The Journal of applied psychology最新文献_第9页

Effectiveness of stereotype threat interventions: A meta-analytic review. 刻板印象威胁干预的有效性:meta分析综述。

IF 9.9

The Journal of applied psychology Pub Date : 2021-06-01 Epub Date: 2020-08-10 DOI: 10.1037/apl0000770

Songqi Liu, Pei Liu, Mo Wang, Baoshan Zhang

{"title":"Effectiveness of stereotype threat interventions: A meta-analytic review.","authors":"Songqi Liu, Pei Liu, Mo Wang, Baoshan Zhang","doi":"10.1037/apl0000770","DOIUrl":"https://doi.org/10.1037/apl0000770","url":null,"abstract":"This meta-analytic review examined the effectiveness of stereotype threat interventions (STIs). Integrating the identity engagement model (Cohen, Purdie-Vaughns, & Garcia, 2012) with the process model of stereotype threat (Schmader, Johns, & Forbes, 2008), we categorized STIs into 3 types: belief-based, identity-based, and resilience-based STIs. Combining 251 effect sizes from 181 experiments, we found an overall effect size of d = 0.44, with the intervention group outperforming the control group. Subgroup analyses showed that although all 3 types of STIs helped counter stereotype threat, primary-appraisal-based (i.e., belief-based and identity-based) STIs were more effective than secondary-appraisal-based (i.e., resilience-based) STIs. We also traced the theoretical roots of 11 specific intervention strategies and showed that 9 of them yielded significant effect sizes. Moreover, we found evidence of publication bias regarding some but not all intervention types. These findings' theoretical and practical implications, as well as methodological issues and future research directions for the STI literature, are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"921-949"},"PeriodicalIF":9.9,"publicationDate":"2021-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38243806","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: 50

The gender equity gap: A multistudy investigation of within-job inequality in equity-based awards. 性别平等差距:一项基于股权奖励的工作内部不平等的多研究调查。

IF 9.9

The Journal of applied psychology Pub Date : 2021-05-01 Epub Date: 2020-07-16 DOI: 10.1037/apl0000809

Felice B Klein, Aaron D Hill, Ryan Hammond, Ryan Stice-Lusvardi

{"title":"The gender equity gap: A multistudy investigation of within-job inequality in equity-based awards.","authors":"Felice B Klein, Aaron D Hill, Ryan Hammond, Ryan Stice-Lusvardi","doi":"10.1037/apl0000809","DOIUrl":"https://doi.org/10.1037/apl0000809","url":null,"abstract":"Laws in many countries mandate paying men and women equally when in similar jobs. Such laws, coupled with considerable organizational efforts, lead some scholars to contend that within-job pay inequality is no longer a source of the gender pay gap. We argue important differences in a widely used form of pay heretofore overlooked in existing studies-equity-based awards (i.e., pay where the value is tied to the employing organization's stock, such as stock and stock options)-may cause underestimation of gender-based within-job pay inequality. Specifically, we theorize that because of differences in both why and how equity-based awards are distributed to employees compared to other forms of pay, a gender gap will exist in equity-based awards, with biased perceptions of retention driving the gap. Using a multimethod study with novel data from two technology organizations, archival data from publicly traded firms, and experimental data, we find consistent support for our hypotheses. Taken together, our results suggest that using equity-based awards as a means to retain employees, and the rationale and processes associated with distributing such pay, can result in gender-based within-job inequality. Thus, our study sheds light on a previously overlooked form of inequality in the workplace while offering implications for both theory and practice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"734-753"},"PeriodicalIF":9.9,"publicationDate":"2021-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38158793","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: 2

Job search and employment success: A quantitative review and future research agenda. 求职与就业成功:定量回顾与未来研究议程。

IF 9.9

The Journal of applied psychology Pub Date : 2021-05-01 Epub Date: 2020-07-13 DOI: 10.1037/apl0000675

Edwin A J van Hooft, John D Kammeyer-Mueller, Connie R Wanberg, Ruth Kanfer, Gokce Basbug

