Abstract. This study investigates how information provided prior to the application stage of the selection process affects application intentions toward the job and organization. Existing research ...

Abstract. The study investigates how commuting strain affects daily self-control capacities at work and at home. Irritability (i.e., increased readiness to express negative emotions when facing fru...

Abstract. We empirically investigated whether employees would rather not receive performance ratings, as often claimed by those advocating the elimination of ratings. We also investigated whether r...

Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European

Abstract. The experience of authenticity is conducive to job performance. However, research has not examined the underlying mechanism. Additionally, knowledge about the antecedents of authenticity ...

Abstract. Most employees participate in workplace meetings, and their experiences in meetings can vary greatly, which can lead to positive or negative effects on both job attitudes and behavior. In...

Abstract. Escalation of commitment occurs when a course of action is continued despite repeated drawbacks (e.g., maintaining an employment relationship despite severe performance problems). We anal...

Abstract. Organizational researchers and practitioners often struggle to effectively and convincingly communicate validity information. In a series of between-subjects experimental studies using sa...

Abstract. Interpersonal emotion regulation (IER) refers to the actions of influencing other people’s feelings. We apply this construct to the context of leadership to determine whether leader IER m...

Abstract. This study seeks to advance theory on the motivational underpinnings of striving for challenge. We propose and empirically demonstrate that challenging job experiences can be meaningfully...

The COVID-19 crisis has triggered what is likely the most extensive work reorganization process ever Organizations have to deal with high levels of uncertainty as well as unprecedented demands on both technical and organizational infrastructure, and employees face numerous issues surrounding job (in)security, work-family issues, and remote working The topics covered by the Journal of Personnel Psychology

Abstract. The present study extends research on tattoos and employment suitability by examining the extent to which the effects of tattoos on perceived competence and hiring recommendations are con...

Abstract. This research examined whether general mental ability (GMA) predicts rater convergence with other performance measures in operational performance appraisals (PAs). GMA is consistently rel...

Abstract. Despite the relatively intuitive link between working hard and achievements at work, results from empirical studies tend to characterize workaholics more often as hard workers rather than...

Abstract. This paper introduces three new dimensions to the idiosyncratic deals’ (i.e., i-deals) literature, and develops measures for these dimensions to broaden the scope of research on i-deals b...

Abstract. Drawing from the equity-equality paradigm and social interdependence theory, we examine cross-level effects of leader-member exchange (LMX) differentiation on both task performance and cr...

Abstract. Adopting a within-person perspective, we theorize why ingratiation use directed toward an authority figure increases over time and for whom. We posit that as the appraisal event draws clo...

Abstract. Research suggests that early impressions influence employment interview outcomes. A highly controlled experiment examined the effects of pre-interview qualifications information and early...

Abstract. Age-related changes in training decisions were examined using a within-subject experimental design presenting training framing cues of topic (generativity vs. non-generativity), goal (dir...

Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants' perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and procedural justice of asynchronous job interviews. Extraverted

Abstract. This study examines how a global overarching need satisfaction construct, together with three specific dimensions (autonomy, competence, and relatedness needs satisfaction) combine within...

Abstract. General cognitive ability is one of the best predictors of job performance, but applicant reactions are often poor. In two samples, we experimentally tested game-framing, the labeling of ...

Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into...

Abstract. Organizational Citizenship Behavior (OCB) is valuable to organizations and has become an important focus of employee performance evaluation. Employees’ peers may be particularly well-situ...

Abstract. Knowledge on how to improve employees’ daily innovative performance is imperative, because innovation contributes importantly to organizational competitiveness. We tested a model in which...

Abstract. The present study proposed that, unlike prior leader–member exchange (LMX) research which often implicitly assumed that each leader develops equal-quality relationships with their supervi...

Abstract. The influence of a candidate’s physical appearance on interview evaluations is well documented. However, few models exist that explain how and why specific components of physical appearan...

Abstract. In case of an applicant shortage, signaling theory and research on interviewer impression management (IM) imply that hiring managers use more IM. To test which kind of IM behavior they ap...

Abstract. Many applicants fake, or intentionally misrepresent information, in employment interviews. Recent theories of faking propose that applicants may fake more when there are situational cues ...

