Journal of Applied Psychology

最新文章

• On the Boundary Conditions of Effort Losses and Effort Gains in Action Teams AI翻译
  作者：Hueffmeier, Joachim; Filusch, Michael; Mazei, Jens; Hertel, Guido; Mojzisch, Andreas; Krumm, Stefan
  作者单位：Dortmund University of Technology; University of Munster; University of Hildesheim; Free University of Berlin
  摘要：While people's willingness to work hard can be reduced in teams (i.e., effort losses in teams as compared with individual work), it is less recognized that teamwork can also stimulate additional efforts (i.e., effort gains). Building on and extending existing theory, we (a) suggest an integration of these two research streams, and (b) provide evidence for team-related effort gains in action teams. In a first study, we tested our predictions by reanalyzing a field data set of 302,576 swimming p...
• How Do Leaders React When Treated Unfairly? Leader Narcissism and Self-Interested Behavior in Response to Unfair Treatment AI翻译
  作者：Liu, Haiyang; Chiang, Jack Ting-Ju; Fehr, Ryan; Xu, Minya; Wang, Siting
  作者单位：Peking University; University of Washington; University of Washington Seattle; Peking University; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
  摘要：In this article we employ a trait activation framework to examine how unfairness perceptions influence narcissistic leaders' self-interested behavior, and the downstream implications of these effects for employees' pro-social and voice behaviors. Specifically, we propose that narcissistic leaders are particularly likely to engage in self-interested behavior when they perceive that their organizations treat them unfairly, and that this self-interested behavior in turn decreases followers' pro-s...
• The Structure of Group Task Performance-A Second Look at Collective Intelligence: Comment on Woolley et al. (2010) AI翻译
  作者：Crede, Marcus; Howardson, Garett
  作者单位：Iowa State University; Hofstra University
  摘要：Collective intelligence has been described as a general factor that explains a group's performance on a wide variety of tasks (Woolley, Chabris, Pentland, Hashmi, & Malone, 2010, p. 686), much like the general intelligence factor explains individuals' performance on cognitive ability tasks. This construct has received widespread attention in both the media and academic community. In this article we reexamine the data from 6 previously published samples that have been used to examine the existe...
• The Role of Facial Appearance on CEO Selection After Firm Misconduct AI翻译
  作者：Gomulya, David; Wong, Elaine M.; Ormiston, Margaret E.; Boeker, Warren
  作者单位：Nanyang Technological University; University of California System; University of California Riverside; George Washington University; University of Washington; University of Washington Seattle
  摘要：We investigate a particular aspect of CEO successor trustworthiness that may be critically important after a firm has engaged in financial misconduct. Specifically, drawing on prior research that suggests that facial appearance is one critical way in which trustworthiness is signaled, we argue that leaders who convey integrity, a component of trustworthiness, will be more likely to be selected as successors after financial restatement. We predict that such appointments garner more positive rea...
• The Rich Get Richer and the Poor Get Poorer: Country-and State-Level Income Inequality Moderates the Job Insecurity-Burnout Relationship AI翻译
  作者：Jiang, Lixin; Probst, Tahira M.
  作者单位：University of Wisconsin System; University of Wisconsin Oshkosh; Washington State University
  摘要：Despite the prevalence of income inequality in today's society, research on the implications of income inequality for organizational research is scant. This study takes the first step to explore the contextual role of national-and state-level income inequality as a moderator in the relationship between individual-level job insecurity ( JI) and burnout. Drawing from conservation of resource (COR) theory, we argue that income inequality at the country-level and state-level threatens one's obtain...
• The Relationship Between Sleep and Work: A Meta-Analysis AI翻译
  作者：Litwiller, Brett; Snyder, Lori Anderson; Taylor, William D.; Steele, Logan M.
  作者单位：State Farm Insurance Company; University of Oklahoma System; University of Oklahoma - Norman
  摘要：Sleep has tremendous importance to organizations because of its relationship with employee performance, safety, health, and attitudes. Moreover, sleep is a malleable behavior that may be improved by individual and organizational changes. Despite the consequential and modifiable nature of sleep, little consensus exists regarding its conceptualization, and how the choice of conceptualization may impact relationships with organizational antecedents and outcomes. To offer a stronger foundation for...
• Individual Differences and Their Measurement: A Review of 100 Years of Research AI翻译
  作者：Sackett, Paul R.; Lievens, Filip; Van Iddekinge, Chad H.; Kuncel, Nathan R.
  作者单位：University of Minnesota System; University of Minnesota Twin Cities; Ghent University; State University System of Florida; Florida State University
  摘要：This article reviews 100 years of research on individual differences and their measurement, with a focus on research published in the Journal of Applied Psychology. We focus on 3 major individual differences domains: (a) knowledge, skill, and ability, including both the cognitive and physical domains; (b) personality, including integrity, emotional intelligence, stable motivational attributes (e.g., achievement motivation, core self-evaluations), and creativity; and (c) vocational interests. F...
• The Advantage of Being Oneself: The Role of Applicant Self-Verification in Organizational Hiring Decisions AI翻译
  作者：Moore, Celia; Lee, Sun Young; Kim, Kawon; Cable, Daniel M.
  作者单位：Bocconi University; University of London; University College London; Hong Kong Polytechnic University; University of London; London Business School
  摘要：In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from 2 very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a stronger drive to self-verify. A third study, using a quasi-experimental design, explored the mechanism behind this effect and tested whether individuals who are high an...
• Leader Social Accounts of Subordinates' Unethical Behavior: Examining Observer Reactions to Leader Social Accounts With Moral Disengagement Language AI翻译
  作者：Dang, Carolyn T.; Umphress, Elizabeth E.; Mitchell, Marie S.
  作者单位：University of New Mexico; University of Washington; University of Washington Seattle; University System of Georgia; University of Georgia
  摘要：When providing social accounts (Sitkin & Bies, 1993) for the unethical conduct of subordinates, leaders may use language consistent with cognitive strategies described by Bandura (1991, 1999) in his work on moral disengagement. That is, leader's social accounts may reframe or reconstrue subordinates' unethical conduct such that it appears less reprehensible. We predict observers will respond negatively to leaders when they use moral disengagement language within social accounts and, specifical...
• Are Applicants More Likely to Quit Longer Assessments? Examining the Effect of Assessment Length on Applicant Attrition Behavior AI翻译
  作者：Hardy, Jay H., III; Gibson, Carter; Sloan, Matthew; Carr, Alison
  作者单位：Oregon State University
  摘要：Conventional wisdom suggests that assessment length is positively related to the rate at which applicants opt out of the assessment phase. However, restricting assessment length can negatively impact the utility of a selection system by reducing the reliability of its construct scores and constraining coverage of the relevant criterion domain. Given the costly nature of these tradeoffs, is it better for managers to prioritize (a) shortening assessments to reduce applicant attrition rates or (b...