The Journal of applied psychology最新文献_第6页

Episodic work-family conflict and strain: A dynamic perspective. 情景性工作与家庭冲突与紧张:动态视角。

The Journal of applied psychology Pub Date : 2019-11-21 DOI: 10.1037/APL0000470

Kimberly A. French, T. Allen

{"title":"Episodic work-family conflict and strain: A dynamic perspective.","authors":"Kimberly A. French, T. Allen","doi":"10.1037/APL0000470","DOIUrl":"https://doi.org/10.1037/APL0000470","url":null,"abstract":"A sizable body of research has established work-family conflict and its nomological network. Despite decades of research, we have yet to form a precise understanding of what happens when a conflict arises. The current research addresses this question using a growth modeling, episodic approach. We use stressor-strain and allostatic load theories to examine changes in daily patterns of psychological (fatigue, negative affect) and physiological (heart rate, blood pressure) strains that occur during and after a work-family conflict episode. We found some evidence for acute changes in psychological strain during and after work-to-family conflict episodes. Daily family-to-work conflict was associated with mixed reactions. State fatigue and heart rate decreased at the time of a family-to-work conflict, although state negative affect increased at the time of family-to-work conflict, and state fatigue increased more rapidly throughout the day after the second time family-to-work conflict was experienced. Additionally, we found evidence that state negative affect increases throughout the day as work-to-family conflict episodes accumulate. Daily family-to-work conflict accumulation was also associated with decreased fatigue, increased state negative affect, and increased systolic blood pressure. Lagged analyses showed some evidence that negative mood predicts work-family conflict occurrence within the next few hours. Implications for the theoretical relationship between work-family conflict and strain 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":"2019-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127582368","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: 38

The role of Situations in Situational Judgment Tests: Effects on construct saturation, predictive validity, and applicant perceptions. 情境在情境判断测试中的作用:对构念饱和度、预测效度和申请人知觉的影响。

The Journal of applied psychology Pub Date : 2019-11-21 DOI: 10.1037/apl0000457

Philipp Schäpers, P. Mussel, F. Lievens, Cornelius J. König, Jan‐Philipp Freudenstein, Stefan Krumm

{"title":"The role of Situations in Situational Judgment Tests: Effects on construct saturation, predictive validity, and applicant perceptions.","authors":"Philipp Schäpers, P. Mussel, F. Lievens, Cornelius J. König, Jan‐Philipp Freudenstein, Stefan Krumm","doi":"10.1037/apl0000457","DOIUrl":"https://doi.org/10.1037/apl0000457","url":null,"abstract":"Recent theorizing and empirical evidence suggesting that Situational Judgment Tests (SJTs) are more context-independent than previously thought has sparked a debate about the role of situation descriptions in SJTs. To contribute to this debate and add to our understanding of how SJTs work, this article conceptually embeds SJT performance in a situation construal model and examines the effects of situation descriptions on the construct saturation and predictive validity of SJT scores, as well as on applicant perceptions. Across two studies (N = 1,092 and 578) and different SJTs, personality and cognitive ability were equally important determinants of SJT performance regardless of whether situation descriptions were presented or omitted. The effects of removing situation descriptions on the criterion-related validity of SJT scores differed depending on the breadth of the criteria. For predicting global job performance criteria (in-role performance and organizational citizenship behavior), SJT validity was not significantly affected, whereas it decreased for predicting more specific criteria (interpersonal adaptability, efficacy for teamwork). Finally, the effects of omitting situation descriptions in SJTs on applicant perceptions were either negligible or small. Implications for SJT theory, research, and design 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":"2019-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133231022","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

Liar! Liar! (when stakes are higher): Understanding how the overclaiming technique can be used to measure faking in personnel selection. 骗子!骗子!(当风险较高时):了解如何使用过度要求技术来衡量人员选择中的欺诈行为。

The Journal of applied psychology Pub Date : 2019-11-11 DOI: 10.1037/apl0000463

P. Dunlop, J. Bourdage, Reinout E. de Vries, I. McNeill, Karina Jorritsma, Megan Orchard, T. Austen, Teesha Baines, Weng-Khong Choe

