The Journal of applied psychology最新文献

{"title":"A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.","authors":"Timothy G Kundro,&nbsp;Vanessa Burke,&nbsp;Alicia A Grandey,&nbsp;Gordon M Sayre","doi":"10.1037/apl0000895","DOIUrl":"https://doi.org/10.1037/apl0000895","url":null,"abstract":"<p><p>Sexual harassment from customers is prevalent and costly to service employees and organizations, yet little is known about when and why customers harass. Based on a theoretical model of power in organizations, we propose that sexual harassment is a function of employees' financial dependence on customers (i.e., tips) and deference to customers with emotional labor (\"service with a smile\") jointly activating customer power. With a field survey study of tipped employees who vary in financial dependence and emotional display requirements (Study 1), and an online experiment that manipulates financial dependence and emotional displays from the customer's perspective (Study 2), our results confirm that these contextual factors jointly increase customer power and thus sexual harassment. Our research has important practical implications, suggesting that organizations can reduce customer sexual harassment by changing compensation models or emotional labor expectations in service contexts. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1385-1396"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39081192","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":"The role of justice perceptions in formal and informal university technology transfer.","authors":"David A Waldman,&nbsp;Manuel J Vaulont,&nbsp;Rachel M Balven,&nbsp;Donald S Siegel,&nbsp;Deborah E Rupp","doi":"10.1037/apl0000944","DOIUrl":"https://doi.org/10.1037/apl0000944","url":null,"abstract":"<p><p>We extend organizational justice theory by investigating the justice perceptions of academic entrepreneurs regarding interactions with their universities. We assess how these justice perceptions influence the propensity of academic entrepreneurs to engage in different forms of commercialization, as well as the moderating role of entrepreneurial identity and prosocial motivation. We test our predictions using data from 1,329 academic entrepreneurs at 25 major U.S. research universities. Our results indicate that organizational justice is positively associated with intentions to engage in formal (i.e., sanctioned) technology transfer, and negatively associated with intentions to engage in informal (unsanctioned and noncompliant) technology transfer, which we characterize as a form of organizational deviance. Our findings also show that entrepreneurial identity and prosocial motivation (i.e., a focus on oneself vs. others) amplify and attenuate, respectively, the relationship between justice perceptions and technology transfer intentions. Finally, although intentions to engage in formal technology transfer predict subsequent behavior, intentions to engage in informal technology transfer do not. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1397-1413"},"PeriodicalIF":9.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39475074","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":"Does educational attainment promote job satisfaction? The bittersweet trade-offs between job resources, demands, and stress.","authors":"Brittany C Solomon,&nbsp;Boris N Nikolaev,&nbsp;Dean A Shepherd","doi":"10.1037/apl0000904","DOIUrl":"https://doi.org/10.1037/apl0000904","url":null,"abstract":"<p><p>Education is considered one of the most critical human capital investments. But does formal educational attainment \"pay off\" in terms of job satisfaction? To answer this question, in Study 1 we use a meta-analytic technique to examine the correlation between educational attainment and job satisfaction (k = 74, N = 134,924) and find an effect size close to zero. We then build on the job demands-resources (JD-R) model and research that distinguishes between working conditions and perceived stress to theorize that educational attainment involves notable trade-offs. In Study 2 we develop and test a multipath, two-stage mediation model using a nationally representative sample to explore this idea. We find that, while better-educated individuals enjoy greater job resources (income, job autonomy, and job variety), they also tend to incur greater job demands (work hours, task pressure, job intensity, and time urgency). On average, these demands are associated with increased job stress and decreased job satisfaction, largely offsetting the positive gains associated with greater resources. Given that the net relationship between education and job satisfaction emerges as weakly negative, we highlight that important trade-offs underlie the education-job satisfaction link. In supplemental analyses, we identify boundary conditions based on gender and self-employment status (such that being female exacerbates, and being self-employed attenuates, the negative association between education and job satisfaction). Finally, we discuss the practical implications for individuals and organizations, as well as alternative explanations for the education-job satisfaction link. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1227-1241"},"PeriodicalIF":9.9,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40290761","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":"Balancing work and family: A theoretical explanation and longitudinal examination of its relation to spillover and role functioning.","authors":"Julie Holliday Wayne,&nbsp;Jesse S Michel,&nbsp;Russell A Matthews","doi":"10.1037/apl0001007","DOIUrl":"https://doi.org/10.1037/apl0001007","url":null,"abstract":"<p><p>We take a temporally dynamic perspective to present a model that explains the relations among work-family spillover (conflict and enrichment), work-family balance, and role satisfaction and performance over time. We posit that these relationships differ for two primary conceptualizations, balance satisfaction and effectiveness. We collect data using two samples, each with three time points. In Study 1 (<i>N</i> = 681), we test our hypotheses for balance satisfaction. Cross-lagged analyses indicated that bidirectional enrichment predicted subsequent job and family satisfaction, and in turn, balance satisfaction. Thus, enrichment appears to primarily initiate the balance satisfaction process as it unfolds over time. Contrary to common theoretical and practical assumptions, role satisfaction seems to drive balance satisfaction rather than the other way around. In Study 2 (<i>N</i> = 493), we test our hypotheses for balance satisfaction and balance effectiveness. Cross-lagged analyses indicated that conflict primarily initiated the balance effectiveness process where role performance and balance effectiveness operated in feedback cycles of mutual influence over time. Posthoc model tests are consistent with Study 1 in that work-to-family enrichment predicted job satisfaction and in turn, balance satisfaction. Collectively, these studies suggest that the processes involving balance satisfaction versus balance effectiveness have <i>different primary originating factors</i> (enrichment or conflict, respectfully) and <i>different temporal sequencing</i> with role satisfaction and performance (unidirectional vs. reciprocal, respectively), warranting distinct theoretical explanations. This program of research represents a comprehensive, theoretical explanation and temporal examination of work-family balance, setting the stage for a new phase of research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1094-1114"},"PeriodicalIF":9.9,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40310357","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":"Organizational political affiliation and job seekers: If I don't identify with your party, am I still attracted?","authors":"Philip L Roth,&nbsp;John D Arnold,&nbsp;H Jack Walker,&nbsp;Liwen Zhang,&nbsp;Chad H Van Iddekinge","doi":"10.1037/apl0000932","DOIUrl":"https://doi.org/10.1037/apl0000932","url":null,"abstract":"<p><p>Political divisions appear to be relatively frequent in today's world. Indeed, individuals on opposing sides of these divisions often view each other very negatively. The present multi-study investigation contributes to the nascent literature on organizational political affiliation by examining how job seekers view organizations with political affiliations, a practice that is becoming more prevalent. Studies 1 and 2 indicated that many job seekers are aware of organizations' political affiliations or stances, and that they often considered these affiliations and stances during recent job searches. For example, nearly one-third of participants said they did not apply to an organization because of its political affiliation or stances. Study 3 showed that the extent to which job seekers identified with the organization's party affiliation positively influenced their reactions toward the organization (e.g., perceived similarity and liking), as well as their intention to pursue employment with the organization. In contrast, job seekers' disidentification with the organization's affiliation decreased their feelings of perceived similarity and liking. Study 4 demonstrated that organizational affiliation with a political issue (i.e., gun control/second amendment) also influenced perceptions of similarity and liking. Taken together, results suggest that organizations' affiliations with political parties or their stances on political issues can influence the amount and types of potential employees that organizations attract. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"724-745"},"PeriodicalIF":9.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39475072","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 meta-analytic review of identification at work: Relative contribution of team, organizational, and professional identification.","authors":"Lindsey M Greco,&nbsp;Jeanine P Porck,&nbsp;Sheryl L Walter,&nbsp;Alex J Scrimpshire,&nbsp;Anna M Zabinski","doi":"10.1037/apl0000941","DOIUrl":"https://doi.org/10.1037/apl0000941","url":null,"abstract":"<p><p>Research on social identification in organizations is diverse and evolving. As focus has shifted to the effects of multiple identities, there is a need to further define relationships between the three primary work identification targets (i.e., team, organization, and profession) and outcomes, specifically as to how each identification target explains variance in outcomes simultaneously. We meta-analytically test the relationship between each identification target and fifteen attitudes, three behaviors, and five general well-being variables at work with 483 studies and 557 independent samples (<i>N</i> = 179,442). We then provide evidence for the relative importance of each identification target through meta-analytic relative weights and regression analysis. Categorizing attitudes according to the same level (team, organization, profession), we found that organizational and team identification were most important in predicting \"matching\" attitudes, in support of the identity-matching principle. For professional-focused attitudes, behaviors, and general well-being, results were less clear; each identity target explained a range of variance in outcomes. There was a trend of team identification being the most important predictor, particularly for well-being. Through meta-analytic structural equation modeling (MASEM), we tested the self-esteem hypothesis from social identity theory; results show that effects from identification to outcomes transmitted through self-esteem were weaker than direct effects. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"795-830"},"PeriodicalIF":9.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39472433","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 meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.","authors":"Babatunde Tunde Ogunfowora,&nbsp;Viet Quan Nguyen,&nbsp;Piers Steel,&nbsp;Christine C Hwang","doi":"10.1037/apl0000912","DOIUrl":"https://doi.org/10.1037/apl0000912","url":null,"abstract":"<p><p>Moral disengagement refers to a set of cognitive tactics people employ to sidestep moral self-regulatory processes that normally prevent wrongdoing. In this study, we present a comprehensive meta-analytic review of the nomological network of moral disengagement at work. First, we test its dispositional and contextual antecedents, theoretical correlates, and consequences, including ethics (workplace misconduct and organizational citizenship behaviors [OCBs]) and non-ethics outcomes (turnover intentions and task performance). Second, we examine Bandura's postulation that moral disengagement fosters misconduct by diminishing moral cognitions (moral awareness and moral judgment) and anticipatory moral self-condemning emotions (guilt). We also test a contrarian view that moral disengagement is limited in its capacity to effectively curtail moral emotions <i>after</i> wrongdoing. The results show that Honesty-Humility, guilt proneness, moral identity, trait empathy, conscientiousness, idealism, and relativism are key individual antecedents. Further, abusive supervision and perceived organizational politics are strong contextual enablers of moral disengagement, while ethical leadership and organizational justice are relatively weak deterrents. We also found that narcissism, Machiavellianism, psychopathy, and psychological entitlement are key theoretical correlates, although moral disengagement shows incremental validity over these \"dark\" traits. Next, moral disengagement was <i>positively</i> associated with workplace misconduct and turnover intentions, and negatively related to OCBs and task performance. Its positive impact on misconduct was mediated by lower moral awareness, moral judgment, and anticipated guilt. Interestingly, however, moral disengagement was positively related to guilt and shame post-misconduct. In sum, we find strong cumulative evidence for the pertinence of moral disengagement in the workplace. