Journal of Applied Psychology

最新文章

• Positive Is Usually Good, Negative Is Not Always Bad: The Effects of Group Affect on Social Integration and Task Performance AI翻译
  作者：Knight, Andrew P.; Eisenkraft, Noah
  作者单位：Washington University (WUSTL); University of North Carolina; University of North Carolina Chapel Hill
  摘要：Grounded in a social functional perspective, this article examines the conditions under which group affect influences group functioning. Using meta-analysis, the authors leverage heterogeneity across 39 independent studies of 2,799 groups to understand how contextual factors-group affect source (exogenous or endogenous to the group) and group life span (one-shot or ongoing)-moderate the influence of shared feelings on social integration and task performance. As predicted, results indicate that...
• Does Ethical Membership Matter? Moral Identification and Its Organizational Implications AI翻译
  作者：May, Douglas R.; Chang, Young K.; Shao, Ruodan
  作者单位：University of Kansas; University of Wisconsin System; University of Wisconsin Whitewater; City University of Hong Kong
  摘要：This research meaningfully connects the literatures on identification and business ethics by proposing the new construct of moral identification. Moral identification is defined here as the perception of oneness or belongingness associated with an organization that exhibits ethical traits (e.g., care, kindness, and compassion), which also involves a deliberate concern of the membership with an ethical organization. Integrating social identity theory with theory on the moral self, this research...
• Addressing Criticisms of Existing Predictive Bias Research: Cognitive Ability Test Scores Still Overpredict African Americans' Job Performance AI翻译
  作者：Berry, Christopher M.; Zhao, Peng
  作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington
  摘要：Predictive bias studies have generally suggested that cognitive ability test scores overpredict job performance of African Americans, meaning these tests are not predictively biased against African Americans. However, at least 2 issues call into question existing over-/underprediction evidence: (a) a bias identified by Aguinis, Culpepper, and Pierce (2010) in the intercept test typically used to assess over-/underprediction and (b) a focus on the level of observed validity instead of operation...
• Rising to the Challenge: Deep Acting is More Beneficial When Tasks are Appraised as Challenging AI翻译
  作者：Huang, Jason L.; Chiaburu, Dan S.; Zhang, Xin-an; Li, Ning; Grandey, Alicia A.
  作者单位：Wayne State University; Texas A&M University System; Texas A&M University College Station; Shanghai Jiao Tong University; University of Iowa; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
  摘要：Cumulative research indicates that deep acting has a nonsignificant relationship with employee exhaustion, despite arguments that deep acting can be beneficial. To illuminate when deep acting leads to more positive employee outcomes, we draw on the resource conservation perspective to propose a within-individual model of deep acting that focuses on service employees' daily fluctuation of emotional labor and emotional exhaustion. Specifically, we propose that the ongoing experience of felt chal...
• Leader Narcissism and Follower Outcomes: The Counterbalancing Effect of Leader Humility AI翻译
  作者：Owens, Bradley P.; Wallace, Angela S.; Waldman, David A.
  作者单位：Brigham Young University; State University of New York (SUNY) System; University at Buffalo, SUNY; Arizona State University; Arizona State University-Tempe
  摘要：In response to recent calls to theorize and examine how multiple leader characteristics may work together in their effects, the current research examines how leader narcissism and humility interact to predict perceived leader effectiveness and follower (i.e., direct-report) job engagement and performance. Although an examination of leaders who are narcissistic yet humble may seem oxymoronic and even paradoxical, researchers have suggested that seemingly contradictory personal attributes may ex...
• Social Network Approaches to Leadership: An Integrative Conceptual Review AI翻译
  作者：Carter, Dorothy R.; DeChurch, Leslie A.; Braun, Michael T.; Contractor, Noshir S.
  作者单位：University System of Georgia; University of Georgia; University System of Georgia; Georgia Institute of Technology; Virginia Polytechnic Institute & State University; Northwestern University; Northwestern University; Northwestern University
  摘要：Contemporary definitions of leadership advance a view of the phenomenon as relational, situated in specific social contexts, involving patterned emergent processes, and encompassing both formal and informal influence. Paralleling these views is a growing interest in leveraging social network approaches to study leadership. Social network approaches provide a set of theories and methods with which to articulate and investigate, with greater precision and rigor, the wide variety of relational pe...
• Sleep Quality and Self-Control Capacity as Protective Resources in the Daily Emotional Labor Process: Results From Two Diary Studies AI翻译
  作者：Diestel, Stefan; Rivkin, Wladislaw; Schmidt, Klaus-Helmut
  作者单位：Dortmund University of Technology; Dortmund University of Technology; Leibniz Association; Leibniz Institut for Arbeitsforschung an der TU Dortmund (IFADO)
  摘要：Daily emotional labor can impair psychological well-being, especially when emotions have to be displayed that are not truly felt. To explain these deleterious effects of emotional labor, scholars have theorized that emotional labor can put high demands on self-control and diminishes limited regulatory resources. On the basis of this notion, we examined 2 moderators of the daily emotional labor process, namely day-specific sleep quality and individual self-control capacity. In particular, in 2 ...
• Tightening up the Performance-Pay Linkage: Roles of Contingent Reward Leadership and Profit-Sharing in the Cross-Level Influence of Individual Pay-for-Performance AI翻译
  作者：Han, Joo Hun; Bartol, Kathryn M.; Kim, Seongsu
  作者单位：Rutgers University System; Rutgers University New Brunswick; University System of Maryland; University of Maryland College Park; Seoul National University (SNU)
  摘要：Drawing upon line-of-sight (Lawler, 1990, 2000; Murphy, 1999) as a unifying concept, we examine the cross-level influence of organizational use of individual pay-for-performance (PFP), theorizing that its impact on individual employees' performance-reward expectancy is boosted by the moderating effects of immediate group managers' contingent reward leadership and organizational use of profit-sharing. Performance-reward expectancy is then expected to mediate the interactive effects of individua...
• A Meta-Analysis of the Relationship Between Individual Assessments and Job Performance AI翻译
  作者：Morris, Scott B.; Daisley, Rebecca L.; Wheeler, Megan; Boyer, Peggy
  作者单位：Illinois Institute of Technology
  摘要：Though individual assessments are widely used in selection settings, very little research exists to support their criterion-related validity. A random-effects meta-analysis was conducted of 39 individual assessment validation studies. For the current research, individual assessments were defined as any employee selection procedure that involved (a) multiple assessment methods, (b) administered to an individual examinee, and (c) relying on assessor judgment to integrate the information into an ...
• It Is Worse When You Do It: Examining the Interactive Effects of Coworker Presenteeism and Demographic Similarity AI翻译
  作者：Luksyte, Aleksandra; Avery, Derek R.; Yeo, Gillian
  作者单位：University of Western Australia; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
  摘要：Presenteeism (showing up for work while sick) is detrimental for employee productivity, yet little is known about its impact on coworkers. Presenteeism may be particularly important when considering coworker reactions that may depend on how similar the sick person is to the coworker. The black sheep hypothesis suggests that the detrimental effects of coworker presenteeism on emotional and behavioral reactions will be exacerbated when there is greater demographic similarity to the perpetrator b...