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Applied Psychology / International Review of Applied Psychology

Impact factor: 1.533 5-Year impact factor: 3.256 Print ISSN: 0269-994X Online ISSN: 1464-0597 Publisher: Wiley Blackwell (Blackwell Publishing)

Subject: Applied Psychology

Most recent papers:

  • Indirect Effects of Daily Self‐Control Demands on Subjective Vitality via Ego Depletion: How Daily Psychological Detachment Pays Off.
    L. Gombert, W. Rivkin, K.‐H. Schmidt.
    Applied Psychology / International Review of Applied Psychology. October 23, 2018
    --- - |2 The present study uses a within‐person approach to provide insights into day‐specific dynamics in the relation between self‐control demands at work and well‐being. Integrating arguments derived from the Limited Strength Model of Self‐Control and research on spillover processes, we develop and test a theoretical model of how the adverse effects of day‐specific self‐control demands at work may spill over to the home domain. Specifically, we propose ego depletion at home (an indicator of regulatory resource depletion) as a mediator linking self‐control demands on a given working day to reduced subjective vitality at home (an indicator of well‐being). Furthermore, we suggest that daily psychological detachment moderates this indirect relationship to the effect that high detachment prevents the spillover of the adverse effects of self‐control demands to the home domain. Results from our daily diary study across ten days (N = 86 employees) provide support for the proposed moderated mediation model, demonstrating that daily psychological detachment buffers the effect of self‐control demands on ego depletion, thereby disrupting the indirect effect of self‐control demands on subjective vitality at home. The study underlines the importance of within‐person approaches for examining the adverse effects of self‐control demands, and provides further evidence for the immediate resource‐replenishing benefits of daily detachment levels. - Applied Psychology, EarlyView.
    October 23, 2018   doi: 10.1111/apps.12172   open full text
  • Prime and Prejudice.
    Kayla Sergent, ,Alexander D. Stajkovic.
    Applied Psychology / International Review of Applied Psychology. October 22, 2018
    --- - |2 Drawing upon theoretical perspectives from applied and social psychology, sociology, and management literatures, we develop a conceptual model in which conscious and subconscious prejudice interact to cause work discrimination. We posit that consciously non‐prejudiced employees can face cognitive trade‐offs outside of awareness that stem from a contradictory pull of primed subconscious prejudice. This cognitive paradox can lead to unintended, automatic discriminatory behaviour. Understanding the interplay between conscious lack of prejudice and primed subconscious prejudice, ostensibly, has greater organisational implications than studying either one alone. This is because employees cannot effectively grapple with unintended work discrimination without a more complete understanding of mechanisms that trigger these behaviours without awareness. In this article, we fuse new and prior points to offer novel theory insights. - Applied Psychology, EarlyView.
    October 22, 2018   doi: 10.1111/apps.12166   open full text
  • Half a Century of Work–Nonwork Interface Research: A Review and Taxonomy of Terminologies.
    Mina Beigi, Melika Shirmohammadi, Lilian Otaye‐Ebede.
    Applied Psychology / International Review of Applied Psychology. October 22, 2018
    --- - |2 The extensive interest in the work‐nonwork interface over the years has allowed scholars from multiple disciplines to contribute to this literature and to shed light on how professional and personal lives are related. In this paper, we have identified 48 terminologies that describe the interface or relationship between work and nonwork, and have organised them into mature, intermediate, and immature categories according to their stage of development and theoretical grounding. We also provide a taxonomy that places work‐nonwork interface terminologies into a matrix of six cells based on two dimensions: (1) type of nonwork being narrow or broad; and (2) nature of the mutual impact of work and nonwork domains on one another, characterising the impact as negative, positive, or balanced. The type of nonwork dimension was informed by Frone’s () classification of employees’ lives into multiple subdomains; the mutual impact dimension was informed by frameworks that organised the literature in part by negative, positive, and balanced work‐nonwork interface constructs (e.g., Allen, ; Greenhaus & Allen, ). Theoretical contributions of the proposed taxonomy are discussed along with suggestions on important avenues for future research. - Applied Psychology, EarlyView.
    October 22, 2018   doi: 10.1111/apps.12168   open full text
  • Charting New Terrain in Work Design: A Study of Hybrid Work Characteristics.
    Jia Lin Xie, A.R. Elangovan, Jing Hu, Coreen Hrabluik.
    Applied Psychology / International Review of Applied Psychology. October 22, 2018
    --- - |2 Abstract Research on work design to date has focused on work characteristics associated primarily with one of three domains—task, social, or contextual. The present paper introduces a new concept—hybrid work characteristics—that refer to work characteristics which are not fully captured within any one of the three domains but possess features from more than one domain. We identify boundarylessness, multitasking, non‐work‐related interruptions, and demand for constant learning as hybrid work characteristics in the modern work environment. Furthermore, we theorise that boundarylessness, multitasking, and demand for constant learning carry both enriching and depleting potential, but non‐work‐related interruptions have only depleting potential. In our study, we developed instruments to assess the four work characteristics and tested their relationship with jobholders’ job satisfaction, occupational commitment, emotional exhaustion, and somatic health symptoms, through three independent studies (a total of 968 employees across a wide range of jobs). The results demonstrated convergent, predictive, and discriminant validity for the newly developed scales, and showed partial support for the prediction that boundarylessness and multitasking are beneficial as well as detrimental for jobholders and consistent support for the depleting potential inherent in non‐work‐related interruptions. We conclude with a discussion of how our exploration of hybrid work characteristics contributes to research on work design and management practices. - Applied Psychology, EarlyView.
    October 22, 2018   doi: 10.1111/apps.12169   open full text
  • Examining Cross‐Cultural Differences in Academic Faking in 41 Nations.
    Clemens B. Fell, Cornelius J. König.
    Applied Psychology / International Review of Applied Psychology. October 19, 2018
    --- - |2 Abstract This study examines cross‐cultural differences in students’ academic faking (indicated by claiming to have impossible knowledge about mathematical concepts) by relating data from the Programme for International Student Assessment (PISA) to the comprehensive cultural framework of the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project. Data of N = 233,428 students from 41 countries showed a substantial amount of variance in academic faking between cultures. Students’ academic faking was positively related to the cultural dimensions of gender egalitarianism, humane orientation, and in‐group collectivism. Additionally, the similarity between female and male students’ academic faking was slightly greater in more gender‐egalitarian cultures than in less gender‐egalitarian cultures. Thus, educational stakeholders (e.g., teachers, principals, and policy makers) should be made aware of cross‐cultural differences in academic faking because faking gives fakers an unfair advantage. This article is protected by copyright. All rights reserved. - Applied Psychology, Volume 0, Issue ja, -Not available-.
    October 19, 2018   doi: 10.1111/apps.12178   open full text
  • Personality traits and types in relation to career success: an empirical comparison using the big five.
    J.H. Semeijn, B.I.J.M van der Heijden, A. De Beuckelaer.
    Applied Psychology / International Review of Applied Psychology. October 15, 2018
    --- - |2 Abstract The purpose of this study is twofold: First, it discusses and derives personality types based on Big Five traits. Second, it compares their associations with career success. After deriving both a statistical and content‐wise meaningful two‐type solution referring to a resilient and a distressed profile, the explanatory value for both objective (i.e., promotions and income) and subjective career success (i.e., self‐reported career success and career satisfaction) is tested for both traits and types. For objective career success, only traits appeared to be relevant predictors. For subjective career success, types appeared to have explanatory value as well, next to traits. This study concludes with a short discussion of its implications and possible further research avenues This article is protected by copyright. All rights reserved. - Applied Psychology, Volume 0, Issue ja, -Not available-.
    October 15, 2018   doi: 10.1111/apps.12174   open full text
  • Contextualizing risk and building resilience: Returnee versus local entrepreneurs in China.
    Yipeng Liu.
    Applied Psychology / International Review of Applied Psychology. October 12, 2018
    --- - |2 Abstract Risk is a pivotal concept in entrepreneurship research, as entrepreneurs constantly face uncertainty, ambiguity, setbacks, and stressful situations. Attitudes toward risk vary contingent upon individual risk preferences and cultural influences. Building resilience is critical for entrepreneurs to overcome obstacles, deal with risk, and grow their ventures. By juxtaposing effectuation theory and resilience literature, we compare the perceptions of risk held by Chinese returnees and local entrepreneurs and their coping strategies in building resilience. Our research reveals two types of coping approaches, namely effectual coping and causal coping. This study contributes to the comparative international entrepreneurship literature by contextualizing the notion of risk held by entrepreneurs influenced by Eastern and Western cultures. Our study further contributes to the nascent literature on resilience in organizations by specifying the entrepreneurial occupational context and exploring the influence of cultures on resilience, and by identifying distinctive resilience‐building coping strategies based upon cultural influences and interpretations of risk. Furthermore, we suggest that resilience can constitute one micro‐foundation of effectuation theory in the context of entrepreneurship dealing with risk. This article is protected by copyright. All rights reserved. - Applied Psychology, Volume 0, Issue ja, -Not available-.
    October 12, 2018   doi: 10.1111/apps.12177   open full text
  • The Moderating Effect of Performance Feedback and the Mediating Effect of Self‐Set Goals on the Primed Goal‐Performance Relationship.
    Guy Itzchakov, Gary P. Latham.
    Applied Psychology / International Review of Applied Psychology. October 12, 2018
    --- - |2 Abstract The effect of feedback and a self‐set goal on the relationship between a goal primed in the subconscious and performance were examined in three laboratory experiments and one field experiment (n = 241, 465, 201, 74 respectively), using normative (bogus) and absolute feedback manipulations, and different performance tasks that were coded for both performance quality (i.e., creativity) and quantity. The hypothesis that providing feedback, a moderator in goal setting theory, amplifies the causal effect of a primed goal on performance was supported. Specifically, in experiment 1, participants were randomly assigned to a 2 (prime of effective vs. ineffective performance) x 3 (positive, negative, no feedback) factorial design. The primed goal for effective performance led to higher performance than the negative primed goal. In addition, feedback, regardless of its sign, increased both task and creative performance when a primed goal for effective performance was presented, but did not do so when the goal primed ineffective performance. This effect was replicated in two subsequent laboratory experiments which employed three primed goal conditions (effective/neutral/ineffective). In experiments 2 and 3, a consciously set goal, with no prompting by an experimenter, mediated the relationship between a primed goal and performance when feedback was provided. Experiment 4 provided a conceptual replication in a work setting, involving employees in a customer service department of a large communication company. Finally, a meta‐analysis of these four experiments indicated an average effect size of d = 0.36, 95% CI [0.23, 0.49] with no evidence of heterogeneity across the four experiments. These findings suggest that not only are subconscious goals a foundation for the difficulty level of consciously set goals, but in addition subconscious goals and conscious goals work together in affecting performance. This article is protected by copyright. All rights reserved. - Applied Psychology, Volume 0, Issue ja, -Not available-.
    October 12, 2018   doi: 10.1111/apps.12176   open full text
  • The Effects of US Presidential Elections on Work Engagement and Job Performance.
    James W. Beck, Winny Shen.
    Applied Psychology / International Review of Applied Psychology. October 12, 2018
    --- - |2 We predicted that presidential election results would spill over to influence the work domain. Individuals who voted for the winning candidate were expected to experience increased engagement, whereas individuals who voted for the losing candidate were expected to experience decreased engagement. We tested these predictions within the context of the 2016 US presidential election. Using a sample of 232 working Americans, work engagement and job performance were assessed one week prior to the election, the day after the election, and one week after the election. Contrary to our prediction, individuals who voted for Trump (the winning candidate) did not report increased work engagement, thereby providing no evidence of positive spillover. However, individuals who voted for Clinton (the losing candidate) were less engaged on the day after the election compared to baseline, demonstrating negative spillover. Downstream, work engagement was positively related to job performance. However, these effects were relatively short‐lived, as engagement returned to baseline levels within one week following the election. Our results suggest that elections can have important implications for work‐related outcomes. From a practical perspective we suggest that to the extent possible it may be prudent to avoid scheduling important work tasks for the days following presidential elections. - Applied Psychology, EarlyView.
    October 12, 2018   doi: 10.1111/apps.12167   open full text
  • Bouncing back from failure: Entrepreneurial resilience and the internationalization of subsequent ventures created by serial entrepreneurs.
    Esteban Lafuente, Yancy Vaillant, Ferran Vendrell‐Herrero, Emanuel Gomes.
    Applied Psychology / International Review of Applied Psychology. October 12, 2018
    --- - |2 Abstract This paper examines the impact over international propensity of past negative entrepreneurial experience for those who re‐enter into entrepreneurial activity; referred to as resilient serial entrepreneurs. We first hypothesize on the effects over entrepreneurial re‐entry that such negative past experience may have and highlight the link between the past entrepreneurial experience of resilient entrepreneurs and their subsequent propensity towards international markets. Building on insights from the generative experiential learning process of entrepreneurial activity and from cognition theories, we propose that resilient entrepreneurs who re‐enter business despite having faced negative entrepreneurial experiences in the past benefit from enriched cognitive schemas leading them to greater export propensity. The proposed hypotheses are tested on a unique sample drawn from a Spanish adult population survey. Results from the sequential deductive triangulation analysis reveal that practical experience is an essential prerequisite for entrepreneurial learning, and that the resilience of those with negative entrepreneurial experience induces the generative entrepreneurial learning especially suitable for subsequent internationally oriented ventures. This article is protected by copyright. All rights reserved. - Applied Psychology, Volume 0, Issue ja, -Not available-.
    October 12, 2018   doi: 10.1111/apps.12175   open full text
  • Power Imbalance and Employee Silence: The Role of Abusive Leadership, Power Distance Orientation, and Perceived Organisational Politics.
    Long W. Lam, Angela J. Xu.
    Applied Psychology / International Review of Applied Psychology. October 10, 2018
    --- - |2 Employee silence is a costly but omnipresent phenomenon in modern organisations. In this study, we focus on two forms of silence: defensive silence based on fear and acquiescent silence based on resignation. Given the power imbalance in supervisor–subordinate relationships, we hypothesise that abusive supervision is an antecedent of subordinates’ defensive silence and that a subordinate’s power distance orientation affects acquiescent silence. We investigate the interaction effects of abusive supervision and power distance orientation on these two types of silence. Perceived organisational politics may also aggravate such interactive effects. Based on data collected from 159 junior employees in China in two periods, we find that abusive supervision is associated with employee defensive silence and moderates high‐power‐distance employees’ tendency to engage in acquiescent silence. When perceiving high politics in the organisation, high‐power‐distance employees are more sensitive to abusive supervision and engage in more defensive silence. A highly political organisational context also accentuates abusive supervision’s moderating effect on the relation between employees’ power distance orientation and acquiescent silence. We conclude with theoretical and practical implications for the silence literature. - Applied Psychology, EarlyView.
    October 10, 2018   doi: 10.1111/apps.12170   open full text
  • Issue Information.

    Applied Psychology / International Review of Applied Psychology. September 26, 2018
    --- - - Applied Psychology, Volume 67, Issue 4, Page 587-588, October 2018.
    September 26, 2018   doi: 10.1111/apps.12115   open full text
  • Proactive Vitality Management, Work engagement, and Creativity: The Role of Goal Orientation.
    Arnold B. Bakker, Paraskevas Petrou, Emma M. Op den Kamp, Maria Tims.
    Applied Psychology / International Review of Applied Psychology. September 16, 2018
    --- - |2 Abstract This study tested the hypothesis that individuals can proactively manage their own energetic, affective, and cognitive resources in order to be creative at work. Building on proactivity and creativity literatures, we propose a theoretical model in which employees who proactively manage their vitality are more engaged in their work and show improved creative performance. We also tested the boundary conditions of this process. Participants were Dutch employees from various occupations who filled out a background questionnaire and five weekly surveys. The results of multilevel modeling analyses offered support for our model. Weekly proactive vitality management was positively related to changes in weekly creativity through changes in weekly work engagement. As predicted, learning goal orientation strengthened and performance goal orientation weakened the links between proactive vitality management and engagement, and between engagement and creativity. We discuss the theoretical contributions, and indicate how these findings can be used in daily working life. This article is protected by copyright. All rights reserved. - Applied Psychology, Volume 0, Issue ja, -Not available-.
    September 16, 2018   doi: 10.1111/apps.12173   open full text
  • Election Outcome and Tax Compliance: The Role of Political Party Affiliation, Affect Balance, and Trust in Government.
    Nicholas C. Hunt, Govind S. Iyer, Peggy Jimenez.
    Applied Psychology / International Review of Applied Psychology. September 07, 2018
    --- - |2 Abstract The present study examines partisan reactions to presidential election outcomes. Our model investigates the interactive role of political party affiliation on the relationship between identification with the winning party and affect balance. We subsequently examine how tax compliance intentions are influenced by this moderation relationship through affect balance and trust in government. We conducted a quasi‐experiment one week prior to the first mass 2016 presidential primary, where 12 of the 50 US states voted to decide which candidates would represent the Republican and Democratic parties in the 2016 US presidential election. Our sample consisted of 205 Republicans and Democrats. We manipulated press releases showing various presidential candidates winning the presidency to examine how matches / mismatches between partisans’ political party affiliation and the party winning the election influence citizens’ overall feelings, beliefs, and intentions. We find election outcomes generate significant overall positive or negative feelings (i.e., affect balance) among partisans, which influences beliefs about trust in government, and subsequently their tax compliance intentions. Political party moderates the relationship between election outcomes and affect balance in such a way that Democrats experience greater overall positive affect balance when their party wins the election compared to Republicans. - Applied Psychology, EarlyView.
