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“I'm so stressed!”: The relational consequences of stress bragging Pers. Psychol. (IF 5.47) Pub Date : 2024-03-06 Jessica B. Rodell, Braydon C. Shanklin, Emma L. Frank
Feeling stressed is an unfortunately common experience among employees—and one with significant consequences for personal and professional well‐being. Yet, in addition to trying to manage high stress levels, some employees are actively bragging about it to others at work. Given the general negativity of stress, however, the idea of bragging about stress and its relational implications are unclear.
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Artificial intelligence, machine learning, and big data: Improvements to the science of people at work and applications to practice Pers. Psychol. (IF 5.47) Pub Date : 2024-03-04 Sang Eun Woo, Louis Tay, Frederick Oswald
Currently, in the organizational research community, artificial intelligence (AI), machine learning (ML), and big data techniques are being vigorously explored as a set of modern‐day approaches contributing to a multidisciplinary science of people at work. This paper discusses more specifically how these sophisticated technologies, methods, and data might together advance the science of people at work
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A dual pathway model of remote work intensity: A meta‐analysis of its simultaneous positive and negative effects Pers. Psychol. (IF 5.47) Pub Date : 2024-03-01 Ravi S. Gajendran, Ajay R. Ponnapalli, Chen Wang, Anoop A. Javalagi
As the COVID‐19 pandemic wanes, many organizations are asking employees to return to the office concerned that more extensive remote work could hurt employee morale and productivity. Employees, however, prefer to work remotely because of the flexibility it provides. In light of such competing perspectives, we conducted a meta‐analysis examining remote work intensity's (RWI) effects on employee outcomes
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“I Didn't See That Coming!” A daily investigation of the effects of as‐expected and un‐expected workload levels Pers. Psychol. (IF 5.47) Pub Date : 2024-02-29 Sherry (Qiang) Fu, Young Eun Lee, Seoin Yoon, Nikolaos Dimotakis, Joel Koopman, Bennett J. Tepper
Workload is a ubiquitous feature of the workplace and an exemplar occupational stressor. In contrast to other such experiences, workload represents a necessary aspect of employment that cannot be alleviated or removed. It also has both aversive and beneficial aspects; research, therefore, has aimed to examine the circumstances under which its negative effects can be alleviated while still maintaining
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Developing knowledge‐based client relationships: Leadership in professional services by RossDawson. London: Taylor & Francis, 2005, 416 pages, $59.95, Softcover Pers. Psychol. (IF 5.47) Pub Date : 2024-02-23 Yeongsu Anthony Kim
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Organizational behavior and human resource management perspectives on entrepreneurship: Lessons learned and new directions Pers. Psychol. (IF 5.47) Pub Date : 2023-12-27 David A. Waldman, Ute Stephan, Zhaoli Song, Miriam Erez, Donald Siegel
This special issue of Personnel Psychology is devoted to micro-based research on entrepreneurship, an emerging field that heretofore has been highly influenced by scholars in economics, strategy, and sociology. A theme of this special issue is that to further advance research on entrepreneurship, we need to develop a greater understanding of the role of individuals and teams in entrepreneurial activity
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Correction to “The end is just the beginning: Turnover events and their impact on those who remain.” Pers. Psychol. (IF 5.47) Pub Date : 2023-12-18
Laulié, L., & Morgeson, F. P. (2021). The end is just the beginning: Turnover events and their impact on those who remain. Personnel Psychology, 74, 387–409. The acknowledgements omitted the support received in the preparation of this manuscript. The correct acknowledgements section reads as follows: We thank Editor Maria Kraimer and two anonymous reviewers for their constructive and generative comments
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Help yourself before helping others: When corporate social responsibility does not make a company more attractive to job seekers Pers. Psychol. (IF 5.47) Pub Date : 2023-12-06 Madeline Ong, Yong H. Kim, Joel Koopman
This paper explores the conditions under which job seekers may not respond positively to a potential employer's corporate social responsibility (CSR) activities. We propose that the relationship between an organization's externally-directed CSR activities and job seekers’ perceptions of the organization's attractiveness is moderated by whether the organization is also engaging in internally-directed
