Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale最新文献_第8页

It's just a game! Effects of fantasy in a storified test on applicant reactions 这只是一场游戏故事化测试中的幻想对申请人反应的影响

IF 4.3 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-08-27 DOI: 10.1111/apps.12569

Marie L. Ohlms, Klaus G. Melchers, Filip Lievens

{"title":"It's just a game! Effects of fantasy in a storified test on applicant reactions","authors":"Marie L. Ohlms, Klaus G. Melchers, Filip Lievens","doi":"10.1111/apps.12569","DOIUrl":"10.1111/apps.12569","url":null,"abstract":"There is increasing attention to storification of assessments (i.e., embedding a storyline into a non-storified assessment) in research and practice and to gamified and game-based assessment in general. However, there is a surprising lack of agreement and of recommendations regarding what level of fantasy of the storyline one should choose for the storification from the perspective of applicant reactions. A distinction is typically made between fantasy (e.g., fighting aliens) and realistic (e.g., workday simulations) storylines, with both choices having their advantages and disadvantages. In this study, a sample of 195 participants was shown either a storified realistic test, a storified fantasy test, or a non-storified test. Afterwards, they rated various applicant reaction measures. Both storified assessments were rated equally positively on perceived modernity of the organization and enjoyment but the storified realistic test was superior to the storified fantasy test in terms of perceived job-relatedness, procedural fairness, organizational attractiveness, and clarity of work activity. Thus, the level of fantasy of a storyline in a storified assessment plays an important role for applicant reaction variables, whereby the overall pattern of results showed that the storified realistic test was rated most favorably, followed by the non-storified test, and the storified fantasy assessment.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.3,"publicationDate":"2024-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12569","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142324726","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

Stability and plasticity in personality: A meta-analytic investigation of their influence on cultural intelligence and five forms of job performance 人格的稳定性和可塑性：对文化智能和五种工作表现形式影响的元分析调查

IF 4.3 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-08-26 DOI: 10.1111/apps.12557

Thomas Rockstuhl, Kok Yee Ng, Soon Ang

{"title":"Stability and plasticity in personality: A meta-analytic investigation of their influence on cultural intelligence and five forms of job performance","authors":"Thomas Rockstuhl, Kok Yee Ng, Soon Ang","doi":"10.1111/apps.12557","DOIUrl":"10.1111/apps.12557","url":null,"abstract":"This meta-analysis clarifies and tests the structural relationships among the Big Five personality traits, cultural intelligence (CQ), and an expanded criterion domain of job performance. Positioning CQ in the nomological network of personality traits is timely because research has demonstrated that CQ predicts a range of work-related outcomes in today's multicultural workplace. Drawing on the Cybernetic Big Five Theory (CB5T), we conduct a meta-analytic investigation (n = 24,552; k = 109) of the metatraits of stability (shared variance of conscientiousness, agreeableness, and emotional stability) and plasticity (shared variance of extraversion and openness) on CQ and five job performance outcomes (task performance, affiliative citizenship performance, change-oriented citizenship performance, adaptive performance, and creative performance). Our findings show that CQ is a stronger mediator of the plasticity metatrait (than stability) on job performance, supporting our hypotheses. We also discover intriguing suppressor effects, suggesting that the importance of the plasticity metatrait on job performance could be underestimated in existing Big Five meta-analyses.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.3,"publicationDate":"2024-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12557","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142316936","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

The process model of self-control: Developing a measure of self-control strategies 自我控制过程模型：制定自我控制策略的衡量标准

IF 4.3 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-08-21 DOI: 10.1111/apps.12566

Mina Milosevic, Patrick D. Converse, Nicholas A. Moon, Dominic Fedele, Michael W. McFerran, Sherif al-Qallawi

引用次数: 0

Can everyone get interesting jobs? Estimating interest fit across gender, ethnicity, and education 每个人都能找到有趣的工作吗？估计不同性别、种族和教育的兴趣契合度

IF 4.3 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-08-21 DOI: 10.1111/apps.12567

Alexis Hanna, Michael L. Morris, Kevin A. Hoff, Christopher D. Nye, Kisha S. Jones, James Rounds

{"title":"Can everyone get interesting jobs? Estimating interest fit across gender, ethnicity, and education","authors":"Alexis Hanna, Michael L. Morris, Kevin A. Hoff, Christopher D. Nye, Kisha S. Jones, James Rounds","doi":"10.1111/apps.12567","DOIUrl":"10.1111/apps.12567","url":null,"abstract":"Although research and policy efforts have attempted to “even the hiring playing field” and progress equal opportunities, systemic employment patterns based on gender and ethnicity remain prevalent. An unexplored avenue of diversity, equity, and inclusion efforts is the degree to which all people can obtain jobs that fit their interests. The present study used a large, diverse sample of over 250,000 American employees to estimate the average vocational interest fit that people have with their jobs and differences in fit across race/ethnicity, gender, and education. Overall, employees showed moderate positive vocational interest fit with their jobs, with an average profile correlation of .20 between person and job interests. There were small gender differences in vocational interest fit favoring men, especially White and Hispanic men, with minimal differences across other race/ethnicity groups. However, the largest group differences emerged for education, as employees with higher educational attainment showed greater vocational interest fit, particularly among women. Further intersectional analyses added greater nuance to these results, including how various groups achieve vocational interest fit across different types of jobs. Altogether, this work provides important fit benchmark estimates for researchers, counselors, organizational placement, and theory refinement.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.3,"publicationDate":"2024-08-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142316665","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

