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Do intelligent leaders differentiate exchange relationships intelligently? A functional leadership approach to leader-member exchange differentiation. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-11-30 Fadel K Matta,Emma L Frank,Crystal I C Farh,Stephanie M Lee
The burgeoning literature on leader-member exchange (LMX) differentiation indicates that differentiating LMX relationships within groups has both benefits and costs when it comes to group effectiveness. Although some clarity is emerging surrounding the null total effect of LMX differentiation on group performance, we still know little about how leaders themselves shape the differentiation process.
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Beyond the first choice: The impact of being an alternate choice on social integration and feedback seeking. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-11-30 Samir Nurmohamed,Zoe Schwingel-Sauer
Existing work on newcomer adjustment and socialization typically assumes that selected employees are the first choice for a role or job. However, this is not always the case. To address this oversight, we introduce and examine the phenomenon of alternate choices: Employees who are selected for a role but perceive or discover that they were not the first choice. Drawing on social identity theory, we
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Ambiguity in advertised compensation: Recruiting implications of nominal compliance with pay transparency legislation. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-11-30 Kristine M Kuhn
Pursuant to legislative mandates the proportion of job postings that include wage and salary information has rapidly increased. However, many organizations comply by advertising very broad salary ranges. Here, we examine how the width of a pay range influences prospective applicants' perceptions. Although in other contexts people often exhibit a preference for vaguely specified gains, we draw from
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The chemistry between us: Illuminating complementarity patterns in interpersonal role-play assessment via moment-to-moment analyses. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-11-30 Christoph N Herde,Filip Lievens
In assessment and selection, organizations often include interpersonal interactions because they provide insights into candidates' interpersonal skills. These skills are then typically assessed via one-shot, retrospective assessor ratings. Unfortunately, the assessment of interpersonal skills at such a trait-like level fails to capture the richness of how the interaction unfolds at the behavioral exchange
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Give them a fishing rod, if it is not urgent: The impact of help type on support for helpers' leadership. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-11-16 Lily Chernyak-Hai,Daniel Heller,Ilanit SimanTov-Nachlieli,Merav Weiss-Sidi
Taking a follower's perspective on leadership and contributing to the new research stream on behaviors conducive to its emergence, we examined how distinct types of instrumental (task focused) helping-autonomy- versus dependency-helping-affected recipients' support for their helpers' leadership. Based on the literature on employees' needs for autonomy and mastery, combined with the empowering nature
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Convergence of collaborative behavior in virtual teams: The role of external crises and implications for performance. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-11-02 Tobias Blay,Fabian Jintae Froese,Vasyl Taras,Marjaana Gunkel
Organizations have increasingly relied on virtual teams (VTs). For VTs to succeed, the collaborative behavior of team members plays an important role. Drawing from the open systems theory and using a phenomenon-driven approach, we investigate the dynamic pattern of collaborative behavior convergence among members of VTs (i.e., the emergence of collaborative behavior consensus) and its relationship
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Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-26 Kyoung Yong Kim,Pankaj C Patel
We used threshold theory to investigate the relationship between employee ownership and financial misdeeds. In particular, we theorized that monitoring and incentive benefits of employee ownership coupled with longer term orientation are two primary theoretical drivers for decreasing the incidence of financial misdeeds in employee-owned firms. Using a sample of 388 investment firms representing 3,421
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Designing pareto-optimal selection systems for multiple minority subgroups and multiple criteria. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-26 Wilfried De Corte,Paul R Sackett,Filip Lievens
Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing
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The validity of general cognitive ability predicting job-specific performance is stable across different levels of job experience. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-16 David Z Hambrick,Alexander P Burgoyne,Frederick L Oswald
Decades of research in industrial-organizational psychology have established that measures of general cognitive ability (g) consistently and positively predict job-specific performance to a statistically and practically significant degree across jobs. But is the validity of g stable across different levels of job experience? The present study addresses this question using historical large-scale data
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The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-16 Logan M Steele,Rebecca Rees,Christopher M Berry