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"746-775"},"PeriodicalIF":9.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39441404","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":"The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming.","authors":"Shimul Melwani,&nbsp;Naomi B Rothman","doi":"10.1037/apl0000811","DOIUrl":"https://doi.org/10.1037/apl0000811","url":null,"abstract":"<p><p>We integrated theories of social exchange and emotional ambivalence to explain how ambivalent relationships influence interpersonally directed helping and harming behaviors. Using multiple methodologies, including a study of student teams, an experiment, and a quasifield study of retail employees, we compared ambivalent relationships with positive and negative relationships. Our three studies provide convergent evidence that ambivalent relationships with coworkers are positively related to both helping and harming behaviors. These dueling effects were mediated by the experience of ambivalent emotions. We also demonstrate that ambivalent emotions, and their downstream behavioral effects were amplified when individuals in ambivalent relationships had strong affiliative interpersonal goals. Overall, our findings have implications for theory on the relational antecedents of helping and harming, social exchange theory, and the effects of ambivalence in organizations. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"707-723"},"PeriodicalIF":9.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39453850","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":"Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.","authors":"Sabine Sonnentag,&nbsp;Wilken Wehrt,&nbsp;Benjamin Weyers,&nbsp;Yuen C Law","doi":"10.1037/apl0000930","DOIUrl":"https://doi.org/10.1037/apl0000930","url":null,"abstract":"<p><p>Although habits are a well-researched topic within psychology, habits enacted at the workplace received limited attention in the organizational literature. In this article we examine habits that employees show at the workplace. Because workplace habits are not always functional for performance or affective outcomes, and because employees themselves may regard specific habits as undesirable, it is important to identify ways of how employees can abandon such unwanted habits. We report findings from a daily-survey study (N = 145 persons) in which we examined if self-regulatory processes predict disengagement from undesirable habits and engagement in more desirable alternative behaviors. Multilevel path analysis showed that day-specific implementation intentions and day-specific vigilant monitoring were negatively related to day-specific habitual behavior and positively related to day-specific alternative behaviors, both in the morning and in the afternoon. Analysis of follow-up data (N = 126 persons) showed that change in habit strength was stable over a 2-month period, suggesting that implementation intentions, vigilant monitoring, and the associated enactment of alternative behavior indeed may help to disengage from unwanted habits, particularly with respect to task-related habits and when consistency in vigilant monitoring is high. (PsycInfo Database Record (c) 2022 APA, all rights reserved).</p>","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"831-853"},"PeriodicalIF":9.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39493644","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 transactional stress theory of global work demands: A challenge, hindrance, or both?","authors":"Maria L. Kraimer, M. Shaffer, M. Bolino, Steven D. Charlier, Olivier Wurtz","doi":"10.1037/apl0001009","DOIUrl":"https://doi.org/10.1037/apl0001009","url":null,"abstract":"We integrate research on global work demands (Shaffer et al., 2012) with transactional stress theory to examine both the harmful and beneficial effects of three global work demands-international travel, cognitive flexibility, and nonwork disruption-for employees engaged in global work. We propose that global work demands have indirect, and conditional, effects on burnout and work-to-family conflict (WFC), as well as thriving and work-family enrichment, through employees' appraisals that their global work is both hindering and challenging, respectively. We tested the hypotheses with a matched sample of 229 global employees and their spouses. We found that cognitive flexibility demands are related to harmful and beneficial outcomes: It increases WFC through hindrance appraisals of the global work, but also increases thriving through challenge appraisals. In comparison, international travel demands have only beneficial outcomes, such that it positively related to employee thriving through challenge appraisals, but only among employees working in jobs that have fewer nonwork disruption demands. Finally, nonwork disruption demands had only harmful effects in that it positively related to burnout and WFC through hindrance appraisals. Exploratory analyses also revealed that nonwork disruption demands negatively related to employee thriving, through challenge appraisals, when employees experienced lower levels of cognitive flexibility demands. These findings contribute to our understanding of how employees may react to their global work demands and to the transactional theory of stress by providing a more nuanced understanding of when and why job demands contribute to appraisals that work is hindering and/or challenging. (PsycInfo Database Record (c) 2022 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134042178","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}