Journal of Applied Psychology

最新文章

• Interracial Frontline Encounters: How White Customers' Stereotype Threat Affects Black Frontline Employees' Immediate Job Outcomes AI翻译
  作者：Mikolon, Sven; Dinhof, Katharina; Kleber, Janet; Haumann, Till
  作者单位：Imperial College London; University of Klagenfurt
  摘要：Interracial interactions are often laden with concerns about being assimilated by group stereotypes. This study examines the White-and-prejudiced stereotype threat, which can be triggered in White customers when interacting with Black frontline employees. Our findings, derived from two field studies and two experiments, reveal short-term positive effects of the White stereotype threat on the job performance effectiveness of Black frontline employees. For example, White customers buy more and i...
• Equity, Openness, Rigor, Impact, and Investing in People: The Journal of Applied Psychology's Values in Action AI翻译
  作者：Eby, Lillian T.
  作者单位：University System of Georgia; University of Georgia
• Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness AI翻译
  作者：Lu, Jackson G.; Zhao, Michelle X.; Liao, Hui; Zhang, Lu Doris
  作者单位：Massachusetts Institute of Technology (MIT); Washington University (WUSTL); University System of Maryland; University of Maryland Baltimore
  摘要：To date, little is known about what interventions can help individuals attain leadership roles in organizations. To address this knowledge gap, we integrate insights from the communication and leadership literatures to test debate training as a novel intervention for leadership emergence. We propose that debate training can increase individuals' leadership emergence by fostering assertiveness -an adaptive style of communication in which individuals express their feelings and needs directly, wh...
• A Comparison of the Response-Pattern-Based Faking Detection Methods AI翻译
  作者：Nie, Weiwen; Hernandez, Ivan; Tay, Louis; Zhang, Bo; Cao, Mengyang
  作者单位：Virginia Polytechnic Institute & State University; Purdue University System; Purdue University; University of Illinois System; University of Illinois Urbana-Champaign
  摘要：The covariance index method, the idiosyncratic item response method, and the machine learning method are the three primary response-pattern-based (RPB) approaches to detect faking on personality tests. However, less is known about how their performance is affected by different practical factors (e.g., scale length, training sample size, proportion of faking participants) and when they perform optimally. In the present study, we systematically compared the three RPB faking detection methods acr...
• Prospects for Reducing Group Mean Differences on Cognitive Tests via Item Selection Strategies AI翻译
  作者：Bazian, Isaac M.; Lee, Samuel D.; Sackett, Paul R.; Kuncel, Nathan R.; Jacobs, Rick R.; Mcdaniel, Michael A.
  作者单位：University of Minnesota System; University of Minnesota Twin Cities; Saint Catherine University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Virginia Commonwealth University
  摘要：Cognitive ability tests are widely used in employee selection contexts, but large race and ethnic subgroup mean differences in test scores represent a major drawback to their use. We examine the potential for an item-level procedure to reduce these test score mean differences. In three data sets, differing proportions of cognitive ability test items with higher levels of difficulty or subgroup mean differences were removed from the tests. The reliabilities of these trimmed tests were then corr...
• Considering Personal Needs in Misdeeds: The Role of Compassion in Shaping Observer Reactions to Leader Leniency AI翻译
  作者：Mitchell, Marie S.; Sharma, Shubha; Zipay, Kate P.; Bies, Robert J.; Croitoru, Natalie
  作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of Tulsa; Purdue University System; Purdue University; Georgetown University
  摘要：Although punishment deters misconduct, protects employees from harm, and maintains cooperation in organizations, not all leaders punish-some are lenient. Employees keenly watch leaders' responses to misconduct. Leniency is often judged as unfair because it violates moral principles of justice, motivating observers to withhold support to leaders. Our research shifts the conversation to explain how moral consideration of offenders factors into the sensemaking of leaders' leniency that influences...
• Fulfilling Moral Duty or Prioritizing Moral Image? The Moral Self-Regulatory Consequences of Ethical Voice AI翻译
  作者：Huang, Lei; Carnevale, Joel B.; Mackey, Jeremy; Paterson, Ted A.; Li, Xiaolu; Yang, Dongtao
  作者单位：Auburn University System; Auburn University; Syracuse University; Oregon State University; Nanjing University
  摘要：Previous research on the consequences of ethical voice has largely focused on the performance or social relational consequences of ethical voice on multiple organizational stakeholders. The present research provides an important extension to the ethical voice literature by investigating the distinct intrapersonal and interpersonal moral self-regulatory processes that shape ethical voicers' own psychological experiences and their subsequent purposeful efforts to maintain a positive sense of mor...
• The Escalation of Prosocial Commitment: How the B Corporation Movement Catalyzes Social Impact AI翻译
  作者：Sharma, Garima; Gehman, Joel; Boni, Leonardo; Beveridge, 'Alim J.
  作者单位：American University; George Washington University; Polytechnic University of Milan
  摘要：Organizations have embraced sustainability certifications as a way of demonstrating their prosocial commitments. These certifications are often rigorous and resource-intensive, and yet some certified organizations increase their efforts beyond receiving the certification. To understand why, we revisit the literature on escalation of commitment to theorize the escalation of prosocial commitment. We test our framework by analyzing why B Corporations (B Corps)-businesses that have been certified ...
• Toward Whole-Person Fit Assessment: Integrating Interests, Values, Skills, Knowledge, and Personality Using the Occupational Information Network (O*NET) AI翻译
  作者：Liu, Zihan; Hoff, Kevin A.; Chu, Chu; Oswald, Frederick L.; Rounds, James
  作者单位：University of Illinois System; University of Illinois Springfield; Michigan State University; Lafayette College; Rice University; University of Illinois System; University of Illinois Urbana-Champaign
  摘要：Measuring person-occupation fit serves many important purposes, from helping young people explore majors and careers to helping jobseekers assess fit with available jobs. However, most existing fit measures are limited in that they focus on single individual difference domains without considering how fit may differ across multiple domains. For example, a jobseeker might be highly interested in a job, yet not possess the requisite skills or knowledge to perform the job well. The current researc...
• Emboldened in the Rap Game: How Severely Stigmatized Video Models Navigate Disrespect and Vulnerability to Workplace Mistreatment AI翻译
  作者：Sharma, Payal N.; Rogers, Kristie M.; Ashforth, Blake E.
  作者单位：Nevada System of Higher Education (NSHE); University of Nevada Las Vegas; Marquette University; Arizona State University; Arizona State University-Tempe
  摘要：Moral stigma attached to an occupation can scar workers through discrediting, shaming, and denying respect. It can also open the door to interpersonal mistreatment, but little is known about how morally stigmatized workers navigate anticipated disrespect to potentially avoid harm. We explore this issue in a study of an occupation carrying severe moral stigma and where disrespect and workplace mistreatment are pervasive: models in hip-hop and rap music videos. Through analyses of 71 interviews ...