To date, the unethical pro-organizational behavior (UPB) literature has been guided by a prosocial perspective, which argues that people engage in UPB primarily to benefit the employers with whom they identify and have a positive social exchange. According to this perspective, employees who are characteristically self-interested are less likely to engage in UPB. However, recent evidence suggests self-interest
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Zooming out on bargaining tables: Exploring which conversation dynamics predict negotiation outcomes. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-12 Matteo Di Stasi,Emma Templeton,Jordi Quoidbach
How much should you talk, pause, or interrupt your counterpart in negotiations? The present research zooms out on the macrostructure of negotiation conversations to examine how systematic differences in conversation dynamics-the structural and temporal patterns that arise from the presence or absence of speech between interlocutors-relate to objective and relational outcomes at the bargaining table
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Improving our understanding of predictive bias in testing. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-12 Herman Aguinis,Steven A Culpepper
Predictive bias (i.e., differential prediction) means that regression equations predicting performance differ across groups based on protected status (e.g., ethnicity, sexual orientation, sexual identity, pregnancy, disability, and religion). Thus, making prescreening, admissions, and selection decisions when predictive bias exists violates principles of fairness based on equal treatment and opportunity
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The "double-edged sword" effects of career support mentoring on newcomer turnover: How and when it helps or hurts. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-12 Hong Deng,Yanjun Guan,Xinyi Zhou,Yixuan Li,Di Cai,Nan Li,Bing Liu
Research on mentoring programs has portrayed them almost exclusively beneficial for newcomer retention. Drawing from the social cognitive model of career management and the boundaryless career perspective, we depart from this predominant view and examine the "double-edged sword" effects of career support mentoring on newcomer turnover. We propose that career support mentoring received by newcomers
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Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-12 Anyi Ma,Rebecca Ponce de Leon,Ashleigh Shelby Rosette
Both research and conventional wisdom suggest that, due to their relational orientation, women are less likely than men to engage in agentic and assertive behaviors, leading them to underperform in zero-sum, distributive negotiations where one party's gain is equivalent to the other party's loss. However, past research tends to neglect the costs of reaching impasse by excluding impasses from measures
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The mediating roles of supervisor anger and envy in linking subordinate performance to abusive supervision: A curvilinear examination. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-12 Yolanda Na Li,Kenneth S Law,Melody Jun Zhang,Ming Yan
This research aims to understand why both low and high subordinate performance can induce abusive supervision. Drawing on the framework of affective events theory and research on anger and envy, we posit that low performance incurs abuse due to supervisor anger, whereas high performance elicits abuse due to supervisor envy. More specifically, subordinate performance has a decreasing curvilinear relationship
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Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-12 Andrew B Speer,Angie Y Delacruz,Lauren J Wegmeyer,James Perrotta
Performance appraisal (PA) is used for various organizational purposes and is vital to human resources practices. Despite this, current estimates of PA reliability are low, leading to decades of criticism regarding the use of PA in organizational contexts. In this article, we argue that current meta-analytical interrater reliability (IRR) coefficients are underestimates and do not reflect the reliability
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A creativity stereotype perspective on the Bamboo Ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-05 Jackson G Lu
The "Bamboo Ceiling" refers to the perplexing phenomenon that, despite the educational and economic achievements of East Asians (e.g., ethnic Chinese, Koreans) in the United States, they are disproportionately underrepresented in leadership positions. To help elucidate this phenomenon, we propose a novel theoretical perspective: East Asians are underselected for leadership positions partially because
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The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-05 Basima A Tewfik,Daniel Kim,Shefali V Patil
Scholars have long recognized that employees often ebb and flow in how engaged they are in their jobs-what we term "engagement variability." Yet, to date, we have little insight into how an employee's engagement variability-that is, the degree of inconsistency in their engagement-affects job performance. Drawing on and extending habit theory, we hypothesize that, controlling for average engagement
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A dynamic, computational model of job insecurity and job performance. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-10-05 Mindy K Shoss,Jeffrey B Vancouver
