The Journal of applied psychology最新文献_第2页

Managing unit human capital resources: Integrating insights from human resource management and unit leadership literatures. 管理单位人力资本资源:整合人力资源管理和单位领导文献的见解。

The Journal of applied psychology Pub Date : 2023-07-20 DOI: 10.1037/apl0001119.supp

P. Gallagher, M. Wolfson, Greg Reilly, J. Mathieu

引用次数: 0

When "who I am" is under threat: Measures of threat to identity value, meanings, and enactment. 当“我是谁”受到威胁:对身份价值、意义和制定的威胁措施。

The Journal of applied psychology Pub Date : 2023-07-20 DOI: 10.1037/apl0001114.supp

Mailys M George, K. Strauss, Julija N. Mell, Heather C Vough

{"title":"When \"who I am\" is under threat: Measures of threat to identity value, meanings, and enactment.","authors":"Mailys M George, K. Strauss, Julija N. Mell, Heather C Vough","doi":"10.1037/apl0001114.supp","DOIUrl":"https://doi.org/10.1037/apl0001114.supp","url":null,"abstract":"Although scholars across fields have studied threats to individuals' identities for their impact and ubiquity, the absence of standard scales has hindered the advancement of this research. Due to the lack of identity threat measures, the myriad existing propositions and models remain untested which may generate skepticism of the field. In the comparatively rare instances where deductive models have been tested, studies often suffer from methodological shortcomings related to the absence of a standard measure (e.g., the use of scales that tap into adjacent constructs) or an assumption of unidimensionality, despite recognition that identity threat can take various forms. Such shortcomings can yield inaccurate conclusions and threaten content validity. In response to these issues, we followed recommended steps to develop three measures capturing threats to identity value, meanings, and enactment. We rigorously validated these measures across different contexts: threats to teachers' work-related identity, to pregnant women's leader identity, and to organizational members' lesbian, gay, bisexual, transgender, queer or questioning identities. Our results provide evidence of the psychometric validity of the three measures and their applicability to different types of identities individuals hold. Using our measures, scholars will be able to further explore identity threat triggers and outcomes, the mechanisms underlying the effects of the three different types of threat on outcomes, and temporal dynamics. Researchers can also use our measures in designing interventions. Ultimately, this will allow management and applied psychology scholars to develop better guidance for organizations and employees dealing with the commonplace, yet difficult experience of identity threat. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130871253","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: 1

Reducing gender bias in the evaluation and selection of future leaders: The role of decision-makers' mindsets about the universality of leadership potential. 在未来领导者的评估和选择中减少性别偏见:决策者关于领导潜力普遍性的心态的作用。

The Journal of applied psychology Pub Date : 2023-07-20 DOI: 10.1037/apl0001112.supp

Zhi Liu, A. Rattan, Krishna Savani

{"title":"Reducing gender bias in the evaluation and selection of future leaders: The role of decision-makers' mindsets about the universality of leadership potential.","authors":"Zhi Liu, A. Rattan, Krishna Savani","doi":"10.1037/apl0001112.supp","DOIUrl":"https://doi.org/10.1037/apl0001112.supp","url":null,"abstract":"Extensive research has documented organizational decision-makers' preference for men over women when they evaluate and select candidates for leadership positions. We conceptualize a novel construct-mindsets about the universality of leadership potential-that can help reduce this bias. People can believe either that only some individuals have high leadership potential (i.e., a nonuniversal mindset) or that most individuals have high leadership potential (i.e., a universal mindset). Five studies investigated the relationship between these mindsets and decision-makers' gender biases in leader evaluation and selection decisions. The more senior government officials in China held a universal mindset, the less they showed gender bias when rating their subordinates' leadership capability (Study 1). Working adults in the United Kingdom who held a more universal mindset exhibited less gender bias when evaluating and selecting job candidates for a leadership position (Study 2). In an experiment, Singaporean students exposed to a universal mindset exhibited less gender bias when evaluating and selecting candidates than those exposed to a nonuniversal mindset (Study 3). Another experiment with working adults in China replicated this pattern and added a control condition to confirm the directionality of the effect (Study 4). Last, Study 5 showed that a more universal mindset was associated with less gender bias particularly among decision-makers with stronger gender stereotypes in the domain of leadership. This research demonstrates that, although they are seemingly unrelated to gender, mindsets about the universality of leadership potential can influence the extent to which people express gender bias in the leadership context. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129294650","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

