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Journal of Applied Psychology

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https://www.readbyqxmd.com/read/30221954/boxed-in-by-your-inbox-implications-of-daily-e-mail-demands-for-managers-leadership-behaviors
#1
Christopher C Rosen, Lauren S Simon, Ravi S Gajendran, Russell E Johnson, Hun Whee Lee, Szu-Han Joanna Lin
Over the past 30 years, the nature of communication at work has changed. Leaders in particular rely increasingly on e-mail to communicate with their superiors and subordinates. However, researchers and practitioners alike suggest that people frequently report feeling overloaded by the e-mail demands they experience at work. In the current study, we develop a self-regulatory framework that articulates how leaders' day-to-day e-mail demands relate to a perceived lack of goal progress, which has a negative impact on their subsequent enactment of routine (i...
September 17, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30221953/leaders-matter-morally-the-role-of-ethical-leadership-in-shaping-employee-moral-cognition-and-misconduct
#2
Celia Moore, David M Mayer, Flora F T Chiang, Craig Crossley, Matthew J Karlesky, Thomas A Birtch
There has long been interest in how leaders influence the unethical behavior of those who they lead. However, research in this area has tended to focus on leaders' direct influence over subordinate behavior, such as through role modeling or eliciting positive social exchange. We extend this research by examining how ethical leaders affect how employees construe morally problematic decisions, ultimately influencing their behavior. Across four studies, diverse in methods (lab and field) and national context (the United States and China), we find that ethical leadership decreases employees' propensity to morally disengage, with ultimate effects on employees' unethical decisions and deviant behavior...
September 17, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30221952/improving-the-measurement-of-group-level-constructs-by-optimizing-between-group-differentiation
#3
Paul D Bliese, Mark A Maltarich, Jonathan L Hendricks, David A Hofmann, Amy B Adler
The ability to detect differences between groups partially impacts how useful a group-level variable will be for subsequent analyses. Direct consensus and referent-shift consensus group-level constructs are often measured by aggregating group member responses to multi-item scales. We show that current measurement validation practice for these group-level constructs may not be optimized with respect to differentiating groups. More specifically, a 10-year review of multilevel articles in top journals reveals that multilevel measurement validation primarily relies on procedures designed for individual-level constructs...
September 17, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30211569/it-s-mine-psychological-ownership-of-one-s-job-explains-positive-and-negative-workplace-outcomes-of-job-engagement
#4
Lin Wang, Kenneth S Law, Melody Jun Zhang, Yolanda Na Li, Yongyi Liang
Job engagement denotes the extent to which an employee invests the full self in performing the job. Extant research has investigated the positive outcomes of job engagement, paying little attention to its potential costs to the organizations. Integrating the extended self theory and the literature on psychological ownership as our overarching theoretical framework, we develop and test the double-edged effects of job engagement on workplace outcomes through the mediating role of job-based psychological ownership...
September 13, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30179021/the-benefits-of-receiving-gratitude-for-helpers-a-daily-investigation-of-proactive-and-reactive-helping-at-work
#5
Hun Whee Lee, Jacob Bradburn, Russell E Johnson, Szu-Han Joanna Lin, Chu-Hsiang Daisy Chang
Although gratitude is a key phenomenon that bridges helping with its outcomes, how and why helping relates to receipt of gratitude and its relation with helper's eudaimonic well-being have unfortunately been overlooked in organizational research. The purpose of this study is to unravel how helpers successfully connect to others and their work via receipt of gratitude. To do so, we distinguish different circumstances of helping-reactive helping (i.e., providing help when requested) versus proactive helping (i...
September 3, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30179020/double-crossed-the-spillover-and-crossover-effects-of-work-demands-on-work-outcomes-through-the-family
#6
Dawn S Carlson, Merideth J Thompson, K Michele Kacmar
This study expands our understanding of the negative impact of work demands on work outcomes by examining this impact in light of the family domain. We explore how the family domain plays a role in this process by considering mechanisms that capture both spillover and crossover effects. We investigate the spillover of work demands (i.e., role conflict and role overload) through work-to-family conflict on work attitudes (i.e., job satisfaction and affective commitment) and self-reported work behaviors (i.e., citizenship behavior and absenteeism)...
September 3, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30091620/team-and-individual-influences-on-members-identification-and-performance-per-membership-in-multiple-team-membership-arrangements
#7
Tammy L Rapp, John E Mathieu
Modern-day organizations often utilize team-based designs, and employees increasingly work simultaneously on multiple teams. These working arrangements have been referred to as multiple team memberships, and despite their prevalence, they have been the subject of relatively little research. Applying social identity theory as a theoretical lens, we advance a multilevel conceptual model that suggests both individual and team characteristics predict individuals' performance and satisfaction per membership, as mediated by their team identification per membership...
August 9, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30070543/wearable-bluetooth-sensors-for-capturing-relational-variables-and-temporal-variability-in-relationships-a-construct-validation-study
#8
James G Matusik, Ralph Heidl, John R Hollenbeck, Andrew Yu, Hun Whee Lee, Michael Howe
The advent of wearable sensor technologies has the potential to transform organizational research by offering the unprecedented opportunity to collect continuous, objective, highly granular data over extended time periods. Recent evidence has demonstrated the potential utility of Bluetooth-enabled sensors, specifically, in identifying emergent networks via colocation signals in highly controlled contexts with known distances and groups. Although there is proof of concept that wearable Bluetooth sensors may be able to contribute to organizational research in highly controlled contexts, to date there has been no explicit psychometric construct validation effort dedicated to these sensors in field settings...
