Organizations are increasingly relying on service robots to improve efficiency, but these robots often make mistakes, which can aggravate customers and negatively affect organizations. How can organizations mitigate the frontline impact of these robotic blunders? Drawing from theories of anthropomorphism and mind perception, we propose that people evaluate service robots more positively when they are

Adapting to task changes in work settings frequently calls not only for shifting one's thoughts and behaviors to the new demands, but also for dealing with outdated knowledge and skills. This article focuses on the role of control strategies in task adaptation and reports two experimental studies using an air traffic control simulation task. In both studies (N = 66 and 105 with k = 1,320 and 1,680

Counterproductive work behavior (CWB) is a topic of considerable importance for organizational scholars and practitioners. Yet, despite a wide-ranging consensus that negative affect (NA) is a precursor to CWB, there is surprisingly little consensus as to whether CWB enactment will subsequently lead to lower or higher levels of NA. That is, scholars disagree as to whether CWB has a reparative (negative)

Although leaders' daily work is inherently relational, it is possible that leaders can feel lonely and isolated from followers. Integrating theoretical ideas from regulatory loop models of loneliness with evolutionary perspectives of loneliness, we posit that daily leader loneliness (i.e., feelings of isolation stemming from one's followers) may prompt harmful self-perpetuating as well as beneficial

This study examines how job search behavior changed at the onset of the COVID-19 pandemic, the weeks following the event's onset, and if the physical contact required by different jobs moderated these trends. Based on event system theory, we argue that the onset of the pandemic created a strong event because it was highly novel, disruptive, and critical. We test this by examining 16 weeks of job applications

In this article, we aim to address 2 important questions: (a) Are women less likely than men to occupy network brokerage positions? And if so, (b) what mechanisms may explain their fewer brokerage roles? Study 1, a meta-analysis examining gender differences in network brokerage, analyzed a cumulative sample of 15,743 individuals (69 independent samples) to show that women were less likely to be brokers

Strategic human resource management (HRM) research considers HRM systems a potential source of competitive advantage due to their positive effects on performance outcomes. However, previous research has not paid enough attention to how peer companies' use of HRM systems is associated with the adoption and the effects of HRM systems of a focal company. Specifically, drawing upon the institutional theory

This study expands the work-family enrichment literature by integrating enrichment theory (Greenhaus & Powell, 2006), social-cognitive theory (Bandura, 2001), capitalization theory (e.g., Gable, Reis, Impett, & Asher, 2004), and creative cognition theory (e.g., Smith, Ward, & Finke, 1995), in order to advance a novel conceptual model of the effects of resource transfer training on enrichment and job

The recent COVID-19 pandemic has raised the visibility of health care workers to the level of public heroes. We study this phenomenon by exploring how nonphysician health care workers, who traditionally believed they were invisible and undervalued, perceive their newfound elevated status during the pandemic. Drawing from a qualitative study of 164 health care workers, we find that participants interpreted

Employees around the world have experienced sudden, significant changes in their work and family roles due to the COVID-19 pandemic. However, applied psychologists have limited understanding of how employee experiences of work-family conflict and enrichment have been affected by this event and what organizations can do to ensure better employee functioning during such societal crises. Adopting a person-centered

Scholars have devoted significant attention to investigating when and why people cheat in organizations. However, there is increasing recognition that these behaviors can be difficult to eradicate, which points to the importance of understanding the consequences of cheating. Given that cheating violates moral norms that govern social relationships, it is critical to understand how cheating can influence

Over the past two decades, accumulating evidence has indicated that individuals experience challenge and hindrance stressors in qualitatively different ways, with the former being linked to more positive outcomes than the latter. Indeed, challenge stressors are believed to have net positive effects even though they can also lead to a range of strains, eliciting beliefs that managers can enhance performance

Although team effectiveness research has advanced our understanding of team processes, much of this research has been based on static methodologies, despite the recognition that team processes change over time. Thus, the purpose of this article is to advance the team dynamics literature by developing and testing a theoretical account of team engagement in processes toward a deadline. We theorize about

The idea that individual creativity derives from the interaction of personal traits and the situation in which the individual operates, is one of the most prominent themes within the creativity literature. A review of the literature highlights 5 distinct interaction patterns observed in person-in-situation creativity research (trait activation, trait inhibition, trait substitution, trait channeling

The importance of leaders as diversity managers is widely acknowledged. However, a dynamic and comprehensive theory on the interplay between team diversity and team leadership is missing. We provide a review of the extant (scattered) research on the interplay between team diversity and team leadership, which reveals critical shortcomings in the current scholarly understanding. This calls for an integrative

