The Journal of applied psychology最新文献_第5页

When goals are known: The effects of audience relative status on goal commitment and performance. 目标已知时:受众相对地位对目标承诺和绩效的影响。

The Journal of applied psychology Pub Date : 2020-04-01 DOI: 10.1037/apl0000441

H. Klein, Robert B. Lount, Hee Man Park, Bryce J Linford

{"title":"When goals are known: The effects of audience relative status on goal commitment and performance.","authors":"H. Klein, Robert B. Lount, Hee Man Park, Bryce J Linford","doi":"10.1037/apl0000441","DOIUrl":"https://doi.org/10.1037/apl0000441","url":null,"abstract":"To better understand how the social context affects self-regulation, we present 4 studies investigating how the perceived relative status of a goal audience influences goal commitment. As a set, these studies use different samples and methods to examine this phenomenon across a variety of contexts, goals, and audiences. Results are highly consistent, supportive of our hypotheses, and demonstrate that it matters to whom goals are made known. Specifically, the perceived relative status of the goal audience is positively related to goal commitment, and downstream performance, via evaluation apprehension. Our findings highlight that it is not enough for goals to be made known to facilitate commitment but that they should be made known to someone perceived as having higher status. Together, these results help to clarify when and how it is beneficial to make goals known to others, provide a greater understanding of social influences on self-regulation, and yield implications for performance management practices aimed at facilitating goal commitment, motivation, 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":"2020-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131059282","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

The implications of unconfounding multisource performance ratings. 无混淆的多源性能评级的含义。

The Journal of applied psychology Pub Date : 2020-03-01 DOI: 10.1037/apl0000434

D. Jackson, G. Michaelides, C. Dewberry, Benjamin Schwencke, S. Toms

引用次数: 4

How strong is my safety net? Perceived unemployment insurance generosity and implications for job search, mental health, and reemployment. 我的安全网有多牢固?感知失业保险慷慨度及其对求职、心理健康和再就业的影响。

The Journal of applied psychology Pub Date : 2020-03-01 DOI: 10.1037/apl0000435

Connie R. Wanberg, Edwin A. J. van Hooft, Karyn Dossinger, Annelies E. M. van Vianen, Ute-Christine Klehe

{"title":"How strong is my safety net? Perceived unemployment insurance generosity and implications for job search, mental health, and reemployment.","authors":"Connie R. Wanberg, Edwin A. J. van Hooft, Karyn Dossinger, Annelies E. M. van Vianen, Ute-Christine Klehe","doi":"10.1037/apl0000435","DOIUrl":"https://doi.org/10.1037/apl0000435","url":null,"abstract":"While social science has substantially documented the individual experience of unemployment, less is known about the role of contextual variables. One contextual factor that is important for unemployed job seekers is the unemployment insurance (UI) that they receive. This study examines the relationships between job seeker perceptions of UI generosity and mental health during unemployment, reemployment speed, and reemployment quality. Drawing upon psychological construal theory, we conceptualize UI generosity as creating psychological distance from the reemployment goal, generating consequences for the job search, mental health, and reemployment. We tested our hypotheses with a four-wave survey design of job seekers looking for work in 3 different countries (United States, Germany, and the Netherlands). Perceived UI generosity was associated with slower reemployment speed, via reduced time pressure, job search priority, and job search metacognition. Perceived UI generosity was related to higher mental health, via reduced time pressure and financial strain. Finally, perceived UI generosity was related to increased reemployment quality, both directly as well as indirectly through lower time pressure and financial strain, and subsequent higher mental health. Our findings provide previously unavailable empirical insight into the mechanisms explaining the positive and negative outcomes of UI generosity. (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":"2020-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115334280","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: 31

Generalized exchange orientation: Conceptualization and scale development. 广义交换取向:概念化与规模化发展。

The Journal of applied psychology Pub Date : 2020-03-01 DOI: 10.1037/apl0000438

Katsuhiko Yoshikawa, Chia-huei Wu, Hyun-Jung Lee

引用次数: 12

Ethical champions, emotions, framing, and team ethical decision making. 道德冠军，情感，框架和团队道德决策。

