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Backlash Effect on Highly Skilled North African Males Seeking Professional Advancement in France Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-04-01 Valérie Le Floch,Maïté Brunel,Jacques Py,Ginette Herman,Pascal Pansu
Abstract. This study was carried out within the context of an assessment for promotion to a high-status position. It aimed to determine the conditions in which the backlash effect occurs in a group characterized by negative stereotypes owing to their ethnicity: North African males in France. One hundred twenty-eight recruitment professionals assessed the probability of promoting one of eight fictitious
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Toward Optimized Effectiveness of Employee Training Programs Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-04-01 Dilek Uslu,Justin Marcus,Yasemin Kisbu-Sakarya
Abstract. Although organizations invest heavily on employee training, the effectiveness of employee training programs has not been well-established. In the current study, we examine the training delivery features of employee training programs to derive a better understanding of features that may be of best benefit in the improvement of employee affective outcomes. Specifically, and via the use of meta-analysis
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Explaining the Negative Consequences of Organizational Dehumanization Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-04-01 Constantin Lagios,Gaëtane Caesens,Nathan Nguyen,Florence Stinglhamber
Abstract. Organizational dehumanization (OD), defined as employees' perceptions of being treated as mere tools by their organization, has been shown to negatively affect employees and organizations. To explain such detrimental effects, scholars have argued that OD might thwart employees' fundamental psychological needs. Yet, evidence of this mechanism remains empirically nonexistent. Filling this gap
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A Followership Approach to Leadership Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-03-25 Maria João Velez,Pedro Neves
Abstract. Leadership research has privileged leaders' active role in shaping leader–follower interactions, whereas much less attention has been given to how followers interact with leaders. We propose that leader–member exchange (LMX) mediates the relationship between followership and employee behaviors. We also suggest that top management openness (TMO) moderates these relationships. With a sample
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The Role of Workplace Goal Orientation for Occupational Self-Efficacy and Negative Affect Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-03-25 Leonie Schelp,Tanja Bipp,Karen van Dam
Abstract. Due to their suggested importance for achievement processes, we experimentally tested which workplace goal orientations (employees’ perception of goal characteristics at work) affect proximal outcomes. In detail, we investigated in an experimental vignette study ( N = 250) how workplace learning, performance-approach, and performance-avoidance goals influence occupational self-efficacy and
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The Occupational Performance Assessment–Response Distortion (OPerA-RD) Scale Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-03-25 Kevin M. Williams
Abstract. The ubiquity and consequences of job performance evaluations necessitate accurate responding. This paper describes two studies designed to develop (Study 1) and provide initial validation (Study 2) for a new measure specifically designed to assist in this context: the Occupational Performance Assessment–Response Distortion (OPerA-RD) scale. This 20-item scale is contextualized to the workplace
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Telepressure and Recovery Experiences Among Remote and Onsite Workers Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-03-25 Nicolas Gillet,Alexandre J. S. Morin,Claude Fernet,Stéphanie Austin,Tiphaine Huyghebaert-Zouaghi
Abstract. This study examined the associations between telepressure and work recovery experiences (i.e., psychological detachment, relaxation, control, and mastery) and tested whether these associations differ between employees working onsite ( n = 158) or remotely ( n = 284). Our results revealed that telepressure was negatively related to psychological detachment, relaxation, control, and mastery
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Being Recovered as an Antecedent of Emotional Labor Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-03-25 Hadar Nesher Shoshan,Laura Venz,Sabine Sonnentag
Abstract. Emotional labor is ubiquitous in service work, but little is known about what enables service employees to use desirable strategies such as deep acting. Applying conservation of resources theory, we hypothesized that being recovered is a crucial resource for deep acting, especially for employees with low customer orientation and low positive affectivity, and even needed for surface acting
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A Personality-Based Measure of Employability Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-01-01 Michael J. Boudreaux,Brandon T. Ferrell,Nathan A. Hundley,Ryne A. Sherman
Abstract. Hogan et al. (2013) proposed a personality-based model of employability that describes individual differences in (1) being rewarding to deal with, (2) being able to learn the job, and (3) being willing to work hard. In this study, we evaluated the model by selecting subscales from the Hogan Personality Inventory (HPI; Hogan & Hogan, 2007 ) that best predicted supervisor ratings of competencies