Despite decades of research, there is little empirical or theoretical consensus around how job insecurity shapes job performance. This article introduces an ecumenical, dynamic, and computational model of the job insecurity-job performance relationship. That is, rather than representing a single theoretical perspective on job insecurity effects, the model includes three key mechanisms through which
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Virtual work conditions impact negative work behaviors via ambiguity, anonymity, and (un)accountability: An integrative review. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-24 David Joseph Keating,Kristin L Cullen-Lester,Jeremy D Meuser
Negative work behavior (NWB) occurs with concerning frequency in virtual work environments. Despite their prevalence and a substantial, multidisciplinary research literature on virtual negative behaviors in general, we lack clear answers regarding if, how, and why conditions differentiating virtual (i.e., computer-mediated) from face-to-face (F2F) work impact perpetrators', victims', and bystanders'
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A study of new labor market entrants' job satisfaction trajectories during a series of consecutive job changes. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-24 Ying Zhou,Min Zou,Chia-Huei Wu,Sharon K Parker,Mark Griffin
Previous research on the psychological effect of job change has revealed a honeymoon-hangover pattern during the turnover process. However, there is a dearth of evidence on how individuals react and adapt to multiple job changes over their working lives. This study distinguishes adaptation to a single job change in the short term from adaptation to the process of job change in the long term. Drawing
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Reaping what you sow: A multilevel investigation of allocation from a pool of workers to teams. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-21 Mark A Maltarich
Organizations commonly face the task of allocating workers to mutually exclusive teams from finite worker pools-a process called seeding. The approach an organization takes to seeding affects within-team and between-team distributions of performance or other outcomes. Substantial prior research explains the effects of combinations on team performance, but little is known about between-team combinations
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A breath of toxic air: The relationship between appraised air pollution, abusive supervision, and laissez-faire leadership through the dual-mediating pathways of negative affect and somatic complaints. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-17 Ussama Ahmad Khan,Charmi Patel,Christopher M Barnes
Air pollution has become a global public health hazard leading to debilitating effects on physical, mental, and emotional health. Management research has just begun to explore the effects of air pollution on employees' work life. Drawing from the transactional theory of stress (Lazarus & Folkman, 1984) and crossover theory (Westman, 2001), we argue that appraisal of air pollution is an important factor
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How are newcomer proactive behaviors received by leaders and peers? A relational perspective. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-17 Jingfeng Yin,Robert C Liden,Sandy J Wayne,Ying Wu,Leigh Anne Liu,Rui Guo,Jibao Gu
Although most studies have shown that newcomers benefit from proactive behaviors, these behaviors are not always viewed positively by colleagues, resulting in negative consequences for newcomers. Drawing on uncertainty reduction and social cognitive theories, we contend that newcomer proactive behaviors are viewed positively by competent leaders and peers but negatively by those with low competence
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Looking forward or backward: A temporal lens to disentangle adaptive and maladaptive reactions to daily goal-performance discrepancy. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-10 Yifan Song,Min-Hsuan Tu,Yanran Fang,Satish Krishnan
The fast-changing work environment has created growing hindrances to employee daily goal pursuits and rendered it not uncommon for employees to leave work with unachieved daily work goals. The significant ramifications of unachieved goals on employee well-being and performance thus call for more research efforts to understand how employees respond to unsatisfactory goal progress (e.g., goal-performance
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Politics speak louder than skills: Political similarity effects in hireability judgments in multiparty contexts and the role of political interest. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-10 Franz W Mönke,Filip Lievens,Ursula Hess,Philipp Schäpers
Recruiters increasingly cybervet job applicants by checking their social media profiles. Theory (i.e., the political affiliation model, PAM) and research show that during cybervetting, recruiters are exposed to job-unrelated information such as political affiliation, which might trigger similarity-attraction effects and bias hireability judgments. However, as the PAM was developed in a more polarized
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Who speaks up when harassment is in the air? A within-person investigation of ambient harassment and voice behavior at work. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-03 Allison S Gabriel,Nitya Chawla,Christopher C Rosen,Young Eun Lee,Joel Koopman,Elena M Wong
It is clear that sexual harassment has a profound impact on the victims who are targets of these egregious behaviors. Comparably less is known, however, about how other members of the organization react affectively and behaviorally when these acts transpire, and who has stronger reactions to such events. In the current research, we draw from the sexual harassment and vicarious mistreatment literatures
