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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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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
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Adverse impact reduction and job performance optimization via pareto-optimal weighting: A shrinkage formula and regularization technique using machine learning. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-10 Q Chelsea Song,Chen Tang,Daniel A Newman,Serena Wee
In personnel selection practice, one useful technique for reducing adverse impact and enhancing diversity is the Pareto-optimal weighting approach of De Corte et al. (2007). This approach produces a series of hiring solutions that characterize a diversity-job performance trade-off and can lead to more optimal selection outcomes (sometimes doubling the number of job offers for minority applicants without
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Being on the same page matters: A meta-analytic investigation of leader-member exchange (LMX) agreement. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-06 Zhenyu Yuan,Ui Young Sun,Alexander L Effinger,Jingyu Zhang
Although leader-member exchange (LMX) theory offers a detailed account of leader-follower relationship building, the importance of LMX agreement as a theoretically meaningful relational phenomenon has received less attention. This has, in turn, limited scholarly understanding of its pivotal role in leader-follower relationships. We conducted a meta-analysis to synthesize the substantive implications
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My boss is younger, less educated, and shorter tenured: When and why status (in)congruence influences promotion system justification. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-06 Huisi Jessica Li,Xiaoyu Christina Wang,Michele Williams,Ya-Ru Chen,Joel Brockner
Supervisors are usually older, more educated, and longer tenured than their subordinates, a situation known as status congruence. However, subordinates are increasingly experiencing status incongruence, in which their supervisors lack these traditional status markers. We examine how status congruence versus incongruence interacts with subordinates' judgments of their supervisors' competence to influence
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Losing sleep over speaking up at work: A daily study of voice and insomnia. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-06 Zahra Heydarifard,Dina V Krasikova
Organizational scholars have examined a number of antecedents of insomnia in a search for ways to prevent insomnia and its negative implications for the workplace. However, most studies have focused on the antecedents that are beyond employee control. Therefore, our collective understanding of how employees can modify their workplace behaviors to reduce the symptoms of insomnia and prevent its adverse
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An empirical taxonomy of leadership situations: Development, validation, and implications for the science and practice of leadership. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-06 Jennifer P Green,Reeshad S Dalal,Shea Fyffe,Stephen J Zaccaro,Dan J Putka,David M Wallace
The situation plays an important role in leadership, yet there exists no comprehensive, well-accepted, and empirically validated framework for modeling leadership situations. This research used situation ratings and narratives from 1,159 leaders to empirically develop a taxonomy of leadership situations. Natural language processing techniques were used to generate psychological situation characteristics
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Above the law? How motivated moral reasoning shapes evaluations of high performer unethicality. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-06 Elizabeth M Campbell,David T Welsh,Wei Wang
Recent revelations have brought to light the misconduct of high performers across various fields and occupations who were promoted up the organizational ladder rather than punished for their unethical behavior. Drawing on principles of motivated moral reasoning, we investigate how employee performance biases supervisors' moral judgment of employee unethical behavior and how supervisors' performance-focus
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The importance of leader recovery for leader identity and behavior. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-06 Klodiana Lanaj,Allison S Gabriel,Remy E Jennings
For individuals who hold leadership positions in their organizations, identifying as a leader day-to-day can have significant implications for their performance and interactions with followers. Despite the importance of leader identity, however, little is known about how leaders can start their workday in a cognitive state that allows them to identify more strongly with their leader role. Integrating
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On the asymmetry of losses and gains: Implications of changing work conditions for well-being. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-06 Laurenz L Meier,Anita C Keller,Dorota Reis,Christoph Nohe
There is sample evidence that work conditions affect employees' well-being. Losses in work quality (increased job stressors and reduced job resources) are thought to be related to deteriorations in well-being, whereas gains in work quality (reduced job stressors and increased job resources) are believed to improve well-being. The way most previous studies tested linkages between work conditions and
