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

{"title":"Contextualizing personality–job performance relationships: A cultural tightness–looseness-based meta-analysis","authors":"JeongJin Kim,&nbsp;Mina Son,&nbsp;Reeshad S. Dalal,&nbsp;Julia I. Baines,&nbsp;Teresa N. Bui,&nbsp;Ho-Chun Tsai,&nbsp;Nicole Aranda,&nbsp;Seth A. Kaplan","doi":"10.1111/apps.70126","DOIUrl":"https://doi.org/10.1111/apps.70126","url":null,"abstract":"<p>Cultural tightness–looseness (CTL), commonly studied in the cross-cultural psychology literature, has been proposed as a distal (i.e., country-level) operationalization of situational strength, with tight and loose countries representing strong and weak country-level situations, respectively. However, situational strength-driven moderation hypotheses had not previously been tested empirically using CTL. Following previous studies involving more proximal operationalizations of situational strength that focused on relationships between personality and job performance, we propose that certain personality–performance relationships are moderated (often attenuated but in some cases enhanced) by the distal situational strength operationalization of CTL. Using two meta-analytic datasets (one original and one archival), we provide the first empirical and indeed meta-analytic test of CTL moderation and examine potential mechanisms for such moderation (e.g., whether the variance in conscientiousness and/or performance is restricted in tight countries). In general, across two different ways of scoring CTL and across several job performance outcomes, the meta-analytic findings do not support the idea that country-level CTL acts in a manner expected by situational strength theory. Moreover, the findings do not depend on the source of performance ratings, primary study design (cross-sectional vs. longitudinal), economic conditions (gross domestic product), outliers, publication bias, or several other factors. Thus, in terms of practical implications for employee selection, employee performance is as robustly predictable from employee (or job applicant) personality scores in tight countries as in loose countries. We suggest future research that (a) assesses CTL and more proximal occupational strength simultaneously and (b) uses CTL measures that are themselves more proximal and that use a work/job (vs. general) frame of reference.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70126","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148615910","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":"Mind over money: Money, overearning, and mindfulness","authors":"Fabian Christandl,&nbsp;Theresa Merholz","doi":"10.1111/apps.70128","DOIUrl":"https://doi.org/10.1111/apps.70128","url":null,"abstract":"<p>Previous research shows that people tend to overearn, that is, forgo leisure to work and earn beyond their needs. This results from mindless accumulation, defined as the tendency to work and earn until feeling tired rather than until having enough. The current research extends these findings by exploring whether the concept of money, which is deeply embedded in our (business) culture, serves as a trigger for the overearning effect and whether this effect is moderated by mindfulness. Study 1 demonstrates that exposure to money cues leads to increased overearning. Study 2 reveals that money cues enhance the willingness to spend more time on paid work, which in turn results in higher levels of overearning. Study 3 indicates that participants exposed to an 8-min guided mindfulness meditation are less influenced by money cues and, as a consequence, exhibit lower levels of overearning. These results are discussed in light of the assumptions and limitations of the minimalist paradigm used.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70128","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148616084","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":"It's the fit that matters: Cognitive appraisal of job resources as an extension of the transactional stress model","authors":"Miriam Arnold,&nbsp;Svenja Leimbach,&nbsp;Wiebke Jöhrens,&nbsp;née Plückhahn,&nbsp;Thomas Rigotti","doi":"10.1111/apps.70125","DOIUrl":"https://doi.org/10.1111/apps.70125","url":null,"abstract":"<p>The transactional model of stress proposes that individuals appraise environmental conditions as stressful, irrelevant, or benign positive. Categorizing job resources as benign-positive environmental stimuli, we explored the primary appraisal of job resources to identify related cognitive appraisal indicators and determined if these cognitive appraisals mediate the relationship between job resources and employee outcomes. We conducted three studies: Studies 1 and 2 used a 3-month time-lagged design and involved 309 and 1697 participants, respectively, whereas Study 3 used a weekly diary design with 233 participants. Confirmatory factor analyses, hierarchical linear modeling, and multilevel structural equation modeling provided robust support for most hypotheses. Cognitive appraisal of job resources was distinct from job resources and included perceived quantity, quality, and temporal fit. The cognitive appraisal of both autonomy and social support mediated their respective relationships with emotional exhaustion and job satisfaction. For social support, the mediation was also supported for work engagement. In the weekly diary study, cognitive appraisal further mediated associations between job resources and need for recovery, although support was less consistent across levels of analysis for autonomy. The three studies highlight the significance of cognitive appraisal concerning two critical job resources. However, the specific sample of teachers and principals limits the generalizability of the results. We discuss extending resource appraisal to other job resources and the role of different time lags.