{"title":"Liar! Liar! (when stakes are higher): Understanding how the overclaiming technique can be used to measure faking in personnel selection.","authors":"P. Dunlop, J. Bourdage, Reinout E. de Vries, I. McNeill, Karina Jorritsma, Megan Orchard, T. Austen, Teesha Baines, Weng-Khong Choe","doi":"10.1037/apl0000463","DOIUrl":"https://doi.org/10.1037/apl0000463","url":null,"abstract":"Overclaiming questionnaires (OCQs), which capture overclaiming behavior, or exaggerating one's knowledge about a given topic, have been proposed as potentially indicative of faking behaviors that plague self-report assessments in job application settings. The empirical evidence on the efficacy of OCQs in this respect is inconsistent, however. We draw from expectancy theory to reconcile these inconsistencies and identify the conditions under which overclaiming behavior will be most indicative of faking. We propose that the assessment context must be tied to an outcome with high valence, and that the content of the OCQ must match the perceived knowledge requirements of the target job, such that overclaiming knowledge of that content will be instrumental to receiving a job offer. We test these propositions through three studies. First, in a sample of 519 applicants to firefighter positions, we demonstrate that overclaiming on a job-relevant OCQ is positively associated with other indicators of faking and self-presentation. Next, we demonstrate through a repeated-measures experiment (N = 252) that participants in a simulated personnel selection setting overclaim more knowledge on a job-relevant OCQ than on a job-irrelevant OCQ, compared with when they are instructed to respond honestly. Finally, in a novel repeated-measures personnel selection paradigm (N = 259), we observed more overclaiming during a selection assessment compared with a research assessment, and we observed that this job-application overclaiming behavior predicted deviant behavior following selection. Altogether, the results show that overclaiming behavior is most indicative of faking in job application assessments when an OCQ contains job-relevant (rather than job-irrelevant) content. (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":"2019-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121904481","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: 24

Meaningfulness misfit: Consequences of daily meaningful work needs-supplies incongruence for daily engagement. 意义错位:日常有意义工作的需求与供给不一致的结果。

The Journal of applied psychology Pub Date : 2019-11-07 DOI: 10.1037/apl0000464

Ryan M Vogel, J. B. Rodell, Tyler B. Sabey

{"title":"Meaningfulness misfit: Consequences of daily meaningful work needs-supplies incongruence for daily engagement.","authors":"Ryan M Vogel, J. B. Rodell, Tyler B. Sabey","doi":"10.1037/apl0000464","DOIUrl":"https://doi.org/10.1037/apl0000464","url":null,"abstract":"There is a general consensus that meaningful work is a positive attribute-at a general level, it attracts people to jobs and motivates positive outcomes. Yet, at the same time that organizations are focusing their attention on providing employees with greater meaning, day-to-day engagement of employees has been trending downward. In this study, we challenge several prevailing assumptions in the literature to suggest that, even though meaningful work is generally a sought after and desirable characteristic in a job, employees' daily experiences with their work present a more complex picture. Based on the idea that employees' construals of their daily experiences are more granular than those associated with their overall experiences, we use a person-environment fit lens to explore the idea that mismatches between meaningful work received and meaningful work needed on a given day may lead to lower engagement, both in situations of deficiency and excess. Based on a daily within-person examination, we found that although meaningfulness positively influenced daily engagement through increased attentiveness, both too little and too much meaningful work was fatiguing, reducing engagement levels. Combined, these findings suggest that the relationship between meaningful work and engagement is somewhat different depending on whether it is considered between-persons or within-person. (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":"2019-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121435159","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: 29

Understanding the motivational benefits of knowledge transfer for older and younger workers in age-diverse coworker dyads: An actor-partner interdependence model. 理解年龄不同的同事对年长和年轻员工的知识转移的激励效益:一个行动者-伙伴相互依赖模型。

