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

Departures From Optimality When Pursuing Multiple Approach or Avoidance Goals 当追求多个接近或回避目标时偏离最优性

The Journal of applied psychology Pub Date : 2016-03-10 DOI: 10.1037/apl0000082

T. Ballard, Gillian Yeo, A. Neal, S. Farrell

引用次数: 16

Nonlinear effects of team tenure on team psychological safety climate and climate strength: Implications for average team member performance. 团队任期对团队心理安全气候和气候强度的非线性影响:对团队成员平均绩效的启示。

The Journal of applied psychology Pub Date : 2016-03-07 DOI: 10.1037/apl0000097

Jaclyn Koopmann, Klodiana Lanaj, Mo Wang, Le Zhou, Junqi Shi

{"title":"Nonlinear effects of team tenure on team psychological safety climate and climate strength: Implications for average team member performance.","authors":"Jaclyn Koopmann, Klodiana Lanaj, Mo Wang, Le Zhou, Junqi Shi","doi":"10.1037/apl0000097","DOIUrl":"https://doi.org/10.1037/apl0000097","url":null,"abstract":"The teams literature suggests that team tenure improves team psychological safety climate and climate strength in a linear fashion, but the empirical findings to date have been mixed. Alternatively, theories of group formation suggest that new and longer tenured teams experience greater team psychological safety climate than moderately tenured teams. Adopting this second perspective, we used a sample of 115 research and development teams and found that team tenure had a curvilinear relationship with team psychological safety climate and climate strength. Supporting group formation theories, team psychological safety climate and climate strength were higher in new and longer tenured teams compared with moderately tenured teams. Moreover, we found a curvilinear relationship between team tenure and average team member creative performance as partially mediated by team psychological safety climate. Team psychological safety climate improved average team member task performance only when team psychological safety climate was strong. Likewise, team tenure influenced average team member task performance in a curvilinear manner via team psychological safety climate only when team psychological safety climate was strong. We discuss theoretical and practical implications and offer several directions for future research. (PsycINFO Database Record","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125501791","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: 88

From dawn till dusk: Shedding light on the recovery process by investigating daily change patterns in fatigue. 从黎明到黄昏:通过调查疲劳的日常变化模式来揭示恢复过程。

The Journal of applied psychology Pub Date : 2016-03-07 DOI: 10.1037/apl0000104

Ute R. Hülsheger

{"title":"From dawn till dusk: Shedding light on the recovery process by investigating daily change patterns in fatigue.","authors":"Ute R. Hülsheger","doi":"10.1037/apl0000104","DOIUrl":"https://doi.org/10.1037/apl0000104","url":null,"abstract":"Although the notion that recovery is a process rather than a state lies at the heart of recovery theory, the continuous cycle of depletion and replenishment of resources itself has not yet been investigated empirically. In the present article, I therefore build on recovery theory and on evidence from chronobiological research and adopt a temporal research approach that allows investigating change trajectories in fatigue over the course of the day. Furthermore, the role of sleep quality and psychological detachment in these change trajectories is investigated. Hypotheses are tested in an experience-sampling study involving 133 employees who were asked to provide fatigue ratings 4 times a day over 5 consecutive workdays. Growth curve analyses revealed that on average fatigue decreased in the morning, reaching a nadir around midday and then increased until bedtime. Additionally, daily sleep quality explained variation in individuals' fatigue change trajectories: When sleep quality was low, next day fatigue decreased between morning and midday and then increased again until bedtime; when sleep quality was high, fatigue remained stable until midday and then increased again between the end of work and bedtime. Theoretical implications for the recovery literature and practical implications are discussed in conclusion. (PsycINFO Database Record","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115749439","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: 44

A profile of profiles: A meta-analysis of the nomological net of commitment profiles. 档案的档案:承诺档案的法理学网的元分析。

