Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale最新文献

{"title":"Physical disability in the workplace: A career life cycle review","authors":"Sophia R. Thomas,&nbsp;Caraline S. Malloy,&nbsp;Christine L. Nittrouer","doi":"10.1111/apps.70138","DOIUrl":"https://doi.org/10.1111/apps.70138","url":null,"abstract":"<p>This review examines how individuals with physical disabilities experience the career life cycle, with a central focus on how variability in physical disability visibility shapes the accommodations provided to these individuals and their broader career experiences. Using Web of Science and Scopus, we screened 1871 peer-reviewed English-language empirical articles and retained 291 studies focused on physical disability at work. Articles were coded for topics such as disability type, career stage, and country of origin. Descriptive synthesis revealed a predominance of mobility and musculoskeletal impairments and a strong concentration of studies conducted in high-income Western countries. Thematic analysis identified consistent patterns across career stages, including bias in recruitment and selection, barriers to onboarding and development, performance-related bias, limited advancement opportunities, and mixed implementation of workplace accommodations. Across stages, physical disability visibility consistently appears to moderate accommodation experiences, with employees with less visible physical disabilities facing greater skepticism about accommodation legitimacy, and those with more visible physical disabilities encountering prescriptive assumptions about their needs. Overall, this review highlights a fragmented set of evidence shaped by deficit-based assumptions, narrow disability coverage, and individual-level methodologies. We call for future research that integrates interpersonal, organizational, and policy-level dynamics to better explain how physical disability at work interacts with career stage, visibility, and context, offering guidance for scholars, practitioners, and policymakers seeking to develop more equitable and sustainable career pathways for employees with physical disabilities.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 5","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70138","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148942712","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How daily work reflection influences exploration behaviour: A randomised field experiment","authors":"Yijing Liao,&nbsp;Bin Wang,&nbsp;Beiling Li,&nbsp;Xinye Cai,&nbsp;Jing Qian,&nbsp;Xiaoyu Yu","doi":"10.1111/apps.70137","DOIUrl":"https://doi.org/10.1111/apps.70137","url":null,"abstract":"<p>Based on the framework of the experiential learning cycle, prior research has widely assumed that reflection promotes exploration, which subsequently facilitates learning from past experiences. However, empirical evidence regarding how and when this process unfolds remains limited. Based on affective events theory, this study aims to explore how daily work reflection influences exploration behaviour through emotional mechanisms. Data were collected from 102 full-time employees for 10 consecutive working days with experience sampling methodology. In the morning of each workday, participants were randomly assigned to one of three reflection conditions: reflecting on previous workday's success experiences, error experiences or neutral work events (i.e., the control group). Results from multilevel analyses showed that reflecting on successful working experiences had positive effects on daily exploration behaviour via increased attentiveness, whereas reflecting on error working experiences showed negative effects on daily exploration behaviour via decreased attentiveness and increased shame. Besides, performance-prove goal orientation (PPGO) had a cross-level moderating effect on the relationship between error experience reflection and attentiveness. That is, the negative relationship between error experiences reflection intervention and attentiveness was stronger for employees with higher levels of PPGO. Theoretical contributions and practical implications are discussed.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 5","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-09-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148942116","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How and when customer cyber incivility relates to employees' work and nonwork outcomes: The roles of ego depletion and social support","authors":"Yujing Liu,&nbsp;Liang-Chih Huang,&nbsp;Gordon W. Cheung,&nbsp;Shyh-Jer Chen","doi":"10.1111/apps.70135","DOIUrl":"https://doi.org/10.1111/apps.70135","url":null,"abstract":"<p>As service delivery moves further online, customer–employee exchanges are shifting from traditional face-to-face encounters to computer-mediated interactions. Although research has extensively documented the adverse effects of customer incivility in face-to-face service settings, little is known about its online counterpart (i.e., customer cyber incivility). Drawing on ego depletion theory and conservation of resources