We explore the limits of the protective function of trait self-control in coping with sources of stress. Inspired by integrative self-control theory (ISCT) we predict that trait self-control only buffers the relationship between self-control demands and irritation when individuals have to cope with one source of stress, whereas in cases of two stressors, trait self-control fails to attenuate adverse

Previous meta-analytic findings have revealed that explanations can improve applicants’ perceptions of selection procedures. However, they also suggest that these positive effects do not generalize to ability tests. Given some limitations of previous studies and the small empirical basis for the corresponding meta-analytic results, we had another look at whether perceptions of ability tests can be

Migration is often driven by immigrants’ hope of improving their job situation. However, in the host country, they are at risk of holding jobs below their qualifications. This study examines the relationship between perceived overqualification and psychological well-being (depressive symptoms and life satisfaction) among 176 Italian immigrants in Germany along with the buffering role of optimism and

Research on high-quality relationships (HQR) between coworkers has garnered considerable interest, yet the original HQR measure (Carmeli, 2009) has been adapted in disparate ways (e.g., including vs. omitting the vitality subscale). Continued application is further complicated by incomplete reporting on the measure’s factor structure. Relatedly, findings that women often experience relationships differently

Recruitment process outsourcing (RPO) is rapidly expanding across the globe. However, understanding of its effects on job applicants remains limited. Using signaling theory, we examined the effects of recruiter characteristics, hiring firm reputation, and RPO on organization attraction in two experimental studies. Results showed significant main effects of recruiter competence, recruiter personableness

In this study, we investigated the interaction effects between honesty-humility and two contextual perception variables (perceptions of organizational politics and perceptions of interactional justice) on two dimensions of job performance (task performance and organizational citizenship behavior). In a multiple rater design, we dissociated the assessments of the contextual perception variables (rated

Entrepreneurship programs often aim at increasing women’s lower entrepreneurial activities. We investigate how advertisements for entrepreneurship programs can be designed to increase women’s application intentions. Results of an experiment with 156 women showed that women indicate (1) lower self-ascribed fit to and interest in the program after viewing a male-typed image (compared to a gender-neutral

Compensatory selection is generally more reliable than multiple-hurdle selection. Yet, practitioners may lean toward multiple-hurdle models, because administering an entire predictor battery to every applicant can be time-consuming, labor-intensive, and costly. Using Monte Carlo simulation, we considered some specific cases to illustrate, in terms of selection utility and the cost-reliability tradeoff

Faking models assume that characteristics of applicants as well as contextual factors determine whether applicants intend to fake. However, previous research on faking in interviews mainly investigated applicants’ characteristics while research on contextual factors is largely missing. Accordingly, we examined the influence of two such factors – attractiveness of the organization and competition among

Recruitment research on person–organization fit has typically focused on organizations’ fit with potential applicants’ actual self, not considering other possible self-images. Based on image congruity theory, we investigate how actual and ideal self-congruity relate to application intentions and intentions to spread word-of-mouth. In a first study, conducted in Belgium, actual and ideal self-congruity

Although both employees and organizations increasingly realize the importance of a good work–life balance, it remains unclear how recruiters react when applicants mention a desire for balance on their CV. We conducted a between-subjects experiment (N = 96) in which one group of participants received a CV of an applicant who valued work–life balance versus a CV from which this information was omitted

Applicants’ use of faking tactics could threaten the validity of employment interviews. We examined criterion-based content analysis (CBCA), an approach used in legal contexts, as a potential indicator of interviewee faking. We also examined the moderating role of storytelling in the faking-CBCA relationship. We conducted one experimental study, with 100 interviewees receiving instructions to respond

Faking has been a concern in selection research for many years. Many studies have examined faking in questionnaires while far less is known about faking in selection exercises with higher fidelity. This study applies the theory of planned behavior (TPB; Ajzen, 1991) to low- (interviews) and high-fidelity (role play, group discussion) exercises, testing whether the TPB predicts reported faking behavior

Laws promoting equal employment opportunity (EEO) in favor of applicants from “protected groups” are commonplace in many countries. The present study compared graduate applicants from protected vs. unprotected groups. Drawing on the theory of planned behavior and on social cognitive theory we explored how intentions to apply for jobs are shaped by behavioral beliefs (internal factors) and protection

Incorporating organizational support and status theory, this study examines whether employees’ status moderates both the relationship between perceived organizational support (POS) and affective organizational commitment (AOC) as well as POS-AOS-job performance relationships. Based on two studies using different types of status measures (i.e., objective and subjective), our findings demonstrate that

This research develops a multilevel motivation model to examine the mediating effect of collective identity and change self-efficacy on the relationship between change leadership and employee commitment to change. Our model is empirically tested using data collected from 647 employees within 110 teams. The results show that in addition to the positive relationship between change leadership and employee

