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

I am nice and capable! How and when newcomers' self-presentation to their supervisors affects socialization outcomes. 我又好又能干!新人在上级面前的自我表现如何以及何时影响社会化结果。

IF 9.9

The Journal of applied psychology Pub Date : 2021-07-01 Epub Date: 2020-08-27 DOI: 10.1037/apl0000817

Christian Gross, Maike E Debus, Yihao Liu, Mo Wang, Martin Kleinmann

{"title":"I am nice and capable! How and when newcomers' self-presentation to their supervisors affects socialization outcomes.","authors":"Christian Gross, Maike E Debus, Yihao Liu, Mo Wang, Martin Kleinmann","doi":"10.1037/apl0000817","DOIUrl":"https://doi.org/10.1037/apl0000817","url":null,"abstract":"Whereas meta-analytical research draws a relatively unfavorable picture of the usefulness of self-presentation on the job, our study challenges this view by highlighting the benefits of such behaviors during newcomer socialization. Drawing from social influence theory, the current study examines how and when newcomers' self-presentation, in the form of ingratiation and self-promotion, facilitates their socialization success (indicated by affective commitment, job performance, and promotability) by shaping their supervisors' relational and work-based socialization efforts. Data from a time-lagged field study of 355 newcomer-supervisor dyads provided support for the proposed model. In particular, we found that ingratiation was positively related to supervisor relational socialization effort, which in turn was positively related to newcomer affective commitment. Additionally, self-promotion was positively related to supervisor work-based socialization effort, which in turn was positively related to newcomer job performance and promotability. Drawing on social influence theory's notion that characteristics related to the influencer may further affect self-presentation effectiveness, we found that newcomers' interpersonal influence and work role clarity weakened the positive effects of newcomer self-presentation on supervisor socialization efforts. These findings illustrate how newcomers can achieve desirable socialization outcomes by enacting social influence on organizational insiders with self-presentation, extending the literatures on both self-presentation and newcomer socialization. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1067-1079"},"PeriodicalIF":9.9,"publicationDate":"2021-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38411321","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

Keeping it between us: Managerial endorsement of public versus private voice. 保密:管理层对公众声音和私人声音的认可。

IF 9.9

The Journal of applied psychology Pub Date : 2021-07-01 Epub Date: 2020-08-24 DOI: 10.1037/apl0000816

Sofya Isaakyan, Elad N Sherf, Subrahmaniam Tangirala, Hannes Guenter

{"title":"Keeping it between us: Managerial endorsement of public versus private voice.","authors":"Sofya Isaakyan, Elad N Sherf, Subrahmaniam Tangirala, Hannes Guenter","doi":"10.1037/apl0000816","DOIUrl":"https://doi.org/10.1037/apl0000816","url":null,"abstract":"When employees use public settings such as team meetings to engage in voice-the expression of work ideas or concerns, they can spur useful discussions, action planning, and problem solving. However, we make the case that managers, whose support is essential for voice to have a functional impact, are averse to publicly expressed voice and prefer acting on voice that is privately brought up to them in one-on-one settings. Drawing on face management theory (Goffman, 1967), we argue that voice expressed in front of an audience, compared with that expressed one-on-one, is more threatening to the image that managers seek to portray as competent and unerring leaders, and that leads managers to respond more defensively to public voice and endorse it less. This, we propose, is especially true when the relationship quality between manager and employee is weak as public voice from relationally distant employees is perceived as a stronger challenge. Across five studies (correlational and experimental), we find support for our arguments and rule out alternative explanations such as that managers are aversive to public voice because it threatens their ego or that managers feel more accountable to act on publicly provided input. We discuss the implications of our findings for theory and practice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1049-1066"},"PeriodicalIF":9.9,"publicationDate":"2021-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38294055","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

Informational advantages in social networks: The core-periphery divide in peer performance ratings. 社交网络中的信息优势:同伴表现评级中的核心-外围划分。

IF 9.9

The Journal of applied psychology Pub Date : 2021-07-01 Epub Date: 2020-08-27 DOI: 10.1037/apl0000822

