journal
MENU ▼
Read by QxMD icon Read
search

Journal of Applied Psychology

journal
https://www.readbyqxmd.com/read/29154582/the-dimensions-and-mechanisms-of-mindfulness-in-regulating-aggressive-behaviors
#1
Lindie H Liang, Douglas J Brown, D Lance Ferris, Samuel Hanig, Huiwen Lian, Lisa M Keeping
On the basis of the notion that the ability to exert self-control is critical to the regulation of aggressive behaviors, we suggest that mindfulness, an aspect of the self-control process, plays a key role in curbing workplace aggression. In particular, we note the conceptual and empirical distinctions between dimensions of mindfulness (i.e., mindful awareness and mindful acceptance) and investigate their respective abilities to regulate workplace aggression. In an experimental study (Study 1), a multiwave field study (Study 2a), and a daily diary study (Study 2b), we established that the awareness dimension, rather than the acceptance dimension, of mindfulness plays a more critical role in attenuating the association between hostility and aggression...
November 20, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29154581/supervisor-employee-power-distance-incompatibility-gender-similarity-and-relationship-conflict-a-test-of-interpersonal-interaction-theory
#2
Katrina A Graham, Scott B Dust, Jonathan C Ziegert
According to interpersonal interaction theory, relational harmony surfaces when two individuals have compatible interaction styles. Building from this theory, we propose that supervisor-employee power distance orientation incompatibility will be related to employees' experience of higher levels of relationship conflict with their supervisors. Additionally, we propose an asymmetrical incongruence effect such that relationship conflict will be highest when supervisors are high in power distance and employees are low in power distance...
November 20, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29154580/what-goes-up-must-keep-going-up-cultural-differences-in-cognitive-styles-influence-evaluations-of-dynamic-performance
#3
D Lance Ferris, Jochen Reb, Huiwen Lian, Samantha Sim, Dionysius Ang
Past research on dynamic workplace performance evaluation has taken as axiomatic that temporal performance trends produce naïve extrapolation effects on performance ratings. That is, we naïvely assume that an individual whose performance has trended upward over time will continue to improve, and rate that individual more positively than an individual whose performance has trended downward over time-even if, on average, the 2 individuals have performed at an equivalent level. However, we argue that such naïve extrapolation effects are more pronounced in Western countries than Eastern countries, owing to Eastern countries having a more holistic cognitive style...
November 20, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29154579/when-daily-planning-improves-employee-performance-the-importance-of-planning-type-engagement-and-interruptions
#4
Michael R Parke, Justin M Weinhardt, Andrew Brodsky, Subrahmaniam Tangirala, Sanford E DeVoe
Does planning for a particular workday help employees perform better than on other days they fail to plan? We investigate this question by identifying 2 distinct types of daily work planning to explain why and when planning improves employees' daily performance. The first type is time management planning (TMP)-creating task lists, prioritizing tasks, and determining how and when to perform them. We propose that TMP enhances employees' performance by increasing their work engagement, but that these positive effects are weakened when employees face many interruptions in their day...
November 20, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29094959/leader-humility-and-team-creativity-the-role-of-team-information-sharing-psychological-safety-and-power-distance
#5
Jia Hu, Berrin Erdogan, Kaifeng Jiang, Talya N Bauer, Songbo Liu
In this study, we identify leader humility, characterized by being open to admitting one's limitations, shortcomings, and mistakes, and showing appreciation and giving credit to followers, as a critical leader characteristic relevant for team creativity. Integrating the literatures on creativity and leadership, we explore the relationship between leader humility and team creativity, treating team psychological safety and team information sharing as mediators. Further, we hypothesize and examine team power distance as a moderator of the relationship...
November 2, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29094958/minimizing-cross-cultural-maladaptation-how-minority-status-facilitates-change-in-international-acculturation
#6
Sabrina D Volpone, Dennis J Marquardt, Wendy J Casper, Derek R Avery
Culturally savvy organizations recognize that selecting and developing people who can be effective in a global workforce is important in today's business environment. Nevertheless, many companies struggle to identify and develop talent who are happy and successful working and living outside their home country. We examine 1 factor that may foster success in a host country-minority status in 1's home country-as a predictor of change in acculturation over time. Specifically, we draw on the conservation of resources model to suggest that international students who have been a member of more minority groups in their home country have unique experiences working with dissimilar others that offer advantages when acculturating to new cultures and novel situations...
