Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale最新文献_第4页

Perfect conformity to observable minimal rituals engenders trust: An experimental test of the signaling hypothesis 完全遵守可观察到的最低限度的仪式会产生信任：信号传递假说的实验验证

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-07-31 DOI: 10.1111/apps.12555

Jonathan H. W. Tan, Dinithi N. Jayasekara

{"title":"Perfect conformity to observable minimal rituals engenders trust: An experimental test of the signaling hypothesis","authors":"Jonathan H. W. Tan, Dinithi N. Jayasekara","doi":"10.1111/apps.12555","DOIUrl":"https://doi.org/10.1111/apps.12555","url":null,"abstract":"Rituals are ubiquitous in organizations and society. Ritual conformity can signal one's commitment to the group and in turn engender trust. However, its signaling effect is elusive as cooperative individuals might self-select into groups that demand more conformism, as groups inculcate rituals promoting prosocial values and norms, or as it induces group biases in altruism and fairness. We experimentally test the causal signaling effect of rituals by manipulating the observability of conformity to synthetic minimal rituals across minimal groups in the laboratory. We find that only perfect and observable conformity in groups engenders increased trust. Non-conformity by group members erodes the trust of perfect conformists. Observing perfect conformity also increases ingroup sharing if reciprocity by co-players yields mutual benefit even when it is costless to unilaterally benefit others, but not when it yields neither mutual benefit nor welfare gains. Thus, we confirm that perfect conformity to observable rituals signals a commitment to mutual beneficence and in turn engenders trust.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142430402","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}

引用次数: 0

Exploring the “inner compass”: How career strivings relate to career self-management and career success 探索 "内在指南针"：职业追求与职业自我管理和职业成功的关系

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-07-29 DOI: 10.1111/apps.12562

Andreas Hirschi, Dandan Pang

{"title":"Exploring the “inner compass”: How career strivings relate to career self-management and career success","authors":"Andreas Hirschi, Dandan Pang","doi":"10.1111/apps.12562","DOIUrl":"https://doi.org/10.1111/apps.12562","url":null,"abstract":"This research investigates the relations between career strivings, career self-management behaviors, and career success. Examining 312 German workers with two measurement waves, Study 1 reveals that career strivings significantly positively relate to engagement in various career behaviors, extending beyond the scope of established motivational variables. Specifically, we observed that self-enhancement strivings correlate with self-promotion activities, self-transcendent strivings with helping behaviors, and personal growth strivings with continuous learning. In Study 2, incorporating three measurement waves and involving 299 German workers, examines how these career strivings differentially relate to objective career success and career satisfaction. Our findings indicate that self-enhancement strivings are associated with higher leadership positions and workplace status, while self-transcendent and personal growth strivings are linked to greater career satisfaction. Additionally, self-enhancement strivings indirectly relate to career satisfaction through increased recognition. In contrast, self-transcendent and personal growth strivings relate to satisfaction through experiences of meaningful work and personal development. This research underscores the significance of career strivings in influencing career self-management behaviors and success, providing novel insights into the complex interplay between individual aspirations and professional outcomes.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12562","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142316937","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}

引用次数: 0

Beyond generic support: Contextual influences on careers of gender and sexuality diverse groups in higher education 超越一般支持：高等教育中不同性别和性取向群体职业生涯的背景影响

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-07-29 DOI: 10.1111/apps.12564

Zhou Jiang, Damien W. Riggs, Ying Wang, Andrew Chapman, Susan Mate

{"title":"Beyond generic support: Contextual influences on careers of gender and sexuality diverse groups in higher education","authors":"Zhou Jiang, Damien W. Riggs, Ying Wang, Andrew Chapman, Susan Mate","doi":"10.1111/apps.12564","DOIUrl":"https://doi.org/10.1111/apps.12564","url":null,"abstract":"Despite the emerging attention to career development for gender and/or sexuality diverse (GSD) students, the literature is largely limited to generic support, missing a specific focus on either careers or being GSD. Such a generic view about contextual influences makes it difficult to guide the design and implementation of concrete, feasible practices for supporting GSD students' careers. Extending the existing body of work, this study employed qualitative methods to explore more specific, nuanced contextual factors within the university setting that influence GSD students' career development. We conducted semi-structured interviews with 25 Australian university students who self-identified as GSD. Our findings report seven major themes that could explain the influence of university contexts on the career development and experiences of GSD students. These themes include generic mentoring not always being useful, the negative effects of framing diversity as a “risk,” small things that can foster a sense of safety, the importance of designated areas and resources, the importance of advice on safe workplaces and being authentic at work, the importance of the visibility of key people, and the need for intersectional support. In addition to unpacking the influence of unique contextual features, these findings contribute to the extension of existing career frameworks such as the career self-management model into GSD contexts. Our results also shed light on detailed, implementable practical solutions for universities, career counselors, and psychologists to support the career development of GSD students.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12564","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142316938","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}