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Pitfalls of Machine Learning-Based Personnel Selection Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-01-01 David Goretzko,Laura Sophia Finja Israel
Abstract. In recent years, machine learning (ML) modeling (often referred to as artificial intelligence) has become increasingly popular for personnel selection purposes. Numerous organizations use ML-based procedures for screening large candidate pools, while some companies try to automate the hiring process as far as possible. Since ML models can handle large sets of predictor variables and are therefore
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Effects of Action Planning After Employee Surveys Journal of Personnel Psychology (IF 2.2) Pub Date : 2022-01-01 Lena-Alyeska Huebner,Hannes Zacher
Abstract. Employee surveys are commonly used tools in organizations for the purpose of organizational development. We investigated the post-survey action planning process in 3,091 organizational units (OUs) of one large company in Germany. We expected action planning to lead to improvements on subsequent employee survey scores, with OUs that continuously and repeatedly planned actions showing the greatest
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It's Only Abusive If I Care Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-11-22 Kai C. Bormann,Ian R. Gellatly
Abstract. Drawing on conservation of resources (COR) theory, we propose that abusive supervision increases stress responses in targets, which, in turn, diminishes their ability to perform extra- and in-role work behaviors. However, based on COR theory, we argue that followers who are driven by low rather than high organizational concern motives place less value on their work and the social context
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Career Adaptability and Career Success Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-11-22 Felix Krause,Sascha L. Schmidt,Dominik Schreyer
Abstract. In this study, we contribute to the ongoing incremental validation efforts of the Career Adapt-Abilities Scale (CAAS). Using primary personality and cognition data from 164 German athletes in vocational careers, we intended to replicate Zacher’s (2014) seminal work in an alternative Western environment while also extending it in two significant ways: first, by adding two components of cognitive
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Paying Gratitude Forward at Work Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-11-22 Amber Kersten,Marianne van Woerkom,Dorien T. A. M. Kooij,Robin Bauwens
Abstract. Since workers are increasingly suffering from burnout, there is a need for insights into how burnout can be decreased to improve subjective well-being. The broaden-and-build theory proposes that gratitude increases well-being through an upward spiral. Few studies have examined whether gratitude decreases burnout and what mediating behaviors explain this relationship. Using an international
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Understanding Subpopulations on Mechanical Turk Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-10-01 Adam J. Vanhove,Andrew D. Miller,Peter D. Harms
Abstract. We draw on the drift hypothesis and latent deprivation model to guide comparisons between such workers on Amazon's crowdsourcing platform Mechanical Turk, known as Turkers, who report no employment other than crowdsourced work (i.e., otherwise unemployed) and Turkers who report being part-time and full-time employed outside of crowdsourced work. Findings show otherwise unemployed Turkers
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An Empirical Approach to Identifying Subject Matter Experts for the Development of Situational Judgment Tests Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-10-01 Don C. Zhang,Yi Wang
Abstract. The development of a scoring key for the situational judgment test often requires subject matter experts (SMEs) to identify the best responses for a hypothetical situation. And yet, there is no gold standard for identifying the SMEs. This paper describes an empirical and context-free approach: the Cochran–Weiss–Shanteau (CWS) method, which does not rely on external criteria such as tenure
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A Cultural Value Congruence Approach to Organizational Embeddedness Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-10-01 Emma Lei Jing,Nathaniel C. Lupton,Mahfooz A. Ansari
Abstract. Drawing on the person–organization fit theory, we investigate how the value congruence between employees’ collectivist values and their perception of organizational collectivism influences organizational embeddedness. Based on a survey of 515 working adults, the polynomial regression and response surface analysis results support that embeddedness is highest in the presence of both high individual
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Flexible Adaptation of Leader Behavior Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-10-01 Friederike Gerlach,Kathrin Rosing,Hannes Zacher
Abstract. Based on the model of ambidextrous leadership, we investigated the impact of flexible adaptation of leader behavior, that is, opening and closing leader behaviors, on innovative performance in a laboratory experiment. Leader behaviors were manipulated with confederates attending to one participant showing either no leadership, a sequential, or a flexible application of opening and closing
