Journal of Applied Psychology

最新文章

• Benefits of Mindfulness at Work: The Role of Mindfulness in Emotion Regulation, Emotional Exhaustion, and Job Satisfaction AI翻译
  作者：Hulsheger, Ute R.; Alberts, Hugo J. E. M.; Feinholdt, Alina; Lang, Jonas W. B.
  作者单位：Maastricht University; Maastricht University
  摘要：Mindfulness describes a state of consciousness in which individuals attend to ongoing events and experiences in a receptive and non-judgmental way. The present research investigated the idea that mindfulness reduces emotional exhaustion and improves job satisfaction. The authors further suggest that these associations are mediated by the emotion regulation strategy of surface acting. Study 1 was a 5-day diary study with 219 employees and revealed that mindfulness negatively related to emotiona...
• When Big Brother Is Watching: Goal Orientation Shapes Reactions to Electronic Monitoring During Online Training AI翻译
  作者：Watson, Aaron M.; Thompson, Lori Foster; Rudolph, Jane V.; Whelan, Thomas J.; Behrend, Tara S.; Gissel, Amanda L.
  作者单位：North Carolina State University; George Washington University
  摘要：Web-based training is frequently used by organizations as a convenient and low-cost way to teach employees new knowledge and skills. As web-based training is typically unproctored, employees may be held accountable to the organization by computer software that monitors their behaviors. The current study examines how the introduction of electronic performance monitoring may provoke negative emotional reactions and decrease learning among certain types of e-learners. Through motivated action the...
• Causes and Consequences of Collective Turnover: A Meta-Analytic Review AI翻译
  作者：Heavey, Angela L.; Holwerda, Jacob A.; Hausknecht, John P.
  作者单位：State University System of Florida; Florida International University; Cornell University
  摘要：Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/...
• Hierarchical Representations of the Five-Factor Model of Personality in Predicting Job Performance: Integrating Three Organizing Frameworks With Two Theoretical Perspectives AI翻译
  作者：Judge, Timothy A.; Rodell, Jessica B.; Klinger, Ryan L.; Simon, Lauren S.; Crawford, Eean R.
  作者单位：University of Notre Dame; University of London; University College London; University System of Georgia; University of Georgia; Old Dominion University; Portland State University; University of Iowa
  摘要：Integrating 2 theoretical perspectives on predictor-criterion relationships, the present study developed and tested a hierarchical framework in which each five-factor model (FFM) personality trait comprises 2 De Young, Quilty, and Peterson (2007) facets, which in turn comprise 6 Costa and McCrae (1992) NEO facets. Both theoretical perspectives-the bandwidth-fidelity dilemma and construct correspondence suggest that lower order traits would better predict facets of job performance (task perform...
• When Is Success Not Satisfying? Integrating Regulatory Focus and Approach/Avoidance Motivation Theories to Explain the Relation Between Core Self-Evaluation and Job Satisfaction AI翻译
  作者：Ferris, D. Lance; Johnson, Russell E.; Rosen, Christopher C.; Djurdjevic, Emilija; Chang, Chu-Hsiang (Daisy); Tan, James A.
  作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Michigan State University; Michigan State University's Broad College of Business; University of Arkansas System; University of Arkansas Fayetteville; Michigan State University; Minnesota State Colleges & Universities; Saint Cloud State University
  摘要：Integrating implications from regulatory focus and approach/avoidance motivation theories, we present a framework wherein motivational orientations toward positive (approach motivation orientation) or negative (avoidance motivation orientation) stimuli interact with workplace success to mediate the relation of core self-evaluation (CSE) with job satisfaction. Using data collected from supervisor-subordinate dyads (Sample 1) and time-lagged data (Sample 2), we found that the results from two st...
• Teams as Innovative Systems: Multilevel Motivational Antecedents of Innovation in R&D Teams AI翻译
  作者：Chen, Gilad; Farh, Jiing-Lih; Campbell-Bush, Elizabeth M.; Wu, Zhiming; Wu, Xin
  作者单位：University System of Maryland; University of Maryland College Park; Hong Kong University of Science & Technology; Tsinghua University; Beihang University
  摘要：Integrating theories of proactive motivation, team innovation climate, and motivation in teams, we developed and tested a multilevel model of motivators of innovative performance in teams. Analyses of multisource data from 428 members of 95 research and development (R&D) teams across 33 Chinese films indicated that team-level support for innovation climate captured motivational mechanisms that mediated between transformational leadership and team innovative performance, whereas members' motiva...
• Who Gives? Multilevel Effects of Gender and Ethnicity on Workplace Charitable Giving AI翻译
  作者：Leslie, Lisa M.; Snyder, Mark; Glomb, Theresa M.
  作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities
  摘要：Research on diversity in organizations has largely focused on the implications of gender and ethnic differences for performance, to the exclusion of other outcomes. We propose that gender and ethnic differences also have implications for workplace charitable giving, an important aspect of corporate social responsibility. Drawing from social role theory, we hypothesize and find that gender has consistent effects across levels of analysis; women donate more money to workplace charity than do men...
• Surveying for Artifacts: The Susceptibility of the OCB-Performance Evaluation Relationship to Common Rater, Item, and Measurement Context Effects AI翻译
  作者：Podsakoff, Nathan P.; Whiting, Steven W.; Welsh, David T.; Mai, Ke Michael
  作者单位：University of Arizona; Indiana University System; Indiana University Bloomington; IU Kelley School of Business
  摘要：Despite the increased attention paid to biases attributable to common method variance (CMV) over the past 50 years, researchers have only recently begun to systematically examine the effect of specific sources of CMV in previously published empirical studies. Our study contributes to this research by examining the extent to which common rater, item, and measurement context characteristics bias the relationships between organizational citizenship behaviors and performance evaluations using a mi...
• Blaming the Organization for Abusive Supervision: The Roles of Perceived Organizational Support and Supervisor's Organizational Embodiment AI翻译
  作者：Shoss, Mindy K.; Eisenberger, Robert; Restubog, Simon Lloyd D.; Zagenczyk, Thomas J.
  作者单位：Saint Louis University; University of Houston System; University of Houston; University of Houston System; University of Houston; Australian National University; Clemson University
  摘要：Why do employees who experience abusive supervision retaliate against the organization? We apply organizational support theory to propose that employees hold the organization partly responsible for abusive supervision. Depending on the extent to which employees identify the supervisor with the organization (i.e., supervisor's organizational embodiment), we expected abusive supervision to be associated with low perceived organizational support (POS) and consequently with retribution against the...
• Positive and Negative Workplace Relationships, Social Satisfaction, and Organizational Attachment AI翻译
  作者：Venkataramani, Vijaya; Labianca, Giuseppe (Joe); Grosser, Travis
  作者单位：University System of Maryland; University of Maryland College Park; University of Kentucky; University of Kentucky
  摘要：We examine how employees' centrality in the networks of positively valenced ties (e.g., friendship, advice) and negatively valenced ties (e.g., avoidance) at work interact to affect these employees' organizational attachment. Using 2 different samples (154 employees in a division of a food and animal science organization and 144 employees in a product development firm), we found that employees' centrality in positive and negative tie networks at work were related to their organizational attach...