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Journal of Applied Psychology

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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/28414473/an-alter-centric-perspective-on-employee-innovation-the-importance-of-alters-creative-self-efficacy-and-network-structure
#15
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
#16
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
#17
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
#18
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
#19
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
#20
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
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