Helen H Zhao, Ning Li, T Brad Harris, Christopher C Rosen, Xinan Zhang

{"title":"Informational advantages in social networks: The core-periphery divide in peer performance ratings.","authors":"Helen H Zhao, Ning Li, T Brad Harris, Christopher C Rosen, Xinan Zhang","doi":"10.1037/apl0000822","DOIUrl":"https://doi.org/10.1037/apl0000822","url":null,"abstract":"Organizations frequently rely on peer performance ratings to capture employees' unique and difficult to observe contributions at work. Though useful, peers exhibit meaningful variance in the accuracy and informational utility they offer about ratees. In this research, we develop and test theory which suggests that raters' social network positions explains this variance in systematic ways. Drawing from information processing theory, we posit that members who occupy core (peripheral) positions in the network have greater (less) access to firsthand and secondhand performance information about ratees, which is in turn associated with more (less) accurate performance ratings. To overcome difficulties in obtaining a \"true\" performance score in interdependent field settings, we employ an external criterion comparison method to benchmark our arguments, such that larger validity coefficients between established predictors of performance (i.e., a ratee's general mental ability [GMA] and conscientiousness) and peer performance ratings should reflect more (less) accurate ratings for core (peripheral) members. In Study 1, we use an organization-wide network in a technology startup company to examine the validity coefficient of a ratee's GMA on performance as rated by central versus peripheral members. In Study 2, we attempt to replicate and extend Study 1's conclusions in team networks using ratee conscientiousness as a benchmark indicator. Findings from both studies generally support the hypotheses that core network members provide distinct, and presumably more accurate, peer performance ratings than peripheral network members. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1093-1102"},"PeriodicalIF":9.9,"publicationDate":"2021-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38411322","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

A meta-analysis of the effectiveness of the after-action review (or debrief) and factors that influence its effectiveness. 对行动后审查(或汇报)的有效性和影响其有效性的因素的荟萃分析。

IF 9.9

The Journal of applied psychology Pub Date : 2021-07-01 Epub Date: 2020-08-27 DOI: 10.1037/apl0000821

Nathanael L Keiser, Winfred Arthur

{"title":"A meta-analysis of the effectiveness of the after-action review (or debrief) and factors that influence its effectiveness.","authors":"Nathanael L Keiser, Winfred Arthur","doi":"10.1037/apl0000821","DOIUrl":"https://doi.org/10.1037/apl0000821","url":null,"abstract":"This study examined the effectiveness of the after-action review (AAR)-also commonly termed debrief-and 4 training characteristics within the context of Villado and Arthur's (2013) conceptual framework. Based on a bare-bones meta-analysis of the results from 61 studies (107 ds [915 teams and 3,499 individuals]), the AAR leads to an overall d of 0.79 improvement in multiple training evaluation criteria. This effect is larger than some of the largest training method effects reported in Arthur, Bennett, Edens, and Bell (2003), and it is also larger than Tannenbaum and Cerasoli's (2013) estimate of the effect of the AAR on task performance (d = 0.67). Two training characteristics consistently contributed to the effectiveness of the AAR: (a) alignment to the individual or the team, and (b) objective performance review media. The effects of the other training characteristics were often interactive. Most notably, the facilitation approach contributes to the effectiveness of the AAR in combination with the individual versus the team and the type of review media, with the most effective combinations being the self-led facilitation approach coupled with a team-aligned AAR, and the self-led approach coupled with objective media. Additionally, the AAR that is highly structured is more effective than a less structured AAR in the military, but high and low structured AARs display comparable effectiveness in healthcare. Overall, this study suggests that the effectiveness of the AAR should be understood as a function of the combined influence among multiple interacting characteristics. Future theoretical development and research should be directed at better understanding these interactions. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"1007-1032"},"PeriodicalIF":9.9,"publicationDate":"2021-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38315588","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: 46

"Fully recharged" evenings? The effect of evening cyber leisure on next-day vitality and performance through sleep quantity and quality, bedtime procrastination, and psychological detachment, and the moderating role of mindfulness. “完全充电”的夜晚?夜间网络休闲通过睡眠数量和质量、就寝拖延、心理超然以及正念的调节作用对次日活力和绩效的影响。

IF 9.9

The Journal of applied psychology Pub Date : 2021-07-01 Epub Date: 2020-08-20 DOI: 10.1037/apl0000818