引用次数: 0

How do entrepreneurs influence their social environment? A bibliometric analysis and editorial 企业家如何影响其社会环境？文献计量分析与编辑

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-07-18 DOI: 10.1111/apps.12561

Marjan J. Gorgievski, Antje Schmitt, Sílvia Fernandes Costa, Safal Batra

{"title":"How do entrepreneurs influence their social environment? A bibliometric analysis and editorial","authors":"Marjan J. Gorgievski, Antje Schmitt, Sílvia Fernandes Costa, Safal Batra","doi":"10.1111/apps.12561","DOIUrl":"10.1111/apps.12561","url":null,"abstract":"This article introduces the special issue on how entrepreneurs influence their social environment. The purpose of this special issue is to illustrate recent research exploring some of the unresolved questions relating to and uncovering connections between entrepreneurs' characteristics, actions, and experiences with their social environment. First, we report the results of a bibliometric analysis of articles addressing how entrepreneurs influence their immediate business environment (N = 873), the immediate private environment (N = 813), and the broader societal environment (N = 2,380). Second, we describe the seven articles in this special issue, which encompass a range of theoretical frameworks, research designs, and methodologies. We believe that the research featured in this special issue offers meaningful contributions to existing knowledge and will stimulate future research into examining the boundary conditions and psychological mechanisms that potentially explain the complex effects of entrepreneurs' experiences, characteristics, and behavior on different stakeholders and entities in their proximal and distal environments.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 4","pages":"1419-1443"},"PeriodicalIF":4.9,"publicationDate":"2024-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12561","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141825586","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}

引用次数: 0

Is the devil in the details? A qualitative exploration of differentiated mindsets during job search 细节决定成败？求职过程中不同心态的定性探索

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-07-05 DOI: 10.1111/apps.12560

Lauren A. Keating, Peter A. Heslin

{"title":"Is the devil in the details? A qualitative exploration of differentiated mindsets during job search","authors":"Lauren A. Keating, Peter A. Heslin","doi":"10.1111/apps.12560","DOIUrl":"10.1111/apps.12560","url":null,"abstract":"The literature on mindsets about the plasticity of personal attributes is largely comprised of between-person studies examining the self-regulatory implications of fixed and growth mindsets. Less attention has been paid to whether mindsets differ at the within-person level, such that individuals simultaneously hold differentiated mindsets about specific abilities. In the context of a looming job loss, we conducted a qualitative investigation into whether job seekers hold different mindsets regarding their job-related networking, vacancy searching, interviewing, and negotiating abilities. Beyond the present study providing evidence of differentiated mindsets about abilities, it illustrates how qualitative methods can enable the detection of more nuance in mindsets than is currently captured in the almost universally quantitative mindset literature. These nuances include observations of how mindsets are deduced from one's experiences, the prevalence of mixed mindsets wherein individuals hold both fixed- and growth-oriented views, and that self-labeling is not only the province of fixed mindsets. Such insights have important implications for both updating assumptions about the ontology of mindsets, as well as for facilitating job seekers' engagement in various job search initiatives.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12560","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141676523","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}

引用次数: 0

A quasi-experimental investigation of differences between face-to-face and videoconference interviews in an actual selection process 对实际选拔过程中面对面面试和视频会议面试之间差异的准实验性调查

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-07-01 DOI: 10.1111/apps.12558

Markus Langer, Andrew Demetriou, Alexandros Arvanitidis, Stephane Vanderveken, Annemarie M. F. Hiemstra

{"title":"A quasi-experimental investigation of differences between face-to-face and videoconference interviews in an actual selection process","authors":"Markus Langer, Andrew Demetriou, Alexandros Arvanitidis, Stephane Vanderveken, Annemarie M. F. Hiemstra","doi":"10.1111/apps.12558","DOIUrl":"10.1111/apps.12558","url":null,"abstract":"Videoconference interviews are now integral to many selection processes. Theoretical arguments and empirical findings suggest that videoconference interviews may lead to different interview performance ratings in comparison to Face-to-Face (FTF) interviews. This has led to the question of the comparability of the psychometric properties of videoconferences and FTF interviews. However, evidence from actual selection processes stems from the beginning of the century, and recent findings predominantly stem from simulated interview contexts. We present insights from an actual selection process within a large European organization where we had the unique opportunity for a quasi-experimental investigation of differences between videoconference and FTF interviews. Initially, the organization conducted FTF interviews, and after the onset of the COVID-19 pandemic, the interviews were conducted via videoconference. We examine mean differences in applicant performance ratings and evidence for response format-related validity differences. There were only small, non-significant mean differences and no evidence for response format related validity differences. We discuss possible causes for discrepancies in our findings compared to previous research. Furthermore, we conclude that downstream consequences of differences between FTF and videoconference interviews may be lower than previously expected. We end with a call for research on the interaction between technology-design and selection-tool-design features.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12558","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141696763","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}

