Showing papers in "Journal of Applied Psychology in 2017"
TL;DR: How theory development and testing began in the mid-20th century and dominated the academic literature until the turn of the century is explained and 21st century interest in the psychology of staying (rather than leaving) and attitudinal trajectories in predicting turnover is tracked.
Abstract: We review seminal publications on employee turnover during the 100-year existence of the Journal of Applied Psychology. Along with classic articles from this journal, we expand our review to include other publications that yielded key theoretical and methodological contributions to the turnover literature. We first describe how the earliest papers examined practical methods for turnover reduction or control and then explain how theory development and testing began in the mid-20th century and dominated the academic literature until the turn of the century. We then track 21st century interest in the psychology of staying (rather than leaving) and attitudinal trajectories in predicting turnover. Finally, we discuss the rising scholarship on collective turnover given the centrality of human capital flight to practitioners and to the field of human resource management strategy. (PsycINFO Database Record
431 citations
TL;DR: This review of research on job attitudes addresses a rich panoply of topics related to the daily flow of affect, the complexity of personal motives and dispositions, and the complex interplay of attitude objects and motivation in shaping behavior.
Abstract: Over the past 100 years, research on job attitudes has improved in the sophistication of methods and in the productive use of theory as a basis for fundamental research into questions of work psychology. Early research incorporated a diversity of methods for measuring potential predictors and outcomes of job attitudes. Over time, methods for statistically assessing these relationships became more rigorous, but the field also became narrower. In recent years, developments in theory and methodology have reinvigorated research, which now addresses a rich panoply of topics related to the daily flow of affect, the complexity of personal motives and dispositions, and the complex interplay of attitude objects and motivation in shaping behavior. Despite these apparent changes, a review of the concepts and substantive arguments that underpin this literature have remained remarkably consistent. We conclude by discussing how we expect that these major themes will be addressed in the future, emphasizing topics that have proven to be enduring guides for understanding the ways that people construe and react to their appraisals of their work. (PsycINFO Database Record
332 citations
TL;DR: The authors review the evolution of team research over the past century with a particular focus on that which has appeared in this journal, and chronicle the shift from a focus on individuals within teams, or on individual versus team comparisons, to afocus on the team itself and larger systems of teams.
Abstract: Work groups are a vital link between individuals and organizations. Systematic psychological research on the nature and effects of work groups dates back at least to the Hawthorne studies of the 1920s and 1930s. Yet little to none of this work appeared in the Journal of Applied Psychology until the 1950s when groups were treated primarily as foils against which to compare the performance of individuals. From the 1990s to the present, the volume of research and the nature of topics addressing work group/teams expanded significantly. The authors review the evolution of team research over the past century with a particular focus on that which has appeared in this journal. They chronicle the shift from a focus on individuals within teams, or on individual versus team comparisons, to a focus on the team itself and larger systems of teams. They describe the major outcomes studied within this literature, and how they relate to the nature of team tasks and structures. Further, the authors consider the roles of team members' characteristics and composition, and team dynamics in terms of processes and emergent states. They close with a call for future research that models dynamic team relationships in context and as they operate in complex systems. (PsycINFO Database Record
298 citations
TL;DR: The overall conclusion is that JAP's role in this literature has not been to propose models and new ideas, but has been primarily to test ideas and models proposed elsewhere.
Abstract: We review 100 years of research on performance appraisal and performance management, highlighting the articles published in JAP, but including significant work from other journals as well. We discuss trends in eight substantive areas: (1) scale formats, (2) criteria for evaluating ratings, (3) training, (4) reactions to appraisal, (5) purpose of rating, (6) rating sources, (7) demographic differences in ratings, and (8) cognitive processes, and discuss what we have learned from research in each area. We also focus on trends during the heyday of performance appraisal research in JAP (1970-2000), noting which were more productive and which potentially hampered progress. Our overall conclusion is that JAP's role in this literature has not been to propose models and new ideas, but has been primarily to test ideas and models proposed elsewhere. Nonetheless, we conclude that the papers published in JAP made important contribution to the filed by addressing many of the critical questions raised by others. We also suggest several areas for future research, especially research focusing on performance management. (PsycINFO Database Record
296 citations
TL;DR: The timeline of training and development research in JAP from 1918 to the present is reviewed in order to elucidate the critical trends and advances that define each decade and describe how the focus of research has shifted over time.