Haiyang Liu, Yueting Ji, Scott B Dust

{"title":"\"Fully recharged\" evenings? The effect of evening cyber leisure on next-day vitality and performance through sleep quantity and quality, bedtime procrastination, and psychological detachment, and the moderating role of mindfulness.","authors":"Haiyang Liu, Yueting Ji, Scott B Dust","doi":"10.1037/apl0000818","DOIUrl":"https://doi.org/10.1037/apl0000818","url":null,"abstract":"Aligning with the recovery perspective, we propose a dual-path model to illustrate the effects of employees' evening cyber leisure on next-day work outcomes, namely, psychological vitality and performance. We argue that evening cyber leisure has contradicting effects on next-day performance and vitality through its effects on bedtime procrastination and psychological detachment, and in turn, sleep quantity and sleep quality. We also propose that trait mindfulness acts as an important boundary condition of the indirect effects of evening cyber leisure. We used an experience sampling methodology to collect 3 surveys per day for 10 days from 155 R&D employees of a biotech company. Our findings suggest that cyber leisure has a negative indirect effect on sleep quantity and sleep quality via bedtime procrastination, and a positive indirect effect on sleep quantity and sleep quality via evening psychological detachment. Additionally, sleep quantity was positively associated with performance, and sleep quality was positively associated with psychological vitality. Lastly, as trait mindfulness increased, the negative impact of cyber leisure on bedtime procrastination was mitigated, and the positive impact of cyber leisure on psychological detachment was enhanced. Theoretical and practical implications specific to the use of cyber devices for workplace recovery are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"990-1006"},"PeriodicalIF":9.9,"publicationDate":"2021-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38290854","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

Work as replenishment or responsibility? Moderating effects of occupational calling on the within-person relationship between COVID-19 news consumption and work engagement. 作为补充还是责任?职业召唤对COVID-19新闻消费与工作投入关系的调节作用

IF 9.9

The Journal of applied psychology Pub Date : 2021-07-01 DOI: 10.1037/apl0000934

Stephanie A Andel, Maryana L Arvan, Winny Shen

{"title":"Work as replenishment or responsibility? Moderating effects of occupational calling on the within-person relationship between COVID-19 news consumption and work engagement.","authors":"Stephanie A Andel, Maryana L Arvan, Winny Shen","doi":"10.1037/apl0000934","DOIUrl":"https://doi.org/10.1037/apl0000934","url":null,"abstract":"As the result of the novel coronavirus (COVID-19), individuals have been inundated with constant negative news related to the pandemic. However, limited research examines how such news consumption impacts employees' work lives, including their ability to remain engaged with their work. Integrating conservation of resources theory and insights from the media psychology literature with research on occupational calling, we propose that weekly COVID-related news consumption heightens employees' anxiety levels, thereby frustrating their ability to remain engaged with work and that this process is differentially moderated by different facets of occupational calling. Specifically, we postulate that those who are called to their work primarily because it gives them personal meaning and purpose (i.e., higher in purposeful work) will remain more engaged with work in the face of the anxiety that arises from consuming COVID-related news, as their work may facilitate resource replenishment for these individuals. Conversely, we postulate that those who are drawn to their work primarily because it allows them to help others (i.e., higher in prosocial orientation) will experience the opposite effect, such that their inability to help others during the pandemic will strengthen the negative effect of anxiety on work engagement. Results from an 8-week weekly diary study with a sample of 281 Canadian employees during the pandemic provided support for our hypotheses. Implications are discussed for maintaining employee work engagement during the pandemic era, and beyond. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"965-974"},"PeriodicalIF":9.9,"publicationDate":"2021-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39303762","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: 19

To thine own (empowered) self be true: Aligning social hierarchy motivation and leader behavior. 忠于你自己(被授权的)自我:调整社会等级动机和领导行为。

IF 9.9

The Journal of applied psychology Pub Date : 2021-07-01 Epub Date: 2020-08-27 DOI: 10.1037/apl0000813

Hun Whee Lee, Nicholas A Hays, Russell E Johnson

引用次数: 6

Can becoming a leader change your personality? An investigation with two longitudinal studies from a role-based perspective. 成为领导者能改变你的性格吗?基于角色视角的两项纵向研究。

IF 9.9

The Journal of applied psychology Pub Date : 2021-06-01 Epub Date: 2020-07-23 DOI: 10.1037/apl0000808

Wen-Dong Li, Shuping Li, Jie Jasmine Feng, Mo Wang, Hong Zhang, Michael Frese, Chia-Huei Wu

