-
I despise but also envy you: A dyadic investigation of perceived overqualification, perceived relative qualification, and knowledge hiding Pers. Psychol. (IF 6.571) Pub Date : 2021-02-09 Christina S. Li, Huiyao Liao, Yuqing Han
Integrating relative deprivation (Crosby, 1984) and social comparison (Buunk & Gibbons, 2007) theories, this paper extends perceived overqualification to the dyad level with perceived relative qualification, and proposes that the two may lead to employees’ knowledge hiding from relevant peers through a complex interpersonal process. Across two studies, with 940 dyadic‐level observations (Study 1) and
-
Reflecting on one's best possible self as a leader: Implications for professional employees at work Pers. Psychol. (IF 6.571) Pub Date : 2021-03-12 Remy E. Jennings, Klodiana Lanaj, Joel Koopman, Gerry McNamara
Most professional employees aspire to leadership, and this suggests that a best possible leader self—a personalized representation of who an employee aspires to be at their best as a leader in the future—is likely a relevant and motivating self‐representation for employees at work. Integrating theory on best possible selves with control theory, we suggest that activating a best possible leader self
-
Admired and disgusted? Third parties’ paradoxical emotional reactions and behavioral consequences towards others’ unethical pro‐organizational behavior Pers. Psychol. (IF 6.571) Pub Date : 2021-03-19 Pok Man Tang, Kai Chi Yam, Joel Koopman, Remus Ilies
Unethical pro‐organizational behavior (UPB) is often visible to co‐workers; however, reactions to UPB are rarely considered in empirical research in spite of their importance to the social dynamics in the workplace. Drawing upon appraisal theory of emotion and the behavioral ethics literature, we predict that observing UPB would lead third parties to experience admiration due to the pro‐organizational
-
With a frown or a smile: How leader affective states spark the leader‐follower reciprocal exchange process Pers. Psychol. (IF 6.571) Pub Date : 2021-02-16 Amy L. Bartels, Jennifer D. Nahrgang, Hudson Sessions, Kelly S. Wilson, Lusi Wu, Jared Law‐Penrose
Despite evidence that affect shapes perceptions of workplace relationships, the role of affect in the reciprocal exchange process of leader–member exchange (LMX) theory is often overlooked. We argue that this is likely due to a continued focus on global assessments of LMX quality, rather than examination of the reciprocal, interlocked actions and reactions that take place daily between members of the
-
The relations of reflective and intuitive thinking styles with task performance: A meta‐analysis Pers. Psychol. (IF 6.571) Pub Date : 2021-01-31 Balca Alaybek, Yi Wang, Reeshad S. Dalal, Samantha Dubrow, Louis S. G. Boemerman
We conducted a meta‐analysis to examine the relations of individual differences in reflective (or rational) and intuitive thinking styles with workplace task performance. We meta‐analyzed 113 effect sizes from 71 independent samples (N = 11,713). Results indicate that reflective thinking style has a positive and non‐zero meta‐analytic relation with task performance (ρ = .213). This positive relation
-
A person‐centered view of impression management, inauthenticity, and employee behavior Pers. Psychol. (IF 6.571) Pub Date : 2020-12-27 Nitya Chawla, Allison S. Gabriel, Christopher C. Rosen, Jonathan B. Evans, Joel Koopman, Wayne A. Hochwarter, Joshua C. Palmer, Samantha L. Jordan
Impression management (IM)—the strategies through which employees create, maintain, or alter a desired image towards others—is a ubiquitous part of organizational life. To date, scholars studying this interpersonal phenomenon have largely focused on Jones and Pittman's (1982) taxonomy of IM strategies, examining consequences associated with the tactics of ingratiation, self‐promotion, exemplification
-
Shadows and shields: Stars limit their collaborators’ exposure to attributions of both credit and blame Pers. Psychol. (IF 6.571) Pub Date : 2020-12-10 Rebecca R. Kehoe, F. Scott Bentley
Building on the notion of cumulative advantage, we undertake a nuanced examination of how collaborating with a star affects attributions of credit and blame to nonstars in collaborative endeavors. Situating our inquiry in the US hedge fund industry, we hypothesize two‐way interactions predicting that collaboration with a star comanager will weaken both the positive effect of comanaged fund success
-
How and when are learning‐adaptable newcomers innovative? Examining mechanisms and constraints Pers. Psychol. (IF 6.571) Pub Date : 2020-11-17 Artemis Boulamatsi, Songqi Liu, Lisa Schurer Lambert, Xiang Yao, Rui Guo, Jingfeng Yin