The easy addendum effect: When doing more seems less effortful. 简单补充效应:当做得更多似乎不那么费力时。

The Journal of applied psychology Pub Date : 2023-07-20 DOI: 10.1037/apl0001130.supp

Edward Yuhang Lai, Julio Sevilla, Mathew S. Isaac, Rajesh Bagchi

{"title":"The easy addendum effect: When doing more seems less effortful.","authors":"Edward Yuhang Lai, Julio Sevilla, Mathew S. Isaac, Rajesh Bagchi","doi":"10.1037/apl0001130.supp","DOIUrl":"https://doi.org/10.1037/apl0001130.supp","url":null,"abstract":"Although people often value the challenge and mastery of performing an activity, their satisfaction may suffer when the tasks comprising the activity are perceived as difficult. Thus, it is important to understand the factors that influence subjective judgments of difficulty. In this research, we introduce an easily actionable and effective tactic to reduce perceptions of the overall difficulty of an activity: We find that concluding a sequence of difficult tasks with a few easy tasks can decrease perceived difficulty of the aggregate activity. While appending extra tasks to a constant sequence should increase the objective amount of effort necessary to complete all the tasks, we find that more tasks can paradoxically be perceived as less effortful. We coin this phenomenon the easy addendum effect and demonstrate that it is less likely to occur when an overall activity is conceptualized as consisting of a single category rather than two distinct categories-that is, a set of difficult tasks followed by a set of easy tasks. We further show downstream consequences of this effect-through lower perceived difficulty, the easy addendum effect can lead to greater satisfaction, persistence, and more tasks performed overall. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":"86 2","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132511976","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

Female CEOs and the compensation of other top managers. 女性ceo和其他高层管理人员的薪酬。

IF 9.9

The Journal of applied psychology Pub Date : 2022-12-01 Epub Date: 2022-01-27 DOI: 10.1037/apl0000988

Cristian L Dezső, Yixuan Li, David Gaddis Ross

{"title":"Female CEOs and the compensation of other top managers.","authors":"Cristian L Dezső, Yixuan Li, David Gaddis Ross","doi":"10.1037/apl0000988","DOIUrl":"https://doi.org/10.1037/apl0000988","url":null,"abstract":"We study the implications of having a female chief executive officer (CEO) for the compensation levels of other top managers of a firm. Extant theoretical perspectives, such as social identity theory, gendered notions of firm status, and loss of diversity benefits, among others, make competing predictions about the effect of having a female, as opposed to a male, CEO: (a) that only female top managers may earn more, (b) that both female and male top managers may earn less, and (c) that only female top managers may earn less. Using over 20 years of data on the top management teams (TMTs) of the largest 1,500 U.S. firms, we find that women (but not men) in top management earn significantly less with a female CEO than what they would have earned with a male CEO in a given year within a particular firm. We theorize that these results are consistent with the argument that a female top manager confers diversity benefits on her firm, which become redundant when there is a female CEO. Thus, the focal female top manager is paid less with a female CEO than what she would have earned with a male CEO. Our post-hoc test related to the effect of the percentage of female members on the TMT provides further empirical evidence for the diversity benefits perspective. This study contributes to research on TMTs, gender, and compensation and should inspire further work investigating the psychological mechanisms through which CEO gender influences TMT compensation. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"2306-2318"},"PeriodicalIF":9.9,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39863412","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

From inclusive climate to organizational innovation: Examining internal and external enablers for knowledge management capacity. 从包容性气候到组织创新:考察知识管理能力的内部和外部推动因素。

