The Journal of applied psychology最新文献_第4页

On melting pots and salad bowls: A meta-analysis of the effects of identity-blind and identity-conscious diversity ideologies. 关于大熔炉和沙拉碗:身份盲和身份意识多样性意识形态影响的元分析。

The Journal of applied psychology Pub Date : 2020-05-01 DOI: 10.1037/apl0000446

Lisa M. Leslie, J. Bono, Yeonka Kim, G. Beaver

{"title":"On melting pots and salad bowls: A meta-analysis of the effects of identity-blind and identity-conscious diversity ideologies.","authors":"Lisa M. Leslie, J. Bono, Yeonka Kim, G. Beaver","doi":"10.1037/apl0000446","DOIUrl":"https://doi.org/10.1037/apl0000446","url":null,"abstract":"Significant debate exists regarding whether different diversity ideologies, defined as individuals' beliefs regarding the importance of demographic differences and how to navigate them, improve intergroup relations in organizations and the broader society. We seek to advance understanding by drawing finer-grained distinctions among diversity ideology types and intergroup relations outcomes. To this end, we use random effects meta-analysis (k = 296) to investigate the effects of 3 identity-blind ideologies-colorblindness, meritocracy, and assimilation-and 1 identity-conscious ideology-multiculturalism-on 4 indicators of high quality intergroup relations-reduced prejudice, discrimination, and stereotyping and increased diversity policy support. Multiculturalism is generally associated with high quality intergroup relations (prejudice: ρ = -.32; discrimination: ρ = -.22; stereotyping: ρ = -.17; policy support: ρ = .57). In contrast, the effects of identity-blind ideologies vary considerably. Different identity-blind ideologies have divergent effects on the same outcome; for example, colorblindness is negatively related (ρ = -.19), meritocracy is unrelated (ρ = .00), and assimilation is positively related (ρ = .17) to stereotyping. Likewise, the same ideology has divergent effects on different outcomes; for example, meritocracy is negatively related to discrimination (ρ = -.48), but also negatively related to policy support (ρ = -.45) and unrelated to prejudice (ρ = -.15) and stereotyping (ρ = .00). We discuss the implications of our findings for theory, practice, and future 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":"2020-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116979744","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 44

The generation and function of moral emotions in teams: An integrative review. 团队道德情绪的产生与功能:一项综合回顾。

The Journal of applied psychology Pub Date : 2020-05-01 DOI: 10.1037/apl0000443

M. Dasborough, S. Hannah, Weichun Zhu

引用次数: 27

A theoretical assessment of dismissal rates and unit performance, with empirical evidence. 一个理论评估解雇率和单位绩效，与经验证据。

The Journal of applied psychology Pub Date : 2020-05-01 DOI: 10.1037/apl0000448

M. Maltarich, Greg Reilly, C. DeRose

引用次数: 6

Political affiliation and employment screening decisions: The role of similarity and identification processes. 政治派别和就业筛选决策:相似性和识别过程的作用。

The Journal of applied psychology Pub Date : 2020-05-01 DOI: 10.1037/apl0000422

P. Roth, J. Thatcher, P. Bobko, Kevin D. Matthews, Jill E. Ellingson, Caren B. Goldberg

{"title":"Political affiliation and employment screening decisions: The role of similarity and identification processes.","authors":"P. Roth, J. Thatcher, P. Bobko, Kevin D. Matthews, Jill E. Ellingson, Caren B. Goldberg","doi":"10.1037/apl0000422","DOIUrl":"https://doi.org/10.1037/apl0000422","url":null,"abstract":"Recent research in political science, along with theory in applied psychology, has suggested that political affiliation may be associated with substantial levels of affect and, thus, might influence employment decision-makers. We designed 2 experiments using social media screening tasks to examine the effects of political affiliation similarity on ratings of hireability. Our findings in both studies suggest that the identification (capturing positive affect) and disidentification (capturing negative affect) of a decision-maker with a job applicant's political affiliation were important variables that influenced perceived similarity. Consistent with the similarity-attraction paradigm, perceived similarity was related to liking and, in turn, liking was related to expected levels of applicant task and organizational citizenship behavior performance. Further, in both studies, political affiliation related variables influenced hireability decisions over and above job-relevant individuating information. Future research should continue to examine political affiliation similarity, particularly in light of its frequent availability to decision-makers (e.g., via social media websites). (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":"128984660","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: 26

Coworker support and its relationship to allostasis during a workday: A diary study on trajectories of heart rate variability during work. 同事支持及其与工作日内适应状态的关系:工作期间心率变异性轨迹的日记研究。