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Moving on: Exploring the implications of leader departure and incoming temporary leaders for collective turnover and unit performance. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-03 Jonathan L Hendricks,Julie Hancock,Miguel Caldas,Kathryn Ostermeier,Danielle Cooper
While leader departures from work units frequently occur within organizations and are assumed to negatively impact unit functioning, the collective reaction to a leader departure event can vary across time. While a common expectation of leader departure models is that the incoming leader is permanent, it is unclear how unit-level reactions, such as collective turnover and unit performance, might change
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From a spark to a sweeping fire: An integrative conceptual review of group turnover and a theoretical exploration of its development. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-03 Jie Feng,Junchao Jason Li,Su Chen,Alex L Rubenstein
The phenomenon of group turnover has generated substantial yet disconnected scholarly interests. Despite valuable insights gained from the collective turnover literature as well as parallel research concerning related or coordinated quitting, a holistic understanding of the unique group turnover phenomenon is needed, both to synthesize existing research across multiple domains and disciplines and to
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Unpacking on-task effort in performance-based learning: Information-knowledge gaps guide effort allocation decisions. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-03 Jay H Hardy,Eric Anthony Day,Maddison N North,Justine Rockwood
Learning and adaptation are essential for success. However, human effort is inherently finite, which creates a dilemma for employees. Is it better to prioritize capitalizing on existing knowledge structures to maximize immediate performance benefits (exploitation) or develop adaptive capabilities (exploration) at the expense of short-term productivity? Understanding how employees answer this question
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Activation and valence in responses to organizational change: Development and validation of the change response circumplex scale. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-03 Shaul Oreg,Noga Sverdlik,Jill W Paine,Myeong-Gu Seo
Organizational members' responses to organizational change have a key role in determining the success of the change. The predominant conceptualization of responses to change has focused on the valence of responses-the degree to which they are positive (e.g., openness to change) versus negative (e.g., resistance to change). Yet, recent theory suggests that rather than a single continuum, ranging from
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Distances and directions: An emotional journey into the recovery process. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-03 Henry R Young,Brent A Scott,D Lance Ferris,Hun Whee Lee,Nikhil Awasty,Russell E Johnson
Positive emotions stemming from leisure activities are often promoted as a way to achieve a state of recovery, in particular by counteracting negative emotions experienced throughout the workday. Yet the recovery literature frequently takes an undifferentiated view of both the positive emotions employees experience as well as the negative emotions employees are recovering from. This implicitly assumes
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Correcting for range restriction in meta-analysis: A reply to Oh et al. (2023). Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-01 Paul R Sackett,Christopher M Berry,Filip Lievens,Charlene Zhang
Oh et al. (2023) question a number of choices made in our article (Sackett et al., 2022); here we respond. They interpret our article as recommending against correcting for range restriction in general in concurrent validation studies; yet, we emphasize that we endorse correction when one has access to the information needed to do so. Our focus was on making range restriction corrections when conducting
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Revisiting Sackett et al.'s (2022) rationale behind their recommendation against correcting for range restriction in concurrent validation studies. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-08-01 In-Sue Oh,Huy Le,Philip L Roth
Sackett et al. (2022) recommend against correcting for range restriction (RR) in concurrent validation studies. The main rationale behind their recommendation is that unless "rzx" (an unrestricted true-score correlation between the third variable Z where actual selection occurred in a top-down manner [a.k.a., suitability] and the predictor of interest, X) is as high as .90 and selection ratios are
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From free pastures to penned in: The within-person effects of psychological reactance on side-hustlers' hostility and initiative in full-time work. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-07-31 Hudson Sessions,Michael D Baer,Jennifer D Nahrgang,Sophie Pychlau
Multiple jobholding is increasingly common, particularly among full-time employees who have adopted side-hustles-income-generating work from the gig economy that is performed alongside full-time work. A distinguishing feature of side-hustles is substantial autonomy in the work's timing, location, and method. This autonomy has typically been portrayed as beneficial. We shift this consensus by developing
