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Makeup calls in organizations: An application of justice to the study of bad calls. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-08-04 Meghan A Thornton-Lugo,Matthew W McCarter,Jonathan R Clark,William Luse,Steven J Hyde,Zahra Heydarifard,Lulu S R Huang
In this article, we assess whether actors provide makeup calls as amends for their wrongdoing following bad calls. We examined these effects using organizational justice as a lens. Two archival data sets from Major League Baseball and financial analysts (Study 1 and Study 3), one experimental data set (Study 2), and one mixed-method data set from a field study (Study 4) provided evidence for the positive
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The cost of managing impressions for Black employees: An expectancy violation theory perspective. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-08-01 Sandy J Wayne,Jiaqing Sun,Donald H Kluemper,Gordon W Cheung,Adaora Ubaka
This study identifies a unique bias faced by Black employees which makes it challenging for this group to manage their professional image. Integrating research on racial backlash, image management, and expectancy violation theory, we argue that self-promotion by Black employees will result in detrimental outcomes for this group compared to White, Hispanic, and Asian employees. Due to negative racial
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"Transformed by the family: An episodic, attachment theory perspective on family-work enrichment and transformational leadership." Correction to McClean et al. (2021). Journal of Applied Psychology (IF 11.802) Pub Date : 2022-08-01
Reports an error in "Transformed by the family: An episodic, attachment theory perspective on family-work enrichment and transformational leadership" by Shawn T. McClean, Junhyok Yim, Stephen H. Courtright and Benjamin B. Dunford (Journal of Applied Psychology, 2021[Dec], Vol 106[12], 1848-1866). In the article (https://doi.org/10.1037/apl0000869), Figure 3 incorrectly graphically depicted the interaction
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Status acuity: The ability to accurately perceive status hierarchies reduces status conflict and benefits group performance. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-07-28 Siyu Yu,Gavin J Kilduff,Tessa West
Humans are a fundamentally social species, having evolved in groups with status hierarchies. However, research on the dimensions of individual ability has largely overlooked the domain of status. Building upon research on the individual-level benefits of accurate status perceptions, we propose that there exists an individual dispositional ability to perceive groups' informal status hierarchies, which
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Cannabis use does not increase actual creativity but biases evaluations of creativity. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-07-28 Yu Tse Heng,Christopher M Barnes,Kai Chi Yam
In this research, we examine the effects of cannabis use on creativity and evaluations of creativity. Drawing on both the broaden-and-build theory and the affect-as-information model, we propose that cannabis use would facilitate more creativity as well as more favorable evaluations of creativity via cannabis-induced joviality. We tested this prediction in two experiments, wherein participants were
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The benefits of cognitive style versatility for collaborative work. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-07-28 Ishani Aggarwal,Marieke C Schilpzand,Luis L Martins,Anita Williams Woolley,Marco Molinaro
A growing body of the literature shows the influence of cognitive styles, which capture the ways individuals share, encode, and process information, and their implications for collaboration. We build on this literature to investigate the special contributions of individuals with cognitive style versatility, or facility in more than one cognitive style, for improving teams' collaborative performance
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Goal progress velocity as a determinant of shortcut behaviors. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-07-28 Vincent Phan,Midori Nishioka,James W Beck,Abigail A Scholer
Employees often have a great deal of work to accomplish within stringent deadlines. Therefore, employees may engage in shortcut behaviors, which involve eschewing standard procedures during goal pursuit to save time. However, shortcuts can lead to negative consequences such as poor-quality work, accidents, and even large-scale disasters. Despite these implications, few studies have investigated the
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Perceived misalignment of professional prototypes reduces subordinates' endorsement of sexist supervisors. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-07-28 Felix Danbold,Corinne Bendersky
Despite decades of efforts, many organizations still have sexist supervisors-those in supervisory positions who define their profession by primarily stereotypically masculine features. As a result of their "masculine" professional prototypes, sexist supervisors see their work as a "man's job" in which women cannot succeed. Research suggests that one problem posed by sexist supervisors is that they
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Biting the hand that feeds: A status-based model of when and why receiving help motivates social undermining. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-07-11 Kenneth Tai,Katrina Jia Lin,Catherine K Lam,Wu Liu