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There's no going back? The influence of prior entrepreneurial experience timing on voluntary turnover in post-entrepreneurship wage employment Pers. Psychol. (IF 5.47) Pub Date : 2023-10-25 Siran Zhan, Liwen Zhang, Xueheng Li, Yu Wu
Despite the prevalent stereotype that former entrepreneurs are undesirable employees due to a high likelihood of quitting, little research has empirically verified its accuracy. With a growing population of former entrepreneurs in the workforce, it has become more important than ever to understand whether, when, and which former entrepreneurs may or may not be likely to quit their post-entrepreneurship
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When old and new selves collide: Identity conflict and entrepreneurial nostalgia among ex-entrepreneurs Pers. Psychol. (IF 5.47) Pub Date : 2023-10-12 Jordan D. Nielsen, J. Jeffrey Gish
People undergoing career transitions often bring aspects of old roles into their new work contexts, and this interface can create conflict between lingering aspects of one's work self and the newer aspects of one's work self. Yet, we know little about how this conflict between old and new selves shapes employee outcomes. We examine this issue among ex-entrepreneurs—individuals who have transitioned
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Challenging the status quo in a non-challenging way: A dominance complementarity view of voice inquiry Pers. Psychol. (IF 5.47) Pub Date : 2023-10-08 Chak Fu Lam, Alexander C. Romney, Daniel W. Newton, Wen Wu
Speaking up directly promotes voice endorsement because it enhances communication clarity. Yet, voicers may hesitate to engage in direct voice because it is a dominant communication tactic that may upset, impose on, embarrass, or undermine their leader, potentially resulting in a backlash, greater workload, or a tainted image. These concerns present a puzzle regarding whether alternative communication
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Novices’ professional identification awakened: Uncovering the impact of positive profession-spotlighting events Pers. Psychol. (IF 5.47) Pub Date : 2023-09-29 Wei Wu, Wu Liu, Wen Wu, Yuhuan Xia
Many professions experience unique events that highlight their relevance and value. These positive profession-spotlighting events may significantly influence employees’ professional identification, especially for novices in the highlighted professions. In this paper, we aim to gain a comprehensive understanding of this phenomenon. Drawing on the identity construction process model, we investigate how
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Machine learning applications to personnel selection: Current illustrations, lessons learned, and future research Pers. Psychol. (IF 5.47) Pub Date : 2023-09-25 Michael A. Campion, Emily D. Campion
Machine learning (ML) may be the biggest innovative force in personnel selection since the invention of employment tests. As such, the purpose of this special issue was to draw out research from applied settings to supplement the work that appeared in academic journals. In this overview article, we aim to complement the special issue in five ways: (1) provide a brief tutorial on some ML concepts and
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Unpacking the nonlinear effect of self-efficacy in entrepreneurship: Why and under which condition more is not better Pers. Psychol. (IF 5.47) Pub Date : 2023-09-11 Marilyn A. Uy, Shuhua Sun, Michael M. Gielnik, Gabriel Henry Jacob, John Luis D. Lagdameo, Armando G. Miclat, Enrico C. Osi
Self-efficacy exerts a positive impact on several self-regulatory functions to support goal accomplishment and performance. However, in contexts that are characterized by uncertainty and ambiguity, such as entrepreneurship, there might be a tipping point to this relationship, prompting calls for deeper investigations on the nonlinear effect. In particular, the underlying mechanisms explaining why and
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Organization-investor fit: The role of temporal preferences in shaping investor attraction and organizational performance Pers. Psychol. (IF 5.47) Pub Date : 2023-09-02 Daniel L. Gamache, John R. Busenbark, Adam L. Steinbach, Eric Y. Lee, James Matusik
Fit is an essential consideration for organizations, and extensive research has explored its various types. We build on and extend fit research by advancing an important form of fit—organization-investor (O-I) fit, which reflects the compatibility between an organization and its investors. We argue that investors tend to be attracted to organizations whose preferences already “fit” their own and, in
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The many faces of entrepreneurial loneliness Pers. Psychol. (IF 5.47) Pub Date : 2023-08-08 Melissa S. Cardon, Rebecca P. Arwine
