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Journal of Applied Psychology

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https://www.readbyqxmd.com/read/29963898/central-tendency-and-matched-difference-approaches-for-assessing-interrater-agreement
#1
Michael J Burke, Ayala Cohen, Etti Doveh, Kristin Smith-Crowe
In Study 1 of this two-part investigation, we present a "central tendency approach" and procedures for assessing overall interrater agreement across multiple groups. We define parameters for mean group agreement and construct bootstrapped confidence intervals around the mean population parameters for rWG , AD, and ICC(1). In Study 2, we extend assessments of overall interrater agreement by developing a "matched difference approach" and procedures for assessing real versus pseudo agreement in a sample of groups...
July 2, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29963897/workplace-ostracism-and-employee-creativity-an-integrative-approach-incorporating-pragmatic-and-engagement-roles
#2
Ho Kwong Kwan, Xiaomeng Zhang, Jun Liu, Cynthia Lee
Extending an extant dynamic componential perspective, we propose an integrative model of how and why workplace ostracism exhibited by supervisors relates to employees' creativity through pragmatic (task resources) and engagement (creative process engagement) effects. Specifically, we predict that workplace ostracism negatively relates to creativity through reduced task resources and creative process engagement. Perceived organizational support plays a key role in buffering the negative effects of workplace ostracism in both pragmatic and engagement domains...
July 2, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29963896/on-the-pursuit-of-multiple-goals-with-different-deadlines
#3
Timothy Ballard, Jeffrey B Vancouver, Andrew Neal
This article presents a theory of how people prioritize their time when pursuing goals with different deadlines. Although progress has been made in understanding the dynamics of multiple-goal pursuit, theory in this area only addresses cases where the goals have the same deadline. We rectify this issue by integrating the multiple-goal pursuit model-a formal theory of multiple goal pursuit-with theories of intertemporal motivation and choice. We examine the ability of four computational models derived from this general theory to account for participants' choices across four experiments...
July 2, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29963895/sprinting-to-the-finish-toward-a-theory-of-human-capital-resource-complementarity
#4
Mikhail A Wolfson, John E Mathieu
In traditional work contexts, factors such as individuals' general competencies are used to predict indices of their performance such as yearly performance appraisals. Whereas traditional approaches to predicting individuals' performance focus on differences between individuals, a considerable proportion of variability in performance is attributable to within-person sources. However, we submit that within-person variability in performance may also be attributable to the fact that people work in different contexts...
July 2, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29963894/worthy-of-swift-trust-how-brief-interpersonal-contact-affects-trust-accuracy
#5
Oliver Schilke, Laura Huang
Organizational scholars have long underscored the positive consequences of trust, yet trust can also have dysfunctional effects if it is not placed wisely. Though much research has examined conditions that increase individuals' tendencies to trust others, we know very little about the circumstances under which individuals are likely to make more accurate trust decisions (i.e., neither misplace their trust nor refrain from trusting when doing so would have been beneficial), especially when they must do so rapidly and in the absence of an exchange history...
July 2, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29963893/motivating-job-characteristics-and-happiness-at-work-a-multilevel-perspective
#6
Wido G M Oerlemans, Arnold B Bakker
Employees may react differently to the perceived availability of motivating job characteristics during work activities, depending on the degree to which such motivating job characteristics are also present at the job level and individual differences. This study expands Job Characteristics Theory (JCT) by using a multilevel approach to predict how variations in motivating job characteristics relate to employee happiness during daily work activities. Based on adaptation level theory and the affective-reactivity hypothesis, we predicted that the positive relationship between perceived motivating job characteristics and happiness during work activities is moderated by motivating job characteristics at the job level and individual differences in trait positive affect...
July 2, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29952578/age-in-the-entrepreneurial-process-the-role-of-future-time-perspective-and-prior-entrepreneurial-experience
#7
Michael M Gielnik, Hannes Zacher, Mo Wang
Combining the life span developmental perspective with the process perspective of entrepreneurship, we develop hypotheses on the role of age in the entrepreneurial process. Specifically, we expect that younger people have a more extensive future time perspective than older people, which makes it more likely for younger (vs. older) people to transition from opportunity identification to forming entrepreneurial intentions. Further, we expect that older people have greater prior entrepreneurial experience than younger people, which makes it more likely for older (vs...