Social exchange theory suggests that after receiving help, people reciprocate by helping the original help giver. However, we propose that help recipients may respond negatively and harm the help giver when they perceive helping as a status threat and experience envy. Integrating the helping as status relations framework and the social functional perspective of envy, we examine when and why receiving
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Toward a holistic perspective of congruence research with the polynomial regression model. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-07-11 Yongheng Angus Yao,Zhenzhong Ma
The polynomial regression with response surface analysis (PRRSA) model is widely used in congruence studies, yet its application in congruence research has not achieved the desired theoretical progress in this research area. As part of the continuous efforts to advance congruence research, this study analyzes 31 congruence-related articles recently published in top-tier management journals, including
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Walking on eggshells: A self-control perspective on workplace political correctness. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-05-23 Joel Koopman,Klodiana Lanaj,Young Eun Lee,Valeria Alterman,Cody Bradley,Adam C Stoverink
Being politically correct involves an understanding that language and behavior can affect others, and a willingness to modify or suppress those words or actions to be sensitive and tolerant toward others. At work, political correctness may manifest as refraining from sharing a risqué joke out of concern of hurting others' feelings, altering language to be gender neutral, suppressing saying something
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Progressive or pressuring? The signaling effects of egg freezing coverage and other work-life policies. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-05-19 Elinor Flynn,Lisa M Leslie
In recent years, organizations have expanded the number and types of work-life policies they offer in an attempt to attract and retain talent. We challenge the assumption that work-life policies uniformly signal personal-life support and elicit favorable employee attitudes by investigating a relatively new work-life policy: egg freezing coverage. We theorize that, relative to other work-life policies
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Untying the climate strength knot: A meta-analytic examination of restricted variance effects in climate strength relations. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-05-19 Kathleen R Keeler,Balca Alaybek,Jose M Cortina,Ho Kwan Cheung
Climate strength is often included in organizational climate models, however, its role in such models remains unclear. We propose that the inconsistent findings regarding the effects of climate strength are due in part to its complicated relationship with climate level. Specifically, we propose that the relationship between level and strength is heteroscedastic and nonlinear due to restricted variance
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A recipe for success? Sustaining creativity among first-time creative producers. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-05-12 Dirk Deichmann,Markus Baer
Sustaining creativity is difficult. We identify the conditions that determine repeat production of novelty among first-time producers, and the psychological mechanism transmitting their effects. Our theoretical model highlights that the novelty of a first production can lower the probability of creating a second production, particularly when the first production is bestowed with an award or recognition
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Getting unstuck: The effects of growth mindsets about the self and job on happiness at work. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-05-12 Justin M Berg,Amy Wrzesniewski,Adam M Grant,Jennifer Kurkoski,Brian Welle
Past research on growth mindsets has focused on the benefits of viewing the self as flexible rather than fixed. We propose that employees can make more substantial agentic changes to their work experiences if they also hold growth mindsets about their job designs. We introduce the concept of dual-growth mindset-viewing both the self and job as malleable-and examine its impact on employee happiness
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Asians don't ask? Relational concerns, negotiation propensity, and starting salaries. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-05-05 Jackson G Lu
In the U.S., Asians are commonly viewed as the "model minority" because of their economic prosperity. We challenge this rosy view by revealing that certain Asian groups may be susceptible to lower starting salaries. In Study 1, we analyzed 19 class years of MBAs who accepted full-time job offers in the U.S. At first glance, Asians appeared to have starting salaries similarly high as Whites'. However
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When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-04-28 Danielle D King,Elisa S M Fattoracci,David W Hollingsworth,Elliot Stahr,Melinda Nelson
Although overt racism is condemned by many organizations, insidious forms of racism persist. Drawing on the conservation of resources framework (Hobfoll, 1989), this article identifies forms and outcomes of racial microaggressions-daily verbal, behavioral, and environmental indignities that denigrate individuals from racially minoritized groups (Sue, Capodilupo, et al., 2007). Leveraging survey data