Abstract: Training and development research has a long tradition within applied psychology dating back to the early 1900s. Over the years, not only has interest in the topic grown but there have been dramatic changes in both the science and practice of training and development. In the current article, we examine the evolution of training and development research using articles published in the Journal of Applied Psychology (JAP) as a primary lens to analyze what we have learned and to identify where future research is needed. We begin by reviewing the timeline of training and development research in JAP from 1918 to the present in order to elucidate the critical trends and advances that define each decade. These trends include the emergence of more theory-driven training research, greater consideration of the role of the trainee and training context, examination of learning that occurs outside the classroom, and understanding training's impact across different levels of analysis. We then examine in greater detail the evolution of 4 key research themes: training criteria, trainee characteristics, training design and delivery, and the training context. In each area, we describe how the focus of research has shifted over time and highlight important developments. We conclude by offering several ideas for future training and development research. (PsycINFO Database Record
269 citations
TL;DR: Dramatic increases in sophistication are shown from early research focusing on personnel issues associated with World War I to contemporary multilevel models and meta-analyses on teams, shared leadership, leader-member exchange, gender, ethical, abusive, charismatic, and transformational leadership.
Abstract: Although in the early years of the Journal leadership research was rare and focused primarily on traits differentiating leaders from nonleaders, subsequent to World War II the research area developed in 3 major waves of conceptual, empirical, and methodological advances: (a) behavioral and attitude research; (b) behavioral, social-cognitive, and contingency research; and (c) transformational, social exchange, team, and gender-related research. Our review of this work shows dramatic increases in sophistication from early research focusing on personnel issues associated with World War I to contemporary multilevel models and meta-analyses on teams, shared leadership, leader-member exchange, gender, ethical, abusive, charismatic, and transformational leadership. Yet, many of the themes that characterize contemporary leadership research were also present in earlier research. (PsycINFO Database Record
269 citations
TL;DR: Results suggest that leadership training is substantially more effective than previously thought, leading to improvements in reactions, learning, transfer, and results, and the strength of these effects differs based on various design, delivery, and implementation characteristics.
Abstract: 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. In doing so, we estimate the effectiveness of leadership training across four criteria (reactions, learning, transfer, and results; Kirkpatrick, 1959) using only employee data and we examine 15 moderators of training design and delivery to determine which elements are associated with the most effective leadership training interventions. Data from 335 independent samples suggest that leadership training is substantially more effective than previously thought, leading to improvements in reactions (δ = .63), learning (δ = .73), transfer (δ = .82), and results (δ = .72), the strength of these effects differs based on various design, delivery, and implementation characteristics. Moderator analyses support the use of needs analysis, feedback, multiple delivery methods (especially practice), spaced training sessions, a location that is on-site, and face-to-face delivery that is not self-administered. Results also suggest that the content of training, attendance policy, and duration influence the effectiveness of the training program. Practical implications for training development and theoretical implications for leadership and training literatures are discussed. (PsycINFO Database Record
264 citations
TL;DR: This work organizes the work motivation literature over the last century using a meta-framework that clusters theories, findings, and advances in the field according to their primary focus on motives, traits, and motivation orientations or features of the job, work role, and broader environment.