The Journal of applied psychology Pub Date : 2020-03-01 DOI: 10.1037/apl0000437

Anjier Chen, L. Treviño, Stephen E. Humphrey

{"title":"Ethical champions, emotions, framing, and team ethical decision making.","authors":"Anjier Chen, L. Treviño, Stephen E. Humphrey","doi":"10.1037/apl0000437","DOIUrl":"https://doi.org/10.1037/apl0000437","url":null,"abstract":"Research has offered a pessimistic (although limited) view regarding the effectiveness of ethical champions in teams and the social consequences they are likely to experience. To challenge this view, we conducted two multimethod (quantitative/qualitative) experimental studies in the context of entrepreneurial team decision-making to examine whether and how an ethical champion can shape team decision ethicality and whether ethical champions experience interpersonal costs. In Study 1, we found that confederate ethical champions influenced team decisions to be more ethical by increasing team ethical awareness. Focusing on the emotional expressions of ethical champions, we found that sympathetic and angry ethical champions both increased team decision ethicality but that angry ethical champions were more disliked. Analysis of team interaction videos further revealed moral disengagement in team discussions and the emergence of nonconfederate ethical champions who used business frames to argue for the ethical decision. Those emergent phenomena shifted our focus, in Study 2, to how ethical champions framed the issues and the mediating processes involved. We found that ethical champions using ethical frames not only increased team ethical awareness but also consequently reduced team moral disengagement, resulting in more ethical team decisions. Ethical champions using business frames also improved team decision ethicality, but by increasing the perceived business utility of the ethical decision. (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":"2020-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126312143","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: 31

Abusive supervision, thwarted belongingness, and workplace safety: A group engagement perspective. 滥用监管、受挫的归属感和工作场所安全:一个群体参与的视角。

The Journal of applied psychology Pub Date : 2020-03-01 DOI: 10.1037/apl0000436

Liu Yang, Xiaoming Zheng, Xin Liu, Chang‐qin Lu, J. Schaubroeck

引用次数: 35

Not all fairness is created equal: A study of employee attributions of supervisor justice motives. 并非所有的公平都是平等的:主管公正动机的员工归因研究。

The Journal of applied psychology Pub Date : 2020-03-01 DOI: 10.1037/apl0000440

Fadel K. Matta, Tyler B. Sabey, Brent A. Scott, S. Lin, Joel Koopman

{"title":"Not all fairness is created equal: A study of employee attributions of supervisor justice motives.","authors":"Fadel K. Matta, Tyler B. Sabey, Brent A. Scott, S. Lin, Joel Koopman","doi":"10.1037/apl0000440","DOIUrl":"https://doi.org/10.1037/apl0000440","url":null,"abstract":"A large body of research demonstrates that employee perceptions of fair treatment matter. The overwhelming focus of these investigations has been on how employees react to whether or not they perceive their supervisor behaved in a fair manner. We contend, however, that employees not only question and react to whether they are treated fairly, but also to why they believe their supervisor acted fairly in the first place. To do so, we consider how employee attributions of supervisor motives for fair treatment influence the cognitive and affective mechanisms by which fair treatment influences employee reactions to fairness. Drawing from the justice actor model, we focus on both cognitive (establishing fairness, identity maintenance, and effecting compliance) and affective (positive affect) motives underlying supervisors' fair treatment. Relying on theory and research on motive attribution and leader affect, we develop predictions for how employees' perceptions of these motives as a result of short-term exchanges over time influence supervisor-directed citizenship behavior through both cognitive (trust in the supervisor) and affective (positive affect) mechanisms. Our experience sampling study of 613 weekly fair events (from 171 employees) largely supported our predictions, demonstrating that attribution of supervisor motives is a meaningful component of an employee's justice experience. (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":"2020-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126654035","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 21

Dispositional empathy, emotional display authenticity, and employee outcomes. 性格共情、情绪表现真实性与员工绩效。

