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Journal of Applied Psychology

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https://www.readbyqxmd.com/read/28277729/motivated-cognition-and-fairness-insights-integration-and-creating-a-path-forward
#1
Laurie J Barclay, Michael R Bashshur, Marion Fortin
How do individuals form fairness perceptions? This question has been central to the fairness literature since its inception, sparking a plethora of theories and a burgeoning volume of research. To date, the answer to this question has been predicated on the assumption that fairness perceptions are subjective (i.e., "in the eye of the beholder"). This assumption is shared with motivated cognition approaches, which highlight the subjective nature of perceptions and the importance of viewing individuals arriving at those perceptions as active and motivated processors of information...
March 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28277728/employees-on-the-rebound-extending-the-careers-literature-to-include-boomerang-employment
#2
Brian W Swider, Joseph T Liu, T Brad Harris, Richard G Gardner
As employee careers have evolved from linear trajectories confined within 1 organization to more dynamic and boundaryless paths, organizations and individuals alike have increasingly considered reestablishing prior employment relationships. These "boomerang employees" follow career paths that feature 2 or more temporally separated tenures in particular organizations ("boomerang organizations"). Yet, research to date is mute on how or to what extent differences across boomerang employees' career experiences, and the learning and knowledge developed at and away from boomerang organizations, meaningfully impact their performance following their return...
March 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28277727/correction-to-gomulya-et-al-2016
#3
(no author information available yet)
Reports an error in "The Role of Facial Appearance on CEO Selection After Firm Misconduct" by David Gomulya, Elaine M. Wong, Margaret E. Ormiston and Warren Boeker (Journal of Applied Psychology, Advanced Online Publication, Dec 19, 2016, np). In the original article, the wrong figure files were used. All versions of this article have been corrected. (The following abstract of the original article appeared in record 2016-60831-001.) We investigate a particular aspect of CEO successor trustworthiness that may be critically important after a firm has engaged in financial misconduct...
March 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28277726/job-crafting-towards-strengths-and-interests-the-effects-of-a-job-crafting-intervention-on-person-job-fit-and-the-role-of-age
#4
Dorien T A M Kooij, Marianne van Woerkom, Julia Wilkenloh, Luc Dorenbosch, Jaap J A Denissen
We introduce 2 novel types of job crafting-crafting toward strengths and crafting toward interests-that aim to improve the fit between one's job and personal strengths and interests. Based on Berg, Dutton, and Wrzesniewski (2013), we hypothesized that participating in a job crafting intervention aimed at adjusting the job to personal strengths and interests leads to higher levels of job crafting, which in turn will promote person-job fit. Moreover, we hypothesized that this indirect effect would be stronger for older workers compared with younger workers...
March 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28277725/why-do-employees-have-better-family-lives-when-they-are-highly-engaged-at-work
#5
Remus Ilies, Xiao-Yu Liu, Yukun Liu, Xiaoming Zheng
Past research on the effects of work engagement on the family has demonstrated contrasting effects, with some suggesting that work engagement is beneficial for family life whereas others suggesting that it may be detrimental. In this research, using a sample of 125 employees who responded to daily surveys both at work and at home for 2 consecutive weeks, the authors present a multilevel examination of the relationships of work engagement to family outcomes aimed at elucidating such work-family effects. Their findings revealed that employees' daily work engagement experiences related positively, within individuals, to work-family interpersonal capitalization, which in turn, related positively to daily family satisfaction and to daily work-family balance...
March 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28277724/newcomer-adjustment-examining-the-role-of-managers-perception-of-newcomer-proactive-behavior-during-organizational-socialization
#6
Allison M Ellis, Sushil S Nifadkar, Talya N Bauer, Berrin Erdogan
Separate streams of organizational socialization research have recognized the importance of (a) newcomer proactivity and (b) manager support in facilitating newcomer adjustment. However, extant research has largely focused on the newcomers' experience, leaving the perspectives of managers during socialization relatively unexplored-a theoretical gap that has implications both for newcomer adjustment and manager-newcomer interactions that may serve as a basis for future relationship development. Drawing from the "interlocked" employee behavior argument of Weick (1979), we propose that managers' perception of newcomers' proactive behaviors are associated with concordant manager behaviors, which, in turn, support newcomer adjustment...