Abstract: Work motivation is a topic of crucial importance to the success of organizations and societies and the well-being of individuals. We organize the work motivation literature over the last century using a meta-framework that clusters theories, findings, and advances in the field according to their primary focus on (a) motives, traits, and motivation orientations (content); (b) features of the job, work role, and broader environment (context); or (c) the mechanisms and processes involved in choice and striving (process). Our integrative review reveals major achievements in the field, including more precise mapping of the psychological inputs and operations involved in motivation and broadened conceptions of the work environment. Cross-cutting trends over the last century include the primacy of goals, the importance of goal striving processes, and a more nuanced conceptualization of work motivation as a dynamic, goal-directed, resource allocation process that unfolds over the related variables of time, experience, and place. Across the field, advances in methodology and measurement have improved the match between theory and research. Ten promising directions for future research are described and field experiments are suggested as a useful means of bridging the research-practice gap. (PsycINFO Database Record
263 citations
TL;DR: A big picture perspective on work design research is taken and five key work design perspectives that map onto distinct historical developments are identified that build connections across the clusters and it is argued that there is scope for further integration.
Abstract: In this article we take a big picture perspective on work design research. In the first section of the paper we identify influential work design articles and use scientific mapping to identify distinct clusters of research. Pulling this material together, we identify five key work design perspectives that map onto distinct historical developments: (a) sociotechnical systems and autonomous work groups, (b) job characteristics model, (c) job demands-control model, (d) job demands-resources model, and (e) role theory. The grounding of these perspectives in the past is understandable, but we suggest that some of the distinction between clusters is convenient rather than substantive. Thus we also identify contemporary integrative perspectives on work design that build connections across the clusters and we argue that there is scope for further integration. In the second section of the paper, we review the role of Journal of Applied Psychology (JAP) in shaping work design research. We conclude that JAP has played a vital role in the advancement of this topic over the last 100 years. Nevertheless, we suspect that to continue to play a leading role in advancing the science and practice of work design, the journal might need to publish research that is broader, more contextualized, and team-oriented. In the third section, we address the impact of work design research on: applied psychology and management, disciplines beyond our own, management thinking, work practice, and national policy agendas. Finally, we draw together observations from our analysis and identify key future directions for the field. (PsycINFO Database Record
250 citations
TL;DR: It is demonstrated 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 W FC, and when limiting samples to men andWomen who held the same job.
Abstract: 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.e., time-, strain-, vs. behavior-based), and when limiting samples to men and women who held the same job. To better understand the relationship between gender and WFC, we engaged in theory-testing of mediating mechanisms based on commonly invoked theoretical perspectives. We found evidence in support of the rational view, no support for the sensitization and male segmentation perspectives, and partial support for the asymmetrical domain permeability model. Finally, we build theory by seeking to identify omitted mediators that explain the relationship between gender and work-interference-with-family, given evidence that existing theoretically specified mechanisms are insufficient to explain this relationship. Overall, we find more evidence for similarity rather than difference in the degree of WFC experienced by men and women. (PsycINFO Database Record
238 citations
TL;DR: The article traces the history of the 2 constructs though JAP has been far more important for climate than culture research, and summarizes and comment on the major theory and research achievements in each period.
Abstract: We review the literature on organizational climate and culture paying specific attention to articles published in the Journal of Applied Psychology (JAP) since its first volume in 1917. The article traces the history of the 2 constructs though JAP has been far more important for climate than culture research. We distinguish 4 main periods: the pre-1971 era, with pioneering work on exploring conceptualization and operationalizations of the climate construct; the 1971-1985 era, with foundational work on aggregation issues, outcome-focused climates (on safety and service) and early writings on culture; the 1986-1999 era, characterized by solidification of a focused climate approach to understanding organizational processes (justice, discrimination) and outcomes (safety, service) and the beginnings of survey approaches to culture; and the 2000-2014 era, characterized by multilevel work on climate, climate strength, demonstrated validity for a climate approach to outcomes and processes, and the relationship between leadership and climate and culture. We summarize and comment on the major theory and research achievements in each period, showing trends observed in the literature and how JAP has contributed greatly to moving research on these constructs, especially climate, forward. We also recommend directions for future research given the current state of knowledge. (PsycINFO Database Record
TL;DR: This study identifies 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.