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Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings? Journal of Applied Psychology (IF 11.802) Pub Date : 2022-04-28 Inchul Cho,Christopher M Berry,Stephanie C Payne,Philseok Lee
Due to well-known problems with self-ratings of job performance (e.g., inflation, weak correlation with supervisor ratings) and the challenges of collecting supervisor ratings of job performance, researchers sometimes use supervisor-perspective ratings (e.g., "how do you think your supervisor would rate your job performance?") instead. The assumption is supervisor-perspective ratings are less affected
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Are leaders still presumed white by default? Racial bias in leader categorization revisited. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-04-25 Christopher D Petsko,Ashleigh Shelby Rosette
In the United States, leaders of the highest valued companies, best-ranked universities, and most-consumed media outlets are more likely to be White than what would be expected based on White people's representation in the U.S. population. One explanation for this racial gap is that U.S. respondents' prototype of a leader is White by default-which is, in turn, what causes White (vs. non-White) people
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A transactional stress theory of global work demands: A challenge, hindrance, or both? Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-28 Maria L Kraimer,Margaret A Shaffer,Mark C Bolino,Steven D Charlier,Olivier Wurtz
We integrate research on global work demands (Shaffer et al., 2012) with transactional stress theory to examine both the harmful and beneficial effects of three global work demands-international travel, cognitive flexibility, and nonwork disruption-for employees engaged in global work. We propose that global work demands have indirect, and conditional, effects on burnout and work-to-family conflict
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From inclusive climate to organizational innovation: Examining internal and external enablers for knowledge management capacity. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-24 Yixuan Li,Yiduo Shao,Mo Wang,Yanran Fang,Yaping Gong,Chang Li
As the diversity field evolves, scholars are shifting the attention from mitigating "problems" associated with diversity to searching for ways to leverage the potential value in diversity. We advance this field by studying how an inclusive climate benefits organizational innovation, an important foundation for sustained competitive advantage. Adopting a synergy perspective, we examine the internal
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Balancing work and family: A theoretical explanation and longitudinal examination of its relation to spillover and role functioning. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-21 Julie Holliday Wayne,Jesse S Michel,Russell A Matthews
We take a temporally dynamic perspective to present a model that explains the relations among work-family spillover (conflict and enrichment), work-family balance, and role satisfaction and performance over time. We posit that these relationships differ for two primary conceptualizations, balance satisfaction and effectiveness. We collect data using two samples, each with three time points. In Study
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The ethics of diversity ideology: Consequences of leader diversity ideology on ethical leadership perception and organizational citizenship behavior. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-17 Carolyn T Dang,Sabrina D Volpone,Elizabeth E Umphress
Scholars have suggested that leader diversity ideologies are imbued with ethical or normative content (e.g., Nkomo & Hoobler, 2014). We advance this literature by examining the ethical consequences of leader diversity ideologies. Specifically, we integrate the ethical leadership framework and the theory of recognition to suggest that leaders who communicate about diversity by acknowledging individuals'
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A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-17 Zhanna Lyubykh,Nick Turner,M Sandy Hershcovis,Connie Deng
Given the high human and economic costs of workplace safety, researchers and practitioners have paid increasing attention to how leadership behaviors relate to workplace safety. Previous research has demonstrated that leadership behaviors are important for workplace safety. In this meta-analysis, we extend our understanding of the leadership-workplace safety relationship by (a) examining the associations
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Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-17 Anyi Ma,Ashleigh Shelby Rosette,Christy Zhou Koval
Contradictory findings about whether agentic women are penalized or rewarded persist in gender and leadership research. To account for these divergent effects, we distinguish between agentic traits that people believe female leaders ought to possess (i.e., agency prescriptions) and ought not possess (i.e., agency proscriptions). We draw on expectancy violation theory to suggest that an agentic advantage
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The Leadership Arena-Reputation-Identity (LARI) model: Distinguishing shared and unique perspectives in multisource leadership ratings. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-17 Jasmine Vergauwe,Joeri Hofmans,Bart Wille
Multisource leadership ratings rely on the assumption that-in addition to the leader's self-evaluation-different rater groups (i.e., subordinates, peers, and superiors) bring in unique perspectives and thus provide a more well-rounded analysis of the leader's behavior. However, the way in which multisource data are typically treated in research offers little information about the precise levels of