The Journal of applied psychology Pub Date : 2019-11-07 DOI: 10.1037/apl0000466

A. Burmeister, Mo Wang, A. Hirschi

{"title":"Understanding the motivational benefits of knowledge transfer for older and younger workers in age-diverse coworker dyads: An actor-partner interdependence model.","authors":"A. Burmeister, Mo Wang, A. Hirschi","doi":"10.1037/apl0000466","DOIUrl":"https://doi.org/10.1037/apl0000466","url":null,"abstract":"The growing age diversity in organizations in most industrialized economies provides opportunities to motivate both older and younger workers by enabling them to benefit from each other through knowledge transfer. In this study, we integrate self-determination theory with socioemotional selectivity theory to argue that the alignment between workers' age and their roles in knowledge transfer can generate motivational benefits for them. More specifically, we argue that receiving knowledge from coworkers (i.e., actor knowledge receiving) is more closely aligned with younger workers' goal priorities, whereas having coworkers receive one's knowledge (i.e., partner knowledge receiving) is more closely aligned with older workers' goal priorities. We expect that these motivational benefits manifest in younger and older workers' need fulfillment at work, which can shape their subsequent intention to remain with the organization. We used an actor-partner interdependence model to test our hypotheses with time-lagged data from a sample of 173 age-diverse coworker dyads and found support for most of our hypotheses. The age-specific motivational perspective that we adopt has implications for self-determination theory and research on knowledge transfer and mentoring. (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":"2019-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123043141","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: 35

Testing a resource-based spillover-crossover-spillover model: Transmission of social support in dual-earner couples. 基于资源的溢出-交叉溢出模型检验:双职工家庭社会支持的传导。

The Journal of applied psychology Pub Date : 2019-11-07 DOI: 10.1037/apl0000460

Suzanne M Booth-LeDoux, Russell A. Matthews, J. Wayne

{"title":"Testing a resource-based spillover-crossover-spillover model: Transmission of social support in dual-earner couples.","authors":"Suzanne M Booth-LeDoux, Russell A. Matthews, J. Wayne","doi":"10.1037/apl0000460","DOIUrl":"https://doi.org/10.1037/apl0000460","url":null,"abstract":"We propose and test a Resource-Based Spillover-Crossover-Spillover Model (RB-SCSM) of how an employer's provision of family support resources to an employee ultimately relates to his or her partner's improved experiences at his or her work as part of a mesosystem-to-mesosystem resource transmission process. Based on a dyadic examination of 262 full-time dual-earner couples, consistent with prior research, we found that when employees perceive their organization is family supportive, they experience less work-to-family conflict, and in turn, less burnout. Building on these individual-level effects in novel ways, we demonstrate that when an employee reports less burnout, their partner perceives the employee as less burned out. Moreover, when partners perceive less employee burnout, they perceive the employee provides more emotional support for the partner's work, directly and indirectly through the family overload that the partner experiences. Finally, when the partner receives more family support for his or her work, this spills over to and is related to the partner's greater investment in his or her relationships at work. Thus, our findings empirically demonstrate a resource-based transmission from one organization to another through dynamics occurring in the family. Suggestions for practical implementation are provided, as are suggestions for future theoretically grounded 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":"2019-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127193618","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

Anger as a trigger for information search in integrative negotiations. 愤怒作为综合谈判中信息搜索的触发因素。

The Journal of applied psychology Pub Date : 2019-11-07 DOI: 10.1037/apl0000458

Laura Rees, S. Chi, R. Friedman, Huei-Lin Shih

引用次数: 1

Different starting lines, different finish times: The role of social class in the job search process. 不同的起跑线，不同的结束时间:社会阶层在求职过程中的作用。

The Journal of applied psychology Pub Date : 2019-08-01 DOI: 10.5465/AMBPP.2019.15517ABSTRACT

Philip S DeOrtentiis, Chad H. Van Iddekinge, Connie R. Wanberg

{"title":"Different starting lines, different finish times: The role of social class in the job search process.","authors":"Philip S DeOrtentiis, Chad H. Van Iddekinge, Connie R. Wanberg","doi":"10.5465/AMBPP.2019.15517ABSTRACT","DOIUrl":"https://doi.org/10.5465/AMBPP.2019.15517ABSTRACT","url":null,"abstract":"Although social class is an important construct throughout the social sciences, it has received only minimal attention in the industrial-organizational psychology, organizational behavior, and human resource management literatures. As a result, little is known regarding the potential role of social class in the work and career context. The present study examines the role of social class during the job search process. We integrate self-regulation and social class perspectives to hypothesize ways social class may influence job search antecedents, behaviors, and outcomes. Analysis of longitudinal data from new job entrants (N = 516) indicated that job seekers from lower social classes possess lower job search self-efficacy, lower perceived social support, and higher perceived financial hardship compared with those from higher social classes. Further, results suggest that through the mechanism of lower self-efficacy, lower social class job seekers display lower job search intensity. Finally, one indicator of social class-parental income-was positively related to job acceptance rate, a hazard outcome that reflected whether and how quickly participants accepted a job. In contrast, subjective social class was negatively related to job acceptance rate. Overall, the present findings suggest that social class plays a multifaceted role in the job search process and, thus, warrants more attention within this and other areas of organizational research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2019-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124573457","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: 9

Do financial incentives help or harm performance in interesting tasks? 在有趣的任务中，经济激励是有助于还是有害于表现?