{"title":"Can becoming a leader change your personality? An investigation with two longitudinal studies from a role-based perspective.","authors":"Wen-Dong Li, Shuping Li, Jie Jasmine Feng, Mo Wang, Hong Zhang, Michael Frese, Chia-Huei Wu","doi":"10.1037/apl0000808","DOIUrl":"https://doi.org/10.1037/apl0000808","url":null,"abstract":"Organizational research has predominantly adopted the classic dispositional perspective to understand the importance of personality traits in shaping work outcomes. However, the burgeoning literature in personality psychology has documented that personality traits, although relatively stable, are able to develop throughout one's whole adulthood. A crucial force driving adult personality development is transition into novel work roles. In this article, we introduce a dynamic, role-based perspective on the adaptive nature of personality during the transition from the role of employee to that of leader (i.e., leadership emergence). We argue that during such role transitions, individuals will experience increases in job role demands, a crucial manifestation of role expectations, which in turn may foster growth in conscientiousness and emotional stability. We tested these hypotheses in two 3-wave longitudinal studies using a quasi-experimental design. We compared the personality development of 2 groups of individuals (1 group promoted from employees into leadership roles and the other remaining as employees over time), matched via the propensity score matching approach. The convergent results of latent growth curve modeling from the 2 studies support our hypotheses regarding the relationship between becoming a leader and subsequent small, but substantial increases in conscientiousness over time and the mediating role of job role demands. The relationship between becoming a leader and change of emotional stability was not significant. This research showcases the prominence of examining and cultivating personality development for organizational research and practice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"882-901"},"PeriodicalIF":9.9,"publicationDate":"2021-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38190911","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: 34

Gaining perspective: The impact of close cross-race friendships on diversity training and education. 获得视角:亲密的跨种族友谊对多元化培训和教育的影响。

IF 9.9

The Journal of applied psychology Pub Date : 2021-06-01 Epub Date: 2020-07-23 DOI: 10.1037/apl0000807

Belle Rose Ragins, Kyle Ehrhardt

{"title":"Gaining perspective: The impact of close cross-race friendships on diversity training and education.","authors":"Belle Rose Ragins, Kyle Ehrhardt","doi":"10.1037/apl0000807","DOIUrl":"https://doi.org/10.1037/apl0000807","url":null,"abstract":"Diversity education occurs in universities and workplaces, but research has progressed in disciplinary silos. Consequently, the field of diversity training has failed to utilize theoretical and practical advances from related fields. Our research addresses these limitations. Integrating educational and social psychology theories, we develop a relational model of training that offers perspective taking as an outcome of diversity training and cross-race friendships as a relational experience that spills over to the training environment. Our first 2 studies, conducted in organizational and academic settings, confirmed the model. Pre- and postcourse assessments revealed that while participants became more aware of the value of perspective taking and their need to improve this skill, only those with close cross-race friends improved their reported perspective taking abilities. Other forms of interracial contact and racial attitudes had no effect. Supporting theoretical predictions, belief in a just world mediated this friendship effect. Given the influence of cross-race friendships, we conclude with a third study that, using an experimental design, examined the effectiveness and underlying processes of a technique that increased participants' willingness to engage in cross-race friendships and other prosocial diversity and ally behaviors at work (e.g., diversity voice). Our findings illustrate the power of relationships and offer new theoretical directions and practical applications for diversity training and education. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"856-881"},"PeriodicalIF":9.9,"publicationDate":"2021-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38190910","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

When passions collide: Passion convergence in entrepreneurial teams. 激情碰撞:创业团队的激情聚合。

IF 9.9

The Journal of applied psychology Pub Date : 2021-06-01 Epub Date: 2020-07-27 DOI: 10.1037/apl0000812

Marilyn A Uy, Gabriel Henry Jacob, Michael M Gielnik, Michael Frese, Tony Antonio, Daniel Martomanggolo Wonohadidjojo, Christina

{"title":"When passions collide: Passion convergence in entrepreneurial teams.","authors":"Marilyn A Uy, Gabriel Henry Jacob, Michael M Gielnik, Michael Frese, Tony Antonio, Daniel Martomanggolo Wonohadidjojo, Christina","doi":"10.1037/apl0000812","DOIUrl":"https://doi.org/10.1037/apl0000812","url":null,"abstract":"Extant research on passion is replete with individual-level studies. Although team-level studies have emerged, these empirical studies have adopted a static approach. We pivot from the predominant static focus on passion by examining passion convergence, or the dynamic pattern of increasing similarity in passion among members of a team. Drawing on multilevel theory of emergence in teams and using the novel consensus emergence model approach, we theorize the phenomenon of passion convergence and focus on how within-team experiences of progress and setback shape passion convergence. We also analyze the impact of passion convergence on team performance. Data from 314 individuals nested in 82 new venture teams indicate that experiencing team progress facilitated passion convergence, whereas experiencing team setbacks did not have a significant impact on passion convergence. Results also suggest that teams with members converging on a high level of passion positively predicted team performance. We discuss the theoretical and practical significance of our study. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"902-920"},"PeriodicalIF":9.9,"publicationDate":"2021-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38199991","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