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Fit With Both Supervisors and Organizations Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-07-01 Chiyin Chen,Ningyu Tang,Yumei Wang
Abstract. Person–environment fit is of great importance in organizational behavior research. Drawing from the relations between employees, supervisors, and organizations, this study discusses how the relation between person–organization fit (P–O fit) and person–supervisor fit (P–S fit) affects employees' attitudes and performance. We conducted a field study of 247 employees to test our hypotheses via
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Does Electronic Monitoring Pay Off? Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-06-01 Rudolf Siegel,Cornelius J. König,Leon Porsch
Abstract. Applicants often take great care in deciding where to apply and may refrain from applying or accepting a job offer if they hear about privacy-invading practices at a future workplace. Based on communication privacy management theory, the present work examines how applicants react to different purposes of electronic monitoring. In a scenario study, we found higher privacy concerns and lower
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Perceived Autonomy Moderates the Relation of Proactive Personality With Job Crafting Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-06-01 Melissa A. Albert,Scott Highhouse
Abstract. A two-wave study with a sample of employed adults ( n = 219) examined the interaction of proactive personality and perceived autonomy in the prediction of self-reported job crafting. We found that proactive personality was associated with increased job crafting, and this relation was stronger among people who reported experiencing a higher level of job autonomy.
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The Eyes Chico, They Never Lie – Using Eye-Tracking to Examine Faking on the Conditional Reasoning Test for Aggression Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-04-01 Mitja Ružojčić,Zvonimir Galić,Antun Palanović,Maja Parmač Kovačić,Andreja Bubić
Abstract. To better understand the process of responding to the Conditional Reasoning Test for Aggression (CRT-A) and its implication for the test's use in personnel selection, we conducted two lab studies in which we compared test scores and eye movements of participants responding honestly and faking the test. Study 1 results showed that, although participants might try to respond differently to
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Older and Younger Job Seekers' Impression Management on LinkedIn Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-04-01 Franciska Krings,Irina Gioaba,Michèle Kaufmann,Sabine Sczesny,Leslie Zebrowitz
Abstract. The use of social networking sites such as LinkedIn in recruitment is ubiquitous. This practice may hold risks for older job seekers. Not having grown up using the internet and having learned how to use social media only in middle adulthood may render them less versed in online self-presentation than younger job seekers. Results of this research show some differences and many similarities
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Meaning, Purpose, and Job Satisfaction Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-04-01 Kristine Klussman,Austin Lee Nichols,Julia Langer
Abstract. Finding meaning and purpose in one's life facilitates several important work outcomes. A global pandemic that changes both the lives of employees and the way they work likely affects the relationships between workers' meaning in life and work. Making meaning salient to employees, despite the circumstances, may strengthen and preserve these relationships. To examine this, 71 employed adults
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Do They See a Half-Full Water Cooler? Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-04-01 William P. Jimenez,Xiaoxiao Hu,Chad Kenneally,Feng Wei
Abstract. In the present study, relationships among group composition of trait optimism (the mean, standard deviation, and minimum and maximum scores of optimism), group cohesion, and three group performance variables (task performance, contextual performance, and creative performance) were examined. Multisource data were collected from 56 workgroups including 202 group members and 56 group leaders
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Spotting the “Ideal” Personality Response Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-01-01 Angus W. Hughes,Patrick D. Dunlop,Djurre Holtrop,Serena Wee
Abstract. Forced choice (FC) personality questionnaires attempt to constrain job applicants from presenting idealized responses (or “faking”). FC questionnaires are designed by identifying items equally desirable in applicants, matching these into “blocks,” and instructing respondents to rank the items “most like” themselves. Nonetheless, how closely items should be matched remains unclear, and desirability
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The Impact of Item Parceling Ratios and Strategies on the Internal Structure of Assessment Center Ratings Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-01-01 Anne Buckett,Jürgen Reiner Becker,Gert Roodt
Abstract. The aim of the present study was to investigate whether using item parcels instead of single indicators would increase support for the factorial validity of assessment center (AC) ratings in factor analytic applications. Factor analytic analyses of AC ratings are often plagued by poor model fit as well as admissibility and termination problems. In the present study, three purposive item parceling