Abstract: 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. We tested our hypotheses using data gathered from 72 work teams and 354 individual members from 11 information and technology firms in China using a multiple-source, time-lagged research design. We found that the positive relationship between leader humility and team information sharing was significant and positive only within teams with a low power distance value. In addition, leader humility was negatively related to team psychological safety in teams with a high power distance value, whereas the relationship was positive yet nonsignificant in teams with low power distance. Furthermore, team information sharing and psychological safety were both significantly related to team creativity. We discuss theoretical and practical implications for leadership and work teams. (PsycINFO Database Record
TL;DR: A review of the history of stress research in JAP by tracking word frequencies from 606 abstracts of published articles in the journal suggests that articles have increasingly tended to reflect broader events occurring in society such as recessions and workforce changes.
Abstract: In various forms, research on stress and well-being has been a part of the Journal of Applied Psychology (JAP) since its inception. In this review, we examine the history of stress research in JAP by tracking word frequencies from 606 abstracts of published articles in the journal. From these abstracts, we define 3 eras: a 50 year-era from 1917 to 1966, a 30-year era from 1967 to 1996, and a 20-year era from 1997 to the present. Each era is distinct in terms of the number of articles published and the general themes of the topic areas examined. We show that advances in theory are a major impetus underlying research topics and the number of publications. Our review also suggests that articles have increasingly tended to reflect broader events occurring in society such as recessions and workforce changes. We conclude by offering ideas about the future of stress and well-being research. (PsycINFO Database Record
TL;DR: A high-level review of the key trends and developments in the application of applied psychology to the field of occupational safety, dating back to the mid-1800s, and identifies key conclusions and opportunities for future research.
Abstract: Starting with initiatives dating back to the mid-1800s, we provide a high-level review of the key trends and developments in the application of applied psychology to the field of occupational safety. Factory laws, basic worker compensation, and research on accident proneness comprised much of the early work. Thus, early research and practice very much focused on the individual worker, the design of their work, and their basic protection. Gradually and over time, the focus began to navigate further into the organizational context. One of the early efforts to broaden beyond the individual worker was a significant focus on safety-related training during the middle of the 20th century. Toward the latter years of the 20th century and continuing the move from the individual worker to the broader organizational context, there was a significant increase in leadership and organizational climate (safety climate) research. Ultimately, this resulted in the development of a multilevel model of safety culture/climate. After discussing these trends, we identify key conclusions and opportunities for future research. (PsycINFO Database Record
TL;DR: A definition of work–nonwork balance is proposed drawing from theory, empirical evidence from the review, and normative information about how balance should be defined about how it is defined to remedy concerns raised by the review.
Abstract: We review research on work-nonwork balance to examine the presence of the jingle fallacy-attributing different meanings to a single construct label-and the jangle fallacy-using different labels for a single construct. In 290 papers, we found 233 conceptual definitions that clustered into 5 distinct, interpretable types, suggesting evidence of the jingle fallacy. We calculated Euclidean distances to quantify the extent of the jingle fallacy and found high divergence in definitions across time and publication outlet. One exception was more agreement recently in better journals to conceptualize balance as unidimensional, psychological, and distinct from conflict and enrichment. Yet, over time many authors have committed the jangle fallacy by labeling measures of conflict and/or enrichment as balance, and disagreement persists even in better journals about the meanings attributed to balance (e.g., effectiveness, satisfaction). To examine the empirical implications of the jingle and jangle fallacies, we conducted meta-analyses of distinct operational definitions of balance with job, life, and family satisfaction. Effect sizes for conflict and enrichment measures were typically smaller than effects for balance measures, providing evidence of a unique balance construct that is not interchangeable with conflict and enrichment. To begin to remedy concerns raised by our review, we propose a definition of work-nonwork balance drawing from theory, empirical evidence from our review, and normative information about how balance should be defined. We conclude with a theory-based agenda for future research. (PsycINFO Database Record
TL;DR: This first meta-analytic investigation of the occupational sleep literature revealed that both sleep quality and sleep quantity associated negatively with workload and a number of health, attitudinal, and affective outcomes.
