The Journal of applied psychology最新文献_第3页

Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. 重新审视人员选择的元分析效度估计:解决范围限制的系统过度修正。

IF 9.9

The Journal of applied psychology Pub Date : 2022-11-01 Epub Date: 2021-12-30 DOI: 10.1037/apl0000994

Paul R Sackett, Charlene Zhang, Christopher M Berry, Filip Lievens

{"title":"Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range.","authors":"Paul R Sackett, Charlene Zhang, Christopher M Berry, Filip Lievens","doi":"10.1037/apl0000994","DOIUrl":"https://doi.org/10.1037/apl0000994","url":null,"abstract":"This paper systematically revisits prior meta-analytic conclusions about the criterion-related validity of personnel selection procedures, and particularly the effect of range restriction corrections on those validity estimates. Corrections for range restriction in meta-analyses of predictor-criterion relationships in personnel selection contexts typically involve the use of an artifact distribution. After outlining and critiquing five approaches that have commonly been used to create and apply range restriction artifact distributions, we conclude that each has significant issues that often result in substantial overcorrection and that therefore the validity of many selection procedures for predicting job performance has been substantially overestimated. Revisiting prior meta-analytic conclusions produces revised validity estimates. Key findings are that most of the same selection procedures that ranked high in prior summaries remain high in rank, but with mean validity estimates reduced by .10-.20 points. Structured interviews emerged as the top-ranked selection procedure. We also pair validity estimates with information about mean Black-White subgroup differences per selection procedure, providing information about validity-diversity tradeoffs. We conclude that our selection procedures remain useful, but selection predictor-criterion relationships are considerably lower than previously thought. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"2040-2068"},"PeriodicalIF":9.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39772795","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: 69

Social support at work carries weight: Relations between social support, employees' diurnal cortisol patterns, and body mass index. 工作中的社会支持有分量:社会支持、员工的日常皮质醇模式和体重指数之间的关系。

IF 9.9

The Journal of applied psychology Pub Date : 2022-11-01 Epub Date: 2022-01-06 DOI: 10.1037/apl0000990

Erik Gonzalez-Mulé, Zhenyu Yuan

{"title":"Social support at work carries weight: Relations between social support, employees' diurnal cortisol patterns, and body mass index.","authors":"Erik Gonzalez-Mulé, Zhenyu Yuan","doi":"10.1037/apl0000990","DOIUrl":"https://doi.org/10.1037/apl0000990","url":null,"abstract":"Despite the preponderance of evidence documenting the benefits of workplace social support for employees, the link between social support and employees' physiological functioning and physical health outcomes has received relatively less research attention. In particular, diurnal cortisol patterns and body mass index (BMI) are key indicators of physiological functioning and physical health, respectively, that can be used to illuminate how social support influences employee health. However, existing applied psychology research has yet to examine the dynamic nature of diurnal cortisol secretion and its long-term effect on BMI change. Further, research linking social support and cortisol has produced conflicting findings. To address these critical gaps, we draw from Heaphy and Dutton's (2008) theory of positive social interactions at work and the allostatic load model (Sterling & Eyer, 1988) to link supervisor and coworker support at work to employees' diurnal cortisol pattern and change in BMI. We tested our hypotheses using growth modeling on a sample of Japanese employees with multi-wave data spanning across 6 years. We found support for our hypotheses regarding supervisor support but not coworker support, as cortisol exhibited a diurnal pattern, and higher levels of supervisor support were associated with more pronounced, healthier diurnal cortisol patterns, with a steeper decline from morning to evening, which were further associated with smaller BMI increases 4 years later. Overall, our findings suggest social support at work, especially supervisor support, can have far-reaching effects on employees' physical health. The implications of these findings for applied psychology research and practice are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"2101-2113"},"PeriodicalIF":9.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39651133","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

Leadership emergence: An integrative review. 领导力涌现:一项综合回顾。

IF 9.9

The Journal of applied psychology Pub Date : 2022-11-01 Epub Date: 2021-12-30 DOI: 10.1037/apl0000997

Katie L Badura, Benjamin M Galvin, Min Young Lee

{"title":"Leadership emergence: An integrative review.","authors":"Katie L Badura, Benjamin M Galvin, Min Young Lee","doi":"10.1037/apl0000997","DOIUrl":"https://doi.org/10.1037/apl0000997","url":null,"abstract":"Despite significant scholarly attention and practical importance regarding who emerges as informal and formal leaders in organizations, an integrative framework of the leadership emergence literature remains elusive. The presence of such a framework proves integral for the advancement of work in this area due to the complexity of the field, coupled with its sprawling nature across multiple disciplines (e.g., management, communication, education, economics). Accordingly, in this review, we utilize a database of 270 primary studies to put forth a distal-proximal framework of leadership emergence. In particular, we systematically review past research to answer four questions: (1) what do we know about the phenomenon of leadership emergence itself, (2) what are the antecedents of leadership emergence, (3) what outcomes are associated with leader emergence, and (4) what are the boundary conditions of leadership emergence? By introducing a conceptual framework for informal and formal emergent leadership, we highlight areas of research maturity and nascency and offer several recommendations for future work in this domain. Altogether, we highlight broad theoretical implications for the leadership, teams, and individual differences literature-and elaborate upon several benefits that an integrated framework of emergent leadership provides for organizations. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"2069-2100"},"PeriodicalIF":9.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39772793","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: 21

