirical problems we identified, we cannot endorse Vancouver et al.'s recommendation to change how researchers test interactions. We conclude by offering suggestions for how to assess and interpret interactions in future research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"476-488"},"PeriodicalIF":9.9,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38807847","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: 4

How team averages in authentic living and perspective-taking personalities relate to team information elaboration and team performance. 真实生活和换位思考个性中的团队平均水平如何与团队信息阐述和团队绩效相关。

IF 9.9

The Journal of applied psychology Pub Date : 2021-03-01 Epub Date: 2020-04-23 DOI: 10.1037/apl0000499

Hannes Leroy, Inga J Hoever, Kathleen Vangronsvelt, Anja Van den Broeck

{"title":"How team averages in authentic living and perspective-taking personalities relate to team information elaboration and team performance.","authors":"Hannes Leroy, Inga J Hoever, Kathleen Vangronsvelt, Anja Van den Broeck","doi":"10.1037/apl0000499","DOIUrl":"https://doi.org/10.1037/apl0000499","url":null,"abstract":"Is it wise to be authentic, that is, to express your inner thoughts and feelings, in a team context? Although authenticity can be argued to benefit teamwork as authentic team members contribute their unique perspectives, it can also hinder teamwork if those unique perspectives are not heard and integrated. Using theory on groups as information processors, we propose that when team members both contribute their own unique perspectives (team mean authentic living), and try to understand each other's contributions (team mean perspective taking), a process of information elaboration occurs at the team level, which in turn leads to team performance. Study 1 tested these assumptions in 67 teams of students (N = 247), whereas Study 2 used 37 teams of employees (N = 194). Results support the hypothesized interaction between team mean authentic living and team mean perspective taking on team information elaboration such that the effects were positive when perspective taking was high but negative when it was low. In terms of team performance, although team information elaboration consistently predicted team performance in both studies, Study 1 could not confirm the hypothesized indirect effects, whereas Study 2 confirmed only the hypothesized positive indirect effect. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"364-376"},"PeriodicalIF":9.9,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"37862391","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: 8

In the eye of the beholder: Considering culture in assessing the social desirability of personality. 在旁观者的眼中:在评估个性的社会可取性时考虑文化。

IF 9.9

The Journal of applied psychology Pub Date : 2021-03-01 Epub Date: 2020-05-28 DOI: 10.1037/apl0000514

Ann Marie Ryan, Jacob Bradburn, Sarena Bhatia, Evan Beals, Anthony S Boyce, Nicholas Martin, Jeff Conway

{"title":"In the eye of the beholder: Considering culture in assessing the social desirability of personality.","authors":"Ann Marie Ryan, Jacob Bradburn, Sarena Bhatia, Evan Beals, Anthony S Boyce, Nicholas Martin, Jeff Conway","doi":"10.1037/apl0000514","DOIUrl":"https://doi.org/10.1037/apl0000514","url":null,"abstract":"Multinational organizations are increasingly looking to deploy assessments on a global basis. However, the social desirability of different personality characteristics may vary as a function of culture, yet limited research has explored this idea. Based on the GLOBE cultural dimensions and the theory of purposeful behavior, we examined potential connections between cultural practice dimensions and the desirability of personality aspects with a large personality item bank, utilizing raters across 34 countries. Findings indicated few connections of societal level cultural practices and social desirability perceptions for particular aspects. An exception to this was the finding that higher social desirability ratings were given for cooperativeness, sensitivity, and assertiveness in Confucian Asian, South Asian, and Sub-Saharan contexts compared with Germanic Europe, Eastern Europe, Latin America, and Latin Europe contexts. Limitations of the study as well as implications for development and use of personality assessments globally in high stakes contexts are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"452-466"},"PeriodicalIF":9.9,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"37984314","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: 7

The self-sacrificial nature of leader identity: Understanding the costs and benefits at work and home. 领导者身份的自我牺牲本质:了解工作和家庭中的成本和收益。