{"title":"Job search and employment success: A quantitative review and future research agenda.","authors":"Edwin A J van Hooft, John D Kammeyer-Mueller, Connie R Wanberg, Ruth Kanfer, Gokce Basbug","doi":"10.1037/apl0000675","DOIUrl":"https://doi.org/10.1037/apl0000675","url":null,"abstract":"Job search is an important activity that people engage in during various phases across the life span (e.g., school-to-work transition, job loss, job change, career transition). Based on our definition of job search as a goal-directed, motivational, and self-regulatory process, we present a framework to organize the multitude of variables examined in the literature on job seeking and employment success. We conducted a quantitative synthesis of the literature to test relationships between job-search self-regulation, job-search behavior, and employment success outcomes. We also quantitatively review key antecedents (i.e., personality, attitudinal factors, and contextual variables) of job-search self-regulation, job-search behavior, and employment success. We included studies that examined relationships with job-search or employment success variables among job seekers (e.g., new labor market entrants, unemployed individuals, employed individuals), resulting in 378 independent samples (N = 165,933). Most samples (74.3%, k = 281) came from articles published in 2001 or later. Findings from our meta-analyses support the role of job-search intensity in predicting quantitative employment success outcomes (i.e., rc = .23 for number of interviews, rc = .14 for number of job offers, and rc = .19 for employment status). Overall job-search intensity failed to predict employment quality. Our findings identify job-search self-regulation and job-search quality as promising constructs for future research, as these predicted both quantitative employment success outcomes and employment quality. Based on the results of the theoretical and quantitative synthesis, we map out an agenda for future research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"674-713"},"PeriodicalIF":9.9,"publicationDate":"2021-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38148603","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: 59

Risks and rewards of conscientiousness during the COVID-19 pandemic. COVID-19大流行期间尽责的风险与回报。

IF 9.9

The Journal of applied psychology Pub Date : 2021-05-01 DOI: 10.1037/apl0000919

Viswanath Venkatesh, Daniel C Ganster, Sebastian W Schuetz, Tracy Ann Sykes

{"title":"Risks and rewards of conscientiousness during the COVID-19 pandemic.","authors":"Viswanath Venkatesh, Daniel C Ganster, Sebastian W Schuetz, Tracy Ann Sykes","doi":"10.1037/apl0000919","DOIUrl":"https://doi.org/10.1037/apl0000919","url":null,"abstract":"Highly conscientious workers are more motivated and productive than their less conscientious colleagues. Moreover, conscientious employees tend to be more satisfied and less stressed from their work. One consequence of the COVID-19 pandemic, however, is that many workers have transitioned to working remotely, often under conditions of less direct supervision and less clarity about expected work activities and outcomes. We proposed that this significant change in work context constitutes a weakening of situational strength that can change the relationship of conscientiousness with job strain, job satisfaction, and job performance. Using Meyer et al.'s (2010) conceptualization of situational strength, we tested the moderating effect of situational strength by surveying 474 white-collar employees in a Fortune-1000 firm in 2019 and again in 2020 after they had all transitioned to working remotely. We found that the changes in work context due to COVID-19 significantly lowered scores on situational strength and this was accompanied by a stronger positive effect of conscientiousness on performance. Importantly, during COVID-19, the relationships of conscientiousness with strain and satisfaction showed a reversal of sign, with more conscientious workers reporting higher strain and lower satisfaction. These effects were partially mediated by job demands and were replicated with work hours. The results provide a test of situational strength theory and suggest that changes in situational strength due to COVID-19 may cause an organization's most conscientious employees to be at elevated risk for burnout and dissatisfaction, and consequently, turnover, if not managed appropriately. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"643-656"},"PeriodicalIF":9.9,"publicationDate":"2021-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39001689","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: 22

The whiplash effect: The (moderating) role of attributed motives in emotional and behavioral reactions to abusive supervision. 鞭笞效应:归因动机在受虐待监管的情绪和行为反应中的调节作用。

IF 9.9

The Journal of applied psychology Pub Date : 2021-05-01 Epub Date: 2020-07-16 DOI: 10.1037/apl0000810

