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Journal of Personnel Psychology最新文献

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Does the Interplay of Diversity and Inclusion Buffer the Impairment of Health and Well-Being in a STEM Organization? 多样性和包容性的相互作用是否缓冲了STEM组织中健康和福祉的损害?
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-11-10 DOI: 10.1027/1866-5888/a000311
Janna Behnke, S. Rispens, E. Demerouti
{"title":"Does the Interplay of Diversity and Inclusion Buffer the Impairment of Health and Well-Being in a STEM Organization?","authors":"Janna Behnke, S. Rispens, E. Demerouti","doi":"10.1027/1866-5888/a000311","DOIUrl":"https://doi.org/10.1027/1866-5888/a000311","url":null,"abstract":"Abstract. This study examines the interaction between stressful work experiences, workplace diversity, and inclusion. Our hypothesized moderated moderation model argues that employee exhaustion and affective commitment suffer less from work–self conflict, discrimination, and nontransparent work procedures when employees feel included in diverse perceived environments. A total of 1187 employees of a university of technology completed electronical surveys. The results indicated that the negative relationships between stressful work experiences and organizational commitment were weaker if employees felt more included in perceived diverse work environments. Diversity and inclusion did not shape the relationships between stressful work experiences and employee exhaustion. The study emphasizes the buffering role of inclusion in diversifying organizations and offers a better understanding of how diversity and inclusion interact with other work aspects.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"1 1","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41567073","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
Making Job Candidates More Honest With a Theory-Based Form 用基于理论的形式让求职者更加诚实
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-11-10 DOI: 10.1027/1866-5888/a000313
Camille Srour, J. Py
{"title":"Making Job Candidates More Honest With a Theory-Based Form","authors":"Camille Srour, J. Py","doi":"10.1027/1866-5888/a000313","DOIUrl":"https://doi.org/10.1027/1866-5888/a000313","url":null,"abstract":"Abstract. In collaboration with recruiting and background check firms, we gave a customized application form designed to both deter and enhance detection of deception to 27 real-life candidates. A total of 269 elements common to both the customized form and their usual free-form resumes were verified. Inaccuracies were reduced from 23% on the resumes to 11% on the customized forms ( p < .001). Furthermore, candidates who did not provide contact information for past professional experiences to facilitate our verifications were less likely to submit fully accurate information about the experience, compared to those who did provide contact information (39% and 77%, respectively, p = .007). This novel method thus appears to be a cost-effective way to address resume fraud.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43209512","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
Social Undermining and Three Forms of Organizational Commitment 社会底层挖掘与组织承诺的三种形式
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-08-10 DOI: 10.1027/1866-5888/a000307
E. Jing, Ian R. Gellatly, Justin R. Feeney, Michelle Inness
{"title":"Social Undermining and Three Forms of Organizational Commitment","authors":"E. Jing, Ian R. Gellatly, Justin R. Feeney, Michelle Inness","doi":"10.1027/1866-5888/a000307","DOIUrl":"https://doi.org/10.1027/1866-5888/a000307","url":null,"abstract":"Abstract. In this study, we set out to challenge the widely held belief that mistreatment will always lower feelings of organizational commitment. We test this widespread belief by examining the relationship between social undermining (SU) and three forms of organizational commitment, affective, normative, and continuance commitment. Using time-lagged data provided by an online panel of 626 working adults, we found that exposure to SU lowered reported levels of affective (emotion-based) and normative (obligation-based) commitment but increased the level of continuance (economic-based) commitment. Subsequent moderated regression analyses revealed that the negative relations between SU and both affective and normative commitment were nuanced – they were both stronger for individuals whose anxious attachment was low rather than high. Theoretical and practical implications are discussed.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47445651","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
Measuring Employees’ Communication for Innovation: The Employee Innovation Potential Scale 衡量员工创新沟通：员工创新潜力量表
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-08-10 DOI: 10.1027/1866-5888/a000306
