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Journal of Personnel Psychology最新文献

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The Costs of Working Too Hard 工作太努力的代价
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2020-07-03 DOI: 10.1027/1866-5888/a000240
G. Alessandri, Evelina De Longis, E. Perinelli, C. Balducci, Laura Borgogni
{"title":"The Costs of Working Too Hard","authors":"G. Alessandri, Evelina De Longis, E. Perinelli, C. Balducci, Laura Borgogni","doi":"10.1027/1866-5888/a000240","DOIUrl":"https://doi.org/10.1027/1866-5888/a000240","url":null,"abstract":"Abstract. Despite the relatively intuitive link between working hard and achievements at work, results from empirical studies tend to characterize workaholics more often as hard workers rather than...","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"24-32"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48194403","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 7
Are All Challenges Equal? 所有挑战都是平等的吗?
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2020-07-03 DOI: 10.1027/1866-5888/a000241
Roy B. L. Sijbom, Bernd Carette, Nicoletta G Dimitrova
{"title":"Are All Challenges Equal?","authors":"Roy B. L. Sijbom, Bernd Carette, Nicoletta G Dimitrova","doi":"10.1027/1866-5888/a000241","DOIUrl":"https://doi.org/10.1027/1866-5888/a000241","url":null,"abstract":"Abstract. This study seeks to advance theory on the motivational underpinnings of striving for challenge. We propose and empirically demonstrate that challenging job experiences can be meaningfully...","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"33-43"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45615553","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 2
Timely and to the Point 及时和切中要害
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2020-07-03 DOI: 10.1027/1866-5888/a000259
Jonas W. B. Lang
{"title":"Timely and to the Point","authors":"Jonas W. B. Lang","doi":"10.1027/1866-5888/a000259","DOIUrl":"https://doi.org/10.1027/1866-5888/a000259","url":null,"abstract":"The COVID-19 crisis has triggered what is likely the most extensive work reorganization process ever Organizations have to deal with high levels of uncertainty as well as unprecedented demands on both technical and organizational infrastructure, and employees face numerous issues surrounding job (in)security, work-family issues, and remote working The topics covered by the Journal of Personnel Psychology thus once again prove extremely relevant to modern working life In this editorial, the author briefly describes the scope and mission of the journal as well as the publishing process, and he discusses a couple of specific challenges for authors and reviewers that result from the somewhat shorter articles the journal publishes (PsycInfo Database Record (c) 2020 APA, all rights reserved)","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"1-3"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45927581","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 1
The Influence of Tattoo Content on Perceptions of Employment Suitability Across the Generational Divide 纹身内容对跨代际就业适宜性认知的影响
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2020-07-03 DOI: 10.1027/1866-5888/a000234
Michael J. Tews, K. Stafford, Ethan P. Kudler
{"title":"The Influence of Tattoo Content on Perceptions of Employment Suitability Across the Generational Divide","authors":"Michael J. Tews, K. Stafford, Ethan P. Kudler","doi":"10.1027/1866-5888/a000234","DOIUrl":"https://doi.org/10.1027/1866-5888/a000234","url":null,"abstract":"Abstract. The present study extends research on tattoos and employment suitability by examining the extent to which the effects of tattoos on perceived competence and hiring recommendations are con...","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"4-13"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43103580","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 5
Judging Performance – General Mental Ability and the Convergence of Operational Performance Ratings 判断性能——一般心理能力与作战性能评级的趋同
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2020-07-03 DOI: 10.1027/1866-5888/a000244
Andrew B. Speer
{"title":"Judging Performance – General Mental Ability and the Convergence of Operational Performance Ratings","authors":"Andrew B. Speer","doi":"10.1027/1866-5888/a000244","DOIUrl":"https://doi.org/10.1027/1866-5888/a000244","url":null,"abstract":"Abstract. This research examined whether general mental ability (GMA) predicts rater convergence with other performance measures in operational performance appraisals (PAs). GMA is consistently rel...","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"44-48"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44843856","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Organizational Attachment 组织附件
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2020-07-01 DOI: 10.1027/1866-5888/a000252
Justin R. Feeney, Ian R. Gellatly, R. Goffin, Michelle Inness