November 2, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29072474/resource-scarcity-effort-and-performance-in-physically-demanding-jobs-an-evolutionary-explanation
#7
Marko Pitesa, Stefan Thau
Based on evolutionary theory, we predicted that cues of resource scarcity in the environment (e.g., news of droughts or food shortages) lead people to reduce their effort and performance in physically demanding work. We tested this prediction in a 2-wave field survey among employees and replicated it experimentally in the lab. In Study 1, employees who perceived resources in the environment to be scarce reported exerting less effort when their jobs involved much (but not little) physical work. In Study 2, participants who read that resources in the environment were scarce performed worse on a task demanding more (carrying books) but not less (transcribing book titles) physical work...
October 26, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29022723/motivated-reasoning-during-recruitment
#8
Heather Barry Kappes, Emily Balcetis, David De Cremer
This research shows how job postings can lead job candidates to see themselves as particularly deserving of hiring and high salary. We propose that these entitlement beliefs entail both personal motivations to see oneself as deserving and the ability to justify those motivated judgments. Accordingly, we predict that people feel more deserving when qualifications for a job are vague and thus amenable to motivated reasoning, whereby people use information selectively to reach a desired conclusion. We tested this hypothesis with a 2-phase experiment (N = 892) using materials drawn from real online job postings...
October 12, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29016164/linking-job-relevant-personality-traits-transformational-leadership-and-job-performance-via-perceived-meaningfulness-at-work-a-moderated-mediation-model
#9
Rachel E Frieder, Gang Wang, In-Sue Oh
By integrating the fundamental principles of the theory of purposeful work behavior (TPWB; Barrick, Mount, & Li, 2013) with cognitive-affective personality system (CAPS) theory (Mischel, 1977; Mischel & Shoda, 1995), we examine how and when salespeople's job-relevant personality traits relate to their performance. We argue that individuals with personality traits that fit outdoor sales jobs (i.e., conscientious, extraversion, openness to experience) will perceive their work as more meaningful and as a result achieve heightened performance...
October 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29016163/a-meta-analysis-of-sex-and-race-differences-in-perceived-workplace-mistreatment
#10
Mallory A McCord, Dana L Joseph, Lindsay Y Dhanani, Jeremy M Beus
Despite the growing number of meta-analyses published on the subject of workplace mistreatment and the expectation that women and racial minorities are mistreated more frequently than men and Whites, the degree of subgroup differences in perceived workplace mistreatment is unknown. To address this gap in the literature, we meta-analyzed the magnitude of sex and race differences in perceptions of workplace mistreatment (e.g., harassment, discrimination, bullying, incivility). Results indicate that women perceive more sex-based mistreatment (i...
October 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29016162/do-women-ceos-face-greater-threat-of-shareholder-activism-compared-to-male-ceos-a-role-congruity-perspective
#11
Vishal K Gupta, Seonghee Han, Sandra C Mortal, Sabatino Dino Silveri, Daniel B Turban
We examine the glass cliff proposition that female CEOs receive more scrutiny than male CEOs, by investigating whether CEO gender is related to threats from activist investors in public firms. Activist investors are extraorganizational stakeholders who, when dissatisfied with some aspect of the way the firm is being managed, seek to change the strategy or operations of the firm. Although some have argued that women will be viewed more favorably than men in top leadership positions (so-called "female leadership" advantage logic), we build on role congruity theory to hypothesize that female CEOs are significantly more likely than male CEOs to come under threat from activist investors...
October 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29016161/the-jingle-jangle-of-work-nonwork-balance-a-comprehensive-and-meta-analytic-review-of-its-meaning-and-measurement
#12
Wendy J Casper, Hoda Vaziri, Julie Holliday Wayne, Sara DeHauw, Jeffrey Greenhaus
We review research on work-nonwork balance to examine the presence of the jingle fallacy-attributing different meanings to a single construct label-and the jangle fallacy-using different labels for a single construct. In 290 papers, we found 233 conceptual definitions that clustered into 5 distinct, interpretable types, suggesting evidence of the jingle fallacy. We calculated Euclidean distances to quantify the extent of the jingle fallacy and found high divergence in definitions across time and publication outlet...
October 9, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28981300/correction-to-bamberger-et-al-2017
#13
(no author information available yet)
Reports an error in "Does College Alcohol Consumption Impact Employment Upon Graduation? Findings From a Prospective Study" by Peter A. Bamberger, Jaclyn Koopmann, Mo Wang, Mary Larimer, Inbal Nahum-Shani, Irene Geisner and Samuel B. Bacharach (Journal of Applied Psychology, Advanced Online Publication, Aug 24, 2017, np). In the original article, the authors incorrectly used the term "probability" instead of the term "odds" when relating to the impact of drinking in college on post-graduation employment. The abstract should note "a roughly 10% reduction in the odds ...
