Journal of Applied Psychology

最新文章

• Speaking Truth to Power: The Effect of Candid Feedback on How Individuals With Power Allocate Resources AI翻译
  作者：Oc, Burak; Bashshur, Michael R.; Moore, Celia
  作者单位：Bocconi University; Singapore Management University; University of London; London Business School
  摘要：Subordinates are often seen as impotent, able to react to but not affect how powerholders treat them. Instead, we conceptualize subordinate feedback as an important trigger of powerholders' behavioral self-regulation and explore subordinates' reciprocal influence on how powerholders allocate resources to them over time. In 2 experiments using a multiparty, multiround dictator game paradigm, we found that when subordinates provided candid feedback about whether they found prior allocations to b...
• A Longitudinal Study of an Intervention to Improve Road Safety Climate: Climate as an Organizational Boundary Spanner AI翻译
  作者：Naveh, Eitan; Katz-Navon, Tal
  作者单位：Technion Israel Institute of Technology; Reichman University
  摘要：This study presents and tests an intervention to enhance organizational climate and expands existing conceptualization of organizational climate to include its influence on employee behaviors outside the organization's physical boundaries. In addition, by integrating the literatures of climate and work-family interface, the study explored climate spillover and crossover from work to the home domain. Focusing on an applied practical problem within organizations, we investigated the example of r...
• Line Manager Implementation Perceptions as a Mediator of Relations Between High-Performance Work Practices and Employee Outcomes AI翻译
  作者：Sikora, David M.; Ferris, Gerald R.; Van Iddekinge, Chad H.
  作者单位：California State University System; California Polytechnic State University San Luis Obispo; State University System of Florida; Florida State University
  摘要：Strategic human resources management (SHRM) scholars recently have suggested that high-performance work practices (HPWP) implementation might serve as a critical mediator between HPWP and workplace outcomes. This study proposes and tests a model that positions line managers' perceptions regarding the extent to which they implement their organization's HPWP as a mediator of relations between HPWP and employee attitudes (i.e., turnover intentions and participative decision-making perceptions) an...
• The Interplay of Elicitation and Evaluation of Trait-Expressive Behavior: Evidence in Assessment Center Exercises AI翻译
  作者：Lievens, Filip; Schollaert, Eveline; Keen, Gert
  作者单位：Ghent University; HOGENT University College of Applied Sciences & Arts
  摘要：In assessment centers (ACs), research on eliciting candidate behavior and evaluating candidate behavior have largely followed independent paths. This study integrates trait activation and trait rating models to posit hypotheses about the effects of behavior elicitation via situational cues on key assessor observation and rating variables. To test the hypotheses, a series of experimental and field studies are conducted. Only when trait-expressive behavior activation and evaluation models work i...
• Fairness Heuristics and Substitutability Effects: Inferring the Fairness of Outcomes, Procedures, and Interpersonal Treatment When Employees Lack Clear Information AI翻译
  作者：Qin, Xin; Ren, Run; Zhang, Zhi-Xue; Johnson, Russell E.
  作者单位：Sun Yat Sen University; Peking University; Michigan State University; Michigan State University's Broad College of Business
  摘要：Employees routinely make judgments of 3 kinds of justice (i.e., distributive, procedural, and interactional), yet they may lack clear information to do so. This research examines how justice judgments are formed when clear information about certain types of justice is unavailable or ambiguous. Drawing from fairness heuristic theory, as well as more general theories of cognitive heuristics, we predict that when information for 1 type of justice is unclear (i.e., low in justice clarity), people ...
• What Happens Before? A Field Experiment Exploring How Pay and Representation Differentially Shape Bias on the Pathway Into Organizations AI翻译
  作者：Milkman, Katherine L.; Akinola, Modupe; Chugh, Dolly
  作者单位：University of Pennsylvania; Columbia University; New York University
  摘要：Little is known about how discrimination manifests before individuals formally apply to organizations or how it varies within and between organizations. We address this knowledge gap through an audit study in academia of over 6,500 professors at top U. S. universities drawn from 89 disciplines and 259 institutions. In our experiment, professors were contacted by fictional prospective students seeking to discuss research opportunities prior to applying to a doctoral program. Names of students w...
• Developing Collective Customer Knowledge and Service Climate: The Interaction Between Service-Oriented High-Performance Work Systems and Service Leadership AI翻译
  作者：Jiang, Kaifeng; Chuang, Chih-Hsun; Chiao, Yu-Ching
  作者单位：University of Notre Dame; National Chung Hsing University
  摘要：This study theorized and examined the influence of the interaction between Service-Oriented high-performance work systems (HPWSs) and service leadership on collective customer knowledge and service climate. Using a sample of 569 employees and 142 managers in footwear retail stores, we found that Service-Oriented HPWSs and service leadership reduced the influences of one another on collective customer knowledge and service climate, such that the positive influence of service leadership on colle...
• Only Time Will Tell: The Changing Relationships Between LMX, Job Performance, and Justice AI翻译
  作者：Park, Sanghee; Sturman, Michael C.; Vanderpool, Chelsea; Chan, Elisa
  作者单位：Rutgers University System; Rutgers University New Brunswick; Cornell University; Governors State University
  摘要：Although it has been argued that leader-member exchange (LMX) is a phenomenon that develops over time, the existing LMX literature is largely cross-sectional in nature. Yet, there is a great need for unraveling how LMX develops over time. To address this issue in the LMX literature, we examine the relationships of LMX with 2 variables known for changing over time: job performance and justice perceptions. On the basis of current empirical findings, a simulation deductively shows that LMX develo...
• Putting Judging Situations Into Situational Judgment Tests: Evidence From Intercultural Multimedia SJTs AI翻译
  作者：Rockstuhl, Thomas; Ang, Soon; Ng, Kok-Yee; Lievens, Filip; Van Dyne, Linn
  作者单位：Nanyang Technological University; Ghent University; Michigan State University
  摘要：Although the term situational judgment test (SJT) implies judging situations, existing SJTs focus more on judging the effectiveness of different response options (i.e., response judgment) and less on how people perceive and interpret situations (i.e., situational judgment). We expand the traditional SJT paradigm and propose that adding explicit assessments of situational judgment to SJTs will provide incremental information beyond that provided by response judgment. We test this hypothesis acr...
• Forced Distribution Rating Systems: When Does Rank and Yank Lead to Adverse Impact? AI翻译
  作者：Giumetti, Gary W.; Schroeder, Amber N.; Switzer, Fred S., III
  作者单位：Quinnipiac University; Western Kentucky University; Clemson University
  摘要：Despite widespread use of forced distribution rating systems (FDRSs), the potential for this performance appraisal method to lead to adverse impact (AI) in a layoff context has yet to be examined empirically. Thus, the current study uses a Monte Carlo simulation to examine the likelihood of encountering AI violations when an FDRS is used in the context of layoffs. The primary research questions included an examination of how AI violations change depending on the definition of the employment ac...