March 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28277723/employees-responses-to-an-organizational-merger-intraindividual-change-in-organizational-identification-attachment-and-turnover
#7
Wookje Sung, Meredith L Woehler, Jesse M Fagan, Travis J Grosser, Theresa M Floyd, Giuseppe Joe Labianca
The authors used pre-post merger data from 599 employees experiencing a major corporate merger to compare 3 conceptual models based on the logic of social identity theory (SIT) and exchange theory to explain employees' merger responses. At issue is how perceived change in employees' own jobs and roles (i.e., personal valence) and perceived change in their organization's status and merger appropriateness (i.e., organizational valence) affect their changing organizational identification, attachment attitudes, and voluntary turnover...
March 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28277722/leader-team-complementarity-exploring-the-interactive-effects-of-leader-personality-traits-and-team-power-distance-values-on-team-processes-and-performance
#8
Jia Hu, Timothy A Judge
Integrating the leader trait perspective with dominance complementarity theory, we propose team power distance as an important boundary condition for the indirect impact of leader extraversion, agreeableness, and conscientiousness on team performance through a team's potency beliefs and through relational identification with the leader. Using time-lagged, 3-source data from 71 teams, we found that leader extraversion had a positive indirect impact on team in-role and extrarole performance through relational identification, but only for high power distance teams; leader conscientiousness had a positive influence on team in-role performance through team potency, but only for high power distance teams; and leader agreeableness had a positive effect on team in-role and extrarole performance via relational identification and on team in-role performance via team potency, but only for low power distance teams...
March 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28277721/clarifying-the-link-between-job-satisfaction-and-absenteeism-the-role-of-guilt-proneness
#9
Rebecca L Schaumberg, Francis J Flynn
We propose that the relationship between job satisfaction and absenteeism depends partly on guilt proneness. Drawing on withdrawal and process models of absenteeism, we argue that job satisfaction predicts absences for employees who are low (but not high) in guilt proneness because low guilt-prone people's behaviors are governed more by fulfilling their own egoistic desires than by fulfilling others' normative expectations. We find support for this prediction in a sample of customer service agents working for a major telecommunications company and a sample of working adults employed in a range of industries...
March 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28191991/hot-shots-and-cool-reception-an-expanded-view-of-social-consequences-for-high-performers
#10
Elizabeth M Campbell, Hui Liao, Aichia Chuang, Jing Zhou, Yuntao Dong
While high performers contribute substantially to their workgroups and organizations, research has indicated that they incur social costs from peers. Drawing from theories of social comparison and conservation of resources, we advance a rational perspective to explain why high performers draw both intentional positive and negative reactions from peers and consider how cooperative work contexts moderate these effects. A multisource field study of 936 relationships among 350 stylists within 105 salons offered support for our model and an experiment with 204 management students constructively replicated our findings and ruled out alternative explanations...
February 13, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28150989/dialectical-thinking-and-fairness-based-perspectives-of-affirmative-action
#11
Ivona Hideg, D Lance Ferris
Affirmative action (AA) policies are among the most effective means for enhancing diversity and equality in the workplace, yet are also often viewed with scorn by the wider public. Fairness-based explanations for this scorn suggest AA policies provide preferential treatment to minorities, violating procedural fairness principles of consistent treatment. In other words, to promote equality in the workplace, effective AA policies promote inequality when selecting employees, and the broader public perceives this to be procedurally unfair...
February 2, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28150987/who-r-u-on-the-in-accuracy-of-incumbent-based-estimates-of-range-restriction-in-criterion-related-and-differential-validity-research
#12
Philip L Roth, Huy Le, In-Sue Oh, Chad H Van Iddekinge, Steven B Robbins
Correcting validity estimates for selection procedures for range restriction typically involves comparing variance in predictor scores between all job applicants and applicants who were selected. However, some research on criterion-related and differential validity of cognitive ability tests has relied on range restriction corrections based on data from job incumbents. Unfortunately, there remains ambiguity concerning the accuracy of this incumbent-based approach vis-à-vis the applicant-based approach. To address this issue, we conducted several Monte Carlo simulations, as well as an analysis of college admissions data...
February 2, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28150986/dual-tuning-in-creative-processes-joint-contributions-of-intrinsic-and-extrinsic-motivational-orientations
#13
Yaping Gong, Junfeng Wu, Lynda Jiwen Song, Zhen Zhang
Intrinsic and extrinsic motivational orientations often coexist and can serve important functions. We develop and test a model in which intrinsic and extrinsic motivational orientations interact positively to influence personal creativity goal. Personal creativity goal, in turn, has a positive relationship with incremental creativity and an inverted U-shaped relationship with radical creativity. In a pilot study, we validated the personal creativity goal measure using 180 (Sample 1) and 69 (Sample 2) employees from a consulting firm...