Lingtao Yu, Michelle K Duffy

{"title":"The whiplash effect: The (moderating) role of attributed motives in emotional and behavioral reactions to abusive supervision.","authors":"Lingtao Yu, Michelle K Duffy","doi":"10.1037/apl0000810","DOIUrl":"https://doi.org/10.1037/apl0000810","url":null,"abstract":"Although extant research shows a clear link between abusive supervision and detrimental consequences for organizations and their members, the popular press and media are replete with suggestions that abusive supervision can be positive and motivating. Drawing from the social functional view of emotions and emerging research on attributed motives of abusive supervision, we examine this phenomenon, which we refer to as the whiplash effect-the notion that subordinates may display different emotional and behavioral reactions to supervisory abuse depending on their attributions for abuse. We conduct 3 studies to examine this effect at both the between- and within person level. Results from a multisource, time-lagged field study (between-person) and a laboratory-based experiment (between-person) indicate that when subordinates believe that the abusive supervisor is motivated by desires to cause harm (i.e., injury initiation attribution is higher), abusive supervision is more likely to engender anger, which, in turn, elicits more deviant behaviors and fewer organizational citizenship behaviors; however, when subordinates believe the abusive supervisor is motivated by desires to improve performance (i.e., performance promotion attribution is higher), abusive supervision is more likely to evoke guilt, which, in turn, elicits fewer deviant behaviors and more organizational citizenship behaviors. These results were then expanded in an experience sampling study (within-person), which allowed us to further examine how general interpretations of supervisors' motives behind abusive supervision shape employees' momentary emotional and behavioral responses toward daily abusive supervisor behavior. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"754-773"},"PeriodicalIF":9.9,"publicationDate":"2021-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38160258","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: 40

The effects of blue-light filtration on sleep and work outcomes. 蓝光过滤对睡眠和工作结果的影响。

IF 9.9

The Journal of applied psychology Pub Date : 2021-05-01 Epub Date: 2020-07-13 DOI: 10.1037/apl0000806

Cristiano L Guarana, Christopher M Barnes, Wei Jee Ong

{"title":"The effects of blue-light filtration on sleep and work outcomes.","authors":"Cristiano L Guarana, Christopher M Barnes, Wei Jee Ong","doi":"10.1037/apl0000806","DOIUrl":"https://doi.org/10.1037/apl0000806","url":null,"abstract":"In this article, we investigate the effects of blue-light filtration on broad attitudinal and behavioral outcomes (i.e. work engagement, organizational citizenship behavior, and counterproductive work behavior). Drawing on recent developments in the circadian process literature and its related research on chronobiology, we propose that a cost-effective sleep intervention can improve multiple organizationally relevant outcomes. Specifically, we theorize that wearing blue-light filtering glasses creates a form of physiologic darkness, thus improving both sleep quantity and quality. We then argue that wearing blue-light filtering glasses is related to work engagement, task performance, and nontask performance via sleep quantity and sleep quality. Considering that individuals vary in the timing of their circadian process, we propose that chronotype is a first-stage moderator for our theoretical model. We tested these theoretical expectations in 2 experimental experience sampling studies. In Study 1a, we collected data from 63 managers (519 daily observations) and found that wearing blue-light filtering glasses is an effective intervention to improve physiological (sleep), attitudinal (work engagement), and behavioral (task performance, organizational citizenship behavior, and counterproductive work behavior) outcomes. In general, the effects were stronger for employees who tend to have sleep periods later in the day. In Study 1b, we collected data from 67 call center representatives (529 daily observations) and measured task performance from clients. We replicated most of the findings except for the interactions. Our model highlights how and when wearing blue-light filtering glasses can help employees to live and work better. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"784-796"},"PeriodicalIF":9.9,"publicationDate":"2021-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38149032","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: 18

Examining the effects of perceived pregnancy discrimination on mother and baby health. 调查怀孕歧视对母婴健康的影响。

IF 9.9

The Journal of applied psychology Pub Date : 2021-05-01 Epub Date: 2020-07-02 DOI: 10.1037/apl0000788

Kaylee J Hackney, Shanna R Daniels, Samantha C Paustian-Underdahl, Pamela L Perrewé, Ashley Mandeville, Asia A Eaton