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When focus and vision become a nightmare: Bottom-line mentality climate, shared vision, and unit unethical conduct. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-07-27 Christian J Resick,Lorenzo Lucianetti,Mary B Mawritz,Jae Young Choi,Stacy L Boyer,Lauren D'Innocenzo
Drawing on goal shielding theory (Shah et al., 2002), our study highlights the roles of bottom-line mentality climates and shared vision in encouraging collective unethical conduct in pursuit of financial results. Consistent with the theory, we hypothesize that high bottom-line mentality leaders shape their unit's bottom-line mentality climate by explicitly clarifying the importance of prioritizing
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Integrating organizational climate theory: A domain-independent explanation for climate formation and function. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-07-27 Jeremy M Beus,Jacob H Smith,Erik C Taylor
Organizational climate is arguably the most studied representation of the social context of organizations, having been examined as an antecedent, outcome, or boundary condition in virtually every domain of inquiry in the organizational sciences. Yet there is no commonly recognized, domain-independent theory that is used to explain why and how climates both form and affect behavior. Rather, there is
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The easy addendum effect: When doing more seems less effortful. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-07-27 Edward Yuhang Lai,Julio Sevilla,Mathew S Isaac,Rajesh Bagchi
Although people often value the challenge and mastery of performing an activity, their satisfaction may suffer when the tasks comprising the activity are perceived as difficult. Thus, it is important to understand the factors that influence subjective judgments of difficulty. In this research, we introduce an easily actionable and effective tactic to reduce perceptions of the overall difficulty of
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Managing unit human capital resources: Integrating insights from human resource management and unit leadership literatures. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-07-27 Peter T Gallagher,Mikhail A Wolfson,Greg Reilly,John E Mathieu
Unit human capital resources (HCR) are vital to performance across organizational levels. Crucially, the benefits of unit HCR often hinge on resource access and effective resource management. Yet, how units manage HCR remains unclear. We first review findings from human resource management (HRM) and unit leadership literatures relating to unit HCR, which have evolved separately despite their shared
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Sensemaking through the storm: How postpartum depression shapes personal work-family narratives. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-07-27 Allison S Gabriel,Jamie J Ladge,Laura M Little,Rebecca L MacGowan,Elizabeth E Stillwell
Many women experience psychological and emotional challenges during their transition to becoming a working mother. Postpartum depression (PPD) is one common, salient aspect of motherhood that can serve as a work-life shock event and profoundly shape women's work and nonwork lives yet has evaded discussion in the organizational sciences. Taking a grounded theory approach, we interviewed 41 women who
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When "who I am" is under threat: Measures of threat to identity value, meanings, and enactment. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-07-27 Mailys M George,Karoline Strauss,Julija N Mell,Heather C Vough
Although scholars across fields have studied threats to individuals' identities for their impact and ubiquity, the absence of standard scales has hindered the advancement of this research. Due to the lack of identity threat measures, the myriad existing propositions and models remain untested which may generate skepticism of the field. In the comparatively rare instances where deductive models have
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Leaders and the punishment of misconduct: Examining the roles of leader moral identity and cognitive load. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-07-06 Jack Ting-Ju Chiang,Haiyang Liu,Ryan Fehr,Zheng Wang,Qianyao Huang
Moral identity, a construct that captures how individuals view themselves relative to moral attributes, has received widespread attention in the organizational sciences. This article builds on the existing moral identity literature by examining the mechanisms and boundary conditions of leader moral identity's impact on the punishment of misconduct. Drawing on multiple literatures, we specifically argue
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Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility to faking. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-15 Andrew B Speer,Lauren J Wegmeyer,Andrew P Tenbrink,Angie Y Delacruz,Neil D Christiansen,Rouan M Salim
Forced-choice (FC) personality assessments have shown potential in mitigating the effects of faking. Yet despite increased attention and usage, there exist gaps in understanding the psychometric properties of FC assessments, and particularly when compared to traditional single-stimulus (SS) measures. The present study conducted a series of meta-analyses comparing the psychometric properties of FC and
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The forgotten side of empowering others: How lower social structural empowerment attenuates the effects of empowering leadership on employee psychological empowerment and performance. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-12 Tobias Dennerlein,Bradley L Kirkman