引用次数: 0

When and how is abusive supervision enacted toward competent subordinates? The role of supervisors' power loss concern and downward envy 何时以及如何对有能力的下属实施滥用性监督？上司的权力损失担忧和下级嫉妒的作用

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-07-01 DOI: 10.1111/apps.12559

Muhammad Umer Azeem, Inam Ul Haq, Ghulam Murtaza, Rahman Khan

{"title":"When and how is abusive supervision enacted toward competent subordinates? The role of supervisors' power loss concern and downward envy","authors":"Muhammad Umer Azeem, Inam Ul Haq, Ghulam Murtaza, Rahman Khan","doi":"10.1111/apps.12559","DOIUrl":"10.1111/apps.12559","url":null,"abstract":"In general, supervisor abuse is directed toward low-performing subordinates. Similarly, envy is typically felt by professionals in lower ranks toward those in higher positions. By contrast, this study investigates the counterintuitive relationship between the abusive behavior of envious leaders toward their competent subordinates. Specifically, we argue that supervisors become envious of competent employees when they are anxious about losing power. Multisource, time-lagged data collected from dyads (198 supervisors and 198 subordinates) in Pakistan-based organizations support the proposed hypotheses. The findings show a positive relationship between perceptions of subordinate competence, supervisors' downward envy, and abusive supervision. In addition, the relationship between perceived subordinates' competence and supervisors' envy is strong when supervisors' power loss concerns are high. This study provides useful theoretical and practical insights for human resource managers dealing with unethical workplace behavior.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141692771","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}

引用次数: 0

Perceived organizational justice in family SMEs: The challenge of HRM consistency 家族中小型企业感知到的组织公正：人力资源管理一致性的挑战

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-06-17 DOI: 10.1111/apps.12556

Brigitte Kroon, Astrid Kramer, Joyce Kox

{"title":"Perceived organizational justice in family SMEs: The challenge of HRM consistency","authors":"Brigitte Kroon, Astrid Kramer, Joyce Kox","doi":"10.1111/apps.12556","DOIUrl":"https://doi.org/10.1111/apps.12556","url":null,"abstract":"Liabilities of smallness, family relations, leadership style, and preferences are all reasons why owners of small and medium-sized family enterprises (family SMEs) apply procedures to manage employees inconsistently. For family and non-family employees of family SMEs, inconsistencies in human resource management (HRM) may be a source of frustration that hampers their performance and wellbeing. Using a sample of 713 respondents in 116 family SMEs, we examined how HRM consistency as a whole, and as three HRM bundles (ability, motivation, and opportunity) could enhance the perceived organizational justice of employees in family SMEs, and whether this differs for family and non-family employees. We indeed found that HRM consistency is a condition for perceived organizational justice of employees and that this effect was more pronounced for non-family employees than for family employees. We explain this difference by the distinct environment where the fairness heuristics of employees developed. Where non-family employees develop their fairness heuristics only in the business sphere, family employees start to develop their fairness heuristics earlier on in the family sphere. We also found evidence that inconsistencies in the motivation-enhancing HRM bundle were most susceptible to negative perceptions of organizational justice.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 4","pages":"1603-1625"},"PeriodicalIF":4.9,"publicationDate":"2024-06-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12556","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142165768","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}

引用次数: 0

Team values and team performance: A two-study investigation 团队价值观与团队绩效：两项研究调查

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-06-09 DOI: 10.1111/apps.12553

Laura Parks-Leduc, Susan L. Dustin, Gang Wang, Taylor W. Parks

{"title":"Team values and team performance: A two-study investigation","authors":"Laura Parks-Leduc, Susan L. Dustin, Gang Wang, Taylor W. Parks","doi":"10.1111/apps.12553","DOIUrl":"10.1111/apps.12553","url":null,"abstract":"Does the configuration of personal values in teams matter to team performance? Drawing from research on team composition and personal values, we conduct two studies in an effort to answer this question. In Study 1, we develop a shorter and more reliable instrument to measure personal values, the Variable Length Values Inventory (VLVI), which is unique in that the overall length of the scale can be varied; the instrument can be as short as 26 items or as long as 60 items, depending on the research question(s) of interest. In Study 2, we utilize the VLVI to test the impact of team members' values (i.e., benevolence and achievement values) on team performance. Results from 48 teams demonstrated that team member benevolence values and achievement values were related to team performance. Additionally, the achievement values of the team leader impacted performance above and beyond the influence of other team members' values. Study 2 contributes to our understanding of team composition by examining the personal values of team members and the team leader.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 4","pages":"2263-2292"},"PeriodicalIF":4.9,"publicationDate":"2024-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12553","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141367994","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}

引用次数: 0

Correction to ‘Thrivers, survivors or exiteers: A longitudinal, interpretative phenomenological analysis of the post-return-to-work journeys for workers with common mental disorders’ 对 "成功者、幸存者或退出者：对患有常见精神障碍的工人重返工作岗位后的历程进行纵向、解释性现象学分析

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-06-05 DOI: 10.1111/apps.12554

引用次数: 0