Is physical activity before the end of the workday a drain or a gain? Daily implications on work focus in regular exercisers. 下班前的体力活动是一种消耗还是一种收获?规律锻炼者日常工作注意力的影响。

IF 9.9

The Journal of applied psychology Pub Date : 2022-10-01 Epub Date: 2021-11-04 DOI: 10.1037/apl0000976

Lieke L Ten Brummelhuis, Charles Calderwood, Christopher C Rosen, Allison S Gabriel

{"title":"Is physical activity before the end of the workday a drain or a gain? Daily implications on work focus in regular exercisers.","authors":"Lieke L Ten Brummelhuis, Charles Calderwood, Christopher C Rosen, Allison S Gabriel","doi":"10.1037/apl0000976","DOIUrl":"https://doi.org/10.1037/apl0000976","url":null,"abstract":"Although organizations increasingly offer wellness programs that enable employees to work out before or during work, it remains unknown what implications physical activity before or during the workday might have for work outcomes. Whereas a workout might be rewarding, especially for those who enjoy exercise, working out might also be draining, especially for those who are less intrinsically motivated to exercise. Integrating the Work-Home Resources model with self-determination theory, we develop and test theory which identifies how physical activity before the end of the workday might exert countervailing effects by impeding work focus through drained personal resources (i.e., ego depletion), while also improving work focus via enhanced personal resources (i.e., self-efficacy). We further theorized that motivation for exercise-whether it is intrinsically or extrinsically motivated-serves as a cross-level moderator of these relations. In a 5-day experience sampling study tracking 74 regularly exercising employees with Fitbit activity monitors, results indicated that physical activity was not significantly related to ego depletion. However, we found that light physical activity was positively related to self-efficacy and self-efficacy positively related to work focus (as rated by coworkers). Further, vigorous physical activity only resulted in better work focus among employees with an intrinsic (vs. extrinsic) motivation for exercise. Finally, moderate physical activity resulted in better work focus via self-efficacy among extrinsically motivated exercises, whereas this relation was negative for intrinsically motivated exercisers. Combined, our results highlight that physical activity can improve work focus when there is a match between physical activity intensity and exercise motivation. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1864-1877"},"PeriodicalIF":9.9,"publicationDate":"2022-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39694609","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: 6

Counteracting the effects of performance pressure on cheating: A self-affirmation approach. 抵消成绩压力对作弊的影响:一种自我肯定的方法。

IF 9.9

The Journal of applied psychology Pub Date : 2022-10-01 Epub Date: 2021-12-23 DOI: 10.1037/apl0000986

Trevor M Spoelma

{"title":"Counteracting the effects of performance pressure on cheating: A self-affirmation approach.","authors":"Trevor M Spoelma","doi":"10.1037/apl0000986","DOIUrl":"https://doi.org/10.1037/apl0000986","url":null,"abstract":"Pressure to perform is ubiquitous in organizations. Although performance pressure produces beneficial outcomes, it can also encourage cheating behavior. However, removing performance pressure altogether to reduce cheating is not only impractical but also eliminates pressure's benefits. Therefore, the purpose of this research is to test an intervention to counteract some of the most harmful effects of performance pressure. Specifically, I integrate the self-protection model of workplace cheating (Mitchell et al., 2018) with self-affirmation theory (Steele, 1988) to demonstrate the utility of a personal values affirmation intervention to short-circuit the direct and indirect effects of performance pressure on cheating through anger and self-serving cognitions. Two experiments were used to test these predictions. In a lab experiment, when people affirmed core personal values, the effect of performance pressure on cheating was neutralized; as was pressure's direct effect on anger and indirect effect on cheating via anger. A field experiment replicated the intervention's ability to mitigate performance pressure's direct effect on anger and indirect effect on cheating through anger. Altogether, this work provides a useful approach for combating the harmful effects of performance pressure and offers several theoretical and practical implications. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1804-1823"},"PeriodicalIF":9.9,"publicationDate":"2022-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39612976","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

The (in)congruence effect of leaders' narcissism identity and reputation on performance: A socioanalytic multistakeholder perspective. 领导者自恋、身份和声誉对绩效的一致性效应:一个社会分析的多利益相关者视角。