June 28, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29939037/changing-experiences-of-work-dirtiness-occupational-disidentification-and-employee-withdrawal
#8
John M Schaubroeck, Long W Lam, Jennifer Y M Lai, Anna C Lennard, Ann C Peng, Ka Wai Chan
Research and theory concerning "dirty work" has largely focused on how employees cope with stable features of their jobs. From a study of employees' experiences across 6 weekly repeated measurements, we found that within-person increases in experienced dirtiness were positively related to their withdrawal behaviors and job change propensity indirectly through occupational disidentification. Assessed at the between-subjects level, team-oriented leadership moderated the indirect within-person effects of work dirtiness experiences on these outcomes...
June 25, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29939036/good-actors-but-bad-apples-deviant-consequences-of-daily-impression-management-at-work
#9
Anthony C Klotz, Wei He, Kai Chi Yam, Mark C Bolino, Wu Wei, Lawrence Houston
Impression management (IM) refers to behaviors employees use to create and maintain desired images in the workplace. Prior studies have shown that the successful use of IM relates to a number of important outcomes for employees (e.g., higher performance evaluations), but this work has tended to compare IM usage between individuals, ignoring the fact that employees likely adjust their use of IM depending on the situations they face at work on a given day. In this paper, we argue that managing impressions on a daily basis can be draining, thereby leaving employees susceptible to the temptation to engage in subsequent harmful behaviors at work...
June 25, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29939035/nonlinear-consequences-of-promotive-and-prohibitive-voice-for-managers-responses-the-roles-of-voice-frequency-and-lmx
#10
Xu Huang, Erica Xu, Lei Huang, Wu Liu
Departing from past research on managers' responses to employee voice, we propose and examine a nonlinear linkage between promotive/prohibitive voice and managers' evaluations of voicers (i.e., manager-rated voicers' promotability and overall performance). Drawing from social persuasion theory, we theorize that managers tend to give more positive evaluations to employees who engage in a moderate frequency of promotive/prohibitive voice than those who either rarely speak up or speak up very frequently. In Study 1, based on a sample from a Chinese bank, we found that leader-member exchange quality (LMX) moderated the inverted U-shaped linkage of prohibitive voice with manager-rated promotability of voicers, whereas the frequency of promotive voice was not related to promotability, irrespective of levels of LMX...
June 25, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29927262/is-perfect-good-a-meta-analysis-of-perfectionism-in-the-workplace
#11
Dana Harari, Brian W Swider, Laurens Bujold Steed, Amy P Breidenthal
Although the concept of perfectionism is familiar to most people, its relationships with organizationally relevant variables remain unclear because of the dispersed and multidisciplinary nature of extant research. The state of the literature is particularly concerning given the likely widespread influence perfectionism has on individuals' workplace attitudes and behaviors. Moreover, research in multiple disciplines of psychology has revealed the phenomenon of perfectionism to be multidimensional. In addition, the totality of effects surrounding perfectionism remains unclear as perfectionism carries both benefits as well as consequences for employees and organizations...
June 21, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29878799/the-unintended-consequences-of-maternity-leaves-how-agency-interventions-mitigate-the-negative-effects-of-longer-legislated-maternity-leaves
#12
Ivona Hideg, Anja Krstic, Raymond N C Trau, Tanya Zarina
To support women in the workplace, longer legislated maternity leaves have been encouraged in Scandinavian countries and recently in Canada. Yet, past research shows that longer legislated maternity leaves (i.e., 1 year and longer) may unintentionally harm women's career progress. To address this issue, we first sought to identify one potential mechanism underlying negative effects of longer legislated maternity leaves: others' lower perceptions of women's agency. Second, we utilize this knowledge to test interventions that boost others' perceptions of women's agency and thus mitigate negative effects of longer legislated maternity leaves...
June 7, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29878798/person-based-differences-in-pay-reactions-a-compensation-activation-theory-and-integrative-conceptual-review
#13
Ingrid Smithey Fulmer, Jason D Shaw
Compensation research has focused traditionally on how pay design characteristics (e.g., pay level, individual or group incentives) relate to average employee outcomes and, in toto, on how these outcomes affect organizational performance. Recently, scholars have begun to pay more attention to how individuals vary in the strength of their reactions to pay. Empirical research in several disciplines examines how the interplay of pay systems and person-based characteristics (psychological individual differences, demographics, and relative performance or position in a group) relate to important work-related outcomes...
June 7, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29781636/exploring-the-affective-impact-boundary-conditions-and-antecedents-of-leader-humility
#14
Lin Wang, Bradley P Owens, Junchao Jason Li, Lihua Shi
In this article, the authors further develop the theory of leader humility by exploring the affective impact, a vital boundary condition, and the antecedents of leader humility. Specifically, they (a) theorize how leader humility can enhance followers' performance by increasing their relational energy and decreasing their emotional exhaustion, (b) test perceived leader power in the organization as an important boundary condition of leader humility effectiveness, and (c) establish leader's incremental theory of the self (i...