Loneliness, involving a complex set of feelings that occurs when social needs are not adequately met, has been described as a worldwide modern epidemic. Despite its infiltration into all occupations, loneliness may be especially problematic for those in extreme occupations, such as entrepreneurs, who deal with acute levels of uncertainty, resource constraints, responsibility, and time pressure. Disparate
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Entrepreneur weirdness as a double-edged sword: Effects on product creativity and investor attraction Pers. Psychol. (IF 5.47) Pub Date : 2023-08-02 Jun-Yeob Kim, Emily Grijalva, Daniel A. Newman, Yong Li
Many iconic entrepreneurs have been celebrated for being unapologetically weird. Using pitches collected from the TV show Shark Tank, we seek to unpack the link between entrepreneur weirdness and investor interest (i.e., number of bidders) in the context of securing investor funding. Integrating Wood and colleagues’ (2007) theory of non-normativity with Amabile's (1983, 1996) componential theory of
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Improving measurement and prediction in personnel selection through the application of machine learning Pers. Psychol. (IF 5.47) Pub Date : 2023-07-14 Nick Koenig, Scott Tonidandel, Isaac Thompson, Betsy Albritton, Farshad Koohifar, Georgi Yankov, Andrew Speer, Jay H. Hardy, Carter Gibson, Chris Frost, Mengqiao Liu, Denver McNeney, John Capman, Shane Lowery, Matthew Kitching, Anjali Nimbkar, Anthony Boyce, Tianjun Sun, Feng Guo, Hanyi Min, Bo Zhang, Logan Lebanoff, Henry Phillips, Charles Newton
Machine learning (ML) is being widely adopted by organizations to assist in selecting personnel, commonly by scoring narrative information or by eliminating the inefficiencies of human scoring. This combined article presents six such efforts from operational selection systems in actual organizations. The findings show that ML can score narrative information collected from candidates either in writing
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Affiliation-based hiring in startups and the origins of organizational diversity Pers. Psychol. (IF 5.47) Pub Date : 2023-07-12 Rhett Andrew Brymer, Vera Rocha
Multiple imperatives call for more diversity in organizations, yet we know surprisingly little about why some organizations become more diverse than others. We focus on the early stages of organizations—the composition of founding teams (FTs) and the evolution of subsequent hiring practices, namely the prominence of finding new employees via founders’ prior employer and educational affiliations. Drawing
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Entrepreneurial identity and entrepreneurial action: A within-person field study Pers. Psychol. (IF 5.47) Pub Date : 2023-07-06 Regan Stevenson, Cristiano L. Guarana, Jaewook Lee, Savannah L. Conder, Paulo Arvate, Charles Bonani
Entrepreneurial action theory establishes that effective entrepreneurship requires daily action. Yet, empirical research on the daily antecedents of entrepreneurial action is relatively absent from the literature. We develop an entrepreneurial identity intervention and a theoretical model which integrates entrepreneurial identity theory with integrative self-control theory (ISCT). We theorize that
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Hidden treasures or red flags? A recruiter's view of (not) hiring former entrepreneurs into corporate jobs Pers. Psychol. (IF 5.47) Pub Date : 2023-06-09 Jie Feng, Danni Wang, Lei Huang, Ruoyong Zhang
Entrepreneurs may enter the labor market to seek alternative employment opportunities, and their job applications are gaining increasing attention. With a focus on the recruiting side, we leverage the role congruity theory to examine how recruiters with various characteristics and backgrounds assess former entrepreneurs who apply for corporate jobs. We propose that job applicants with entrepreneurial
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Identifying the structure of within-team variance in ratings of team constructs Pers. Psychol. (IF 5.47) Pub Date : 2023-06-09 Joseph A. Schmidt, Patrick D. Dunlop, Thomas A. O'Neill
Researchers frequently assume some degree of consensus among team members' perceptions when aggregating individual survey responses to the team level. Literature reviews have routinely found, however, substantial within-team variance in referent-shift consensus measures of team constructs and that team member agreement is often lower than desired. To enhance our understanding of the structure of within-team
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The cost of leader personal financial insecurity: implications for adaptive team performance Pers. Psychol. (IF 5.47) Pub Date : 2023-06-02 Trevor M. Spoelma, Wen Wu, Shaoxue (Eric) Wu