    September 07, 2018   doi: 10.1111/apps.12165   open full text
  • Dark Motives and Elective Use of Brainteaser Interview Questions.
    Scott Highhouse, Christopher D. Nye, Don C. Zhang.
    Applied Psychology / International Review of Applied Psychology. September 07, 2018
    --- - |2 Brainteaser interview questions such as “Estimate how many windows are in New York” are just one example of aggressive interviewer behaviour that lacks evidence for validity and is unsettling to job applicants. This research attempts to shed light on the motives behind such behaviour by examining the relation between dark‐side traits and the perceived appropriateness of brainteaser interview questions. A representative sample of working adults (n = 736) was presented with a list of interview questions that were either traditional (e.g., “Are you a good listener?”), behavioural (e.g., “Tell me about a time when you failed”), or brainteaser in nature. Results of a multiple regression, controlling for interviewing experience and sex, showed that narcissism and sadism explained the likelihood of using brainteasers in an interview. A subsequent bifactor analysis showed that these dark traits shared a callousness general factor. A second longitudinal study of employed adults with hiring experience demonstrated that perspective‐taking partially mediated the relationship between this general factor and the perceived helpfulness and abusiveness of brainteaser interview questions. These results suggest that a callous indifference and a lack of perspective‐taking may underlie abusive behaviour in the employment interview. - Applied Psychology, EarlyView.
    September 07, 2018   doi: 10.1111/apps.12163   open full text
  • More than g: Evidence for the Incremental Validity of Performance‐Based Assessments for Predicting Training Performance.
    Christopher D. Nye, Oleksandr S. Chernyshenko, Stephen Stark, Fritz Drasgow, Henry L. Phillips, Jeffrey B. Phillips, Justin S. Campbell.
    Applied Psychology / International Review of Applied Psychology. August 30, 2018
    --- - |2 Abstract Past research has consistently shown that tests measuring specific cognitive abilities provide little if any incremental validity over tests of general mental ability when predicting performance on the job. In this study, we suggest that the seeming lack of incremental validity may have been due to the type of content that has traditionally been assessed. Therefore, we hypothesized that incremental validity can be obtained using specific cognitive abilities that are less highly correlated with g and are matched to the tasks performed on the job. To test this, we examined a recently developed performance‐based measure that assesses a number of cognitive abilities related to training performance. In a sample of 310 U.S. Navy student pilots, results indicated that performance‐based scores added sizable incremental validity to a measure of g. The significant increases in R2 ranged from .08 to .10 across criteria. Similar results were obtained after correcting correlations for range restriction, though the magnitude of incremental validity was slightly smaller (ΔR2 ranged from .05 to .07). This article is protected by copyright. All rights reserved. - Applied Psychology, Volume 0, Issue ja, -Not available-.
    August 30, 2018   doi: 10.1111/apps.12171   open full text
  • The Importance of Definitional and Temporal Issues in the Study of Resilience.
    David M. Fisher, Jennifer M. Ragsdale, Emily C.S. Fisher.
    Applied Psychology / International Review of Applied Psychology. August 23, 2018
    --- - |2 Despite recent interest in the topic of resilience in organisations, much work is still needed to advance our understanding of this important area of inquiry. With this in mind, the authors argue that the study of resilience would benefit from (1) greater definitional clarity and (2) explicit inclusion of temporal issues in theoretical conceptualisations of resilience. Based on a systematic review of the literature, we advocate for a concise definition of resilience, along with a heuristic framework intended to meaningfully categorise the various elements, features, and experiences implicated by the concept of resilience, including (a) adversity triggers, (b) resilience outcomes, (c) resilience mechanisms, and (d) resilience promoting factors. This is followed by a discussion of temporal issues in relation to each of the four categories above. Various propositions and recommendations for future research are also presented. - Applied Psychology, EarlyView.
    August 23, 2018   doi: 10.1111/apps.12162   open full text
  • Social Interaction and Internet‐Based Surveys: Examining the Effects of Virtual and In‐Person Proctors on Careless Response.
    Nicole M. Francavilla, Adam W. Meade, Amanda L. Young.
    Applied Psychology / International Review of Applied Psychology. August 23, 2018
    --- - |2 A lack of human interaction and environmental control in Internet‐based data collection have been suggested as possible antecedents of careless responding, which occurs when participants respond to survey items without regard for item content. To address these possible antecedents, this study investigated whether survey proctoring deterred careless response in an undergraduate sample by reducing environmental distractions. The study randomly assigned respondents to one of three proctoring conditions: remote online un‐proctored, remote online virtually proctored, and in‐person classroom proctored. Data quality was examined via nine careless response indicators. Analyses indicated that proctor presence had effects on a small number of careless response indicators. Virtually proctored participants performed better than un‐proctored participants on one of nine careless response indicators, and in‐person proctored participants performed better on two careless response indicators compared to un‐proctored participants. Environmental distraction fully mediated the relationship between in‐person proctor presence and self‐reported diligence. Implications for survey administration are discussed. - Applied Psychology, EarlyView.
    August 23, 2018   doi: 10.1111/apps.12159   open full text
  • Integrating Social Comparisons into Perceived Organisational Support (POS): The Construct of Relative Perceived Organisational Support (RPOS) and its Relationship with POS, Identification and Employee Outcomes.
    Irene Tsachouridi, Irene Nikandrou.
    Applied Psychology / International Review of Applied Psychology. August 22, 2018
    --- - |2 Incorporating the perspective of social comparison processes into the study of organisational support, we propose a new construct, namely, Relative Perceived Organisational Support (RPOS). This construct captures an employee’s global perceptions that the organisation supports him/her more than others. Further, we examine whether RPOS is an antecedent of POS, as well as the role of organisational identification in the RPOS‐POS relationship. Moreover, we examine the effects of RPOS on employee outcomes (intent to quit and willingness to support the organisation), investigating whether POS explains such effects. Our study incorporates three field studies; the first validated the measurement instrument (RPOS) and the other two tested our hypotheses. Our results indicated that RPOS is an antecedent of POS. Organisational identification plays an important role in such a relationship, mediating the effects of RPOS on POS and interacting with RPOS regarding the prediction of POS. Last, RPOS was found to be negatively related to intent to quit and positively related to willingness to support the organisation. According to our findings, POS fully mediated such effects. - Applied Psychology, EarlyView.
    August 22, 2018   doi: 10.1111/apps.12161   open full text
  • Advances in the Psychology of Workplace Coaching.
    Rebecca J. Jones, Gil Bozer.
    Applied Psychology / International Review of Applied Psychology. August 01, 2018
    --- - - Applied Psychology, Volume 67, Issue 4, Page 768-772, October 2018.
    August 01, 2018   doi: 10.1111/apps.12164   open full text
  • Do Co‐Worker Conflicts Enhance Daily Worries about Job Insecurity: A Diary Study.
    Mauricio E. Garrido Vásquez, Wolfgang Kälin, Kathleen Otto, Janne Sadlowski, Maria U. Kottwitz.
    Applied Psychology / International Review of Applied Psychology. July 30, 2018
    --- - |2 The long‐term negative consequences of job insecurity on employees' health and well‐being have been demonstrated by several studies, but there is very little evidence on the daily experience of job insecurity and on the factors that may influence it. Therefore, we investigated whether short‐term changes occur in the experience of job insecurity and whether these are influenced by daily co‐worker conflicts. We carried out a diary study, in which 66 employees answered a questionnaire over the course of five working days. We conducted a multilevel analysis in which we included co‐worker conflicts as a predictor, and type of contract, emotional stability, and aggregated job insecurity perceptions as control variables. Our results revealed that job insecurity varies on a daily level, and that 23 per cent of the variance could be explained at a within‐person level. Co‐worker conflicts were a significant positive predictor for perceived job insecurity in subsequent days after controlling for aggregated job insecurity perceptions at person level. Reversed causation was not found. Practical implications for organisations should focus on the promotion of positive social relations in the work environment in order to mitigate or avoid the negative consequences of social stressors in uncertain times. - Applied Psychology, EarlyView.
    July 30, 2018   doi: 10.1111/apps.12157   open full text
  • Remember the Children, Honey! Spouses' Gender‐Role Attitudes and Working Mothers' Work‐to‐Family Conflict.
    Rebekka S. Steiner, Franciska Krings, Bettina S. Wiese.
    Applied Psychology / International Review of Applied Psychology. July 23, 2018
    --- - |2 Work‐to‐family conflict (WFC) is a pressing issue for many working parents, in particular for working mothers, and hence, understanding the factors that contribute to WFC is important. We examined gender‐role attitudes as antecedents of working mothers' WFC, focusing on both working mothers' own and their husbands' gender‐role attitudes. Building on cognitive dissonance theory and crossover research, we assumed that working mothers who hold more traditional gender‐role attitudes or who live with a husband who holds more traditional gender‐role attitudes experience more WFC. Additionally, we assumed that the strength of these effects further depends on mothers' workload and the age of their children. We tested our hypotheses with several waves of recent data of 222 dual‐earner couples, drawn from a representative sample of the Swiss Household Panel. Results showed that working mothers experienced more WFC if they held more traditional gender‐role attitudes, but only if they had a high workload. Working mothers also experienced more WFC if their husbands held more traditional gender‐role attitudes, however, independently of mothers' workload or age of the children. These results suggest that both spouses' gender‐role attitudes influence working mothers' WFC, albeit in somewhat different ways.© 2018 International Association of Applied Psychology. - Applied Psychology, EarlyView.
    July 23, 2018   doi: 10.1111/apps.12160   open full text
  • Educated and Happy: A Four‐Year Study Explaining the Links Between Education, Job Fit, and Life Satisfaction.
    Remus Ilies, Jingxian Yao, Petru L. Curseu, Alyssa X. Liang.
    Applied Psychology / International Review of Applied Psychology. July 06, 2018
    --- - |2 Drawing on a bottom‐up theoretical perspective on life satisfaction, we developed and tested a model that specifies distinct paths from education to life satisfaction through three domain satisfactions (i.e., job, financial, and health satisfactions). Furthermore, we proposed explanatory mechanisms for each of these three paths (i.e., job fit, financial literacy, and proactive healthy behaviours). To test our hypotheses, we used a large probability sample comprising 3,011–9,669 individuals, from the Netherlands, who provided survey responses over four consecutive years. The results supported the hypothesised mediating mechanisms explaining the indirect relationship between education and job, financial, and health satisfactions. Findings also showed that each of these domain satisfactions independently predicts general life satisfaction. Overall, the study shows the importance of education for life satisfaction and highlights the importance of work (i.e., job fit and job satisfaction) for individuals' general subjective well‐being. - Applied Psychology, EarlyView.
    July 06, 2018   doi: 10.1111/apps.12158   open full text
  • The Dynamics of Internalised and Extrinsic Motivation in the Ethical Decision‐Making of Small Business Owners.
    Diana Onu, Lynne Oats, Erich Kirchler.
    Applied Psychology / International Review of Applied Psychology. May 15, 2018
    --- - |2 We investigate the ethical behaviour of small business owners by focusing on individuals' motivations to comply with tax obligations. In a study of 330 small business owners, we assess the role of internalised motivation to pay taxes versus extrinsic motivation in driving tax compliance. First, we find that internalised and extrinsic motivation have distinct predictors. Internalised motivation is related to strong personal moral norms to comply and a sense that the fiscal system is fair. Extrinsic motivation is related to perceptions that penalties are severe, that checks are likely, and is associated with a perceived lack of tax knowledge. Second, we find that, when considered together, internalised motivation but not extrinsic motivation predicts self‐reported tax compliance. Third, we test the undermining hypothesis by which the presence of extrinsic motivation may crowd out the positive effect of internalised motivation. We find evidence of a motivation crowding effect only at very high levels of extrinsic motivation. We discuss avenues for further integration of motivation theory in research on tax compliance behaviour, and more generally the study of regulatory compliance and ethical behaviour in business settings. - Applied Psychology, EarlyView.
    May 15, 2018   doi: 10.1111/apps.12151   open full text
  • Task Type and Resource Allocation Patterns in Multiple‐Task Self‐Regulation.
    Patrick D. Converse, Shelby‐Jo Ponto, Katrina P. Merlini, Michelle Thackray, Parth Desai, Michael C. Tocci, Michael S. Beverage.
    Applied Psychology / International Review of Applied Psychology. May 02, 2018
    --- - |2 Engaging in multiple tasks is a common and important issue in many achievement settings. This research examined task type (quantitative and qualitative) and resource allocation (time) trends in this context. Prior research has focused largely on quantitative tasks and general predictor‐allocation relationships, neglecting qualitative tasks and the potential for multiple distinct allocation trends. These issues were examined in two studies (N = 75 and N = 118) involving quantitative and qualitative tasks. Results indicated that over time participants reduced resource allocation to the qualitative task but not to the quantitative task. Both studies also revealed multiple distinct allocation trends in addition to these general patterns. These findings highlight the importance of examining different task types and exploring for multiple distinct trends underlying broader patterns in multiple task research. - Applied Psychology, EarlyView.
    May 02, 2018   doi: 10.1111/apps.12156   open full text
  • The Effect of a Majority Group's Orientation Toward Acculturation on a Minority Group's Feelings of National Identity.
    Halja Pilvisto, Aune Valk.
    Applied Psychology / International Review of Applied Psychology. April 27, 2018
    --- - |2 In the present study, 136 ethnic Russian students in Estonia read one of two fictitious scenarios about the results of a national survey. The first scenario led participants to believe that members of the majority group (Estonians) prefer minority groups to assimilate to the dominant, majority culture. The second scenario led participants to believe that the majority group prefers a multicultural orientation that values all cultural groups. After reading one of the two scenarios, participants completed measures of national identity and ethnic identity. Participants' responses revealed that the effect of the majority's acculturation orientation on feelings of national identity was moderated by the minority group's self‐identification and the strength of their ethnic identity. Specifically, the different acculturation scenarios produced different intensities of national identity, but only for persons who identified as monocultural or reported a high degree of ethnic identity. - Applied Psychology, EarlyView.
    April 27, 2018   doi: 10.1111/apps.12154   open full text
  • How and When Do Core Self‐Evaluations Predict Career Satisfaction? The Roles of Positive Goal Emotions and Occupational Embeddedness.
    Claudia Holtschlag, B. Sebastian Reiche, Aline D. Masuda.
    Applied Psychology / International Review of Applied Psychology. April 27, 2018
    --- - |2 We draw on theories of self‐verification and situational strength to examine how and when core self‐evaluations (CSE) predict career satisfaction. We tested our hypotheses using a time‐lagged study with 139 alumni of two business schools across three measurement waves. Results showed that compared to individuals with lower CSE those with higher CSE were more satisfied with their careers because they associated more positive emotions with pursuing their career goals. However, a high degree of occupational embeddedness attenuated the indirect effect of the CSE–career satisfaction relationship through positive goal emotions and compensated for low levels of positive goal emotions. We discuss theoretical and practical implications. - Applied Psychology, EarlyView.
    April 27, 2018   doi: 10.1111/apps.12153   open full text
  • Investigating the Role of Goal Orientation in Job Seekers’ Experience of Value Congruence.
    Kang Yang Trevor Yu, Kapil Verma.
    Applied Psychology / International Review of Applied Psychology. April 24, 2018
    --- - |2 There is still limited understanding of how goal orientations influence the association between value congruence (VC) and organisational attraction for job seekers. We address this issue by investigating the impact of individuals’ goal orientations on the VC–attraction relationship. Our investigation using different measurement approaches to congruence across two studies also allowed us to examine the implications of different methods to operationalising VC in job search contexts. Two prominent types of goal orientation in job search—learning‐approach goal orientation (LAGO) and performance‐avoid goal orientation (PAGO)—were hypothesised to moderate the relationship between VC and organisational attraction. In study 1, value congruence based on direct molar perceptions displayed a stronger positive relationship with attraction among low LAGO individuals. Study 2, using separate atomistic judgments of person and organisational values, also demonstrated that LAGO moderates the effects of VC on attraction. However, the form of moderation effects varied across different types of work values (i.e., relationships and security). These findings demonstrate the need to contextualise the study of job seekers’ VC within a goal‐striving context, where different ways of operationalising VC can also shed more light on the psychological processes underlying judgments of congruence. - Applied Psychology, EarlyView.
    April 24, 2018   doi: 10.1111/apps.12152   open full text
  • Informal Hierarchy and Team Creativity: The Moderating Role of Empowering Leadership.
    Jacoba J. Oedzes, Floor A. Rink, Frank Walter, Gerben S. Van Der Vegt.