February 2, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28150983/a-self-regulatory-perspective-of-work-to-home-undermining-spillover-crossover-examining-the-roles-of-sleep-and-exercise
#14
Larissa K Barber, Shannon G Taylor, James P Burton, Sarah F Bailey
Research demonstrating that employees who are undermined at work engage in similar behavior at home suggests this connection reflects displaced aggression. In contrast, the present study draws on self-regulation theory to examine the work-home undermining spillover/crossover process. We propose that poor sleep quality transmits the influence of workplace undermining to home undermining per self-regulatory impairment, and exercise moderates this indirect effect per self-regulatory improvement. Using matched data from 118 employees and a member of their household to test our model, results demonstrated that undermining experienced from supervisors increased subjective (i...
February 2, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28150982/using-recruitment-source-timing-and-diagnosticity-to-enhance-applicants-occupation-specific-human-capital
#15
Michael C Campion, Robert E Ployhart, Michael A Campion
This study proposes that reaching applicants through more diagnostic recruitment sources earlier in their educational development (e.g., in high school) can lead them to invest more in their occupation-specific human capital (OSHC), thereby making them higher quality candidates. Using a sample of 78,157 applicants applying for jobs within a desirable professional occupation in the public sector, results indicate that applicants who report hearing about the occupation earlier, and applicants who report hearing about the occupation through more diagnostic sources, have higher levels of OSHC upon application...
February 2, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28054820/trust-in-direct-leaders-and-top-leaders-a-trickle-up-model
#16
C Ashley Fulmer, Cheri Ostroff
Low levels of employee trust in top leaders pose challenges to organizations with respect to retention, performance, and profits. This research examines how trust in top leaders can be fostered through the relationships individuals have with their direct leaders. We propose a trickle-up model whereby trust in direct leaders exerts an upward influence on trust in top leaders. Drawing on the group value model, we predict that direct leaders' procedural justice serves as the key mechanism in facilitating the trickle-up process...
January 5, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28054819/comparing-integral-and-incidental-emotions-testing-insights-from-emotions-as-social-information-theory-and-attribution-theory
#17
Annika Hillebrandt, Laurie J Barclay
Studies have indicated that observers can infer information about others' behavioral intentions from others' emotions and use this information in making their own decisions. Integrating emotions as social information (EASI) theory and attribution theory, we argue that the interpersonal effects of emotions are not only influenced by the type of discrete emotion (e.g., anger vs. happiness) but also by the target of the emotion (i.e., how the emotion relates to the situation). We compare the interpersonal effects of emotions that are integral (i...
January 5, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28054818/it-s-not-me-it-s-not-you-it-s-us-an-empirical-examination-of-relational-attributions
#18
Marion B Eberly, Erica C Holley, Michael D Johnson, Terence R Mitchell
It has recently been suggested that attribution theory expand its locus of causality dimension beyond internal and external attributions to include relational (i.e., interpersonal) attributions (Eberly, Holley, Johnson, & Mitchell, 2011). The current investigation was designed to empirically focus on relationship dynamics, specifically where 1 member of the relationship receives negative performance-related feedback. We use quantitative and qualitative data from 7 samples (5 samples for scale validation in Study 1 and 2 for hypothesis testing in Studies 2 and 3) that provide empirical support for the existence and impact of relational attributions...
January 5, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28206775/one-hundred-years-of-the-journal-of-applied-psychology-background-evolution-and-scientific-trends
#19
Steve W J Kozlowski, Gilad Chen, Eduardo Salas
To launch this Special Issue of the Journal of Applied Psychology celebrating the 1st century of the journal we conducted a review encompassing the background of the founding of the journal; a quantitative assessment of its evolution across the century; and an examination of trends examining article type, article length, authorship patterns, supplemental materials, and research support. The journal was founded in March of 1917 with hopeful optimism about the potential of psychology being applied to practical problems could enhance human happiness, well-being, and effectiveness...
March 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28206774/cross-cultural-industrial-organizational-psychology-and-organizational-behavior-a-hundred-year-journey
#20
Michele J Gelfand, Zeynep Aycan, Miriam Erez, Kwok Leung
In celebration of the anniversary of the Journal of Applied Psychology (JAP), we take a hundred-year journey to examine how the science of cross-cultural industrial/organizational psychology and organizational behavior (CCIO/OB) has evolved, both in JAP and in the larger field. We review broad trends and provide illustrative examples in the theoretical, methodological, and analytic advances in CCIO/OB during 4 main periods: the early years (1917-1949), the middle 20th century (1950-1979), the later 20th century (1980-2000), and the 21st century (2000 to the present)...
March 2017: Journal of Applied Psychology
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