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Journal of Applied Psychology

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https://www.readbyqxmd.com/read/28414473/an-alter-centric-perspective-on-employee-innovation-the-importance-of-alters-creative-self-efficacy-and-network-structure
#1
Travis J Grosser, Vijaya Venkataramani, Giuseppe Joe Labianca
While most social network studies of employee innovation behavior examine the focal employees' ("egos'") network structure, we employ an alter-centric perspective to study the personal characteristics of employees' network contacts-their "alters"-to better understand employee innovation. Specifically, we examine how the creative self-efficacy (CSE) and innovation behavior of employees' social network contacts affects their ability to generate and implement novel ideas. Hypotheses were tested using a sample of 144 employees in a U...
April 17, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28414472/disclosing-a-disability-do-strategy-type-and-onset-controllability-make-a-difference
#2
Brent J Lyons, Sabrina D Volpone, Jennifer L Wessel, Natalya M Alonso
In hiring contexts, individuals with concealable disabilities make decisions about how they should disclose their disability to overcome observers' biases. Previous research has investigated the effectiveness of binary disclosure decisions-that is, to disclose or conceal a disability-but we know little about how, why, or under what conditions different types of disclosure strategies impact observers' hiring intentions. In this article, we examine disability onset controllability (i.e., whether the applicant is seen as responsible for their disability onset) as a boundary condition for how disclosure strategy type influences the affective reactions (i...
April 17, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28394149/eating-your-feelings-testing-a-model-of-employees-work-related-stressors-sleep-quality-and-unhealthy-eating
#3
Yihao Liu, Yifan Song, Jaclyn Koopmann, Mo Wang, Chu-Hsiang Daisy Chang, Junqi Shi
Although organizational research on health-related behaviors has become increasingly popular, little attention has been paid to unhealthy eating. Drawing on the self-regulation perspective, we conducted 2 daily diary studies to examine the relationships between work-related stressors, sleep quality, negative mood, and eating behaviors. Study 1 sampled 125 participants from 5 Chinese information technology companies and showed that when participants experienced higher levels of job demands in the morning, they consumed more types of unhealthy food and fewer types of healthy food in the evening...
April 10, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28394148/intrinsic-motivation-and-organizational-identification-among-on-demand-workers
#4
Kevin W Rockmann, Gary A Ballinger
On-demand firms provide services for clients through a network of on-demand workers ready to complete specific tasks for a set contractual price. Given such on-demand work is defined by payment on short-term contracts with no obligation for continued employment, there is little reason to believe on-demand workers experience more than extrinsic motivation and a transactional relationship with the on-demand firm. However, using self-determination theory, we argue that to the degree that on-demand work fulfills innate psychological needs individual on-demand workers will develop intrinsic motivation, which further leads to organizational identification with the on-demand firm...
April 10, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28383944/employee-unethical-behavior-to-shame-as-an-indicator-of-self-image-threat-and-exemplification-as-a-form-of-self-image-protection-the-exacerbating-role-of-supervisor-bottom-line-mentality
#5
Julena M Bonner, Rebecca L Greenbaum, Matthew J Quade
Employee unethical behavior continues to be an area of interest as real-world business scandals persist. We investigate what happens after people engage in unethical behavior. Drawing from emotion theories (e.g., Tangney & Dearing, 2002) and the self-presentation literature (e.g., Leary & Miller, 2000), we first argue that people are socialized to experience shame after moral violations (Hypothesis 1). People then manage their shame and try to protect their self-images by engaging in exemplification behaviors (i...
April 6, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28383943/human-resource-management-and-unit-performance-in-knowledge-intensive-work
#6
Rebecca R Kehoe, Christopher J Collins
To clarify the potential value of a targeted system of human resource (HR) practices, we explore the unique effects of a relationship-oriented HR system and the more commonly studied high commitment HR system on unit performance in the context of knowledge-intensive work. We develop theoretical arguments suggesting that the high commitment HR system contributes to unit performance through its positive effects on employees' collective organizational commitment, general and firm-specific human capital, and access to knowledge...
April 6, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28358532/the-content-of-the-message-matters-the-differential-effects-of-promotive-and-prohibitive-team-voice-on-team-productivity-and-safety-performance-gains
#7
Alex Ning Li, Hui Liao, Subrahmaniam Tangirala, Brady M Firth
We propose that it is important to take the content of team voice into account when examining its impact on team processes and outcomes. Drawing on regulatory focus theory (Higgins, 1997), we argue that promotive team voice and prohibitive team voice help teams achieve distinct collective outcomes-that is, team productivity performance gains and team safety performance gains, respectively. Further, we identify mechanisms through which promotive and prohibitive team voices uniquely influence team outcomes as well as boundary conditions for such influences...
March 30, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28358531/what-happens-during-annual-appraisal-interviews-how-leader-follower-interactions-unfold-and-impact-interview-outcomes
#8
Annika L Meinecke, Nale Lehmann-Willenbrock, Simone Kauffeld
Despite a wealth of research on antecedents and outcomes of annual appraisal interviews, the ingredients that make for a successful communication process within the interview itself remain unclear. This study takes a communication approach to highlight leader-follower dynamics in annual appraisal interviews. We integrate relational leadership theory and recent findings on leader-follower interactions to argue (a) how supervisors' task- and relation-oriented statements can elicit employee involvement during the interview process and (b) how these communication patterns affect both supervisors' and employees' perceptions of the interview...