Higher levels of learning adaptability at work are expected to help performance when individuals encounter an unfamiliar environment, such as during organizational entry. However, little is known about how and when newcomer learning adaptability drives innovative behaviors. Drawing on and extending individual adaptability theory, we propose that two mediating mechanisms, positive framing and task mastery
-
What are the career implications of “seeing eye to eye”? Examining the role of leader–member exchange (LMX) agreement on employability and career outcomes Pers. Psychol. (IF 6.571) Pub Date : 2020-10-29 Olga Epitropaki, Anders Friis Marstand, Beatrice Van der Heijden, Nikos Bozionelos, Nikolaos Mylonopoulos, Claudia Van der Heijde, Dora Scholarios, Aslaug Mikkelsen, Izabela Marzec, Piotr Jędrzejowicz
Are there career benefits to leaders and followers agreeing about the quality of their leader–member exchange (LMX) relationship? Is LMX disagreement always detrimental for a follower's career? Can the examination of LMX agreement as a substantive variable help us cast new light on some of the inconclusive findings of past research on LMX and career outcomes? These questions motivate our research.
-
An examination of the relationship between applicant race and accrued recruitment source information: Implications for applicant withdrawal and test performance Pers. Psychol. (IF 6.571) Pub Date : 2020-11-12 Lynn A. McFarland, Youngsang Kim
We examine the role of accrued recruitment source diagnosticity (i.e., cumulative information from recruitment sources) and show its importance in enhancing diversity in recruitment and selection. First, based on social network and homophily theories, we propose that racial minority candidates will be less likely to use diagnostic recruitment sources, and this lack of use contributes to less organizational
-
My fault or yours? Leaders’ dual reactions to abusive supervision via rumination depend on their independent self‐construal Pers. Psychol. (IF 6.571) Pub Date : 2020-10-22 Hong Deng, Catherine K. Lam, Yanjun Guan, Mo Wang
In this research, we propose a novel goal‐failure perspective based on cognitive theories of rumination to examine how leaders react to their own abusive supervision in distinct ways. Findings from two multi‐wave, multisource field studies conducted with organizational leaders and an online experiment support hypotheses that leaders ruminate on their abusive behavior and this rumination triggers reconciliation
-
The risks and benefits of initiating change at work: Social consequences for proactive employees who take charge Pers. Psychol. (IF 6.571) Pub Date : 2020-09-25 Melody Jun Zhang, Kenneth S. Law, Lin Wang
We study employee taking charge behavior in a team context and investigate how it influences social consequences in work teams. Drawing on the person perception perspective and the warmth–competence framework, we develop a theoretical model outlining how coworkers view and react to those team members who take charge more at work. We conducted two studies to test our model. Using a three‐wave, multisource
-
Making nice or faking nice? Exploring supervisors’ two‐faced response to their past abusive behavior Pers. Psychol. (IF 6.571) Pub Date : 2020-09-24 Shawn T. McClean, Stephen H. Courtright, Junhyok Yim, Troy A. Smith
Although extant research has shown that abusive supervision is a destructive and immoral form of leader behavior, theory provides conflicting perspectives on how supervisors respond to their own abusive behavior. We therefore draw upon and integrate moral cleansing theory and impression management and construction theory to explore whether and when supervisors engage in genuine reparations or impression
-
The end is just the beginning: Turnover events and their impact on those who remain Pers. Psychol. (IF 6.571) Pub Date : 2020-09-24 Lyonel Laulié, Frederick P. Morgeson
Turnover is not only the ending of an employment relationship, it is also the potential beginning of a new reality for those who remain in the organization. The impact of voluntary and involuntary turnover events on organizational “stayers” represents an unfortunate gap in extant turnover theory. Conceptualizing turnover as a beginning rather than an ending suggests the possibility that turnover events
-
Are they worth it? Warmth and competence perceptions influence the investment of slack resources in and the efficacy of HPWS Pers. Psychol. (IF 6.571) Pub Date : 2020-09-08 Kyoung Yong Kim, Jake G. Messersmith, David G. Allen
