The Journal of applied psychology最新文献

{"title":"Sharing is caring: The role of compassionate love for sharing coworker work-family support at home to promote partners' creativity at work.","authors":"Jakob Stollberger,&nbsp;Mireia Las Heras,&nbsp;Yasin Rofcanin","doi":"10.1037/apl0000985","DOIUrl":"https://doi.org/10.1037/apl0000985","url":null,"abstract":"<p><p>Integrating the work-family facilitation model with the integrated model of human energy, we advance a process perspective involving both members of a couple (i.e., actor and partner). We examine the effects of coworker work-family support at work onto actor work-family support provision at home (i.e., work-to-family facilitation) as well as the consequences of partner work-family support receipt at home for partner work-related creativity through a <i>resource gain spiral process at work</i> (i.e., positive affect, flow, and need satisfaction at work; family-to-work facilitation). We further test whether actor compassionate love moderates the dynamic mechanisms that connect coworker work-family support to partner's creativity. Results of two experience-sampling studies support our model. We find that on weeks with higher coworker work-family support, couples report greater work-family support provision and receipt, which leads to resource gain spirals at work and higher work-related creativity for partners. Furthermore, actor compassionate love strengthens the positive work-home dynamics that follow from coworker work-family support and promote partner's work-related creativity. We critically discuss our findings and reflect on practical interventions, which may encourage greater work-family support provision at work and at home. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1824-1842"},"PeriodicalIF":9.9,"publicationDate":"2022-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39752488","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}

{"title":"A multirater perspective on personality and performance: An empirical examination of the trait-reputation-identity model.","authors":"Brian S Connelly,&nbsp;Samuel T McAbee,&nbsp;In-Sue Oh,&nbsp;Yongsuhk Jung,&nbsp;Chang-Wook Jung","doi":"10.1037/apl0000732","DOIUrl":"https://doi.org/10.1037/apl0000732","url":null,"abstract":"<p><p>Organizational scientists have historically assessed personality via self-reports, but there is a growing recognition that personality ratings from observers offer superior prediction of job performance compared to targets' self-reports. Yet, the origin of these differences remains unclear: do observers show predictive validity advantages (a) because they have a clearer lens into how targets' thoughts, feelings, and desires translate to their behaviors (<i>traits</i>), (b) because they infer personality from how targets characteristically adapt their behaviors to situations (<i>reputation</i>), or (c) because they omit targets' unexpressed, internal aspects of personality (<i>identity</i>)? With a sample of 422 cadets at a highly selective military educational institute in South Korea, we applied (McAbee & Connelly, 2016) Trait-Reputation-Identity (TRI) Model to decompose consensus and discrepancy in multirater personality data. The variance associated with reputations (the unique personality insights held by observers) dominated the prediction for conscientiousness and agreeableness in predicting all criteria. Trait factors (reflecting the consensus between self- and observer-reports) were moderately related to ratings of job performance, citizenship, and grades for most theoretically aligned personality dimensions. Identity factors (targets' unique personality self-views) were generally unrelated to performance criteria, save for some modest positive relationships for conscientiousness (predicting work and academic performance) and agreeableness (predicting citizenship). These findings suggest that personality is an important determinant of success less by depicting \"who employees are\" (or \"who they think they are\") but more by describing \"what employees do.\" We discuss the implications of these results for how multirater assessments can be built into organizational psychology research and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1352-1368"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39103889","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}

