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

Quantifying the evidence for the absence of the job demands and job control interaction on workers' well-being: A Bayesian meta-analysis. 工作需求和工作控制相互作用对员工幸福感缺失的量化证据:贝叶斯元分析。

The Journal of applied psychology Pub Date : 2021-12-20 DOI: 10.31234/osf.io/z5bdk

K. Huth, Greg A. Chung-Yan

{"title":"Quantifying the evidence for the absence of the job demands and job control interaction on workers' well-being: A Bayesian meta-analysis.","authors":"K. Huth, Greg A. Chung-Yan","doi":"10.31234/osf.io/z5bdk","DOIUrl":"https://doi.org/10.31234/osf.io/z5bdk","url":null,"abstract":"Central to many influential theories in the occupational health and stress literature is that job resources reduce the negative effects of job demands on workers' well-being. However, empirical investigations testing this supposition have produced inconsistent findings. This study evaluates the interaction between job demands and job control on workers' well-being through a systematic literature search and using a Bayesian meta-analytic approach. Both aggregated study findings and raw participant-level data were included in the study, resulting in 104 effect sizes of aggregate-level data and 14 participant-level data sets. Overall, the data provided strong evidence for the absence of an interaction between job demands and job control. Longitudinal and nonlinear research designs were also examined but did not alter this overall conclusion. Contrary to the postulations of widespread theories, job control does not reduce the negative impact of job demands on workers' well-being. Alternative theoretical approaches and the need for more consistent and rigorous research standards, like open science practices, are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133418244","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

Relational aspects of vicarious retribution: Evidence from professional baseball. 替代报复的关系方面:来自职业棒球的证据。

The Journal of applied psychology Pub Date : 2021-10-25 DOI: 10.2139/ssrn.3897330

Xing Zhang, Tat Y Chan, W. Bottom

引用次数: 0

Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition. 性别、底线心态与职场虐待:性别规范违反与团队性别构成的作用

The Journal of applied psychology Pub Date : 2021-10-04 DOI: 10.1037/apl0000936

Kenneth Tai, Kiyoung Lee, Eugene Kim, Tiffany D. Johnson, Wei Wang, M. Duffy, S. Kim

{"title":"Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.","authors":"Kenneth Tai, Kiyoung Lee, Eugene Kim, Tiffany D. Johnson, Wei Wang, M. Duffy, S. Kim","doi":"10.1037/apl0000936","DOIUrl":"https://doi.org/10.1037/apl0000936","url":null,"abstract":"Although gender has been identified as an important antecedent in workplace mistreatment research, empirical research has shown mixed results. Drawing on role congruity theory, we propose an interactive effect of gender and bottom-line mentality on being the target of mistreatment. Across two field studies, our results showed that whereas women experienced more mistreatment when they had higher levels of bottom-line mentality, men experienced more mistreatment when they had lower levels of bottom-line mentality. In another field study, using round-robin survey data, we found that team gender composition influenced the degree to which the adoption of a bottom-line mentality by female team members was perceived to be a gender norm violation, which subsequently predicted their likelihood of being mistreated. Specifically, women who had higher (vs. lower) levels of bottom-line mentality were more likely to be perceived to violate gender norms in teams with a lower proportion of women, and in turn, perceived gender norm violation was positively associated with being mistreated. We discuss theoretical and practical implications of our findings and directions for future research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122781242","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 double-edged sword of leader humility: Investigating when and why leader humility promotes versus inhibits subordinate deviance. 领导者谦逊的双刃剑:调查领导者谦逊何时以及为何会促进和抑制下属的越轨行为。