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The hidden dark side of empowering leadership: The moderating role of hindrance stressors in explaining when empowering employees can promote moral disengagement and unethical pro-organizational behavior. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-14 Tobias Dennerlein,Bradley L Kirkman
The majority of theory and research on empowering leadership to date has focused on how empowering leader behaviors influence employees, portraying those behaviors as almost exclusively beneficial. We depart from this predominant consensus to focus on the potential detriments of empowering leadership for employees. Drawing from the social cognitive theory of morality, we propose that empowering leadership
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Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-14 Hyesook Chung
The use of variable work schedules (VWS)-altering the number and timing of employees' work hours on a daily or weekly basis-is an increasingly common human resource (HR) practice designed to increase staffing flexibility. Little research, however, has examined whether and how the use of VWS affects an organization's turnover rates and/or financial performance at the unit level. Despite the common assumption
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Organizational-level perceived support enhances organizational profitability. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-10 Kyoung Yong Kim,Robert Eisenberger,Riki Takeuchi,Kibok Baik
Although the importance of perceived organizational support on organizational outcomes has been highlighted in the literature, research is lacking concerning how organization-wide perceptions of support by employees (organizational-level perceived support [OPS]) may contribute to organizational performance. To address this critical deficiency in the literature, we extend organizational support theory
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Disaster or opportunity? How COVID-19-associated changes in environmental uncertainty and job insecurity relate to organizational identification and performance. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-07 Huiwen Lian,Jie Kassie Li,Chenduo Du,Wen Wu,Yuhuan Xia,Cynthia Lee
The coronavirus disease 2019 (COVID-19) pandemic continues to create tremendous uncertainty in workplaces. Building on a social identity perspective, this study develops and tests a model of how and why COVID-19-associated uncertainty affects employee work outcomes. The model differentiates uncertainty as either internal (job insecurity) or external (perceived environmental uncertainty) to the organization
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How and when managers reward employees' voice: The role of proactivity attributions. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-03-07 Hyunsun Park,Subrahmaniam Tangirala,Insiya Hussain,Srinivas Ekkirala
Recent voice research has noted that providing adequate job rewards for speaking up can sustainably motivate voice from employees. We examine why managers who seek out voice at work might not always properly reward the behavior. Drawing on theories of dispositional attribution, we propose that, in general, managers tend to reward voice because it signals to them that employees possess a valued underlying
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Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent-offspring, and spouse approach. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-01-27 Elise L Anderson,Matt McGue,Paul R Sackett,William G Iacono
Given the well-documented importance of counterproductive workplace behavior and organizational citizenship behavior (together nontask performance), it is important to clarify the degree to which these behaviors are attributable to organizational climate versus preexisting individual differences. Such clarification informs where these behaviors stem from, and consequently has practical implications
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Female CEOs and the compensation of other top managers. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-01-27 Cristian L Dezső,Yixuan Li,David Gaddis Ross
We study the implications of having a female chief executive officer (CEO) for the compensation levels of other top managers of a firm. Extant theoretical perspectives, such as social identity theory, gendered notions of firm status, and loss of diversity benefits, among others, make competing predictions about the effect of having a female, as opposed to a male, CEO: (a) that only female top managers
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Does psychological detachment benefit job seekers? A two study weekly investigation. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-01-27 Rebecca L MacGowan,Allison S Gabriel,Serge P da Motta Veiga,Nitya Chawla
On a weekly basis, job seekers need to exert effort to successfully navigate their search. Yet, despite the notion that job seeking is likely depleting, there has been little research and discussion to date surrounding whether taking time to recover from job seeking can be restorative and helpful for job seekers. Applying theory from the effort-recovery model (Meijman & Mulder, 1998) and the stressor-detachment
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Social support at work carries weight: Relations between social support, employees' diurnal cortisol patterns, and body mass index. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-01-06 Erik Gonzalez-Mulé,Zhenyu Yuan