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148615497","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":"Value and moral divergences between management researchers and managers: Evidence and a future research agenda","authors":"Jake B. Telkamp,&nbsp;Marc H. Anderson","doi":"10.1111/apps.70120","DOIUrl":"https://doi.org/10.1111/apps.70120","url":null,"abstract":"<p>We know little about the values and morals that management researchers hold and whether they align with a key set of stakeholders they intend to inform—managers in industry. This alignment matters because values and morals serve as guiding principles and are important drivers of attitudes and behavior, and differences in values and morals can cause conflicts, misunderstandings, and a lack of trust. In this empirical study, we take stock of the values and morals of US-based management researchers and compare them with a sample of US-based practicing managers and establish the phenomenon of value divergences. We found differences on 12 of the 19 values, with managers placing more emphasis on the five values of power–dominance, security–societal, tradition, hedonism, and humility and researchers placing more emphasis on the seven values of achievement, self-direction–thought, self-direction–action, benevolence–dependability, benevolence–caring, universalism–concern, and universalism–tolerance. In addition, managers placed greater weight on four of the six moral foundations: equality, loyalty, authority, and purity. We found that managers were slightly less liberal on average than the management researchers but only for social issues and not economic issues. We discuss several theoretical and practical implications of these findings and offer a future research agenda for how future work can address scholarly value “blind spots” through better understanding researcher and manager similarities and differences.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70120","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148467636","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":"Torn between safeguarding economic stability and health: A first empirical exploration of the employment-health dilemma","authors":"Franziska J. Kößler,&nbsp;Jenny S. Wesche","doi":"10.1111/apps.70122","DOIUrl":"https://doi.org/10.1111/apps.70122","url":null,"abstract":"<p>The employment–health dilemma is a theoretical framework to analyze the experiences of workers who face a combination of economic and health threats. It arises when workers in health-threatening jobs have few attractive job prospects and feel trapped in the dilemma of accepting/keeping a health-threatening job or quitting/rejecting that job and possibly incurring unemployment. This study provides a first qualitative exploration of this dilemma. As the corona crisis facilitated the emergence of economic and health threats in support staff in the healthcare industry (e.g., cleaners), we interviewed 45 of them regarding their experiences during the pandemic. More than half of the interviewees who met our inclusion criteria reported experiencing an employment–health dilemma, accompanied by mostly negative emotions and rumination. These interviewees encountered threats that severely restricted their courses of action. Moreover, the results of the qualitative content analysis supported the assumption that economic and health threats have antecedents at the societal, organizational, and individual level. Highlighting the interplay between precarious employment and hazardous work, this study supports the consideration of societal aspects that shape employment and health. We discuss the generalizability of our findings beyond this specific work context and time.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70122","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148467160","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":"Retention at risk: Progressive community expectation violations among professionals of color","authors":"Larry R. Martinez,&nbsp;Jennifer Saucedo,&nbsp;Emily J. Ready,&nbsp;Baylor A. Graham,&nbsp;Nicholas A. Smith,&nbsp;Kelly M. Hamilton,&nbsp;Vicki Nakashima,&nbsp;Mari Watanabe","doi":"10.1111/apps.70124","DOIUrl":"https://doi.org/10.1111/apps.70124","url":null,"abstract":"<p>In parts of the United States, there is a paradox: communities cultivate strong reputations for being progressive and welcoming, yet professionals of color may nevertheless experience those same places as exclusionary. Taking a mixed-methods approach, we examine this paradox in Portland, OR and the surrounding region. In Study 1, we conducted interviews with professionals of color who had lived and worked in the Portland metro area to understand how they experienced a predominantly White community widely known for its progressive ideals. Their narratives revealed what we term “progressive community expectation violations” (mismatches between expectations that the community would be inclusive and progressive and lived experiences of racism and exclusion). Participants described these violations in relation to Portland's broader image, everyday interactions, comparisons with other locations, and contrasts between racial inclusion and the inclusion afforded to other marginalized groups. They further linked these experiences to diminished belonging in the community, everyday and work-related strain, and multiple forms of withdrawal-related responses. In Study 2, we surveyed professionals of color with experience working in the Portland region and found support for a model in which progressive community expectation violations were associated with lower community belonging and, through belonging, greater work-related strain. Organizational inclusion climate and perceived organizational support buffered the relationship between community belonging and work-related strain. Together, our findings highlight how community reputations, community experiences, and organizational contexts jointly shape the lived experiences and retention-related concerns of professionals of color in predominantly White, ostensibly progressive regions.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148467103","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":"Bridging home and work: Sequential mediation in the daily home-to-work spillover of crafting","authors":"Xicheng Guo,&nbsp;Zhongjun Wang,&nbsp;Lidan Liu,&nbsp;Steve M. Jex,&nbsp;Yan Tu,&nbsp;Yisheng Peng,&nbsp;Sumin You","doi":"10.1111/apps.70118","DOIUrl":"https://doi.org/10.1111/apps.70118","url":null,"abstract":"<p>Grounded in the work–home resources (W–HR) model, this study investigates the cross-domain effects of home crafting on job crafting. It examines different subforms of crafting, highlights the sequential mediating roles of family performance and positive affect, and tests an evening-to-next-day enrichment process. Through a daily diary methodology, data were collected twice per day over five consecutive workdays from 112 full-time employees. The findings reveal that evening home reducing demands, but not home seeking resources or seeking challenges, enhance family performance and subsequently foster positive affect. These resource gains then spill over into the work domain by promoting next-day job seeking challenges, but not job seeking resources or reducing demands, ultimately boosting job performance. The sequential indirect effect also received support. By elucidating the temporal dynamics of crafting behaviors and specifying a resource-gain pathway across home and work roles, this study extends crafting theory beyond the workplace and refines understanding of cross-domain crafting processes. Practical implications include strategies for promoting work–home functioning and encouraging employees to leverage home crafting as a pathway to improved well-being and performance.