The Journal of applied psychology Pub Date : 2020-07-01 DOI: 10.1037/apl0000456

Xin Qin, Chen Chen, Kai Chi Yam, Mingpeng Huang, Dong-Beom Ju

{"title":"The double-edged sword of leader humility: Investigating when and why leader humility promotes versus inhibits subordinate deviance.","authors":"Xin Qin, Chen Chen, Kai Chi Yam, Mingpeng Huang, Dong-Beom Ju","doi":"10.1037/apl0000456","DOIUrl":"https://doi.org/10.1037/apl0000456","url":null,"abstract":"Extant research has uniformly demonstrated that leader humility is beneficial for subordinates, teams, and even organizations. Drawing upon attribution theory, we challenge this prevailing conclusion by identifying a potential dark side of leader humility and suggesting that leader humility can be a mixed blessing. We propose that the effects of leader humility hinge on subordinates' attributions of such humble behavior. On the one hand, when subordinates attribute leader humility in a self-serving way, leader humility is positively associated with subordinate psychological entitlement, which in turn increases workplace deviance. On the other hand, when subordinates do not attribute leader humility in a self-serving way, leader humility is positively associated with leader-member exchange, which in turn decreases workplace deviance. We found support for our hypotheses across a field study and an experiment. Taken together, our findings reveal the perils and benefits of leader humility and the importance of examining subordinate attributions in this unique leadership process. (PsycINFO Database Record (c) 2019 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128805031","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: 109

A cross-national meta-analytic examination of predictors and outcomes associated with work-family conflict. 工作-家庭冲突相关预测因素和结果的跨国荟萃分析检验。

The Journal of applied psychology Pub Date : 2020-06-01 DOI: 10.1037/apl0000442

T. Allen, Kimberly A. French, Soner Dumani, Kristen M Shockley

{"title":"A cross-national meta-analytic examination of predictors and outcomes associated with work-family conflict.","authors":"T. Allen, Kimberly A. French, Soner Dumani, Kristen M Shockley","doi":"10.1037/apl0000442","DOIUrl":"https://doi.org/10.1037/apl0000442","url":null,"abstract":"Through the lens of boundary theory, we systematically examined cultural context as a moderator of relationships between work-family conflict and its key theoretical predictors (work/family hours and work/family demands) and outcomes (job satisfaction, family satisfaction, and life satisfaction). We used 2 different approaches to examine cultural variation in the strength of work-family conflict relationships: (a) individual cultural values (collectivism, power distance, uncertainty avoidance); and (b) regional cluster configurations (e.g., Eastern Europe, South Asia). Our meta-analytic investigation is based on data drawn from 332 studies (2,733 effect sizes) that represent 58 different countries. Consistent with prediction, results revealed that collectivism moderated WIF/FIW and satisfaction outcomes such that relationships were weaker in more collectivistic contexts than in less collectivistic contexts. Little evidence was found to support power distance or uncertainty avoidance as individual cultural moderators. Findings also indicated that work-family conflict relationships differ in strength as a function of regional clusters, lending support to the use of configural approaches to examine cross-cultural variation. Overall, our findings suggest that domain demands are a robust predictor of work-family conflict across countries and that affective correlates to work-family conflict meaningfully vary in strength as a function of cultural context. (PsycINFO Database Record (c) 2019 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127784469","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: 114

I'm tired of listening: The effects of supervisor appraisals of group voice on supervisor emotional exhaustion and performance. 我听厌了:管理者对群体声音的评价对管理者情绪耗竭和绩效的影响。

The Journal of applied psychology Pub Date : 2020-06-01 DOI: 10.1037/apl0000455

Hudson Sessions, J. Nahrgang, Daniel W. Newton, Melissa Chamberlin

{"title":"I'm tired of listening: The effects of supervisor appraisals of group voice on supervisor emotional exhaustion and performance.","authors":"Hudson Sessions, J. Nahrgang, Daniel W. Newton, Melissa Chamberlin","doi":"10.1037/apl0000455","DOIUrl":"https://doi.org/10.1037/apl0000455","url":null,"abstract":"Employee voice, or speaking up with constructive expressions in the workplace, is beneficial to organizations as it is often a catalyst for positive change. Despite its benefits, voice may have mixed implications for supervisors who are frequently the targets of group members' ideas or concerns. We draw on the transactional theory of stress to examine the positive and negative effects of group promotive and prohibitive voice on supervisor emotional exhaustion and performance. Specifically, we theorize and find that supervisors appraise group promotive voice as fostering their well-being and personal growth (i.e., challenge appraisal) and, conversely, appraise group prohibitive voice as inhibiting their well-being and personal growth (i.e., hindrance appraisal). These appraisals, in turn, influence supervisors' emotional exhaustion and performance. Furthermore, we investigate a supervisor's personal sense of power as a boundary condition that influences the effects of group voice on supervisor appraisals of group voice and subsequent emotional exhaustion and performance. We test our model using a multiwave field sample design (Study 1) and an in-person experimental design (Study 2). Across these 2 studies, we find negative indirect effects of group promotive voice on supervisor emotional exhaustion through challenge appraisals of group voice and positive indirect effects of group prohibitive voice on supervisor emotional exhaustion through hindrance appraisals of group voice as well as conditional indirect effects of supervisors' personal sense of power. Our model offers novel insights into supervisors' appraisals of group voice and the implications for their emotional exhaustion and performance. (PsycINFO Database Record (c) 2019 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"117130255","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: 37