{"title":"Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.","authors":"Anne Burmeister,&nbsp;Valeria Alterman,&nbsp;Ulrike Fasbender,&nbsp;Mo Wang","doi":"10.1037/apl0000925","DOIUrl":"https://doi.org/10.1037/apl0000925","url":null,"abstract":"<p><p>To get their work done and achieve their daily work-related goals, employees seek knowledge from their coworkers. While the benefits of knowledge seeking have been established in the literature, we have yet to understand the potential downsides of daily knowledge seeking. We adopt a cognitive perspective to carve out the negative effect of daily knowledge seeking, while controlling for its established positive effect via perceived learning. Based on cognitive load theory, we argue that daily knowledge seeking produces intrinsic cognitive load that can hinder daily goal attainment through the experience of knowledge overload and subsequent resource depletion. However, the relational context in which knowledge seekers interact with knowledge sources represents an important contextual boundary condition. Coworker contact quality can mitigate the effect of knowledge seeking on knowledge overload because high coworker contact quality reduces extraneous (i.e., ineffective) and increases germane (i.e., productive) cognitive load that knowledge seekers experience when navigating the social interaction with knowledge sources. Under this condition, cognitive capacity is freed up and knowledge overload is less likely to occur. Based on an experience sampling study in which we collected data across 10 working days from 189 German employees, we found support for our hypotheses. An employee's knowledge seeking had a negative indirect effect on goal attainment via knowledge overload and subsequent resource depletion, however, the downsides of daily knowledge seeking became less pronounced when coworker contact quality increased. We discuss the implications of our findings for research on knowledge seeking and resource exchange behaviors. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1303-1322"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39002511","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}

{"title":"Multiple jobholding motivations and experiences: A typology and latent profile analysis.","authors":"Emily D Campion,&nbsp;Borbala Csillag","doi":"10.1037/apl0000920","DOIUrl":"https://doi.org/10.1037/apl0000920","url":null,"abstract":"<p><p>Researchers have traditionally suggested that multiple jobholders (MJHers; individuals who work more than one job) are economically deprived and piece together employment to make ends meet. More recently, scholars have demonstrated that MJHers are also motivated for nonpecuniary benefits. In the current research, we employ a mixed-methods, three-study research design on 1,487 MJHers to develop a comprehensive typology of multiple jobholding (MJH) motivations, advance our understanding of how MJH motivations co-occur through the generation of latent MJH motivational profiles, and test how MJH experiences differ by profile. In Study 1 (<i>N</i> = 801), we content analyze qualitative survey responses and uncover eight motivational categories. In Study 2 (<i>N</i> = 260), we find evidence of four MJH motivational profiles based on motivations found in Study 1: <i>Identity Builders, Value Optimizers, Pragmatic Enjoyment Seekers, and Instrumentalists.</i> In Study 3a (<i>N</i> = 426), we empirically replicate the four-profile solution and conceptually replicate three profiles-instead of Instrumentalists, we find evidence of Precarious Workers. In Study 3b, we develop and test hypotheses as to how MJH experiences pooled across the primary and secondary job differ by profile. Findings suggest there are optimal MJH motivational patterns and that some MJHers (<i>Identity Builders, Value Optimizers</i>) are more likely to experience enrichment than other MJHers (<i>Precarious Workers</i>). Theoretically, we integrate the careers and MJH motivation literature with the enrichment and depletion model of multiple role engagement within one domain (work). Finally, we discuss practical implications for MJHers, managers, and organizations. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1261-1287"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40521933","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}

{"title":"\"Transformed by the family: An episodic, attachment theory perspective on family-work enrichment and transformational leadership.\" Correction to McClean et al. (2021).","authors":"","doi":"10.1037/apl0001034","DOIUrl":"https://doi.org/10.1037/apl0001034","url":null,"abstract":"<p><p>Reports an error in \"Transformed by the family: An episodic, attachment theory perspective on family-work enrichment and transformational leadership\" by Shawn T. McClean, Junhyok Yim, Stephen H. Courtright and Benjamin B. Dunford (<i>Journal of Applied Psychology</i>, 2021[Dec], Vol 106[12], 1848-1866). In the article (https://doi.org/10.1037/apl0000869), Figure 3 incorrectly graphically depicted the interaction pattern between daily family-work enrichment and attachment anxiety for Study 1. Although the slope values presented in the original figure were correct, the graphical depiction of this interaction incorrectly replicated that of Figure 2. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2021-19222-001.) While transformational leadership is foundational to individual, team, and organizational success, many managers struggle to consistently exhibit the behaviors captured in transformational leadership. Unfortunately, relatively little is known about what factors explain this day-to-day variation on transformational leadership. Drawing upon and extending attachment theory, we assert that one answer is found at home: managers need daily family support to ensure that they consistently display transformational leader behaviors at work. We thus develop a model suggesting that family-work enrichment (FWE) acts as a within-person prime of promotion focus, which in turn enables supervisors to engage in transformational behaviors on a daily basis. In so doing, we explore a pair of theoretically derived boundary conditions of this effect-supervisor attachment styles. The results from two experience-sampling studies support our model. Specifically, daily FWE was positively associated with transformational leadership through daily promotion focus, with the positive effects being weaker for those higher on attachment avoidance and stronger for those higher on attachment anxiety. This article thus expands our understanding of the link between positive family experiences and leader behaviors, suggesting that while the family is a daily source of positive inspiration for supervisors, these positive results are not universal across all supervisors. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1427"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40521932","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}