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148466739","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":"The suppressing effect of AI dependency in the workplace: Can frequent use of AI enhance practitioners' job self-efficacy?","authors":"Suyang Ye,&nbsp;Sanjun Jiang,&nbsp;Shuwen Li","doi":"10.1111/apps.70121","DOIUrl":"https://doi.org/10.1111/apps.70121","url":null,"abstract":"<p>Artificial intelligence (AI) is rapidly becoming a primary channel through which employees access information and solve problems at work. Drawing on media dependency theory, we theorize that workplace AI use exerts a suppressing effect on practitioners' job self-efficacy in task-focused achievement contexts. Specifically, AI use can directly bolster job self-efficacy by facilitating task accomplishment. At the same time, frequent AI use may foster AI dependency, reducing employees' engagement in competence-relevant cognitive work and, in turn, weakening mastery-based confidence. Across a multi-source, time-lagged field study and a scenario experiment, results support this competing-process account: workplace AI use showed a positive direct association with job self-efficacy, whereas AI dependency carried a negative indirect effect, yielding a significant suppressing effect. We further identify proactive feedback to AI as a key boundary condition that attenuates the negative effect of AI dependency on job self-efficacy and renders the suppressing effect nonsignificant at higher levels of feedback. This research clarifies how organizations can leverage AI for performance gains while safeguarding employees' perceived capability.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148466740","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":"From playful work design to playful family design: How personality and compassionate love shape playfulness across domains","authors":"Siqi Wang,&nbsp;Yasin Rofcanin,&nbsp;Mireia Las Heras,&nbsp;Yuri Scharp,&nbsp;Arnold Bakker,&nbsp;Can Ererdi,&nbsp;Maria Jose Bosch","doi":"10.1111/apps.70123","DOIUrl":"https://doi.org/10.1111/apps.70123","url":null,"abstract":"<p>Play is a universal phenomenon—but how universal is it across life domains? Playful work design (PWD) refers to self-initiated play during work activities to make tasks more fun and challenging. Drawing on the work–home resources model, we investigate whether PWD reduces job boredom and spills over into the home domain. To conceptualize this cross-domain dynamic, we introduce playful family design (PFD) as a novel construct that reflects the self-initiated pursuit of playfulness in family life. We also examine whether personal (playful personality) and relational (compassionate love) resources moderate the relationship between PWD and job boredom. We tested our hypotheses using a 10-day daily diary study with 706 full-time employees across nine countries (<i>N</i> = 4110 observations). Multilevel analyses showed that PWD significantly reduced job boredom and was positively associated with PFD. Furthermore, playful personality and compassionate love emerged as significant moderators. Our findings advance the playfulness literature by introducing PFD as a novel construct and by showing that playfulness may extend across work and family life while helping to reduce job boredom.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70123","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148466659","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":"Who is more likely to find a job? A person-centred approach to the study of employability profiles among older jobseekers","authors":"Nicolas Bazine,&nbsp;Jean-Luc Bernaud,&nbsp;Laure Guilbert,&nbsp;Ève Saint-Germes,&nbsp;Natacha Pijoan,&nbsp;Laurence Ruiu-Renard,&nbsp;Anne Pignault","doi":"10.1111/apps.70119","DOIUrl":"https://doi.org/10.1111/apps.70119","url":null,"abstract":"<p>This study examined whether distinct employability profiles could be identified among a sample of older jobseekers (45 years and over) and how these profiles are associated with various job-search strategies (i.e., intensive, haphazard, exploratory and focused) and job outcomes (i.e., being employed and number of job interviews) within a time-lagged design. Using latent profile analysis on a sample of 1026 older jobseekers, three distinct profiles were identified at Time 1 (e.g., <i>typical</i>, <i>well-equipped</i> and <i>at risk</i>), differing in levels of perceived employability and employability-related competencies. The profiles were further associated differentially with job-search strategies, including job-search intensity as well as focused, exploratory and haphazard search behaviours. At Time 2, the profile <i>well-equipped</i> showed the highest likelihood to be employed despite reporting fewer job interviews, whereas the <i>at-risk</i> profile displayed both less adaptive job-search strategies (exploratory and focused) and the lowest re-employment prospects. In addition, perceived health and unemployment duration emerged as significant antecedents of profile membership. Taken together, these results highlight the added value of a person-centred approach for capturing heterogeneity in employability and job-search processes among older jobseekers and for better understanding the conditions under which employability translates into successful re-employment.</p>","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"75 4","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.70119","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148386702","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}