Utilizing research on organizational slack and the stereotype content model, the antecedents and consequences of high‐performance work system (HPWS) utilization are assessed in a sample of 108 small and medium‐sized enterprises in South Korea. The paper advances theory to demonstrate that organizational slack drives HPWS adoption, but only when the chief executive officer (CEO) views employees as worth
-
Shining with the Stars? Unearthing how group star proportion shapes non‐star performance Pers. Psychol. (IF 6.571) Pub Date : 2020-09-04 Matthew L. Call, Elizabeth M. Campbell, Benjamin B. Dunford, Wendy R. Boswell, R. Wayne Boss
Organizations grapple with how to position and manage star employees within and across workgroups. One critical question not yet well understood is how to optimize the influence of stars on non‐stars and specifically whether to concentrate together or spread out stars across workgroups. Furthermore, we lack knowledge of who is more likely to benefit from stars. To that end, we develop a theoretical
-
The Oxford handbook of organizational identity Michael G. Pratt, Majken Schultz, Blake E. Ashforth, and Davide Ravasi (Eds.), New York: Oxford University Press, 2018, 528 pages, $40.00 paperback. Pers. Psychol. (IF 6.571) Pub Date : 2020-08-07 Matthew Grimes
Weighing in at 514 pages, The Oxford Handbook of Organizational Identity represents a formidable set of backward‐ and forward‐looking reflections on the state of a literature that has become a mainstay of organizational scholarship. As someone who finds himself in the occasional position of needing to recommend to others a “starting point” for engaging the topic of organizational identity (heretofore
-
Stumbling out of the gate: The energy‐based implications of morning routine disruption Pers. Psychol. (IF 6.571) Pub Date : 2020-07-27 Shawn T. McClean, Joel Koopman, Junhyok Yim, Anthony C. Klotz
Despite academic and practical advice regarding the virtues of daily routines for effective work performance, such routines are vulnerable to disruption from any number of sources. To understand whether and how routine disruptions affect employees at work, we draw on cognitive energetics theory (CET) and explore the potential negative consequences of morning routine disruptions on employees’ energy
-
When lending an ear turns into mistreatment: An episodic examination of leader mistreatment in response to venting at work Pers. Psychol. (IF 6.571) Pub Date : 2020-07-25 Christopher C. Rosen, Allison S. Gabriel, Hun Whee Lee, Joel Koopman, Russell E. Johnson
Venting—an emotion‐focused form of coping involving the discharge of negative feelings to others—is common in organizational settings. Venting may benefit the self via the release of negative emotion, or by acting as a catalyst for changes to problematic work situations. Nonetheless, venting might have unintended consequences via its influence on those who are the recipients of venting from others
-
The benefits and perils of job candidates’ signaling their morality in selection decisions Pers. Psychol. (IF 6.571) Pub Date : 2020-07-21 Kai Chi Yam, Scott J. Reynolds, Scott S. Wiltermuth, Yajun Zhang
In this research, we challenge the belief that positive signals of morality always increase job candidates’ appeal to interviewers. In four experiments with both experienced and novice interviewers, we find that signals of the candidates’ morality interact with the nature of the industry such that candidates who send signals of morality are less likely to be selected for jobs in a morally tainted industry
-
Leader–follower risk orientation incongruence, intellectual stimulation, and creativity: A configurational approach Pers. Psychol. (IF 6.571) Pub Date : 2020-07-17 Haiyang Liu, Scott B. Dust, Minya Xu, Yueting Ji
Prior work suggests that follower and leader risk orientation is positively associated with follower creativity. We suggest that this view is oversimplified and propose that follower creativity can be stimulated when leader and follower have diverging risk orientations. We, therefore, apply a configurational approach to creativity, evaluating varying combinations of leader and follower risk orientation
-
When leader–member exchange differentiation improves work group functioning: The combined roles of differentiation bases and reward interdependence Pers. Psychol. (IF 6.571) Pub Date : 2020-06-25 Joo Hun Han, Hui Liao, Jian Han, Alex Ning Li