{"title":"Beyond targets and instigators: Examining workplace incivility in dyads and the moderating role of perceived incivility norms.","authors":"Shannon G Taylor,&nbsp;Lauren R Locklear,&nbsp;Donald H Kluemper,&nbsp;Xinxin Lu","doi":"10.1037/apl0000910","DOIUrl":"https://doi.org/10.1037/apl0000910","url":null,"abstract":"In the 2 decades since Andersson and Pearson (Academy of Management Review, 24, 452, 1999) suggested workplace incivility occurs in dyadic relationships between two employees, research has only studied incivility from the perspective of either the target or the instigator. In doing so, it implicitly treats experienced and instigated incivility as though they solely reflect (viz., dispositional and situational) characteristics of targets and instigators, ignoring that incivility is also attributable to the unique relationship between dyad members. The present study draws on the norm of reciprocity to examine workplace incivility in dyadic relationships and how it differs across individuals. Using dyads as the unit of analysis, we test our predictions among employees at a U.S. restaurant chain (Sample 1); a technology manufacturer in China (Sample 2); and across a range of industries, organizations, and jobs in the U.S. (Sample 3). We find that experienced and instigated incivility exhibit substantial variation at the dyad level, that the two are related within dyads after accounting for individuals' general tendencies to experience and instigate incivility, and that the within-dyad association between experienced and instigated incivility is moderated by perceived descriptive and injunctive norms regarding uncivil behavior. Implications and future research directions are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1288-1302"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39081190","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}

{"title":"From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.","authors":"Hudson Sessions,&nbsp;Jennifer D Nahrgang,&nbsp;Michael D Baer,&nbsp;David T Welsh","doi":"10.1037/apl0000935","DOIUrl":"https://doi.org/10.1037/apl0000935","url":null,"abstract":"<p><p>The surge of opportunities available through the gig economy has increased the sizeable population of people who hold multiple jobs. Many of these multiple jobholders are full-time employees who have adopted side-hustles-income-generating work performed alongside full-time work. A core and ubiquitous feature of both full-time work and side-hustles is status, or membership in a social hierarchy. Although status has traditionally been investigated as an employee's enduring position in the social hierarchy at their full-time job, employees with side-hustles hold two distinct work-related statuses: status in their full-time job and status in their side-hustle. Having two statuses necessarily creates a situation in which employees' status is either consistent or inconsistent across roles. We investigate the implications of status inconsistency between side-hustles and full-time work for employees' stress, well-being, and performance. We assert that status inconsistency between side-hustles and full-time work requires employees to navigate stress-inducing tensions, such as incongruent role expectations and confusion regarding their sense of self. By extension, we propose that status inconsistency between side-hustles and full-time work promotes more role stress than occupying consistently low-status roles. In a four-wave field study of full-time employees with side-hustles, and their supervisors, we use polynomial regression analysis to test our predictions. We find that status inconsistency diminishes performance in full-time work via role stress and emotional exhaustion. Given the burgeoning gig economy and associated changes to how work is organized, our research has important and timely implications for multiple jobholders and their full-time work organizations. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1369-1384"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39081191","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}