The Journal of applied psychology Pub Date : 2020-05-01 DOI: 10.1037/apl0000445

Anja Baethge, Tim Vahle-Hinz, T. Rigotti

{"title":"Coworker support and its relationship to allostasis during a workday: A diary study on trajectories of heart rate variability during work.","authors":"Anja Baethge, Tim Vahle-Hinz, T. Rigotti","doi":"10.1037/apl0000445","DOIUrl":"https://doi.org/10.1037/apl0000445","url":null,"abstract":"In this study, we investigate autonomic nervous system regulation during a regular workday and how coworker support relates to this allostatic system. We first examined the trajectory of the heart rate variability (HRV) as an indicator of autonomic nervous system activation throughout the workday. Furthermore, we proposed that coworker support is directly related to the typical autonomic regulation of the workday and facilitates a stable high parasympathetic and low sympathetic activation level during the workday. We conducted a 5-day daily diary study with 115 employees, measuring their coworker support at the end of the day and their HRV during work. We examined the effect of stable between-coworker support on the latent growth curve of HRV during work and found evidence for the stabilizing effect of general coworker support on HRV trajectory. Employees with higher coworker support, on average, had a high, stable parasympathetic and low, stable sympathetic level during work. Employees with low support showed an inverted, U-shape trajectory of the parasympathetic activation throughout the workday, with low parasympathetic activation at the beginning and end of the workday and a maximum in the middle of the workday during lunch break time. Thus, we offer initial evidence for a regulating effect of coworker support on allostasis in terms of a trajectory in actual working conditions. (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":"132104741","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

Motivation to lead: A meta-analysis and distal-proximal model of motivation and leadership. 领导动机:动机与领导的元分析及远端-近端模型。

The Journal of applied psychology Pub Date : 2020-04-01 DOI: 10.1037/apl0000439

Katie L. Badura, Emily J. Grijalva, Benjamin M. Galvin, Bradley P. Owens, Dana L Joseph

{"title":"Motivation to lead: A meta-analysis and distal-proximal model of motivation and leadership.","authors":"Katie L. Badura, Emily J. Grijalva, Benjamin M. Galvin, Bradley P. Owens, Dana L Joseph","doi":"10.1037/apl0000439","DOIUrl":"https://doi.org/10.1037/apl0000439","url":null,"abstract":"To understand how motivation to lead (MTL) fits into the broader leadership literature, we present a meta-analytic review of MTL and test a Distal-Proximal Model of Motivation and Leadership. Using a database of 1,154 effect sizes from 100 primary studies, we found that the 3 types of MTL (affective-identity, social-normative, and noncalculative) had a unique pattern of antecedents and were only modestly correlated, indicating that MTL may be best operationalized as three separate motivational constructs instead of as one overarching construct. Further, the 3 MTL types were generally associated with individuals emerging as leaders, engaging in beneficial leadership behaviors (i.e., more transformational and transactional leadership, as well as less laissez faire leadership), and performing more effectively in leadership roles. Finally, meta-analytic path analysis demonstrated that the three MTL types partially explained the relationship between more distal predictors (i.e., gender, cognitive ability, the Big Five, past leader experience, and leader self-efficacy) and leadership emergence/effectiveness. Interestingly, we found that traits often viewed as beneficial for leadership (extraversion, conscientiousness, and openness) may have a darker side that is transmitted through MTL. Taken together, this study advances theory by clarifying the distinctiveness of the three MTL types, establishing MTL's relationship with leadership outcomes, and identifying MTL's role within the broader leadership domain. (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":"2020-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127434192","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: 72

Selecting response anchors with equal intervals for summated rating scales. 为总评分量表选择具有相等间隔的响应锚点。