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Meetings and individual work during the workday: Examining their interdependent impact on knowledge workers' energy. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-04-06 Chen Zhang,Gretchen M Spreitzer,Zhaodong Alan Qiu
An important issue that has received little attention to date is how different types of work activities may interplay to influence workday energy, a critical resource for individuals' performance at work. Integrating the notion of workday design with event system theory, we examine two prominent types of work activities for knowledge workers-meetings and individual work-to investigate how time allocation
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Emotional exhaustion across the workday: Person-level and day-level predictors of workday emotional exhaustion growth curves. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-03-30 Faith C Lee,James M Diefendorff,Megan T Nolan,John P Trougakos
Despite empirical findings that have established the dynamic nature of emotional exhaustion (EE), the temporal processes underlying the development of EE over meaningful spans of time have largely been ignored in research. Drawing from theories that outline the roles of resources and demands at work (Demerouti et al., 2001; Halbesleben et al., 2014; Hobfoll, 1989; ten Brummelhuis & Bakker, 2012), the
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Do you see me? An inductive examination of differences between women of color's experiences of and responses to invisibility at work. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-02-13 Barnini Bhattacharyya,Jennifer L Berdahl
Intersectional invisibility is a salient experience for women of color in the workplace and stems from their nonprototypicality in gender and race. We expand research and theory on intersectional invisibility to propose that women of color vary in their degrees of nonprototypicality, and thus in their social power and their experiences of and responses to invisibility at work. We present an inductive
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Using wearable technology (closed loop acoustic stimulation) to improve sleep quality and work outcomes. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-02-09 Christopher M Barnes,Cristiano Guarana,Jaewook Lee,Ekonkar Kaur
Drawing from the neuroscience literature and recent advancements in sleep technology, we examine how closed loop acoustic stimulation can improve employee sleep and subsequent work behaviors. Specifically, we hypothesize that because closed loop acoustic stimulation improves sleep quality, it enhances work engagement, task performance, and organizational citizenship behavior (OCB) and lowers counterproductive
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How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-02-06 Jinyan Fan,Tianjun Sun,Jiayi Liu,Teng Zhao,Bo Zhang,Zheng Chen,Melissa Glorioso,Elissa Hack
The present study explores the plausibility of measuring personality indirectly through an artificial intelligence (AI) chatbot. This chatbot mines various textual features from users' free text responses collected during an online conversation/interview and then uses machine learning algorithms to infer personality scores. We comprehensively examine the psychometric properties of the machine-inferred
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Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies. Journal of Applied Psychology (IF 11.802) Pub Date : 2023-02-06 Xiaohong Xu,Peng Zhao,Richard Hayes,Nhan Le,Christian Dormann
Existing theories and studies have exclusively focused on the direct temporal ordering of organizational commitment (OC) and job satisfaction (JS). However, their ordering varies highly across empirical studies. It is unclear whether such high variation is caused by statistical artifacts (i.e., spurious variation) or substantive moderators (i.e., true variation). Therefore, to disentangle artificial
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A meta-analysis on the crossover of workplace traumatic stress symptoms between partners. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-19 Yi-Ren Wang,Michael T Ford,Marcus Credé,P D Harms,Paul B Lester
Workers who are exposed to severe situations such as death, harassment, and others' suffering at work are vulnerable to symptoms of posttraumatic stress disorder (PTSD) and severe distress. This distress may extend to their intimate partners, despite their lack of firsthand experience with the traumatic stressors. Although theory and empirical research suggest that employees' traumatic distress can
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The missing middle: Asian employees' experience of workplace discrimination and pro-black allyship. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-15 Sora Jun,L Taylor Phillips,Olivia Anne Foster-Gimbel
Asian employees occupy an intermediate status in the U.S. racial hierarchy between White and Black employees. Given this intermediate position, it is unclear whether and how Asian employees' own racial experience at work will affect their willingness to take action against racism toward other groups. In the current research, we examine how Asian employees' experiences of racism impact their propensity
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The costs of insecurity: Pay volatility and health outcomes. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-08 Gordon M Sayre
Every day, millions of individuals rely on fluctuating financial rewards in the form of customer tips, commissions, piece-rate, and performance-based pay. While these compensation systems are increasingly common, the volatility in pay that they create may harm employee health. Based on conservation of resource theory assumptions that money is a valued resource, I propose that volatility in pay represents
