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Journal of Applied Psychology

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https://www.readbyqxmd.com/read/28805427/on-the-relative-importance-of-individual-level-characteristics-and-dyadic-interaction-effects-in-negotiations-variance-partitioning-evidence-from-a-twins-study
#1
Hillary Anger Elfenbein, Noah Eisenkraft, Jared R Curhan, Lisabeth F DiLalla
Negotiations are inherently dyadic. Negotiators' individual-level characteristics may not only make them perform better or worse in general, but also may make them particularly well- or poorly-suited to negotiate with a particular counterpart. The present research estimates the extent to which performance in a distributive negotiation is affected by (a) the negotiators' individual-level characteristics and (b) dyadic interaction effects that are defined by the unique pairings between the negotiators and their counterparts...
August 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28805426/detecting-and-differentiating-the-direction-of-change-and-intervention-effects-in-randomized-trials
#2
Todd E Bodner, Paul D Bliese
Calls continue for randomized interventions in organizational settings. In many cases, however, practical constraints require researchers to use 2-wave randomized pretest-posttest control group designs. We discuss the importance of randomized trials for theory development with a focus on analytic options for 2-wave designs. Our discussion has implications for both designing studies and interpreting results. We review 23 published work and organizational health psychology intervention studies and find that a majority of studies featured a statistical model known to have low statistical power relative to other options...
August 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28805425/cheating-under-pressure-a-self-protection-model-of-workplace-cheating-behavior
#3
Marie S Mitchell, Michael D Baer, Maureen L Ambrose, Robert Folger, Noel F Palmer
Workplace cheating behavior is unethical behavior that seeks to create an unfair advantage and enhance benefits for the actor. Although cheating is clearly unwanted behavior within organizations, organizations may unknowingly increase cheating as a byproduct of their pursuit of high performance. We theorize that as organizations place a strong emphasis on high levels of performance, they may also enhance employees' self-interested motives and need for self-protection. We suggest that demands for high performance may elicit performance pressure-the subjective experience that employees must raise their performance efforts or face significant consequences...
August 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28805424/the-dark-side-of-subjective-value-in-sequential-negotiations-the-mediating-role-of-pride-and-anger
#4
William J Becker, Jared R Curhan
Scholars who study negotiation increasingly recognize the importance of social context, seeing negotiations not merely as 1-shot interactions but as influenced by what came before. Under this longitudinal conceptualization of negotiation, a number of recent studies demonstrate that social psychological outcomes from prior negotiations are positively related to economic performance in subsequent negotiations when negotiating repeatedly with the same counterpart. In this report, we investigate a counterexample in the context of "sequential negotiations," which we define as multiple negotiation sessions that occur within a short time frame but facing different counterparts in each session...
August 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28795823/correction-to-sun-and-chen-2017
#5
(no author information available yet)
Reports an error in "Is Political Behavior a Viable Coping Strategy to Perceived Organizational Politics? Unveiling the Underlying Resource Dynamics" by Shuhua Sun and Huaizhong Chen (Journal of Applied Psychology, Advanced Online Publication, May 22, 2017, np). Table 1 contained a formatting error. Correlation coefficient values in the last four cells of column 6 were misplaced with correlation coefficient values in the last four cells of column 7. All versions of this article have been corrected. (The following abstract of the original article appeared in record 2017-22542-001...