    Applied Psychology / International Review of Applied Psychology. April 24, 2018
    --- - |2 Although there is growing evidence that strong informal influence hierarchies can enhance teams' core task performance, recent theorising suggests that such informal hierarchies may, at the same time, stifle team creativity. The current study draws from the Motivated Information Processing in Groups (MIP‐G) model to empirically examine this latter notion. Moreover, we build on functional leadership theories to propose that the link between informal hierarchy strength and team creativity hinges on a formal team leader's empowering leadership. Using a sample of 56 organisational work teams comprising 304 individuals from a wide range of industries, we found that stronger informal influence hierarchies related negatively with team creativity when the formal leader exhibited little empowering behaviour. When the formal leader acted in more empowering ways, by contrast, this negative relationship was dampened. These findings provide new knowledge on the role of informal influence hierarchies for team creativity and advance our understanding of how informal hierarchical relations and formal leadership processes can jointly shape important team outcomes. - Applied Psychology, EarlyView.
    April 24, 2018   doi: 10.1111/apps.12155   open full text
  • Taking an Interest in Taking the Lead: The Influence of Vocational Interests, Leadership Experience and Success on the Motivation to Lead.
    Sabine Bergner, Anna Kanape, Robert Rybnicek.
    Applied Psychology / International Review of Applied Psychology. April 17, 2018
    --- - |2 Motivation plays a crucial role in leadership, particularly when facing difficult situations and decisions. This long‐term study investigates whether vocational interests predict an individual's motivation to lead (MtL). Moreover, it examines whether the link between vocational interests and MtL is mediated by the extent and success of prior leadership experiences. To this end, 471 participants (291 male, 180 female, Mage = 22.65, SDage = 7.95) provided information on their vocational interests. Two years later, participants rated their MtL and provided information on both the extent of their prior leadership experiences and the respective success gained from these. Results show that enterprising and conventional interests positively affect MtL two years later. Additionally, enterprising and social interests also indirectly influence a person's motivation to lead through the extent and success of prior leadership experiences: people with higher enterprising and social interests report more prior experience in leading. This experience is linked to more self‐perceived leadership success, which consequently enhances these persons' motivation to take on leading roles. These findings enrich theory on the antecedents and malleability of MtL. From a practitioner's view, the findings equip recruiters with information on how to search for motivated leaders and how to maintain their motivation. - Applied Psychology, EarlyView.
    April 17, 2018   doi: 10.1111/apps.12150   open full text
  • Does Adolescent Popularity Mediate Relationships between Both Theory of Mind and Love of Money and Consumer Ethics?
    Elodie Gentina, Thomas Li‐Ping Tang.
    Applied Psychology / International Review of Applied Psychology. April 17, 2018
    --- - |2 We develop a dual‐impact theory, treat popularity (peer nominations) as a common mediator between both theory of mind and love of money and consumer ethics (deceptive/misleading/harmful shopping practices). We theorise our direct and indirect paths as follows: Directly, love of money is more strongly related to consumer unethical beliefs than theory of mind. Indirectly, theory of mind attracts popularity that fuels consumer unethical beliefs. Our data from multiple sources (survey of 769 French teenagers and peer nominations of popularity) support our theory. Multi‐group analyses across gender, age, school, and money reveal new discoveries: Theory of mind directly excites consumer unethical beliefs for teens with money from work only. Love of money is related to consumer unethical beliefs—much stronger for senior high school (HS) students than for junior HS teens and much stronger for males than for females. Without money (from work and from parents), teenagers with high theory of mind become popular, but have no consumer unethical beliefs. Theory of mind is not related to girls' popularity, but popular girls have consumer unethical beliefs. Our alarming insights illustrate: Increasing work experience and age induces consumer unethical beliefs. Our theory provides implications for retail managers and to the fields of behavioural economics, monetary intelligence, and business ethics. - Applied Psychology, Volume 67, Issue 4, Page 723-767, October 2018.
    April 17, 2018   doi: 10.1111/apps.12148   open full text
  • Work‐Family Conflict and Hindrance Stress as Antecedents of Social Undermining: Does Ethical Leadership Matter?
    Gabi Eissa, Rebecca Wyland.
    Applied Psychology / International Review of Applied Psychology. March 30, 2018
    --- - |2 Drawing upon self‐regulation theory, we propose that work‐family conflict (WFC) induces employee hindrance stress, which subsequently contributes to social undermining. Using a moderated‐mediation model, we also examine ethical leadership as a conditional moderator that affects the strength among the hypothesised relationships. The hypothesised model was tested using multisource field data (N = 156) from various industries. Results show that WFC has a positive indirect effect on social undermining through the mediation mechanism of hindrance stress. Additionally, high levels of ethical leadership alleviated the mediated relationship. Theoretical and practical implications as well as future research directions are also discussed. - Applied Psychology, Volume 67, Issue 4, Page 645-654, October 2018.
    March 30, 2018   doi: 10.1111/apps.12149   open full text
  • On the Positive Side of Avoidance Motivation: An Increase in Avoidance Motivation Reduces Procrastination among Students.
    Michal M. Schödl, Aharon Raz, Avraham N. Kluger.
    Applied Psychology / International Review of Applied Psychology. March 08, 2018
    --- - |2 People who procrastinate often pay a heavy price in terms of illness, stress, and poor performance. Because procrastination has harmful consequences, we predicted that avoidance motivation, a self‐regulation system that protects people from harm, would also protect them against procrastination. We hypothesised that avoidance motivation reduces procrastination, despite the known destructive effects avoidance motivation has on thriving. In Study 1, students high in chronic‐avoidance motivation had the lowest dropout rates from a bonus‐granting longitudinal study. In Study 2, avoidance motivation was negatively related to delay in submitting a term paper, when controlling for chronic procrastination, self‐efficacy, impulsiveness, and age. In Study 3, an experimental manipulation of avoidance motivation reduced procrastination three times, but only once significantly. In Study 4, manipulations of both avoidance motivation and approach motivation, relative to a control motivation, using a within‐subjects design, indicated that the avoidance manipulation reduced procrastination in submitting subsequent reading reports, whereas the approach manipulation did not. We subjected all our results to a meta‐analysis that indicated that avoidance motivation had a significant preventive effect on procrastination. We conclude that avoidance motivation can reduce procrastination, and suggest that our avoidance‐manipulation techniques could be applied across a variety of organisational and educational settings. - Applied Psychology, Volume 67, Issue 4, Page 655-685, October 2018.
    March 08, 2018   doi: 10.1111/apps.12147   open full text
  • Transformational Leadership and Organisational Citizenship Behaviour: A Moderated Mediation Model of Leader‐Member‐Exchange and Subordinates' Gender.
    Rick D. Hackett, An‐Chih Wang, Zhijun Chen, Bor‐Shiuan Cheng, Jiing‐Lih Farh.
    Applied Psychology / International Review of Applied Psychology. March 02, 2018
    --- - |2 Transformational leadership (TL) enhances follower Organizational Citizenship Behavior (OCB) as mediated by leader‐member exchange (LMX). However, the strength of the positive associations among TL, LMX and OCB is subject to significant variability. Accordingly, we draw on several theories (self‐identity, role congruency, self‐concept, and social exchange) to propose that followers' gender moderates the relationships between all three of these variables. We argue differences in societal expectations and/or underlying motivation combine to make leadership of lesser importance to OCB among females than males. Using 202 supervisor‐subordinate dyads from Taiwan, a moderated mediation model of TL‐LMX‐OCB, with subordinate gender as a moderator, was tested. As hypothesised, each of the positive associations among TL, LMX and OCB were weaker for females than for males, thus accounting for some of the variability in the strength of the associations typically observed. Relatedly, although LMX fully mediated the TL‐OCB relationship in the entire sample, this effect was not observed among female subordinates. Further research is required to assess the degree to which these findings apply beyond the Confucian Asian societal cluster. - Applied Psychology, Volume 67, Issue 4, Page 617-644, October 2018.
    March 02, 2018   doi: 10.1111/apps.12146   open full text
  • Tell Me What I Wanted to Hear: Confirmation Effect in Lay Evaluations of Financial Expert Authority.
    Tomasz Zaleskiewicz, Agata Gasiorowska.
    Applied Psychology / International Review of Applied Psychology. February 07, 2018
    --- - |2 In real life, people engage in interactive decision processes by consulting with experts. However, before taking advice, they must recognise the authority of an expert to assess the quality of the advice. The main goal of this research was to investigate how the confirmation effect affects lay evaluations of the epistemic authority of financial experts. Experiment 1 showed that lay people tend to ascribe greater epistemic authority to those experts whose advice confirms people's opinions, both measured and manipulated. Experiment 2 revealed that when participants' own opinions are not salient, people tend to evaluate experts' authority as higher when their advice confirms social norms. In Experiment 3 we jointly investigated the effects of participants' own opinions and social norms on the evaluations of authority. When both sources of expertise were made salient, decision‐makers favoured advice confirming their own beliefs and used it to evaluate experts' authority. Three interpretations of the role confirmation plays in the experts' authority evaluations are proposed: (1) self‐defensive strategies; (2) processing fluency; and (3) psychological consequences of naïve realism. The paper discusses practical implications of the results. We propose that increasing consumers' knowledge about biases might protect their evaluations of financial advice from being susceptible to the confirmation effect. - Applied Psychology, Volume 67, Issue 4, Page 686-722, October 2018.
    February 07, 2018   doi: 10.1111/apps.12145   open full text
  • Bridging the Gap: How Supervisors’ Perceptions of Guanxi HRM Practices Influence Subordinates’ Work Engagement.
    Fu Yang, Jing Qian, Jun Liu, Xiaoyu Huang, Rebecca Chau, Ting Wang.
    Applied Psychology / International Review of Applied Psychology. February 07, 2018
    --- - |2 This study aims to provide new insights into the relationship between supervisors' perceptions of guanxi human resource management (HRM) practices and their subordinates' work engagement. We used a three time‐lagged sample from 45 work groups and 205 employees in a state‐owned organisation (Study 1) and cross‐sectional data from 101 work groups and 413 employees in 101 different organisations (Study 2) to test our hypotheses. The results revealed that supervisors' perceptions of guanxi HRM practices were positively related to subordinates' perceptions of guanxi HRM practices, which, in turn, negatively affected subordinates' work engagement. This indirect effect was stronger when group power distance was low or when individual power distance orientation was low. - Applied Psychology, Volume 67, Issue 4, Page 589-616, October 2018.
    February 07, 2018   doi: 10.1111/apps.12144   open full text
  • How Colleagues Can Support Each Other's Needs and Motivation: An Intervention on Employee Work Motivation.
    Tomas Jungert, Anja Van den Broeck, Bert Schreurs, Ulla Osterman.
    Applied Psychology / International Review of Applied Psychology. October 03, 2017
    Organisations have flattened and increasingly rely on teamwork. Therefore, colleagues play an increasingly important role in stimulating employee motivation. Adopting Self‐Determination Theory as a guiding framework, the aim of this field experiment was to examine whether team members can be trained in supporting each other's basic psychological needs for autonomy, competence, and relatedness and, hence, increase each other's need satisfaction and autonomous motivation, while decreasing controlled motivation. We delivered training to 146 participants nested in 26 participating teams and assessed basic need satisfaction and autonomous and controlled motivation before and after the intervention. Multilevel regression analyses indicated that employees in the experimental (i.e. intervention) condition had a stronger increase in need satisfaction and autonomous motivation than employees did in the control condition, and that the increase in autonomous motivation was mediated by an increase in need satisfaction. This study provides added value for theory on need satisfaction and demonstrates that a relatively brief intervention among team members may be effective in creating employee need support and increasing autonomous motivation.
    October 03, 2017   doi: 10.1111/apps.12110   open full text
  • Does a Tired Mind Help Avoid a Decision Bias? The Effect of Ego Depletion on Escalation of Commitment.
    Jong Seok Lee, Mark Keil, Kin Fai Ellick Wong.
    Applied Psychology / International Review of Applied Psychology. October 02, 2017
    In this research, we investigated the effect of ego depletion on escalation of commitment. Specifically, we conducted two laboratory experiments and obtained evidence that ego depletion decreases escalation of commitment. In Study 1, we found that individuals were less susceptible to escalation of commitment after completing an ego depletion task. In Study 2, we confirmed the effect observed in Study 1 using a different manipulation of ego depletion and a different subject pool. Contrary to the fundamental assumption of bounded rationality that people have a tendency to make decision errors when mental resources are scarce, the findings of this research show that a tired mind can help reduce escalation bias.
    October 02, 2017   doi: 10.1111/apps.12109   open full text
  • An Investigation of Entrepreneurs' Venture Persistence Decision: The Contingency Effect of Psychological Ownership and Adversity.
    Fei Zhu, Dan Kai Hsu, Katrin Burmeister‐Lamp, Shea X. Fan.
    Applied Psychology / International Review of Applied Psychology. September 18, 2017
    We incorporate psychological ownership theory and adversity literature to examine the joint effect of psychological ownership and adversity on entrepreneurs' persistence decision. The results of two experiments and one survey show that both low adversity and high psychological ownership for the venture increase entrepreneurs' likelihood of persistence. We also identify the moderating effect of adversity. Psychological ownership is more relevant to the likelihood of persistence when adversity is high than when it is low. Our research contributes to psychological ownership theory and the entrepreneurial persistence literature and has practical implications for entrepreneurs.
    September 18, 2017   doi: 10.1111/apps.12106   open full text
  • Preventing School Bullying: Investigation of the Link between Anti‐Bullying Strategies, Prevention Ownership, Prevention Climate, and Prevention Leadership.
    Yiqiong Li, Peter Y. Chen, Fu‐Li Chen, Ying‐Lin Chen.
    Applied Psychology / International Review of Applied Psychology. September 04, 2017
    School bullying has been a major health and safety concern for teachers and students, which calls for effective strategies to address the issue. In this study, we explored individual and organisational factors that improve the effects of teachers’ use of anti‐bullying strategies in reducing or preventing student bullying. Specifically, we examined the moderating role of teachers’ psychological ownership of their school's anti‐bullying system in the relationship between teacher‐reported use of anti‐bullying strategies and student‐reported bullying incidents. We also investigated how principals’ bullying prevention leadership, rated by a group of directors who are the immediate subordinates of these principals, inspires teachers’ psychological ownership of their school's anti‐bullying system through building teachers’ shared perceptions of a bullying prevention climate. Results of multilevel analyses of multisource data from 2,123 teachers, 407 directors, and 15,967 students in 110 junior and senior high schools indicated that the impact of teacher‐reported use of anti‐bullying strategies on student‐reported bullying incidents was strengthened when teachers have a high level of psychological ownership of their school's anti‐bullying system. Further, principals’ bullying prevention leadership was significantly positively related to teachers’ psychological ownership of their school's anti‐bullying system through teachers’ shared perceptions of a bullying prevention climate.
    September 04, 2017   doi: 10.1111/apps.12107   open full text
  • The Influence of Feedback and Expert Status in Knowledge Sharing Dilemmas.
    Karin S. Moser.
    Applied Psychology / International Review of Applied Psychology. August 06, 2017
    Groups and organisations set cooperative goals for their members, yet in reality some team members contribute more than others to these goals. Experts, in particular, face a social dilemma: from the group's perspective they should share their knowledge, whereas individually they are better off not sharing, because acquiring knowledge is costly and they would give up a competitive advantage. Two experiments (N1 = 96, N2 = 192) tested the hypothesis, derived from indirect reciprocity theory, that experts contribute more if their status is being recognised. Expert status was manipulated under different performance feedback conditions and the impact on people's contributions in two different knowledge sharing tasks was analysed. In both studies, experts contributed more when feedback was individualised and public, ensuring both individual status rewards and public recognition. In contrast, novices contributed more when performance feedback was collective, regardless of whether it was public or private feedback. Novices did not have to fear negative performance evaluations under group feedback and could gain in social status as members of a successful group. Social value orientation moderated expert contributions in Study 2, with proself‐oriented experts being particularly susceptible to reputation gains. The studies contribute to the neglected aspect of motivation in knowledge sharing dilemmas where collective and individual interests are not necessarily aligned.
    August 06, 2017   doi: 10.1111/apps.12105   open full text
  • The Dark Side of Employee Referral Bonus Programs: Potential Applicants’ Awareness of a Referral Bonus and Perceptions of Organisational Attractiveness.
    Sara Stockman, Greet Van Hoye, Marieke Carpentier.
    Applied Psychology / International Review of Applied Psychology. July 03, 2017
    The purpose of this study is to examine the effects of potential applicants’ awareness of employees being rewarded for referrals on organisational attractiveness, based on credibility theory and the multiple inference model. In a first study (N = 450), final‐year students were less attracted to the organisation when they knew employee referrals were rewarded, which was partially explained by lower credibility perceptions. Moreover, varying the specific characteristics of the referral bonus program (i.e. timing, size, type, recipient) did not improve potential applicants’ perceptions of credibility and attractiveness. A second study (N = 127) replicated the negative effect of referral bonuses on organisational attractiveness and found that it could be explained by both potential applicants’ inferences about the referrer's other‐oriented motive and lower referrer credibility. Whether employees explicitly stated that their referral reason was bonus‐driven or not did not affect these results.
