How employees learn to speak up from their leaders: Gender congruity effects in the development of voice self-efficacy.
Voice—or the expression of ideas, concerns, or opinions on work issues by employees—can help organizations thrive. However, we highlight that men and women differ in their voice self-efficacy, or the personal confidence in formulating and articulating work-related viewpoints. Such differences, we argue, can impede women’s voice from emerging at work. Drawing on social cognitive theory (SCT), we propose that women tend to develop greater voice self-efficacy and thereby speak up more when they have the opportunity to observe female rather than male leaders speak up. Hence, we point to the potential absence of women lea...
Source: Journal of Applied Psychology - July 15, 2021 Category: Psychiatry & Psychology Source Type: research
It’s not only what you do, but why you do it: How managerial motives influence employees’ fairness judgments.
Although past research demonstrates that perceived fairness leads to many benefits, it also tends to assume that fairness flows almost exclusively from justice adherence. We instead reason that when employees form fairness judgments, they consider not only the extent to which supervisors adhere to justice but also why supervisors do so. In particular, our work outlines three distinct theoretical pathways to fairness. Supervisory justice motives affect fairness judgments via supervisors’ justice rule adherence (behavioral) and via employees’ attributed motives (attributional), such that prosocial (self-interest) motives...
Source: Journal of Applied Psychology - July 1, 2021 Category: Psychiatry & Psychology Source Type: research
A multirater perspective on personality and performance: An empirical examination of the trait–reputation–identity model.
Organizational scientists have historically assessed personality via self-reports, but there is a growing recognition that personality ratings from observers offer superior prediction of job performance compared to targets’ self-reports. Yet, the origin of these differences remains unclear: do observers show predictive validity advantages (a) because they have a clearer lens into how targets’ thoughts, feelings, and desires translate to their behaviors (traits), (b) because they infer personality from how targets characteristically adapt their behaviors to situations (reputation), or (c) because they omit targets’ un...
Source: Journal of Applied Psychology - June 24, 2021 Category: Psychiatry & Psychology Source Type: research
Vocational interests and adverse impact: How attraction and selection on vocational interests relate to adverse impact potential.
The current research proposes to incorporate vocational interests into the study of adverse impact (i.e., differential hiring/selection rates between minority and majority groups in employment settings). In the context of high stakes testing (e.g., using cognitive and personality tests), we show how race gaps in vocational interests would correspond to differential rates of job attraction (the attraction process) and various personnel selection outcomes (the selection process), in patterns that are not always intuitive. Using findings from various meta-analyses, we construct a combined correlation matrix of race, vocationa...
Source: Journal of Applied Psychology - June 17, 2021 Category: Psychiatry & Psychology Source Type: research
Hot, cold, or both? A person-centered perspective on death awareness during the COVID-19 pandemic.
The COVID-19 pandemic—as an omnipresent mortality cue—heightens employees’ awareness of their mortality and vulnerability. Extant research has identified two distinct forms of death awareness: death anxiety and death reflection. Because researchers have exclusively examined death anxiety and death reflection as independent and unique variables across individuals while overlooking their interplay and co-existence within individuals, we know little about whether and why employees can have different combined experiences of two forms of death awareness over a certain period of time (e.g., during the pandemic), and how th...
Source: Journal of Applied Psychology - June 17, 2021 Category: Psychiatry & Psychology Source Type: research
Making daily decisions to work from home or to work in the office: The impacts of daily work- and COVID-related stressors on next-day work location.
To protect workers’ safety while gradually resuming on-site operations amid the COVID-19 pandemic, many organizations are offering employees the flexibility to decide their work location on a daily basis (i.e., whether to work from home or to work in the office on a particular day). However, little is known about what factors drive employees’ daily decisions to work from home versus office during the pandemic. Taking a social ecological perspective, we conceptualize employees’ daily choice of work location (home vs. office) as a way to cope with stressors they have encountered on the previous day, and conducted a dai...
Source: Journal of Applied Psychology - June 17, 2021 Category: Psychiatry & Psychology Source Type: research
Caring for their own: How firm actions to protect essential workers and CEO benevolence influenced stakeholder sentiment during the COVID-19 pandemic.
Whereas many workplaces shut down following the onset of the COVID-19 pandemic, many others in essential industries had to remain operational, thus exposing their employees to COVID-19’s inherent dangers. These firms were pressed to take immediate action to protect their employees’ safety and financial well-being. However, firms varied considerably in the degree to which they took action, and stakeholders appeared to take notice. Leveraging attribution theory, we build theory around the impact of firm actions to protect employee safety and compensation on stakeholder sentiment toward the firm. We further examined how f...
Source: Journal of Applied Psychology - June 17, 2021 Category: Psychiatry & Psychology Source Type: research
Exploring public sentiment on enforced remote work during COVID-19.