October 5, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28967764/correction-to-mitchel-et-al-2017
#14
(no author information available yet)
Reports an error in "Cheating Under Pressure: A Self-Protection Model of Workplace Cheating Behavior" by Marie S. Mitchell, Michael D. Baer, Maureen L. Ambrose, Robert Folger and Noel F. Palmer (Journal of Applied Psychology, Advanced Online Publication, Aug 14, 2017, np). In the original article, the fit statistics in Study 3 were reported in error. The fit of the measurement model is: χ²(362) = 563.66, p < .001; CFI = .94; SRMR = .05; RMSEA = .04. The fit of the SEM model is: χ²(362) = 563.66, p < ...
October 2, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28933912/more-is-less-learning-but-not-relaxing-buffers-deviance-under-job-stressors
#15
Chen Zhang, David M Mayer, Eunbit Hwang
Workplace deviance harms the well-being of an organization and its members. Unfortunately, theory and prior research suggest that deviance is associated with job stressors, which are endemic to work organizations and often cannot be easily eliminated. To address this conundrum, we explore actions individuals can take at work that serve as buffering conditions for the positive relationship between job stressors and deviant behavior. Drawing upon conservation of resources theory, we examine a resource-building activity (i...
September 21, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28933911/differential-support-for-female-supervisors-among-men-and-women
#16
Andrea C Vial, Victoria L Brescoll, Jaime L Napier, John F Dovidio, Tom R Tyler
Two studies evaluated the lay belief that women feel particularly negatively about other women in the workplace and particularly in supervisory roles. The authors tested the general proposition, derived from social identity theory (Tajfel & Turner, 1979, 2004), that women, compared to men, may be more supportive of other women in positions of authority, whereas men would respond more favorably to other men than to women in positions of authority. Consistent with predictions, data from an online experiment (n = 259), in which the authors randomly assigned men and women to evaluate identical female (vs...
September 21, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28933910/ranking-low-feeling-high-how-hierarchical-position-and-experienced-power-promote-prosocial-behavior-in-response-to-procedural-justice
#17
Marius van Dijke, David De Cremer, Gerben Langendijk, Cameron Anderson
Research shows that power can lead to prosocial behavior by facilitating the behavioral expression of dispositional prosocial motivation. However, it is not clear how power may facilitate responses to contextual factors that promote prosocial motivation. Integrating fairness heuristic theory and the situated focus theory of power, we argue that in particular, organization members in lower (vs. higher) hierarchical positions who simultaneously experience a high (vs. low) sense of power respond with prosocial behavior to 1 important antecedent of prosocial motivation, that is, the enactment of procedural justice...
September 21, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28933909/a-cross-level-investigation-of-informal-field-based-learning-and-performance-improvements
#18
Mikhail A Wolfson, Scott I Tannenbaum, John E Mathieu, M Travis Maynard
Organizations often operate in complex and dynamic environments which place a premium on employees' ongoing learning and acquisition of new competencies. Additionally, the majority of learning in organizations does not take place in formal training settings, but we know relatively little about how informal field-based learning (IFBL) behaviors relate to changes in job performance. In this study, we first clarified the construct of IFBL as a subset of informal learning. Second, on the basis of this clarified construct definition, we developed a measure of IFBL behaviors and demonstrated its psychometric properties using (a) a sample of subject matter experts who made item content validity judgments and (b) both an Amazon Mechanical Turk sample (N = 400) and a sample of 1,707 healthcare employees...
September 21, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28933908/attention-to-change-a-multilevel-theory-on-the-process-of-emergent-continuous-organizational-change
#19
Elijah X M Wee, M Susan Taylor
Increasingly, continuous organizational change is viewed as the new reality for organizations and their members. However, this model of organizational change, which is usually characterized by ongoing, cumulative, and substantive change from the bottom up, remains underexplored in the literature. Taking a multilevel approach, the authors develop a theoretical model to explain the mechanisms behind the amplification and accumulation of valuable, ongoing work-unit level changes over time, which then become substantial changes at the organizational level...
September 21, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29016184/the-structure-of-group-task-performance-a-second-look-at-collective-intelligence-comment-on-woolley-et-al-2010
#20
Marcus Credé, Garett Howardson
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 existence of the collective intelligence construct and show that the empirical support for the construct is generally weak...
October 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"