    July 03, 2017   doi: 10.1111/apps.12100   open full text
  • When My Object Becomes Me: The Mere Ownership of an Object Elevates Domain‐Specific Self‐Efficacy.
    Victoria Wai‐lan Yeung, Steve Loughnan, Yoshihisa Kashima, Vivian Miu‐Chi Lun, Susanna Siu‐sze Yeung.
    Applied Psychology / International Review of Applied Psychology. July 03, 2017
    Past research on the mere ownership effect has shown that when people own an object, they perceive the owned objects more favorably than the comparable non‐owned objects. The present research extends this idea, showing that when people own an object functional to the self, they perceive an increase in their self‐efficacy. Three studies were conducted to demonstrate this new form of the mere ownership effect. In Study 1, participants reported an increase in their knowledge level by the mere ownership of reading materials (a reading package in Study 1a, and lecture notes in Study 1b). In Study 2, participants reported an increase in their resilience to sleepiness by merely owning a piece of chocolate that purportedly had a sleepiness‐combating function. In Study 3, participants who merely owned a flower essence that is claimed to boost creativity reported having higher creativity efficacy. The findings provided insights on how associations with objects alter one's self‐perception.
    July 03, 2017   doi: 10.1111/apps.12099   open full text
  • The Hazard of Teetering at the Top and Being Tied to the Bottom: The Interactive Relationship of Power, Stability, and Social Dominance Orientation with Work Stress.
    Sanne Feenstra, Jennifer Jordan, Frank Walter, Jin Yan, Janka I. Stoker.
    Applied Psychology / International Review of Applied Psychology. July 02, 2017
    This study examines the roles of power, stability, and social dominance orientation (SDO) for work stress. Initial laboratory research has demonstrated that power and the stability of one's power position interact to influence stress. Using a sample of Chinese managers, we replicate and extend this finding in an organisational field setting, illustrating that the interactive role of power and stability hinges on individuals' SDO. Individuals higher (but not lower) in SDO experienced more work stress in unstable high‐power and stable low‐power positions, compared to their counterparts in stable high‐power and unstable low‐power positions. These results underscore the role of stability for understanding the power–stress relationship and emphasise individual differences in needs and motivations as an important boundary condition.
    July 02, 2017   doi: 10.1111/apps.12104   open full text
  • How Learning Goal Orientation Fosters Leadership Recognition in Self‐Managed Teams: A Two‐Stage Mediation Model.
    Yih‐teen Lee, Minna Paunova.
    Applied Psychology / International Review of Applied Psychology. June 27, 2017
    Defined as a mental framework for how individuals interpret and respond to achievement situations, learning goal orientation (LGO) has received increasing attention in organisational research. However, its effect on leadership, especially in contexts absent of formal leadership, remains understudied. Drawing on social exchange theory, we propose and test an individual‐level two‐stage process model of generalised exchange linking LGO and leadership recognition in self‐managed teams. Specifically, we posit that learning‐oriented individuals will tend to feel safer in self‐managed teams, which will enable and sustain their engagement in contextual role behavior. Such behavior, in turn, will be reciprocated with recognition of these individuals as leaders. We use a multiphase, multi‐informant approach (n = 287), and we find that felt safety mediates the effect of LGO on contextual role behavior, but that contextual role behavior alone does not mediate the effect of LGO on leadership recognition. LGO has an indirect effect on leadership recognition through the joint mediation of felt safety and contextual role behavior. Our results offer insight on the link between LGO and leadership, with practical implications for people working in self‐managed teams.
    June 27, 2017   doi: 10.1111/apps.12101   open full text
  • Workplace Family Support, Parental Satisfaction, and Work–Family Conflict: Individual and Crossover Effects among Dual‐Earner Couples.
    Marisa Matias, Tiago Ferreira, Joana Vieira, Joana Cadima, Teresa Leal, Paula Mena Matos.
    Applied Psychology / International Review of Applied Psychology. June 27, 2017
    Workplace family support has been regarded as a factor that helps reduce individuals' work to family conflict (WFC). How this support translates into families' functioning is still to be determined. In this study, we used a systems perspective to examine (a) how perceptions of workplace family support affect parental satisfaction and consequently reduce WFC and (b) how the perception of support affects partners' parental satisfaction and WFC in dual‐earner couples. A two‐wave dyadic data set of dual‐earner couples with preschool‐aged children (N = 90) was used, and the actor‐partner interdependence mediation model (APIMeM) was applied. Results showed that controlling for WFC, working hours, number and age of children, mothers' perceptions of workplace family support (time 1) had indirect effects, through mothers' parental satisfaction (time 1), on their own levels of WFC (time 2) as well as on their partners' levels of WFC (time 2). Fathers' perceptions of workplace family support (time 1) had a direct effect on fathers' parental satisfaction (time 1) and on fathers' WFC (time 2). These results suggest that in addition to boosting parental well‐being, perceptions of a supportive workplace may help reduce the level of WFC for both direct recipients of support and their partners, in particular when support is experienced by mothers, and when these mothers experience heightened parental satisfaction.
    June 27, 2017   doi: 10.1111/apps.12103   open full text
  • Leading to Stimulate Employees' Ideas: A Quantitative Review of Leader–Member Exchange, Employee Voice, Creativity, and Innovative Behavior.
    Joel B. Carnevale, Lei Huang, Marcus Crede, Peter Harms, Mary Uhl‐Bien.
    Applied Psychology / International Review of Applied Psychology. June 23, 2017
    Through social exchange, leaders can offer relational support or resources to facilitate employees' proactive attempts to bring positive change (voice) or novel ideas (creativity) and behaviors (innovative behavior) to their work. We consider these three outcomes under the same nomological network as they all represent employees' idea contribution to the organisation. The present paper thus meta‐analytically reviews the findings of research relating leader–member exchange (LMX) to voice (37 samples), creativity (53 samples), and innovative behavior (29 samples). Results show that LMX positively predicts voice, creativity, and innovative behavior. Moreover, LMX is more strongly related with creativity than with voice or innovative behavior, a significant difference maintained even after controlling for study characteristics that may act as confounding variables. Implications of our findings and directions for future research are also discussed.
    June 23, 2017   doi: 10.1111/apps.12102   open full text
  • Let's Have Fun Tonight: The Role of Pleasure in Daily Recovery from Work.
    Madelon L. M. van Hooff, Irene E. de Pater.
    Applied Psychology / International Review of Applied Psychology. May 02, 2017
    The present study aims to advance insight into the role of pleasure in the daily effort‐recovery cycle. Specifically, using a within‐individual study design, we examine the associations between the pleasure employees experience during the evening after work and their recovery state that evening and at various points in time during the next workday. We also investigate associations between employees' recovery state at the end of the workday and the pleasure they experience during the subsequent evening. Multilevel analyses show that on days when employees experience higher levels of pleasure during the evening after work, they have a more favorable recovery state during that evening. Importantly, the extent to which employees experience pleasure during the evening after work is also positively related to their recovery state during the next workday. Finally, our study shows that on days when employees are in a more unfavorable recovery state at the end of the workday, they experience lower levels of pleasure during the subsequent evening after work. This study increases our insight into the role of pleasure in recovering from work and underlines the importance of engaging in pleasant activities after work.
    May 02, 2017   doi: 10.1111/apps.12098   open full text
  • Why, When, and for Whom are Job Resources Beneficial?
    Marc van Veldhoven, Anja Van den Broeck, Kevin Daniels, Arnold B. Bakker, Susana M. Tavares, Chidiebere Ogbonnaya.
    Applied Psychology / International Review of Applied Psychology. March 30, 2017
    There is no abstract available for this paper.
    March 30, 2017   doi: 10.1111/apps.12097   open full text
  • Supervisors’ Autonomy Support as a Predictor of Job Performance Trajectories.
    Yaniv Kanat‐Maymon, Abira Reizer.
    Applied Psychology / International Review of Applied Psychology. March 10, 2017
    Studies have shown that supervisors’ autonomy supportive managerial style predicts static job performance and other positive organisational outcomes (Gagné & Deci, 2005). The present study extends these results by investigating the ways in which supervisors’ autonomy support affected job performance trajectories over a period of 5 months in a sample of 68 newly employed sport analysts. Multilevel modeling indicated that performance increases in a decelerated fashion over time. Perceived supervisors’ autonomy support significantly moderated the linear and quadratic performance trajectories. Thus, over time, the performance growth of employees who perceived their supervisors as supportive of their autonomy was steeper and decelerated at a slower rate. The implications are discussed in the light of autonomy support within Self‐Determination Theory (Deci & Ryan, 2000).
    March 10, 2017   doi: 10.1111/apps.12094   open full text
  • Qualitative Research on Work–Family in the Management Field: A Review.
    Mina Beigi, Melika Shirmohammadi.
    Applied Psychology / International Review of Applied Psychology. March 07, 2017
    Despite a proliferation of work–family literature over the past three decades, studies employing quantitative methodologies significantly outweigh those adopting qualitative approaches. In this paper, we intend to explore the state of qualitative work–family research in the management field and provide a comprehensive profile of the 152 studies included in this review. We synthesise the findings of qualitative work–family studies and provide six themes including parenthood, gender differences, cultural differences, family‐friendly policies and non‐traditional work arrangements, coping strategies, and under‐studied populations. We also describe how findings of qualitative work–family studies compare to those of quantitative studies. The review highlights seven conclusions in the current qualitative literature: a limited number of qualitative endeavours, findings worth further attention, convergent foci, the loose use of work–family terminology, the neglect of a variety of qualitative research approaches, quantitative attitudes towards qualitative research, and insufficient reporting of research methods. In addition, implications for future researchers are discussed.
    March 07, 2017   doi: 10.1111/apps.12093   open full text
  • Culture and Testing Practices: Is the World Flat?
    Ann Marie Ryan, Matthew C. Reeder, Juliya Golubovich, James Grand, Ilke Inceoglu, Dave Bartram, Eva Derous, Ioannis Nikolaou, Xiang Yao.
    Applied Psychology / International Review of Applied Psychology. March 07, 2017
    There has been much speculation regarding the influence of cultural norms on the acceptance and use of personnel selection testing. This study examined the cross‐level direct effects of four societal cultural variables (performance orientation, future orientation, uncertainty avoidance, and tightness–looseness) on selection practices of organisations in 23 countries. A total of 1,153 HR professionals responded to a survey regarding testing practices in hiring contexts. Overall, little evidence of a connection between cultural practices and selection practices emerged. Implications of these findings for personnel selection and cross‐cultural research as well as directions for future work in this area are described.
    March 07, 2017   doi: 10.1111/apps.12095   open full text
  • The Joint Moderating Effects of Activated Negative Moods and Group Voice Climate on the Relationship between Power Distance Orientation and Employee Voice Behavior.
    Hsin‐Hua Hsiung, Wei‐Chi Tsai.
    Applied Psychology / International Review of Applied Psychology. March 07, 2017
    Employees inherently have concerns about the consequences of speaking up, and this is particularly notable for employees with high power distance orientation (PDO). Drawing on ideas from the dual‐pathway model of mood and social information processing theory, we propose that activated negative mood and group voice climate can synergistically facilitate high‐PDO employees' voice behaviors. Using a sample from 305 real‐estate sales agents in 66 work groups in Taiwan, we examined the joint moderating effects of activated negative mood and group voice climate on employees' two forms of voice behavior. Our results show that PDO had a negative relationship with promotive voice but did not have a significant relationship with prohibitive voice. Nevertheless, our results show that in the situation where both activated negative mood and group voice climate were high, PDO no longer had a negative relationship with promotive voice, and even had a positive relationship with prohibitive voice. The findings of this study provide theoretical insights for the voice literature and offer practical suggestions for facilitating opinion expression in organisations.
    March 07, 2017   doi: 10.1111/apps.12096   open full text
  • A Dynamic Model of the Longitudinal Relationship between Job Satisfaction and Supervisor‐Rated Job Performance.
    Guido Alessandri, Laura Borgogni, Gary P. Latham.
    Applied Psychology / International Review of Applied Psychology. December 05, 2016
    Job satisfaction and job performance represent two of the most important and popular constructs investigated in organisational psychology. Issues relating to the nature and significance of their relationship has fascinated organisational researchers since the beginning of this discipline. In the present study, we aimed to clarify the direction of plausible influences between these two constructs by using a dynamic latent difference score model (McArdle, ) and a large sample of employees who were followed for five years (N = 1,004). The findings provided support for a reciprocal model of relationships. Satisfied workers generally demonstrated higher job performance over time than did unsatisfied workers. Job performance, however, is a significant contributor of an individual's satisfaction with their work. The contribution of this study to the literature lies in its use of Latent Difference Score models to more accurately capture the longitudinal dynamics of the relationships between job performance and job satisfaction.
    December 05, 2016   doi: 10.1111/apps.12091   open full text
  • Commitment through Employee Volunteering: Accounting for the Motives of Inter‐Organisational Volunteers.
    Heiko Breitsohl, Nathalie Ehrig.
    Applied Psychology / International Review of Applied Psychology. December 05, 2016
    This study investigated whether participating in inter‐organisational (i.e. self‐directed, non‐strategic) employee volunteering, which is common but rarely studied, is associated with increased organisational commitment. We find evidence for this relation in a sample (N = 385) of employee volunteers and their non‐volunteering co‐workers. We statistically account for self‐selection into the volunteering program by incorporating individual motives for volunteering. Volunteers compared to non‐volunteers exhibited relatively stronger motives of expressing altruistic values and avoiding negative affect, but a weaker motive of attaining career advancement. Our findings point to an efficient way of increasing organisational commitment that is relatively inexpensive to implement. They also complement existing research from other employee volunteering contexts, pointing to a possible trade‐off between the desired outcomes of effectively managing volunteering programs.
    December 05, 2016   doi: 10.1111/apps.12092   open full text
  • Looking on the Bright Side: The Positive Role of Organisational Politics in the Relationship between Employee Engagement and Performance at Work.
    Liat Eldor.
    Applied Psychology / International Review of Applied Psychology. November 21, 2016
    Scholars have largely focused on the negative consequences of organisational politics for employees' performance. In contrast, we maintain that organisational politics has positive aspects and moderates the relationship between employee engagement and behaviors at work such as knowledge sharing, creativity, proactivity, and adaptivity. Using data from 253 high‐tech employees and their supervisors in Israel, our findings demonstrate that perceptions of organisational politics strengthen the relationship between employee engagement and these behaviors. When engaged employees perceive their workplace to be political, they are more proactive, creative, and adaptive, and more likely to share their knowledge with their peers. These findings confirm the challenge/opportunity stressor theory regarding perceptions of organisational politics and suggest that whether politics is viewed as positive or negative depends on the employees' point of view. For those who are engaged and more actively involved in their jobs, politics can be regarded as a challenge and even an opportunity for obtaining more resources to improve their performance. Implications for the development of theory and practice in this area are discussed.
    November 21, 2016   doi: 10.1111/apps.12090   open full text
  • Special Issue—Call for Papers: Resilience in Organisations.
    Shlomo Y. Tarba, Sir Cary L. Cooper, Mohammad F. Ahammad, Zaheer Khan, Rekha Rao‐Nickolson.
    Applied Psychology / International Review of Applied Psychology. November 09, 2016
    There is no abstract available for this paper.
    November 09, 2016   doi: 10.1111/apps.12089   open full text
  • Toward an Integration of Goal Setting Theory and the Automaticity Model.
    Gary P. Latham, Jelena Brcic, Alana Steinhauer.
    Applied Psychology / International Review of Applied Psychology. October 18, 2016
    Two laboratory experiments were conducted to assess the extent to which goal setting theory explains the effects of goals that are primed in the subconscious on task performance. The first experiment examined the effect on performance of three primes that connote the difficulty levels of a goal in the subconscious. Participants (n = 91) were randomly assigned to one of three conditions where they were primed with either a photograph of a person lifting 20 pounds (easy goal), 200 pounds (moderately difficult goal), or 400 pounds (difficult goal). Following a filler task, participants were asked to “press as hard as you can” on a digital weight scale. Participants who were primed with the difficult goal exerted more effort than those who were primed with the moderate or easy goal. The second experiment examined whether choice of goal difficulty level can be primed. Participants (n = 133) were randomly assigned to one of two conditions. Those primed with a difficult goal consciously chose to set a more difficult goal on a brainstorming task than those who were primed with an easier goal. Similarly, their performance was significantly higher. Conscientiousness moderated the subconscious goal–performance relationship while the self‐set conscious goal partially mediated the subconscious goal–performance relationship.
    October 18, 2016   doi: 10.1111/apps.12087   open full text
  • A Mental Imagery Intervention to Increase Future Self‐Continuity and Reduce Procrastination.
    Eve‐Marie C. Blouin‐Hudon, Timothy A. Pychyl.