The COVID-19 pandemic has unhinged the lives of employees across the globe, yet there is little understanding of how COVID-19 health anxiety (CovH anxiety)-that is, feelings of fear and apprehension about having or contracting COVID-19-impacts critical work, home, and health outcomes. In the current study, we integrate transactional stress theory (Lazarus & Folkman, 1984) with self-determination theory

Reports an error in "From cheery to "cheers"? Regulating emotions at work and alcohol consumption after work" by Gordon M. Sayre, Alicia A. Grandey and Nai-Wen Chi (Journal of Applied Psychology, 2020[Jun], Vol 105[6], 597-618). In the article, Figure 2 contains two errors. First, the survey timing labels are inaccurate and should read "Evening, Day t" -> "Evening, Day t" ->"Morning, Day t+1". Instead

Challenges related to managing work and family demands have become more and more pressing, particularly for those with high work demands, such as those in managerial and leadership roles. While existing research has focused on how family demands may negatively affect employee functioning at work, less attention has focused on characterizing the process through which individuals can benefit from their

Power is a ubiquitous element of organizational relationships. Historically in the organizational and social sciences, power has most commonly been evaluated statically. Although this approach has been beneficial thus far, it may be inconsistent with the realities that most individuals face in organizations. Rather, we suggest that individuals' sense of power changes, even within a given day. Thus

Multiplicative and additive theoretical models have been proposed to explain how job demands and job resources (e.g., job control, social support) relate to strain. However, there has been mixed support for the multiplicative model, and there are questions about the generalizability of both models to strains varying in severity and type, and to different types of demands. Thus, we conducted a meta-analysis

Whereas the study of leadership has generally focused on how leaders influence the behavior of their followers, this article focuses on how and when the behaviors of followers can influence leaders' behavior. Specifically, we use moral licensing theory to examine the possibility that positive follower behavior could lead to unethical behavior by leaders. Across a pilot study, 2 experiments, and 1 field

Despite wide-ranging negative consequences of interpersonal mistreatment, research offers few practical solutions to reduce such behavior in organizations. Given that interpersonal relationships are strengthened and desired employee behaviors are more frequent when individuals purposefully cultivate feelings of gratitude, the present study tests the effectiveness of a 10-day gratitude journaling intervention

Reports an error in "Political affiliation and employment screening decisions: The role of similarity and identification processes" by Philip L. Roth, Jason B. Thatcher, Philip Bobko, Kevin D. Matthews, Jill E. Ellingson and Caren B. Goldberg (Journal of Applied Psychology, 2020[May], Vol 105[5], 472-486). In the article "Political Affiliation and Employment Screening Decisions: The Role of Similarity

Organizational climates are instrumental in guiding patterns of worker behavior across varied domains; yet it is noteworthy that climates do not exist in vacuums. Rather, climates are embedded within broader contexts with which they are not always congruent or harmonious. Incongruence between a climate and its context can occur when a climate emerges from strategic values that are divergent from meaningful

Incivility at work poses a problem, both for individuals who are the targets of incivility and for organizations. However, relatively little is known about what drives or hinders individuals to engage in incivility, and how they respond to their own uncivil behavior. Adopting a self-regulation perspective, we link theories explaining enacted incivility as self-regulatory failure with research about

Although physical activity has typically been conceptualized by organizational scholars as a postwork activity that spills over to enhance work-related experiences, little is known about how physical activity prior to the end of the workday spills over to affect nonwork criteria. Drawing from Hirschi, Shockley, and Zacher's (2019) action regulation model of work-life balance, we develop a process-oriented

This study develops and tests a model of the transition from paid employment to entrepreneurship using a sample of 226 adults currently in paid employment. Building on a seminal but largely untested insight from Shapero (1975), we used theoretical logic from event system theory to propose that displacing work events moderate the effect of entrepreneurial identity aspirations, a possible-self role identity

We contribute to understanding the previously unrecognized consequences of individualized employment arrangements on the relationship between pay and performance. Increases in the application of pay-for-performance (PFP) idiosyncratic deals (PFP i-deals) raise questions about how individualized PFP arrangements affect the performance of peers who do not receive such customized deals. As pay systems

With the rise of jobs in the health care sector, research on emotional labor has become of increasing importance. In this study, we follow calls for scholars to include authentic emotional displays alongside the more traditionally examined emotional labor strategies (surface and deep acting) when examining the effects of employees' emotional performance at work. We theorize that dispositional empathy

This study examines how the laudable behavior of employee volunteering can lead to deviant workplace behavior. We draw on the moral licensing and organizational justice literatures to propose that the relationship between employee volunteering and workplace deviance is serially mediated by moral license (moral credits and moral credentials) and psychological entitlement. Results from 2 multiwave survey

