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Journal of Applied Psychology

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https://www.readbyqxmd.com/read/29265826/crafting-in-context-exploring-when-job-crafting-is-dysfunctional-for-performance-effectiveness
#1
Erich C Dierdorff, Jaclyn M Jensen
Job crafting theory purports that the consequences of revising one's work role can be simultaneously beneficial and detrimental. Previous research, however, has almost exclusively emphasized the beneficial outcomes of job crafting. In the current study, we proposed dysfunctional consequences of crafting for performance-related outcomes in the form of a U-shaped relationship between job crafting and performance effectiveness (managerial ratings of job proficiency and peer ratings of citizenship behavior). We further predicted that elements of the task context (autonomy and ambiguity) and the social context (interdependence and social support) moderate these curvilinear relationships...
December 21, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29265825/beyond-reciprocity-a-conservation-of-resources-view-on-the-effects-of-psychological-contract-violation-on-third-parties
#2
Hong Deng, Jacqueline Coyle-Shapiro, Qian Yang
Building on conservation of resources theory, we cast resource depletion as a novel explanatory mechanism to explain why employees' experience of psychological contract violation results in harm to third parties outside the employee-organization exchange dyad. This resource-based perspective extends and complements the dominant social exchange perspective which views employee reactions to psychological contract violation as targeting the source of the violation-the organization. The present article reports on 3 studies...
December 21, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29251949/understanding-the-positive-effect-of-financial-compensation-on-trust-after-norm-violations-evidence-from-fmri-in-favor-of-forgiveness
#3
Tessa Haesevoets, David De Cremer, Alain Van Hiel, Frank Van Overwalle
Norm violations are ubiquitous in organizations and often result in tangible harm and a loss of trust. One possible response to enhance trust involves the provision of financial compensation. Unfortunately, little is known about the processes that underlie the effect of such a tangible response to increase trust. We employed techniques in cognitive neuroscience (functional magnetic resonance imaging) to examine these processes. Participants placed in the scanner played the role of recipient in a series of dictator games with different allocators who (unknown to them) were preprogrammed...
December 18, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29239645/keeping-future-rivals-down-temporal-social-comparison-predicts-coworker-social-undermining-via-future-status-threat-and-envy
#4
Susan Reh, Christian Tröster, Niels Van Quaquebeke
The extant social undermining literature suggests that employees envy and, consequently, undermine coworkers when they feel that these coworkers are better off and thus pose a threat to their own current status. With the present research, we draw on the sociofunctional approach to emotions to propose that an anticipated future status threat can similarly incline employees to feel envy toward, and subsequently undermine, their coworkers. We argue that employees pay special attention to coworkers' past development in relation to their own, because faster-rising coworkers may pose a future status threat even if they are still performing worse in absolute terms in the present...
December 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29239644/the-effects-of-team-reflexivity-on-psychological-well-being-in-manufacturing-teams
#5
Jingqiu Chen, Peter A Bamberger, Yifan Song, Dana R Vashdi
While the impact of team reflexivity (a.k.a. after-event-reviews, team debriefs) on team performance has been widely examined, we know little about its implications on other team outcomes such as member well-being. Drawing from prior team reflexivity research, we propose that reflexivity-related team processes reduce demands, and enhance control and support. Given the centrality of these factors to work-based strain, we posit that team reflexivity, by affecting these factors, may have beneficial implications on 3 core dimensions of employee burnout, namely exhaustion, cynicism, and inefficacy (reduced personal accomplishment)...
December 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29239643/not-all-differentiation-is-the-same-examining-the-moderating-effects-of-leader-member-exchange-lmx-configurations
#6
Jungmin Jamie Seo, Jennifer D Nahrgang, Min Z Carter, Peter W Hom
Leaders often influence whether an employee stays or quits and yet research in collective turnover, or turnover at the work-unit level, has neglected leadership as a key antecedent. In the current study we examine how the quality of leader-member relationships within a group (i.e., leader-member exchange, LMX) influences building a shared mindset of collective organizational commitment and ultimately influences collective turnover. We build on a key tenet of LMX theory that leaders form differentiated relationships with followers and propose that not all LMX differentiation is the same and therefore, researchers must take into account the configuration, or mix of high and low LMX relationships, within a group...
December 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29239642/are-creative-individuals-bad-apples-a-dual-pathway-model-of-unethical-behavior
#7
Sejin Keem, Christina E Shalley, Eugene Kim, Inseong Jeong
Research has been inconsistent in its quest to discover whether dispositional creativity is associated with more or less unethical behavior. Drawing on social cognitive theory, we propose that moral disengagement and moral imagination are 2 parallel mechanisms that encourage or inhibit unethical behavior, and that which of these mediation processes occur depends on moral identity. Study 1, a 3-wave study of a food service organization, shows that employees high on both dispositional creativity and moral identity are less likely to be morally disengaged and behave less unethically...
December 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29239641/further-understanding-incivility-in-the-workplace-the-effects-of-gender-agency-and-communion
#8
Allison S Gabriel, Marcus M Butts, Zhenyu Yuan, Rebecca L Rosen, Michael T Sliter
Research conducted on workplace incivility-a low intensity form of deviant behavior-has generally shown that women report higher levels of incivility at work. However, to date, it is unclear as to whether women are primarily treated uncivilly by men (i.e., members of the socially dominant group/out-group) or other women (i.e., members of in-group) in organizations. In light of different theorizing surrounding gender and incivility, we examine whether women experience increased incivility from other women or men, and whether this effect is amplified for women who exhibit higher agency and less communion at work given that these traits and behaviors violate stereotypical gender norms...
December 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29239640/bad-behavior-keeps-you-up-at-night-counterproductive-work-behaviors-and-insomnia
#9
Zhenyu Yuan, Christopher M Barnes, Yongjuan Li
Drawing from recent research on counterproductive work behaviors (CWB) and moral self-regulation literature, we examine the intraindividual consequences of engaging in CWB. We posit that CWB represents morally discrediting work behaviors that can lead to moral deficits, create distress for perpetrators and ultimately result in insomnia. Specifically, we hypothesized that on days in which employees engage in CWB, they will tend to experience moral deficits and heightened levels of rumination that undermine their sleep that night...
December 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29172565/there-s-no-team-in-i-how-observers-perceive-individual-creativity-in-a-team-setting
#10
Min B Kay, Devon Proudfoot, Richard P Larrick
Creativity is highly valued in organizations as an important source of innovation. As most creative projects require the efforts of groups of individuals working together, it is important to understand how creativity is perceived for team products, including how observers attribute creative ability to focal actors who worked as part of a creative team. Evidence from three experiments suggests that observers commit the fundamental attribution error-systematically discounting the contribution of the group when assessing the creative ability of a single group representative, particularly when the group itself is not visually salient...
November 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29154582/the-dimensions-and-mechanisms-of-mindfulness-in-regulating-aggressive-behaviors
#11
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
#12
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
#13
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
#14
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
#15
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
#16
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
#17
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
#18
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
#19
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
#20
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
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