theory, we develop a theoretical model to explain <i>how</i> and <i>when</i> customer cyber incivility relates to employees' work and nonwork outcomes. We propose that employees' exposure to customer cyber incivility is positively associated with ego depletion, which in turn is related to lower service performance at work and greater work–family conflict at home. In addition, two forms of social support—cognitive social sharing (informational support) and job social support (instrumental support)—attenuate the association between customer cyber incivility and ego depletion and the corresponding indirect associations with work and nonwork outcomes via ego depletion. We tested the model through a 10-day experience-sampling study (Study 1) and two scenario-based experiments (Studies 2A and 2B). Overall, the findings provided more consistent support for the proposed relationships involving work–family conflict than for those involving service performance: The former were supported across all three studies, whereas the latter were supported only in Studies 2A and 2B. This research contributes to the incivility literature by shifting attention to cyber service interactions and identifying cognitive social sharing and job social support as distinct yet complementary resource-based moderators.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 5","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70135","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148816518","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Socioeconomic status across the career life cycle: A review and research agenda","authors":"Andrea Bazzoli,&nbsp;Deepshikha Chatterjee,&nbsp;Anna F. Gödöllei,&nbsp;Cassandra N. Phetmisy","doi":"10.1111/apps.70134","DOIUrl":"https://doi.org/10.1111/apps.70134","url":null,"abstract":"<p>Socioeconomic status (SES) exerts a substantial yet underexamined influence on employees' experiences in organizations. Positioning SES as a core dimension of diversity, equity, and inclusion, our review examines how SES shapes workers' experiences and identities across the career life cycle, while considering how future-of-work developments may alter these processes. We synthesized empirical studies on SES in the workplace and organized findings along a three-stage career life cycle: “getting in” (selection and hiring); “navigating” (on-the-job experiences); and “moving up, out, and on” (career progression and social mobility). Our review shows that SES shapes organizational life through recurring mechanisms that accumulate across career stages. During entry, SES-related credentials, networks, and other resources can function as proxies for merit and fit. After entry, low-SES employees often face a “navigation tax”: the additional cognitive, relational, and financial effort required to participate in workplaces organized around higher-SES norms. Later, SES shapes whether career advancement and mobility are available through leadership pipelines, transition costs, and the uneven viability of entrepreneurship and self-employment. We advance a mechanism-centered research agenda that integrates SES into organizational theories and highlights implications for designing career systems that reduce the extent to which work-related opportunities depend on socioeconomic origin.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-08-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148753693","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Choosing by religion: Similarity–attraction and religious beliefs in social media assessments","authors":"Franz W. Mönke,&nbsp;Aditya Simha,&nbsp;Hamida Farshid Kooshani,&nbsp;Rosalie Mankel,&nbsp;Philipp Schäpers","doi":"10.1111/apps.70127","DOIUrl":"https://doi.org/10.1111/apps.70127","url":null,"abstract":"<p>Social media assessments in selection increasingly expose applicants' religious beliefs, yet the implications of growing religious diversity in applicant pools remain underexplored. Leveraging social identity theory and the similarity–attraction paradigm, we examine how recruiters respond when applicants openly share their religious beliefs on social media (e.g., LinkedIn). To this end, U.S. working professionals evaluated an applicant's hireability based on a manipulated LinkedIn profile in a 4 (religious belief: Christian, Muslim, Jewish, control) by 2 (qualification: low vs. high) design. In Study 1 (<i>N</i> = 372), a religion-stratified sample screened a mid-20s female applicant. In Study 2 (<i>N</i> = 294), participants screened a mid-60s male applicant. Across both studies, we found that similarity in religious beliefs increased raters' liking of the applicant, which in turn predicted ratings of task performance, organizational citizenship behavior, and overall hireability (e.g., interview invitations), above and beyond the applicant's actual qualifications. This bias was further shaped by both individual (rater religiosity, Study 1) and contextual moderators (news engagement with a religiously charged event, i.e., the Israel–Hamas War). Together, our findings position similarity perceptions as a central mechanism through which religious beliefs and social media assessments can influence hiring decisions.