Journal of Applied Psychology

最新文章

• The Rise of Robots Increases Job Insecurity and Maladaptive Workplace Behaviors: Multimethod Evidence AI翻译
  作者：Yam, Kai Chi; Tang, Pok Man; Jackson, Joshua Conrad; Su, Runkun; Gray, Kurt
  作者单位：National University of Singapore; Texas A&M University System; Texas A&M University College Station; University System of Georgia; University of Georgia; University of North Carolina; University of North Carolina Chapel Hill; Northwestern University; Sun Yat Sen University
  摘要：Robots are transforming the nature of human work. Although human-robot collaborations can create new jobs and increase productivity, pundits often warn about how robots might replace humans at work and create mass unemployment. Despite these warnings, relatively little research has directly assessed how laypeople react to robots in the workplace. Drawing from cognitive appraisal theory of stress, we suggest that employees exposed to robots (either physically or psychologically) would report gr...
• Retreating or Repairing? Examining the Alternate Linkages Between Daily Partner-Instigated Incivility at Home and Helping at Work AI翻译
  作者：Ganster, Mahira L.; Gabriel, Allison S.; Rosen, Christopher C.; Simon, Lauren S.; Butts, Marcus M.; Boswell, Wendy R.
  作者单位：University of Arizona; University of Arkansas System; University of Arkansas Fayetteville; Southern Methodist University; Texas A&M University System; Texas A&M University College Station; Mays Business School
  摘要：Although research has recognized the straining effects of incivility at work, it is less clear how incivility experiences at home affect employees' daily states and behaviors at work. We argue that partner-instigated incivility-ambiguous aggressions from an employee's partner prior to work may affect helping behavior at work in multiple ways. Building on prior research, which has identified different mechanisms (i.e., resource drain, reactive compensation) linking family and work domains, we a...
• The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study AI翻译
  作者：Giessner, Steffen R.; Dawson, Jeremy F.; Horton, Kate E.; West, Michael
  作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; University of Sheffield; Universidade Federal de Pernambuco; Lancaster University
  摘要：Past merger and acquisition research has reported mixed findings on the impact of mergers on workforces. To address these ambiguities and advance merger research at the organizational level of analysis, we present a natural quasi-experiment focusing on mergers in the English National Health Service. Building on organizational support theory and conservation of resources theory, we propose that merger events represent 4 environmental stressors, with negative implications for employees' subjecti...
• Improving Our Understanding of Predictive Bias in Testing AI翻译
  作者：Aguinis, Herman; Culpepper, Steven A.
  作者单位：George Washington University; University of Illinois System; University of Illinois Urbana-Champaign
  摘要：Predictive bias (i.e., differential prediction) means that regression equations predicting performance differ across groups based on protected status (e.g., ethnicity, sexual orientation, sexual identity, pregnancy, disability, and religion). Thus, making prescreening, admissions, and selection decisions when predictive bias exists violates principles of fairness based on equal treatment and opportunity. First, we conducted a two-part study showing that different types of predictive bias exist...
• The Easy Addendum Effect: When Doing More Seems Less Effortful AI翻译
  作者：Lai, Edward Yuhang; Sevilla, Julio; Isaac, Mathew S.; Bagchi, Rajesh
  作者单位：Virginia Polytechnic Institute & State University; Hong Kong Polytechnic University; University System of Georgia; University of Georgia; Seattle University; Hong Kong Polytechnic University
  摘要：Although people often value the challenge and mastery of performing an activity, their satisfaction may suffer when the tasks comprising the activity are perceived as difficult. Thus, it is important to understand the factors that influence subjective judgments of difficulty. In this research, we introduce an easily actionable and effective tactic to reduce perceptions of the overall difficulty of an activity: We find that concluding a sequence of difficult tasks with a few easy tasks can decr...
• Challenging Racism as a Black Police Officer: An Emergent Theory of Employee Anti-Racism AI翻译
  作者：Prengler, Melanie K. K.; Chawla, Nitya; Leigh, Angelica; Rogers, Kristie M. M.
  作者单位：University of Virginia; Texas A&M University System; Texas A&M University College Station; Mays Business School; Duke University; Marquette University
  摘要：Organizations are key mechanisms by which racism is enacted and perpetuated. Although much of the management literature has focused on organizational efforts to combat racial discrimination, some of the most transformative changes come from the everyday actions of employees themselves. In this study, we develop grounded theory on racial minority employees who choose to challenge racism from within the organizational structures that perpetuate it most (i.e., highly racialized organizations). We...
• Organizational Climate Profiles: Identifying Meaningful Combinations of Climate Level and Strength AI翻译
  作者：He, Yimin; Payne, Stephanie C.; Beus, Jeremy M.; Munoz, Gonzalo J.; Yao, Xiang; Battista, Valentina
  作者单位：University of Nebraska System; Texas A&M University System; Texas A&M University College Station; Washington State University; Universidad Adolfo Ibanez; Peking University; Peking University; Cranfield University
  摘要：According to situation strength theory, organizational climate should have a stronger effect on group behavior when members' perceptions of the climate are both unambiguous (i.e., very high or very low) and shared than when they are more ambiguous and less shared. In the organizational climate literature, this proposition is typically examined by testing the interaction between climate level (i.e., mean) and strength (i.e., variability); surprisingly, the preponderance of empirical research te...
• Adverse Impact Reduction and Job Performance Optimization via Pareto-Optimal Weighting: A Shrinkage Formula and Regularization Technique Using Machine Learning AI翻译
  作者：Song, Q. Chelsea; Tang, Chen; Newman, Daniel A.; Wee, Serena
  作者单位：Purdue University System; Purdue University; American University; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign; University of Western Australia
  摘要：In personnel selection practice, one useful technique for reducing adverse impact and enhancing diversity is the Pareto-optimal weighting approach of De Corte et al. (2007). This approach produces a series of hiring solutions that characterize a diversity-job performance trade-off and can lead to more optimal selection outcomes (sometimes doubling the number of job offers for minority applicants without changing the job performance outcomes of personnel selection). Despite these advantages, re...
• Above the Law? How Motivated Moral Reasoning Shapes Evaluations of High Performer Unethicality AI翻译
  作者：Campbell, Elizabeth M.; Welsh, David T.; Wang, Wei
  作者单位：University of Minnesota System; University of Minnesota Twin Cities; Arizona State University; Arizona State University-Tempe; University of Minnesota System; University of Minnesota Twin Cities
  摘要：Recent revelations have brought to light the misconduct of high performers across various fields and occupations who were promoted up the organizational ladder rather than punished for their unethical behavior. Drawing on principles of motivated moral reasoning, we investigate how employee performance biases supervisors' moral judgment of employee unethical behavior and how supervisors' performance-focus shapes how they account for moral judgments in promotion recommendations. We test our mode...
• Back-Translation Practices in Organizational Research: Avoiding Loss in Translation AI翻译
  作者：Klotz, Anthony C.; Swider, Brian W.; Kwon, Seo Hyun
  作者单位：University of London; University College London; State University System of Florida; University of Florida; Texas A&M University System; Texas A&M University College Station; Mays Business School
  摘要：As organizational research continues to globalize, scholars increasingly must translate established scales into languages other than those in which the scales were originally developed. In organizational psychology research, back-translation is the dominant procedure for translating scales. Back-translation has notable strengths in maintaining the psychometric properties of an established scale in a translated version. However, cross-cultural methodologists have argued that in its most basic f...