1. Resolving Ethical Issues 1.01 Misuse of Psychologists’ Work 1.02 Conflicts Between Ethics and Law, Regulations, or Other Governing Legal Authority 1.03 Conflicts Between Ethics and Organizational Demands 1.04 Informal Resolution of Ethical Violations 1.05 Reporting Ethical Violations 1.06 Cooperating With Ethics Committees 1.07 Improper Complaints 1.08 Unfair Discrimination Against Complainants and Respondents

Ethical Principles of Psychologists and Code of Conduct

The crisis caused by the COVID-19 virus has far-reaching effects in the field of education, as schools were closed in March 2020 in many countries around the world. In this article, we present and discuss the School Barometer, a fast survey (in terms of reaction time, time to answer and dissemination time) that was conducted in Germany, Austria and Switzerland during the early weeks of the school lockdown to assess and evaluate the current school situation caused by COVID-19. Later, the School Barometer was extended to an international survey, and some countries conducted the survey in their own languages. In Germany, Austria and Switzerland, 7116 persons participated in the German language version: 2222 parents, 2152 students, 1949 school staff, 655 school leaders, 58 school authority and 80 members of the school support system. The aim was to gather, analyse and present data in an exploratory way to inform policy, practice and further research. In this article, we present some exemplary first results and possible implications for policy, practice and research. Furthermore, we reflect on the strengths and limitations of the School Barometer and fast surveys as well as the methodological options for data collection and analysis when using a short monitoring survey approach. Specifically, we discuss the methodological challenges associated with survey data of this kind, including challenges related to hypothesis testing, the testing of causal effects and approaches to ensure reliability and validity. By doing this, we reflect on issues of assessment, evaluation and accountability in times of crisis.

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COVID-19 and schooling: evaluation, assessment and accountability in times of crises-reacting quickly to explore key issues for policy, practice and research with the school barometer.

This paper reports the most comprehensive meta-analytic examination of the relationship between leadership and both followers’ creative and innovative performance. Specifically, we examined 13 lead...

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Leadership, creativity and innovation: a meta-analytic review

Who are the most engaged at work? A meta-analysis of personality and employee engagement

Computer self-efficacy, learning performance, and the mediating role of learning engagement

Previous research has shown that virtuous leader behavior in the form of benevolent leadership has considerable impact on employee creativity. However, little is known as to how and under what conditions these constructs are linked. In the current research, we proposed and tested a moderated mediation model positing leader–member exchange (LMX) as a mediator, and employee power-distance orientation as a moderator of this relationship. Two studies were conducted to test our hypothesized model. In Study 1, repeated measured data collected from 284 Chinese employees in an information technology company demonstrated that benevolent leadership had a lagged effect on LMX. In Study 2, analyses of multisource and lagged data from 391 Chinese employees in 42 research and development teams, and their direct supervisors indicated that benevolent leadership was positively related to supervisor-rated employee creativity via LMX. In addition, the relationship between benevolent leadership and LMX was stronger for employees high in power-distance orientation. Theoretical implications of benevolent leadership’s research and practical contributions concerning promoting creativity in organizations where benevolent leaders prevail are also discussed.

How is benevolent leadership linked to employee creativity? The mediating role of leader–member exchange and the moderating role of power distance orientation.

Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self salience to job performance

Growing evidence on the predictive validity of vocational interests for job performance calls for greater consideration of interest assessment in organizations. However, a consensus on the fundamental dimensions of interests that are aligned with the contemporary world of work is still lacking. In the current research, we developed an organizing framework of vocational interests and empirically validated an 8-dimension model (SETPOINT: Health Science, Creative Expression, Technology, People, Organization, Influence, Nature, and Things). We propose that interests are structured hierarchically, with preferences for specific work activities at the lowest level (assessed using interest items), basic interests for homogeneous classes of activities at the intermediate level (assessed using basic interest scales), and broad-band interest dimensions describing general tendencies of individuals to be drawn to or motivated by broad types of work environments at the top. To derive broad-band interest dimensions, it is necessary to base it on a comprehensive range of content-specific basic interest constructs. In Study 1, we conducted an extensive review of existing basic interest scales and developed a new assessment of basic interests with 41 homogeneous scales across two samples. In Study 2, we demonstrated the structural validity of the proposed dimensional model using second-order confirmatory factor analysis and exploratory structural equation modeling with a large, diverse sample of working adults and supported its predictive validity for occupational membership in new and traditional sectors of work. We discuss implications from the current findings for building interest theory, using interest assessment for organizational research, and evaluating interest structure with appropriate methods. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Toward a dimensional model of vocational interests.

A growing volume of research has used polynomial regression analysis (PRA) to examine congruence effects in a broad range of organizational phenomena. However, conclusions from congruence studies, even ones using the same theoretical framework, vary substantially. We argue that conflicting findings from congruence research can be attributable to several methodological artifacts, including measurement error, collinearity among predictors, and sampling error. These methodological artifacts can significantly affect the estimation accuracy of PRA and undermine the validity of conclusions from primary studies as well as meta-analytic reviews of congruence research. We introduce two alternative methods that address this concern by modeling congruence within a latent variable framework: latent moderated structural equations (LMS) and reliability-corrected single-indicator LMS (SI-LMS). Using a large-scale simulation study with 6,322 conditions and close to 1.9 million replications, we showed how methodological artifacts affected the performance of PRA, specifically, its (un)biasedness, precision, Type I error rate, and power in estimating linear, quadratic, and interaction effects. We also demonstrated the substantial advantages of LMS and SI-LMS compared with PRA in providing accurate and precise estimates, particularly under undesirable conditions. Based on these findings, we discuss how these new methods can help researchers find more consistent effects and draw more meaningful theoretical conclusions in future research. We offer practical recommendations regarding study design, model selection, and sample size planning. In addition, we provide example syntax to facilitate the application of LMS and SI-LMS in congruence research. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Qi Zhang

Papers

How is benevolent leadership linked to employee creativity? The mediating role of leader–member exchange and the moderating role of power distance orientation.

Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self salience to job performance

Toward a dimensional model of vocational interests.

Modeling congruence in organizational research with latent moderated structural equations.