Tackling adversity with open minds: Team personality composition facilitates shared leadership and team resilience 以开放的心态应对逆境：团队个性构成有利于共同领导和团队复原力

IF 4.3 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-08-20 DOI: 10.1111/apps.12568

Rebecca Mitchell, Shauna von Stieglitz, Jun Gu, Brendan Boyle, Anna Carmella G. Ocampo

{"title":"Tackling adversity with open minds: Team personality composition facilitates shared leadership and team resilience","authors":"Rebecca Mitchell, Shauna von Stieglitz, Jun Gu, Brendan Boyle, Anna Carmella G. Ocampo","doi":"10.1111/apps.12568","DOIUrl":"10.1111/apps.12568","url":null,"abstract":"Resilient teams can efficiently resolve disruption and overcome adversity. Despite growing interest in building and maintaining resilient teams, our understanding of the factors that promote team resilience necessitates further theorizing and empirical testing. Based on conservation of resources and shared leadership theories, we propose that team member personality (i.e., mean openness to experience) serves as a resource that facilitates team resilience via shared leadership. Further, we argue that the strength of influence of shared leadership on team resilience is contingent on the variance of openness to experience scores among team members. We draw our conclusions from three studies (i.e., two recall experiments and a multi-source field study) involving working professionals in virtual teams. Our findings shed light on the interactive role of team member personality in explaining team resilience, thereby extending our knowledge of the personality predictors of shared leadership and team resilience.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.3,"publicationDate":"2024-08-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12568","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142316738","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

Development and validation of the Nature Experiences Questionnaire: A brief multidimensional measure of nature connection 开发和验证自然体验问卷：自然联系的简明多维测量方法

IF 4.3 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-08-02 DOI: 10.1111/apps.12565

Leah Hague, Paula Brough, Ralf Buckley, Nicola Burton, Jason Spedding

{"title":"Development and validation of the Nature Experiences Questionnaire: A brief multidimensional measure of nature connection","authors":"Leah Hague, Paula Brough, Ralf Buckley, Nicola Burton, Jason Spedding","doi":"10.1111/apps.12565","DOIUrl":"10.1111/apps.12565","url":null,"abstract":"Nature connection is a common construct in research examining relationships between the natural environment and human well-being. The multidimensionality of the concept is often described but rarely reflected in existing unidimensional measures, which can also be limited by poor psychometric characteristics. This research aimed to develop and validate a new brief (9-item) multidimensional self-report measure: The Nature Experiences Questionnaire (NEQ). Scale items were formulated from a review of relevant literature and in consultation with experts. Study 1 investigated the underlying structure using exploratory factor analysis in a sample of 142 undergraduate psychology students. The resulting three-factor solution was replicated in Studies 2 and 3 using confirmatory factor analyses in independent samples of community members (n = 231) and workers (n = 2629). The NEQ was positively correlated with two existing measures of nature connection, and the three subscales (nature affect, cognitions and behaviour) predicted more variance in well-being. The NEQ demonstrated robust psychometric properties over time and was predictive of worker well-being, relaxation from work and job satisfaction. The implications and recommendations for the use of this measure are discussed.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.3,"publicationDate":"2024-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12565","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142316717","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

Why do perfectionists procrastinate (or not)? Exploring the interaction between perfectionism dimensions through self-determination theory 完美主义者为何拖延（或不拖延）？通过自我决定理论探索完美主义各维度之间的相互作用

IF 4.3 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-08-01 DOI: 10.1111/apps.12563

Xiao Wang, Joshua L. Howard, Lifeng Zhong

{"title":"Why do perfectionists procrastinate (or not)? Exploring the interaction between perfectionism dimensions through self-determination theory","authors":"Xiao Wang, Joshua L. Howard, Lifeng Zhong","doi":"10.1111/apps.12563","DOIUrl":"10.1111/apps.12563","url":null,"abstract":"Research on perfectionism and workplace procrastination has typically examined perfectionism through two dimensions: perfectionist strivings (PS) and perfectionist concerns (PC), which are inversely associated with procrastination. Recognizing that these two dimensions often coexist in varying degrees within individuals, our study conducted an interaction analysis to elucidate the associations between individual dimensions and their combined presence across four distinct perfectionism profiles. Based on self-determination theory, we examined the interaction between the two dimensions on procrastination through three psychological mediators: autonomous motivation, controlled motivation, and psychological distress. In a three-wave study involving 376 employees, we observed that the associations between PS and mediators vary with the level of PC, thus responding to the contentious debate of whether PS are beneficial. Additionally, we employed a three-way interaction analysis to explore how different profiles of perfectionism react under external performance pressure, particularly in relation to their levels of procrastination. As ambitious perfectionists (high PS, low PC) emerged as the optimal profile under stressors, our study further identified the particularly beneficial role of PS, especially in the presence of stressors. Our analyses shed new light on the relationships between trait perfectionism and workplace procrastination behavior. We discussed theoretical and practical implications.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"74 1","pages":""},"PeriodicalIF":4.3,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142428985","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

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 4.3 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":"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":4.3,"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 4.3 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":"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":4.3,"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 4.3 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":"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":4.3,"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