    Applied Psychology / International Review of Applied Psychology. October 12, 2016
    This research examined how mental imagery practice can increase future self‐continuity to reduce procrastination. A total of 193 undergraduate students were randomly assigned to a present‐focused meditation or to a future self‐focused mental imagery condition. Participants in both conditions were asked to listen to their respective audio recording twice per week for four consecutive weeks and to complete a pre‐intervention, half‐point, and post‐intervention questionnaire. At the four‐week mark, hierarchical regression analyses revealed that both future self‐continuity and empathic perspective taking were significantly higher for the mental imagery condition than the meditation condition. While vividness of future self moderated change in future self‐continuity, affective empathy for future self mediated the relation between vividness of future self and future self‐continuity. Lastly, only empathic perspective taking was a significant moderator of change in procrastination across time. The influence of empathy and future self‐continuity on procrastination is discussed.
    October 12, 2016   doi: 10.1111/apps.12088   open full text
  • Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting.
    Jos Akkermans, Maria Tims.
    Applied Psychology / International Review of Applied Psychology. September 18, 2016
    This study aimed to investigate whether career competencies could enhance an employee's subjective career success in terms of perceived employability and work–home balance via job crafting behaviors. Based on Job Demands‐Resources (JD‐R) Theory, we examined a potential motivational process in which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability. In addition, job crafting mediated the positive relationship between career competencies and work–home enrichment. We expected a negative association between job crafting and work–home interference, yet our results indicated that career competencies are indirectly and positively related to work–home interference via job crafting. With our findings, we add to JD‐R Theory by (1) showing that career competencies may be considered a personal resource, (2) empirically examining the role of job crafting in motivational processes, and (3) showing that enhanced subjective career success can be an outcome of motivational processes. Organisations may use these findings to implement developmental HR practices aimed at increasing career competencies and job crafting.
    September 18, 2016   doi: 10.1111/apps.12082   open full text
  • Employee Attributions of Corporate Social Responsibility as Substantive or Symbolic: Validation of a Measure.
    Magda B.L. Donia, Carol‐Ann Tetrault Sirsly, Sigalit Ronen.
    Applied Psychology / International Review of Applied Psychology. September 02, 2016
    Using three samples aggregating over 1,000 working adults, we developed and tested a measure of Substantive and Symbolic Corporate Social Responsibility (CSR‐SS). The resultant 14‐item CSR‐SS scale is a reliable and parsimonious measure that is best represented by two broad and distinctive factors—substantive and symbolic attributions of CSR. Our findings provide evidence of a solid nomological network and criterion validity, supporting predictions that when employees attribute CSR as substantive, greater benefits accrue to the individual and the organisation as a whole than when CSR is attributed as symbolic. This measure contributes a valid and reliable tool toward the advancement of micro CSR research on both negative and positive consequences of organisations’ CSR proclaimed initiatives.
    September 02, 2016   doi: 10.1111/apps.12081   open full text
  • Rewards and Creativity: Past, Present, and Future.
    Muhammad Abdur Rahman Malik, Arif N. Butt.
    Applied Psychology / International Review of Applied Psychology. August 29, 2016
    Research on the effects of rewards on creativity has resulted in hundreds of empirical studies and several reviews of the reward–creativity relationship (RCR). Most reviews are retrospective in nature. They have quantitatively summarised and integrated previous research findings, but have largely overlooked the need for a theoretical framework to guide future research. The current systematic review of this literature intends to bridge this gap, based on the findings of 329 papers and book chapters. Our review summarises the theoretical developments in reward–creativity (RC) research, and classifies the literature in three distinct phases, i.e. the emergence of the cognitive perspective; behavioural rebuttal, and convergence. The paper identifies three important gaps in the existing RC literature: (1) the moderating effects of individual, group, organisational, and national‐level factors; (2) the mediating role of cognitive and affective states; and (3) the lack of consideration of creativity as a multidimensional construct. Based on these gaps, the paper presents a four‐factor framework to guide future RC research. It identifies potential moderators and mediators of the RCR, and draws attention to creativity as a multidimensional construct.
    August 29, 2016   doi: 10.1111/apps.12080   open full text
  • Cross‐Cultural Differences in Applicant Faking on Personality Tests: A 43‐Nation Study.
    Clemens B. Fell, Cornelius J. König.
    Applied Psychology / International Review of Applied Psychology. August 19, 2016
    In a globalised world, more and more organisations have to select from pools of applicants from different cultures, often by using personality tests. If applicants from different cultures were to differ in the amount of faking on personality tests, this could threaten their validity: Applicants who engage in faking will have an advantage, and will put those who do not fake at a disadvantage. This is the first study to systematically examine and explain cross‐cultural differences in actual faking behavior. In N = 3,678 employees from 43 countries, a scenario‐based repeated measures design (faking vs. honest condition) was applied. Results showed that faking differed significantly across countries, and that it was systematically related to countries’ cultural characteristics (e.g. GLOBE's uncertainty avoidance, future orientation, humane orientation, and in‐group collectivism), but in an unexpected way. The study discusses these findings and their implications for research and practitioners.
    August 19, 2016   doi: 10.1111/apps.12078   open full text
  • Positive Projections and Health: An Initial Validation of the Implicit Psychological Capital Health Measure.
    P.D. Harms, Adam Vanhove, Fred Luthans.
    Applied Psychology / International Review of Applied Psychology. August 02, 2016
    In this set of studies, we conduct an initial validation of the Implicit Psychological Capital Questionnaire‐Health (IPCQ‐H), a short, easy to administer and score measure of psychological capital designed to reflect implicit schemas or cognitions surrounding one's health. The results of two studies demonstrate that the implicit measure of IPCQ‐H is correlated with an explicit PsyCap‐Health measure (PCQ‐H), but has very little construct overlap with measures of personality. Moreover, scores of the IPCQ‐H were stable over time. Study 2 documents the predictive validity of the IPCQ‐H with a number of physical and mental health outcomes. Implications for theory and practice are discussed.
    August 02, 2016   doi: 10.1111/apps.12077   open full text
  • Breaking Psychological Contracts with the Burden of Workload: A Weekly Study of Job Resources as Moderators.
    P. Matthijs Bal, Joeri Hofmans, Tuğba Polat.
    Applied Psychology / International Review of Applied Psychology. July 20, 2016
    This intra‐individual study examined relationships over time of job demands and resources with employee perceptions of psychological contract breach and violation, or the emotional impact of breach. Based on Conservation of Resources (COR) Theory, we expected job demands to increase the susceptibility of experiencing contract breach and violation over time, and we expected this relationship to be moderated by available job resources. In particular, autonomy and social support were expected to buffer relationships of job demands with breach, while development was expected to intensify relationships between job demands and breach. For violation, we expected job resources to intensify the relationships between job demands and breach, in line with the betrayal hypothesis. Analyses on weekly diary data showed that weekly job demands were related to higher contract breach perceptions in the following week when autonomy and social support were low and when development was high. Moreover, weekly job demands were related to higher violation in the next week, especially when social support was high. The study shows that job demands may be related to higher odds of experiencing a breach and higher violation, and job resources may play opposite roles in moderating the relationships of job demands with breach and violation.
    July 20, 2016   doi: 10.1111/apps.12079   open full text
  • What Does it Take to Break the Silence in Teams: Authentic Leadership and/or Proactive Followership?
    Hannes Guenter, Bert Schreurs, IJ. Hetty van Emmerik, Shuhua Sun.
    Applied Psychology / International Review of Applied Psychology. July 01, 2016
    Leadership may help break the silence in teams, but this may not be equally true for all employees. Using behavioral plasticity theory, we propose that authentic leadership—a set of leadership behaviors through which leaders enact their true selves—reduces silence and motivates speaking up in employees low on proactive personality, but hardly affects employees who are proactive by nature, because proactive employees are less susceptible to social influences. Using data from 223 employees (nested in 45 work teams), we indeed find authentic leadership to reduce silence in employees with less proactive personalities, but not in more proactive employees. We discuss theoretical and practical implications for silence and authentic leadership.
    July 01, 2016   doi: 10.1111/apps.12076   open full text
  • Flow at Work and Basic Psychological Needs: Effects on Well‐Being.
    Remus Ilies, David Wagner, Kelly Wilson, Lucia Ceja, Michael Johnson, Scott DeRue, Dan Ilgen.
    Applied Psychology / International Review of Applied Psychology. June 29, 2016
    Recent conceptual work draws meaningful distinctions between experiential and declarative well‐being (Shmotkin, ), but little has been done to apply such distinctions in organisational psychology. We use this framework to integrate self‐determination theory (Deci & Ryan, ) and flow theory (Csikszentmihalyi, ), leading to hypotheses proposing that flow experiences at work (experiential well‐being) lead to declarative well‐being outcomes through their influence on the satisfaction of basic psychological needs for competence and autonomy. Findings from a two‐week experience sampling study of full‐time employees offer support for our hypotheses. This study also shows support for the moderating effect of individual differences in personality on the relationships among flow experiences, need fulfillment, and declarative well‐being.
    June 29, 2016   doi: 10.1111/apps.12075   open full text
  • When Winning is Everything: The Relationship between Competitive Worldviews and Job Applicant Faking.
    Nicolas Roulin, Franciska Krings.
    Applied Psychology / International Review of Applied Psychology. June 29, 2016
    Job applicant faking, that is, consciously misrepresenting information during the selection process, is ubiquitous and is a threat to the usefulness of various selection tools. Understanding antecedents of faking is thus of utmost importance. Recent theories of faking highlight the central role of various forms of competition for understanding why faking occurs. Drawing on these theories, we suggest that the more applicants adhere to competitive worldviews (CWs), that is, the more they believe that the social world is a competitive, Darwinian‐type of struggle over scarce resources, the more likely they are to fake in employment interviews. We tested our hypothesis in three independent studies that were conducted in five different countries. Results show that CWs are strongly associated with faking, independently of job applicants’ cultural and economic context. More specifically, applicants’ CWs explain faking intentions and self‐reported past faking above and beyond the Dark Triad of personality (Study 1), competitiveness and the six facets of conscientiousness (Study 2). Also, when faking is measured using a response randomisation technique to control for social desirability, faking is more prevalent among applicants with strong vs. less strong CWs (Study 3). Taken together, this research demonstrates that competition is indeed strongly associated with undesirable applicant behaviors.
    June 29, 2016   doi: 10.1111/apps.12072   open full text
  • Applied Psychology: An International Review Special Issue.
    Nathan A. Bowling, Jason L. Huang.
    Applied Psychology / International Review of Applied Psychology. June 08, 2016
    There is no abstract available for this paper.
    June 08, 2016   doi: 10.1111/apps.12074   open full text
  • Reconciling the Two Disciplines of Organisational Science: A Comparison of Findings from Lab and Field Research.
    Adam J. Vanhove, Peter D. Harms.
    Applied Psychology / International Review of Applied Psychology. September 16, 2015
    A strong preference for field research exists in the organisational sciences. However, it is unclear whether or under what conditions this is warranted. To examine this issue we conducted a second‐order meta‐analysis of 203 lab‐field pairs of meta‐analytic effects representing a diverse range of work‐related relationships. As expected, results showed a larger effect for lab (r = .25) than for field research (r = .14). However, the correspondence between the rank‐order of effect sizes for relationships assessed in lab settings and matched effects assessed in field settings was weaker (r = .61) than previous estimates from related areas of research. Moderators of lab‐field effect size magnitude and rank‐order correspondence were tested. Effect size magnitudes from the lab and field were most similar when lab studies used correlational designs, when using psychological state and trait (as opposed to demographic or workplace characteristic) variables as predictors, and when assessing attitudinal outcomes. Lab–field rank‐order correspondence was strongest when testing psychological state and workplace characteristic predictors and when assessing attitudinal and decisional outcomes. Findings offer recommendations for interpreting primary lab and field effects and inform evaluations of “when” findings from lab and field studies are likely to align.
    September 16, 2015   doi: 10.1111/apps.12046   open full text
  • Examining Job Crafting from an Interpersonal Perspective: Is Employee Job Crafting Related to the Well‐Being of Colleagues?
    Maria Tims, Arnold B. Bakker, Daantje Derks.
    Applied Psychology / International Review of Applied Psychology. March 02, 2015
    Individuals engage in job crafting to create a better fit between their job and their preferences, skills, and abilities. However, the individual focus may overlook the impact of job crafting on the job context or well‐being of colleagues. Therefore, an important question that is addressed in this study is whether the crafting of one person is related to the job characteristics and well‐being of a colleague. This study explores the potential negative effects of a seemingly positive strategy for the individual on a colleague. Namely, we predict that when employees decrease their hindering job demands, their colleagues will be more likely to report a higher workload and more conflict. In turn, we hypothesise that colleague reports of workload and conflict are related to colleague burnout. Data were collected among 103 dyads and analyzed with the Actor–Partner Interdependence Model. The results largely supported the hypothesised relationships: Decreasing hindering job demands was positively related to colleague workload and conflict, which, in turn, related positively to colleague burnout. These findings suggest that proactively decreasing hindering job demands not only relates to personal job experiences, but also to colleague job characteristics and well‐being.
    March 02, 2015   doi: 10.1111/apps.12043   open full text
  • Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS).
    Aichia Chuang, Chi‐Tai Shen, Timothy A. Judge.
    Applied Psychology / International Review of Applied Psychology. March 01, 2015
    This research identifies four challenges in the field of person–environment fit (PE fit): the multidimensionality of PE fit, the integration of fit theories, the simultaneous effects of the multiple dimensions, and the function of the dimensions. To address those challenges, we develop a theory‐driven and systematically validated multidimensional instrument, the Perceived Person–Environment Fit Scale (PPEFS), consisting of four measures: the Person–Job Fit Scale (PJFS), the Person–Organisation Fit Scale (POFS), the Person–Group Fit Scale (PGFS), and the Person–Supervisor Fit Scale (PSFS). Data are collected from 532 employees and 122 managers for two independent studies with multiple rater sources and multiple time points. A series of validation analyses and hypothesis tests reveals that the PPEFS measures have good psychometric properties (i.e. reliability, convergent validity, discriminant validity, and criterion‐related validity) and exhibit incremental validity above and beyond Cable and DeRue's (2002) fit measures. Furthermore, the measures are reflected by a superordinate (vs. aggregate) construct of PE fit. Overall, the four different types of fit significantly predict in‐role behavior, job satisfaction, intent to quit, and organisational citizenship behavior (OCB), each explaining the greatest amount of variance in different outcomes. The PPEFS should prove useful in future research regarding PE fit.
    March 01, 2015   doi: 10.1111/apps.12036   open full text
  • Cognitive versus Non‐Cognitive Individual Differences and the Dynamics of Career Success.
    Yoav Ganzach, Asya Pazy.
    Applied Psychology / International Review of Applied Psychology. December 05, 2014
    We examine the effects of cognitive and non‐cognitive individual differences on the dynamics of career success (i.e. pay, occupational status) by comparing temporal changes in the validities of two measures of personality—Core Self Evaluations and the Big Five personality dimensions—to temporal changes in the validities of two standard intelligence tests. The main finding of two studies based on large representative samples is that the validity of intelligence clearly increases over time, whereas the validity of personality tends to be stable, indicating that intelligence, but not personality, drives career success.
    December 05, 2014   doi: 10.1111/apps.12038   open full text
  • Employability and Job Search after Compulsory Reemployment Courses: The Role of Choice, Usefulness, and Motivation.
    Jessie Koen, Ute‐Christine Klehe, Annelies E.M. van Vianen.
    Applied Psychology / International Review of Applied Psychology. October 15, 2014
    Compulsory reemployment courses aim to increase unemployed people's chances of reemployment by enhancing their employability and job search activities. However, the course outcomes vary greatly. This study examined the conditions and mechanisms that influence the outcomes of reemployment courses. In a two‐wave study of 643 participants, we assessed participants’ course experience (perceived choice and perceived usefulness), motivation for finding reemployment (internalisation), and employability and job search before and after the course. The results confirmed that a more internalised motivation was positively related to most course outcomes. Unexpectedly, perceived choice was unrelated to internalised motivation and course outcomes. Instead, high perceived choice was beneficial for motivation and some course outcomes only when the participants perceived the course to be useful for finding reemployment but was detrimental when they perceived the course to be useless. Perceived usefulness was also directly and positively related to the participants’ internalised motivation, which was in turn positively associated with most employability dimensions and job search activities after the course. Our results imply that the compulsory nature of reemployment courses may not be detrimental to people's motivation and course outcomes as long as they perceive the course to be useful for finding reemployment.
    October 15, 2014   doi: 10.1111/apps.12037   open full text
  • Inter‐Relationships among Different Types of Person–Environment Fit and Job Satisfaction.
    Kang Yang Trevor Yu.
    Applied Psychology / International Review of Applied Psychology. August 11, 2014
    This paper investigates how different types of person–environment (P–E) fit work together to influence job satisfaction. One field study and a re‐analysis of Cable and DeRue's (2002) data were conducted to investigate the inter‐relationships linking different types of fit perceptions and job satisfaction. An employment relationship model describing how person–organisation values congruence (OVC), demands–abilities (D–A), and needs–supplies (N–S) fit perceptions relate to each other and job satisfaction is proposed and tested. Results support a model where N–S fit mediated the impact of both OVC and D–A fit on job satisfaction. Furthermore, OVC was related also to satisfaction both directly and indirectly, whereas D–A fit was only related to satisfaction via N−S fit.