IF 9.9

The Journal of applied psychology Pub Date : 2021-03-01 Epub Date: 2020-04-20 DOI: 10.1037/apl0000505

Klodiana Lanaj, Allison S Gabriel, Nitya Chawla

{"title":"The self-sacrificial nature of leader identity: Understanding the costs and benefits at work and home.","authors":"Klodiana Lanaj, Allison S Gabriel, Nitya Chawla","doi":"10.1037/apl0000505","DOIUrl":"https://doi.org/10.1037/apl0000505","url":null,"abstract":"The leader role carries several complexities, suggesting that identifying closely with one's role as a leader might be both beneficial and costly on a day-to-day basis. We integrate theories of leader identity, self-sacrificial leadership, and self-regulation to develop a conceptual model articulating the manner in which strongly identifying with one's leader role on a daily basis yields benefits (i.e., increased task performance and perceived prosocial impact) and costs (i.e., increased depletion and conflict at home) via increased self-sacrificial leader behavior. Further, we theorize and test whether work addiction moderates the indirect effects of leader identity on the aforementioned processes. Using an experience sampling investigation of 80 leaders who completed 3 surveys per day for 10 workdays (Level 1 n = 645), we found that daily leader identity was positively associated with self-sacrificial leader behavior which, in turn, was positively associated with task performance and perceived prosocial impact (leader benefits) and positively associated with resource depletion and conflict at home (leader costs). Moreover, these effects were stronger for leaders who reported higher (vs. lower) levels of work addiction. In an exploration considering the effects of leader identity on daily well-being, results indicated that leader identity also indirectly helped and hindered psychological detachment from work. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"345-363"},"PeriodicalIF":9.9,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"37850660","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: 34

Stakeholders in safety: Patient reports on unsafe clinical behaviors distinguish hospital mortality rates. 安全利益相关者:患者对不安全临床行为的报告区分了医院死亡率。

IF 9.9

The Journal of applied psychology Pub Date : 2021-03-01 Epub Date: 2020-04-27 DOI: 10.1037/apl0000507

Tom W Reader, Alex Gillespie

{"title":"Stakeholders in safety: Patient reports on unsafe clinical behaviors distinguish hospital mortality rates.","authors":"Tom W Reader, Alex Gillespie","doi":"10.1037/apl0000507","DOIUrl":"https://doi.org/10.1037/apl0000507","url":null,"abstract":"Patient safety research has adapted concepts and methods from the workplace safety literature (safety climate, incident reporting) to explain why patients experience unintentional harm during clinical treatment in hospital (adverse events). Consequently, patient safety has primarily been studied through data generated by health care staff. However, because adverse events relate to patient injuries, it is suggested that patients and their families may also have valuable insights for investigating patient safety in hospitals. We conceptualized this idea by proposing that patients are stakeholders in hospital safety who, through their experiences of treatments and independence from institutional culture, can provide valid and supplementary data on unsafe clinical care. In 59 United Kingdom hospitals we investigated whether patient evaluations of care (N = 23,287 surveys) and the safety information contained in health care complaints (N = 2,017, containing 2.5 million words) explained variance in excess patient deaths (hospital mortality) beyond staff evaluations of care (N = 49,302 surveys) and incident reports (N = 242,859). The severity of reports on unsafe clinical behaviors (error and neglect) communicated in patient' health care complaints explained additional variance in hospital-level mortality rates beyond that of staff-generated data. The results indicate that patients provide valid and supplementary data on unsafe care in hospitals. Generalized to other organizational domains, the findings suggest that nonemployee stakeholders should be included in assessments of safety performance if they experience or observe unsafe behaviors. Theoretically, it is necessary to further examine how concepts such as safety climate can incorporate the observations and outcomes of stakeholders in safety. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"439-451"},"PeriodicalIF":9.9,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"37875919","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: 12