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No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-01 Priyanka Dwivedi,Inn Hee Gee,Michael C Withers,Steven Boivie
An extensive body of research has shed light on the structural challenges and stereotypic barriers that lead female leaders to exit their organizations. However, we know little about the factors that mitigate these exits. In this study, we advance the literature by examining how the chief executive officers (CEO's) diversity-valuing behavior relates to female executives' likelihood of turnover. We
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What makes you proactive can burn you out: The downside of proactive skill building motivated by financial precarity and fear. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-01 R David Lebel,Xue Yang,Sharon K Parker,Daniya Kamran-Morley
Proactivity at work is generally assumed to be preceded by positive motivational states with positive outcomes for employees. However, recent perspectives suggest downsides to proactive behavior, including that it can be driven by negative emotions or experienced as depleting for employees. Bringing these previously disconnected ideas together, we utilize cognitive-motivational-relational and self-determination
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Self-selection as an explanation for general mental ability test score differences between mobile and nonmobile devices in observational studies. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-01 Matt I Brown,Michael A Grossenbacher,Zachary Warman
Past studies have reported divergent results regarding the effect of mobile devices on general mental ability (GMA) test scores. We investigate selection bias as an explanation for this inconsistency in GMA score differences between applicants using mobile or nonmobile devices reported in observational and lab studies. We initially found that mobile test-takers scored 0.58 SD lower than nonmobile test-takers
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Motivational drivers for serial position effects: Evidence from high-stakes legal decisions. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-01 Ori Plonsky,Daniel L Chen,Liat Netzer,Talya Steiner,Yuval Feldman
Experts and employees in many domains make multiple similar but independent decisions in sequence. Often, the serial position of the case in the sequence influences the decision. Explanations for these serial position effects focus on the role of decision-makers' fatigue, but these effects emerge also when fatigue is unlikely. Here, we suggest that serial position effects can emerge due to decision-makers'
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Preventing success: How a prevention focus causes leaders to overrule good ideas and reduce team performance gains. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-01 Matthew J Pearsall,Jessica Siegel Christian,Richard V Burgess,Angelica Leigh
We examine the effects of leader prevention focus on the leader's own behavior, in the form of the harmful overruling of good ideas by their follower team, and on the team's collective behaviors, processes, and performance. We argue that when leaders adopt a prevention mindset, it can have costly effects on team outcomes. We tested our hypotheses using an experimental design in which 84 five-person
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Collective turnover response over time to a unit-level shock. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-01 Jenna R Pieper,Mark A Maltarich,Anthony J Nyberg,Greg Reilly,Caitlin Ray
This work provides a theoretical explanation for the mechanisms that can drive collective turnover in response to a unit-level shock by applying event systems theory to collective turnover. Specifically, we recognize the importance of modeling a disruption phase following a shock, the social mechanisms that influence the collective turnover response, and boundary conditions on the impact of the shock
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Turning words into numbers: Assessing work attitudes using natural language processing. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-12-01 Andrew B Speer,James Perrotta,Andrew P Tenbrink,Lauren J Wegmeyer,Angie Y Delacruz,Jenna Bowker
Researchers and practitioners are often interested in assessing employee attitudes and work perceptions. Although such perceptions are typically measured using Likert surveys or some other closed-end numerical rating format, many organizations also have access to large amounts of qualitative employee data. For example, open-ended comments from employee surveys allow workers to provide rich and contextualized
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When new talent scores: The impact of human capital and the team socialization context on newcomer performance in professional sports teams. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-11-28 Marvin Schuth,Prisca Brosi,Nicholas Folger,Gilad Chen,Robert E Ployhart
This study integrates research on newcomer socialization and work teams to examine how the team environment facilitates or hinders the translation of human capital into newcomer performance in professional sports teams. Using large, multiyear and multilevel data from the top five European professional football leagues, we examine how individual-level newcomer human capital and the team-level characteristics
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Quantifying the evidence for the absence of the job demands and job control interaction on workers' well-being: A Bayesian meta-analysis. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-11-28 Karoline B S Huth,Greg A Chung-Yan