August 2, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30070542/blend-in-or-stand-out-interpersonal-outcomes-of-managing-concealable-stigmas-at-work
#9
John W Lynch, Jessica B Rodell
In the workplace, employees must choose what personal information they share with others. Employees with concealable stigmas (e.g., sexual orientation, mental illness, and certain religious beliefs) face the added pressure of having to carefully manage information about a potential social liability. Yet it remains unclear how managing a concealable stigma may influence colleagues' perceptions and reactions. Using theory about impression management and social cognition, we investigated how employees strategically manage information about their concealable stigmas and the impact of these behaviors on colleague reactions...
August 2, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30058814/multiple-team-membership-and-empowerment-spillover-effects-can-empowerment-processes-cross-team-boundaries
#10
Gilad Chen, Troy A Smith, Bradley L Kirkman, Pengcheng Zhang, G James Lemoine, Jiing-Lih Farh
In today's organizations, employees are often assigned as members of multiple teams simultaneously (i.e., multiple team membership), and yet we know little about important leadership and employee phenomena in such settings. Using a scenario-based experiment and 2 field studies of leaders and their employees in the People's Republic of China and the United States, we examined how empowering leadership exhibited by 2 different team leaders toward a single employee working on 2 different teams can spillover to affect that employee's psychological empowerment and subsequent proactivity across teams...
July 30, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30058813/the-trickle-down-effects-of-perceived-trustworthiness-on-subordinate-performance
#11
David De Cremer, Marius van Dijke, Marshall Schminke, Leander De Schutter, Jeroen Stouten
We study when and why perceptions of trustworthiness trickle down the organizational hierarchy to influence the performance of subordinates. Building on social learning theory, we argue that when supervisors perceive their managers as trustworthy, subordinates are more likely to also perceive their supervisor as trustworthy, which in turn enhances subordinate performance. We further argue that this trickle-down effect of trustworthiness perceptions emerges especially when the manager invites the supervisor to participate in decision-making...
July 30, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30058812/a-dual-process-theory-perspective-to-better-understand-judgments-in-assessment-centers-the-role-of-initial-impressions-for-dimension-ratings-and-validity
#12
Pia V Ingold, Mirjam Dönni, Filip Lievens
Insight into assessors' initial impressions has the potential to advance knowledge on how assessors form dimension-based judgments and on possible biases in these ratings. Therefore, this study draws on dual process theory to build and test a model that integrates assessors' dimension ratings (i.e., systematic, slow, deliberate processing mode) with their initial impressions (i.e., intuitive, fast, automatic processing mode). Data collection started with an AC where assessors provided ratings of assessees, and an online survey of assessees' supervisors who rated their job performance...
July 30, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30035550/how-role-jugglers-maintain-relationships-at-home-and-at-work-a-gender-comparison
#13
Lieke L Ten Brummelhuis, Jeffrey H Greenhaus
We examined how demands and resources in a role relate to the quality of relationships in another role. In Study 1, 26 cohabiting dual-earner couples reported on five consecutive days about their work demands and work resources, emotional support they provided to the spouse, and relationship quality among family members. Dyadic data analysis revealed that husbands' work demands were negatively related to family relationship quality through reduced emotional support provided to their wives. Wives' work resources were positively related family relationship quality through enhanced emotional support provided to their husbands...
July 23, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30024198/too-many-sheep-in-the-flock-span-of-control-attenuates-the-influence-of-ethical-leadership
#14
Chase E Thiel, Jay H Hardy, David R Peterson, David T Welsh, Julena M Bonner
There has been growing interest in ethical leadership from both scholars and practitioners because of the positive effects that ethical leaders can have on their subordinates. These benefits come not only from ethical leaders acting as moral exemplars, but also from the tendency for ethical leaders to forge high-quality social exchange relationships with subordinates that help to establish expectations for appropriate conduct and ensure accountability through reciprocal obligation. However, the act of developing and maintaining strong social exchange relationships is resource intensive and requires considerable personal investment from ethical leaders...
July 19, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30024197/gender-productivity-gap-among-star-performers-in-stem-and-other-scientific-fields
#15
Herman Aguinis, Young Hun Ji, Harry Joo
We examined the gender productivity gap in science, technology, engineering, mathematics, and other scientific fields (i.e., applied psychology, mathematical psychology), specifically among star performers. Study 1 included 3,853 researchers who published 3,161 articles in mathematics. Study 2 included 45,007 researchers who published 7,746 articles in genetics. Study 3 included 4,081 researchers who published 2,807 articles in applied psychology and 6,337 researchers who published 3,796 articles in mathematical psychology...
July 19, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/30024196/transactive-memory-systems-in-context-a-meta-analytic-examination-of-contextual-factors-in-transactive-memory-systems-development-and-team-performance
#16
Daniel G Bachrach, Kyle Lewis, Youngsang Kim, Pankaj C Patel, Michael C Campion, Sherry M B Thatcher
Research on transactive memory systems (TMS) has been conducted in a variety of teams, a range of task types and increasingly, in settings around the world. Despite this proliferation, there has been relative inattention to contextual factors that produce TMS and explain heterogeneity in the TMS to team performance relationship. TMS studies are typically conducted in homogeneous settings (i.e., teams located in a single country) and often with sources of potential variation (i.e., environmental volatility, leadership, team human capital, and diversity) in TMS development controlled...
July 19, 2018: Journal of Applied Psychology
https://www.readbyqxmd.com/read/29963898/central-tendency-and-matched-difference-approaches-for-assessing-interrater-agreement
#17
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
#18
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
#19
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
#20
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
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