Opening the black box: Examining the nomological network of work ability and its role in organizational research. 打开黑盒子:检视工作能力的法则网络及其在组织研究中的作用。

The Journal of applied psychology Pub Date : 2020-06-01 DOI: 10.1037/apl0000454

Grant M. Brady, D. Truxillo, David Cadiz, J. Rineer, D. Caughlin, Todd E Bodner

{"title":"Opening the black box: Examining the nomological network of work ability and its role in organizational research.","authors":"Grant M. Brady, D. Truxillo, David Cadiz, J. Rineer, D. Caughlin, Todd E Bodner","doi":"10.1037/apl0000454","DOIUrl":"https://doi.org/10.1037/apl0000454","url":null,"abstract":"The aging of the industrialized workforce has spurred research on how to support people working later in life. Within this context, the concept of work ability, or an employee's ability to continue working in their job, has been introduced as an explanatory mechanism for understanding employee disability, wellbeing, attitudes, and behavior. However, the work ability concept has evolved across disparate literatures with multiple, content-diverse measures and often with little consideration of theory or examination of its nomological network. Using the job demands-resources model as a framework, we present a meta-analytic summary (k = 247; N = 312,987) of work ability's correlates and potential moderators of these relationships. Taken together, we found consistent negative relationships between job demands and work ability, and consistent positive relationships between job and personal resources and work ability. Work ability was also associated with important job outcomes including job attitudes and behaviors such as absenteeism and retirement. Measures of work ability that include both perceived and objective components generally showed stronger relationships than did exclusively perceptual measures, and occupation type was a significant moderator of certain relations between work ability and its correlates. We supplemented this meta-analysis with a primary data collection to examine differences between perceived work ability and the conceptually similar variables of self-efficacy and perceived fit, demonstrating that perceived work ability can explain incremental variance in job- and health-related variables. Our discussion focuses on the value of the work ability construct for both research and practice and future directions for work ability research. (PsycINFO Database Record (c) 2019 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121823162","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: 33

From cheery to "cheers"? Regulating emotions at work and alcohol consumption after work. 从高兴到欢呼?调节工作时的情绪和下班后的饮酒。

The Journal of applied psychology Pub Date : 2020-06-01 DOI: 10.1037/apl0000452

Gordon M. Sayre, Alicia A. Grandey, Nai‐Wen Chi

{"title":"From cheery to \"cheers\"? Regulating emotions at work and alcohol consumption after work.","authors":"Gordon M. Sayre, Alicia A. Grandey, Nai‐Wen Chi","doi":"10.1037/apl0000452","DOIUrl":"https://doi.org/10.1037/apl0000452","url":null,"abstract":"Emotional labor, or regulating emotions as part of one's work role, is needed for performance yet may come with far-reaching costs to employee health and performance. Based on ego depletion theorizing, we propose that on days employees perform more surface acting (i.e., faking positive and hiding negative emotional expressions), they will consume more alcohol later-due to reduced self-control (i.e., depletion). In 2 studies, public-facing employees completed multiple assessments per day for 2 weeks. Study 1 showed that surface acting had no direct or indirect effect on alcohol use via depletion, nor via negative mood as an alternative measure of depletion. Study 2 demonstrated that surface acting directly increased subsequent drinking only for those with high emotional demands, but not through depletion. Across both studies, daily deep acting (i.e., modifying emotions to feel positive) consistently predicted less alcohol consumption, but this did not occur through depletion. Study 2 provided evidence for an alternative, motivational shift explanation-a reduced motive to detach from work after regulating by deep acting-rather than self-control capacity. These findings contribute to debate on ego depletion theory by providing insightful field evidence, while demonstrating when emotional labor is likely to help or harm employees' health. (PsycINFO Database Record (c) 2019 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116546058","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: 15