Drawing on social hierarchy theory, we develop a contingency model of leader–member exchange (LMX) differentiation in which LMX differentiation is positively and negatively related to group cooperation and group social undermining, respectively, when it is based on the group members’ performance, but the relations are reversed (i.e., negative and positive, respectively) when it stems from a leader's
-
Online health behavior: Antecedents and outcomes of employee participation in an organization's online health program Pers. Psychol. (IF 6.571) Pub Date : 2020-06-14 Sushil S. Nifadkar, Suresh Bhagavatula
Working in organizations can result in health problems for employees, who may develop health conditions such as hypertension, cardiac problems, and obesity. To promote healthy behavior among employees, some companies use tailored online health platforms, which are customizable and accessible. Although these programs are available to all employees, they differ in terms of their participation, and we
-
Too much of a good thing: Examining the curvilinear relationship between team‐level proactive personality and team performance Pers. Psychol. (IF 6.571) Pub Date : 2020-06-08 Ruixue Zhang, Anran Li, Yaping Gong
Research has largely shown a positive linear relationship between proactive personality and job performance at the individual level. However, it remains unknown whether the same relationship holds at the team level. In this research, we propose and test a curvilinear relationship between team mean level of proactive personality and team performance. We also examine team potency and team cohesion as
-
Personal brand equity: Scale development and validation Pers. Psychol. (IF 6.571) Pub Date : 2020-06-08 Sergey Gorbatov, Svetlana N. Khapova, Janneke K. Oostrom, Evgenia I. Lysova
Crafting a personal brand has become an important factor for career success. Despite the growing literature on topics associated with personal brands, the conceptualization and measurement of personal brand equity (PBE) have received little attention. By drawing upon and integrating the marketing and careers literatures on branding, we reconceptualized the definition of PBE and delineated its dimensions
-
Vocational interests, gender, and job performance: Two person–occupation cross‐level interactions Pers. Psychol. (IF 6.571) Pub Date : 2020-05-27 Serena Wee, Daniel A. Newman, Q. Chelsea Song, John A. Schinka
Vocational interest theories imply a person–occupation cross‐level interaction effect (e.g., artistic interests predict job performance better in artistic occupations), which has rarely if ever been tested as such. Using a large military sample, we find person–occupation interest congruence effects are supported: (a) on core technical job performance for six of eight interest dimensions, and (b) on
-
Shared leadership development and team performance: A new look at the dynamics of shared leadership Pers. Psychol. (IF 6.571) Pub Date : 2020-05-24 Natalia M. Lorinkova, Kathryn M. Bartol
The present study offers new theoretical insights into the dynamics of shared leadership. Integrating arguments from shared leadership and team development theory, we examine how shared leadership changes over the course of a project team's life cycle and how this pattern of change relates to team performance. Guided by shared leadership theory and project team literature, we also explore team‐level
-
You get me: Examining the implications of couples’ depersonalization agreement for employee recovery Pers. Psychol. (IF 6.571) Pub Date : 2020-05-22 Kelly Schwind Wilson, Catherine E. Kleshinski, Fadel K. Matta
Previous research demonstrates that depersonalization is harmful for employee outcomes. In addition, research is beginning to examine employees’ family context along with their experiences both at work and at home. We advance these literatures using shared reality theory as a foundation for investigating couples’ dyadic agreement surrounding employee depersonalization and its implications. Using polynomial
-
Hurry up! The role of supervisors’ time urgency and self‐perceived status for autocratic leadership and subordinates’ well‐being Pers. Psychol. (IF 6.571) Pub Date : 2020-05-18 Roman Briker, Frank Walter, Michael S. Cole
This study examines the connections among supervisors’ time urgency, their leadership behavior, and subordinate outcomes. Integrating cognitive perspectives on time urgency with contemporary thinking on the psychological experience of status, we reason that supervisors’ time‐urgent personality relates positively with their autocratic leadership behavior, and we cast supervisors’ self‐perceived status
-