Abstract: Sleep has tremendous importance to organizations because of its relationship with employee performance, safety, health, and attitudes. Moreover, sleep is a malleable behavior that may be improved by individual and organizational changes. Despite the consequential and modifiable nature of sleep, little consensus exists regarding its conceptualization, and how the choice of conceptualization may impact relationships with organizational antecedents and outcomes. To offer a stronger foundation for future theory and research about employee sleep, this study calculated meta-analytic correlations of sleep quality and sleep quantity from 152 primary studies of sleep among workers in organizations. Analyses revealed that both sleep quality and sleep quantity associated negatively with workload and a number of health, attitudinal, and affective outcomes. Despite their conceptual similarity, notable differences existed in sleep quality and sleep quantity in terms of their relationships to many different correlates. Generally, the relationships between sleep quality and the examined correlates were stronger for variables that reflected perceptions. Moderator analyses showed that relationships between sleep quality and quantity may be affected by measurement method and the number of self-report items used, while there is little evidence of the effect of measurement time frame. Findings from this first meta-analytic investigation of the occupational sleep literature have implications for the development of theory about relationships between sleep and work, the measurement of sleep, the identification of organizational correlates of sleep, and the design of interventions intended to improve employee sleep. (PsycINFO Database Record
TL;DR: Results of an experimental field study indicated that participating in the job crafting intervention leads to strengths crafting, but only among older workers, but some types of job crafting interventions can indeed be an effective tool for increasing person–job fit of older workers.
Abstract: We introduce 2 novel types of job crafting-crafting toward strengths and crafting toward interests-that aim to improve the fit between one's job and personal strengths and interests. Based on Berg, Dutton, and Wrzesniewski (2013), we hypothesized that participating in a job crafting intervention aimed at adjusting the job to personal strengths and interests leads to higher levels of job crafting, which in turn will promote person-job fit. Moreover, we hypothesized that this indirect effect would be stronger for older workers compared with younger workers. Results of an experimental field study indicated that participating in the job crafting intervention leads to strengths crafting, but only among older workers. Strengths crafting was, in turn, positively associated with demands-abilities and needs-supplies fit. Unexpectedly, participating in the job crafting intervention did not influence job crafting toward interests and had a negative effect on crafting toward strengths among younger workers. However, our findings suggest that some types of job crafting interventions can indeed be an effective tool for increasing person-job fit of older workers. (PsycINFO Database Record
TL;DR: A comparison of organizational socialization and mentoring as processes for employee adjustment and development, the historical context that fueled the emergence of these two areas of study, and a chronological mapping of key foundations, trends, themes that emerged across time, and major milestones are reviewed.
Abstract: As part of the centennial celebration for the Journal of Applied Psychology, this article reviews the literature on organizational socialization and mentoring. Our review includes a comparison of organizational socialization and mentoring as processes for employee adjustment and development, the historical context that fueled the emergence of these two areas of study, and a chronological mapping of key foundations, trends, themes that emerged across time, and major milestones. Along the way, a special emphasis is placed on research published in the Journal of Applied Psychology and high impact work is highlighted. We conclude with a discussion of five areas for future research. Specifically, we outline ideas for bridging the socialization and mentoring literatures, better understanding and capturing dynamic processes across time, the development of multilevel theories and models, addressing causality, and considering the implications for organizational socialization and mentoring research based on how technology is changing the way we work. (PsycINFO Database Record
TL;DR: This article reviews 100 years of research on individual differences and their measurement, with a focus on research published in the Journal of Applied Psychology, and describes the evolution of the domain across the years and highlights major theoretical, empirical, and methodological developments.
