The Journal of applied psychology最新文献_第8页

Initiating and utilizing shared leadership in teams: The role of leader humility, team proactive personality, and team performance capability. 在团队中发起和利用共享领导:领导者的角色谦卑，团队积极主动的个性和团队表现能力。

The Journal of applied psychology Pub Date : 2016-09-12 DOI: 10.1037/APL0000159

C. Chiu, Bradley P. Owens, Paul E. Tesluk

引用次数: 217

Skewed task conflicts in teams: What happens when a few members see more conflict than the rest? 团队中扭曲的任务冲突:当一些成员比其他人看到更多的冲突时会发生什么?

The Journal of applied psychology Pub Date : 2016-07-01 DOI: 10.1037/apl0000059

Ruchi Sinha, N. Janardhanan, L. Greer, Donald E. Conlon, Jeffery Edwards

引用次数: 46

Leadership emergence over time in short-lived groups: Integrating expectations states theory with temporal person-perception and self-serving bias. 短期群体中领导力随时间的发展:期望状态理论与时间个人感知和自我服务偏见的整合。

The Journal of applied psychology Pub Date : 2016-06-16 DOI: 10.1037/APL0000126

Y. Kalish, G. Luria

{"title":"Leadership emergence over time in short-lived groups: Integrating expectations states theory with temporal person-perception and self-serving bias.","authors":"Y. Kalish, G. Luria","doi":"10.1037/APL0000126","DOIUrl":"https://doi.org/10.1037/APL0000126","url":null,"abstract":"Research into leadership emergence typically focuses on the attributes of the emergent leader. By considering also the attributes of perceivers and the passage of time, we develop a more complete theory of leadership emergence in short-lived groups. Using expectation states theory as an overarching theoretical framework, and integrating it with the surface- and deep-level diversity literature and with theories of self-serving biases, we examine the predictors of leadership emergence in short timeframes. We conduct a field study in a military assessment boot camp (a pilot study, n = 60; and a main study, n = 89). We use cross-sectional and longitudinal exponential random graph models to analyze data on participants' abilities and on their perceptions of who, in their respective groups, were \"leaders.\" We find that the criteria by which people perceive leadership in others change over time, from easily noticeable attributes to covert leadership-relevant attributes, and that people also rely on leadership-relevant attributes that they possess at high levels to inform their perceptions of leadership in others. The integration of expectation states theory, attribute salience over time and theories of self-serving bias is needed for a full understanding of leadership emergence in groups, because perceivers' own abilities are instrumental in shaping their perceptions of emergent leadership over time. Theoretical and practical implications are discussed. (PsycINFO Database Record","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133376567","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: 39

Why victims of undermining at work become perpetrators of undermining: An integrative model. 为什么工作中破坏行为的受害者会成为破坏行为的肇事者:一个综合模型。

The Journal of applied psychology Pub Date : 2016-06-01 DOI: 10.1037/apl0000092

Kiyoung Lee, Eugene Kim, Devasheesh P. Bhave, M. Duffy

引用次数: 98

Seeing you seeing me: Stereotypes and the stigma magnification effect. 看到你看到我:刻板印象和耻辱放大效应。

