Ambiguity in advertised compensation: Recruiting implications of nominal compliance with pay transparency legislation.
Journal of Applied Psychology, Vol 109(4), Apr 2024, 599-609; doi:10.1037/apl0001165Pursuant to legislative mandates the proportion of job postings that include wage and salary information has rapidly increased. However, many organizations comply by advertising very broad salary ranges. Here, we examine how the width of a pay range influences prospective applicants’ perceptions. Although in other contexts people often exhibit a preference for vaguely specified gains, we draw from decision and signaling theories to hypothesize negative reactions to highly ambiguous pay ranges and test them in three preregistered experimen...
Source: Journal of Applied Psychology - November 30, 2023 Category: Psychiatry & Psychology Source Type: research
Beyond the first choice: The impact of being an alternate choice on social integration and feedback seeking.
Journal of Applied Psychology, Vol 109(4), Apr 2024, 587-598; doi:10.1037/apl0001163Existing work on newcomer adjustment and socialization typically assumes that selected employees are the first choice for a role or job. However, this is not always the case. To address this oversight, we introduce and examine the phenomenon of alternate choices: Employees who are selected for a role but perceive or discover that they were not the first choice. Drawing on social identity theory, we contend that alternate choices seek less feedback directly from others due to experiencing less social integration and examine whether leader in...
Source: Journal of Applied Psychology - November 30, 2023 Category: Psychiatry & Psychology Source Type: research
The chemistry between us: Illuminating complementarity patterns in interpersonal role-play assessment via moment-to-moment analyses.
This study uses the lens of interpersonal complementarity theory to advance our understanding of interpersonal dynamics in role-play assessment and their effects on assessor ratings. Ninety-six MBA students participated in four different flash role-plays as part of diagnosing their strengths and weaknesses. Apart from gathering assessor ratings and criterion measures, coders also conducted a fine-grained examination of how the behavior of the two interaction partners (i.e., MBA students and role-players) unfolded at the moment-to-moment level via the Continuous Assessment of Interpersonal Dynamics (CAID) measurement tool. ...
Source: Journal of Applied Psychology - November 30, 2023 Category: Psychiatry & Psychology Source Type: research
Do intelligent leaders differentiate exchange relationships intelligently? A functional leadership approach to leader-member exchange differentiation.
Journal of Applied Psychology, Vol 109(4), Apr 2024, 490-512; doi:10.1037/apl0001164The burgeoning literature on leader–member exchange (LMX) differentiation indicates that differentiating LMX relationships within groups has both benefits and costs when it comes to group effectiveness. Although some clarity is emerging surrounding the null total effect of LMX differentiation on group performance, we still know little about how leaders themselves shape the differentiation process. In this article, we extend theory to suggest that some leaders may differentiate more effectively than others. Drawing from functional leadersh...
Source: Journal of Applied Psychology - November 30, 2023 Category: Psychiatry & Psychology Source Type: research
Give them a fishing rod, if it is not urgent: The impact of help type on support for helpers’ leadership.
Journal of Applied Psychology, Vol 109(4), Apr 2024, 551-572; doi:10.1037/apl0001155Taking a follower’s perspective on leadership and contributing to the new research stream on behaviors conducive to its emergence, we examined how distinct types of instrumental (task focused) helping—autonomy- versus dependency-helping—affected recipients’ support for their helpers’ leadership. Based on the literature on employees’ needs for autonomy and mastery, combined with the empowering nature of autonomy-helping, we reasoned that autonomy- (vs. dependency-) helping typically signals greater benevolence toward recipients, ...
Source: Journal of Applied Psychology - November 16, 2023 Category: Psychiatry & Psychology Source Type: research
Convergence of collaborative behavior in virtual teams: The role of external crises and implications for performance.
Journal of Applied Psychology, Vol 109(4), Apr 2024, 469-489; doi:10.1037/apl0001133Organizations have increasingly relied on virtual teams (VTs). For VTs to succeed, the collaborative behavior of team members plays an important role. Drawing from the open systems theory and using a phenomenon-driven approach, we investigate the dynamic pattern of collaborative behavior convergence among members of VTs (i.e., the emergence of collaborative behavior consensus) and its relationship with VT performance. Moreover, we investigate the differential influence of external crises, exemplified by key dynamic facets of the COVID-19 cr...
Source: Journal of Applied Psychology - November 2, 2023 Category: Psychiatry & Psychology Source Type: research
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.
Journal of Applied Psychology, Vol 109(4), Apr 2024, 573-586; doi:10.1037/apl0001148We used threshold theory to investigate the relationship between employee ownership and financial misdeeds. In particular, we theorized that monitoring and incentive benefits of employee ownership coupled with longer term orientation are two primary theoretical drivers for decreasing the incidence of financial misdeeds in employee-owned firms. Using a sample of 388 investment firms representing 3,421 firm-year observations between 2000 and 2015, we found that employee ownership has an inverted-J-shaped relationship with organizational finan...
Source: Journal of Applied Psychology - October 26, 2023 Category: Psychiatry & Psychology Source Type: research
Designing pareto-optimal selection systems for multiple minority subgroups and multiple criteria.