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70127","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148848848","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"But what about the coworkers? Investigating the implications of helping newcomers for coworkers from a relational perspective","authors":"Lilang Chen,&nbsp;Zhenyu Yuan,&nbsp;Yihao Liu,&nbsp;Yijue Liang,&nbsp;Yuan Sun","doi":"10.1111/apps.70129","DOIUrl":"https://doi.org/10.1111/apps.70129","url":null,"abstract":"<p>The newcomer socialization literature frequently points to the importance of coworkers' helping for newcomers' effective onboarding. However, this literature has predominantly focused on newcomers, while overlooking the ramifications of engaging in helping for coworkers. Drawing on social exchange theory, we adopt a coworker-centric lens and investigate the implications of helping for the coworkers themselves. We tested our model with a field study (Study 1) and an online vignette study (Study 2), which provided good support for our study hypotheses. Specifically, we found that the reciprocity (or lack thereof) of social exchange between coworkers and newcomers, captured via the interaction effect between coworkers' helping and newcomers' task performance, may influence coworkers' evaluations of whether their relationships with newcomers have met their expectations. In turn, met relationship expectations positively affect coworkers' evaluations of newcomers' work competence, which are then associated with lower levels of coworkers' stress when interacting with newcomers and higher levels of coworkers' acceptance of newcomers as legitimate organizational members. Based on these findings, we discuss the implications for newcomer socialization research and practice.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-08-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148753362","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Does digital transformation promote (or inhibit) employee knowledge sharing? The roles of state regulatory focus and employee status","authors":"Yanghao Zhu,&nbsp;Lirong Long,&nbsp;Shiyingzi Huang,&nbsp;Zejie Huang","doi":"10.1111/apps.70117","DOIUrl":"https://doi.org/10.1111/apps.70117","url":null,"abstract":"<p>Digital transformation is developing rapidly and is of great significance to organizational knowledge management. However, most existing studies focus on the macro level, paying attention to its impact on the organizational knowledge management structure while neglecting the knowledge management behaviors of individual employees at the micro level. At the micro level, however, employees' willingness to share knowledge is often the foundational prerequisite for successful organizational knowledge management. In view of this, this study aims to explore how enterprise digital transformation influences employees' knowledge sharing behavior through state promotion focus and state prevention focus based on the regulatory focus theory, as well as to examine the moderating roles of employees' status in these relationships. By collecting survey data of 214 employees in China at three time points, we find that enterprise digital transformation can increase employees' knowledge sharing behavior via enhancing their state promotion focus. However, for high-status employees, enterprise digital transformation may instead lead them to develop a state prevention focus, which subsequently reduces their knowledge sharing behavior. Drawing on the regulatory focus theory, this study broadens the theoretical horizon of enterprise digital transformation and knowledge management at the micro level. Simultaneously, this study offers practical counsel for knowledge management in the throes of digital transformation.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148752976","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Paradox lost: A systematic review of trans workplace research and the case for a trans epistemology","authors":"Mateo Cruz","doi":"10.1111/apps.70132","DOIUrl":"https://doi.org/10.1111/apps.70132","url":null,"abstract":"<p>The purpose of this review is to synthesize 92 target-focused empirical studies about transgender and nonbinary employee experiences published between 2010 and 2025. By focusing on epistemological orientations, findings indicate studies vary in approach and interpretation, with 25 studies adopting a positivist approach that treats phenomena as objective and measurable, 41 that use a critical realist approach that considers the interaction between the individual and their context, and 23 that adopt a relativistic stance, where reality is viewed as socially constructed and meaning therefore dynamic and interpretive. Three studies combine approaches. Consequently, the studies analyzed rest on different assumptions about the nature of trans identity in the workplace, which may affect theory building and obscure why studying “transness” is critical to the advancement of organizational science. Though science and practice benefit from studies that treat trans employees as a social identity group, findings suggest that additional insight is gained when “transness” itself is studied as a unique and paradoxical way of knowing where gender is treated as an intrinsic way of being that can only take form in a social context. Adopting such an approach may allow researchers to focus less on the difficulties trans employees encounter individually and more on the organizational norms that perpetuate barriers for trans and cisgender people alike.