Theory and research have widely argued for and documented positive impacts of empowering leadership on employee psychological empowerment, putting empowering leadership on a pedestal depicting it as a panacea for increasing psychological empowerment. However, we argue that this could be due to not considering social structural empowerment (i.e., a construct manifested in employees' beliefs about their
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The contingent nature of the political skill-employee performance relationship. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-12 Rachel E Frieder,B Parker Ellen,Ilias Kapoutsis
The prevailing perspective in the organizational politics literature is that political skill facilitates heightened employee performance. Indeed, meta-analytic results have consistently found a positive relationship between political skill and both task and contextual performance. However, the literature has neglected the possibility of a contingent relationship between political skill and employee
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Within-person personality variability in the work context: A blessing or a curse for job performance? Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-12 Loes Abrahams,Jasmine Vergauwe,Filip De Fruyt
Only recently, the question whether within-person personality variability is a blessing or a curse for job performance has reached the agendas of industrial and organizational (I-O) psychology researchers. Yet, this limited stream of research resulted in inconsistent findings, and only little understanding exists about the role of rater source and mean-level personality in this relationship. Broadly
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The effectiveness of work-nonwork interventions: A theoretical synthesis and meta-analysis. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-08 Nicola von Allmen,Andreas Hirschi,Anne Burmeister,Kristen M Shockley
A growing body of intervention studies is concerned with improving the work-nonwork interface. Extant work-nonwork interventions are diverse in terms of content and effectiveness. We map these interventions onto work-nonwork theories that explain why the interventions should improve proximal work-nonwork outcomes (i.e., conflict, enrichment, balance). Our resulting integrative framework suggests that
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The non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-08 Rebecca M Paluch,Vanessa Shum
In response to calls for greater diversity, equity, and inclusion (DEI) in the workplace, many organizations have implemented a leadership role dedicated to advancing DEI. Although prior research has found that the traditional leader is associated with being White, anecdotal evidence suggests DEI leader roles are predominantly held by non-White individuals. To examine this contradiction, we draw on
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Wearing different hats enriches "outside the box" thinking: Examining the relationship between personal life activity breadth and creativity at work. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-08 Victoria L Daniel,Yujie Zhan
People wear many salient hats across the different parts of their lives and recent advances in the work-life literature have called attention to the necessary addition of personal life activities to be studied as a unique facet of nonwork to better understand interrole relationships. We therefore draw on enrichment theory to examine why and when employees' participation in personal life activities
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Crossing the domain: Unintended consequences of safety and service climates. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-08 Ruixue Zhang,Yaping Gong,Mingjian Zhou
Domain-specific roles of service climate and safety climate are well-established, but little is known about their cross-domain roles. In this study, we examined the cross-domain main roles of service climate (on safety performance) and safety climate (on service performance) and their joint roles in predicting service and safety performance. Drawing on the exploration-exploitation framework, we further
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The theoretical and empirical utility of dimension-based work-family conflict: A meta-analysis. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-08 Andrea L Hetrick,Nicholas J Haynes,Malissa A Clark,Katelyn N Sanders
Most work-family conflict (WFC) research does not theorize, hypothesize, or empirically test phenomena at the dimension level. Instead, researchers have predominantly used composite-level approaches based on the directions of WFC (work-to-family and family-to-work conflict). However, conceptualizing and operationalizing WFC at the composite level instead of at the dimension level has not been confirmed
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Humane orientation, work-family conflict, and positive spillover across cultures. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-08 Barbara Beham,Ariane Ollier-Malaterre,Tammy D Allen,Andreas Baierl,Matilda Alexandrova,Artiawati,T Alexandra Beauregard,Vânia Sofia Carvalho,Maria José Chambel,Eunae Cho,Bruna Coden da Silva,Sarah Dawkins,Pablo I Escribano,Konjit Hailu Gudeta,Ting-Pang Huang,Ameeta Jaga,Dominique Kost,Anna Kurowska,Emmanuelle Leon,Suzan Lewis,Chang-Qin Lu,Angela Martin,Gabriele Morandin,Fabrizio Noboa,Shira Offer,Eugene