Research has long emphasized that being trusted is a central concern for leaders (Dirks & Ferrin, 2002), but an interesting and important question left unexplored is whether leaders feel trusted by each employee, and whether their felt trust is accurate. Across 2 field studies, we examined the factors that shape the accuracy of leaders' felt trust-or, their trust meta-accuracy-and the implications

Recent research on the role of general mental ability (GMA) and specific abilities in work-related outcomes has shown that the results differ depending on the theoretical and conceptual approach that researchers use. While earlier research has typically assumed that GMA causes the specific abilities and has thus used incremental validity analysis, more recent research has explored the implications

Job satisfaction researchers typically assume a tripartite model, suggesting evaluations of the job are explained by latent cognitive and affective factors. However, in the attitudes literature, connectionist theorists view attitudes as emergent structures resulting from the mutually reinforcing causal force of interacting cognitive evaluations. Recently, the causal attitudes network (CAN; Dalege et

This article proposes a new approach to modeling the antecedents of incongruence between 2 dependent variables. In this approach, incongruence is decomposed into 2 orthogonal components representing directional and nondirectional difference (DNDD). Nondirectional difference is further divided into components representing shared and unique variability. We review previous approaches to modeling antecedents

We investigate the psychological recovery process of full-time employees during the 2-week period at the onset of the Coronavirus pandemic (COVID-19). Past research suggests that recovery processes start after stressors abate and can take months or years to unfold. In contrast, we build on autonomy restoration theory to suggest that recovery of impaired autonomy starts immediately even as a stressor

As organizations continue to pursue achieving diversity and inclusion goals, how to propose and present efforts so as to maximize support and minimize resistance remains a challenge. The present set of studies, grounded in theory on the Attributional Analysis of Persuasion, examined how the demographics of diversity promoters relate to supportive attitudes and behaviors of others through perceptions

This study examined the effectiveness of the after-action review (AAR)-also commonly termed debrief-and 4 training characteristics within the context of Villado and Arthur's (2013) conceptual framework. Based on a bare-bones meta-analysis of the results from 61 studies (107 ds [915 teams and 3,499 individuals]), the AAR leads to an overall d of 0.79 improvement in multiple training evaluation criteria

How can employees of multinational corporations (MNCs) who are dispersed in various locations around the globe feel included? Integrating social capital theory and the MNC literature regarding resource and status differences between employees located in headquarter (HQ) versus non-HQ (i.e., subsidiary) country locations, we examined the role of the focal employee's professional advice ties and specifically

Organizations frequently rely on peer performance ratings to capture employees' unique and difficult to observe contributions at work. Though useful, peers exhibit meaningful variance in the accuracy and informational utility they offer about ratees. In this research, we develop and test theory which suggests that raters' social network positions explains this variance in systematic ways. Drawing from

Whereas meta-analytical research draws a relatively unfavorable picture of the usefulness of self-presentation on the job, our study challenges this view by highlighting the benefits of such behaviors during newcomer socialization. Drawing from social influence theory, the current study examines how and when newcomers' self-presentation, in the form of ingratiation and self-promotion, facilitates their

We examined the impact of a team leader coaching intervention on episodic team processes (transition, action, interpersonal) and subsequent team performance outcomes within a surgical context. Specifically, we tested whether coaching team leaders (i.e., surgeons) on promoting effective teamwork facilitates team processes and two important outcomes-delays and distractions. Team processes were indexed

Research to date has advanced opposing viewpoints on whether leaders who are psychologically empowered support the autonomy of their subordinates or engage in controlling leader behaviors. Our integration of research on empowerment and social hierarchy suggests that leaders' feelings of empowerment can promote autonomy-supporting and/or controlling leader behaviors, contingent on the leaders' prestige

When employees use public settings such as team meetings to engage in voice-the expression of work ideas or concerns, they can spur useful discussions, action planning, and problem solving. However, we make the case that managers, whose support is essential for voice to have a functional impact, are averse to publicly expressed voice and prefer acting on voice that is privately brought up to them in

Aligning with the recovery perspective, we propose a dual-path model to illustrate the effects of employees' evening cyber leisure on next-day work outcomes, namely, psychological vitality and performance. We argue that evening cyber leisure has contradicting effects on next-day performance and vitality through its effects on bedtime procrastination and psychological detachment, and in turn, sleep

