Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale最新文献_第9页

Developing and validating a team cultural intelligence scale 开发并验证团队文化智能量表

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-01-14 DOI: 10.1111/apps.12521

Joost Bücker, Hubert Korzilius

{"title":"Developing and validating a team cultural intelligence scale","authors":"Joost Bücker, Hubert Korzilius","doi":"10.1111/apps.12521","DOIUrl":"10.1111/apps.12521","url":null,"abstract":"With a social–cognitive framework, this article presents the further development and a six-step validation procedure for a team cultural intelligence (TCQ) scale that measures the abilities that cross-cultural teams need to perform vital tasks, extract information, and make decisions by leveraging the unique perspectives of diverse team members. In the first step, the confirmation of the content validity of the instrument is based on extant literature, which indicates a second-order latent factor TCQ and five first-order latent dimensions. The other validity tests appear in four empirical studies with different samples, mainly of employees working in cross-cultural teams. Reliability testing shows that, after the removal of one item, TCQ and its dimensions attain adequate to good reliability, leading to a 20-item TCQ scale. The third step reveals robust psychometric properties, in support of the assumed factor structure, and points to adequate convergent and discriminant validity. Next, tests indicate nomological and criterion-related validity of TCQ and its dimensions in relation to team performance outcomes and other team characteristics. Finally, in the sixth validation step, TCQ exhibits incremental validity for explaining variance in innovative work behavior, beyond team members' individual CQ. These findings have relevant implications and suggest avenues for further research.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1386-1415"},"PeriodicalIF":7.2,"publicationDate":"2024-01-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12521","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139623415","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

Need-supportive leadership behaviors and sickness absence among employees: The mediating role of basic psychological need satisfaction 需求支持型领导行为与员工病假：基本心理需求满足的中介作用

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-01-14 DOI: 10.1111/apps.12523

Andreas Stenling, Karina Nielsen, Anja Hagen Olafsen, Susanne Tafvelin

{"title":"Need-supportive leadership behaviors and sickness absence among employees: The mediating role of basic psychological need satisfaction","authors":"Andreas Stenling, Karina Nielsen, Anja Hagen Olafsen, Susanne Tafvelin","doi":"10.1111/apps.12523","DOIUrl":"10.1111/apps.12523","url":null,"abstract":"Research exploring relationships between leadership behaviors and sickness absence is scarce. Grounded in self-determination theory (SDT), the present study examined: (i) the relationship between need-supportive leadership and sickness absence; and (ii) whether satisfaction of the basic psychological needs mediates the relationship between need-supportive leadership and sickness absence. Municipal employees (n = 347, 78% women, age span = 19–66 years) provided baseline data on perceived need-supportive leadership and reported their need satisfaction at work 8 weeks later. Sickness absence data were obtained from municipality records. Two-part regression models showed that need-supportive leadership was negatively associated with sick days (b = −0.28, 95% CI [−0.45, −0.11]). Need-supportive leadership had an indirect effect on the number of sick days through a composite score of need satisfaction (ab = −1.96, 95% CI [−5.11, −0.12]). Mediation models with each need separately indicated that autonomy (ab = −2.12, 95% CI [−5.33, −0.23]) and relatedness (ab = −1.33, 95% CI [−3.41, −0.11]) mediated the relationship between need-supportive leadership and number of sick days. Need-supportive leadership and need satisfaction at work may function as protective factors that provide followers with opportunities to deal with symptoms of ill health and reduce the risk of prolonged sickness absence.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 4","pages":"1688-1698"},"PeriodicalIF":4.9,"publicationDate":"2024-01-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12523","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139530285","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

Giving and taking social support at work: An experience sampling study among coworker dyads 在工作中给予和接受社会支持：同事间的经验取样研究

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-01-03 DOI: 10.1111/apps.12520