IF 9.9

The Journal of applied psychology Pub Date : 2022-12-01 Epub Date: 2022-03-24 DOI: 10.1037/apl0001014

Yixuan Li, Yiduo Shao, Mo Wang, Yanran Fang, Yaping Gong, Chang Li

{"title":"From inclusive climate to organizational innovation: Examining internal and external enablers for knowledge management capacity.","authors":"Yixuan Li, Yiduo Shao, Mo Wang, Yanran Fang, Yaping Gong, Chang Li","doi":"10.1037/apl0001014","DOIUrl":"https://doi.org/10.1037/apl0001014","url":null,"abstract":"As the diversity field evolves, scholars are shifting the attention from mitigating \"problems\" associated with diversity to searching for ways to leverage the potential value in diversity. We advance this field by studying how an inclusive climate benefits organizational innovation, an important foundation for sustained competitive advantage. Adopting a synergy perspective, we examine the internal (i.e., workplace demographic diversity in terms of age, gender, and region) and external contingencies (i.e., environmental scanning and environmental uncertainty) for an inclusive climate to foster incremental and radical innovation through the mechanism of knowledge management capacity. We tested our research model with a three-wave data collection from multiple sources (i.e., employees, human resource managers, and executives) in 102 organizations. We found that workplace age and regional diversity (but not gender diversity) strengthened the positive effect of inclusive climate on knowledge management capacity, and subsequently incremental and radical innovation. The facilitating effect of environmental scanning was only significant for organizations that experienced higher environmental uncertainty. Our research highlights the importance of considering the synergistic potential of internal human resources and external environments for organizations to capitalize on their inclusive climate for knowledge management and innovation. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"2285-2305"},"PeriodicalIF":9.9,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40319620","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

Does psychological detachment benefit job seekers? A two study weekly investigation. 心理超然对求职者有益吗?每周进行两次研究调查。

IF 9.9

The Journal of applied psychology Pub Date : 2022-12-01 Epub Date: 2022-01-27 DOI: 10.1037/apl0000967

Rebecca L MacGowan, Allison S Gabriel, Serge P da Motta Veiga, Nitya Chawla

{"title":"Does psychological detachment benefit job seekers? A two study weekly investigation.","authors":"Rebecca L MacGowan, Allison S Gabriel, Serge P da Motta Veiga, Nitya Chawla","doi":"10.1037/apl0000967","DOIUrl":"https://doi.org/10.1037/apl0000967","url":null,"abstract":"On a weekly basis, job seekers need to exert effort to successfully navigate their search. Yet, despite the notion that job seeking is likely depleting, there has been little research and discussion to date surrounding whether taking time to recover from job seeking can be restorative and helpful for job seekers. Applying theory from the effort-recovery model (Meijman & Mulder, 1998) and the stressor-detachment model (Sonnentag & Fritz, 2015) to the job search context, we highlight the self-regulatory and job search-related benefits associated with psychologically detaching from the job search each week. Specifically, we theorize that weekly psychological detachment from the job search (at t) helps job seekers feel recovered (at t) and, in turn, more vigorous (at t + 1), prompting subsequent job search effort (at t + 1); further, weekly job search effort is expected to engender an increase in subsequent interviews (at t + 2). We also explore the cross-level moderating effect of implicit theories of depletion, considering whether the beneficial impact of weekly psychological detachment is contingent on how depleting job seekers perceive the search process to be. We tested our model with two weekly experience sampling studies of over 200 new labor market entrants. Across both studies, we found considerable support for our model, suggesting that taking time to psychologically detach from the job search can help job seekers maintain their well-being and obtain job search success. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"2319-2333"},"PeriodicalIF":9.9,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39863411","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

On the assessment of predictive bias in selection systems with multiple predictors. 多预测器选择系统中预测偏差的评估。

IF 9.9

The Journal of applied psychology Pub Date : 2022-11-01 Epub Date: 2021-12-30 DOI: 10.1037/apl0000996

