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Journal of Applied Psychology

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https://www.readbyqxmd.com/read/28933912/more-is-less-learning-but-not-relaxing-buffers-deviance-under-job-stressors
#1
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
#2
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
#3
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
#4
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
#5
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/28836800/does-college-alcohol-consumption-impact-employment-upon-graduation-findings-from-a-prospective-study
#6
Peter A Bamberger, Jaclyn Koopmann, Mo Wang, Mary Larimer, Inbal Nahum-Shani, Irene Geisner, Samuel B Bacharach
Although scholars have extensively studied the impact of academic and vocational factors on college students' employment upon graduation, we still know little as to how students' health-related behaviors influence such outcomes. Focusing on student alcohol use as a widely prevalent, health-related behavior, in the current study, we examined the employment implications of student drinking behavior. Drawing from literature examining the productivity effects of drinking and research on job search, we posited that modal quantity and frequency of alcohol consumption, as well as the frequency of heavy episodic drinking (HED) adversely impact the probability of employment upon graduation...
August 24, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28836799/leadership-and-member-voice-in-action-teams-test-of-a-dynamic-phase-model
#7
Crystal I C Farh, Gilad Chen
Voice is an important way that members contribute to effective team functioning. And yet, the existing literature provides divergent guidance as to how leaders can promote member voice in action teams-a dynamic team context where eliciting voice may be difficult, due to different task demands encountered in the preparation and action phases of task performance, among members who may have little history of working together. Drawing on the employee voice and team leadership literatures, we focus on three leader behaviors-directing, coaching, and supporting-and employ a functional leadership perspective to assess whether certain leader behaviors enhance voice in one phase of the performance episode versus the other...
August 24, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28805427/on-the-relative-importance-of-individual-level-characteristics-and-dyadic-interaction-effects-in-negotiations-variance-partitioning-evidence-from-a-twins-study
#8
Hillary Anger Elfenbein, Noah Eisenkraft, Jared R Curhan, Lisabeth F DiLalla
Negotiations are inherently dyadic. Negotiators' individual-level characteristics may not only make them perform better or worse in general, but also may make them particularly well- or poorly-suited to negotiate with a particular counterpart. The present research estimates the extent to which performance in a distributive negotiation is affected by (a) the negotiators' individual-level characteristics and (b) dyadic interaction effects that are defined by the unique pairings between the negotiators and their counterparts...
August 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28805426/detecting-and-differentiating-the-direction-of-change-and-intervention-effects-in-randomized-trials
#9
Todd E Bodner, Paul D Bliese
Calls continue for randomized interventions in organizational settings. In many cases, however, practical constraints require researchers to use 2-wave randomized pretest-posttest control group designs. We discuss the importance of randomized trials for theory development with a focus on analytic options for 2-wave designs. Our discussion has implications for both designing studies and interpreting results. We review 23 published work and organizational health psychology intervention studies and find that a majority of studies featured a statistical model known to have low statistical power relative to other options...
August 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28805425/cheating-under-pressure-a-self-protection-model-of-workplace-cheating-behavior
#10
Marie S Mitchell, Michael D Baer, Maureen L Ambrose, Robert Folger, Noel F Palmer
Workplace cheating behavior is unethical behavior that seeks to create an unfair advantage and enhance benefits for the actor. Although cheating is clearly unwanted behavior within organizations, organizations may unknowingly increase cheating as a byproduct of their pursuit of high performance. We theorize that as organizations place a strong emphasis on high levels of performance, they may also enhance employees' self-interested motives and need for self-protection. We suggest that demands for high performance may elicit performance pressure-the subjective experience that employees must raise their performance efforts or face significant consequences...
August 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28805424/the-dark-side-of-subjective-value-in-sequential-negotiations-the-mediating-role-of-pride-and-anger
#11
William J Becker, Jared R Curhan
Scholars who study negotiation increasingly recognize the importance of social context, seeing negotiations not merely as 1-shot interactions but as influenced by what came before. Under this longitudinal conceptualization of negotiation, a number of recent studies demonstrate that social psychological outcomes from prior negotiations are positively related to economic performance in subsequent negotiations when negotiating repeatedly with the same counterpart. In this report, we investigate a counterexample in the context of "sequential negotiations," which we define as multiple negotiation sessions that occur within a short time frame but facing different counterparts in each session...
August 14, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28795823/correction-to-sun-and-chen-2017
#12
(no author information available yet)
Reports an error in "Is Political Behavior a Viable Coping Strategy to Perceived Organizational Politics? Unveiling the Underlying Resource Dynamics" by Shuhua Sun and Huaizhong Chen (Journal of Applied Psychology, Advanced Online Publication, May 22, 2017, np). Table 1 contained a formatting error. Correlation coefficient values in the last four cells of column 6 were misplaced with correlation coefficient values in the last four cells of column 7. All versions of this article have been corrected. (The following abstract of the original article appeared in record 2017-22542-001...
