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作者：Sackett, Paul R.; Lievens, Filip; Van Iddekinge, Chad H.; Kuncel, Nathan R.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Ghent University; State University System of Florida; Florida State University
摘要：This article reviews 100 years of research on individual differences and their measurement, with a focus on research published in the Journal of Applied Psychology. We focus on 3 major individual differences domains: (a) knowledge, skill, and ability, including both the cognitive and physical domains; (b) personality, including integrity, emotional intelligence, stable motivational attributes (e.g., achievement motivation, core self-evaluations), and creativity; and (c) vocational interests. F...
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作者：Moore, Celia; Lee, Sun Young; Kim, Kawon; Cable, Daniel M.
作者单位：Bocconi University; University of London; University College London; Hong Kong Polytechnic University; University of London; London Business School
摘要：In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from 2 very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a stronger drive to self-verify. A third study, using a quasi-experimental design, explored the mechanism behind this effect and tested whether individuals who are high an...
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作者：Dang, Carolyn T.; Umphress, Elizabeth E.; Mitchell, Marie S.
作者单位：University of New Mexico; University of Washington; University of Washington Seattle; University System of Georgia; University of Georgia
摘要：When providing social accounts (Sitkin & Bies, 1993) for the unethical conduct of subordinates, leaders may use language consistent with cognitive strategies described by Bandura (1991, 1999) in his work on moral disengagement. That is, leader's social accounts may reframe or reconstrue subordinates' unethical conduct such that it appears less reprehensible. We predict observers will respond negatively to leaders when they use moral disengagement language within social accounts and, specifical...
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作者：Hardy, Jay H., III; Gibson, Carter; Sloan, Matthew; Carr, Alison
作者单位：Oregon State University
摘要：Conventional wisdom suggests that assessment length is positively related to the rate at which applicants opt out of the assessment phase. However, restricting assessment length can negatively impact the utility of a selection system by reducing the reliability of its construct scores and constraining coverage of the relevant criterion domain. Given the costly nature of these tradeoffs, is it better for managers to prioritize (a) shortening assessments to reduce applicant attrition rates or (b...
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作者：Ballard, Timothy; Yeo, Gillian; Loft, Shayne; Vancouver, Jeffrey B.; Neal, Andrew
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作者：Brady, Daniel L.; Brown, Douglas J.; Liang, Lindie Hanyu
作者单位：University of Waterloo
摘要：Despite decades of research from other academic fields arguing that gossip is an important and potentially functional behavior, organizational research has largely assumed that gossip is malicious talk. This has resulted in the proliferation of gossip items in deviance scales, effectively subsuming workplace gossip research into deviance research. In this paper, the authors argue that organizational research has traditionally considered only a very narrow subset of workplace gossip, focusing a...
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作者：Schaumberg, Rebecca L.; Flynn, Francis J.
作者单位：New York University; Stanford University
摘要：We propose that the relationship between job satisfaction and absenteeism depends partly on guilt proneness. Drawing on withdrawal and process models of absenteeism, we argue that job satisfaction predicts absences for employees who are low (but not high) in guilt proneness because low guilt-prone people's behaviors are governed more by fulfilling their own egoistic desires than by fulfilling others' normative expectations. We find support for this prediction in a sample of customer service ag...
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作者：Kozlowski, Steve W. J.
作者单位：Michigan State University
摘要：In this reflection on my experiences as editor of the Journal of Applied Psychology, I consider 6 foci including (a) information on the background, infrastructure, and mechanics of running this top-tier journal; (b) statistics on journal operations across the 7 years of editorial activity (i.e., incoming plus 6 years on the masthead); (c) innovations that my senior editorial team introduced (i.e., transparency via supplemental materials, revival of monographs, initiation of integrative concept...
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作者：Lindsey, Alex P.; Avery, Derek R.; Dawson, Jeremy F.; King, Eden B.
作者单位：Purdue University System; Purdue University; Purdue University in Indianapolis; Wake Forest University; University of Sheffield; George Mason University
摘要：Preliminary research suggests that employees use the demographic makeup of their organization to make sense of diversity-related incidents at work. The authors build on this work by examining the impact of management ethnic representativeness-the degree to which the ethnic composition of managers in an organization mirrors or is misaligned with the ethnic composition of employees in that organization. To do so, they integrate signaling theory and a sense-making perspective into a relational de...
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作者：Zigerell, L. J.
作者单位：Illinois State University
摘要：Stereotype threat is a widely cited psychological phenomenon with purported important real-world consequences. Reanalysis of data from the Nguyen and Ryan (2008) stereotype threat meta-analysis indicated the presence of small study effects in which the effect size for less precise studies was larger than the effect size for more precise studies. Four methods to adjust the meta-analysis effect size for potential publication bias produced divergent estimates, from essentially no change, to a 50%...