In light of a global pandemic, rising inflation, and stock market uncertainty, many across the globe are experiencing financial insecurity. We build on an emerging line of research to explore the mechanisms through which leaders’ personal financial insecurity impacts the teams they lead. We draw on compensatory control theory to theorize that leaders’ personal financial insecurity has a negative indirect
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Moral minds: How and when does servant leadership influence employees to benefit multiple stakeholders? Pers. Psychol. (IF 5.47) Pub Date : 2023-06-01 G. James Lemoine, Chad A. Hartnell, Snehal Hora, Daniel I. Watts
Servant leadership's unique focus on care and concern for multiple stakeholders has caught the attention of academic and practitioners alike. Its theoretical novelty, however, remains underutilized as a means to contribute unique insights to the leadership literature. We draw on servant leadership's moral foundation—utilitarian consequentialism—and social learning theory to identify cognitive mechanisms
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Reducing subgroup differences in personnel selection through the application of machine learning Pers. Psychol. (IF 5.47) Pub Date : 2023-06-01 Nan Zhang, Mo Wang, Heng Xu, Nick Koenig, Louis Hickman, Jason Kuruzovich, Vincent Ng, Kofi Arhin, Danielle Wilson, Q. Chelsea Song, Chen Tang, Leo Alexander, Yesuel Kim
Researchers have investigated whether machine learning (ML) may be able to resolve one of the most fundamental concerns in personnel selection, which is by helping reduce the subgroup differences (and resulting adverse impact) by race and gender in selection procedure scores. This article presents three such investigations. The findings show that the growing practice of making statistical adjustments
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When conscientiousness differentially pays off: The role of incongruence between conscientiousness and black stereotypes in pay inequality Pers. Psychol. (IF 5.47) Pub Date : 2023-05-26 Hee Man Park, Timothy A. Judge, Hun Whee Lee, Seunghoo Chung, Yuhan Zhan
In this research, we argue that conscientiousness can be a key factor in accounting for the racial pay gap among Black and White workers. Drawing from shifting standard and status characteristics theories and the literature on occupations, we propose that conscientiousness yields differential rewards for Blacks and Whites because of the incongruence between stereotypes about Black workers and conscientiousness
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Don't just tell me, show me: Impacting perceptions of organizational attraction and fit using activating LGBT diversity signals Pers. Psychol. (IF 5.47) Pub Date : 2023-05-17 Cody Bradley, Kristie J. N. Moergen, Dorothea Roumpi, Lauren S. Simon
To appeal to traditionally hard-to-reach populations such as the LGBT community, many organizations have made diversity and inclusion a focal point of their recruitment messaging. However, extant research provides little evidence of the effectiveness of this messaging for its intended and non-intended targets. Building upon a proposed signaling theory typology, we suggest that activating signals—signals
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A simulation of the impacts of machine learning to combine psychometric employee selection system predictors on performance prediction, adverse impact, and number of dropped predictors Pers. Psychol. (IF 5.47) Pub Date : 2023-03-27 Richard N. Landers, Elena M. Auer, Lily Dunk, Markus Langer, Khue N. Tran
We compare modern machine learning (MML) techniques to ordinary least squares (OLS) regression on out-of-sample (OOS) operational validity, adverse impact, and dropped predictor counts within a common selection scenario: the prediction of job performance from a battery of diverse psychometrically-validated tests. In total, scores from 1.2 billion validation study participants were simulated to describe
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Moderation in all things, except when it comes to workplace safety: Accidents are most likely to occur under moderately hazardous work conditions Pers. Psychol. (IF 5.47) Pub Date : 2023-03-22 James W. Beck, Midori Nishioka, Abigail A. Scholer, Jeremy M. Beus
In this article, we argue that the relationship between workplace hazardousness and accidents is best characterized as an inverted-U, such that accidents are most likely to occur within moderately hazardous environments. Specifically, whereas highly hazardous work environments are strong situations in which there is a clear need for a high degree of safety behavior, the amount of safety behavior needed
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Let's get physical! A time-lagged examination of the motivation for daily physical activity and implications for next-day performance and health Pers. Psychol. (IF 5.47) Pub Date : 2023-03-17 Yolanda Na Li, Bonnie Hayden Cheng, Bingjie Yu, Julie N. Y. Zhu
