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Journal of Personnel Psychology最新文献

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Telepressure and Recovery Experiences Among Remote and Onsite Workers 远程和现场工作人员的远程压力和恢复经验
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-03-25 DOI: 10.1027/1866-5888/a000303
Nicolas Gillet, A. Morin, Claude Fernet, S. Austin, Tiphaine Huyghebaert‐Zouaghi
{"title":"Telepressure and Recovery Experiences Among Remote and Onsite Workers","authors":"Nicolas Gillet, A. Morin, Claude Fernet, S. Austin, Tiphaine Huyghebaert‐Zouaghi","doi":"10.1027/1866-5888/a000303","DOIUrl":"https://doi.org/10.1027/1866-5888/a000303","url":null,"abstract":"Abstract. This study examined the associations between telepressure and work recovery experiences (i.e., psychological detachment, relaxation, control, and mastery) and tested whether these associations differ between employees working onsite ( n = 158) or remotely ( n = 284). Our results revealed that telepressure was negatively related to psychological detachment, relaxation, control, and mastery. Moreover, the relations between telepressure and recovery experiences were stronger among employees working onsite than among those working remotely. These results revealed that working remotely helped to buffer the negative links between telepressure and recovery experiences.","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":"42140017","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
The Role of Workplace Goal Orientation for Occupational Self-Efficacy and Negative Affect 工作场所目标定向对职业自我效能感和负面影响的作用
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-03-25 DOI: 10.1027/1866-5888/a000297
Leonie Schelp, T. Bipp, K. van Dam
{"title":"The Role of Workplace Goal Orientation for Occupational Self-Efficacy and Negative Affect","authors":"Leonie Schelp, T. Bipp, K. van Dam","doi":"10.1027/1866-5888/a000297","DOIUrl":"https://doi.org/10.1027/1866-5888/a000297","url":null,"abstract":"Abstract. Due to their suggested importance for achievement processes, we experimentally tested which workplace goal orientations (employees’ perception of goal characteristics at work) affect proximal outcomes. In detail, we investigated in an experimental vignette study ( N = 250) how workplace learning, performance-approach, and performance-avoidance goals influence occupational self-efficacy and negative affect. Furthermore, we examined the potential of workplace goals to act as moderators for the effect of dispositional goals on these outcomes. We found a learning goal-oriented environment leading to higher occupational self-efficacy and less negative affect compared to performance goal-oriented work environments. We found limited evidence for person–situation interactions. Our results extend goal orientation theory by integrating environmental goals at work and provide implications that foster desirable and prevent undesirable outcomes.","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":"44735915","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
The Occupational Performance Assessment–Response Distortion (OPerA-RD) Scale 职业绩效评估-反应扭曲量表
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-03-25 DOI: 10.1027/1866-5888/a000301
Kevin M. Williams
{"title":"The Occupational Performance Assessment–Response Distortion (OPerA-RD) Scale","authors":"Kevin M. Williams","doi":"10.1027/1866-5888/a000301","DOIUrl":"https://doi.org/10.1027/1866-5888/a000301","url":null,"abstract":"Abstract. The ubiquity and consequences of job performance evaluations necessitate accurate responding. This paper describes two studies designed to develop (Study 1) and provide initial validation (Study 2) for a new measure specifically designed to assist in this context: the Occupational Performance Assessment–Response Distortion (OPerA-RD) scale. This 20-item scale is contextualized to the workplace and was developed by identifying items that could detect over- and under-reporting of job performance by self- or other-report in four independent faking samples. Initial validation of the OPerA-RD was supported by expected differences between within-group faking and control conditions in subsequent samples, specifically over- and under-reporting of job performance by self- or other-reports. Implications for research and applied settings are discussed.","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":"41835322","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
A Followership Approach to Leadership 追随式领导
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2022-03-25 DOI: 10.1027/1866-5888/a000299
M. Velez, P. Neves
{"title":"A Followership Approach to Leadership","authors":"M. Velez, P. Neves","doi":"10.1027/1866-5888/a000299","DOIUrl":"https://doi.org/10.1027/1866-5888/a000299","url":null,"abstract":"Abstract. Leadership research has privileged leaders' active role in shaping leader–follower interactions, whereas much less attention has been given to how followers interact with leaders. We propose that leader–member exchange (LMX) mediates the relationship between followership and employee behaviors. We also suggest that top management openness (TMO) moderates these relationships. With a sample of 769 supervisor–subordinate dyads, we examined the role of followership and contextual variables on LMX and outcomes. We found that LMX mediates the relationship between proactive followership and voice and that this relationship was significant only when TMO was high. These findings suggest that followers play an active role in the leadership process and that to stimulate voice one should consider two levels of analysis: followers and leaders.","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":"48115830","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
Why Not Interview? 为什么不面试?