Due to the coronavirus disease 2019 (COVID-19) pandemic, many employees have been strongly encouraged or mandated to work from home. The present study sought to understand the attitudes and experiences of the general public toward remote work by analyzing Twitter data from March 30 to July 5 of 2020. We web scraped over 1 million tweets using keywords such as “telework,” “work from home,” “remote work,” and so forth, and analyzed the content using natural language processing (NLP) techniques. Sentiment analysis results show generally positive attitudes expressed by remote work-related tweets, with minor dips du...
Source: Journal of Applied Psychology - June 17, 2021 Category: Psychiatry & Psychology Source Type: research
Search committee diversity and applicant pool representation of women and underrepresented minorities: A quasi-experimental field study.
The diversification of applicant pools constitutes an important step for broadening the participation of women and underrepresented minorities (URMs) in the workforce. The current study focuses on recruiting diverse applicant pools in an academic setting. We test strategies grounded in homophily theory to attract a diverse set of applicants for open faculty positions. Analysis of recruitment data (13,750 job applications) showed that women search committee chairs and greater percentages of women on search committees related to more women applicants and that URMs search chairs and a greater percentage of URM members on sear...
Source: Journal of Applied Psychology - June 10, 2021 Category: Psychiatry & Psychology Source Type: research
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.
Sexual harassment from customers is prevalent and costly to service employees and organizations, yet little is known about when and why customers harass. Based on a theoretical model of power in organizations, we propose that sexual harassment is a function of employees’ financial dependence on customers (i.e., tips) and deference to customers with emotional labor (“service with a smile”) jointly activating customer power. With a field survey study of tipped employees who vary in financial dependence and emotional display requirements (Study 1), and an online experiment that manipulates financial dependence and emoti...
Source: Journal of Applied Psychology - June 10, 2021 Category: Psychiatry & Psychology Source Type: research
From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.
The surge of opportunities available through the gig economy has increased the sizeable population of people who hold multiple jobs. Many of these multiple jobholders are full-time employees who have adopted side-hustles—income-generating work performed alongside full-time work. A core and ubiquitous feature of both full-time work and side-hustles is status, or membership in a social hierarchy. Although status has traditionally been investigated as an employee’s enduring position in the social hierarchy at their full-time job, employees with side-hustles hold two distinct work-related statuses: status in their full-tim...
Source: Journal of Applied Psychology - June 10, 2021 Category: Psychiatry & Psychology Source Type: research
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.
In this study, we address this gap by developing AVIs that use verbal, paraverbal, and nonverbal behaviors extracted from video interviews to assess Big Five personality traits. We developed and validated machine learning models within (using nested cross-validation) and across three separate samples of mock video interviews (total N = 1,073). Also, we examined their test–retest reliability in a fourth sample (N = 99). In general, we found that the AVI personality assessments exhibited stronger evidence of validity when they were trained on interviewer-reports rather than self-reports. When cross-validated in the other s...
Source: Journal of Applied Psychology - June 10, 2021 Category: Psychiatry & Psychology Source Type: research
Beyond targets and instigators: Examining workplace incivility in dyads and the moderating role of perceived incivility norms.
In the 2 decades since Andersson and Pearson (Academy of Management Review, 24, 452, 1999) suggested workplace incivility occurs in dyadic relationships between two employees, research has only studied incivility from the perspective of either the target or the instigator. In doing so, it implicitly treats experienced and instigated incivility as though they solely reflect (viz., dispositional and situational) characteristics of targets and instigators, ignoring that incivility is also attributable to the unique relationship between dyad members. The present study draws on the norm of reciprocity to examine workplace inciv...
Source: Journal of Applied Psychology - June 10, 2021 Category: Psychiatry & Psychology Source Type: research
A comprehensive examination of the cross-validity of pareto-optimal versus fixed-weight selection systems in the biobjective selection context.
The article presents evidence for the cross-validity potential of fixed-weight (FW) versus Pareto-Optimal (PO) selection systems in biobjective selection situations where both the goals of diversity and quality are valued and the importance of the goals is undecided a priori. The article extends previous research by also studying the cross-validity potential of selection systems in the practically most important sample-to-sample cross-validity scenario. We address three research questions: (a) Do different PO systems show comparable levels of relative (i.e., proportional) achievement upon cross-validation? (b) Do PO system...
Source: Journal of Applied Psychology - June 10, 2021 Category: Psychiatry & Psychology Source Type: research
Diversity climate, trust, and turnover intentions: A multilevel dynamic system.
Past research on employee trust and diversity climate is cross-sectional and often overlooks the distinction between overall unit climate and individual perceptions of climate. The current article addresses the complex relationship between trust and diversity climate, including directionality, evolution over time, multilevel characteristics, and influence on the critical outcome of turnover intentions. Using a novel, a multilevel analysis of cross-lagged panel data with latent interactions, we examined 6 years of data from 3,218 faculty members across 294 departments in a large U.S. university. We then (a) separated within...
Source: Journal of Applied Psychology - June 10, 2021 Category: Psychiatry & Psychology Source Type: research