The Journal of applied psychology Pub Date : 2016-03-07 DOI: 10.1037/apl0000091

Adam H. Kabins, X. Xu, M. Bergman, Christopher M. Berry, V. Willson

{"title":"A profile of profiles: A meta-analysis of the nomological net of commitment profiles.","authors":"Adam H. Kabins, X. Xu, M. Bergman, Christopher M. Berry, V. Willson","doi":"10.1037/apl0000091","DOIUrl":"https://doi.org/10.1037/apl0000091","url":null,"abstract":"Although the majority of empirical commitment research has adopted a variable-centered approach, the person-centered or profiles approach is gaining traction. One challenge in the commitment profiles literature is that names are attached to profiles based on the within-study comparison among profiles and their relative levels and shapes. Thus, it is possible that different studies name the same profiles differently or different profiles similarly because of the context of the other profiles in the study. A meta-analytic approach, combined with multilevel latent profile analysis (LPA) that accounts for both within- and between-sample variability, is used in this study to examine the antecedents and outcomes of commitment profiles. This helps solve the naming problem by examining multiple data sets (K = 40) with a large sample (N = 16,052), obtained by contacting commitment researchers who voluntarily supplied primary data to bring further consensus about the phenomenology of profiles. LPA results revealed 5 profiles (Low, Moderate, AC-dominant, AC/NC-dominant, and High). Meta-analytic results revealed that high levels of bases of commitment were associated with value-based profiles whereas low levels were associated with weak commitment profiles. Additionally, value-based profiles were associated with older, married, and less educated participants than the weak commitment profiles. Regarding outcomes of commitment, profiles were found to significantly relate to focal behaviors (e.g., performance, tenure, and turnover) and discretionary behaviors (e.g., organizational citizenship behaviors). Value-based profiles were found to have higher levels of both focal and discretionary behaviors for all analyses. Implications for the commitment and profile literature are discussed. (PsycINFO Database Record","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125081669","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: 51

What makes professors appear credible: The effect of demographic characteristics and ideological beliefs. 是什么让教授显得可信:人口特征和意识形态信仰的影响。

The Journal of applied psychology Pub Date : 2016-03-07 DOI: 10.1037/apl0000095

L. Zhu, Karl Aquino, A. Vadera

引用次数: 11

The Journal of applied psychology Pub Date : 2016-03-07 DOI: 10.1037/apl0000083

Chad A. Hartnell, A. Kinicki, L. Lambert, Mel Fugate, Patricia Doyle Corner

{"title":"Do similarities or differences between CEO leadership and organizational culture have a more positive effect on firm performance? A test of competing predictions.","authors":"Chad A. Hartnell, A. Kinicki, L. Lambert, Mel Fugate, Patricia Doyle Corner","doi":"10.1037/apl0000083","DOIUrl":"https://doi.org/10.1037/apl0000083","url":null,"abstract":"This study examines the nature of the interaction between CEO leadership and organizational culture using 2 common metathemes (task and relationship) in leadership and culture research. Two perspectives, similarity and dissimilarity, offer competing predictions about the fit, or interaction, between leadership and culture and its predicted effect on firm performance. Predictions for the similarity perspective draw upon attribution theory and social identity theory of leadership, whereas predictions for the dissimilarity perspective are developed based upon insights from leadership contingency theories and the notion of substitutability. Hierarchical regression results from 114 CEOs and 324 top management team (TMT) members failed to support the similarity hypotheses but revealed broad support for the dissimilarity predictions. Findings suggest that culture can serve as a substitute for leadership when leadership behaviors are redundant with cultural values (i.e., they both share a task- or relationship-oriented focus). Findings also support leadership contingency theories indicating that CEO leadership is effective when it provides psychological and motivational resources lacking in the organization's culture. We discuss theoretical and practical implications and delineate directions for future research. (PsycINFO Database Record","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121701515","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: 129

The role of self-determined motivation in job search: A dynamic approach. 自我决定动机在求职中的作用:一个动态的方法。

The Journal of applied psychology Pub Date : 2016-03-01 DOI: 10.1037/apl0000070

Serge P. da Motta Veiga, Allison S. Gabriel

{"title":"The role of self-determined motivation in job search: A dynamic approach.","authors":"Serge P. da Motta Veiga, Allison S. Gabriel","doi":"10.1037/apl0000070","DOIUrl":"https://doi.org/10.1037/apl0000070","url":null,"abstract":"Job search is a dynamic self-regulated process during which job seekers need to stay motivated to secure a job. However, past research has taken a relatively static approach to examining motivation during the job search, in addition to ignoring how the quality of one's motivation--ranging from autonomous to controlled--can influence job search processes. Adopting a within-person perspective, the current study extends self-determination theory (SDT) to the job search context to investigate (a) when autonomous and controlled motivations are more or less prevalent and (b) whether they influence job search effort through metacognitive strategies in differing ways depending upon the amount of time elapsed in the search. In a weekly study of new labor market entrants (Level-2 n = 149; Level-1 n = 691), results indicated that autonomous motivation decreased until the midpoint of the job search and then plateaued, whereas controlled motivation remained stable. Results also showed that autonomous motivation had a consistent, positive relation with metacognitive strategies, whereas the relation between controlled motivation and such strategies was negative early in the job search, but became positive as the job search progressed. Finally, the effects of motivation on job search effort occurred via metacognitive strategies differentially depending upon the time elapsed in the search. Combined, we provide a first glimpse into the dynamics of self-determined motivation on job search processes.","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129832703","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: 56