Abstract: This article reviews 100 years of research on individual differences and their measurement, with a focus on research published in the Journal of Applied Psychology. We focus on 3 major individual differences domains: (a) knowledge, skill, and ability, including both the cognitive and physical domains; (b) personality, including integrity, emotional intelligence, stable motivational attributes (e.g., achievement motivation, core self-evaluations), and creativity; and (c) vocational interests. For each domain, we describe the evolution of the domain across the years and highlight major theoretical, empirical, and methodological developments, including relationships between individual differences and variables such as job performance, job satisfaction, and career development. We conclude by discussing future directions for individual differences research. Trends in the literature include a growing focus on substantive issues rather than on the measurement of individual differences, a differentiation between constructs and measurement methods, and the use of innovative ways of assessing individual differences, such as simulations, other-reports, and implicit measures. (PsycINFO Database Record
TL;DR: The authors proposed that entrepreneurs’ displayed passion in the introductory video for a crowdfunding project increases viewers’ experienced enthusiasm about the project, which then prompts them to contribute financially and to share campaign information via social-media channels, which facilitates campaign success.
Abstract: Crowdfunding is an emerging phenomenon that enables entrepreneurs to solicit financial contributions for new projects from mass audiences. Drawing on the elaboration likelihood model of persuasion and emotional contagion theory, the authors examined the importance of displayed entrepreneurial passion when seeking resources in a crowdfunding context. They proposed that entrepreneurs' displayed passion in the introductory video for a crowdfunding project increases viewers' experienced enthusiasm about the project (i.e., passion contagion), which then prompts them to contribute financially and to share campaign information via social-media channels. Such sharing further facilitates campaign success. In addition, the authors proposed that perceived project innovativeness strengthens the positive effect of displayed passion on social-media exposure and the funding amount a project garners. They first tested their hypotheses in 2 studies using a combination of survey and archival data from the world's 2 most popular crowdfunding platforms: Indiegogo (Study 1) and Kickstarter (Study 2). They then conducted an experiment (Study 3) to validate the proposed passion contagion process, and the effect of displayed entrepreneurial passion at the individual level. Findings from these 3 studies significantly supported their hypotheses. The authors discuss the theoretical and practical implications of their findings. (PsycINFO Database Record
TL;DR: The authors reconceptualize the workplace gossip construct and then develop a series of general-purpose English- and Chinese-language workplace gossip scales, demonstrating the construct validity, reliability, cross-cultural measurement invariance, and acceptable psychometric properties of the workplaces gossip scales.
Abstract: Despite decades of research from other academic fields arguing that gossip is an important and potentially functional behavior, organizational research has largely assumed that gossip is malicious talk. This has resulted in the proliferation of gossip items in deviance scales, effectively subsuming workplace gossip research into deviance research. In this paper, the authors argue that organizational research has traditionally considered only a very narrow subset of workplace gossip, focusing almost exclusively on extreme negative cases which are not reflective of typical workplace gossip behavior. Instead of being primarily malicious, typical workplace gossip can be either positive or negative in nature and may serve important functions. It is therefore recommended that workplace gossip be studied on its own, independent of deviance. To facilitate this, the authors reconceptualize the workplace gossip construct and then develop a series of general-purpose English- and Chinese-language workplace gossip scales. Using 8 samples (including qualitative, multisource, multiwave, and multicultural data), the authors demonstrate the construct validity, reliability, cross-cultural measurement invariance, and acceptable psychometric properties of the workplace gossip scales. Relationships are demonstrated between workplace gossip and a variety of other organizational variables and processes, including uncertainty, emotion validation, self-esteem, norm enforcement, networking, influence, organizational justice, performance, deviance, and turnover. Future directions in workplace gossip research are discussed. (PsycINFO Database Record
TL;DR: It is proposed that job insecurity increases workplace deviance and intentions to leave by encouraging employees to morally disengage, and the strength of the positive association between job insecurity, moral disengagement, and these outcomes is contingent upon 2 aspects of the situation—employees’ perceived employment opportunities outside the organization and the quality of the exchange relationship they have developed with their supervisors.
