Journal of Applied Psychology

最新文章

• Politics Speak Louder Than Skills: Political Similarity Effects in Hireability Judgments in Multiparty Contexts and the Role of Political Interest AI翻译
  作者：Moenke, Franz W.; Lievens, Filip; Hess, Ursula; Schaepers, Philipp
  作者单位：University of Munster; Singapore Management University; Humboldt University of Berlin; University of Munster
  摘要：Recruiters increasingly cybervet job applicants by checking their social media profiles. Theory (i.e., the political affiliation model, PAM) and research show that during cybervetting, recruiters are exposed to job-unrelated information such as political affiliation, which might trigger similarity-attraction effects and bias hireability judgments. However, as the PAM was developed in a more polarized two-party political system, it is pivotal to test and refine the PAM in a multiparty context. ...
• Following Community Norms or an Internal Compass? The Role of Prospective Leaders' Social Category Membership in the Differential Effects of Authentic and Ethical Leadership on Stereotype Threat AI翻译
  作者：Lagowska, Urszula; Sobral, Filipe; Jacob, Jorge; Hafenbrack, Andrew C.; Goldszmidt, Rafael
  作者单位：NEOMA Business School; Getulio Vargas Foundation; IESEG School of Management; University of Washington; University of Washington Seattle
  摘要：Increasing racial diversity in organizations remains a challenge, as stereotype threat undermines the performance and career aspirations of minority group members during job recruitment. The present study examines how prospective leaders can leverage their influence on their followers' identities to mitigate the stereotype threat Black individuals face in this context. We explore the effects of two moral leadership styles (ethical vs. authentic) on stereotype threat in the context of recruitme...
• Newcomers Building Social Capital by Proactive Networking: A Signaling Perspective AI翻译
  作者：Boulamatsi, Artemis; Liu, Songqi; Zhou, Le; Yin, Jingfeng; Yao, Xiang; Guo, Rui
  作者单位：University of North Texas System; University of North Texas Denton; University System of Georgia; Georgia State University; Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Hong Kong Polytechnic University; Peking University; China University of Geosciences
  摘要：Social networks can aid newcomers' learning and adjustment and facilitate their performance. However, knowledge about how newcomers build their social networks from the ground up is limited. Extending the socialization literature, we propose a model delineating newcomer proactive networking as the driver of advice ties with peer newcomers, which in turn influence newcomer reputation among higher status organizational insiders. Drawing on signaling theory, we propose that future-oriented newcom...
• The Chemistry Between Us: Illuminating Complementarity Patterns in Interpersonal Role-Play Assessment via Moment-to-Moment Analyses AI翻译
  作者：Herde, Christoph N.; Lievens, Filip
  作者单位：Singapore Management University; Ghent University
  摘要：In assessment and selection, organizations often include interpersonal interactions because they provide insights into candidates' interpersonal skills. These skills are then typically assessed via one-shot, retrospective assessor ratings. Unfortunately, the assessment of interpersonal skills at such a trait-like level fails to capture the richness of how the interaction unfolds at the behavioral exchange level within a role-play assessment. This study uses the lens of interpersonal complement...
• All Is Well That Replicates Well: The Replicability of Reported Moderation and Interaction Effects in Leading Organizational Sciences Journals AI翻译
  作者：Crede, Marcus; Sotola, Lukas K.
  作者单位：Iowa State University
  摘要：We examine 244 independent tests of interaction effects published in recent issues of four leading journals in the organizational sciences in order to estimate the replicability of reported statistically significant interaction effects. A z-curve analysis (Brunner & Schimmack, 2020) of the distribution of p values indicates an estimated replicability of 37%, although this figure varied somewhat across the four journals. We also find that none of the coded studies reported having conducted a pr...
• Stereotype Lift and Stereotype Threat Effects on Subgroup Mean Differences for Cognitive Tests: A Meta-Analysis of Adult Samples AI翻译
  作者：Priest, Reed; Griebie, Annie; Zhou, You; Tomeh, Dana; Sackett, Paul R.
  作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities
  摘要：A large body of literature has studied the effect of stereotype threat and stereotype lift on cognitive test performance. Research on stereotype threat (ST) examines whether the awareness of a negative stereotype can decrease stereotyped group members' test performance. A less commonly studied influence of stereotypes is stereotype lift (SL), defined as an increase in a group's test performance due to not being part of a negative stereotype. For example, men might perform better on math tests ...
• Activation and Valence in Responses to Organizational Change: Development and Validation of the Change Response Circumplex Scale AI翻译
  作者：Oreg, Shaul; Sverdlik, Noga; Paine, Jill W.; Seo, Myeong-Gu
  作者单位：Hebrew University of Jerusalem; Ben-Gurion University of the Negev; IE University; University System of Maryland; University of Maryland College Park; Hebrew University of Jerusalem
  摘要：Organizational members' responses to organizational change have a key role in determining the success of the change. The predominant conceptualization of responses to change has focused on the valence of responses-the degree to which they are positive (e.g., openness to change) versus negative (e.g., resistance to change). Yet, recent theory suggests that rather than a single continuum, ranging from negative to positive, responses to change are better represented with a bidimensional framework...
• How Perceived Lack of Benevolence Harms Trust of Artificial Intelligence Management AI翻译
  作者：Li, Mingyu; Bitterly, T. Bradford
  作者单位：Hong Kong University of Science & Technology
  摘要：As organizations continue to supplement and replace human management with artificial intelligence (AI), it is essential that we understand the factors that influence employees' trust in AI management. Across one preregistered field study, where we survey 400 delivery riders in Mainland China, and three preregistered experiments (total N = 2,350), we find that AI management is perceived as less benevolent than human management. Given that benevolence is an important antecedent of trust in leade...
• Modeling Gender Differences in the Job Promotion Process: Replication and Extension of Martell et al. (1996) AI翻译
  作者：Meldgin, David R.; Mitchell, Gregory; Oswald, Frederick L.
  作者单位：University of Virginia; Rice University
  摘要：Differences in employee evaluations due to gender bias may be small in any given rating cycle, but they may accumulate to produce large disparities in the number of women and men promoted to the top of an organization. A highly cited simulation by Martell et al. (1996) demonstrates this cumulative advantage process in a multilevel organization. We replicated this simulation to uncover important details about its operating assumptions, and we extended the simulation to examine a range of variab...
• Leaders Laughing in the Line of Fire: An Emotional Aperture Perspective on Leader Laughter in Response to Critical Questions AI翻译
  作者：Cheng, David; Wang, Lu; Amarnani, Rajiv K.; Chan, Xi Wen
  作者单位：Australian National University; University of Alberta; University of Western Australia; Griffith University; Australian National University
  摘要：Leaders are frequently put in the difficult position of repudiating critical questions in front of their followers. To help manage this situation, leaders sometimes express laughter in the hopes that it will lubricate their interaction and reduce perceptions that they are aggressive or confrontational with the critical questioner. Ironically, leaders' laughter may backfire by diminishing their apparent friendliness and approachability in the eyes of the witnessing followers. In this article, w...