August 10, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749157/disentangling-the-relationship-between-gender-and-work-family-conflict-an-integration-of-theoretical-perspectives-using-meta-analytic-methods
#13
Kristen M Shockley, Winny Shen, Michael M DeNunzio, Maryana L Arvan, Eric A Knudsen
Implicit in many discussions of work-family issues is the idea that managing the work-family interface is more challenging for women than men. We address whether this intuition is supported by the empirical data via a meta-analysis of gender differences in work-family conflict (WFC) based on more than 350 independent samples (N > 250,000 workers). Challenging lay perceptions, our results demonstrate that men and women generally do not differ on their reports of WFC, though there were some modest moderating effects of dual-earner status, parental status, type of WFC (i...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749156/employee-conscientiousness-agreeableness-and-supervisor-justice-rule-compliance-a-three-study-investigation
#14
Jason L Huang, Russell Cropanzano, Andrew Li, Ping Shao, Xin-An Zhang, Yuhui Li
Researchers have paid limited attention to what makes organizational authority figures decide to treat their employees either justly or unjustly. Drawing from the actor-focused model of justice, as well as the stereotype content model, we argue that employee conscientiousness and agreeableness can impact the extent to which supervisors adhere to normative rules for distributive, procedural, informational, and interpersonal justice, as a result of supervisors' evaluations of their employees' effort and their liking of the employees...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749155/assisting-upon-entry-helping-type-and-approach-as-moderators-of-how-role-conflict-affects-newcomer-resource-drain
#15
Peter A Bamberger, Dvora Geller, Etti Doveh
We extend recent research on the costs and benefits of helping to help providers by asking whether and under what conditions newcomer help giving may amplify or mitigate the role-conflict-based resource drain such individuals may experience in the context of their initial socialization. Drawing from conservation of resources (COR) theory, we propose that whether providing assistance to peers enhances or weakens newcomer help providers' resilience to such conflict-based resource drain (i.e., exhaustion) depends on both the type of help given (instrumental vs...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749154/rude-color-glasses-the-contaminating-effects-of-witnessed-morning-rudeness-on-perceptions-and-behaviors-throughout-the-workday
#16
Andrew Woolum, Trevor Foulk, Klodiana Lanaj, Amir Erez
Using an experimental experience sampling design, we investigate how witnessing morning rudeness influences workers' subsequent perceptions and behaviors throughout the workday. We posit that a single exposure to rudeness in the morning can contaminate employees' perceptions of subsequent social interactions leading them to perceive greater workplace rudeness throughout their workday. We expect that these contaminated perceptions will have important ramifications for employees' work behaviors. In a 10-day study of 81 professional and managerial employees, we find that witnessed morning rudeness leads to greater perceptions of workplace rudeness throughout the workday and that those perceptions, in turn, predict lower task performance and goal progress and greater interaction avoidance and psychological withdrawal...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749153/leadership-training-design-delivery-and-implementation-a-meta-analysis
#17
Christina N Lacerenza, Denise L Reyes, Shannon L Marlow, Dana L Joseph, Eduardo Salas
Recent estimates suggest that although a majority of funds in organizational training budgets tend to be allocated to leadership training (Ho, 2016; O'Leonard, 2014), only a small minority of organizations believe their leadership training programs are highly effective (Schwartz, Bersin, & Pelster, 2014), calling into question the effectiveness of current leadership development initiatives. To help address this issue, this meta-analysis estimates the extent to which leadership training is effective and identifies the conditions under which these programs are most effective...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749152/when-fellow-customers-behave-badly-witness-reactions-to-employee-mistreatment-by-customers
#18
M Sandy Hershcovis, Namita Bhatnagar
In 3 experiments, we examined how customers react after witnessing a fellow customer mistreat an employee. Drawing on the deontic model of justice, we argue that customer mistreatment of employees leads witnesses (i.e., other customers) to leave larger tips, engage in supportive employee-directed behaviors, and evaluate employees more positively (Studies 1 and 2). We also theorize that witnesses develop less positive treatment intentions and more negative retaliatory intentions toward perpetrators, with anger and empathy acting as parallel mediators of our perpetrator- and target-directed outcomes, respectively...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749151/on-the-boundary-conditions-of-effort-losses-and-effort-gains-in-action-teams
#19
Joachim H├╝ffmeier, Michael Filusch, Jens Mazei, Guido Hertel, Andreas Mojzisch, Stefan Krumm
While people's willingness to work hard can be reduced in teams (i.e., effort losses in teams as compared with individual work), it is less recognized that teamwork can also stimulate additional efforts (i.e., effort gains). Building on and extending existing theory, we (a) suggest an integration of these two research streams, and (b) provide evidence for team-related effort gains in action teams. In a first study, we tested our predictions by reanalyzing a field data set of 302,576 swimming performances in individual and relay races (Neugart & Richiardi, 2013)...
July 27, 2017: Journal of Applied Psychology
https://www.readbyqxmd.com/read/28749150/positive-and-negative-assessment-center-feedback-in-relation-to-development-self-efficacy-feedback-seeking-and-promotion
#20
Nikolaos Dimotakis, Deb Mitchell, Todd Maurer
In this field study we examined both positive and negative developmental feedback given in managerial assessment centers in relation to employees' self-efficacy for their ability to improve their relevant skills assessed in the centers, the extent to which they sought subsequent feedback from others at work, and the career outcome of being promoted to a higher level position within the organization. We found that feedback was related to self-efficacy for improvement which was in turn positively related to feedback seeking, which was positively linked to the career outcome of promotion (e...
July 27, 2017: Journal of Applied Psychology
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