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2021-11-22 DOI: 10.1027/1866-5888/a000293
Melissa D. Pike, D. Powell, J. Bourdage, E. Lukacik
{"title":"Why Not Interview?","authors":"Melissa D. Pike, D. Powell, J. Bourdage, E. Lukacik","doi":"10.1027/1866-5888/a000293","DOIUrl":"https://doi.org/10.1027/1866-5888/a000293","url":null,"abstract":"Abstract. Honesty-Humility is a valuable predictor in personnel selection; however, problems with self-report measures create a need for new tools to judge this trait. Therefore, this research examines the interview as an alternative for assessing Honesty-Humility and how to improve judgments of Honesty-Humility in the interview. Using trait activation theory, we examined the impact of interview question type on Honesty-Humility judgment accuracy. We hypothesized that general personality-tailored questions and probes would increase the accuracy of Honesty-Humility judgments. Nine hundred thirty-three Amazon Mechanical Turk workers watched and rated five interviews. Results found that general questions with probes and specific questions without probes led to the best Honesty-Humility judgments. These findings support the realistic accuracy model and provide implications for Honesty-Humility-based interviews.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42025857","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
Career Adaptability and Career Success 职业适应性与职业成功
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2021-11-22 DOI: 10.1027/1866-5888/a000292
F. Krause, Sascha L. Schmidt, Dominik Schreyer
{"title":"Career Adaptability and Career Success","authors":"F. Krause, Sascha L. Schmidt, Dominik Schreyer","doi":"10.1027/1866-5888/a000292","DOIUrl":"https://doi.org/10.1027/1866-5888/a000292","url":null,"abstract":"Abstract. In this study, we contribute to the ongoing incremental validation efforts of the Career Adapt-Abilities Scale (CAAS). Using primary personality and cognition data from 164 German athletes in vocational careers, we intended to replicate Zacher’s (2014) seminal work in an alternative Western environment while also extending it in two significant ways: first, by adding two components of cognitive ability, and second, by introducing an alternative outcome variable – objective career success. In line with Zacher, we observe a significant role of career adaptability in predicting subjective career success. However, we also note that this initially robust relationship stems from a different psychosocial resource than expected. Interestingly, employing CAAS seems not to possess further incremental validity when predicting objective career success.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48823253","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
It's Only Abusive If I Care 只有当我在乎的时候，这才是虐待
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2021-11-22 DOI: 10.1027/1866-5888/a000295
K. Bormann, Ian R. Gellatly
{"title":"It's Only Abusive If I Care","authors":"K. Bormann, Ian R. Gellatly","doi":"10.1027/1866-5888/a000295","DOIUrl":"https://doi.org/10.1027/1866-5888/a000295","url":null,"abstract":"Abstract. Drawing on conservation of resources (COR) theory, we propose that abusive supervision increases stress responses in targets, which, in turn, diminishes their ability to perform extra- and in-role work behaviors. However, based on COR theory, we argue that followers who are driven by low rather than high organizational concern motives place less value on their work and the social context in which technical activities occur. As such, feeling low organizational concern should make people less susceptible to abusive supervision rather than more so. Thus, organizational concern was proposed to moderate the abuse–stress relationship. Across two multisource studies, we found support for most of our hypotheses. Abusive supervision negatively affected organizational citizenship behaviors via increased stress, and low organizational concern was found to attenuate the detrimental effects of abusive supervision. Implications for leadership literature and future research are discussed.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47686681","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
Toward a More PERMA(nent) Conceptualization of Worker Well-Being? 走向工人幸福的更持久的概念化？