    August 11, 2014   doi: 10.1111/apps.12035   open full text
  • Unpacking the Personal Initiative–Performance Relationship: A Multi‐Group Analysis of Innovation by Ugandan Rural and Urban Entrepreneurs.
    Gerrit Rooks, Arthur Sserwanga, Michael Frese.
    Applied Psychology / International Review of Applied Psychology. July 29, 2014
    This article considers determinants of innovative performance of entrepreneurs in developing countries. Innovation is viewed from a personal initiative perspective. We distinguish two mechanisms through which entrepreneurs who show personal initiative are innovative. The first mechanism is business planning. The second mechanism is the acquisition of resources that can be accessed through a social network of relations. We argue that the two mechanisms depend on the context of innovation. Planning will be more beneficial in more dynamic environments. In dynamic and individualistic‐oriented environments it will be more beneficial to actively develop networks. In more static, collectivistic‐oriented environments personal initiative will be less beneficial. The model was tested using a sizable survey of 283 rural and 290 urban entrepreneurs in Uganda, a country located in East Africa.
    July 29, 2014   doi: 10.1111/apps.12033   open full text
  • Perceived Emotional Demands–Abilities Fit.
    James M. Diefendorff, Gary J. Greguras, John Fleenor.
    Applied Psychology / International Review of Applied Psychology. July 29, 2014
    The purposes of this paper are to introduce the concept of perceived emotional demands–abilities (ED–A) fit and develop theory about how it relates to other fit perceptions as well as employee well‐being and performance outcomes. ED–A fit is defined as the perceived congruence or match between the emotional demands of the job and one's abilities to meet those demands. In two studies using occupationally diverse samples from Western and Eastern cultures, we empirically distinguished perceived ED–A fit from other fit perceptions (i.e. person–organisation, demands–abilities, needs–supplies, person–group, person–supervisor). In addition, across the two studies, we found that perceived ED–A fit accounted for incremental variance in job satisfaction, work tension, felt inauthenticity, burnout, self and supervisor ratings of job performance, and psychological need satisfaction, controlling for the effects of other fit perceptions.
    July 29, 2014   doi: 10.1111/apps.12034   open full text
  • Biased Self‐Perception Tendencies: Self‐Enhancement/Self‐Diminishment and Leader Derailment in Individualistic and Collectivistic Cultures.
    Kristin L. Cullen, William A. Gentry, Francis J. Yammarino.
    Applied Psychology / International Review of Applied Psychology. February 11, 2014
    Self–other agreement (SOA) discrepancies are commonly interpreted as a lack of self‐awareness. The consistent display of such discrepancies could be considered a behavioral manifestation of biased self‐perception. In extreme forms, we propose that this bias can be viewed as a form of dark personality. Using archival data from a multisource instrument, we examine the derailment implications of self‐enhancement (i.e. overrating) and the opposite tendency, self‐diminishment (i.e. underrating), in collectivistic (Taiwan, China, South Korea) and individualistic (United States of America) cultures. In particular, we examine whether individuals whose biased self‐perception tendencies violate cultural norms are perceived as more likely to derail. In both culture types, individuals with small SOA discrepancies and high ratings on managerial competence were perceived as less likely to derail. However, the implications of self‐enhancement and self‐diminishment were culturally contingent. Self‐enhancement was not related to derailment in individualistic cultures, but in collectivistic cultures, which endorse the norm of modesty, individuals who overrate (self‐enhance) are perceived by their boss as more likely to derail. Substantial underrating (self‐diminishment) was also related to higher perceived likelihood of derailment in collectivistic cultures, but in individualistic cultures, some evidence suggests that self‐diminishment may be related to decreased perceptions of derailment.
    February 11, 2014   doi: 10.1111/apps.12026   open full text
  • Narcissism and Counterproductive Work Behavior (CWB): Meta‐Analysis and Consideration of Collectivist Culture, Big Five Personality, and Narcissism's Facet Structure.
    Emily Grijalva, Daniel A. Newman.
    Applied Psychology / International Review of Applied Psychology. January 28, 2014
    A recent review of the relationship between narcissism and CWB reported two key results: (a) narcissism is the dominant predictor of CWB among the dark triad personality traits, and (b) the narcissism–CWB relationship is moderated by ingroup collectivist culture (k = 9; N = 2,708; O'Boyle, Forsyth, Banks, & McDaniel, 2012). The current work seeks to enhance understanding of the narcissism–CWB relationship in five ways. First, we update O'Boyle et al.'s (2012) meta‐analysis to include over 50 per cent more data (k = 16; N = 4,424), and demonstrate that narcissism remains the largest unique predictor of CWB after controlling for the Big Five personality traits. Second, we reveal that O'Boyle and colleagues' inference of cross‐cultural moderation hinges on a single dataset from Bangladesh. Third, based on an original international dataset of on‐line respondents, we reaffirm that ingroup collectivist culture does moderate/weaken the narcissism–CWB relationship. Fourth, we show that the narcissism–CWB relationship is stronger in published (corrected r = .48) versus unpublished studies (corrected r = .15). Finally, we propose a new moderator of the narcissism–CWB relationship: narcissism's facets. One facet (Entitlement/Exploitativeness) relates positively to CWB, whereas another facet of narcissism (Leadership/Authority) relates negatively to CWB.
    January 28, 2014   doi: 10.1111/apps.12025   open full text
  • Is Stress Worth it? Stress‐Related Health and Wealth Trade‐Offs for Entrepreneurs.
    Melissa S. Cardon, Pankaj C. Patel.
    Applied Psychology / International Review of Applied Psychology. November 28, 2013
    Occupational stress is associated with numerous health problems that cost organisations considerable resources. We explore whether the detrimental effects of stress on individual health are accompanied by productive effects on individual performance for self‐employed people, thereby making stress somewhat “worth it” for this occupational group. Given that positive affect can serve as a stress‐buffering resource, we also examine the potential for positive affect (PA) to moderate these relationships. Our hypotheses are tested using data from the NHANES I Epidemiologic Follow‐up Study (NHEFS) that incorporated extensive demographic, medical history, nutritional, clinical, and laboratory data representative of the non‐institutionalised civilian US population. From this dataset we created a longitudinal matched sample of 688 self‐employed individuals and 688 employees, incorporating self‐reported and physiological measures of stress and health. Our findings indicate that (controlling for past income and prior health) self‐employed people experience greater stress than employees, and they experience a positive impact of stress on income despite a negative impact on physical health. These relationships are moderated by positive affectivity, where PA accentuates the positive effect of stress on personal income and mitigates the negative effect of stress on physical health.
    November 28, 2013   doi: 10.1111/apps.12021   open full text
  • Capitalising on Positive Work Events by Sharing them at Home.
    Remus Ilies, Jessica Keeney, Zen W. Goh.
    Applied Psychology / International Review of Applied Psychology. November 28, 2013
    The authors integrate existing theory on work–family integration and interpersonal capitalisation on positive work events by examining the effects of sharing positive work events with one's spouse on employee life satisfaction. A field study was conducted with 131 employees of a large Midwestern university, who completed surveys online. Participants provided accounts of their most important positive event during the prior week and indicated whether they had shared this event with their spouse. They also retrospectively rated their positive affect and life satisfaction over the course of the study. Results based on hierarchical regression analysis indicated that having shared that event with one's spouse was positively associated with positive affect and life satisfaction after controlling for personality and event characteristics. These results were corroborated in a subsample of 99 employees whose spouses provided independent reports of whether the event was shared with them. This research reveals that sharing positive events with others has unique and significant contributions to positive affect and life satisfaction. More importantly, these findings show that the interpersonal act of sharing is effective when conducted cross‐domain: the act of sharing positive work events with family members increases positive affect and life satisfaction.
    November 28, 2013   doi: 10.1111/apps.12022   open full text
  • The Dark Side of Personality and Extreme Leader Behavior.
    Robert B. Kaiser, James M. LeBreton, Joyce Hogan.
    Applied Psychology / International Review of Applied Psychology. November 28, 2013
    In this study, dark‐side traits are conceptualised as extreme extensions of the “bright‐side” traits of the Five‐Factor Model that often have counterproductive effects. We predict which dark‐side traits will be related to ratings of “too little” and “too much” of four leader behaviors and how low levels of Emotional Stability may accentuate the relationship between dark‐side traits and excessive leader behavior. Analyses in a sample of 320 American and European managers and executives rated by 4,906 co‐workers provided support for most predicted relationships, with medium‐sized overall multivariate effects. Support for a moderating effect for Emotional Stability was also found. Scores near the normative mean on the dark‐side traits were associated with optimal levels of the leader behaviors, whereas both high scores and, unexpectedly, low scores were associated with extreme, ineffective leader behaviors. Implications are considered for future research on the role of the dark side in leadership, re‐conceptualising the interpretation of low scores on dark‐side personality scales, and the coaching and development of managers.
    November 28, 2013   doi: 10.1111/apps.12024   open full text
  • Obligation and Entitlement in Society and the Workplace.
    Bradley J. Brummel, Kelsey N. Parker.
    Applied Psychology / International Review of Applied Psychology. November 25, 2013
    This paper describes a model of self‐perceptions about what is owed and what is deserved in society based on research on self‐interest and other‐orientation. Scales measuring obligation and entitlement were developed using the responses of over 10,000 participants from around the world. Results show that obligation and entitlement are not ends on the same self‐interest continuum but are better conceptualised as independent constructs. Obligation and entitlement were also shown to predict prosocial behavior including interpersonal organisational citizenship behaviors, volunteering, and charitable giving. Geographical differences in obligation and entitlement suggest that these constructs may be useful for understanding cultural differences in social investment around the world. A second study of employees in the United States investigated the role of obligation and entitlement in predicting work engagement and effectiveness in the workplace. Obligation predicted engagement and organisational citizenship behaviors, while entitlement was generally less predictive of workplace attitudes and behaviors. This paper concludes with a number of future directions for the continued study of obligation and entitlement in the workplace.
    November 25, 2013   doi: 10.1111/apps.12023   open full text
  • Applied Psychology: An International Review Special Issue.
    Marjan J. Gorgievski, Ute Stephan.
    Applied Psychology / International Review of Applied Psychology. October 23, 2013
    There is no abstract available for this paper.
    October 23, 2013   doi: 10.1111/apps.12019   open full text
  • Employees' Political Skill and Job Performance: An Inverted U‐Shaped Relation?
    Ingo Zettler, Jonas W.B. Lang.
    Applied Psychology / International Review of Applied Psychology. September 04, 2013
    During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U‐shape. Findings from two field studies (N1 = 178, N2 = 115 employee‐supervisor‐colleague triads) that incorporated different sample characteristics (early career employees, established employees), job performance dimensions (overall, task, contextual, and adaptive performance), and rating sources (supervisors and colleagues) supported this idea. Across different analyses, employees with intermediate levels of political skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working relationships with their raters generally received higher job performance ratings, the decreases in the job performance ratings of employees high in political skill were less pronounced when they had close relationships.
    September 04, 2013   doi: 10.1111/apps.12018   open full text
  • Meta‐Analysis of Dark Side Personality Characteristics and Critical Work Behaviors among Leaders across the Globe: Findings and Implications for Leadership Development and Executive Coaching.
    Blaine H. Gaddis, Jeff L. Foster.
    Applied Psychology / International Review of Applied Psychology. August 27, 2013
    This paper concerns critical work behaviors for leaders across the globe and how scores on dark side personality measures predict those behaviors. Using a global archive of job analytic data, we first identify the work behaviors most critical for performance in managerial jobs across organisations, industry sectors, and countries. Next, we identify criterion‐related validation research studies including dark side personality measures and performance ratings for at least one of these critical work behaviors. Based on meta‐analytic results, we examine relations between scores on dark side personality measures and critical leader work behaviors. Also, we examine evidence of potential moderators of these relationships. Finally, we consider the implications of our results for I/O professionals engaged in using personality assessment for leadership development and executive coaching.
    August 27, 2013   doi: 10.1111/apps.12017   open full text
  • Neurological Evidence for the Relationship between Suppression and Aggressive Behavior: Implications for Workplace Aggression.
    Min Young Kim, Lawrence R. James.
    Applied Psychology / International Review of Applied Psychology. July 11, 2013
    Scientific research on the relationship between suppression and aggression is rather scarce. Consequently, practitioners searching for means to reduce workplace aggression do not have adequate data on which factors are related to aggressive behavior in the workplace. To shed light on this relationship, this study investigated emotional suppression in a sample of 17 participants by using functional magnetic resonance imaging (fMRI) and examined their aggressive behavior by using an inventory assessing five types of aggressive behavior. Results of fMRI analysis suggest that the insula, cingulate cortex, and calcarine sulcus are involved in suppression. When the blood‐oxygen‐level–dependent signals of all the significant regions were tested for correlation with the ratings of the five types of aggression given by the participants’ significant others (e.g. family members and/or close friends), a significant correlation was found between activation in the calcarine sulcus during suppression and property aggression. The findings not only indicate the potential neural correlates of observed aggressive behaviors but also emphasise the detrimental effect of unsuccessful, superficial emotion regulation on organisations.
    July 11, 2013   doi: 10.1111/apps.12014   open full text
  • The Conceptualisation and Measurement of Pacing Styles.
    Josette Gevers, Susan Mohammed, Nataliya Baytalskaya.
    Applied Psychology / International Review of Applied Psychology. July 10, 2013
    Pacing style reflects how individuals distribute their effort over time in working toward deadlines. As a new construct introduced in 2002, the notion of pacing style has intuitive appeal, but has been under‐researched, in part, due to a measurement need. Therefore, the purpose of this research was to improve the conceptualisation of pacing style and to develop and validate a new scale‐based measure. The result was the nine‐item Pacing Action Categories of Effort Distribution (PACED), consisting of deadline (complete work in a short time period just before the due date), steady (spread task activities evenly over time), and U‐shaped (invest most of the effort at the start and finish of a task, with a break in between) action styles. Across eight independent samples of students, faculty, and organisational employees, we examined the dimensionality, internal consistency, stability (temporal and situational), and validity (construct, convergent, discriminant, predictive) of PACED. Results support the use of PACED as a reliable and valid measure, and we discuss several research avenues that would benefit from incorporating the concept of pacing style.
    July 10, 2013   doi: 10.1111/apps.12016   open full text
  • Gender Differences in the Perceived Effectiveness of Narcissistic Leaders.
    Annebel H.B. De Hoogh, Deanne N. Den Hartog, Barbora Nevicka.
    Applied Psychology / International Review of Applied Psychology. July 05, 2013
    Researchers have obtained inconsistent results on the relationship between leader narcissism and leader effectiveness evaluations. Here we draw on social role theory and recent findings on prescriptive gender stereotypes to propose that leader's and follower's gender influence the degree to which narcissistic leaders are perceived as effective. Narcissistic female leaders lack stereotypically gender appropriate qualities (e.g. kindness) and demonstrate undesirable qualities associated with the other gender (e.g. arrogance). This combination is potentially threatening to the traditionally higher status of males, thus resulting in poor leader effectiveness ratings, especially by male subordinates. Conversely, we expect narcissism to be tolerated in male leaders. We find support for this idea in a study on 145 leader subordinate dyads. Female narcissistic leaders were seen as less effective than male narcissistic leaders. However, looking more closely, these lower ratings were only found when male subordinates served as raters. Specifically, male subordinates rated female narcissistic leaders lower while their effectiveness ratings of male leaders were not affected by narcissism. Female subordinates showed no gender bias in their effectiveness evaluations of narcissistic leaders. Thus, gender differences may be an important source of inconsistencies in evaluations of narcissistic leaders.
    July 05, 2013   doi: 10.1111/apps.12015   open full text
  • Gender Egalitarianism and Work–Life Balance for Managers: Multisource Perspectives in 36 Countries.
    Karen S. Lyness, Michael K. Judiesch.
    Applied Psychology / International Review of Applied Psychology. June 11, 2013
    Work–life balance has important implications for both personal well‐being and work‐related outcomes. This study investigated gender differences in multisource ratings of work–life balance, based on self‐reports and supervisors' appraisals of 40,921 managers in 36 countries. Based on a combination of theoretical ideas from social role theory (Eagly & Wood, 2012), prior work–life literature, and gender egalitarianism as a cultural dimension related to societal gender roles, the study tested gender egalitarianism as a moderator of cross‐national variations in these gender differences. Based on multilevel (HLM) analyses, results showed more cross‐national variation by ratee gender in supervisors' appraisals than self‐reports, suggesting that supervisors' perceptions reflected greater influence of societal gender stereotypes. Supervisors rated women lower in work–life balance than men in low egalitarian countries, but similar to men in high egalitarian countries, and only appraisals of women varied depending on egalitarian context. Country gender egalitarian values explained the majority of variation in supervisors' appraisals of women's work–life balance, whereas women's self‐reported balance was linked to objective gender inequalities. Taken together, the findings show that supervisors' perceptions of employees' work–life balance differed by ratee gender and country context, with important implications for work–life theory and practical implications for global employers.
    June 11, 2013   doi: 10.1111/apps.12011   open full text
  • Dedicating Time to Volunteering: Values, Engagement, and Commitment to Beneficiaries.