Marijntje E. L. Zeijen, Paraskevas Petrou, Arnold B. Bakker

{"title":"Giving and taking social support at work: An experience sampling study among coworker dyads","authors":"Marijntje E. L. Zeijen, Paraskevas Petrou, Arnold B. Bakker","doi":"10.1111/apps.12520","DOIUrl":"10.1111/apps.12520","url":null,"abstract":"Previous research has shown that both receiving support and providing support enhance employee well-being and work engagement. In the current study, we integrate social exchange theory (SET) and conservation of resources (COR) theory to investigate under which conditions receiving and providing daily support are most likely to occur. Specifically, we test the hypotheses that receiving requested support and reciprocating received support are more likely when the support is requested or received from a co-worker who perceives the quality of the exchange relationship as high (vs. low), and less likely when the support is requested or received from a co-worker high (vs. low) on workaholism. To test these hypotheses, we collected data among 45 employees and their co-workers during two moments per day for five consecutive working days (N = 90 participants; N = 614 work episodes). Multilevel analyses supported all hypotheses, except for the moderating effect of partner's workaholism on the link between receiving and providing support. These findings imply that receiving and providing support do not occur automatically but are dependent on characteristics of the exchange relationship and the exchange partner. We discuss the implications for SET and COR theories, as well as practical implications.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1361-1385"},"PeriodicalIF":7.2,"publicationDate":"2024-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139387691","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

Recovery from work by playing video games 通过玩电子游戏恢复工作

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-12-27 DOI: 10.1111/apps.12519

Ömer Erdem Koçak, Marjan Gorgievski, Arnold B. Bakker

{"title":"Recovery from work by playing video games","authors":"Ömer Erdem Koçak, Marjan Gorgievski, Arnold B. Bakker","doi":"10.1111/apps.12519","DOIUrl":"10.1111/apps.12519","url":null,"abstract":"Integrating the dualistic model of passion in the recovery literature, the present study investigates how playing video games after work hours can facilitate recovery from work stress. We predicted that passion for gaming would relate to gaming more hours in the evening. Next, we hypothesized that playing video games in the evening would relate to (a) feeling recovered the next morning through psychological detachment and (b) feeling vigorous the next morning through mastery experiences while gaming. We further hypothesized that harmonious passion would strengthen, and obsessive passion would weaken the links between gaming hours and (a) psychological detachment and (b) mastery. In total, 65 employees filled in short questionnaires in the mornings and evenings of at least five workdays (total n = 502). Results of multilevel hierarchical regression analyses supported the proposed mediation model, indicating that playing video games indeed helps replenish energy resources during leisure time. Findings additionally showed that gaming also predicted feeling recovered in the morning through mastery experiences. Players with a harmonious passion may benefit more from playing video games; harmonious (but not obsessive) passion strengthened the relationship between gaming and mastery experiences.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1331-1360"},"PeriodicalIF":7.2,"publicationDate":"2023-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12519","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139153531","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

Shedding light on the dark side of humor: The short-lived spillover effect of daily salesperson workplace humor usage on work–family conflict 揭示幽默的阴暗面：销售人员日常职场幽默对工作与家庭冲突的短暂溢出效应

IF 4.9 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-12-13 DOI: 10.1111/apps.12516

Shaohui Lei, Leiqing Peng, Suyuan Wang

引用次数: 0

Inclusion of people with limitations in organizational contexts 让有局限性的人融入组织环境

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-12-13 DOI: 10.1111/apps.12518

Fred Zijlstra, Alicia Arenas, Lourdes Munduate

引用次数: 0

Does ethical climate overcome the effect of supervisor narcissism on employee creativity? 道德氛围能否克服主管自恋对员工创造力的影响？

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-11-02 DOI: 10.1111/apps.12513

Sadia Jahanzeb, Usman Raja

引用次数: 0

Are traditional interviews more prone to effects of impression management than structured interviews? 传统面试是否比结构化面试更容易产生印象管理效应？

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-11-02 DOI: 10.1111/apps.12514