Despite the preponderance of evidence documenting the benefits of workplace social support for employees, the link between social support and employees' physiological functioning and physical health outcomes has received relatively less research attention. In particular, diurnal cortisol patterns and body mass index (BMI) are key indicators of physiological functioning and physical health, respectively
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Promotive and prohibitive ethical voice: Coworker emotions and support for the voice. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-01-06 Anjier Chen,Linda K Treviño
Despite the importance of ethical voice for advancing ethics in organizations, we know little about how coworkers respond to ethical voice in their work units. Drawing on the fundamental approach/avoidance behavioral system and the promotive and prohibitive distinction in the voice literature, we distinguish between promotive and prohibitive ethical voice and propose that they engender different emotions-elevation
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(Mitigating) the self-fulfillment of gender stereotypes in teams: The interplay of competence attributions, behavioral dominance, individual performance, and diversity beliefs. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-01-06 Bertolt Meyer,Hans van Dijk,Marloes van Engen
We challenge the social categorization perspective in the team diversity literature by arguing that stereotypes and not favoritism for members of the same social category govern processes and dynamics in gender-diverse teams. We posit that team members' gender and task stereotypes generate competence attributions that shape individual team members' dominance behavior and performance in a self-fulfilling
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Reflections on the Journal of Applied Psychology in times of change. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-01-01 Lillian T Eby
This editorial focuses on two major initiatives that we undertook during these turbulent times at the Journal of Applied Psychology: The Call for Papers on the COVID-19 Pandemic With a Rapid Review Process and the implementation of the Transparency and Openness Promotion (TOP) Guidelines (https://www .cos.io/initiatives/top-guidelines) on November 1, 2021. (PsycInfo Database Record (c) 2022 APA, all
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Leadership emergence: An integrative review. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-30 Katie L. Badura,Benjamin M. Galvin,Min Young Lee
Despite significant scholarly attention and practical importance regarding who emerges as informal and formal leaders in organizations, an integrative framework of the leadership emergence literature remains elusive. The presence of such a framework proves integral for the advancement of work in this area due to the complexity of the field, coupled with its sprawling nature across multiple disciplines
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Times are changing, bias isn't: A meta-meta-analysis on publication bias detection practices, prevalence rates, and predictors in industrial/organizational psychology. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-30 Magdalena Siegel,Junia Sophia Nur Eder,Jelte M Wicherts,Jakob Pietschnig
Effect misestimations plague Psychological Science, but advances in the identification of dissemination biases in general and publication bias in particular have helped in dealing with biased effects in the literature. However, the application of publication bias detection methods appears to be not equally prevalent across subdisciplines. It has been suggested that particularly in I/O Psychology, appropriate
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Consequences of perceiving organization members as a unified entity: Stronger attraction, but greater blame for member transgressions. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-30 Daniel A Effron,Hemant Kakkar,Daniel M Cable
Are Uber drivers just a collection of independent workers, or a meaningful part of Uber's workforce? Do the owners of Holiday Inn franchises around the world seem more like a loosely knit group, or more like a cohesive whole? These questions examine perceptions of organization members' entitativity, the extent to which individuals appear to comprise a single, unified entity. We propose that the public's
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Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-30 Paul R Sackett,Charlene Zhang,Christopher M Berry,Filip Lievens
This paper systematically revisits prior meta-analytic conclusions about the criterion-related validity of personnel selection procedures, and particularly the effect of range restriction corrections on those validity estimates. Corrections for range restriction in meta-analyses of predictor-criterion relationships in personnel selection contexts typically involve the use of an artifact distribution
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Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-30 Mikhail A Wolfson,Lauren D'Innocenzo,Suzanne T Bell
Organizations are increasingly called upon to solve complex problems in changing conditions that require the combined knowledge, skills, perspectives, and efforts of multiple individuals. These dynamic situations often require dynamic team composition. Dynamic team composition is sometimes thought of as synonymous to changes in membership, however, we contend that it also can occur through other means