Workplace events and employee creativity: A multistudy field investigation Pers. Psychol. (IF 6.571) Pub Date : 2020-04-21 Yang Chen, Dong Liu, Guiyao Tang, Toschia M. Hogan
A burgeoning body of research has examined the influence of stable attributes of individuals, teams, and organizations on employee creativity. Events, however, permeate the increasingly dynamic and uncertain business context. To extend the creativity literature, we draw on event system theory to examine whether, when, and how workplace events impact employee creativity. Our findings based on two time‐lagged
-
A multiplex view of leadership structure in management teams Pers. Psychol. (IF 6.571) Pub Date : 2020-04-13 Yifan Song, Yanran Fang, Mo Wang, Junqi Shi
In the hope of complementing the structural perspective in upper echelon research and advancing a fine‐grained understanding of dyadic leadership influence in management teams, the current study combines two types of intrateam structures—leadership network and friendship network—to create a multidimensional conceptualization of leadership structure in management teams. Specifically, we propose that
-
Is it all in the eye of the beholder? The importance of situation construal for situational judgment test performance Pers. Psychol. (IF 6.571) Pub Date : 2020-02-21 Jan‐Philipp Freudenstein, Philipp Schäpers, Lena Roemer, Patrick Mussel, Stefan Krumm
Recent research challenges the importance of situation descriptions for situational judgment test (SJT) performance. This study contributes to resolving the ongoing debate on whether SJTs are situational measures, by incorporating findings on person × situation interactions into SJT research. Specifically, across three studies (NTotal = 1,239), we first tested whether situation construal (i.e., the
-
Strong body, clear mind: Physical activity diminishes the effects of supervisor interpersonal injustice Pers. Psychol. (IF 6.571) Pub Date : 2020-02-17 Trevor Watkins, Elizabeth E. Umphress
We integrate exercise physiology tenets with self‐regulation theory to explain how physical activity diminishes the effects of supervisor interpersonal injustice. We posit that individuals can help prevent self‐regulation depletion from interpersonal injustice when they engage in physical activity. In Study 1, we manipulated physical activity and interpersonal injustice in a laboratory setting, and
-
Discouraging unethicality versus encouraging ethicality: Unraveling the differential effects of prevention‐ and promotion‐focused ethical leadership Pers. Psychol. (IF 6.571) Pub Date : 2020-02-11 John T. Bush, David T. Welsh, Michael D. Baer, David Waldman
Theory on the impact of ethical leadership has traditionally been based on a deontological approach to morality. Underlying this perspective is the assumption that all leader behaviors that encourage “normatively appropriate conduct” will influence followers in a similar fashion. Put differently, the current consensus seems to suggest that actions that focus on preventing unethical behavior—attending
-
Rationalize or reappraise? How envy and cognitive reappraisal shape unethical contagion Pers. Psychol. (IF 6.571) Pub Date : 2020-02-10 Chase E. Thiel, Julena Bonner, John T. Bush, David T. Welsh, Rakesh Pati
Reducing unethical employee behavior is a complex challenge for organizations given that such behavior is often highly contagious. Yet, although many employees imitate the unethical behavior of their coworkers, some adhere to ethical standards in spite of their coworkers’ unethical behavior. Drawing on social cognitive theory, we propose an expanded model of unethical social influence that sheds
-
Can job seekers achieve more through networking? The role of networking intensity, self‐efficacy, and proximal benefits Pers. Psychol. (IF 6.571) Pub Date : 2020-01-15 Connie R. Wanberg, Edwin A. J. van Hooft, Songqi Liu, Borbala Csillag
The authors develop and evaluate an online networking intervention, Building Relationships and Improving Opportunities (BRIO), built in conjunction with the networking literature and social cognitive theory (Bandura, 1986, 1999). A field experiment using 491 unemployed job seekers shows that the intervention increases networking intensity, networking self‐efficacy, and proximal networking benefits
-
Emotions naturally and laboriously expressed: Antecedents, consequences, and the role of valence Pers. Psychol. (IF 6.571) Pub Date : 2020-01-11 Brent A. Scott, Anna C. Lennard, Rebecca L. Mitchell, Russell E. Johnson