The Journal of applied psychology Pub Date : 2019-12-09 DOI: 10.1037/apl0000471

S. S. Y. Aw, R. Ilies, Irene E. De Pater

引用次数: 15

Are coworkers getting into the act? An examination of emotion regulation in coworker exchanges. 同事们也参与进来了吗?同事交流中情绪调节的研究。

The Journal of applied psychology Pub Date : 2019-12-02 DOI: 10.1037/apl0000473

Allison S. Gabriel, Joel Koopman, Christopher C. Rosen, J. Arnold, Wayne A. Hochwarter

{"title":"Are coworkers getting into the act? An examination of emotion regulation in coworker exchanges.","authors":"Allison S. Gabriel, Joel Koopman, Christopher C. Rosen, J. Arnold, Wayne A. Hochwarter","doi":"10.1037/apl0000473","DOIUrl":"https://doi.org/10.1037/apl0000473","url":null,"abstract":"Research on emotional labor-the process through which employees enact emotion regulation (i.e., surface and deep acting) to alter their emotional displays-has predominately focused on service-based exchanges between employees and customers where emotions are commoditized for wage. Yet, recent research has begun to focus on the outcomes of employees engaging in emotion regulation, and surface acting in particular, with coworkers. Given that coworker interactions are qualitatively distinct from those with customers, we build on the emotional labor and emotion regulation literatures to understand why such acts of emotion regulation occur in coworker-based exchanges, and whether there are well-being and social capital costs and/or benefits for doing so. Across 3 complementary studies spanning over 2,500 full-time employees, we adopt a person-centered approach and demonstrate that four distinct profiles of emotion regulation emerge in coworker exchanges: deep actors, nonactors, low actors, and regulators. Further, our results suggest that certain employees are driven to regulate their emotions with coworkers for prosocial reasons (deep actors), whereas others are more driven by impression management motives (regulators). Our results also suggest that while nonactors and deep actors similarly incur well-being benefits (i.e., lower emotional exhaustion and felt inauthenticity), deep actors alone experience social capital gains in the form of higher receipt of help from coworkers, as well as increased goal progress and trust in their coworkers. Combined, our research delineates the motives that drive emotion regulation with coworkers and identifies when such regulatory efforts yield social capital gains for employees. (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":"2019-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127455014","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: 27

Intraindividual variability in identity centrality: Examining the dynamics of perceived role progress and state identity centrality. 身份中心性的个体变异:检查感知角色进展和状态身份中心性的动态。

The Journal of applied psychology Pub Date : 2019-12-02 DOI: 10.1037/apl0000465

N. Tripathi, Jinlong Zhu, G. H. Jacob, M. Frese, Michael M. Gielnik

{"title":"Intraindividual variability in identity centrality: Examining the dynamics of perceived role progress and state identity centrality.","authors":"N. Tripathi, Jinlong Zhu, G. H. Jacob, M. Frese, Michael M. Gielnik","doi":"10.1037/apl0000465","DOIUrl":"https://doi.org/10.1037/apl0000465","url":null,"abstract":"Conventionally, identity centrality has been conceived of as a stable and transsituational construct, with situational variability in identity centrality treated as being of little informational value. In contrast to past research, we develop a theoretical model arguing that a portion of within-person variability in identity centrality is systematic and meaningful. Drawing on identity control theory, we examine the within-person relationship flowing from perceived role progress to state identity centrality, which is conventionally viewed as reverse causal at the between-person level. We further explain the intermittent effect of an intense positive emotion-passion for the role-and investigate the contingent effect of in-role effort. The results from 2 repeated-measures studies showed that a significant proportion of total variance in identity centrality occurred at the within-person level and perceived role progress influenced state identity centrality by engendering passion for the role contingent on in-role effort. We discuss the theoretical and practical implications of our findings for management and organizations to inspire new intellectual debate and novel viewpoints to advance the microfoundation of identity theory. (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":"2019-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115957293","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: 14