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Brokers Compensate for Leader–Member Exchange Differentiation Journal of Personnel Psychology (IF 2.2) Pub Date : 2021-01-01 Vivien Eichenseer,Eva-Maria Schulte,Daniel Spurk,Simone Kauffeld
Abstract. Due to the relevance of innovations for organizational success, we investigated the impact of (relative) leader–member exchange (LMX) on individual- and team-level perceptions of the climate for innovation (PCI) as well as whether the presence of an individual with a high LMX relationship who plays a mediating role for individuals with lower LMX relationships during team meetings (i.e., a
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How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-11-12 Sebastian Holzwarth,George Gunnesch-Luca,Roman Soucek,Klaus Moser
Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results
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Linking the Fit Between Achievement Goal Orientation and Learning Opportunities With Employee Well-Being and Absenteeism Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-10-01 Arjan van Dam,Gera Noordzij,Marise Ph. Born
Abstract. We examined the effects of a (mis)match between learning opportunities and individuals’ mastery goal orientation (GO; approach and avoidance) on well-being (i.e., job satisfaction, task enjoyment, need for recovery, and absenteeism). Data from a sample of 212 employees of an organization that provides guardianship for youngsters were collected and analyzed by means of polynomial regression
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Does Workload Moderate the Association Between Perfectionism and Workaholism? Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-10-01 Alessandra Falco,Damiano Girardi,Laura Dal Corso,Alessandro De Carlo,Annamaria Di Sipio
Abstract. The aim of this study is to examine, with a longitudinal design, the moderating role of workload in the relationship between perfectionism and workaholism. It was hypothesized that self-oriented perfectionism (SOP) and socially prescribed perfectionism (SPP) predict an increase in workaholism and that workload may exacerbate this association. Four hundred and thirty workers completed a self-report
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The Moderating Role of Work-Related Rumination in Nurses’ Sleep Quality Trajectory During Morning Shift Work Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-10-01 Verena C. Haun,Anja Baethge
Abstract. This diary study investigated nurses’ recovery after transitioning to morning shift work (i.e., their short-term adaptation to shift work) by examining the change trajectory of sleep quality over the course of five consecutive morning shifts. Results of latent growth analyses ( N = 132) showed that nurses’ sleep quality started at low levels and increased rapidly in the beginning until it
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The Target of Incivility Cannot Be an Island Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-10-01 Peng Zhao,Xiaohong Xu,Yisheng Peng,Kathi N. Miner
Abstract. To address the inconsistencies regarding the effects of incivility on employee productivity and career satisfaction, this study adopted a multilevel approach to examine the cross-level moderating effect of department-level incivility on the negative impact of individual-level incivility. We tested our hypotheses using data from 717 faculty nested within 79 departments at a southwestern university
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Employee Strengths Use and Thriving at Work Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-10-01 He Ding,Xixi Chu
Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively
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AI Evaluation in Selection Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-07-01 Agata Mirowska
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 ...
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Daily Experiences of Commuting Strain and Self-Control at Work and at Home Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-07-01 Bettina S. Wiese, Olivia Chaillié, Ruth Noppeney, Anna M. Stertz
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...
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Do Employees Prefer to Receive Ratings? The Role of Justice Perceptions and Justice-Related Factors Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-07-01 Sylvia G. Roch, Kimberly L. Braddock
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...
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Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-07-01 Kenneth D. Locke
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
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Being Oneself and Doing Great Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-04-01 Jie (Yonas) Ma, Aditi Rabindra Sachdev, Xixi Gu
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 ...
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If I Had Something to Add, I Would Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-04-01 Isaac A. Lindquist, Emily E. Adams, Joseph A. Allen
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...
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Process Accountability as a De-Escalation Technique Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-04-01 Klaus Moser, Hans-Georg Wolff, Roman Soucek
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...