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A review and theoretical framework for understanding external team contexts. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-30 Robert E Ployhart,Donald J Dj Schepker,Lynn A McFarland
This paper introduces a theoretical framework intended to define the nature, structure, and function of external team contexts. The external team context is defined as the resources, stimuli, elements, and features that are part of a broader multilevel system but exist outside the team's boundaries and that influence (and are influenced by) the team in temporally dynamic ways. The proposed framework
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A meta-analytic examination of the gender difference in creative performance. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-30 Snehal Hora,Katie L Badura,G James Lemoine,Emily Grijalva
Studies examining gender and creative performance ratings have offered mixed results. The current meta-analysis integrates insights from gender role theories (Eagly, 1987; Eagly & Karau, 2002) with Woodman et al. (1993) interactionist perspective of creativity to identify factors that explain these observed inconsistencies across studies. Cumulating decades of research from 259 independent studies
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Are there cracks in our foundation? An integrative review of diversity issues in job analysis. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-30 Nicole Strah,Deborah E Rupp
Job analysis forms the foundation for accurate, fair, and legally appropriate human resource systems. However, the notion that personnel practices provide fair opportunities, if they are based on systematically collected job analysis data, relies on the assumption that job analysis accurately captures the essence of jobs as they exist for all individuals. This integrative conceptual review provides
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On the assessment of predictive bias in selection systems with multiple predictors. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-30 Jeffrey A Dahlke,Paul R Sackett
There is a long history of examining assessments used in college admissions or personnel selection for predictive bias, also called differential prediction, to determine whether a selection system predicts comparable levels of performance for individuals from different demographic groups who have the same assessment scores. We expand on previous research that has considered predictive bias in individual
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Counteracting the effects of performance pressure on cheating: A self-affirmation approach. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-23 Trevor M Spoelma
Pressure to perform is ubiquitous in organizations. Although performance pressure produces beneficial outcomes, it can also encourage cheating behavior. However, removing performance pressure altogether to reduce cheating is not only impractical but also eliminates pressure's benefits. Therefore, the purpose of this research is to test an intervention to counteract some of the most harmful effects
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When discretionary boundary spanning relationships cease becoming discretionary: The impact of closed ties on informal leadership perceptions. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-23 Zhiya Alice Guo,Ralph A Heidl,John R Hollenbeck,Andrew Yu,Michael Howe
Organizations have recognized that effective informal leadership is a source of competitive advantage and invest heavily in leadership development efforts. Moreover, because of historical shifts in the nature of work, this informal leadership often takes the form of inter-unit boundary spanning. Because of these two developments, discretionary boundary spanning (DBS) between units has increasingly
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The consequences of empathic concern for the actors themselves: Understanding empathic concern through conservation of resources and work-home resources perspectives. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-23 Szu-Han Joanna Lin,Emily C Poulton,Min-Hsuan Tu,Mengjie Xu
Whereas the majority of research to date has shown that having employees with empathic concern brings a number of beneficial outcomes to those on the receiving end, we shift this focus from the targets to a focus on how empathic concern influences the actors. Drawing from conservation of resources (COR) theory and the work-home resources model, we examined the detriments and benefits of empathic concern
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How and when service beneficiaries' gratitude enriches employees' daily lives. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-23 Pok Man Tang,Remus Ilies,Sherry S Y Aw,Katrina Jia Lin,Randy Lee,Chiara Trombini
Conventional research on gratitude has focused on the benefits of expressing or experiencing gratitude for the individual. However, recent theory and research have highlighted that there may too be benefits associated with receiving others' gratitude. Grounded in the Work-Home Resources model, we develop a conceptual model to understand whether, how, and for whom service providers (i.e., healthcare
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Justice change matters: Approach and avoidance mechanisms underlying the regulation of justice over time. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-23 Xiao-Min Xu,Danyang Du,Russell E Johnson,Chang-Qin Lu