The Journal of applied psychology Pub Date : 2016-05-31 DOI: 10.1037/apl0000060

Sven Mikolon, Glen E. Kreiner, J. Wieseke

{"title":"Seeing you seeing me: Stereotypes and the stigma magnification effect.","authors":"Sven Mikolon, Glen E. Kreiner, J. Wieseke","doi":"10.1037/apl0000060","DOIUrl":"https://doi.org/10.1037/apl0000060","url":null,"abstract":"[Correction Notice: An Erratum for this article was reported in Vol 101(5) of Journal of Applied Psychology (see record 2016-21000-001). In the article, Table 2 contained a production-related formatting error. Values from column 11 onward were shifted upwards in the table. All versions of this article have been corrected.] Despite an increased interest in the phenomenon of stigma in organizations, we know very little about the interactions between those who are stigmatized and those who stigmatize them. Integrating both the perceptions of the stigmatized worker and the stigmatizing customer into one model, the present study addresses this gap. It examines the role of stereotypes held by customers of stigmatized organizations and metastereotypes held by the stigmatized workers themselves (i.e., their shared beliefs of the stereotypes customers associate with them) in frontline exchanges. To do so, data regarding frontline workers (vendors) of homeless-advocate newspapers from 3 different sources (vendors, customers, trained observers) were gathered. Multilevel path-analytic hypotheses tests reveal (a) how frontline workers' prototypicality for a stigmatized organization renders salient a stigma within frontline interactions and (b) how stereotypes by customers and metastereotypes by frontline workers interact with each other in such contacts. The results support a hypothesized interaction between frontline workers' metastereotypes and customers' stereotypes-what we call the \"stigma magnification effect\". The study also derives important practical implications by linking stigma to frontline workers' discretionary financial gains. (PsycINFO Database Record","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124015342","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: 17

Racioethnicity, community makeup, and potential employees' reactions to organizational diversity management approaches. 种族、社区构成和潜在员工对组织多样性管理方法的反应。

The Journal of applied psychology Pub Date : 2016-05-01 DOI: 10.1037/apl0000080

J. Olsen, L. Martins

{"title":"Racioethnicity, community makeup, and potential employees' reactions to organizational diversity management approaches.","authors":"J. Olsen, L. Martins","doi":"10.1037/apl0000080","DOIUrl":"https://doi.org/10.1037/apl0000080","url":null,"abstract":"We draw on the values literature from social psychology and the acculturation literature from cross-cultural psychology to develop and test a theory of how signals about an organization's diversity management (DM) approach affect perceptions of organizational attractiveness among potential employees. We examine the mediating effects of individuals' merit-based attributions about hiring decisions at the organization, as well as the moderating effects of their racioethnicity and the racioethnic composition of their home communities. We test our theory using a within-subject policy-capturing experimental design that simulates organizational DM approaches, supplemented with census data for the participants' home communities. Results of hierarchical linear modeling (HLM) analyses suggest that the manipulated instrumental value for diversity leads to higher perceptions of organizational attractiveness, in part through heightened expectations of merit-based hiring decisions. Further, the manipulated assimilative and integrative DM approach signals are positively related to organizational attractiveness and the effect of integrative DM is strongest for racioethnic minorities from communities with especially high proportions of Whites and Whites from communities with especially low proportions of Whites. (PsycINFO Database Record","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124220419","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

Strategic consequences of emotional misrepresentation in negotiation: The blowback effect. 谈判中情绪误传的战略后果:反冲效应。

The Journal of applied psychology Pub Date : 2016-05-01 DOI: 10.1037/apl0000072

Rachel L. Campagna, Alexandra A. Mislin, D. Kong, W. Bottom

{"title":"Strategic consequences of emotional misrepresentation in negotiation: The blowback effect.","authors":"Rachel L. Campagna, Alexandra A. Mislin, D. Kong, W. Bottom","doi":"10.1037/apl0000072","DOIUrl":"https://doi.org/10.1037/apl0000072","url":null,"abstract":"Recent research indicates that expressing anger elicits concession making from negotiating counterparts. When emotions are conveyed either by a computer program or by a confederate, results appear to affirm a long-standing notion that feigning anger is an effective bargaining tactic. We hypothesize this tactic actually jeopardizes postnegotiation deal implementation and subsequent exchange. Four studies directly test both tactical and strategic consequences of emotional misrepresentation. False representations of anger generated little tactical benefit but produced considerable and persistent strategic disadvantage. This disadvantage is because of an effect we call \"blowback.\" A negotiator's misrepresented anger creates an action-reaction cycle that results in genuine anger and diminishes trust in both the negotiator and counterpart. Our findings highlight the importance of considering the strategic implications of emotional misrepresentation for negotiators interested in claiming value. We discuss the benefits of researching reciprocal interdependence between 2 or more negotiating parties and of modeling value creation beyond deal construction to include implementation of terms. (PsycINFO Database Record","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130801174","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: 49