P. Vrgović, A. Walton, Darrel L. Sandall, Bojana M. Dinić
{"title":"Measuring Employees’ Communication for Innovation: The Employee Innovation Potential Scale","authors":"P. Vrgović, A. Walton, Darrel L. Sandall, Bojana M. Dinić","doi":"10.1027/1866-5888/a000306","DOIUrl":"https://doi.org/10.1027/1866-5888/a000306","url":null,"abstract":"Abstract. This research aimed to introduce and validate a new self-report measure of organizational communication related to early stages of employee-driven innovation – the Employee Innovation Potential Scale (EIPS). Exploratory factor analysis and confirmatory factor analysis were performed consecutively on two samples of employees from Serbian companies ( N = 723). The final form of the EIPS comprises 25 items and measures four factors: insight into company problems and their causes, company values employees' ideas, idea communication, and interest in company improvements. Employees who shared more ideas had higher scores on all four factors compared to employees who did not share any ideas or just a few, which confirmed factors’ criterion validity. Moreover, employees who shared more global and radical ideas had higher scores on the first two factors. The results supported the four-factor solution of EIPS and its criterion validity.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48369822","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
Congruence in Perceived Employee–Peer Overqualification and Organizational Citizenship Behavior 感知员工-同伴资历过高与组织公民行为的一致性
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-08-10 DOI: 10.1027/1866-5888/a000310
Yi Li, Haolin Weng, Man Zhang, Ting Zhu, Fan Wang, Huiyun Liu, Anupam Kumar Das
{"title":"Congruence in Perceived Employee–Peer Overqualification and Organizational Citizenship Behavior","authors":"Yi Li, Haolin Weng, Man Zhang, Ting Zhu, Fan Wang, Huiyun Liu, Anupam Kumar Das","doi":"10.1027/1866-5888/a000310","DOIUrl":"https://doi.org/10.1027/1866-5888/a000310","url":null,"abstract":"Abstract. Drawing on equity theory and person–group fit theory, we examined the association between (in)congruence in employee and peer overqualification and perceived insider status. We further proposed that perceived insider status is related to employees’ organizational citizenship behavior (OCB). The results of multilevel polynomial regressions using data collected with 211 employees from 55 teams supported the hypothesized congruence effect. Specifically, employees’ perceived insider status was greater, and their OCB was maximized, when employees and their peers had congruent perceptions of their overqualification levels. Furthermore, when both employees and their peers perceived their overqualification levels as low, perceived insider status and OCB were higher than when both perceived their overqualification levels as high. These findings highlight the pivotal role of congruence between employee and peer perceptions of overqualification at work.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41599916","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
Scale Mean and Variance Differences in MTurk and Non-MTurk Samples MTurk和非MTurk样本的量表均值和方差差异
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-08-10 DOI: 10.1027/1866-5888/a000309
Melissa G. Keith, Brent A. Stevenor, S. McAbee
{"title":"Scale Mean and Variance Differences in MTurk and Non-MTurk Samples","authors":"Melissa G. Keith, Brent A. Stevenor, S. McAbee","doi":"10.1027/1866-5888/a000309","DOIUrl":"https://doi.org/10.1027/1866-5888/a000309","url":null,"abstract":"Abstract. We meta-analytically examined mean and variance differences between MTurk and non-MTurk samples for a variety of scales used in the organizational sciences. The influence of moderators (i.e., construct domain and valence, sample type, use of qualifications, and data cleaning procedures) was also examined. Across all scales (120 scales, N = 110,090), we found that, overall, MTurk and non-MTurk samples do not have significantly different scale means or variances. Our moderator analyses, however, indicated that MTurk samples may have larger variances than non-MTurk samples under certain conditions. Additionally, our results highlight the importance of data screening and cleaning procedures such that MTurk samples had larger variances than non-MTurk samples when MTurk samples were subjected to more stringent data screening and cleaning procedures.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46786737","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: 8
Different Ways of Looking at a Person: Remembering Heinz Schuler on the First Anniversary of His Death 看待一个人的不同方式:纪念海因茨·舒勒逝世一周年
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-08-01 DOI: 10.1027/1866-5888/a000308
Petra Gelléri, M. Kleinmann