The Journal of applied psychology Pub Date : 2020-04-01 DOI: 10.1037/apl0000444

W. C. Casper, Bryan D. Edwards, J. C. Wallace, R. Landis, Dustin A. Fife

{"title":"Selecting response anchors with equal intervals for summated rating scales.","authors":"W. C. Casper, Bryan D. Edwards, J. C. Wallace, R. Landis, Dustin A. Fife","doi":"10.1037/apl0000444","DOIUrl":"https://doi.org/10.1037/apl0000444","url":null,"abstract":"Summated rating scales are ubiquitous in organizational research, and there are well-delineated guidelines for scale development (e.g., Hinkin, 1998). Nevertheless, there has been less research on the explicit selection of the response anchors. Constructing survey questions with equal-interval properties (i.e., interval or ratio data) is important if researchers plan to analyze their data using parametric statistics. As such, the primary objectives of the current study were to (a) determine the most common contexts in which summated rating scales are used (e.g., agreement, similarity, frequency, amount, and judgment), (b) determine the most commonly used anchors (e.g., strongly disagree, often, very good), and (c) provide empirical data on the conceptual distance between these anchors. We present the mean and standard deviation of scores for estimates of each anchor and the percentage of distribution overlap between the anchors. Our results provide researchers with data that can be used to guide the selection of verbal anchors with equal-interval properties so as to reduce measurement error and improve confidence in the results of subsequent analyses. We also conducted multiple empirical studies to examine the consequences of measuring constructs with unequal-interval anchors. A clear pattern of results is that correlations involving unequal-interval anchors are consistently weaker than correlations involving equal-interval anchors. (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":"2020-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121670333","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: 20

How can employers benefit most from developmental job experiences? The needs-supplies fit perspective. 雇主如何从发展工作经验中获益最多?需求-供给契合的观点。

The Journal of applied psychology Pub Date : 2020-04-01 DOI: 10.1037/apl0000449

Jie Cao, Monika Hamori

引用次数: 22

Putting leaders in a bad mood: The affective costs of helping followers with personal problems. 让领导者心情不好:帮助下属解决个人问题的情感成本。

The Journal of applied psychology Pub Date : 2020-04-01 DOI: 10.1037/apl0000450

Klodiana Lanaj, Remy E. Jennings

{"title":"Putting leaders in a bad mood: The affective costs of helping followers with personal problems.","authors":"Klodiana Lanaj, Remy E. Jennings","doi":"10.1037/apl0000450","DOIUrl":"https://doi.org/10.1037/apl0000450","url":null,"abstract":"Although leaders spend considerable time helping followers with personal problems, little research has investigated how such helping acts may impact leaders themselves. Drawing from affective events theory and the helping literature, we examine how responding to followers' help requests with personal problems influences leaders' own affect. As expected, we found that helping followers with personal problems was associated with an increase in leaders' negative affect. The strength of the association between personal helping and negative affect, however, depended on the day and on the leader. Specifically, personal helping increased negative affect less on days when leaders perceived their prosocial impact of personal helping to be high (vs. low). On the other hand, personal helping increased negative affect more on days when leaders also helped with task-related problems. Furthermore, at the between-person level, leaders with high (vs. low) managerial experience were less affected by personal helping. In exploratory analyses, we also investigated how followers reacted to leaders' helping. We found that whereas leader task-related helping was associated with follower perceptions of leader work engagement, leader personal helping was not. Additionally, helping with personal problems detracted from followers' increased perceptions of work engagement derived from leaders' task-related helping. Specifically, followers rated leaders who helped with task-related problems as more engaged on days when these leaders provided less (vs. more) personal helping. We discuss implications for research on helping and leadership. (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":"2020-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134362197","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: 23

It hurts me too! (or not?): Exploring the negative implications for abusive bosses. 我也很痛!(或者不是?):探索对虐待老板的负面影响。

The Journal of applied psychology Pub Date : 2020-04-01 DOI: 10.1037/apl0000447

Manuela Priesemuth, Bailey A. Bigelow

{"title":"It hurts me too! (or not?): Exploring the negative implications for abusive bosses.","authors":"Manuela Priesemuth, Bailey A. Bigelow","doi":"10.1037/apl0000447","DOIUrl":"https://doi.org/10.1037/apl0000447","url":null,"abstract":"Although most work on abusive supervision has focused on consequences for the victim, this paper extends a small yet growing stream of research that aims to understand transgressors' reactions to their own wrongdoing. Specifically, we seek to explain behavioral responses of abusive supervisors, including whether they adjust their performance behaviors, as well as whether they halt any future abuse toward subordinates. Building on theories and research on social worth, we propose that perpetrated abuse impacts these supervisor outcomes via a diminished sense of social worth that results from harming others. We further suggest that these indirect effects are stronger for managers who possess lower levels of psychopathy, whereas supervisors with higher levels of the trait are said to be shielded from social repercussions and therefore less responsive in this process. Results from two field studies largely support our assertions, indicating that abusive bosses generally experience a reduced sense of social worth and corresponding poorer performance outcomes. These effects are stronger for less psychopathic supervisors. Findings also indicate that supervisors who are low on psychopathy might stop enacting abuse entirely, while those high on psychopathy might be more likely to continue the abusive behavior. Theoretical and practical implications are discussed. (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":"2020-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116447818","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: 12