Although physical activity is presumed to influence individuals’ work, motivation for daily physical activity and resulting implications for job performance are absent in the management literature. Integrating conservation of resources theory with the literature on physical activity, we build a theoretical model to address the nomological network of physical activity, inclusive of a predictor (autonomous
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Does passion matter for team innovation? The conditional indirect effects of team harmonious versus obsessive passion via team reflexivity Pers. Psychol. (IF 5.47) Pub Date : 2023-03-07 Xin Wei, Hui Liao, Zhi-Xue Zhang, Yuntao Dong, Ning Li
This research examines how team members’ passion for innovation compiles to contribute to team innovation. We argue that team mean passion influences team innovation by affecting team reflexivity, which is a key team process for members to collectively reflect on and adjust their efforts toward achieving innovation goals. The indirect effect of mean passion on team innovation via team reflexivity depends
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Compensation and performance: A review and recommendations for the future Pers. Psychol. (IF 5.47) Pub Date : 2023-02-27 Ingrid Smithey Fulmer, Barry Gerhart, Ji Hyun Kim
In this paper, we undertake two primary tasks. First, we describe trends in pay → performance research since 1990. Examining 30+ years allows us to capture the evolution of thinking and methodology over time. For this purpose, we focus on scholarly work appearing in Personnel Psychology (PP), as well as in the Journal of Applied Psychology (JAP) and Academy of Management Journal (AMJ). As our second
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Examining the role of maternity benefit comparisons and pregnancy discrimination in women's turnover decisions Pers. Psychol. (IF 5.47) Pub Date : 2023-02-16 Samantha C. Paustian-Underdahl, Laura M. Little, Ashley M. Mandeville, Amanda S. Hinojosa, Andrew Keyes
Retaining pregnant women and mothers is a prevalent challenge for companies in the United States. In this paper, we highlight the importance of favorable maternity benefits. Specifically, we argue that maternity benefits can signal how pregnant workers are treated within the organization, particularly as women compare their own benefits to referent others'. Drawing from identity threat response theory
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Person-organization fit theory and research: Conundrums, conclusions, and calls to action Pers. Psychol. (IF 5.47) Pub Date : 2023-02-11 Amy Kristof-Brown, Benjamin Schneider, Rong Su
The article presents a personal historical review of the person-organization fit (PO) literature by Amy Kristof-Brown, Benjamin Schneider and Rong Su. We present six conundrums and research evidence about each that we've encountered while studying fit during our careers: (1) What exactly is PO fit?—the term can be narrowly or broadly defined, but must be distinguished from other forms of Person-Environment
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A reinforcement sensitivity theory view of seeking behaviors at work: A meta-analysis Pers. Psychol. (IF 5.47) Pub Date : 2023-02-06 Elad N. Sherf, Natalie Croitoru, Terence McElroy
Scholarship on seeking behaviors, which refer to deliberate attempts to obtain information or assistance from others, has emerged in multiple silos (e.g., feedback-seeking, information-seeking, help-seeking, and advice-seeking). Furthering recent synthesis attempts, we draw on reinforcement sensitivity theory (RST) to generate novel predictions concerning the causes of explicit and implicit seeking
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Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience Pers. Psychol. (IF 5.47) Pub Date : 2023-01-28 Chad H. Van Iddekinge, Filip Lievens, Paul R. Sackett
Personnel Psychology has a long tradition of publishing important research on personnel selection. In this article, we review some of the key questions and findings from studies published in the journal and in the selection literature more broadly. In doing so, we focus on the various decisions organizations face regarding selection procedure development (e.g., use multiple selection procedures, contextualize
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The acceleration of emotional labor research: Navigating the past and steering toward the future Pers. Psychol. (IF 5.47) Pub Date : 2023-01-09 Allison S. Gabriel, James M. Diefendorff, Alicia A. Grandey
The past four decades of scholarship on emotional labor—the regulation of feelings and expressions performed to fulfill interpersonal work role expectations—has transformed our understanding of the purpose and outcomes of managing emotions at work. In last decade's comprehensive review by Grandey and Gabriel (2015), emotional labor research was described as stalled, with a need for detours around roadblocks