{"title":"Examining the effects of perceived pregnancy discrimination on mother and baby health.","authors":"Kaylee J Hackney, Shanna R Daniels, Samantha C Paustian-Underdahl, Pamela L Perrewé, Ashley Mandeville, Asia A Eaton","doi":"10.1037/apl0000788","DOIUrl":"https://doi.org/10.1037/apl0000788","url":null,"abstract":"Over the last decade, more than 50,000 pregnancy discrimination claims were filed in the United States (United States Equal Employment Opportunity Commission [U.S. EEOC], 2018a). While pregnancy discrimination claims remain prevalent, research examining the effects of pregnancy discrimination on the well-being and health of working mothers and their babies is lacking. As such, we aim to examine the role of perceived pregnancy discrimination in the workplace on health outcomes for mothers and their babies via mother's stress. We draw on the occupational stress literature and medical research to propose that perceived pregnancy discrimination indirectly relates to mother and baby health via the mother's perceived stress. In our first study, we examine the effects of perceived pregnancy discrimination on mothers' postpartum depressive symptoms via perceived stress. In our second study, we replicate and extend our first study and examine the effects of perceived pregnancy discrimination on mothers' postpartum depressive symptoms and babies' gestational age, Apgar scores, birth weight, and number of doctors' visits, through the mechanism of perceived stress. We find that perceived pregnancy discrimination indirectly relates to increased levels of postpartum depressive symptoms for the mothers, and lower birth weights, lower gestational ages, and increased number of doctors' visits for the babies, via perceived stress of the mothers during pregnancy. Implications for theory and practice, limitations, and future research are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"774-783"},"PeriodicalIF":9.9,"publicationDate":"2021-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38109992","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: 22

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。

IF 9.9

The Journal of applied psychology Pub Date : 2021-05-01 Epub Date: 2020-07-16 DOI: 10.1037/apl0000805

Andrew Brodsky

{"title":"Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.","authors":"Andrew Brodsky","doi":"10.1037/apl0000805","DOIUrl":"https://doi.org/10.1037/apl0000805","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) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"714-733"},"PeriodicalIF":9.9,"publicationDate":"2021-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38160260","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: 15

More tasks, more ideas: The positive spillover effects of multitasking on subsequent creativity. 更多的任务，更多的想法:多任务处理对后续创造力的积极溢出效应。

IF 9.9

The Journal of applied psychology Pub Date : 2021-04-01 Epub Date: 2020-06-11 DOI: 10.1037/apl0000506

Chaitali Kapadia, Shimul Melwani

{"title":"More tasks, more ideas: The positive spillover effects of multitasking on subsequent creativity.","authors":"Chaitali Kapadia, Shimul Melwani","doi":"10.1037/apl0000506","DOIUrl":"https://doi.org/10.1037/apl0000506","url":null,"abstract":"We propose that multitasking behavior influences creativity on subsequent tasks and that it does so through a serially mediated process in which multitasking increases activation, which increases cognitive flexibility, resulting in a positive effect on downstream creativity. We build support for our hypotheses through 4 studies designed to establish both internal and external validity: an archival study using coded data from the TV show, Chopped, and a laboratory experiment test the direct link between multitasking and subsequent creativity; while a quasi-experimental field study with restaurant servers and a second laboratory experiment examine the full serial mediation model. Results from the archival study and the first lab experiment support the proposed theory of a positive relationship between multitasking and subsequent creativity. Results from the quasi-experimental field study and second lab experiment suggest that multitasking increases creativity through activation and cognitive flexibility acting in tandem. Together, this work yields important theoretical and practical implications about managing creativity in a fast-paced contemporary workplace. (PsycInfo Database Record (c) 2021 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":" ","pages":"542-559"},"PeriodicalIF":9.9,"publicationDate":"2021-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"38037276","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: 22

Incivility and creativity in teams: Examining the role of perpetrator gender. 团队中的不文明行为和创造力:研究犯罪者性别的作用。

IF 9.9

The Journal of applied psychology Pub Date : 2021-04-01 Epub Date: 2020-06-18 DOI: 10.1037/apl0000757

Daphna Motro, Trevor M Spoelma, Aleksander P J Ellis

引用次数: 17