IF 9.9

The Journal of applied psychology Pub Date : 2022-10-01 Epub Date: 2021-11-11 DOI: 10.1037/apl0000974

Jeremy B Bernerth, Min Z Carter, Michael S Cole

{"title":"The (in)congruence effect of leaders' narcissism identity and reputation on performance: A socioanalytic multistakeholder perspective.","authors":"Jeremy B Bernerth, Min Z Carter, Michael S Cole","doi":"10.1037/apl0000974","DOIUrl":"https://doi.org/10.1037/apl0000974","url":null,"abstract":"Judgments about others' personal characteristics intertwine with social interactions in the workplace. The personality and social psychology literatures show forming impressions of what others are like is vitally important, in part, because it facilitates the forecasting and acceptance of others' behavior. Interestingly, very few studies consider others' (i.e., subordinates) judgments about their leaders' personality and whether correspondence between leaders' self-perceptions and these others' judgments is capable of providing meaningful and unique information. Using a socioanalytic perspective that considers multiple stakeholders, this study explores the (in)congruence effects between leaders' self-perception of narcissism (i.e., identity) and subordinates' perceptions of their leaders' narcissism (i.e., reputation) on two types of performance outcomes. Polynomial regression and response surface analysis indicate that congruence between leaders' narcissism identity and subordinates' aggregated ratings of leaders' narcissistic reputation related to group task and contextual performance via shared justice perceptions and collective effort in Study 1. Results of Study 2, which focused on leader-subordinate dyads, found leaders' narcissism identity-reputation congruence effects were related to individual subordinates' task and contextual performance via the subordinate's individual justice perceptions, but not by way of individual effort. These findings have important implications for leaders and organizations and suggest that to fully understand the implications of leaders' narcissism, one should consider the perspectives of interacting parties and how they converge or diverge when investigating relationships with aspects of performance. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1725-1742"},"PeriodicalIF":9.9,"publicationDate":"2022-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39722280","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

Choosing sides: CEO gender and investor support for activist campaigns. 选边站队:CEO性别和投资者对维权活动的支持。

IF 9.9

The Journal of applied psychology Pub Date : 2022-10-01 Epub Date: 2021-10-21 DOI: 10.1037/apl0000968

Amanda P Cowen, Nicole Votolato Montgomery, Christine Shropshire

{"title":"Choosing sides: CEO gender and investor support for activist campaigns.","authors":"Amanda P Cowen, Nicole Votolato Montgomery, Christine Shropshire","doi":"10.1037/apl0000968","DOIUrl":"https://doi.org/10.1037/apl0000968","url":null,"abstract":"Recent evidence suggests that female-led firms are more likely to be targeted by activist investors. We examine how Chief Executive Officer (CEO) gender influences retail investors' responses to proxy contests. We find that these investors are more likely to support-through their proxy voting behavior-campaigns that target female-led versus male-led firms, despite the fact that retail investors evaluate female and male CEOs similarly. We show that this apparent discrepancy is a function of how subjective ratings mask stereotype-influenced judgments, consistent with the shifting standards model (SSM). Respondents use lower standards to evaluate female versus male CEOs. This difference becomes apparent when externally-anchored judgments are employed, such as when investors are asked to choose sides in a proxy contest. Correspondingly, activists are judged as relatively more competent when targeting female-led firms. Our findings contribute to research on CEO gender and activism. In doing so, our research also introduces the SSM to the investor decision-making literature, thereby enriching the discussion about what mechanisms underpin the less favorable investment outcomes female-led firms can experience. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1743-1757"},"PeriodicalIF":9.9,"publicationDate":"2022-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39539275","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

The consequences of empathic concern for the actors themselves: Understanding empathic concern through conservation of resources and work-home resources perspectives. 移情关注对行为者自身的影响:通过资源保护和工作家庭资源视角来理解移情关注。

IF 9.9

The Journal of applied psychology Pub Date : 2022-10-01 Epub Date: 2021-12-23 DOI: 10.1037/apl0000984