Benedikt Bill, Klaus G. Melchers, Jana Steuer, Edith Eisele

{"title":"Are traditional interviews more prone to effects of impression management than structured interviews?","authors":"Benedikt Bill, Klaus G. Melchers, Jana Steuer, Edith Eisele","doi":"10.1111/apps.12514","DOIUrl":"10.1111/apps.12514","url":null,"abstract":"Research on whether interviewees can improve their interview ratings through impression management (IM) relative to an honest condition has focused on highly structured interviews whereas traditional interviews have received little attention. Thus, this study aimed to determine how prone traditional compared to highly structured interviews are to effects of IM. Therefore, we conducted simulated selection interviews using a 2 × 2 within-subjects design. All participants went through a condition in which they were asked to present themselves as honestly as possible and a condition in which they were instructed to act like an applicant. Additionally, each interview contained eight traditional and eight structured questions. The differences in the usage of self-reported honest and deceptive IM between the honest and applicant conditions were comparable for both interview types. Furthermore, interview ratings were better in the applicant condition compared to the honest condition, and importantly, this improvement was larger for the traditional interview part compared to the structured interview part. Even though the larger performance improvement was not reflected in self-reported honest and deceptive IM, our results suggest that it is easier for applicants to intentionally improve their performance ratings in traditional interviews. Additionally, performance improvements correlated positively with applicants' ability to identify criteria.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1309-1330"},"PeriodicalIF":7.2,"publicationDate":"2023-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/apps.12514","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135934112","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

Breaking bad: A model of expatriate managerial misbehavior 破坏：外派管理人员不当行为模型

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-11-01 DOI: 10.1111/apps.12512

Jasenko Ljubica, Margaret Shaffer, Colleen Baker

{"title":"Breaking bad: A model of expatriate managerial misbehavior","authors":"Jasenko Ljubica, Margaret Shaffer, Colleen Baker","doi":"10.1111/apps.12512","DOIUrl":"10.1111/apps.12512","url":null,"abstract":"The purpose of this paper is to develop a model to explain why and how some expatriate managers engage in misbehavior in host countries, a notoriously elusive phenomenon in the academe. Integrating social cognitive and fraud triangle theories, we conceptualize this phenomenon as an externally driven, cognitive decision-making process. Specifically, we theorize that discrepancies between both home and host country environments and expatriate managerial and parent-company performance expectations and on the ground realities that expatriates face trigger expatriate managerial cognitive self-regulatory dynamics. Consequently, extrinsic reputation and intrinsic self-esteem threats provide motivation for managers to learn vicariously from the host social environment about the effectiveness of misbehavior for achieving their goals. Expatriate self-efficacy and the propensity to morally disengage moderate this process. Parent company controls also impact the influence of vicarious learning on expatriate managers' development of motivation, justification, and opportunities for misbehavior. Our model contributes to the misbehavior and expatriate literatures and extends social cognitive and fraud triangle theories.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1261-1286"},"PeriodicalIF":7.2,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135221604","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

How does fairness promote innovative behavior in organizational change?: The importance of social context 公平如何促进组织变革中的创新行为？社会环境的重要性

IF 7.2 2区心理学

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2023-10-13 DOI: 10.1111/apps.12511

Myungsun Kim, Daejeong Choi, Russell P. Guay, Angela Chen

{"title":"How does fairness promote innovative behavior in organizational change?: The importance of social context","authors":"Myungsun Kim, Daejeong Choi, Russell P. Guay, Angela Chen","doi":"10.1111/apps.12511","DOIUrl":"10.1111/apps.12511","url":null,"abstract":"This study examined how and when employee perceptions of change fairness increase their engagement in innovative behavior during organizational change. Drawing upon fairness heuristic theory, we suggest that change fairness plays a pivotal role as a key heuristic about trustworthiness of leaders and managers in motivating employees to engage in innovative behavior. We also suggest that this change fairness effect becomes stronger or weaker depending on social contexts (change norms, change norm strength, and status differentiation) within a group. Our findings from survey data (N = 318; 35 teams) supported our hypotheses, showing that change fairness is positively related to innovative behavior and that this relationship becomes weaker when (a) group members demonstrate supportive behaviors for the planned change on average (positive change norms), (b) all group members uniformly demonstrate change-supportive behaviors (strong change norms), and (c) group members' social status perceptions are similar (low status differentiation). We provide insights into theory development and change implementation in practice by highlighting the crucial role of fairness as a key decision heuristic about the trustworthiness of management and demonstrating how social contexts substitute the fairness effect on innovative behavior.","PeriodicalId":48289,"journal":{"name":"Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale","volume":"73 3","pages":"1233-1260"},"PeriodicalIF":7.2,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135854767","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