What it takes to get proactive: An integrative multilevel model of the antecedents of personal initiative. 怎样才能变得积极主动:一个关于个人主动性前因的综合多层次模型。

The Journal of applied psychology Pub Date : 2016-05-01 DOI: 10.1037/apl0000064

Ying Hong, H. Liao, S. Raub, Joo Hun Han

引用次数: 126

Suffering in silence: Investigating the role of fear in the relationship between abusive supervision and defensive silence. 沉默中的痛苦:调查恐惧在虐待性监督与防御性沉默关系中的作用。

The Journal of applied psychology Pub Date : 2016-05-01 DOI: 10.1037/apl0000074

Christian Kiewitz, S. Restubog, Mindy K. Shoss, P. Garcia, R. Tang

{"title":"Suffering in silence: Investigating the role of fear in the relationship between abusive supervision and defensive silence.","authors":"Christian Kiewitz, S. Restubog, Mindy K. Shoss, P. Garcia, R. Tang","doi":"10.1037/apl0000074","DOIUrl":"https://doi.org/10.1037/apl0000074","url":null,"abstract":"Drawing from an approach-avoidance perspective, we examine the relationships between subordinates' perceptions of abusive supervision, fear, defensive silence, and ultimately abusive supervision at a later time point. We also account for the effects of subordinates' assertiveness and individual perceptions of a climate of fear on these predicted mediated relationships. We test this moderated mediation model with data from three studies involving different sources collected across various measurement periods. Results corroborated our predictions by showing (a) a significant association between abusive supervision and subordinates' fear, (b) second-stage moderation effects of subordinates' assertiveness and their individual perceptions of a climate of fear in the abusive supervision-fear-defensive silence relationship (with lower assertiveness and higher levels of climate-of-fear perceptions exacerbating the detrimental effects of fear resulting from abusive supervision), and (c) first-stage moderation effects of subordinates' assertiveness and climate-of-fear perceptions in a model linking fear to defensive silence and abusive supervision at a later time. Theoretical and practical implications are discussed. (PsycINFO Database Record","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126412504","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: 114

Why women perform better in college than admission scores would predict: Exploring the roles of conscientiousness and course-taking patterns. 为什么女性在大学里的表现比录取分数预测的要好:探索责任心和课程学习模式的作用。

The Journal of applied psychology Pub Date : 2016-04-01 DOI: 10.1037/apl0000069

Heidi N. Keiser, P. Sackett, N. Kuncel, Thomas Brothen

{"title":"Why women perform better in college than admission scores would predict: Exploring the roles of conscientiousness and course-taking patterns.","authors":"Heidi N. Keiser, P. Sackett, N. Kuncel, Thomas Brothen","doi":"10.1037/apl0000069","DOIUrl":"https://doi.org/10.1037/apl0000069","url":null,"abstract":"Women typically obtain higher subsequent college GPAs than men with the same admissions test score. A common reaction is to attribute this to a flaw in the admissions test. We explore the possibility that this underprediction of women's performance reflects gender differences in conscientiousness and college course-taking patterns. In Study 1, we focus on using the ACT to predict performance in a single, large course where performance is decomposed into cognitive (exam and quiz scores) and less cognitive, discretionary components (discussion and extra credit points). The ACT does not underpredict female's cognitive performance, but it does underpredict female performance on the less cognitive, discretionary components of academic performance, because it fails to measure and account for the personality trait of conscientiousness. In Study 2, we create 2 course-difficulty indices (Course Challenge and Mean Aptitude in Course) and add them to an HLM regression model to see if they reduce the degree to which SAT scores underpredict female performance. Including Course Challenge does result in a modest reduction of the gender coefficient; however, including Mean Aptitude in Course does not. Thus, differences in course-taking patterns is a partial (albeit small) explanation for the common finding of differential prediction by gender.","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127973904","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: 106