March 30, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28358530/hispanic-and-asian-performance-on-selection-procedures-a-narrative-and-meta-analytic-review-of-12-common-predictors
#9
Philip L Roth, Chad H Van Iddekinge, Philip S DeOrtentiis, Kaylee J Hackney, Liwen Zhang, Maury A Buster
Hispanics are both the largest and fastest growing minority group in the U.S. workforce. Asians also make up a substantial and increasing portion of the workforce. Unfortunately, empirical research on how these groups perform selection procedures appears to be lacking. To address this critical gap, we identified and reviewed research from a variety of literatures relevant to Hispanic and/or Asian performance on 12 commonly used staffing procedures. We also contacted authors of studies that included members of these subgroups and requested the relevant data...
March 30, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28358529/can-super-smart-leaders-suffer-from-too-much-of-a-good-thing-the-curvilinear-effect-of-intelligence-on-perceived-leadership-behavior
#10
John Antonakis, Robert J House, Dean Keith Simonton
Although researchers predominately test for linear relationships between variables, at times there may be theoretical and even empirical reasons for expecting nonlinear functions. We examined if the relation between intelligence (IQ) and perceived leadership might be more accurately described by a curvilinear single-peaked function. Following Simonton's (1985) theory, we tested a specific model, indicating that the optimal IQ for perceived leadership will appear at about 1.2 standard deviations above the mean IQ of the group membership...
March 30, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28358528/correction-to-campion-ployhart-and-campion-2017
#11
(no author information available yet)
Reports an error in "Using Recruitment Source Timing and Diagnosticity to Enhance Applicants' Occupation-Specific Human Capital" by Michael C. Campion, Robert E. Ployhart and Michael A. Campion (Journal of Applied Psychology, Advanced Online Publication, Feb 02, 2017, np). In the original article, the following headings were inadvertently set at the wrong level: Method, Participants and Procedure, Measures, Occupation specific human capital, Symbolic jobs, Relevant majors, Occupation-specific capital hotspots, Source timing, Source diagnosticity, Results, and Discussion...
March 30, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28358527/-going-out-of-the-box-close-intercultural-friendships-and-romantic-relationships-spark-creativity-workplace-innovation-and-entrepreneurship
#12
Jackson G Lu, Andrew C Hafenbrack, Paul W Eastwick, Dan J Wang, William W Maddux, Adam D Galinsky
The present research investigates whether close intercultural relationships promote creativity, workplace innovation, and entrepreneurship-outcomes vital to individual and organizational success. We triangulate on these questions with multiple methods (longitudinal, experimental, and field studies), diverse population samples (MBA students, employees, and professional repatriates), and both laboratory and real-world measures. Using a longitudinal design over a 10-month MBA program, Study 1 found that intercultural dating predicted improved creative performance on both divergent and convergent thinking tasks...
March 30, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28333500/catching-fire-and-spreading-it-a-glimpse-into-displayed-entrepreneurial-passion-in-crowdfunding-campaigns
#13
Junchao Jason Li, Xiao-Ping Chen, Suresh Kotha, Greg Fisher
Crowdfunding is an emerging phenomenon that enables entrepreneurs to solicit financial contributions for new projects from mass audiences. Drawing on the elaboration likelihood model of persuasion and emotional contagion theory, the authors examined the importance of displayed entrepreneurial passion when seeking resources in a crowdfunding context. They proposed that entrepreneurs' displayed passion in the introductory video for a crowdfunding project increases viewers' experienced enthusiasm about the project (i...
March 23, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28333499/are-applicants-more-likely-to-quit-longer-assessments-examining-the-effect-of-assessment-length-on-applicant-attrition-behavior
#14
Jay H Hardy, Carter Gibson, Matthew Sloan, Alison Carr
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) ensuring optimal reliability and validity of their assessment scores? In the present study, we use data from 222,772 job-seekers nested within 69 selection systems to challenge the popular notion that selection system length predicts applicant attrition behavior...
March 23, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28333498/workplace-status-the-development-and-validation-of-a-scale
#15
Emilija Djurdjevic, Adam C Stoverink, Anthony C Klotz, Joel Koopman, Serge P da Motta Veiga, Kai Chi Yam, Jack Ting-Ju Chiang
Research suggests that employee status, and various status proxies, relate to a number of meaningful outcomes in the workplace. The advancement of the study of status in organizational settings has, however, been stymied by the lack of a validated workplace status measure. The purpose of this manuscript, therefore, is to develop and validate a measure of workplace status based on a theoretically grounded definition of status in organizations. Subject-matter experts were used to examine the content validity of the measure...
March 23, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28333497/not-all-nonnormal-distributions-are-created-equal-improved-theoretical-and-measurement-precision
#16
Harry Joo, Herman Aguinis, Kyle J Bradley
We offer a four-category taxonomy of individual output distributions (i.e., distributions of cumulative results): (1) pure power law; (2) lognormal; (3) exponential tail (including exponential and power law with an exponential cutoff); and (4) symmetric or potentially symmetric (including normal, Poisson, and Weibull). The four categories are uniquely associated with mutually exclusive generative mechanisms: self-organized criticality, proportionate differentiation, incremental differentiation, and homogenization...
March 23, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28333496/divergent-effects-of-distance-versus-velocity-disturbances-on-emotional-experiences-during-goal-pursuit
#17
James W Beck, Abigail A Scholer, Jeffrey Hughes
Disturbances are factors outside of a person's control that influence goal progress. Although disturbances are typically included in theoretical accounts of goal pursuit, relatively little empirical research has explicitly considered the effects of disturbances on the goal-striving process. We address this gap in the literature by examining the effects that disturbances have on the emotional experience of goal pursuit. More importantly, we differentiate between distance disturbances (changes to the amount of progress made) and velocity disturbances (changes to the rate of progress made)...
March 23, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28277729/motivated-cognition-and-fairness-insights-integration-and-creating-a-path-forward
#18
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
#19
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/28277726/job-crafting-towards-strengths-and-interests-the-effects-of-a-job-crafting-intervention-on-person-job-fit-and-the-role-of-age
#20
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
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