Domain interference predicts lower job satisfaction, whereas domain facilitation predicts higher job satisfaction. However, prior research has examined the effects of interference and facilitation separately. In the current study, we investigated the simultaneous and interactive effects of domain interference and facilitation on job satisfaction, and explored attachment styles as moderators of the

Based on responses from 158 reward managers located at the headquarters or subsidiaries of multinational enterprises, the present study examines the relationship between the centralization of reward management decision making and its perceived effectiveness in multinational enterprises. Our results show that headquarters managers perceive a centralized approach as being more effective, while for subsidiary

Three experiments on professional recruiters explored how applicants’ ethnicity affects questions prepared for a job interview and the implications of this. Study 1 revealed that outgroup applicants prompt recruiters to focus more on whether applicants have integrated cultural norms and values fitting the ingroup norms (person-culture fit), as well as the match between the applicants and their would-be

Guided by work engagement theory and self-control theory, this study hypothesizes that among high leader-member exchange (LMX) employees, emotional job demands are positively related to emotional engagement and negatively related to subsequent intention to quit, whereas among low-LMX employees, emotional job demands are negatively related to emotional engagement and positively related to subsequent

To follow best practices in creating selection tools, an important phase in job analysis is gathering linkage ratings between knowledge, skills, abilities, and other characteristics (KSAOs) and job tasks. However, the literature provides little guidance on best practices for collecting linkage ratings. Two studies were conducted to contribute to the limited research. Study 1 examined the interrater

This study uses implicit voice theory to examine the influence of employees’ critical thinking and leaders’ inspirational motivation on employees’ voice behavior via voice efficacy. The results of a pretest of 302 employees using critical thinking questionnaires and a field study of 273 dyads of supervisors and their subordinates revealed that both employees’ critical thinking and leaders’ inspirational

Although supervisor support is generally considered a job resource that buffers the negative consequences of job demands, reverse-buffering effects have been found. It was proposed that supervisor support would be stress buffering when supervisors were skilled in emotion management and stress exacerbating when supervisors were low in emotion management. A sample of 210 US employees found three-way

The implementation of a new pay system is a balancing act that produces uncertainty and draws employees’ attention to the fulfillment of exchange agreements. Transformational leadership may be essential during these change processes. Based on psychological contract theory, we expected that transformational leadership impacts job satisfaction and affective organizational commitment through the fulfillment

Late-career workers must remain employed for longer, but in doing so face the unique challenge of remaining active and productive at work while not disregarding the need to maintain health and plan for retirement, both of which are necessary for work longevity and successful aging. This study investigated whether work engagement, a motivator of proactive behavior in the work domain, would exhibit a

Having access to information on personality tests might make faking of personality tests easier because applicants are not hindered by incorrect assumptions about the scoring. Thus, this experiment tests whether very briefly telling applicants how personality tests are scored affects faking. Management assistants (N = 187), asked to imagine themselves as job applicants, were either informed about the

As organizations strive to increase employee engagement, they must seek to activate potentially underutilized employee resources. Over the past few decades, employees have become more educated. Through pursuing more education, individuals garner valuable personal resources such as experience managing competitive environments. Simultaneously, organizations also increasingly use team structures, posing

It is suggested that work importance research has suffered from construct proliferation, and that the literature would benefit from returning to Dubin’s (1956) original notion of work importance as a general construct – representing the degree to which work plays a central role in one’s life space. Measures of three work importance constructs (i.e., work involvement, job involvement, work ethic endorsement)

Social identity research shows that leadership is a process of group identity development but has not examined how leaders can manage group identities in the workplace. The 5R leadership development program addresses this issue. This takes leaders through a five-stage process of (1) Readying: explaining the importance of social identity processes for leadership; (2) Reflecting: identifying important

This study contributes to the literature on work engagement and job demands-resources (JD-R) theory by exploring the momentary relations between episodic demands, resources, engagement, and performance during various activities (e.g., checking e-mails) within a day. Using experience-sampling methodology, 61 Dutch employees completed activity characteristics, engagement, and performance surveys at three

This study investigates whether two specific strategies of emotional labor (surface and deep acting) shown during client interactions are associated with work-related intrusions on thoughts outside of work. N = 157 bank employees provided reports of emotional labor and of work-related rumination at home on five consecutive workdays. Converging with expectations, we found that on days when surface acting