Abstract: This study examines why and when employees might respond to job insecurity by engaging in workplace deviance and developing intentions to leave-2 activities that are costly for organizations. Drawing on social exchange theory and the theory of moral disengagement, we propose that job insecurity increases workplace deviance and intentions to leave by encouraging employees to morally disengage. We further propose that the strength of the positive association between job insecurity, moral disengagement, and these outcomes is contingent upon 2 aspects of the situation-employees' perceived employment opportunities outside the organization and the quality of the exchange relationship they have developed with their supervisors (leader-member exchange, or LMX). Two time-lagged studies of Chinese workers provide support for the hypothesized 1st-stage moderated mediation model. Specifically, the indirect effect of job insecurity on organizational and interpersonal deviance and intentions to leave via moral disengagement was positive and significant when individuals had more employment opportunities or when LMX was lower but not when they had fewer employment opportunities or when LMX was higher. (PsycINFO Database Record
TL;DR: A timeline for the evolution of the career management and retirement literature is provided, major theoretical perspectives and findings are reviewed, and important future research directions are discussed.
Abstract: This article surveys 100 years of research on career management and retirement, with a primary focus on work published in the Journal of Applied Psychology. Research on career management took off in the 1920s, with most attention devoted to the development and validation of career interest inventories. Over time, research expanded to attend to broader issues such as the predictors and outcomes of career interests and choice; the nature of career success and who achieves it; career transitions and adaptability to change; retirement decision making and adjustment; and bridge employment. In this article, we provide a timeline for the evolution of the career management and retirement literature, review major theoretical perspectives and findings on career management and retirement, and discuss important future research directions. (PsycINFO Database Record
TL;DR: It is suggested that demands for high performance may elicit performance pressure—the subjective experience that employees must raise their performance efforts or face significant consequences and that anger mediates the effects of performance pressure on cheating behavior.
Abstract: [Correction Notice: An Erratum for this article was reported in Vol 103(1) of Journal of Applied Psychology (see record 2017-44052-001). In the article, the fit statistics in Study 3 were reported in error. The fit of the measurement model is: Χ²(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04. The fit of the SEM model is: Χ²(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04.] 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. Employees' perception of the need to raise performance paired with the potential for negative consequences is threatening and heightens self-protection needs. Driven by self-protection, employees experience anger and heightened self-serving cognitions, which motivate cheating behavior. A multistudy approach was used to test our predictions. Study 1 developed and provided validity evidence for a measure of cheating behavior. Studies 2 and 3 tested our predictions in time-separated field studies. Results from Study 2 demonstrated that anger mediates the effects of performance pressure on cheating behavior. Study 3 replicated the Study 2 findings, and extended them to show that self-serving cognitions also mediate the effects of performance pressure on cheating behavior. Implications of our findings for theory and practice are provided. (PsycINFO Database Record
TL;DR: A lens for examining change in the study of diversity over time is provided as well as a critical examination of the benefits and challenges associated with these changes, and a sharp picture of what gaps in knowledge exist and where future research should focus is offered.
Abstract: This article examines the evolution of diversity in the Journal of Applied Psychology. To begin, we explore foundations of the concept of diversity, including its appearance in both applied contexts and the scholarly literature. We then review the literature on diversity, including the development of its conceptualization and operationalizations over time, in the Journal and in the field of applied psychological science at large. We also examine the processes underlying the effects of diversity, and specific outcomes of diversity in organizations. To conclude, we offer a future research agenda that highlights diversity-related topics and issues important for advancing an understanding of diversity and moving the field forward, especially within the Journal. This work makes several contributions to research on diversity in organizations. First, we provide a lens for examining change in the study of diversity over time as well as a critical examination of the benefits and challenges associated with these changes. Second, we review the underlying mechanisms and key contextual influences on diversity effects in organizations. Third, our review examines the explanatory power of current diversity research and then uses this to develop a research agenda. By organizing the broad body of literature that exists on diversity, our article offers a sharp picture of what gaps in knowledge exist and where future research should focus. (PsycINFO Database Record
TL;DR: It is argued that relationships between authoritarian leadership and individual employee outcomes are mediated by perceived insider status, yet in different ways depending on work unit power distance climate and individual role breadth self-efficacy.