Journal of Applied Psychology, Vol 109(4), Apr 2024, 513-533; doi:10.1037/apl0001145Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing PO selection systems to situations involving multiple criteria and multiple minority groups (i.e., multiobjective PO selection systems). We fi...
Source: Journal of Applied Psychology - October 26, 2023 Category: Psychiatry & Psychology Source Type: research
Promoting inclusive recruiting and selection into military training schools: Admission waivers versus retesting.
Journal of Applied Psychology, Vol 109(3), Mar 2024, 415-436; doi:10.1037/apl0001147There is high-level interest in diversifying workforces, which has led organizations—including the U.S. Armed Forces—to reevaluate recruiting and selection practices. The U.S. Coast Guard (USCG) has encountered particular difficulties in diversifying its workforce, and it relies mainly on the Armed Services Vocational Aptitude Battery (ASVAB) for assigning active-duty recruits to one of 19 specialized training schools. When recruits’ scores fall below ASVAB entrance standards, the USCG sometimes offers admission waivers. Alternatively...
Source: Journal of Applied Psychology - October 19, 2023 Category: Psychiatry & Psychology Source Type: research
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.
Journal of Applied Psychology, Vol 109(3), Mar 2024, 386-401; doi:10.1037/apl0001154Decades of negotiations research has emphasized the importance of having alternatives. Negotiators with high-value outside offers tend to have greater power and claim higher values in the focal negotiation. We extend this line of work by proposing that the source of alternatives—that is, who negotiators receive an alternative offer from—can significantly shape their negotiation behavior and outcomes. Specifically, we examine how negotiators’ behavior changes when they face a counterpart who has an offer from their rival. Four studies ...
Source: Journal of Applied Psychology - October 19, 2023 Category: Psychiatry & Psychology Source Type: research
Sorry to ask but … how is apology effectiveness dependent on apology content and gender?
Journal of Applied Psychology, Vol 109(3), Mar 2024, 339-361; doi:10.1037/apl0001128While it is well understood that the content included in an apology matters, what constitutes an effective apology may differ depending on the gender of the person delivering it. In this article, we test competing theoretical perspectives (i.e., role congruity theory and expectancy violation theory [EVT]) about the relative effectiveness of apologies that include language that conforms (or not) with the gender stereotypes ascribed to the apologizer. Results of four studies supported an EVT perspective and showed that apologies were perceive...
Source: Journal of Applied Psychology - October 19, 2023 Category: Psychiatry & Psychology Source Type: research
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.
Journal of Applied Psychology, Vol 109(3), Mar 2024, 307-338; doi:10.1037/apl0001144The purpose of this research is to demonstrate how using natural language processing (NLP) on narrative application data can improve prediction and reduce racial subgroup differences in scores used for selection decisions compared to mental ability test scores and numeric application data. We posit there is uncaptured and job-related constructs that can be gleaned from applicant text data using NLP. We test our hypotheses in an operational context across four samples (total N = 1,828) to predict selection into Officer Training School in the...
Source: Journal of Applied Psychology - October 19, 2023 Category: Psychiatry & Psychology Source Type: research
The validity of general cognitive ability predicting job-specific performance is stable across different levels of job experience.
Journal of Applied Psychology, Vol 109(3), Mar 2024, 437-455; doi:10.1037/apl0001150Decades of research in industrial–organizational psychology have established that measures of general cognitive ability (g) consistently and positively predict job-specific performance to a statistically and practically significant degree across jobs. But is the validity of g stable across different levels of job experience? The present study addresses this question using historical large-scale data across 31 diverse military occupations from the Joint-Service Job Performance Measurement/Enlistment Standards Project (N = 10,088). Across a...
Source: Journal of Applied Psychology - October 16, 2023 Category: Psychiatry & Psychology Source Type: research
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.
Journal of Applied Psychology, Vol 109(3), Mar 2024, 362-385; doi:10.1037/apl0001139To date, the unethical pro-organizational behavior (UPB) literature has been guided by a prosocial perspective, which argues that people engage in UPB primarily to benefit the employers with whom they identify and have a positive social exchange. According to this perspective, employees who are characteristically self-interested are less likely to engage in UPB. However, recent evidence suggests self-interest may play a larger role in motivating UPB than originally theorized. To clarify this controversy, we offer two different, but not nece...
Source: Journal of Applied Psychology - October 16, 2023 Category: Psychiatry & Psychology Source Type: research
Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.
Journal of Applied Psychology, Vol 109(3), Mar 2024, 456-467; doi:10.1037/apl0001146Performance appraisal (PA) is used for various organizational purposes and is vital to human resources practices. Despite this, current estimates of PA reliability are low, leading to decades of criticism regarding the use of PA in organizational contexts. In this article, we argue that current meta-analytical interrater reliability (IRR) coefficients are underestimates and do not reflect the reliability of interest to most practitioners and researchers—the reliability of an employee’s direct supervisor. To establish the reliability of ...
Source: Journal of Applied Psychology - October 12, 2023 Category: Psychiatry & Psychology Source Type: research