The emotion regulation literature has focused primarily on comparing the methods of surface acting and deep acting, yet scholars have also noted the importance of naturally felt emotions as a means for achieving a desired emotional display. The literature has also mainly examined positive displays, yet there are many situations that call for the display of negative emotions. To advance theory and research
-
The study of behavioral ethics within organizations: A special issue introduction Pers. Psychol. (IF 6.571) Pub Date : 2019-12-26 Marie S. Mitchell, Scott J. Reynolds, Linda K. Treviño
Ethics has emerged as one of the most critical issues facing organizations. Given its importance, an extensive literature has evolved to understand the causes and consequences of (un)ethical decision making and behaviors in organizations. To date, much of this research has relied on research methods (e.g., experiments) that emphasize internal validity and control over external validity and generalizability
-
Maybe not so independent after all: The possibility, prevalence, and consequences of violating the independence assumptions in psychometric meta‐analysis Pers. Psychol. (IF 6.571) Pub Date : 2019-12-15 Zhenyu Yuan, Frederick P. Morgeson, James M. LeBreton
Psychometric meta‐analysis assumes that moderators are unrelated to study artifacts (e.g., criterion reliability), and that study artifacts are independent of true validities. Meeting these assumptions is important for researchers seeking to accurately partition the variance in effect sizes due to study artifacts from the variance due to meaningful moderators. Despite the critical role of these assumptions
-
Revisiting predictive bias of cognitive ability tests against Hispanic American job applicants Pers. Psychol. (IF 6.571) Pub Date : 2019-12-09 Christopher M. Berry, Peng Zhao, Juan Carlos Batarse, Craig Reddock
Previous studies have concluded that cognitive ability tests are not predictively biased against Hispanic American job applicants because test scores generally overpredict, rather than underpredict, their job performance. However, we highlight two important shortcomings of these past studies and use meta‐analytic and computation modeling techniques to address these two shortcomings. In Study 1, an
-
Servant leadership, leader gender, and team gender role: Testing a female advantage in a cascading model of performance Pers. Psychol. (IF 6.571) Pub Date : 2019-11-27 G. James Lemoine, Terry C. Blum
We integrate the theory of gender role congruity with extant research on servant leadership to propose and test a moderated process model in which we hypothesize that servant leadership's effects on outcomes are stronger when implemented by women, and when it takes place within teams high in feminine gender role composition. Specifically, we theorize that servant leadership's communal emphases on stakeholders
-
Feeling activated and acting unethically: The influence of activated mood on unethical behavior to benefit a teammate Pers. Psychol. (IF 6.571) Pub Date : 2019-11-21 Elizabeth E. Umphress, Richard G. Gardner, Adam C. Stoverink, Keith Leavitt
Research on the effects of mood in organizations tends to focus on the valence dimension of mood (positive vs. negative), overlooking the activation dimension (activated vs. deactivated). We suggest that activation level prompts unethical behavior. Based on the affective infusion model (AIM; Forgas, 1995), we predict that positive activated and negative activated moods facilitate unethical behavior
-
Proactive yet reflective? Materializing proactive personality into creativity through job reflective learning and activated positive affective states Pers. Psychol. (IF 6.571) Pub Date : 2019-11-19 Fuli Li, Tingting Chen, Nancy Yi‐Feng Chen, Yun Bai, J. Michael Crant
Studies linking proactive personality to creativity have primarily taken a future‐oriented perspective, describing a process where individuals assess future opportunities and risks of creative endeavors. Complementing this approach, we draw on an attribution theory perspective to delineate how proactive personality relates to employee creativity through the serial mediating effects of job reflective
-
How do employees react to leaders’ unethical behavior? The role of moral disengagement Pers. Psychol. (IF 6.571) Pub Date : 2019-10-22 Ryan Fehr, Ashley Fulmer, Fong T. Keng‐Highberger
Concerns over unethical leader behavior persist in today's workplace. Although some employees continue to support their leaders after learning of their unethical actions, others do not. In this paper, we integrate social cognitive theory with social information processing theory to propose that the support employees give to leaders who act unethically hinges on their propensity to morally disengage