May 21, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29771543/making-stronger-causal-inferences-accounting-for-selection-bias-in-associations-between-high-performance-work-systems-leadership-and-employee-and-customer-satisfaction
#15
Joseph A Schmidt, Dionne M Pohler
We develop competing hypotheses about the relationship between high performance work systems (HPWS) with employee and customer satisfaction. Drawing on 8 years of employee and customer survey data from a financial services firm, we used a recently developed empirical technique-covariate balanced propensity score (CBPS) weighting-to examine if the proposed relationships between HPWS and satisfaction outcomes can be explained by reverse causality, selection effects, or commonly omitted variables such as leadership behavior...
May 17, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29733623/economic-stress-and-well-being-does-population-health-context-matter
#16
Tahira M Probst, Robert R Sinclair, Lindsay E Sears, Nicholas J Gailey, Kristen Jennings Black, Janelle H Cheung
The purpose of this study was to investigate the role of county-level population health determinants in predicting individual employee reactions to economic stress. Using multilevel modeling and a population health perspective, we tested a model linking nationally representative individual-level data (N = 100,968) on exposure to economic stressors and county-level population health determinants (N = 3,026) to responses on a composite measure of individual well-being that included the facets of purpose, community, physical, and social well-being, as well as life satisfaction...
May 7, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29723000/changing-abilities-vs-changing-tasks-examining-validity-degradation-with-test-scores-and-college-performance-criteria-both-assessed-longitudinally
#17
Jeffrey A Dahlke, Jack W Kostal, Paul R Sackett, Nathan R Kuncel
We explore potential explanations for validity degradation using a unique predictive validation data set containing up to four consecutive years of high school students' cognitive test scores and four complete years of those students' college grades. This data set permits analyses that disentangle the effects of predictor-score age and timing of criterion measurements on validity degradation. We investigate the extent to which validity degradation is explained by criterion dynamism versus the limited shelf-life of ability scores...
May 3, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29722999/cleansing-my-abuse-a-reparative-response-model-of-perpetrating-abusive-supervisor-behavior
#18
Zhenyu Liao, Kai Chi Yam, Russell E Johnson, Wu Liu, Zhaoli Song
Research on abusive supervision has predominantly focused on the consequences for victims while overlooking how leaders respond to their own abusive behavior. Drawing from the literature on moral cleansing, we posit that supervisors who engage in abusive behavior may paradoxically engage in more constructive leadership behaviors subsequently as a result of feeling guilty and perceiving loss of moral credits. Results from two experience sampling studies show that, within leaders on a daily basis, perpetrating abusive supervisor behavior led to an increase in experienced guilt and perceived loss of moral credits, which in turn motivated leaders to engage in more constructive person-oriented (consideration) and task-oriented (initiating structure) leadership behaviors...
May 3, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29722998/honor-among-thieves-the-interaction-of-team-and-member-deviance-on-trust-in-the-team
#19
Kira Schabram, Sandra L Robinson, Kevin S Cruz
In this article, we examine member trust in deviant teams. We contend that a member's trust in his or her deviant team depends on the member's own deviant actions; although all members will judge the actions of their deviant teams as rational evidence that they should not be trusted, deviant members, but not honest members, can hold on to trust in their teams because of a sense of connection to the team. We tested our predictions in a field study of 562 members across 111 teams and 24 organizations as well as in an experiment of 178 participants in deviant and non-deviant teams...
May 3, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29683685/future-time-perspective-a-systematic-review-and-meta-analysis
#20
Dorien T A M Kooij, Ruth Kanfer, Matt Betts, Cort W Rudolph
The ability to foresee, anticipate, and plan for future desired outcomes is crucial for well-being, motivation, and behavior. However, theories in organizational psychology do not incorporate time-related constructs such as Future Time Perspective (FTP), and research on FTP remains disjointed and scattered, with different domains focusing on different aspects of the construct, using different measures, and assessing different antecedents and consequences. In this review and meta-analysis, we aim to clarify the FTP construct, advance its theoretical development, and demonstrate its importance by (a) integrating theory and empirical findings across different domains of research to identify major outcomes and antecedents of FTP, and (b) empirically examining whether and how these variables are moderated by FTP measures and dimensions...
April 23, 2018: Journal of Applied Psychology
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