Dark clouds or silver linings? A stigma threat perspective on the implications of an autism diagnosis for workplace well-being. 乌云还是一线希望?自闭症诊断对工作场所幸福感的影响的污名威胁视角。

The Journal of applied psychology Pub Date : 2016-03-01 DOI: 10.1037/apl0000058

Tiffany D. Johnson, Aparna Joshi

{"title":"Dark clouds or silver linings? A stigma threat perspective on the implications of an autism diagnosis for workplace well-being.","authors":"Tiffany D. Johnson, Aparna Joshi","doi":"10.1037/apl0000058","DOIUrl":"https://doi.org/10.1037/apl0000058","url":null,"abstract":"This article unpacks the stigma associated with a developmental disability at work, specifically autism spectrum disorders (ASD), by presenting findings from 2 studies-one interview-based and the other survey-based. Drawing on in-depth interviews with individuals on the autism spectrum, the first study showed that a clinical diagnosis of autism is a milestone event that triggered both positive (silver linings) and negative (dark clouds) responses to work. These positive and negative responses were shaped by the age at which the diagnosis occurred as well as specific work-related contingencies-identity management (disclosing or not disclosing), the importance of the social demands imposed by the job, and organizational support policies for autism. The second study developed and tested propositions derived from the qualitative data by using survey data gathered from working adults with ASD. Results showed that, compared with individuals diagnosed later in life, individuals who were diagnosed at an earlier age experienced greater organization-based self-esteem and lower perceived discrimination when they disclosed their disability, worked in jobs that placed lower social demands on them, or were employed in organizations that offered policies to support workers with ASD. We conclude that, depending on the age of diagnosis, attributes of the employment context can trigger stigma-related threat in different ways and we outline important practical implications of these findings.","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125611379","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: 118

When does power disparity help or hurt group performance? 权力差异在什么情况下有助于或损害团队绩效?

The Journal of applied psychology Pub Date : 2016-03-01 DOI: 10.1037/apl0000056

Murat Tarakci, L. Greer, P. Groenen

{"title":"When does power disparity help or hurt group performance?","authors":"Murat Tarakci, L. Greer, P. Groenen","doi":"10.1037/apl0000056","DOIUrl":"https://doi.org/10.1037/apl0000056","url":null,"abstract":"Power differences are ubiquitous in social settings. However, the question of whether groups with higher or lower power disparity achieve better performance has thus far received conflicting answers. To address this issue, we identify 3 underlying assumptions in the literature that may have led to these divergent findings, including a myopic focus on static hierarchies, an assumption that those at the top of hierarchies are competent at group tasks, and an assumption that equality is not possible. We employ a multimethod set of studies to examine these assumptions and to understand when power disparity will help or harm group performance. First, our agent-based simulation analyses show that by unpacking these common implicit assumptions in power research, we can explain earlier disparate findings--power disparity benefits group performance when it is dynamically aligned with the power holder's task competence, and harms group performance when held constant and/or is not aligned with task competence. Second, our empirical findings in both a field study of fraud investigation groups and a multiround laboratory study corroborate the simulation results. We thereby contribute to research on power by highlighting a dynamic understanding of power in groups and explaining how current implicit assumptions may lead to opposing findings.","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116534551","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: 73

Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. 职场排斥为何以及何时会抑制组织公民行为:一个组织认同的视角。

The Journal of applied psychology Pub Date : 2016-03-01 DOI: 10.1037/apl0000063

Chia-huei Wu, Jun Liu, H. Kwan, Cynthia Lee

{"title":"Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective.","authors":"Chia-huei Wu, Jun Liu, H. Kwan, Cynthia Lee","doi":"10.1037/apl0000063","DOIUrl":"https://doi.org/10.1037/apl0000063","url":null,"abstract":"Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermining employees' identification with the organization. We also theorize that perceived job mobility influences the extent to which employees identify with the organization when being ostracized. These hypotheses were examined in two time-lagged studies conducted in China. The proposed hypotheses were supported by results in Study 1, and findings were generally replicated in Study 2, where effects of other known mediators (i.e., organization-based self-esteem, job engagement, and felt obligation toward the organization) and moderators (i.e., collectivism, power distance, and future orientation) suggested by previous perspectives were controlled. Results of Study 2 provided further support of the hypothesized directional effect of workplace ostracism on citizenship behavior via organizational identification. Our studies support the identification perspective in understanding workplace ostracism and also strengthen the application of this perspective in understanding workplace aggression broadly.","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128724369","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: 204