August 10, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749157/disentangling-the-relationship-between-gender-and-work-family-conflict-an-integration-of-theoretical-perspectives-using-meta-analytic-methods
#6
Kristen M Shockley, Winny Shen, Michael M DeNunzio, Maryana L Arvan, Eric A Knudsen
Implicit in many discussions of work-family issues is the idea that managing the work-family interface is more challenging for women than men. We address whether this intuition is supported by the empirical data via a meta-analysis of gender differences in work-family conflict (WFC) based on more than 350 independent samples (N > 250,000 workers). Challenging lay perceptions, our results demonstrate that men and women generally do not differ on their reports of WFC, though there were some modest moderating effects of dual-earner status, parental status, type of WFC (i...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749156/employee-conscientiousness-agreeableness-and-supervisor-justice-rule-compliance-a-three-study-investigation
#7
Jason L Huang, Russell Cropanzano, Andrew Li, Ping Shao, Xin-An Zhang, Yuhui Li
Researchers have paid limited attention to what makes organizational authority figures decide to treat their employees either justly or unjustly. Drawing from the actor-focused model of justice, as well as the stereotype content model, we argue that employee conscientiousness and agreeableness can impact the extent to which supervisors adhere to normative rules for distributive, procedural, informational, and interpersonal justice, as a result of supervisors' evaluations of their employees' effort and their liking of the employees...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749155/assisting-upon-entry-helping-type-and-approach-as-moderators-of-how-role-conflict-affects-newcomer-resource-drain
#8
Peter A Bamberger, Dvora Geller, Etti Doveh
We extend recent research on the costs and benefits of helping to help providers by asking whether and under what conditions newcomer help giving may amplify or mitigate the role-conflict-based resource drain such individuals may experience in the context of their initial socialization. Drawing from conservation of resources (COR) theory, we propose that whether providing assistance to peers enhances or weakens newcomer help providers' resilience to such conflict-based resource drain (i.e., exhaustion) depends on both the type of help given (instrumental vs...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749154/rude-color-glasses-the-contaminating-effects-of-witnessed-morning-rudeness-on-perceptions-and-behaviors-throughout-the-workday
#9
Andrew Woolum, Trevor Foulk, Klodiana Lanaj, Amir Erez
Using an experimental experience sampling design, we investigate how witnessing morning rudeness influences workers' subsequent perceptions and behaviors throughout the workday. We posit that a single exposure to rudeness in the morning can contaminate employees' perceptions of subsequent social interactions leading them to perceive greater workplace rudeness throughout their workday. We expect that these contaminated perceptions will have important ramifications for employees' work behaviors. In a 10-day study of 81 professional and managerial employees, we find that witnessed morning rudeness leads to greater perceptions of workplace rudeness throughout the workday and that those perceptions, in turn, predict lower task performance and goal progress and greater interaction avoidance and psychological withdrawal...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749153/leadership-training-design-delivery-and-implementation-a-meta-analysis
#10
Christina N Lacerenza, Denise L Reyes, Shannon L Marlow, Dana L Joseph, Eduardo Salas
Recent estimates suggest that although a majority of funds in organizational training budgets tend to be allocated to leadership training (Ho, 2016; O'Leonard, 2014), only a small minority of organizations believe their leadership training programs are highly effective (Schwartz, Bersin, & Pelster, 2014), calling into question the effectiveness of current leadership development initiatives. To help address this issue, this meta-analysis estimates the extent to which leadership training is effective and identifies the conditions under which these programs are most effective...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749152/when-fellow-customers-behave-badly-witness-reactions-to-employee-mistreatment-by-customers
#11
M Sandy Hershcovis, Namita Bhatnagar
In 3 experiments, we examined how customers react after witnessing a fellow customer mistreat an employee. Drawing on the deontic model of justice, we argue that customer mistreatment of employees leads witnesses (i.e., other customers) to leave larger tips, engage in supportive employee-directed behaviors, and evaluate employees more positively (Studies 1 and 2). We also theorize that witnesses develop less positive treatment intentions and more negative retaliatory intentions toward perpetrators, with anger and empathy acting as parallel mediators of our perpetrator- and target-directed outcomes, respectively...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749151/on-the-boundary-conditions-of-effort-losses-and-effort-gains-in-action-teams
#12
Joachim H├╝ffmeier, Michael Filusch, Jens Mazei, Guido Hertel, Andreas Mojzisch, Stefan Krumm
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 performances in individual and relay races (Neugart & Richiardi, 2013)...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749150/positive-and-negative-assessment-center-feedback-in-relation-to-development-self-efficacy-feedback-seeking-and-promotion
#13
Nikolaos Dimotakis, Deb Mitchell, Todd Maurer
In this field study we examined both positive and negative developmental feedback given in managerial assessment centers in relation to employees' self-efficacy for their ability to improve their relevant skills assessed in the centers, the extent to which they sought subsequent feedback from others at work, and the career outcome of being promoted to a higher level position within the organization. We found that feedback was related to self-efficacy for improvement which was in turn positively related to feedback seeking, which was positively linked to the career outcome of promotion (e...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749149/diversity-shrinkage-cross-validating-pareto-optimal-weights-to-enhance-diversity-via-hiring-practices
#14
Q Chelsea Song, Serena Wee, Daniel A Newman
To reduce adverse impact potential and improve diversity outcomes from personnel selection, one promising technique is De Corte, Lievens, and Sackett's (2007) Pareto-optimal weighting strategy. De Corte et al.'s strategy has been demonstrated on (a) a composite of cognitive and noncognitive (e.g., personality) tests (De Corte, Lievens, & Sackett, 2008) and (b) a composite of specific cognitive ability subtests (Wee, Newman, & Joseph, 2014). Both studies illustrated how Pareto-weighting (in contrast to unit weighting) could lead to substantial improvement in diversity outcomes (i...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28639809/the-advantage-of-being-oneself-the-role-of-applicant-self-verification-in-organizational-hiring-decisions
#15
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
#16
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
#17
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
#18
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
#19
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
#20
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
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