journal
MENU ▼
Read by QxMD icon Read
search

Journal of Applied Psychology

journal
https://www.readbyqxmd.com/read/28639809/the-advantage-of-being-oneself-the-role-of-applicant-self-verification-in-organizational-hiring-decisions
#1
Celia Moore, Sun Young Lee, Kawon Kim, Daniel M Cable
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 and low on this disposition communicate differently in a structured mock job interview...
June 22, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28617000/how-do-leaders-react-when-treated-unfairly-leader-narcissism-and-self-interested-behavior-in-response-to-unfair-treatment
#2
Haiyang Liu, Jack Ting-Ju Chiang, Ryan Fehr, Minya Xu, Siting Wang
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-social behavior and voice...
June 15, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28616999/investigating-why-and-for-whom-management-ethnic-representativeness-influences-interpersonal-mistreatment-in-the-workplace
#3
Alex P Lindsey, Derek R Avery, Jeremy F Dawson, Eden B King
Preliminary research suggests that employees use the demographic makeup of their organization to make sense of diversity-related incidents at work. The authors build on this work by examining the impact of management ethnic representativeness-the degree to which the ethnic composition of managers in an organization mirrors or is misaligned with the ethnic composition of employees in that organization. To do so, they integrate signaling theory and a sense-making perspective into a relational demography framework to investigate why and for whom management ethnic representativeness may have an impact on interpersonal mistreatment at work...
June 15, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28530418/is-political-behavior-a-viable-coping-strategy-to-perceived-organizational-politics-unveiling-the-underlying-resource-dynamics
#4
Shuhua Sun, Huaizhong Chen
We conduct a theory-driven empirical investigation on whether political behavior, as a coping strategy to perceived organizational politics, creates resource trade-offs in moderating the relationship between perceived organizational politics and task performance. Drawing on conservation of resources theory, we hypothesize that political behavior mitigates the adverse effect of perceived organizational politics on task performance via psychological empowerment, yet exacerbates its adverse effect on task performance via emotional exhaustion...
May 22, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28530417/effects-of-predictor-weighting-methods-on-incremental-validity
#5
Paul R Sackett, Jeffrey A Dahlke, Oren R Shewach, Nathan R Kuncel
It is common to add an additional predictor to a selection system with the goal of increasing criterion-related validity. Research on the incremental validity of a second predictor is generally based on forming a regression-weighted composite of the predictors. However, in practice predictors are commonly used in ways other than regression-weighted composites, and we examine the robustness of incremental validity findings to other ways of using predictors, namely, unit weighting and multiple hurdles. We show that there are settings in which the incremental value of a second predictor disappears, and can even produce lower validity than the first predictor alone, when these alternatives to regression weighting are used...
May 22, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28530416/assessment-centers-versus-cognitive-ability-tests-challenging-the-conventional-wisdom-on-criterion-related-validity
#6
Paul R Sackett, Oren R Shewach, Heidi N Keiser
Separate meta-analyses of the cognitive ability and assessment center (AC) literatures report higher criterion-related validity for cognitive ability tests in predicting job performance. We instead focus on 17 samples in which both AC and ability scores are obtained for the same examinees and used to predict the same criterion. Thus, we control for differences in job type and in criteria that may have affected prior conclusions. In contrast to Schmidt and Hunter's (1998) meta-analysis, reporting mean validity of ...
May 22, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28530415/the-relationship-between-cognitive-ability-saturation-and-subgroup-mean-differences-across-predictors-of-job-performance
#7
Jeffrey A Dahlke, Paul R Sackett
The authors quantify the conventional wisdom that predictors' correlations with cognitive ability are positively related to subgroup mean differences. Using meta-analytic and large-N data from diverse predictors, they found that cognitive saturation correlates .84 with predictors' artifact-corrected Black-White d values and .95 with predictors' artifact-corrected Hispanic-White d values. The authors also investigate the extent to which d values are associated with the use of assessor-based scoring and with predictor domains in which differential investment is likely to occur...
May 22, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28530414/quality-charters-or-quality-members-a-control-theory-perspective-on-team-charters-and-team-performance
#8
Stephen H Courtright, Brian W McCormick, Sal Mistry, Jiexin Wang
Though prevalent in practice, team charters have only recently received scholarly attention. However, most of this work has been relatively devoid of theory, and consequently, key questions about why and under what conditions team charter quality affects team performance remain unanswered. To address these gaps, we draw on macro organizational control theory to propose that team charter quality serves as a team-level "behavior" control mechanism that builds task cohesion through a structured exercise. We then juxtapose team charter quality with an "input" team control mechanism that influences the emergence of task cohesion more organically: team conscientiousness...
May 22, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28493747/leader-social-accounts-of-subordinates-unethical-behavior-examining-observer-reactions-to-leader-social-accounts-with-moral-disengagement-language
#9