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2021-10-20 DOI: 10.1027/1866-5888/a000288
William P. Jimenez, Xiaoxiao Hu, Rebecca Garden, Xiaofei Xie
{"title":"Toward a More PERMA(nent) Conceptualization of Worker Well-Being?","authors":"William P. Jimenez, Xiaoxiao Hu, Rebecca Garden, Xiaofei Xie","doi":"10.1027/1866-5888/a000288","DOIUrl":"https://doi.org/10.1027/1866-5888/a000288","url":null,"abstract":"Abstract. We examined the factor structure of the recently developed worker well-being measure Workplace PERMA Profiler and relationships between PERMA dimensions (i.e., positive emotions, engagement, positive relationships, meaning, accomplishment) and job performance (viz., task performance, organizational citizenship behaviors benefiting individuals and the organization at large). The measure exhibited metric (i.e., weak) invariance across samples of participants from the United States ( N = 284) and China ( N = 420). Additionally, for participants who responded to both the Workplace PERMA Profiler and the performance measures, there was a general pattern of positive PERMA–performance relationships across both samples ( NUS = 147; NChina = 202). Overall, the Workplace PERMA Profiler may have problematic psychometric properties and item wordings and thus would benefit from further refinement.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47932639","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
Toward Optimized Effectiveness of Employee Training Programs 优化员工培训计划的有效性
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2021-10-20 DOI: 10.1027/1866-5888/a000290
Dilek Uslu, Justin Marcus, Yasemin Kisbu-Sakarya
{"title":"Toward Optimized Effectiveness of Employee Training Programs","authors":"Dilek Uslu, Justin Marcus, Yasemin Kisbu-Sakarya","doi":"10.1027/1866-5888/a000290","DOIUrl":"https://doi.org/10.1027/1866-5888/a000290","url":null,"abstract":"Abstract. Although organizations invest heavily on employee training, the effectiveness of employee training programs has not been well-established. In the current study, we examine the training delivery features of employee training programs to derive a better understanding of features that may be of best benefit in the improvement of employee affective outcomes. Specifically, and via the use of meta-analysis ( k = 79 studies totaling 107 independent effect sizes), we focus on two broad classes of affective employee training outcomes including attitudinal and motivational outcomes. Results evidence support for the effectiveness of employee workplace training interventions and indicate that employee training programs associated with attitudinal versus motivational outcomes require different features while being delivered to reach optimal effectiveness.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44409495","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
Effects of Action Planning After Employee Surveys 员工调查后行动计划的效果
IF 1.6 4区 心理学
Journal of Personnel Psychology Pub Date : 2021-10-20 DOI: 10.1027/1866-5888/a000285
Lena-Alyeska Huebner, H. Zacher
{"title":"Effects of Action Planning After Employee Surveys","authors":"Lena-Alyeska Huebner, H. Zacher","doi":"10.1027/1866-5888/a000285","DOIUrl":"https://doi.org/10.1027/1866-5888/a000285","url":null,"abstract":"Abstract. Employee surveys are commonly used tools in organizations for the purpose of organizational development. We investigated the post-survey action planning process in 3,091 organizational units (OUs) of one large company in Germany. We expected action planning to lead to improvements on subsequent employee survey scores, with OUs that continuously and repeatedly planned actions showing the greatest improvements. Results suggest that the development of action plans can lead to improvements on subsequent survey scores, but effect sizes were generally small. Furthermore, managers who initiated action planning in the previous year were more likely to do so again the following year. Overall, these findings contribute to the literature on employee surveys by investigating effects of post-survey action planning.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42347131","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: 3
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