This meta-analytic review examined the effectiveness of stereotype threat interventions (STIs). Integrating the identity engagement model (Cohen, Purdie-Vaughns, & Garcia, 2012) with the process model of stereotype threat (Schmader, Johns, & Forbes, 2008), we categorized STIs into 3 types: belief-based, identity-based, and resilience-based STIs. Combining 251 effect sizes from 181 experiments, we found

The psychometric soundness of measures has been a central concern of articles published in the Journal of Applied Psychology (JAP) since the inception of the journal. At the same time, it isn't clear that investigators and reviewers prioritize psychometric soundness to a degree that would allow one to have sufficient confidence in conclusions regarding constructs. The purposes of the present article

The coronavirus disease that emerged in 2019 (COVID-19) spotlights the need for effective leadership in a crisis. Leadership research in applied psychology suggests that women tend to be preferred over men as leaders during uncertain times. We contribute to this literature by examining, in the context of COVID-19, whether states with women governors had fewer deaths than states with men governors,

Conventionally, identity centrality has been conceived of as a stable and transsituational construct, with situational variability in identity centrality treated as being of little informational value. In contrast to past research, we develop a theoretical model arguing that a portion of within-person variability in identity centrality is systematic and meaningful. Drawing on identity control theory

Research on emotional labor-the process through which employees enact emotion regulation (i.e., surface and deep acting) to alter their emotional displays-has predominately focused on service-based exchanges between employees and customers where emotions are commoditized for wage. Yet, recent research has begun to focus on the outcomes of employees engaging in emotion regulation, and surface acting

Situational judgment tests (SJTs) have emerged as a staple of assessment methodologies for organizational practitioners and researchers. Despite their prevalence, many questions regarding how to interpret respondent choices or how variations in item construction and instruction influence the nature of observed responses remain. Existing conceptual and empirical efforts to explore these questions have

Recent theorizing and empirical evidence suggesting that Situational Judgment Tests (SJTs) are more context-independent than previously thought has sparked a debate about the role of situation descriptions in SJTs. To contribute to this debate and add to our understanding of how SJTs work, this article conceptually embeds SJT performance in a situation construal model and examines the effects of situation

A sizable body of research has established work-family conflict and its nomological network. Despite decades of research, we have yet to form a precise understanding of what happens when a conflict arises. The current research addresses this question using a growth modeling, episodic approach. We use stressor-strain and allostatic load theories to examine changes in daily patterns of psychological

Overclaiming questionnaires (OCQs), which capture overclaiming behavior, or exaggerating one's knowledge about a given topic, have been proposed as potentially indicative of faking behaviors that plague self-report assessments in job application settings. The empirical evidence on the efficacy of OCQs in this respect is inconsistent, however. We draw from expectancy theory to reconcile these inconsistencies

Extant research on passion is replete with individual-level studies. Although team-level studies have emerged, these empirical studies have adopted a static approach. We pivot from the predominant static focus on passion by examining passion convergence, or the dynamic pattern of increasing similarity in passion among members of a team. Drawing on multilevel theory of emergence in teams and using the

Organizational research has predominantly adopted the classic dispositional perspective to understand the importance of personality traits in shaping work outcomes. However, the burgeoning literature in personality psychology has documented that personality traits, although relatively stable, are able to develop throughout one's whole adulthood. A crucial force driving adult personality development

Diversity education occurs in universities and workplaces, but research has progressed in disciplinary silos. Consequently, the field of diversity training has failed to utilize theoretical and practical advances from related fields. Our research addresses these limitations. Integrating educational and social psychology theories, we develop a relational model of training that offers perspective taking

The coronavirus disease 2019 has suddenly hastened the ongoing transition to virtual work. The associated hardships during these times have highlighted the importance of being emotionally authentic, despite the potential difficulties of doing so at a distance. Even in normal times, a common requirement of workers is that they are expected to display certain emotions to customers, teammates, and supervisors

Despite the clear theoretical link between promotions and job performance, the few studies that have tested this relationship have instead found that the role of job performance level in determining promotions is much less than might be expected. In 4 studies, we propose and test a different way of thinking about the performance-promotion relationship. Prospect theory, spiraling theory, and sponsored

Although extant research shows a clear link between abusive supervision and detrimental consequences for organizations and their members, the popular press and media are replete with suggestions that abusive supervision can be positive and motivating. Drawing from the social functional view of emotions and emerging research on attributed motives of abusive supervision, we examine this phenomenon, which

Laws in many countries mandate paying men and women equally when in similar jobs. Such laws, coupled with considerable organizational efforts, lead some scholars to contend that within-job pay inequality is no longer a source of the gender pay gap. We argue important differences in a widely used form of pay heretofore overlooked in existing studies-equity-based awards (i.e., pay where the value is