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A review on health and well-being at work: More than stressors and strains Pers. Psychol. (IF 5.47) Pub Date : 2023-01-06 Sabine Sonnentag, Louis Tay, Hadar Nesher Shoshan
Research in psychology and organizational behavior has made substantial progress in understanding what affects employee health and well-being. In this review article, we describe how characteristics of individual workplaces (job resources, job stressors), interpersonal and teamwork factors, leadership, and specific employee behaviors contribute to health and well-being. We summarize findings from intervention
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Do these jeans make me feel fat? Exploring subjective fatness, its workplace outcomes, and rethinking the role of subjectivity in the stigmatization process Pers. Psychol. (IF 5.47) Pub Date : 2023-01-04 Michael A. Johnson, Marshall Schminke, David De Cremer
Personal, work, and societal concerns about obesity and body fatness have triggered research on it across multiple domains. However, the organizational literature has been hampered by a significant shortcoming in considering it solely as an objective construct, despite research in other disciplines demonstrating a critical subjective component to how body fatness is experienced. To address this conceptual
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Work-family research: A review and next steps Pers. Psychol. (IF 5.47) Pub Date : 2023-01-02 Tammy D. Allen, Kimberly A. French
Our review highlights key contributions to the work-family literature, including research published in Personnel Psychology. We review foundational key constructs (e.g., work-family conflict), theories (e.g., boundary management), and methodology and measurement issues (e.g., episodic versus levels approaches) at the intersection of work and family. We then review select topics that move from the more
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Unethical leadership: A review, analysis, and research agenda Pers. Psychol. (IF 5.47) Pub Date : 2022-12-31 Marie S. Mitchell, Gabriela Rivera, Linda Klebe Treviño
Leaders play a critical role in creating the ethics agenda in organizations. Their communications, decisions, and behaviors influence employees to act ethically or unethically to accomplish organizational goals. To be sure, various reviews within the behavioral ethics literature have highlighted the crucial role that ethical leadership plays in gearing organizations and employees ethically. Yet, numerous
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The Gossiper's high and low: Investigating the impact of negative gossip about the supervisor on work engagement Pers. Psychol. (IF 5.47) Pub Date : 2022-12-28 Rui Zhong, Pok Man Tang, Stephen H. Lee
Although negative gossip is ubiquitous in the workplace, we know little about how negatively gossiping about the supervisor—who occupies a higher hierarchical position in the organization—influences gossipers themselves. To address this question, we draw on the conservation of resources theory to account for the resource-consuming and resource-generating impact of negative gossip about the supervisor
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When leaders heed the lessons of mistakes: Linking leaders’ recall of learning from mistakes to expressed humility Pers. Psychol. (IF 5.47) Pub Date : 2022-12-27 Jia (Jasmine) Hu, Shuxia Zhang, Robert B. Lount, Bennett J. Tepper
Making mistakes is an inevitable part of leadership, but little is known about how and when leaders benefit from reflecting on their missteps. In this paper, we propose that mistakes, when reflected upon, have the potential to increase a leader's expressed humility. We detail how having leaders recall past mistakes can help them formulate plans for learning and encourage them to express humility. We
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From crude jokes to diminutive terms: Exploring experiences of hostile and benevolent sexism during job search Pers. Psychol. (IF 5.47) Pub Date : 2022-12-23 Nitya Chawla, Allison S. Gabriel
Despite the growing attention devoted to women's experiences of sexism within organizational contexts, there is comparatively less work elucidating the affective and behavioral self-regulatory processes that unfold following sexist incidents that happen before organizational entry—that is, during the job search process. In this study, we integrate ambivalent sexism theory with self-regulation theory
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LMX differentiation as a double-edged sword: A social hierarchy perspective for understanding the beneficial and detrimental effects of LMX differentiation on team performance Pers. Psychol. (IF 5.47) Pub Date : 2022-12-20 Haoying (Howie) Xu, Sandy J. Wayne, Linda C. Wang, Jingzhou Pan