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Effectively Communicating Validity Information About Personnel Selection Tools Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-04-01 Nathaniel M. Voss, Christopher J. Lake, Cassandra Chlevin-Thiele
Abstract. Organizational researchers and practitioners often struggle to effectively and convincingly communicate validity information. In a series of between-subjects experimental studies using sa...
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Leader Interpersonal Emotion Regulation and Follower Performance Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-04-01 Cristian A. Vasquez, Karen Niven, Hector P. Madrid
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...
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Staying Quiet or Speaking Out: Does Peer Reporting Depend on the Type of Counterproductive Work Behavior Witnessed? Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-01-01 Nathan A. Bowling,Brian D. Lyons,Gary N. Burns
Abstract. Peer reporting, which occurs when employees report the occurrence of coworkers’ counterproductive work behavior (CWB) to organizational authorities, may help management detect CWBs that would otherwise be overlooked. We examined whether peer reporting depends on two CWB characteristics identified by Robinson and Bennett [(1995) A typology of deviant workplace behaviors: A multidimensional
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Are All Challenges Equal? Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-01-01 Roy B. L. Sijbom, Bernd Carette, Nicoletta G. Dimitrova
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...
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Timely and to the Point Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-01-01 Jonas W. B. Lang
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
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The Influence of Tattoo Content on Perceptions of Employment Suitability Across the Generational Divide Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-01-01 Michael J. Tews, Kathryn Stafford, Ethan P. Kudler
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...
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Judging Performance – General Mental Ability and the Convergence of Operational Performance Ratings Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-01-01 Andrew B. Speer
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...
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The Costs of Working Too Hard Journal of Personnel Psychology (IF 2.2) Pub Date : 2020-01-01 Guido Alessandri, Evelina De Longis, Enrico Perinelli, Cristian Balducci, Laura Borgogni
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...
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Development of an I-Deals Motivation and Management Measure Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-10-01 P. Matthijs Bal, Lien Vossaert
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...
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The Paradox of Leader-Member Exchange (LMX) Differentiation Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-10-01 Zhitao Xie, Ning Li, Wan Jiang, Bradley L. Kirkman
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...
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Within-Subject Variability in Ingratiation as a Function of Self-Esteem and Time Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-10-01 Katharina Schmitte, Bert Schreurs, Mien Segers, I. M. “Jim” Jawahar
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...
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Liar at First Sight? Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-10-01 Timothy G. Wingate, Joshua S. Bourdage
Abstract. Research suggests that early impressions influence employment interview outcomes. A highly controlled experiment examined the effects of pre-interview qualifications information and early...
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Understanding Older Workers’ Decisions to Participate in Voluntary Training Opportunities Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-10-01 Erika C. Lopina, Steven G. Rogelberg, Haley Woznyj
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...
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Applicant Perceptions of Initial Job Candidate Screening With Asynchronous Job Interviews Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-07-01 Annemarie M. F. Hiemstra, Janneke K. Oostrom, Eva Derous, Alec W. Serlie, Marise Ph. Born
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
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A Person-Centered Representation of Basic Need Satisfaction Balance at Work Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-07-01 Nicolas Gillet, Alexandre J. S. Morin, Frédéric Choisay, Evelyne Fouquereau
Abstract. This study examines how a global overarching need satisfaction construct, together with three specific dimensions (autonomy, competence, and relatedness needs satisfaction) combine within...
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Game-Framing to Improve Applicant Perceptions of Cognitive Assessments Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-07-01 Andrew B. Collmus, Richard N. Landers
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 ...
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Fit and Congruency Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-07-01 Mary Hogue, Lee Fox-Cardamone, Deborah Erdos Knapp
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...
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Peer-Rated Organizational Citizenship Behavior Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-07-01 Kevin Doyle, Richard Goffin, David Woycheshin
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...
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Daily Selection, Optimization, and Compensation Strategy Use and Innovative Performance Journal of Personnel Psychology (IF 2.2) Pub Date : 2019-04-01 Kimberley Breevaart, Hannes Zacher
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...