Central to many influential theories in the occupational health and stress literature is that job resources reduce the negative effects of job demands on workers' well-being. However, empirical investigations testing this supposition have produced inconsistent findings. This study evaluates the interaction between job demands and job control on workers' well-being through a systematic literature search
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Crossover effects of parent work-to-family experiences on child work centrality: A moderated mediation model. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-11-28 Rebekka S Steiner,Andreas Hirschi,Mo Wang
Work-to-family conflict (WFC) and work-to-family enrichment (WFE) are prevalent experiences among working parents. Past research has highlighted the negative consequences of WFC and the positive implications of WFE for the focal person and crossover effects on significant others, such as spouses. However, research on crossover effects on children is sparse, especially in terms of their emerging work
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Challenging racism as a Black police officer: An emergent theory of employee anti-racism. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-11-28 Melanie K Prengler,Nitya Chawla,Angelica Leigh,Kristie M Rogers
Organizations are key mechanisms by which racism is enacted and perpetuated. Although much of the management literature has focused on organizational efforts to combat racial discrimination, some of the most transformative changes come from the everyday actions of employees themselves. In this study, we develop grounded theory on racial minority employees who choose to challenge racism from within
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Matches measure: A visual scale of job burnout. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-11-28 Cindy P Muir Zapata,Charles Calderwood,O Dorian Boncoeur
The evidence is overwhelming and ubiquitous; job burnout is a prevalent occupational syndrome with substantial costs. Although prevention and treatment are vital, both necessitate identifying job burnout itself, yet existing measures are long and sometimes proprietary. Because lengthy surveys are generally seen as too time-consuming, especially in contexts where rapid identification of job burnout
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Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-11-28 Yixuan Li,Konrad Turek,Kène Henkens,Mo Wang
As the workforce ages, organizations are increasing their efforts to retain retirement-eligible workers to avoid human capital shortages and preserve knowledge reservoirs. Nevertheless, the potential factors and underlying mechanisms relating to the retention of retirement-eligible workers have rarely been examined. The current research investigates how retirement-eligible workers may be retained by
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Are gossipers looked down upon? A norm-based perspective on the relation between gossip and gossiper status. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-10-20 Huiwen Lian,Jie Kassie Li,Jingzhou Pan,Chenduo Du,Qinglin Zhao
While some scholars regard workplace gossip as norm-violating behavior that costs gossipers status, others suggest that gossip clarifies organizational norms and thereby increases gossiper status. Integrating gossip literature with norm research, we develop a model to distinguish positive gossip from negative gossip and theorize their independent and joint effects on gossiper workplace status via peers'
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Relationship-specific (dyadic) humility: How your humility predicts my psychological safety and performance. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-10-13 Michal Lehmann,Sarit Pery,Avraham N Kluger,David R Hekman,Bradley P Owens,Thomas E Malloy
A leader's expressed humility has a favorable influence on subordinates' job satisfaction, creativity, and performance. However, we know little about how humility affects one's same-level coworkers. Shifting focus away from leader's humility, we suggest that coworker humility can also produce positive effects but has a relationship-specific component. Some coworker relationships are characterized by
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A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-10-13 Anna Carmella G Ocampo,Yueyang Chen,Simon Lloyd D Restubog,Lu Wang,Anthony Decoste
Growing diversity in the workforce has compelled scholars and managers to create inclusive organizational environments for employees who belong to marginalized groups. Yet, little is known about how employees with stigmatized medical conditions manage their job demands. In this article, we examine the role of stigma associated with human immunodeficiency virus (HIV) in shaping the ability of employees
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Organizational climate profiles: Identifying meaningful combinations of climate level and strength. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-10-13 Yimin He,Stephanie C Payne,Jeremy M Beus,Gonzalo J Muñoz,Xiang Yao,Valentina Battista
According to situation strength theory, organizational climate should have a stronger effect on group behavior when members' perceptions of the climate are both unambiguous (i.e., very high or very low) and shared than when they are more ambiguous and less shared. In the organizational climate literature, this proposition is typically examined by testing the interaction between climate level (i.e.