The Journal of applied psychology Pub Date : 2019-08-01 DOI: 10.5465/AMBPP.2019.12281ABSTRACT

Ji Hyun Kim, B. Gerhart, Meiyu Fang

{"title":"Do financial incentives help or harm performance in interesting tasks?","authors":"Ji Hyun Kim, B. Gerhart, Meiyu Fang","doi":"10.5465/AMBPP.2019.12281ABSTRACT","DOIUrl":"https://doi.org/10.5465/AMBPP.2019.12281ABSTRACT","url":null,"abstract":"There continues to be disagreement about whether financial incentives help or harm performance, especially in interesting tasks. Although the Jenkins, Mitra, Gupta, and Shaw (1998) meta-analysis finds a positive effect of incentives, including in interesting tasks (reported ρ ^ = +.34; our computed δ = +.79), a more recent and widely cited meta-analysis by Weibel et al. (2010) reports, in contrast, a negative effect (δ = -.13) of incentives on performance in interesting tasks. Thus, the effect size for interesting tasks differs by .92 standard deviation (SD) between the two meta-analyses, a very large difference. We incorporate primary studies from these two meta-analyses and other sources in a new, more complete meta-analysis of incentives-performance in interesting and noninteresting tasks. We also examine additional key moderators (incentive intensity, how motivation-driven performance is, and autonomy). We find that the incentives-performance relationship is positive in both interesting (δ = +.58) and noninteresting tasks (δ = +.52). In addition, we find that the positive incentives-performance relationship is robust to not only task interest, but also to incentive intensity, how motivation-driven performance is, and autonomy. However, the incentives-performance relationship is less positive for performance measured as quality, especially in interesting tasks. We provide suggestions for future research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2019-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129896018","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: 4

Virtual surface acting in workplace interactions: Choosing the best technology to fit the task. 虚拟表面在工作场所互动中的作用:选择最适合任务的技术。

The Journal of applied psychology Pub Date : 2019-08-01 DOI: 10.5465/AMBPP.2019.11349ABSTRACT

Andrew Brodsky

{"title":"Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.","authors":"Andrew Brodsky","doi":"10.5465/AMBPP.2019.11349ABSTRACT","DOIUrl":"https://doi.org/10.5465/AMBPP.2019.11349ABSTRACT","url":null,"abstract":"The coronavirus disease 2019 has suddenly hastened the ongoing transition to virtual work. The associated hardships during these times have highlighted the importance of being emotionally authentic, despite the potential difficulties of doing so at a distance. Even in normal times, a common requirement of workers is that they are expected to display certain emotions to customers, teammates, and supervisors, regardless of how they are actually feeling (e.g., \"service with a smile\"). However, the risks of being perceived as surface acting-displaying inauthentic emotions even when required by the job-can be severe, as people react negatively to those who are perceived as inauthentic. Utilizing 2 experiments and a matched parent-teacher survey of international schools in Vietnam, I examine the interpersonal consequences of communication media choice on perceptions of emotional inauthenticity. I find that there are opposing mechanisms in this process: Less rich communication media (e.g., e-mail) are beneficial for masking emotional leakage, yet richer communication media (e.g., face-to-face) are perceived to be a more authentic means of expressing emotion. In line with these mechanisms, for those communicating authentic emotion (i.e., when cue leakage is not relevant), I find richer media to be optimal. Alternatively, for surface actors, across longer-term relationships, I find medium richness communication media are optimal: Using telephone/audio results in improved interactional outcomes for surface actors because this mode masks nonverbal leakage better than face-to-face/video interactions, yet appears higher effort (and thus more authentic) than messages received via e-mail. (PsycInfo Database Record (c) 2020 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2019-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128115324","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