    Amanda Shantz, Tina Saksida, Kerstin Alfes.
    Applied Psychology / International Review of Applied Psychology. June 07, 2013
    A moderated mediation model was developed to explain the variation in the amount of time volunteers dedicate to their chosen voluntary cause. Data from 534 volunteers of an international aid and development agency in the United Kingdom revealed a positive relationship between prosocial values and time spent volunteering. The results also show that volunteer engagement fully mediated the relationship between the value motive and time spent volunteering, and the strength of the mediated effect varied as a function of volunteers' commitment to beneficiaries. These findings provide a new perspective on the link between volunteers' motivation and active participation in volunteer activities. Implications for practice and future research directions are discussed.
    June 07, 2013   doi: 10.1111/apps.12010   open full text
  • Interpersonal Justice, Relational Conflict, and Commitment to Change: The Moderating Role of Social Interaction.
    Dave Bouckenooghe, Dirk De Clercq, Jana Deprez.
    Applied Psychology / International Review of Applied Psychology. June 03, 2013
    Drawing from Conservation of Resources theory, this study examines the hitherto unexplored mediating role of relational conflict in the link between interpersonal justice and commitment to change, as well as how social interaction might moderate this mediating effect. Data were captured from employees directly affected by a large‐scale restructuring in a European‐based organisation. The analyses show that interpersonal justice positively affects commitment to change and that relationship conflict fully mediates the relationship. Further, social interaction moderates both the interpersonal justice–relational conflict and the relational conflict–commitment to change relationships, such that they get invigorated at higher levels of social interaction. The findings also reveal that the indirect effect of interpersonal justice on commitment to change, through relational conflict, is more pronounced at higher levels of social interaction, in support of a moderated mediation effect. These findings have significant implications for research and practice.
    June 03, 2013   doi: 10.1111/apps.12006   open full text
  • When What You Want is What You Get: Pay Dispersion and Communal Sharing Preference.
    Amy M. Christie, Julian Barling.
    Applied Psychology / International Review of Applied Psychology. June 03, 2013
    The question of whether pay structures should be compressed or dispersed remains unanswered. We argue that pay dispersion can yield uncertainty regarding others' intentions and behaviors; as a result, individuals take a greater risk trusting their group members as pay spreads widen. Accordingly, we explore the conditions under which individuals are more willing to take this risk by viewing their group members as trustworthy even when pay is dispersed. Specifically, preferences for how relationships and resources should be structured in groups should help to determine when pay dispersion relates to trustworthiness perceptions. We hypothesise that the cross‐level interaction between preferences for communal sharing (Level 1)—that is, the extent to which individuals prefer communal, egalitarian structures in their groups—and pay dispersion (Level 2) is associated with trust perceptions. Data drawn from a sample of university professors support our hypothesised cross‐level interaction, and show that when pay dispersion is greater, individuals perceive their group members as more trustworthy only when they have weak preferences for communal sharing. Our results signify the importance of individual attributes to understanding pay dispersion's effects, and show that trust is fostered when preferences and pay conditions are aligned.
    June 03, 2013   doi: 10.1111/apps.12007   open full text
  • Job Control and Burnout: A Meta‐Analytic Test of the Conservation of Resources Model.
    Hyung In Park, Annalyn C. Jacob, Stephen H. Wagner, Mavis Baiden.
    Applied Psychology / International Review of Applied Psychology. June 03, 2013
    This meta‐analytic study of 71 independent samples from 66 studies (N = 48,528) examined the relationship between job control and burnout. Based on the Conservation of Resources model, job control was hypothesised to have a stronger relationship with depersonalisation and personal accomplishment than with emotional exhaustion. Overall, results supported the main hypothesis. Moderator analyses indicated that the relations tended to be different depending on job types, the national power distance scores of the samples, and the response formats of the Maslach Burnout Inventory. The results imply that interventions in job control can reduce depersonalisation and enhance personal accomplishment.
    June 03, 2013   doi: 10.1111/apps.12008   open full text
  • Life Satisfaction and Job‐Seeking Behavior of the Unemployed: The Effect of Individual Differences in Justice Sensitivity.
    Olga Stavrova, Thomas Schlösser, Anna Baumert.
    Applied Psychology / International Review of Applied Psychology. June 03, 2013
    This study examines the effect of justice sensitivity on the life satisfaction and job‐seeking behavior of unemployed individuals and considers the likelihood of experiencing long‐term unemployment. We focus on two facets of dispositional justice sensitivity that reflect individual differences in perception and reactions to perpetrating injustice against others (perpetrator sensitivity) or suffering from the injustice of others as an innocent victim (victim sensitivity). We hypothesised that the negative effect of unemployment on life satisfaction is stronger among individuals with higher levels of victim sensitivity and perpetrator sensitivity. The former are more likely to perceive themselves as victims of an unjust situation, such as fate or the employer's decisions, whereas the latter are more likely to perceive themselves as perpetrators against the rules of social justice. Using survey data from approximately 400 participants, we found that unemployed individuals were less satisfied with life than employed individuals and that this relationship was stronger for perpetrator‐sensitive individuals. Unemployed perpetrator‐sensitive individuals were more likely to engage in active job‐seeking behavior and faced a lower likelihood of long‐term unemployment. The results are discussed in terms of the importance of justice‐related personality aspects of unemployed individuals for their well‐being and labor market outcomes.
    June 03, 2013   doi: 10.1111/apps.12009   open full text
  • The Effect of Applicant Impression Management Tactics on Hiring Recommendations: Cognitive and Affective Processes.
    Chien‐Cheng Chen, Mei‐Mei Lin.
    Applied Psychology / International Review of Applied Psychology. June 03, 2013
    The main purpose of this study is to investigate whether applicants' impression management (IM) tactics indirectly influence hiring recommendations through cognitive mechanisms (i.e. recruiters' perceptions of person–organisation [P–O] fit, person–job [P–J] fit, and person–recruiter [P–R] fit) or affective mechanisms (i.e. recruiters' positive mood) during authentic employment interviews for actual job openings. Participants consisted of 221 applicant–recruiter dyads from 50 companies in Taiwan. The results demonstrated that applicants' self‐focused IM tactics are positively related to recruiter perceptions of P–J fit, which in turn influence hiring recommendations. In addition, applicant other‐focused IM tactics affect hiring recommendations through recruiters' perceptions of P–O fit. Moreover, applicants' non‐verbal IM tactics were positively related to recruiters' positive mood, which in turn affected recruiters' perceptions of P–J fit and P–O fit, thereby affecting hiring recommendations.
    June 03, 2013   doi: 10.1111/apps.12013   open full text
  • The Work–Family Interface of Service Sector Workers: A Comparison of Work Resources and Professional Status across Five European Countries.
    Barbara Beham, Sonja Drobnič, Patrick Präg.
    Applied Psychology / International Review of Applied Psychology. June 03, 2013
    The present paper examines cross‐national differences in the utilisation of work–family resources at the organisational level and the relationships between these resources and work‐to‐home interference (WHI) and satisfaction with work–family balance (SWFB) among professional and non‐professional service sector employees in five Western European countries. Further, it explores cross‐national variations in the gap between professionals and non‐professionals with respect to both outcome variables. Professional service sector employees were consistently found to experience higher levels of WHI and lower levels of SWFB. The use of organisational work–family resources differed across welfare state regimes and levels of national gender equality. It was highest in Sweden and the Netherlands and lowest in Portugal. A family‐supportive supervisor and a family‐supportive organisational culture differentially affected WHI of professional and non‐professional workers, with a family‐supportive supervisor being more beneficial to non‐professionals and a family‐supportive organisational culture being more beneficial to professional employees. Finally, the gap between professionals and non‐professionals was also found to vary across countries for WHI but not for SWFB. It was significantly larger in the UK and in Sweden than in the other three countries.
    June 03, 2013   doi: 10.1111/apps.12012   open full text
  • Family Role Performance: Scale Development and Validation.
    Yu‐Ping Chen, Margaret Shaffer, Mina Westman, Shoshi Chen, Mila Lazarova, Sebastian Reiche.
    Applied Psychology / International Review of Applied Psychology. March 21, 2013
    We conducted five interlocking studies to develop and validate a family role performance scale that can be used across cultures. In Study 1, we generated scale items based on interviews with individuals representing various family and work structures in the United States and Israel. In Study 2, we surveyed both US and Israeli participants to assess measurement equivalence, dimensionality, and reliability. In Study 3, we refined the items and repeated the exploratory analyses. In Studies 4 and 5, with samples from the United States and Europe, we confirmed the scale dimensionality and established convergent, discriminant, and nomological validity. We contribute to the work‐family literature by providing a valid instrument for assessing performance within the family domain.
    March 21, 2013   doi: 10.1111/apps.12005   open full text
  • The Link between National Paid Leave Policy and Work–Family Conflict among Married Working Parents.
    Tammy D. Allen, Laurent M. Lapierre, Paul E. Spector, Steven A.Y. Poelmans, Michael O'Driscoll, Juan I. Sanchez, Cary L. Cooper, Ashley Gray Walvoord, Alexandros‐Stamatios Antoniou, Paula Brough, Sabine Geurts, Ulla Kinnunen, Milan Pagon, Satoru Shima, Jong‐Min Woo.
    Applied Psychology / International Review of Applied Psychology. January 21, 2013
    We investigated relationships between four dimensions of work–family conflict (time‐ and strain‐based work interference with family, time‐ and strain‐based family interference with work) and three key national paid leave policies (paid parental leave, paid sick leave, paid annual leave) among a sample of 643 working married parents with children under the age of 5 across 12 industrialised nations. Results provided some evidence that paid sick leave has a small but significant negative relationship with work–family conflict. Little evidence was revealed of a link between paid parental leave or of a link between paid annual leave and work–family conflict. Family‐supportive organisational perceptions and family‐supportive supervision were tested as moderators with some evidence to suggest that paid leave policies are most beneficial when employees' perceptions of support are higher than when they are lower. Family‐supportive organisational perceptions and family‐supportive supervision were both associated with less work–family conflict, providing evidence of their potential benefit across national contexts.
    January 21, 2013   doi: 10.1111/apps.12004   open full text
  • The Role of Self‐Concept in the Mechanism Linking Proactive Personality to Employee Work Outcomes.
    Pen‐Yuan Liao.
    Applied Psychology / International Review of Applied Psychology. December 24, 2012
    This study uses cognitive consistency theory to develop a model linking proactive personality to employees' work outcomes. This model was tested using a sample of 161 subordinate–supervisor dyads. HLM analysis results revealed that organisation‐based self‐esteem fully mediated the relationships between proactive personality and the behaviors of job performance and organisational citizenship behavior‐voice and partially mediated the relationships between proactive personality and the attitudes of job satisfaction and affective organisational commitment. Furthermore, perceived insider status moderated the relationship between proactive personality and organisation‐based self‐esteem in such a way that the relationship was stronger for individuals lower rather than higher in perceived insider status.
    December 24, 2012   doi: 10.1111/apps.12003   open full text
  • Do your Dark Side Traits Fit? Dysfunctional Personalities in Different Work Sectors.
    Adrian Furnham, Gillian Hyde, Geoff Trickey.
    Applied Psychology / International Review of Applied Psychology. December 19, 2012
    This study investigates differences in “dark side” traits between those in the public and private sectors, as well as between managers in three distinct industries. In all, 5,693 British adults were tested, roughly half of whom clearly worked in public sector jobs and half in the private sector. We also tested three groups of people (total 1,102) working in very different sectors: finance, insurance, and emergency services. They all completed the Hogan Development Survey (HDS; Hogan & Hogan, 1997), which is a measure of dysfunctional personality styles or potential management derailers. It has 11 dimensions and three higher order factors. Multivariate and univariate analyses of co‐variance (controlling for sex, age, and social desirability) and logistic regressions showed many significant differences, with private sector employees scoring higher on the factor Moving Against/Cluster B and lower on the factor Moving Away/Cluster A. The analysis of the three groups showed that those in the emergency services differed on most traits while Finance and Insurance industry personnel were very similar.
    December 19, 2012   doi: 10.1111/apps.12002   open full text
  • Materialism and the Bright and Dark Sides of the Financial Dream in Spain: The Positive Role of Money Attitudes—The Matthew Effect.
    Thomas Li‐Ping Tang, Roberto Luna‐Arocas, Ismael Quintanilla Pardo, Theresa Li‐Na Tang.
    Applied Psychology / International Review of Applied Psychology. November 27, 2012
    Research suggests that materialism leads to the dark side of the financial dream. In this study, we treat love of money as a mediator and test a theoretical model's direct path (Materialism to Financial Satisfaction) and indirect path (Materialism to Love of Money to Financial Satisfaction) simultaneously using the whole sample and across several demographic variables based on 1,011 citizens in Spain. Results for the whole sample showed that the positive indirect effect suppressed the negative direct effect creating an overall small positive effect. Furthermore, we found a significant negative direct path for rural dwellers, the 30–44‐year‐old age group, and married people, but a positive indirect path for rural residents, the 45–59‐year‐old age group, married, males, and urban dwellers. Overall, those in the 30–44 age group, rural residents, and married people experienced the dark side of the financial dream, whereas old (over‐60 age group), unmarried, urban, and young people (18–29 age group) enjoyed the bright side of their financial optimism. People's money attitudes and demographic variables play a positive role in our understanding of materialism and financial satisfaction, i.e. the Matthew Effect. Our novel, counterintuitive, and original theoretical, empirical, and practical contributions foster theory development and testing and improved practice.
    November 27, 2012   doi: 10.1111/j.1464-0597.2012.00533.x   open full text
  • Antecedents and Outcomes of Volunteer Work–Family Conflict and Facilitation in Australia.
    Sean Cowlishaw, Adrian Birch, Jim McLennan, Peter Hayes.
    Applied Psychology / International Review of Applied Psychology. November 22, 2012
    Unpaid volunteers occupy many roles and provide crucial services in countries around the world. In Australia, for example, volunteers provide emergency response capabilities to most communities outside of major population centres. Despite the valuable function of this volunteer workforce, evidence indicates declining numbers of volunteer emergency service workers, and suggests that interactions between volunteering and family are implicated in falling numbers. The current study considered volunteering as one component of the community microsystem, and examined volunteering‐related Work–Family Conflict (WFC) and Work–Family Facilitation (WFF) in N = 682 Australian volunteer firefighters. Structural equation modelling (SEM) analysis indicated that brigade operational demands had a negative indirect effect on intention to remain through volunteer WFC, as well as a concurrent positive effect on satisfaction. Two volunteering resources were considered (training opportunities and effective leadership), and had positive impacts on volunteer WFF through perceived developmental gain. Although developmental gain had a large positive impact on volunteer satisfaction, volunteer WFF did not. Results indicate that theoretical models of interactions between paid work and family can inform understanding of interactions between voluntary work and family, and thus links between community and family roles. Implications for volunteer emergency services organisations are discussed.
    November 22, 2012   doi: 10.1111/apps.12000   open full text
  • The Cognitive and Affective Components of Organisational Identification: The Role of Perceived Support Values and Charismatic Leadership.
    Athena Xenikou.
    Applied Psychology / International Review of Applied Psychology. November 20, 2012
    This study set out to investigate how the strength of organisational identification is related to organisational support values and charismatic leadership. The perception of organisational support values by an individual employee is a contextual factor which determines whether (a) organisational attributes similar to the self‐concept become salient leading to cognitive identification, and (b) an affective tie between the individual employee and the work organisation is developed. Charismatic leadership, on the other hand, builds a group identity among followers primarily by emotion‐arousing leadership behavior, and therefore was hypothesised to relate more strongly to affective, rather than cognitive, identification. Two hundred employees from a public organisation filled in a number of questionnaire measures of organisational support values, charismatic leadership, and organisational identification. The findings showed that support values predicted both cognitive and affective identification, whereas charismatic leadership was a predictor of affective identification. There was also a significant interaction effect of organisational support values and charismatic leadership on affective identification; in the condition of low support value orientation, charismatic leadership was shown to be positively associated with affective identification. These findings indicate that organisational values are basic elements of self‐implicating processes in organisational contexts, and their practical implications are discussed.
    November 20, 2012   doi: 10.1111/apps.12001   open full text
  • Dispositional and Psychosocial Variables as Longitudinal Predictors of Acculturative Stress.
    Esther Cuadrado, Carmen Tabernero, Elena Briones.
    Applied Psychology / International Review of Applied Psychology. November 02, 2012
    As societies become more multicultural, citizens need to develop self‐regulatory mechanisms in order to successfully cope with the increasing levels of psychosocial stress related to acculturation. In this study, a longitudinal theoretical model was tested in order to evaluate the role of implicit theories of cultural intelligence, causal attributions, perceived social support, and cultural identity as predictors of acculturative stress. The research was carried out in Spain across three consecutive years with a multicultural sample of 292 students (natives and immigrants). The results confirm the proposed theoretical model using multi‐group structural equation modelling to test the equivalence of the longitudinal causal structure in immigrants and natives. Moreover, mediation analyses confirmed the mediating effect of cultural identity between the implicit theories of cultural intelligence and acculturative stress, as well as the mediating effect of perceived social support between causal attributions and acculturative stress. The model indicates the relevance of promoting psychosocial interventions with native and immigrant adolescents in intercultural contexts. In those interventions, it will be relevant to promote incremental implicit theories of cultural intelligence and internal causal attributions, as well as to highlight a more intercultural identity and to encourage greater social support networks.