The antecedents and outcomes of workplace ostracism: A meta-analysis. 职场排斥的前因与结果:一项元分析。

The Journal of applied psychology Pub Date : 2020-06-01 DOI: 10.1037/apl0000453

Matt C. Howard, Joshua E. Cogswell, Mickey B. Smith

{"title":"The antecedents and outcomes of workplace ostracism: A meta-analysis.","authors":"Matt C. Howard, Joshua E. Cogswell, Mickey B. Smith","doi":"10.1037/apl0000453","DOIUrl":"https://doi.org/10.1037/apl0000453","url":null,"abstract":"Researchers have shown great interest in the antecedents and outcomes of workplace ostracism, which has led to an expansive body of research. In light of this work, the current article fulfills the need for a comprehensive review and meta-analysis of the antecedents and outcomes associated with workplace ostracism. We begin our review by adapting a victimization perspective to understand ostracism as a triadic social process between the victim, perpetrator, and the environment. The meta-analytic results then support that leadership characteristics are the strongest related antecedents of workplace ostracism, followed by certain aspects of personality (e.g., Big Five) and contextual characteristics (e.g., social support). The results also show that workplace ostracism very strongly relates to deviance, and it strongly relates to other performance outcomes (e.g., core-performance, helping, voice), well-being outcomes (e.g., psychological well-being, emotions, self-perceptions), and organizational perceptions (e.g., job satisfaction, commitment, justice). We also show that the relationship of performance, well-being, emotions, and self-perceptions when measured after ostracism was comparable to their relationship when measured before ostracism. These results suggest that the outcomes of ostracism are less certain than previously thought, as they may instead be antecedents of ostracism. Finally, we call for future research to investigate this notion, along with further integration of the victimization perspective as well as the study of contextual predictors and moderators. (PsycINFO Database Record (c) 2019 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129581200","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: 166

A dynamic account of self-efficacy in entrepreneurship. 创业中自我效能感的动态描述。

The Journal of applied psychology Pub Date : 2020-05-01 DOI: 10.1037/apl0000451

Michael M. Gielnik, Ronald Bledow, Miriam Stark

{"title":"A dynamic account of self-efficacy in entrepreneurship.","authors":"Michael M. Gielnik, Ronald Bledow, Miriam Stark","doi":"10.1037/apl0000451","DOIUrl":"https://doi.org/10.1037/apl0000451","url":null,"abstract":"We present a dynamic account of self-efficacy in entrepreneurship that integrates social-cognitive and control theory. According to our dynamic account, variability in self-efficacy energizes action because it involves self-motivation and discrepancy perception as competing motivational processes. We argue that variability and the average level in self-efficacy nascent entrepreneurs display over time support the enactment of entrepreneurial intentions and predict business ownership. The proposed positive effect of variability further implies an inverted u-shaped relationship between self-efficacy at a single point in time and business ownership. To test these hypotheses, we repeatedly assessed entrepreneurial self-efficacy of nascent African entrepreneurs during a 12-week entrepreneurship training program (total N = 241). Twelve months later, we assessed business ownership (total N = 190). We found that variability and the average level in entrepreneurial self-efficacy participants displayed during the training program were positively related to business ownership. Furthermore, for participants with strong entrepreneurial intentions, we found an inverted u-shaped relationship between entrepreneurial self-efficacy after the training program and business ownership. The study suggests that social-cognitive and control theory highlight different facets of self-regulation that both need to be accounted for to explain goal achievement in entrepreneurship. (PsycINFO Database Record (c) 2019 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116088557","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: 67