{"title":"Organizational Attachment","authors":"Justin R. Feeney, Ian R. Gellatly, R. Goffin, Michelle Inness","doi":"10.1027/1866-5888/a000252","DOIUrl":"https://doi.org/10.1027/1866-5888/a000252","url":null,"abstract":"Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"113-124"},"PeriodicalIF":1.6,"publicationDate":"2020-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48446244","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 7
Linking the Fit Between Achievement Goal Orientation and Learning Opportunities With Employee Well-Being and Absenteeism 成就目标导向、学习机会与员工幸福感、缺勤的关系
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2020-01-01 DOI: 10.1027/1866-5888/a000260
A. Dam, G. Noordzij, M. Born
{"title":"Linking the Fit Between Achievement Goal Orientation and Learning Opportunities With Employee Well-Being and Absenteeism","authors":"A. Dam, G. Noordzij, M. Born","doi":"10.1027/1866-5888/a000260","DOIUrl":"https://doi.org/10.1027/1866-5888/a000260","url":null,"abstract":"Abstract. We examined the effects of a (mis)match between learning opportunities and individuals’ mastery goal orientation (GO; approach and avoidance) on well-being (i.e., job satisfaction, task enjoyment, need for recovery, and absenteeism). Data from a sample of 212 employees of an organization that provides guardianship for youngsters were collected and analyzed by means of polynomial regression and surface plot analysis. Our results indicate that a person's mastery GO enhances the positive effects of perceived learning opportunities. Hence, to foster employee well-being, organizations should not only provide ample learning opportunities but also foster a mastery GO. Theoretical and practical implications are discussed.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"184-196"},"PeriodicalIF":1.6,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"57297633","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 4
Correction to Bal and Vossaert (2019) Bal和Vossaert修正案（2019）
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2020-01-01 DOI: 10.1027/1866-5888/a000251
{"title":"Correction to Bal and Vossaert (2019)","authors":"","doi":"10.1027/1866-5888/a000251","DOIUrl":"https://doi.org/10.1027/1866-5888/a000251","url":null,"abstract":"","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"1 1","pages":""},"PeriodicalIF":1.6,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44881181","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
The Paradox of Leader-Member Exchange (LMX) Differentiation 领导-成员交换(LMX)分化悖论
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2019-10-02 DOI: 10.1027/1866-5888/a000231
Zhitao Xie, Ning Li, Wan Jiang, Bradley L Kirkman
{"title":"The Paradox of Leader-Member Exchange (LMX) Differentiation","authors":"Zhitao Xie, Ning Li, Wan Jiang, Bradley L Kirkman","doi":"10.1027/1866-5888/a000231","DOIUrl":"https://doi.org/10.1027/1866-5888/a000231","url":null,"abstract":"Abstract. Drawing from the equity-equality paradigm and social interdependence theory, we examine cross-level effects of leader-member exchange (LMX) differentiation on both task performance and creativity using 461 team members and 98 team leaders in China. We demonstrate the paradoxical (i.e., positive and negative) effects of LMX differentiation in teams. Specifically, while LMX differentiation was positively, directly associated with task performance and creativity in more interdependent teams, it also had negative, indirect influences, through interactional justice climate, on these outcomes. Overall, in more interdependent teams, LMX differentiation had positive effects on employee performance-based outcomes, but in less interdependent teams, the effects were more negative. Our findings also provide practical implications for team governance.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2019-10-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43065512","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 11
Development of an I-Deals Motivation and Management Measure I-Deals激励和管理措施的发展
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2019-10-02 DOI: 10.1027/1866-5888/A000236
P. Bal, L. Vossaert, L. Vossaert
{"title":"Development of an I-Deals Motivation and Management Measure","authors":"P. Bal, L. Vossaert, L. Vossaert","doi":"10.1027/1866-5888/A000236","DOIUrl":"https://doi.org/10.1027/1866-5888/A000236","url":null,"abstract":"Abstract. This paper introduces three new dimensions to the idiosyncratic deals’ (i.e., i-deals) literature, and develops measures for these dimensions to broaden the scope of research on i-deals beyond i-deal timing and content. Based on four studies, the paper proposes and validates three new scales for measurement of i-deal motivation as well as management of i-deals. In Studies 1 and 2, the scales were developed and tested for their factor structure, reliability, and discriminant validity. Studies 3 and 4 provided further evidence for the psychometric properties of the new i-deals measures and examined antecedents and outcomes of i-deal motivation and management. The results suggest that the three scales can be used to reliably measure i-deal motivation and i-deal management.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2019-10-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48764677","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 10
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