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The organizational psychology of gig work: An integrative conceptual review. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-10-10 Russell Cropanzano,Ksenia Keplinger,Brittany K Lambert,Brianna Caza,Susan J Ashford
This article reviews the individual and organizational implications of gig work using the emerging psychological contract between gig workers and employing organizations as a lens. We first examine extant definitions of gig work and provide a conceptually clear definition. We then outline why both organizations and individuals may prefer gig work, offer an in-depth analysis of the ways in which the
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The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-10-10 Kai Chi Yam,Pok Man Tang,Joshua Conrad Jackson,Runkun Su,Kurt Gray
Robots are transforming the nature of human work. Although human-robot collaborations can create new jobs and increase productivity, pundits often warn about how robots might replace humans at work and create mass unemployment. Despite these warnings, relatively little research has directly assessed how laypeople react to robots in the workplace. Drawing from cognitive appraisal theory of stress, we
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How is leadership maintained? A longitudinal mediation model linking informal leadership to upward voice through peer advice seeking. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-10-10 Ann C Peng,John M Schaubroeck,Dongchul Kim,Wei Zeng
Whereas scholars have identified individual antecedents of emerging as an informal leader among one's peers, our research seeks to understand how established informal leaders maintain their leadership status. Guided by principles from expectation states theory, we predict that being seen as an informal leader in a workgroup motivates other members to seek one out for work-related advice and, accordingly
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Egalitarian norm messaging increases human resources professionals' salary offers to women. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-10-10 Carolin Schuster,Gregg Sparkman,Gregory M Walton,Anna Alles,David D Loschelder
Across the globe, men make markedly more money than women, even within the same position. We introduce egalitarian norm messaging as a potential intervention to increase women's salaries and counter the gender pay gap. In two preregistered experiments with seasoned professionals (N = 435, work experience: M > 8 years, salary negotiations: M > 18 per year), we find a significant gender pay bias-Human
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Retreating or repairing? Examining the alternate linkages between daily partner-instigated incivility at home and helping at work. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-09-15 Mahira L Ganster,Allison S Gabriel,Christopher C Rosen,Lauren S Simon,Marcus M Butts,Wendy R Boswell
Although research has recognized the straining effects of incivility at work, it is less clear how incivility experiences at home affect employees' daily states and behaviors at work. We argue that partner-instigated incivility-ambiguous aggressions from an employee's partner prior to work may affect helping behavior at work in multiple ways. Building on prior research, which has identified different
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Feeling negative or positive about fresh blood? Understanding veterans' affective reactions toward newcomer entry in teams from an affective events perspective. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-09-15 Yihao Liu,Yifan Song,Hayley Trainer,Dorothy Carter,Le Zhou,Zheng Wang,Jack Ting-Ju Chiang
To meet the ever-changing work demands in today's organizations, new employees are often placed into existing work teams. Although research on organizational socialization has advanced our understanding of how newcomers adjust after joining a team, it remains largely unclear how team veterans navigate the same period of adjustment. Drawing upon affective events theory, we conceptualize newcomer entry
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A field experiment on subgoal framing to boost volunteering: The trade-off between goal granularity and flexibility. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-09-15 Aneesh Rai,Marissa A Sharif,Edward H Chang,Katherine L Milkman,Angela L Duckworth
Research suggests that breaking overarching goals into more granular subgoals is beneficial for goal progress. However, making goals more granular often involves reducing the flexibility provided to complete them, and recent work shows that flexibility can also be beneficial for goal pursuit. We examine this trade-off between granularity and flexibility in subgoals in a preregistered, large-scale field
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Everything is negotiable, but not for everyone: The role of disability in compensation. Journal of Applied Psychology (IF 11.802) Pub Date : 2022-09-15 Mary Eve P Speach,Katie L Badura,Terry C Blum
Although research has examined the role of disability in the employment cycle, the compensation stage of this process has remained nascent. Drawing on the bias literature and expectancy violation theory, disability within the context of salary negotiation is examined across three consecutive studies. Study 1, a vignette experiment, found that fictitious job candidates with disabilities received similar