-
It's lonely at the bottom (too): The effects of experienced powerlessness on social closeness and disengagement Pers. Psychol. (IF 6.571) Pub Date : 2019-10-14 Trevor A. Foulk, Irene E. De Pater, Michael Schaerer, Christilene du Plessis, Randy Lee, Amir Erez
Although “powerlessness” is a pervasive experience for employees, prior social power research has predominantly focused on consequences of “powerfulness.” This has led to contradictory predictions for how experienced powerlessness influences employees’ social perceptions and behaviors. To resolve this theoretical tension, we build on Social Distance Theory (Magee & Smith) to develop a theoretical model
-
The pay premium for high‐potential women: A constructive replication and refinement Pers. Psychol. (IF 6.571) Pub Date : 2019-10-14 George F. Dreher, Nancy M. Carter, Terry Dworkin
In this constructive replication, we revisit a provocative study by Leslie, Manchester, and Dahm (2017). They found that gender and being designated a high‐potential employee interacted in accounting for pay and that this resulted in a reversal in the commonly observed gender pay gap favoring men. Our primary aim was to examine important boundary conditions associated with their work by (a) conducting
-
How help during pregnancy can undermine self‐efficacy and increase postpartum intentions to quit Pers. Psychol. (IF 6.571) Pub Date : 2019-10-11 Kristen P. Jones, Judith A. Clair, Eden B. King, Beth K. Humberd, David F. Arena
Pregnancy reflects a common experience for women in today's workforce, yet recent data suggest that some women scale back or leave the workforce following childbirth. Considering these effects on women's careers, researchers have sought to understand the underlying dynamics of these decisions. Here, we explore a paradoxical reason for weakened postpartum career attitudes: help that women receive during
-
Motivated to be socially mindful: Explaining age differences in the effect of employees’ contact quality with coworkers on their coworker support Pers. Psychol. (IF 6.571) Pub Date : 2019-10-11 Ulrike Fasbender, Anne Burmeister, Mo Wang
In this research, we examine how high‐quality contact can facilitate employees’ coworker support and explain why the benefits of high‐quality contact are contingent upon age. First, we employ a social mindfulness lens to decipher the motivational mechanisms of high‐quality contact with coworkers on providing coworker support via coworker‐oriented perspective taking and empathic concern. Second, we
-
Creating an ethical organizational environment: The relationship between ethical leadership, ethical organizational climate, and unethical behavior Pers. Psychol. (IF 6.571) Pub Date : 2019-09-18 Maribeth Kuenzi, David M. Mayer, Rebecca L. Greenbaum
The purpose of this research is to provide a richer lens on the ethical organizational environment by examining the relationship between ethical leadership and unit‐level unethical behavior through ethical organizational climate (EOC), with collective moral identity as a boundary condition. In testing our theoretical model, we first develop and validate a measure of EOC to address concerns with existing
-
A business frame perspective on why perceptions of top management's bottom‐line mentality result in employees’ good and bad behaviors Pers. Psychol. (IF 6.571) Pub Date : 2019-09-09 Mayowa T. Babalola, Rebecca L. Greenbaum, Rajiv K. Amarnani, Mindy K. Shoss, Yingli Deng, Omale A. Garba, Liang Guo
Emerging research suggests that bottom‐line mentalities (BLMs) (i.e., a sole focus on bottom‐line outcomes to the exclusion of other considerations) can have dysfunctional consequences within the workplace. However, research has yet to consider how and why BLMs may result in both beneficial and dysfunctional organizational outcomes. In the present research, we examine employees’ perceptions of top
-
Examining the item response process to personality measures in high‐stakes situations: Issues of measurement validity and predictive validity Pers. Psychol. (IF 6.571) Pub Date : 2019-08-01 Bo Zhang, Mengyang Cao, Louis Tay, Jing Luo, Fritz Drasgow
We conducted two experimental studies with between‐subjects and within‐subjects designs to investigate the item response process for personality measures administered in high‐ versus low‐stakes situations. Apart from assessing measurement validity of the item response process, we examined predictive validity; that is, whether or not different response models entail differential selection outcomes.