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148752975","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Disentangling daily job crafting: A diary study on motivational and energetic outcomes","authors":"Laura Berkemeyer,&nbsp;Carmen Binnewies,&nbsp;Micha Hilbert,&nbsp;Despoina Xanthopoulou","doi":"10.1111/apps.70130","DOIUrl":"https://doi.org/10.1111/apps.70130","url":null,"abstract":"<p>Although job crafting is generally associated with positive employee outcomes, evidence suggests that different job crafting strategies may have distinct connections with motivation and energy. However, little is known about the psychological mechanisms through which specific daily job crafting strategies are associated with employee engagement and energy depletion across the workday. This daily diary study examines the differential effects of four daily job crafting strategies (optimizing demands, seeking resources, seeking challenges, and reducing demands) on daily work engagement and energy depletion. Based on self-determination and self-regulation theories, we hypothesize that optimizing demands, seeking resources, and seeking challenges relate positively to work engagement through basic need satisfaction, while reducing demands relates directly and negatively to work engagement. We expect that all four job crafting strategies relate positively to energy depletion at noon and, consequently, to greater energy depletion at the end of the workday. Simultaneously, we propose a competitive (i.e., negative) main effect, arguing that optimizing demands, seeking resources, and seeking challenges may also help replenish resources during the day and therefore relate directly and negatively to energy depletion at the end of the workday. Diary data were collected from 95 employees (<i>N</i> = 327 days) three times per day over one workweek. Daily optimizing demands associated positively with daily work engagement. Daily autonomy and competence need satisfaction mediated this relationship. Daily reducing demands related negatively with daily work engagement via lower competence need satisfaction. Daily reducing demands related positively to energy depletion at the end of the workday via energy depletion at noon. Contrary to expectations, daily optimizing demands and seeking resources related negatively and indirectly to daily energy depletion at the end of the workday via energy depletion at noon.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-08-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148752783","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Adjusting to life after the fire service: Maintaining connections and preserving meaning supports health and well-being in retired firefighters","authors":"Niamh McNamara,&nbsp;Neela S. Mühlemann,&nbsp;Clifford Stevenson,&nbsp;Catherine Haslam,&nbsp;Rowena Hill,&nbsp;Niklas K. Steffens,&nbsp;Sarah V. Bentley","doi":"10.1111/apps.70131","DOIUrl":"https://doi.org/10.1111/apps.70131","url":null,"abstract":"<p>This paper explores the challenges and opportunities faced by individuals retiring from vocational professions that are central to their self-concept. Focusing on firefighters, we examine how group memberships and social identities influence adjustment to retirement and the effectiveness of identity-based coping strategies in promoting mental health and well-being. Using a mixed-methods design, we conducted semi-structured interviews with 20 retired firefighters and a two-wave longitudinal survey (<i>N</i> = 313) to investigate how firefighter identity shapes the retirement experience. Findings show that while the firefighter identity served as a psychological resource during working life, its loss in retirement led to a profound sense of lost meaning and purpose. The demanding nature of the role limited engagement with other social groups, reducing social resilience post-retirement. In line with the Social Identity Model of Identity Change, successful adjustment involved using the firefighter identity to scaffold access to identity-based resources that restored meaning and supported well-being. These findings enhance understanding of why certain occupations may leave individuals vulnerable in retirement and contribute to the identity and health literature by identifying strategies to manage social identity transitions. Practical implications for supporting vocational retirees through this life change are discussed.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70131","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148617284","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}