Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.
Individuals chronically vary in the extent to which they think about the past, present, and future. This individual difference—temporal focus—relates to a variety of work and life outcomes including affective well-being, job performance, and career success. Although it has been proposed that people can simultaneously focus on the past, present, and future (Lewin, 1943), tests of this idea within the organizational sciences remain scarce, with scholars instead focusing on the independent predictions of each aspect of temporal focus. As such, contradictory findings exist regarding the benefits of each dimension. In an ef...
Source: Journal of Applied Psychology - October 7, 2021 Category: Psychiatry & Psychology Source Type: research
Inclined but less skilled? Disentangling extraversion, communication skill, and leadership emergence.
Individual extraversion is considered to be one of the most consistent predictors of leadership emergence according to meta-analytic support, but inconsistent empirical results indicate that their relationship may be more nuanced than scholars have concluded. We propose two key reasons for why the extraversion–emergence relationship has yielded inconsistent results. First, we challenge one of the fundamental theoretical assumptions regarding why extraverts emerge as leaders, namely, that extraverts have high levels of communication skill. Drawing on the personality literature, we argue that rather than being inextricably...
Source: Journal of Applied Psychology - October 7, 2021 Category: Psychiatry & Psychology Source Type: research
Risqué business? Interpersonal anxiety and humor in the #MeToo era.
Interpersonal anxiety (i.e., the fear of negative consequences from interacting with someone) may be more prominent in post-#MeToo organizations when interacting with someone of a different gender. Initial exchanges may particularly trigger this anxiety, obfuscating key organizational decisions such as hiring. Given humor’s positive, intrapersonal stress-reduction effects, we propose that humor also reduces interpersonal anxiety. In three mixed-methods experiments with hiring managers, we examined the effects of applicant and evaluator gender (i.e., same-/mixed-gender dyad), positive applicant humor (i.e., a pun), and co...
Source: Journal of Applied Psychology - October 7, 2021 Category: Psychiatry & Psychology Source Type: research
Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.
We report findings from a daily-survey study (N = 145 persons) in which we examined if self-regulatory processes predict disengagement from undesirable habits and engagement in more desirable alternative behaviors. Multilevel path analysis showed that day-specific implementation intentions and day-specific vigilant monitoring were negatively related to day-specific habitual behavior and positively related to day-specific alternative behaviors, both in the morning and in the afternoon. Analysis of follow-up data (N = 126 persons) showed that change in habit strength was stable over a 2-month period, suggesting that implemen...
Source: Journal of Applied Psychology - October 7, 2021 Category: Psychiatry & Psychology Source Type: research
I know how I feel but do I know how you feel? Investigating metaperceptions to advance relationship-based leadership approaches.
Although Leader–Member Exchange (LMX) theory suggests that leaders and followers see their relationship similarly as a function of repeated role exchanges, empirical research has found only modest levels of agreement between leader and follower LMX ratings. This is not only problematic theoretically, it also brings up the question as to whether leader–follower dyad members are even aware of the lack of convergence of their relationship perceptions. To explore this issue, we draw from social psychology research on close relationships to introduce the construct of LMX metaperceptions (i.e., a person’s inference of how ...
Source: Journal of Applied Psychology - October 4, 2021 Category: Psychiatry & Psychology Source Type: research
Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.
Although gender has been identified as an important antecedent in workplace mistreatment research, empirical research has shown mixed results. Drawing on role congruity theory, we propose an interactive effect of gender and bottom-line mentality on being the target of mistreatment. Across two field studies, our results showed that whereas women experienced more mistreatment when they had higher levels of bottom-line mentality, men experienced more mistreatment when they had lower levels of bottom-line mentality. In another field study, using round-robin survey data, we found that team gender composition influenced the degr...
Source: Journal of Applied Psychology - October 4, 2021 Category: Psychiatry & Psychology Source Type: research
Are you sick? Understanding the effects of coworker presenteeism on workplace mistreatment.
As organizations across the United States resume activities even as the novel coronavirus endures, millions of employees could come into contact with sick coworkers and become exposed to the 2019 novel coronavirus (COVID-19). Unfortunately, little is known about how sick individuals might be treated at work. Because working with a sick coworker may simultaneously evoke concerns about oneself and one’s ailing colleague, we propose dual mechanisms of self-concern and coworker-orientation to explain the relationship between coworker presenteeism (i.e., a coworker attends work while ill) and interpersonal mistreatment. Acros...
Source: Journal of Applied Psychology - October 4, 2021 Category: Psychiatry & Psychology Source Type: research
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.