The experience of justice is a dynamic phenomenon that changes over time, yet few studies have directly examined justice change. In this article, we integrate theories of self-regulation and group engagement to derive predictions about the consequences of justice change. We posit that justice change is an important factor because, as suggested by self-regulation theory, people are particularly sensitive
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Evaluating the impact of the live healthy, work healthy program on organizational outcomes: A randomized field experiment. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-23 Nicholas J Haynes,Robert J Vandenberg,Mark G Wilson,David M DeJoy,Heather M Padilla,Matthew Lee Smith
The prevalence of chronic health conditions is increasing, with over half the current workforce attempting to manage one or more chronic conditions. The Live Healthy, Work Healthy (LHWH) program is a version of the Chronic Disease Self-Management Program translated to the workplace, with the goal of improving and sustaining the health, well-being, and productivity of employees living with chronic health
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Sharing is caring: The role of compassionate love for sharing coworker work-family support at home to promote partners' creativity at work. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-23 Jakob Stollberger,Mireia Las Heras,Yasin Rofcanin
Integrating the work-family facilitation model with the integrated model of human energy, we advance a process perspective involving both members of a couple (i.e., actor and partner). We examine the effects of coworker work-family support at work onto actor work-family support provision at home (i.e., work-to-family facilitation) as well as the consequences of partner work-family support receipt at
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Risky business: Gig workers and the navigation of ideal worker expectations during the COVID-19 pandemic. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-01 Lindsey D Cameron,Bobbi Thomason,Vanessa M Conzon
Managers and customers often expect individuals to be "ideal workers" devoted entirely to work, and this devotion is typically displayed through being available to work at any time, on any day (Reid, 2015). During the COVID-19 pandemic, many individuals in lower-paid, customer-facing jobs were expected to not only be available but also to take on physical risk. However, the ideal worker literature
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Compassion during difficult times: Team compassion behavior, suffering, supervisory dependence, and employee voice during COVID-19. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-01 Elijah X M Wee,Ryan Fehr
We draw from conservation of resources theory to examine how employees' assessments of coronavirus disease (COVID-19) event strength may threaten their existing resources and their subsequent dependence on their supervisors, as well as voice behaviors that are critical to the organization's survival in a disruptive environment. We propose that assessments of COVID-19 as a strong event are positively
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Investing for keeps: Firms' prepandemic investments in human capital decreased workforce reductions associated with COVID-19 financial pressures. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-12-01 F Scott Bentley,Rebecca R Kehoe,Hyesook Chung
We examine how firms' prepandemic investments in human capital influence their use of workforce reductions and layoffs (hereafter, workforce reductions) as a response to financial pressures during the coronavirus disease (COVID-19) pandemic. We contend that workforce reductions must be examined in the context of firms' broader financial and resource orchestration environments. First, we suggest that
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Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-11-22 Joel Lefkowitz,Logan L Watts
This article reports the results of an ethics survey of professional members of the Society for Industrial and Organizational Psychology (SIOP/APA-Div. 14) conducted in 2019, and compares its findings with those of a similar survey conducted in 2009. In 2019, but not 2009, international members and associates were included. A total of 680 survey responses were received in 2019, with 157 of them describing
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The (in)congruence effect of leaders' narcissism identity and reputation on performance: A socioanalytic multistakeholder perspective. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-11-11 Jeremy B Bernerth,Min Z Carter,Michael S Cole
Judgments about others' personal characteristics intertwine with social interactions in the workplace. The personality and social psychology literatures show forming impressions of what others are like is vitally important, in part, because it facilitates the forecasting and acceptance of others' behavior. Interestingly, very few studies consider others' (i.e., subordinates) judgments about their leaders'
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Protecting their turf: When and why supervisors undermine employee boundary spanning. Journal of Applied Psychology (IF 11.802) Pub Date : 2021-11-11 Julija N Mell,Eric Quintane,Giles Hirst,Andrew Carnegie
The benefits boundary spanners offer organizations by bridging information silos are well documented. However, informational boundary spanning also implies crossing organizational territories, as employees seek advice from others outside their supervisors' control. Applying a territoriality theory lens, we develop new insights about when and why supervisors may view their subordinates' informational