-
Why and for whom does the pressure to help hurt others? Affective and cognitive mechanisms linking helping pressure to workplace deviance Pers. Psychol. (IF 6.571) Pub Date : 2019-07-18 Joel Koopman, Christopher C. Rosen, Allison S. Gabriel, Harshad Puranik, Russell E. Johnson, D. Lance Ferris
Scholars are paying increasing attention to the “dark side” of citizenship behavior. One aspect of this dark side that has received relatively scant attention is “helping pressure”—an employee's perception that s/he is being encouraged to, or otherwise feels that s/he should, enact helping behavior at work. Drawing from theory associated with work stress, we examine affective and cognitive mechanisms
-
Types of union participators over time: Toward a person‐centered and dynamic model of participation Pers. Psychol. (IF 6.571) Pub Date : 2019-06-18 Alexander S. McKay, Elizabeth M. Grimaldi, Gordon M. Sayre, Michael E. Hoffman, Robert D. Reimer, Susan Mohammed
Previous research on union participation has been disjointed, with no clear consensus on the definition and nature of participation. Additionally, few studies have examined how participation changes over time, with those that have finding mixed results regarding its stability. We propose that these mixed and inconsistent findings are due largely to past research focusing on overall levels of participation
-
Clash of the climates: Examining the paradoxical effects of climates for promotion and prevention Pers. Psychol. (IF 6.571) Pub Date : 2019-05-28 Jeremy M. Beus, Lorenzo Lucianetti, Winfred Arthur
Organizations often communicate seemingly paradoxical strategic imperatives to their employees that reflect a focus on promotion (take risks) and prevention (be prudent), as outlined by regulatory focus theory. When consistently emphasized and reinforced in an organization, these strategic inclinations can emerge as divergent climates for promotion and prevention that cloud the organization's perceived
-
Engineering interaction: Structural change, locus of identification, and the formation and maintenance of cross‐unit ties Pers. Psychol. (IF 6.571) Pub Date : 2019-05-23 Steven M. Gray, J. Stuart Bunderson, Peter Boumgarden, John P. Bechara
Cross‐unit ties–relationships that facilitate discretionary information sharing between individuals from different business units–offer a range of organizational benefits. Scholars argue that organizations can promote cross‐unit ties by: (a) formally bringing together individuals from different business units into structural links (e.g., cross‐unit strategic committees) to encourage the formation of
-
A meta‐analysis of the criterion‐related validity of prehire work experience Pers. Psychol. (IF 6.571) Pub Date : 2019-05-03 Chad H. Van Iddekinge, John D. Arnold, Rachel E. Frieder, Philip L. Roth
Organizations frequently screen or select job applicants based on their work experience. Despite this, surprisingly little is known about the criterion‐related validity of prehire experience, which reflects the amount, duration, or type of experience workers have acquired before they enter a new organization. To address this critical gap in the literature, we used meta‐analysis to synthesize data from
-
Extending the metatheoretical framework of social/political influence to leadership: Political skill effects on situational appraisals, responses, and evaluations by others Pers. Psychol. (IF 6.571) Pub Date : 2019-05-01 Rachel E. Frieder, Gerald R. Ferris, Pamela L. Perrewé, Andreas Wihler, C. Darren Brooks
Building off and extending the metatheoretical framework of political skill, we examined the cognitive and behavioral mechanisms through which the intrapsychic effects of political skill inform its interpersonal effects, and how these interpersonal effects ultimately are transmitted into desirable outcomes. Specifically, we argue that politically skilled leaders demonstrate better situational appraisals
-
Different roles of shared and vertical leadership in promoting team creativity: Cultivating and synthesizing team members’ individual creativity Pers. Psychol. (IF 6.571) Pub Date : 2019-04-05 Wei He, Po Hao, Xu Huang, Li‐Rong Long, Nathan J. Hiller, Shao‐Long Li
Drawing on the componential model of creativity (Amabile), we examined how shared leadership and a formally appointed leader's transformational leadership jointly cultivate team creativity in two studies. We conducted an experiment with a sample of 109 undergraduate students (32 teams) enrolled in a business plan competition (Study 1) and a field survey based on multisource, time‐lagged data collected
-
Team tenure and team performance: A meta‐analysis and process model Pers. Psychol. (IF 6.571) Pub Date : 2019-03-21 Erik Gonzalez‐Mulé, Bethany S. Cockburn, Brian W. McCormick, Peng Zhao
Team tenure is a key component of models of team effectiveness. However, the nature of the relationship between team tenure and team performance is unclear due to underdeveloped theory on the nature of team tenure, various unintegrated theoretical conceptualizations of team tenure, and mixed empirical findings. Further, there is a lack of theory as to the intervening team processes and emergent states
-
Does feedback matter for job search self‐regulation? It depends on feedback quality Pers. Psychol. (IF 6.571) Pub Date : 2019-03-19 Nitya Chawla, Allison S. Gabriel, Serge P. da Motta Veiga, Jerel E. Slaughter
Job search represents a dynamic process through which job seekers must consistently engage in effective self‐regulation. Although scholars have increasingly begun to theorize and conceptualize the job search in this manner, little is known about what fosters effective self‐regulation week‐to‐week. In light of this theoretical gap, we integrate self‐regulation theory with the feedback literature to
Contents have been reproduced by permission of the publishers.