{"title":"Automated video interview personality assessments: Reliability, validity, and generalizability investigations.","authors":"Louis Hickman,&nbsp;Nigel Bosch,&nbsp;Vincent Ng,&nbsp;Rachel Saef,&nbsp;Louis Tay,&nbsp;Sang Eun Woo","doi":"10.1037/apl0000695","DOIUrl":"https://doi.org/10.1037/apl0000695","url":null,"abstract":"<p><p>Organizations are increasingly adopting automated video interviews (AVIs) to screen job applicants despite a paucity of research on their reliability, validity, and generalizability. In this study, we address this gap by developing AVIs that use verbal, paraverbal, and nonverbal behaviors extracted from video interviews to assess Big Five personality traits. We developed and validated machine learning models within (using nested cross-validation) and across three separate samples of mock video interviews (total <i>N</i> = 1,073). Also, we examined their test-retest reliability in a fourth sample (<i>N</i> = 99). In general, we found that the AVI personality assessments exhibited stronger evidence of validity when they were trained on interviewer-reports rather than self-reports. When cross-validated in the other samples, AVI personality assessments trained on interviewer-reports had mixed evidence of reliability, exhibited consistent convergent and discriminant relations, used predictors that appear to be conceptually relevant to the focal traits, and predicted academic outcomes. On the other hand, there was little evidence of reliability or validity for the AVIs trained on self-reports. We discuss the implications for future work on AVIs and personality theory, and provide practical recommendations for the vendors marketing such approaches and organizations considering adopting them. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1323-1351"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39098401","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}

{"title":"Search committee diversity and applicant pool representation of women and underrepresented minorities: A quasi-experimental field study.","authors":"Maryam A Kazmi,&nbsp;Christiane Spitzmueller,&nbsp;Jia Yu,&nbsp;Juan M Madera,&nbsp;Allison S Tsao,&nbsp;Jeremy F Dawson,&nbsp;Ioannis Pavlidis","doi":"10.1037/apl0000725","DOIUrl":"https://doi.org/10.1037/apl0000725","url":null,"abstract":"<p><p>The diversification of applicant pools constitutes an important step for broadening the participation of women and underrepresented minorities (URMs) in the workforce. The current study focuses on recruiting diverse applicant pools in an academic setting. We test strategies grounded in homophily theory to attract a diverse set of applicants for open faculty positions. Analysis of recruitment data (13,750 job applications) showed that women search committee chairs and greater percentages of women on search committees related to more women applicants and that URMs search chairs and a greater percentage of URM members on search committees related to more URM applicants, resulting in 23% more women applicant pools with a woman chair and over 100% more URM applicants for a URM chair. Furthermore, women and URMs actively engage in ways to reach out to a more diverse set of applicants, whereas men and non-URMs' behavior maintains the status quo. We discuss the implications and advancement of homophily theory that can ultimately increase the representation of women and URM in the workforce. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1414-1427"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39081194","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}

{"title":"Measurement specificity with modern methods: Using dimensions, facets, and items from personality assessments to predict performance.","authors":"Andrew B Speer,&nbsp;Neil D Christiansen,&nbsp;Chet Robie,&nbsp;Rick R Jacobs","doi":"10.1037/apl0000618","DOIUrl":"https://doi.org/10.1037/apl0000618","url":null,"abstract":"<p><p>The use of personality measures to predict work-related outcomes has been of great interest over the past several decades. The present study used machine learning (ML) to examine the optimal level in the personality hierarchy to use in developing predictive algorithms. This issue was examined in a sample of incumbent police officers (N = 1,043) who completed a multifaceted personality measure and were rated on their job performance. Criterion-related validity was investigated as a function of level of operationalization in the personality hierarchy (dimensions, facets, items), scoring method (unit weighting, ordinary least-squares regression, elastic net regression), content relevance (all items vs. job-related items), and sample size (100, 200, 300, 500, 800). Results showed that empirically derived scores outperformed unit weighting across all levels of the personality hierarchy. The highest validity estimates were consistently obtained using elastic net scoring (with hyperparameter tuning resulting in solutions closer to ridge regression) at the item level, with minimal differences between ordinary least squares and elastic net for dimensions or facets with at least moderate sample sizes (N ≥ 200). An exploratory modeling approach where all item content was used did not outperform scoring when the item pool was relegated to only job-relevant personality traits. Taken together, findings suggest that personality scoring should occur at narrow operationalizations down to at least the facet level. In addition, this study demonstrated how ML can be used to not only maximize criterion-related validity but also to test long-standing theoretical problems in the organizational sciences. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1428-1439"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39465707","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}