Szu-Han Joanna Lin, Emily C Poulton, Min-Hsuan Tu, Mengjie Xu

{"title":"The consequences of empathic concern for the actors themselves: Understanding empathic concern through conservation of resources and work-home resources perspectives.","authors":"Szu-Han Joanna Lin, Emily C Poulton, Min-Hsuan Tu, Mengjie Xu","doi":"10.1037/apl0000984","DOIUrl":"https://doi.org/10.1037/apl0000984","url":null,"abstract":"Whereas the majority of research to date has shown that having employees with empathic concern brings a number of beneficial outcomes to those on the receiving end, we shift this focus from the targets to a focus on how empathic concern influences the actors. Drawing from conservation of resources (COR) theory and the work-home resources model, we examined the detriments and benefits of empathic concern on the actors themselves by investigating how empathic concern drains and supplies actors' volatile personal resources. Using two experience sampling studies, our results revealed that empathic concern is associated with both resource loss and resource gain. Specifically, empathic concern requires actors to expend their volatile personal resources, leaving them emotionally exhausted and further prompting them to psychologically withdrawal from work. In addition, empathic concern also helps employees acquire new volatile personal resources, boosting their self-efficacy, and further promoting their engagement in organizational citizenship behaviors toward individuals. We also found that individuals with lower trait positive affect are less likely to obtain resource gain (self-efficacy) from empathic concern and more likely to result in resource loss (emotional exhaustion). Overall, our research answers the questions of why and when the negative and positive outcomes of empathic concern are likely to occur for the actors themselves. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1843-1863"},"PeriodicalIF":9.9,"publicationDate":"2022-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39612538","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: 11

Meta-analysis of biodata in employment settings: Providing clarity to criterion and construct-related validity estimates. 就业环境中生物数据的荟萃分析:为标准和结构相关的效度估计提供清晰度。

IF 9.9

The Journal of applied psychology Pub Date : 2022-10-01 Epub Date: 2021-10-21 DOI: 10.1037/apl0000964

Andrew B Speer, Andrew P Tenbrink, Lauren J Wegmeyer, Caitlynn C Sendra, Mike Shihadeh, Sugandhjot Kaur

{"title":"Meta-analysis of biodata in employment settings: Providing clarity to criterion and construct-related validity estimates.","authors":"Andrew B Speer, Andrew P Tenbrink, Lauren J Wegmeyer, Caitlynn C Sendra, Mike Shihadeh, Sugandhjot Kaur","doi":"10.1037/apl0000964","DOIUrl":"https://doi.org/10.1037/apl0000964","url":null,"abstract":"Although biodata inventories have long been used to hire job applicants, there are limitations to current biodata knowledge and little in the way of contemporary biodata meta-analytic reviews. This study establishes a precise understanding of biodata validity by conducting an updated meta-analysis that differentiates biodata validity in terms of two important defining features: construct domain and scoring method (rational, hybrid, empirical). Evidence was established in terms of criterion-related validity with job performance and additional work outcomes, as well as convergent validity with common external hiring measures. In total, 180 independent samples of criterion correlations were examined, and 63 samples were analyzed containing correlations with convergent measures. Findings across the meta-analyses revealed that biodata inventories are one of the most predictive assessment methods available, but that the relationship with work outcomes differs by construct domain and scoring method. Empirically scored overall composite scales had superior criterion-related validity (ρ = .44) to rationally scored composite scales (ρ = .24). Scales developed to measure conscientiousness and leadership were generally the most predictive of the job performance of the narrow construct domains, and particularly when empirically keyed. However, when biodata scores were correlated with theoretically aligned performance ratings, rational scoring resulted in similar validity coefficients as empirical scoring. Finally, biodata scales exhibited expected patterns of correlations with external measures and were only modestly correlated with cognitive ability and five-factor model personality scores. Taken together, biodata inventories are highly predictive assessment methods and are likely to provide unique variance over other common predictors. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1678-1705"},"PeriodicalIF":9.9,"publicationDate":"2022-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39539274","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: 9

Young stars and red giants: The moderating effect of age diversity on the relationship between the proportion of high performers and team performance. 年轻明星与红巨星:年龄差异对高绩效比例与团队绩效关系的调节作用。

IF 9.9

The Journal of applied psychology Pub Date : 2022-10-01 Epub Date: 2021-10-21 DOI: 10.1037/apl0000971

Balazs Szatmari

{"title":"Young stars and red giants: The moderating effect of age diversity on the relationship between the proportion of high performers and team performance.","authors":"Balazs Szatmari","doi":"10.1037/apl0000971","DOIUrl":"https://doi.org/10.1037/apl0000971","url":null,"abstract":"The purpose of this study is to investigate the conditions under which high performers increase team performance. It is hypothesized that the proportion of high performers in a team increases team performance but only up to a certain point, after which the marginal benefit decreases. Moreover, this study also draws on recent research on the interplay between different types of status hierarchies to hypothesize that the negative effects on team performance of having too high a proportion of high performers are weaker in teams where there is greater age diversity among the high performers and stronger in those where there is less age diversity. These hypotheses are tested by analyzing panel data on National Basketball Association (NBA) teams and the analyses provide support for both hypotheses. The study's most important contribution is that it sheds light on how the interplay between multiple status hierarchies may facilitate collaboration between high performers in teams and organizations, allowing them to exhibit very high performance. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1878-1888"},"PeriodicalIF":9.9,"publicationDate":"2022-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39539271","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