Drawing on the social hierarchy within teams literature, we contend that leader-member exchange differentiation (LMXD) may function as a coordination-enabling mechanism and as a conflict-enabling mechanism in transmitting its positive and negative effects on team performance. Specifically, we propose that the positive effect of LMXD on team performance is due to its impact on team role clarity, whereas
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Understanding the effects of cheating configurations on team creative performance: A social impact theory perspective Pers. Psychol. (IF 5.47) Pub Date : 2022-12-16 Trevor M. Spoelma, Ke Michael Mai, Wu Wei
Unethical behavior is a persistent problem in teams that can stimulate harmful relationship conflict and undermine collective performance. Yet, when considering its impact, scholars tend to focus on the overall amount of unethical behavior and neglect how it is distributed within the team. We propose that considering the way unethical behavior is patterned within teams provides a new lens by which
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A meta-analysis of the nomological network of knowledge hiding in organizations Pers. Psychol. (IF 5.47) Pub Date : 2022-12-14 Ghulam Ali Arain, Zeeshan Ahmed Bhatti, Imran Hameed, Abdul Karim Khan, Cort W. Rudolph
Over the past two decades, knowledge hiding has rapidly emerged as an important research stream in organizational behavior and knowledge management literature. However, our understanding of this phenomenon is limited, because of a lack of synthesis across the nomological network of knowledge hiding and its related constructs. Therefore, we present the first comprehensive meta-analysis (k = 104 studies
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Determinants of safety outcomes in organizations: Exploring O*NET data to predict occupational accident rates Pers. Psychol. (IF 5.47) Pub Date : 2022-12-07 Lavanya S. Kumar, Gary N. Burns
Although workplace safety research is common given the frequent occurrence of fatal and nonfatal occupational accidents, it has focused mainly on safety climate and lacks a unified approach when examining predictors of safety outcomes. We argue that adopting an integrated approach with job analysis data and using newer machine learning methods can support and extend findings from cross-sectional research
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Simply the best? Star performers and high-potential employees: Critical reflections and a path forward for research and practice Pers. Psychol. (IF 5.47) Pub Date : 2022-11-25 Rebecca R. Kehoe, David G. Collings, Wayne F. Cascio
In recent decades, scholars’ and practitioners’ interest in star performers and high-potential employees (HiPos) has increased dramatically. To date, however, researchers have considered these two classifications of exceptional talent in relative isolation of one another, despite the fact that they are widely considered to comprise organizations’ most valuable employees. The current article identifies
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Forever focused on fairness: 75 years of organizational justice in Personnel Psychology Pers. Psychol. (IF 5.47) Pub Date : 2022-11-25 Jason A. Colquitt, Edwyna T. Hill, David De Cremer
We provide a review of progress in the field of organizational justice, paying special attention to articles published in Personnel Psychology. We begin by describing the foundation of the literature, where work linked adherence to distributive, procedural, interpersonal, and informational justice rules to employee cognitions, emotions, behaviors, and well-being. We then turn to the extensions that
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The paradoxical relationship between sense of power and creativity: Countervailing pathways and a boundary condition Pers. Psychol. (IF 5.47) Pub Date : 2022-11-22 Federico Magni, Yaping Gong, Jie (Kassie) Li, Jingzhou Pan, Mingjian Zhou
When sense of power helps or hinders creativity remains an unresolved question. Drawing upon the approach-inhibition theory of power and its extensions, we integrate two different predictions into a dual-pathway model, showing the paradoxical role that sense of power—one's perceived ability to influence others—plays in predicting creativity. Specifically, sense of power helps creativity through increased
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Hiring by professional affiliation: The benefits and challenges of leveraging prospective hires’ prior employment ties to improve matching and access to resources Pers. Psychol. (IF 5.47) Pub Date : 2022-11-17 Rebecca R. Kehoe, Rhett Andrew Brymer, JR Keller, Joonyoung Kim
