Journal of Applied Psychology

最新文章

• Informal Field-Based Learning and Work Design AI翻译
  作者：Wolfson, Mikhail A.; Mathieu, John E.; Tannenbaum, Scott I.; Maynard, M. Travis
  作者单位：American University; University of Connecticut; Colorado State University System; Colorado State University Fort Collins
  摘要：U.S. organizations continue to invest most of their learning budgets in formal training and development programs despite estimates that the majority of learning in the workplace happens informally. In this study we focus on informal field-based learning (IFBL), which represents individuals engaging in self-directed, intentional, and field-based development of their knowledge and skills. We build on the informal learning literature to advance a cross-level model of individual and job-level char...
• Does Forcing Reduce Faking? A Meta-Analytic Review of Forced-Choice Personality Measures in High-Stakes Situations AI翻译
  作者：Cao, Mengyang; Drasgow, Fritz
  作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
  摘要：Forced-choice (FC) is a popular format for developing personality measures, where individuals must choose 1 or multiple statements from several options. Although FC measures have been proposed to reduce score inflation in high-stakes assessments, inconsistent results have been found in empirical studies regarding their effectiveness. In this study. we conducted a meta-analysis of studies comparing FC personality measure scores between low-stakes and (both simulated and actual) high-stakes situ...
• Give and Take: An Episodic Perspective on Leader-Member Exchange AI翻译
  作者：Liao, Zhenyu; Liu, Wu; Li, Xian; Song, Zhaoli
  作者单位：Washington University (WUSTL); Hong Kong Polytechnic University; National University of Singapore
  摘要：Research on leader-member exchange (LMX) has predominantly taken a dyadic relationship perspective to understand the differences in overall exchanges across leader-member dyads, while neglecting the within-dyad exchange dynamics across a series of episodic resource transactions. Drawing from the literature on equity and reciprocity principles of social exchange, we develop and test a model of leader-member episodic resource transactions that delineates the momentary psychological mechanism and...
• Stereotype Threat Effects in Settings With Features Likely Versus Unlikely in Operational Test Settings: A Meta-Analysis AI翻译
  作者：Shewach, Oren R.; Sackett, Paul R.; Quint, Sander
  作者单位：University of Minnesota System; University of Minnesota Twin Cities
  摘要：The stereotype threat literature primarily comprises lab studies, many of which involve features that would not be present in high-stakes testing settings. We meta-analyze the effect of stereotype threat on cognitive ability tests, focusing on both laboratory and operational studies with features likely to be present in high stakes settings. First, we examine the features of cognitive ability test metric, stereotype threat cue activation strength, and type of nonthreat control group, and condu...
• Doing Good, Feeling Good? The Roles of Helping Motivation and Citizenship Pressure AI翻译
  作者：Lin, Katrina Jia; Savani, Krishna; Ilies, Remus
  作者单位：Hong Kong Polytechnic University; Nanyang Technological University; National University of Singapore
  摘要：Drawing on self-determination theory, this research investigates whether the motivation behind employees' helping behaviors is associated with their positive affect and their subsequent help provision, and whether citizenship pressure moderates these relationships. A recall-based experiment and an experience-sampling study capturing helping episodes among fulltime employees found that when employees helped coworkers because of higher autonomous (controlled) motivation in a helping episode, the...
• Lay Theories of Effortful Honesty: Does the Honesty-Effort Association Justify Making a Dishonest Decision? AI翻译
  作者：Lee, Julia J.; Ong, Madeline; Parmar, Bidhan; Amit, Elinor
  作者单位：University of Michigan System; University of Michigan; Hong Kong University of Science & Technology; University of Virginia; Brown University; Tel Aviv University
  摘要：Are our moral decisions and actions influenced by our beliefs about how much effort it takes to do the right thing? We hypothesized that the belief that honesty is effortful predicts subsequent dishonest behavior because it facilitates one's ability to justify such actions. In Study 1 (N = 210), we developed an implicit measure of people's beliefs about whether honesty is effortful, and we found that this lay theory predicts dishonesty. In Study 2 (N = 339), we experimentally manipulated indiv...
• The Pay Transparency Dilemma: Development and Validation of the Pay Information Exchange Preferences Scale AI翻译
  作者：Smit, Brandon W.; Montag-Smit, Amara
  作者单位：Bentley University; Ball State University
  摘要：Although calls for pay transparency in the workplace are growing, it remains unclear which factors determine when and why employees exchange pay information. We use a social comparison theory lens to identify the pay transparency dilemma, wherein pay information exchange can create benefits by reducing uncertainty and verifying equitable pay, but simultaneously risks straining interpersonal relationships and damaging reputations. To examine individual differences in employee sensitivity to the...
• Transactive Memory Systems in Context: A Meta-Analytic Examination of Contextual Factors in Transactive Memory Systems Development and Team Performance AI翻译
  作者：Bachrach, Daniel G.; Lewis, Kyle; Kim, Youngsang; Patel, Pankaj C.; Campion, Michael C.; Thatcher, Sherry M. B.
  作者单位：University of Alabama System; University of Alabama Tuscaloosa; University of California System; University of California Santa Barbara; Chinese University of Hong Kong; Villanova University; University of Texas System; University of Texas Rio Grande Valley; University of South Carolina System; University of South Carolina Columbia
  摘要：Research on transactive memory systems (TMS) has been conducted in a variety of teams, a range of task types and increasingly, in settings around the world. Despite this proliferation, there has been relative inattention to contextual factors that produce TMS and explain heterogeneity in the TMS to team performance relationship. TMS studies are typically conducted in homogeneous settings (i.e., teams located in a single country) and often with sources of potential variation (i.e., environmenta...
• It's Mine! Psychological Ownership of One's Job Explains Positive and Negative Workplace Outcomes of Job Engagement AI翻译
  作者：Wang, Lin; Law, Kenneth S.; Zhang, Melody Jun; Li, Yolanda Na; Liang, Yongyi
  作者单位：Sun Yat Sen University; Chinese University of Hong Kong; Jinan University
  摘要：Job engagement denotes the extent to which an employee invests the full self in performing the job. Extant research has investigated the positive outcomes of job engagement, paying little attention to its potential costs to the organizations. Integrating the extended self theory and the literature on psychological ownership as our overarching theoretical framework, we develop and test the double-edged effects of job engagement on workplace outcomes through the mediating role of job-based psych...
• When and How Experienced Incivility Dissuades Proactive Performance: An Integration of Sociometer and Self-Identity Orientation Perspectives AI翻译
  作者：Schilpzand, Pauline; Huang, Lei
  作者单位：Oregon State University; Auburn University System; Auburn University
  摘要：In this article we build on relational Sociometer Theory (Leary, 2005; Leary & Baumeister, 2000) to posit the impact of the belongingness threat of experienced incivility in one's work team on employee feelings of ostracism and subsequent engagement in proactive performance. Integrating the social-relational ftamework of Self-Identity Orientation Theory (Brewer & Gardner, 1996; Cooper & Thatcher, 2010), we nuance our predictions by hypothesizing that chronic self-identification orientations in...