{"title":"Different Ways of Looking at a Person: Remembering Heinz Schuler on the First Anniversary of His Death","authors":"Petra Gelléri, M. Kleinmann","doi":"10.1027/1866-5888/a000308","DOIUrl":"https://doi.org/10.1027/1866-5888/a000308","url":null,"abstract":"","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45539216","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
Come Work With Us: Inclusivity, Performance, Engagement, and Job Satisfaction as Correlates of Employer Recommendation 与我们一起工作:包容性、绩效、敬业度和工作满意度与雇主推荐的相关性
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-05-24 DOI: 10.1027/1866-5888/a000305
H. Im
{"title":"Come Work With Us: Inclusivity, Performance, Engagement, and Job Satisfaction as Correlates of Employer Recommendation","authors":"H. Im","doi":"10.1027/1866-5888/a000305","DOIUrl":"https://doi.org/10.1027/1866-5888/a000305","url":null,"abstract":"Abstract: Employee referral is a critical component of talent acquisition. Yet, its underlying correlates remain understudied. Using three years of annual surveys of US public employees ( n2019 = 1,133, n2020 = 1,190, n2021 = 1,330), the results showed that perceptions of workplace inclusion culture and leadership performance orientation were positively associated with employee engagement, which, in turn, was associated with job satisfaction. Engagement and job satisfaction were positively associated with employer recommendation, sequentially linking the conceptual indirect effects of inclusion culture and performance orientation on willingness to recommend one’s workplace. Utilizing even short employee surveys may yield notable insights for administration to model employee referral and recommendation intentions.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48286847","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
Improving Employee Mental Health Through an Internet-Based Job Crafting Intervention 通过基于互联网的工作制作干预改善员工心理健康
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-05-24 DOI: 10.1027/1866-5888/a000304
E. Uglanova, Jan Dettmers
{"title":"Improving Employee Mental Health Through an Internet-Based Job Crafting Intervention","authors":"E. Uglanova, Jan Dettmers","doi":"10.1027/1866-5888/a000304","DOIUrl":"https://doi.org/10.1027/1866-5888/a000304","url":null,"abstract":"Abstract: This article examined the impact of an online job crafting intervention (JCI) on employees’ ill-being and well-being at work, as measured by irritation and job satisfaction. To address this question, this study used an experimental design with randomized intervention and control groups. Recruited subjects ( N = 208) participated in a four-week web-based JCI, which consisted of one training session and three reflection sessions. The study outcomes were measured at three time points: before the intervention (premeasurement), a week after the intervention (postmeasurement), and four weeks after the intervention (follow-up measurement). The intervention led to a decline in irritation levels in the intervention group at both postmeasurement and follow-up measurement compared to the premeasurement and control group. No impact on job satisfaction was found. Web-based JCIs in the workplace provide the potential to alleviate symptoms of psychological malfunctioning.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43126194","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
Linking Organizational Identification With Employee Outcomes 将组织认同与员工成果联系起来
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-03-25 DOI: 10.1027/1866-5888/a000300
Chen-Yu Ma, Bin Yang, Yimo Shen
{"title":"Linking Organizational Identification With Employee Outcomes","authors":"Chen-Yu Ma, Bin Yang, Yimo Shen","doi":"10.1027/1866-5888/a000300","DOIUrl":"https://doi.org/10.1027/1866-5888/a000300","url":null,"abstract":"Abstract. Despite the unique value of organizational identification (OID) for work-related attitudes and organizational behavior, little research has directly examined the mechanisms that may link these. Drawing on social identity theory and cognitive dissonance theory, we develop and test a model that specifies how OID relates to work outcomes. Employing a two-wave design with 338 employees and their supervisors working in 83 groups in China, we found that (a) OID influences work engagement, which in turn promotes employee outcomes (i.e., job performance, creativity, and intention to stay), and (b) the indirect relationship between OID and employee outcomes via work engagement is moderated by abusive supervision such that the indirect positive relationship is weakened when abusive supervision is high rather than low.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49545706","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
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