Increasingly mobile careers mean that today's hiring firms encounter external prospective employees who hold professional affiliations with more organizations (e.g., former employers) and groups (e.g., project teams) than ever before. This trend invites attention to a collection of hiring practices in which a firm leverages prospective hires’ professional affiliations to increase the firm's access
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When self-love is threatened: Adopting a dual-type view to understand leader narcissism and its impacts on LMX and newcomer work outcomes Pers. Psychol. (IF 5.47) Pub Date : 2022-11-16 Haiyang Liu, Yihao Liu, Jack Ting-Ju Chiang, Siting Wang, Hui Wang
The extant literature has revealed that leader narcissism has paradoxical impacts on follower outcomes. In this research, we argue that its paradoxical effects can be disentangled by the presence of two distinct types of leader narcissism—narcissistic admiration and narcissistic rivalry—which can shape leaders’ initial relationship-building with new followers (i.e., newcomers) differently. Integrating
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Managing Your Boss (MYB) as a proactive followership behavior: Construct validation and theory development Pers. Psychol. (IF 5.47) Pub Date : 2022-11-13 Ravi S. Gajendran, Sal Mistry, Subrahmaniam Tangirala
Employees can be proactive in establishing good working relationships with their managers to enhance their own effectiveness. We propose that an important way that they can do so is by engaging in behaviors we refer to as “Managing Your Boss” (MYB) that involve employees taking the initiative to understand their managers’ goals, needs, and working styles and adapt their job priorities and actions accordingly
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Wisdom from the crowd: Can recommender systems predict employee turnover and its destinations? Pers. Psychol. (IF 5.47) Pub Date : 2022-11-11 Hanyi Min, Baojiang Yang, David G. Allen, Alicia A. Grandey, Mengqiao Liu
Can algorithms that predict customer movie and shopping preferences also predict which employees are likely to leave and where they are likely to go, thus helping to retain talent? This study applies a type of machine learning (ML) technique, collaborative filtering (CF) recommender system algorithms, to investigate the comparison between satisfaction with the current job and potential satisfaction
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What you say matters: Moving beyond gossiping extent to explore the positive effects of gossip truthfulness and gossip interestingness Pers. Psychol. (IF 5.47) Pub Date : 2022-11-06 Ryan Outlaw, Michael D. Baer
Whereas substantial research portrays gossip as a detrimental behavior, other work observes that gossip performs essential social functions, such as distributing valuable information. Collectively, the literature indicates that gossip has the potential to harm and benefit the relationship between the gossip sender and receiver. Our study brings consensus to this conversation by drawing a distinction
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Recruitment in personnel psychology and beyond: Where we've been working, and where we might work next Pers. Psychol. (IF 5.47) Pub Date : 2022-11-05 Brian R. Dineen, Kang Yang Trevor Yu, Julia Stevenson-Street
Effective recruitment of talent remains extremely critical. As part of Personnel Psychology's 75-year anniversary celebration, we review the state of recruitment research, emphasizing the journal's extensive contributions to this literature. Specifically, we review contributions and opportunities in terms of the recruitment outcomes that have been studied, theoretical progress that has occurred, and
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Serving the cause when my organization does not: A self-affirmation model of employees’ compensatory responses to ideological contract breach Pers. Psychol. (IF 5.47) Pub Date : 2022-10-29 Hong Deng, Jacqueline Coyle-Shapiro, Yanting Zhu, Chia-huei Wu
Transactional and relational contract breach occur when organizations fail to deliver on promised personal benefits for employees and are associated with negative behaviors reciprocating such mistreatment. However, recent research suggests that ideological contract breach, a unique form of contract breach, may yield constructive behaviors because it is not organizations’ direct personal mistreatment
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After the break-up: How divorcing affects individuals at work Pers. Psychol. (IF 5.47) Pub Date : 2022-10-17 Connie R. Wanberg, Borbala Csillag, Michelle K. Duffy
Divorce is one of life's most stressful events. By pairing two studies, using mixed-methods, and drawing on conservation of resources theory, we contribute new and previously unavailable information about three questions. How and to what extent does going through a divorce affect individuals at work? What factors differentiate a lower versus higher impact on work? Do work outcomes improve after a divorce