Journal of Applied Psychology

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• Progressive or Pressuring? The Signaling Effects of Egg Freezing Coverage and Other Work-Life Policies AI翻译
  作者：Flynn, Elinor; Leslie, Lisa M.
  作者单位：New York University
  摘要：In recent years, organizations have expanded the number and types of work-life policies they offer in an attempt to attract and retain talent. We challenge the assumption that work-life policies uniformly signal personal-life support and elicit favorable employee attitudes by investigating a relatively new work-life policy: egg freezing coverage. We theorize that, relative to other work-life policies, egg freezing coverage is more likely to send signals that evoke negative employee attitudes; ...
• How Employees' Voice Helps Teams Remain Resilient in the Face of Exogenous Change AI翻译
  作者：Li, Alex Ning; Tangirala, Subrahmaniam
  作者单位：Texas Christian University; University System of Maryland; University of Maryland College Park
  摘要：Teams often confront exogenous events that induce discontinuous change and unsettle existing routines. In the immediate aftermath of such events (the disruption stage), teams experience a dip in their performance and only over time regain their previous performance levels (in the recovery stage). We argue that prohibitive voice that allows teams to manage errors better is instrumental for preventing performance losses in the disruption stage. Whereas, promotive voice that helps teams innovate ...
• Justice Change Matters: Approach and Avoidance Mechanisms Underlying the Regulation of Justice Over Time AI翻译
  作者：Xu, Xiao-min; Du, Danyang; Johnson, Russell E.; Lu, Chang-qin
  作者单位：Peking University; Peking University; Tongji University; Michigan State University; Michigan State University's Broad College of Business
  摘要：The experience of justice is a dynamic phenomenon that changes over time, yet few studies have directly examined justice change. In this article, we integrate theories of self-regulation and group engagement to derive predictions about the consequences of justice change. We posit that justice change is an important factor because, as suggested by self-regulation theory, people are particularly sensitive to change. Also consistent with self-regulation, we posit that experiencing justice change ...
• Not Very Competent but Connected: Leaders' Use of Employee Social Networks as Prisms to Make Delegation Decisions AI翻译
  作者：Venkataramani, Vijaya; Bartol, Kathryn M.; Zheng, Xiaoming; Lu, Shuye; Liu, Xin
  作者单位：University System of Maryland; University of Maryland College Park; Tsinghua University; Renmin University of China
  摘要：Delegation is a critical tool for busy managers. Early delegation research suggests that managers are reluctant to delegate beyond a few highly competent employees or those with whom they have a strong relationship. Extending this line of research, we integrate signaling theory with a view of social networks as prisms, to demonstrate the relevance of employees' network ties in the work unit for delegation. Signaling theory argues that when direct data about employee competence are mixed or amb...
• Multiple Jobholding Motivations and Experiences: A Typology and Latent Profile Analysis AI翻译
  作者：Campion, Emily D.; Csillag, Borbala
  作者单位：Old Dominion University; University of Minnesota System; University of Minnesota Twin Cities
  摘要：Researchers have traditionally suggested that multiple jobholders (MJHers; individuals who work more than one job) are economically deprived and piece together employment to make ends meet. More recently, scholars have demonstrated that MJHers are also motivated for nonpecuniary benefits. In the current research, we employ a mixed-methods, three-study research design on 1,487 MJHers to develop a comprehensive typology of multiple jobholding (MJH) motivations, advance our understanding of how M...
• Search Committee Diversity and Applicant Pool Representation of Women and Underrepresented Minorities: A Quasi-Experimental Field Study AI翻译
  作者：Kazmi, Maryam A.; Spitzmueller, Christiane; Yu, Jia; Madera, Juan M.; Tsao, Allison S.; Dawson, Jeremy F.; Pavlidis, Ioannis
  作者单位：University of Houston System; University of Houston; Louisiana State University System; Louisiana State University Shreveport; University of Houston System; University of Houston; University of Sheffield; University of Houston System; University of Houston
  摘要：The diversification of applicant pools constitutes an important step for broadening the participation of women and underrepresented minorities (URMs) in the workforce. The current study focuses on recruiting diverse applicant pools in an academic setting. We test strategies grounded in homophily theory to attract a diverse set of applicants for open faculty positions. Analysis of recruitment data (13,750 job applications) showed that women search committee chairs and greater percentages of wom...
• First Impression Effects in Organizational Psychology AI翻译
  作者：Swider, Brian W.; Harris, T. Brad; Gong, Qing
  作者单位：State University System of Florida; University of Florida; Texas Christian University; University of Illinois System; University of Illinois Urbana-Champaign; University System of Georgia; Georgia Institute of Technology
  摘要：The study of first impressions, which consistently demonstrate meaningful and surprisingly durable impacts on attitudes, behaviors, and cognitions, is pervasive across psychological disciplines. In this integrative conceptual review, we focus on first impressions within the organizational psychology literature, which have been explored across an impressive variety of topical domains (e.g., selection, socialization, leader-subordinate relationships, job performance, and teams) though largely in...
• A Meta-Analytic Review of Identification at Work: Relative Contribution of Team, Organizational, and Professional Identification AI翻译
  作者：Greco, Lindsey M.; Porck, Jeanine P.; Walter, Sheryl L.; Scrimpshire, Alex J.; Zabinski, Anna M.
  作者单位：Oklahoma State University System; Oklahoma State University - Stillwater; Indiana University System; Indiana University Bloomington; IU Kelley School of Business; University System of Ohio; Xavier University
  摘要：Research on social identification in organizations is diverse and evolving. As focus has shifted to the effects of multiple identities, there is a need to further define relationships between the three primary work identification targets (i.e., team, organization, and profession) and outcomes, specifically as to how each identification target explains variance in outcomes simultaneously. We meta-analytically test the relationship between each identification target and fifteen attitudes, three ...
• Measurement Specificity With Modern Methods: Using Dimensions, Facets, and Items From Personality Assessments to Predict Performance AI翻译
  作者：Speer, Andrew B.; Christiansen, Neil D.; Robie, Chet; Jacobs, Rick R.
  作者单位：Wayne State University; Central Michigan University; Wilfrid Laurier University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
  摘要：The use of personality measures to predict work-related outcomes has been of great interest over the past several decades. The present study used machine learning (ML) to examine the optimal level in the personality hierarchy to use in developing predictive algorithms. This issue was examined in a sample of incumbent police officers (N = 1,043) who completed a multifaceted personality measure and were rated on their job performance. Criterion-related validity was investigated as a function of ...
• Pain or Gain? Understanding How Trait Empathy Impacts Leader Effectiveness Following the Provision of Negative Feedback AI翻译
  作者：Simon, Lauren S.; Rosen, Christopher C.; Gajendran, Ravi S.; Ozgen, Sibel; Corwin, Emily S.
  作者单位：University of Arkansas System; University of Arkansas Fayetteville; State University System of Florida; Florida International University
  摘要：Although providing negative performance feedback can enhance employee performance, leaders are sometimes reluctant to engage in this activity. Reflecting this, prior research has identified negative feedback provision as an aversive, yet potentially rewarding, managerial activity. However, little is known about how providing negative feedback impacts the effectiveness of leaders who do so. To shed light on this issue, we develop and test a theoretical model that identifies how leaders' proxima...