The coronavirus disease-2019 (COVID-19) pandemic has significantly impacted how businesses operate, creating high levels of uncertainty for organizational members. Drawing on social information processing and implicit leadership theories, we developed and tested a model that explains how middle managers’ perceptions of CEO narcissism shape their perceived uncertainty in the workplace, particularly when COVID-19 threatens a firm’s survival and growth. Managers’ sense of uncertainty leads to their engagement in uncertainty-based coping responses, including laissez-faire leadership (i.e., escape coping) and impression m...
Source: Journal of Applied Psychology - October 4, 2021 Category: Psychiatry & Psychology Source Type: research
The ties that cope? Reshaping social connections in response to pandemic distress.
The COVID-19 pandemic introduced unprecedented challenges for individuals in organizations to maintain their interpersonal connections, which are critical for resource exchange. Because prior research has focused on how networks gradually evolve over time, there is little insight into how an exogenous shock, such as the pandemic, would reshape informal ties among colleagues that comprise their social networks. Drawing upon the optimal matching theory of social support, we develop a psychological perspective on how individuals recalibrate their social ties to enable coping with the uncertainty and anxiety introduced by the ...
Source: Journal of Applied Psychology - October 4, 2021 Category: Psychiatry & Psychology Source Type: research
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.
Contemporary organizations commonly use self-managing teams to structure work as a way to achieve competitive advantage. Although diversity on visible demographic characteristics—such as gender—is a critical determinant of team functioning, our knowledge about when and how gender diversity affects performance in self-managing teams is still nascent. Building upon the integration-and-learning perspective and recent developments in the information and decision-making approach on diversity, we investigate when (team learning goal orientation as a contingency factor) and how (shared leadership as a structural mediating mec...
Source: Journal of Applied Psychology - September 30, 2021 Category: Psychiatry & Psychology Source Type: research
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.
This research extends the group engagement model (GEM) to examine how fairness judgments implicate both organizational-level and individual-level outcomes, including patient health and satisfaction (i.e., patient health outcomes) and employee health. Based on the social identity arguments of the GEM, we argue that fair career advancement procedures at the organizational level and experiences of discrimination at the individual level are indicators of identity-based evaluations of fairness. Utilizing annual staff survey data from the National Health Service (NHS) in the U.K. (n = 147 hospitals with n = 60,602 employees), we...
Source: Journal of Applied Psychology - September 30, 2021 Category: Psychiatry & Psychology Source Type: research
The role of justice perceptions in formal and informal university technology transfer.
We extend organizational justice theory by investigating the justice perceptions of academic entrepreneurs regarding interactions with their universities. We assess how these justice perceptions influence the propensity of academic entrepreneurs to engage in different forms of commercialization, as well as the moderating role of entrepreneurial identity and prosocial motivation. We test our predictions using data from 1,329 academic entrepreneurs at 25 major U.S. research universities. Our results indicate that organizational justice is positively associated with intentions to engage in formal (i.e., sanctioned) technology...
Source: Journal of Applied Psychology - September 30, 2021 Category: Psychiatry & Psychology Source Type: research
A meta-analytic review of identification at work: Relative contribution of team, organizational, and professional identification.
Research on social identification in organizations is diverse and evolving. As focus has shifted to the effects of multiple identities, there is a need to further define relationships between the three primary work identification targets (i.e., team, organization, and profession) and outcomes, specifically as to how each identification target explains variance in outcomes simultaneously. We meta-analytically test the relationship between each identification target and fifteen attitudes, three behaviors, and five general well-being variables at work with 483 studies and 557 independent samples (N = 179,442). We then provide...
Source: Journal of Applied Psychology - September 30, 2021 Category: Psychiatry & Psychology Source Type: research
The nonlinear relationship between atypical applicant experience and hiring: The red flags perspective.
Hiring managers regularly encounter job applicants with atypical levels of experience across several common domains—For example, occupational experience, general work experience, educational experience, and life experience. Surprisingly, few large-scale studies have investigated how hiring managers respond to applicants with atypical experience for the job, leaving a substantial lacuna in our knowledge. The primary goal of the present study is to examine the association between relative under- and over-experience in the aforementioned domains and the likelihood of applicants being subsequently interviewed and eventually ...
Source: Journal of Applied Psychology - September 30, 2021 Category: Psychiatry & Psychology Source Type: research
Organizational political affiliation and job seekers: If I don’t identify with your party, am I still attracted?
Political divisions appear to be relatively frequent in today’s world. Indeed, individuals on opposing sides of these divisions often view each other very negatively. The present multi-study investigation contributes to the nascent literature on organizational political affiliation by examining how job seekers view organizations with political affiliations, a practice that is becoming more prevalent. Studies 1 and 2 indicated that many job seekers are aware of organizations’ political affiliations or stances, and that they often considered these affiliations and stances during recent job searches. For example, nearly o...
Source: Journal of Applied Psychology - September 30, 2021 Category: Psychiatry & Psychology Source Type: research