Abstract: Although authoritarian leadership is viewed pejoratively in the literature, in general it is not strongly related to important follower outcomes We argue that relationships between authoritarian leadership and individual employee outcomes are mediated by perceived insider status, yet in different ways depending on work unit power distance climate and individual role breadth self-efficacy Results from technology company employees in China largely supported our hypothesized model We observed negative indirect effects of authoritarian leadership on job performance, affective organizational commitment, and intention to stay among employees in units with relatively low endorsement of power distance, whereas the indirect relationships were not significant among employees in relatively high power distance units These conditional indirect effects of authoritarian leadership on performance and intention to stay were significantly stronger among employees with relatively high role breadth self-efficacy We discuss how the model and findings promote understanding of how, and under what circumstances, authoritarian leadership may influence followers' performance and psychological connections to their organizations (PsycINFO Database Record
TL;DR: A computational model of the multiple processes presumed to create the positive, negative, and null effects for self-efficacy is presented and a symbolic processing structure used during goal striving is added that explains the negative self- efficacy effect observed in recent studies.
Abstract: Self-efficacy, which is one's belief in one's capacity, has been found to both positively and negatively influence effort and performance. The reasons for these different effects have been a major topic of debate among social-cognitive and perceptual control theorists. In particular, the findings of various self-efficacy effects has been motivated by a perceptual control theory view of self-regulation that social-cognitive theorists' question. To provide more clarity to the theoretical arguments, a computational model of the multiple processes presumed to create the positive, negative, and null effects for self-efficacy is presented. Building on an existing computational model of goal choice that produces a positive effect for self-efficacy, the current article adds a symbolic processing structure used during goal striving that explains the negative self-efficacy effect observed in recent studies. Moreover, the multiple processes, operating together, allow the model to recreate the various effects found in a published study of feedback ambiguity's moderating role on the self-efficacy to performance relationship (Schmidt & DeShon, 2010). Discussion focuses on the implications of the model for the self-efficacy debate, alternative computational models, the overlap between control theory and social-cognitive theory explanations, the value of using computational models for resolving theoretical disputes, and future research and directions the model inspires. (PsycINFO Database Record
TL;DR: It is argued 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 as well as under low, rather than high, levels of transformational leadership.
Abstract: 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 the
TL;DR: Results indicate that women perceive more sex-based mistreatment in the workplace than men, and sex and race differences have mostly decreased over time, although for some forms of mistreatment, subgroup differences have increased over time.
Abstract: 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.e., mistreatment that explicitly targets a person's sex) in the workplace than men (δ = .46; k = 43), whereas women and men report comparable perceptions of all other forms of mistreatment (δ = .02; k = 300). Similarly, although racial minorities perceive more race-based mistreatment (i.e., mistreatment that explicitly targets a person's race) in the workplace than Whites (δ = .71; k = 18), results indicate smaller race differences in all other forms of workplace mistreatment (δ = .10; k = 61). Results also indicate that sex and race differences have mostly decreased over time, although for some forms of mistreatment, subgroup differences have increased over time. We conclude by offering explanations for the observed subgroup differences in workplace mistreatment and outline directions for future research. (PsycINFO Database Record
TL;DR: A hundred-year journey to examine how the science of cross-cultural industrial/organizational psychology and organizational behavior (CCIO/OB) has evolved, both in JAP and in the larger field is examined.
Abstract: In celebration of the anniversary of the Journal of Applied Psychology (JAP), we take a hundred-year journey to examine how the science of cross-cultural industrial/organizational psychology and organizational behavior (CCIO/OB) has evolved, both in JAP and in the larger field. We review broad trends and provide illustrative examples in the theoretical, methodological, and analytic advances in CCIO/OB during 4 main periods: the early years (1917-1949), the middle 20th century (1950-1979), the later 20th century (1980-2000), and the 21st century (2000 to the present). Within each period, we discuss key historical and societal events that influenced the development of the science of CCIO/OB, major trends in research on CCIO/OB in the field in general and JAP in particular, and important milestones and breakthroughs achieved. We highlight pitfalls in research on CCIO/OB and opportunities for growth. We conclude with recommendations for the next 100 years of CC IO/OB research in JAP and beyond. (PsycINFO Database Record