Although cross-national work-family research has made great strides in recent decades, knowledge accumulation on the impact of culture on the work-family interface has been hampered by a limited geographical and cultural scope that has excluded countries where cultural expectations regarding work, family, and support may differ. We advance this literature by investigating work-family relationships
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Am I next? Men and women's divergent justice perceptions following vicarious mistreatment. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-08 Emily M David,Sabrina D Volpone,Derek R Avery,Lars U Johnson,Loring Crepeau
Though we would like to believe that people universally consider workplace mistreatment to be an indicator of injustice, we describe why bystanders can react to justice events (in this study, vicariously observing or becoming aware of others being mistreated) with diverging perceptions of organizational injustice. We show that a bystander's gender and their gender similarity to the target of mistreatment
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The PCMT model of organizational support: Scale development and theoretical application. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-08 James G Matusik,Emily C Poulton,D Lance Ferris,Russell E Johnson,Jessica B Rodell
The PCMT model of organizational support conceptualizes organizational support as consisting of four forms that differ in terms of their perceived target and ascribed motive. Across six studies (n = 1,853), we create and validate a psychometrically reliable scale that captures these four forms of organizational support, as well as offer a theoretical advancement to the organizational support literature
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Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-08 Seoin Yoon,Joel Koopman,Nikolaos Dimotakis,Lauren S Simon,Lindie H Liang,Dan Ni,Xiaoming Zheng,Sherry Qiang Fu,Young Eun Lee,Pok Man Tang,Chin Tung Stewart Ng,John T Bush,Tanja R Darden,Juanita K Forrester,Bennett J Tepper,Douglas J Brown
The literature on abusive supervision largely presumes that employees respond to abuse in a relatively straightforward way: When abuse is present, outcomes are unfavorable, and when abuse is absent, outcomes are favorable (or, at least less unfavorable). Yet despite the recognition that abusive supervision can vary over time, little consideration has been given to how past experiences of abuse may
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COVID-19 and the great resignation: The role of death anxiety, need for meaningful work, and task significance. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-06-01 Minya Xu,Scott B Dust,Shengming Liu
One of the most perplexing aspects of the COVID-19 pandemic is that although it created employment uncertainty, employees were reporting a higher-than-expected intent to turnover. To understand this COVID-19-induced "Great Resignation," we applied terror management theory (TMT). Specifically, we hypothesized that death anxiety from COVID-19 indirectly relates to turnover intentions via the increase
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Is it just me or am I the people's choice? The stress and performance implications of (in)congruence between self- and other-identification as a leader or follower. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-27 Amy L Bartels,Ned Wellman
Identifying oneself and being identified by others as a leader (vs. a follower) is a critical aspect of informal leadership. But what happens when an organizational member's personal leader identity differs from how others identify them? Grounded in stress appraisal theory, this study explores the individual-level implications of (in)congruence between self- and other-identification as a leader or
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New strategies for addressing the diversity-validity dilemma with big data. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-10 Caleb Rottman,Cari Gardner,Joshua Liff,Nathan Mondragon,Lindsey Zuloaga
The diversity-validity dilemma is one of the enduring challenges in personnel selection. Technological advances and new techniques for analyzing data within the fields of machine learning and industrial organizational psychology, however, are opening up innovative ways of addressing this dilemma. Given these rapid advances, we first present a framework unifying analytical methods commonly used in these
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The definition and measurement of human capital resources: A content and meta-analytic review. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-10 Liwen Zhang,Chad H Van Iddekinge,Robert E Ployhart,John D Arnold,Samantha L Jordan
Although human capital resources (HCR) can be important for organizational performance, researchers have defined and measured HCR in various ways. Consequently, it is unclear whether existing measures provide valid inferences about HCR or their relations with other constructs. We conducted this three-study research to address these issues. In Study 1, we reviewed HCR definitions (k = 84) and found
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When narcissists exemplify ethics: Contingent consequences of ethical leadership. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-10 Wei Wang,Elizabeth M Campbell,Michelle K Duffy,Jun Liu
Organizations increasingly encourage, recognize, and reward ethical leadership to preempt the economic and reputational risks associated with ethical failures. At the same time, organizational leadership positions are disproportionately occupied by individuals higher in narcissism. We highlight how the combination of these two phenomena carries important organizational implications by examining how