Jeffrey A Dahlke, Paul R Sackett

引用次数: 2

Consequences of perceiving organization members as a unified entity: Stronger attraction, but greater blame for member transgressions. 将组织成员视为一个统一实体的后果:更强的吸引力，但对成员违规行为的更多指责。

IF 9.9

The Journal of applied psychology Pub Date : 2022-11-01 Epub Date: 2021-12-30 DOI: 10.1037/apl0000992

Daniel A Effron, Hemant Kakkar, Daniel M Cable

{"title":"Consequences of perceiving organization members as a unified entity: Stronger attraction, but greater blame for member transgressions.","authors":"Daniel A Effron, Hemant Kakkar, Daniel M Cable","doi":"10.1037/apl0000992","DOIUrl":"https://doi.org/10.1037/apl0000992","url":null,"abstract":"Are Uber drivers just a collection of independent workers, or a meaningful part of Uber's workforce? Do the owners of Holiday Inn franchises around the world seem more like a loosely knit group, or more like a cohesive whole? These questions examine perceptions of organization members' entitativity, the extent to which individuals appear to comprise a single, unified entity. We propose that the public's perception that an organization's members are highly entitative can be a double-edged sword for the organization. On the one hand, perceiving an organization's members as highly entitative makes the public more attracted to the organization because people associate entitativity with competence. On the other hand, perceiving members as highly entitative leads the public to blame the organization and its leadership for an individual member's wrongdoing because the public infers that the organization and its leadership tacitly condoned the wrongdoing. Two experiments and a field survey, plus thee supplemental studies, support these propositions. Moving beyond academic debates about whether theories should treat an organization as a unified entity, these results demonstrate the importance of understanding how much the public does perceive an organization as a unified entity. As the changing nature of work enables loosely knit collections of individuals to hold membership in the same organization, entitativity perceptions may become increasingly consequential. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1951-1972"},"PeriodicalIF":9.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39772796","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

(Mitigating) the self-fulfillment of gender stereotypes in teams: The interplay of competence attributions, behavioral dominance, individual performance, and diversity beliefs. (缓和)团队中性别刻板印象的自我实现:能力归因、行为优势、个人绩效和多样性信念的相互作用。

IF 9.9

The Journal of applied psychology Pub Date : 2022-11-01 Epub Date: 2022-01-06 DOI: 10.1037/apl0000995

Bertolt Meyer, Hans van Dijk, Marloes van Engen

{"title":"(Mitigating) the self-fulfillment of gender stereotypes in teams: The interplay of competence attributions, behavioral dominance, individual performance, and diversity beliefs.","authors":"Bertolt Meyer, Hans van Dijk, Marloes van Engen","doi":"10.1037/apl0000995","DOIUrl":"https://doi.org/10.1037/apl0000995","url":null,"abstract":"We challenge the social categorization perspective in the team diversity literature by arguing that stereotypes and not favoritism for members of the same social category govern processes and dynamics in gender-diverse teams. We posit that team members' gender and task stereotypes generate competence attributions that shape individual team members' dominance behavior and performance in a self-fulfilling way: Team members who are attributed more competence behave more dominantly and outperform those who are attributed less competence. We further argue that pro-diversity beliefs may prevent this self-fulfilling tendency of stereotypes by inhibiting individuals' stereotype-confirming behavior. Hypotheses were tested with 97 gender-heterogeneous four-person student teams working on stereotypically masculine- or feminine-typed problems. Team members estimated each other's competence prior to collaboration. Diversity beliefs were manipulated to be either pro-diversity or pro-similarity and dominance was observed with behavioral coding. Multilevel path modeling showed that competence attributions mediated the effects of stereotypical gender-task fit on individual dominance behavior and performance under pro-similarity beliefs but not under pro-diversity beliefs. Our study thus shows that the self-fulfilling tendencies of gender stereotypes in teams can be mitigated by instituting pro-diversity beliefs. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1907-1925"},"PeriodicalIF":9.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39791881","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