Carolyn T Dang, Elizabeth E Umphress, Marie S Mitchell
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, specifically, observers will ostracize these leaders...
May 11, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28471207/the-dynamics-of-punishment-and-trust
#10
Long Wang, J Keith Murnighan
The trade-off between mercy and justice is a classic moral dilemma, particularly for organizational leaders and managers. In 3 complementary studies, we investigated how resolving the "punishment dilemma" influences interpersonal trust. Study 1 used controlled scenarios to show that uninvolved observers trusted leaders who administered large or medium punishment more than leaders who administered no punishment when transgressors deserved punishment. At the same time, large punishment decreased trust more than medium or no punishment for less deserving targets...
May 4, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28447833/ten-year-trajectories-of-stressors-and-resources-at-work-cumulative-and-chronic-effects-on-health-and-well-being
#11
Ivana Igic, Anita C Keller, Achim Elfering, Franziska Tschan, Wolfgang Kälin, Norbert K Semmer
Employing 5 waves of measurement over a period of 10 years, we explored the effects of exposure to constellations of conditions at work on physical and psychological strain, estimating the history of exposure over time. Specifically, we first tested if the 4 constellations postulated by the job demand-control (JDC) model, extended to include social stressors, could be identified empirically over time through a person-centered analysis. Second, we tested 2 specific effects of the history of exposure on physical and psychological strain: cumulative effects (i...
April 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28447832/the-role-of-political-affiliation-in-employment-decisions-a-model-and-research-agenda
#12
Philip L Roth, Caren B Goldberg, Jason B Thatcher
Organizational researchers have studied how individuals identify with groups and organizations and how this affiliation influences behavior for decades (e.g., Tajfel, 1982). Interestingly, investigation into political affiliation and political affiliation similarity in the organizational sciences is extremely rare. This is striking, given the deep political divides that exist between groups of individuals described in the political science literature. We draw from theories based on similarity, organizational identification, and person-environment fit, as well as theoretical notions related to individuating information, to develop a model, the political affiliation model (PAM), which describes the implications of political affiliation and political similarity for employment decisions...
April 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28447831/fuse-or-fracture-threat-as-a-moderator-of-the-effects-of-diversity-faultlines-in-teams
#13
Trevor M Spoelma, Aleksander P J Ellis
While faultlines theory has received quite a bit of attention in the literature, there has been some inconsistency in findings regarding identity and information faultlines. Namely, identity faultlines do not always result in harmful social categorizations and information faultlines do not always increase information-processing capabilities. However, according to the categorization-elaboration model (CEM; van Knippenberg, De Dreu, & Homan, 2004), any category of diversity can result in categorization processes and intergroup bias...
April 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28447830/managing-a-perilous-stigma-ex-offenders-use-of-reparative-impression-management-tactics-in-hiring-contexts
#14
Abdifatah A Ali, Brent J Lyons, Ann Marie Ryan
Individuals with a criminal record face employment challenges because of the nature of their stigma. In this study, we examined the efficacy of using reparative impression management tactics to mitigate integrity concerns associated with a perilous stigma. Drawing on affect control theory, we proposed that the use of 3 impression management tactics-apology, justification, excuse-would differentially affect hiring evaluations through their influence on perceived remorse and anticipated workplace deviance. Across 3 studies, we found support for our proposed model...
April 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28358528/-using-recruitment-source-timing-and-diagnosticity-to-enhance-applicants-occupation-specific-human-capital-correction-to-campion-ployhart-and-campion-2017
#15
(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 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...
May 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
#16
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...
May 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28150989/dialectical-thinking-and-fairness-based-perspectives-of-affirmative-action
#17
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...
May 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
#18
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...
May 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28150986/dual-tuning-in-creative-processes-joint-contributions-of-intrinsic-and-extrinsic-motivational-orientations
#19
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...
May 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
#20
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...
May 2017: Journal of Applied Psychology
journal
journal
22295
1
2
Fetch more papers »
Fetching more papers... Fetching...
Read by QxMD. Sign in or create an account to discover new knowledge that matter to you.
Remove bar
Read by QxMD icon Read
×

Search Tips

Use Boolean operators: AND/OR

diabetic AND foot
diabetes OR diabetic

Exclude a word using the 'minus' sign

Virchow -triad

Use Parentheses

water AND (cup OR glass)

Add an asterisk (*) at end of a word to include word stems

Neuro* will search for Neurology, Neuroscientist, Neurological, and so on

Use quotes to search for an exact phrase

"primary prevention of cancer"
(heart or cardiac or cardio*) AND arrest -"American Heart Association"