    November 02, 2012   doi: 10.1111/j.1464-0597.2012.00531.x   open full text
  • Retaliating against Customer Interpersonal Injustice in a Singaporean Context: Moderating Roles of Self‐Efficacy and Social Support.
    Violet T. Ho, Naina Gupta.
    Applied Psychology / International Review of Applied Psychology. October 31, 2012
    Few studies have examined the relationship between customer injustice and employees' retaliatory counterproductive behaviors toward customers, and those that have done so have been conducted in a Western setting. We extend these studies by examining the relationship in a Singaporean context where retaliatory behaviors by employees might be culturally constrained. While the previously established positive relationship between customer injustice and counterproductive behaviors was not replicated using peer‐reported data from employees across two hotels in Singapore, we found that individuals' self‐efficacy and perceived social support moderated it. Specifically, the injustice‐to‐counterproductive behaviors relationship was positive for individuals with high self‐efficacy, and for those who perceived high levels of supervisor social support. The findings offer insights into when Singaporean employees and, potentially, employees from other Confucian Asian societies will retaliate against customer injustice, and provide practical implications of how managers can help employees cope with customer injustice.
    October 31, 2012   doi: 10.1111/j.1464-0597.2012.00529.x   open full text
  • Smartphone Use, Work–Home Interference, and Burnout: A Diary Study on the Role of Recovery.
    Daantje Derks, Arnold B. Bakker.
    Applied Psychology / International Review of Applied Psychology. October 31, 2012
    This diary study examines the impact of daily recovery experiences on daily work–home interference (WHI) and daily burnout symptoms within a group of smartphone users. A total of 69 employees using smartphones on the initiative of their employer completed a diary questionnaire on five successive workdays (N = 293 data points). We hypothesised that particularly for intensive smartphone users it would be important to engage in activities fostering psychological detachment and relaxation in order to reduce the risk of WHI. We predicted that smartphone use would be positively related to WHI. Finally, we predicted that the positive relationship between WHI and state levels of burnout would be stronger for intensive smartphone users. Overall, the results of multi‐level analyses supported these hypotheses. The findings emphasise the importance of a clear organisational policy regarding smartphone use during after‐work hours.
    October 31, 2012   doi: 10.1111/j.1464-0597.2012.00530.x   open full text
  • Antecedents of Business Opportunity Identification and Innovation: Investigating the Interplay of Information Processing and Information Acquisition.
    Michael M. Gielnik, Anne‐Christin Krämer, Britta Kappel, Michael Frese.
    Applied Psychology / International Review of Applied Psychology. October 30, 2012
    Building on conceptual frameworks of entrepreneurial discovery, we argue that active information search compensates for a lack of entrepreneurial experience and enhances the effects of divergent thinking and general mental ability (GMA) on opportunity identification. We sampled 100 business owners in South Africa. Results confirmed the hypothesised moderating effects of active information search on the relationships of entrepreneurial experience and divergent thinking on opportunity identification. Furthermore, we found direct effects of opportunity identification and conditional indirect effects of divergent thinking on innovativeness of product/service innovations. Our findings suggest that a joint examination of entrepreneurial experience and divergent thinking with active information search helps to better understand opportunity identification.
    October 30, 2012   doi: 10.1111/j.1464-0597.2012.00528.x   open full text
  • Work–Family Conflict and Organisationally Valued Outcomes: The Moderating Role of Decision Latitude in Five National Contexts.
    Tejinder K. Billing, Rabi S. Bhagat, Emin Babakus, Balaji Krishnan, David L. Ford, B.N. Srivastava, Ujvala Rajadhyaksha, Mannsoo Shin, Ben Kuo, Catherine Kwantes, Bernadette Setiadi, Aizzat Mohd. Nasurdin.
    Applied Psychology / International Review of Applied Psychology. October 10, 2012
    The moderating role of decision latitude on the relationship between work–family conflict and psychological strain was examined across five countries. It was hypothesised that decision latitude would moderate the relationship more strongly in the individualistic countries (the United States and Canada) than in the collectivistic countries (India, Indonesia, and South Korea). The results supported the hypotheses of this five‐country‐based cross‐national investigation. The implications of the findings for theory and practice in the area of international and cross‐cultural research on work and family conflicts in the organisational context are discussed.
    October 10, 2012   doi: 10.1111/j.1464-0597.2012.00526.x   open full text
  • “What Motivates You Doesn't Motivate Me”: Individual Differences in the Needs Satisfaction–Motivation Relationship of Romanian Volunteers.
    Simona Haivas, Joeri Hofmans, Roland Pepermans.
    Applied Psychology / International Review of Applied Psychology. October 05, 2012
    The present study examines individual differences in the relationship between two core concepts of the self‐determination theory (SDT), namely satisfaction with the autonomy, competence, and relatedness need and motivation (autonomous vs. controlled). Based on the values component of SDT we hypothesised at least two different subpopulations with different need satisfaction–motivation patterns. Data from 349 Romanian volunteers revealed that two groups (or subpopulations) of volunteers can be distinguished, supporting our hypothesis. For the first and largest group, the pattern is in line with the SDT assumption that satisfaction of the autonomy and competence need has an effect on the autonomous forms of motivation. This group is in line with people endorsing intrinsic values. The second group of volunteers, however, revealed that satisfaction with the relatedness need links up with the controlled forms of motivation, and satisfaction of autonomy and competence needs does not predict autonomous motivation. This group is expected to favor extrinsic values. Both relationship patterns were further linked to work engagement and intention to quit, in order to shed light on the practical importance of the observed differences.
    October 05, 2012   doi: 10.1111/j.1464-0597.2012.00525.x   open full text
  • The Long Arm of the Job: Parents’ Work–Family Conflict and Youths’ Work Centrality.
    Vivien K.G. Lim, Tae‐Yeol Kim.
    Applied Psychology / International Review of Applied Psychology. September 28, 2012
    This study developed and tested a structural model that examined the relationships among parents’ work–family conflict, frustration, non‐supportive parenting behaviors, and children's work centrality. Data were collected from a sample that included undergraduates and their parents. Results of structural equation modeling analyses supported a spillover effect of paternal and maternal work–family conflict on their frustration. Findings also showed that paternal frustration was significantly related to non‐supportive paternal parenting behaviors. However, maternal frustration was not significantly related to non‐supportive maternal parenting behavior. Paternal non‐supportive parenting behavior was significantly and negatively associated with children's work centrality while maternal non‐supportive parenting behavior was not. Implications of the findings are discussed.
    September 28, 2012   doi: 10.1111/j.1464-0597.2012.00527.x   open full text
  • Testing the Triple‐Match Principle in the Technology Sector: A Two‐Wave Longitudinal Panel Study.
    Bart Van de Ven, Jan Jonge, Peter Vlerick.
    Applied Psychology / International Review of Applied Psychology. August 22, 2012
    The present study investigates the issue of match between job demands and job resources in the prediction of changes in job‐related well‐being outcomes as outlined by the Demand‐Induced Strain Compensation (DISC) model. Job demands, resources, and well‐being outcomes are considered to be multidimensional constructs comprising physical, cognitive, and/or emotional components. The Triple‐Match Principle (TMP) proposes that the strongest, interactive relationships between job demands and resources are observed when demands, resources, and outcomes are based on identical dimensions. This principle was tested using a two‐wave longitudinal panel study among 720 Belgian employees in the technology sector. Analyses were conducted with cross‐lagged structural equation modeling, and results tend to confirm the matching hypothesis. Specifically, the likelihood of finding valid interaction effects was nearly linearly related to the degree of match between demands, resources, and outcomes. Generalisability of the TMP in the technology sector was shown. Practically, findings indicate that enhancing specific, matching, job resources enables employees to deal with corresponding high job demands to improve employee well‐being.
    August 22, 2012   doi: 10.1111/j.1464-0597.2012.00523.x   open full text
  • Do Subordinates Formulate an Impression of their Manager's Implicit Person Theory?
    Chester Kam, Stephen D. Risavy, Elaine Perunovic, Lisa Plant.
    Applied Psychology / International Review of Applied Psychology. July 03, 2012
    Implicit person theory (IPT) is characterised by the belief that specific attributes of people are generally either more static (i.e. entity beliefs) or more malleable (i.e. incremental beliefs). Within the organisational sciences literature, past IPT research has focused on the impact of managers' IPT beliefs on their own behaviours. The current research advances the extant literature by presenting two empirical studies that assess whether subordinates formulate an impression of their manager's IPT. The results are consistent with subordinates forming such an impression, as subordinates working under the same manager generally agreed on their manager's IPT. Moreover, our results support the convergent validity (e.g. with job satisfaction, turnover intention) and the discriminant validity (e.g. with transformational leadership, subordinates' own IPT perception) of the subordinates' impressions of their manager's IPT. The theoretical and practical implications of the current research, and future directions regarding cross‐cultural differences related to IPT impression, are discussed.
    July 03, 2012   doi: 10.1111/j.1464-0597.2012.00521.x   open full text
  • Self‐Esteem and Justice Orientation as Moderators for the Effects of Individual‐Targeted and Group‐Targeted Justice.
    Tomoki Sekiguchi, Yoichiro Hayashi.
    Applied Psychology / International Review of Applied Psychology. June 22, 2012
    Drawing on the self‐interest and moral virtues perspectives of justice, we examine how self‐esteem and justice orientation as individual difference factors moderate the effects of individual‐targeted and group‐targeted justice on helping behaviors and intention to leave. A scenario‐based study was conducted using a total sample of 624 Japanese undergraduate students. The results highlighted the difference between the moderating roles of self‐esteem and justice orientation. Self‐esteem moderated the effect of individual‐targeted procedural justice on intention to leave such that the effect was stronger when self‐esteem was high. In contrast, justice orientation mainly moderated the effects of group‐targeted procedural and distributive justice on helping behaviors such that the effects were weaker when justice orientation was high. Implications of our findings and future research directions are discussed.
    June 22, 2012   doi: 10.1111/j.1464-0597.2012.00518.x   open full text
  • A Study of Work–Family Enrichment among Chinese Employees: The Mediating Role between Work Support and Job Satisfaction.
    Shu‐wen Tang, Oi‐ling Siu, Francis Cheung.
    Applied Psychology / International Review of Applied Psychology. June 22, 2012
    This study adopted social exchange theory to investigate whether work‐to‐family enrichment functioned as a mediator between work support (supervisor support, co‐worker support, and organisational support) and job satisfaction among 543 employees in two cities in China. A series of confirmatory factor analyses (CFA) supported a 10‐item Work Support Scale measuring supervisor support, co‐worker support, and organisational support. Structural equation modelling (SEM) results showed that work‐to‐family enrichment fully mediated the association of supervisor support and organisational support with job satisfaction. Based on multiple group comparisons, the proposed model fit both genders and family types (single living with extended family vs. married living with family members). The critical ratios for parameter differences indicated that the relationship between work‐to‐family enrichment and job satisfaction was significantly stronger for females than for males. The implications of findings and directions for future research on work–family enrichment are discussed in the paper.
    June 22, 2012   doi: 10.1111/j.1464-0597.2012.00519.x   open full text
  • Commitment Profiles, Job Satisfaction, and Behavioral Outcomes.
    Silvia Dello Russo, Michele Vecchione, Laura Borgogni.
    Applied Psychology / International Review of Applied Psychology. June 04, 2012
    Past research adopting a configural approach to organisational commitment has yielded support for differentiated profiles (i.e. different combinations of different levels of commitment components) and for their relationship with attitudinal and behavioral outcomes. The present study aimed to: (a) investigate, in an Italian privatised organisation, the emergence of commitment profiles derived from the combination of affective (AC) and continuance (CC) organisational commitment, following Sinclair and colleagues' conceptualisation (2005); and (b) examine whether these profiles differed in absenteeism, as an objective outcome, job satisfaction, and job performance. Results from cluster analysis supported the presence of four groups (Allied, Free Agents, Trapped, and Complacent). The Allied and the Complacent profiles reported higher job satisfaction. Moreover, the Complacent profile displayed the highest job performance and the Allied showed the lowest level of absenteeism; both were significantly different from the Trapped profile. Implications for theory and practice are discussed.
    June 04, 2012   doi: 10.1111/j.1464-0597.2012.00512.x   open full text
  • Measurement Invariance of the Wong and Law Emotional Intelligence Scale Scores: Does the Measurement Structure Hold across Far Eastern and European Countries?
    Nele Libbrecht, Alain De Beuckelaer, Filip Lievens, Thomas Rockstuhl.
    Applied Psychology / International Review of Applied Psychology. June 04, 2012
    In recent years, emotional intelligence and emotional intelligence measures have been used in a plethora of countries and cultures. This is also the case for the Wong and Law Emotional Intelligence Scale (WLEIS), highlighting the importance of examining whether the WLEIS is invariant across regions other than the Far Eastern region (China) where it was originally developed. This study investigated the measurement invariance (MI) of the WLEIS scores across two countries, namely Singapore (N= 505) and Belgium (N= 339). Apart from items measuring the factor “use of emotion”, the measurement structure underlying the WLEIS ratings was generally invariant across both countries as there was no departure from MI in terms of factor form and factor loadings. The scalar invariance model (imposing an identical threshold structure) was partially supported. Factor intercorrelations (not involving the factor “use of emotion”) were also identical across countries. These results show promise for the invariance of the WLEIS scores across different countries, yet warn of the non‐invariance of the dimension “use of emotion”. Reducing the motivation‐oriented nature of these items is in order to come to an exact model fit in cross‐cultural comparisons.
    June 04, 2012   doi: 10.1111/j.1464-0597.2012.00513.x   open full text
  • The Boundaries of Effects on the Relationship between Interviewer Moods and Hiring Recommendation.
    Chien‐Cheng Chen, Hsien‐Wen Chen, Ying‐Yin Lin.
    Applied Psychology / International Review of Applied Psychology. May 15, 2012
    Past research has found that interviewers' positive and negative moods could influence their evaluations of applicants. This study extends previous research by examining the moderating roles that interview structure and accountability played in the effects of interviewer moods on interviewer recommendation. Results from 105 interviewers in actual employment interviews for job openings partially support the hypotheses and indicate that the more structured the interview, the weaker the relationship between interviewer negative moods and hiring recommendation. In addition, when the interviewer's perceived accountability was relatively high, the influence of interviewer positive moods on hiring recommendation was minimised.
    May 15, 2012   doi: 10.1111/j.1464-0597.2012.00510.x   open full text
  • An Exploratory Study of Factors that Relate to Burnout in Hobby‐Jobs.
    Sabrina D. Volpone, Sara Jansen Perry, Cristina Rubino.
    Applied Psychology / International Review of Applied Psychology. May 15, 2012
    Using the Job Demands‐Resources model as a theoretical foundation, we explored the relationships among job demands, internal resources, and burnout in a unique population of workers—individuals with hobby‐jobs (i.e. jobs created from a hobby). We examined four job demands (i.e. variety, constraints, time spent on hobby, hobby/job similarity) as antecedents of the three dimensions of burnout (i.e. emotional exhaustion, cynicism, professional efficacy) and moderating effects of internal resources (i.e. conscientiousness, emotional stability) on these relationships. We found that all four demands predicted emotional exhaustion. Further, variety and constraints related to cynicism and variety was associated with diminished professional efficacy. Conscientiousness and emotional stability moderated some of these relationships, indicating that these traits may indeed act as internal resources. Our findings suggest that individuals in hobby‐jobs are affected by job demands as in other jobs, but may also face unique demands. Personality traits and behaviors consistent with those traits may help individuals pursuing hobby‐jobs by protecting them from burnout.
    May 15, 2012   doi: 10.1111/j.1464-0597.2012.00502.x   open full text
  • Familiarity Breeds Compassion: Knowledge of Disaster Areas and Willingness to Donate Money to Disaster Victims.
    Hanna Zagefka, Masi Noor, Rupert Brown.
    Applied Psychology / International Review of Applied Psychology. May 15, 2012
    We tested whether knowing more about an area where a humanitarian disaster happened would increase willingness to donate to its victims. Knowledge was proposed to have a positive impact on donation proclivity, mediated by greater identification with the victims: The more potential donors know about the victims and their environment, the more are they able to identify with the victims. Identification, in turn, was proposed to positively impact on willingness to donate. Results confirmed these predictions in one correlational study (N= 111), one experimental study (N= 200), and one quasi‐experimental study (N= 100), focusing on the Asian Tsunami of 2004 and the Chinese earthquake of 2008. Theoretical and applied implications of the research findings are discussed.
    May 15, 2012   doi: 10.1111/j.1464-0597.2012.00501.x   open full text
  • The Dynamics of Sociospatial Identity: Comparing Adolescents and Young Adults in Two French Regions.
    Marie‐Line Félonneau, Lyda Lannegrand‐Willems, Maja Becker, Aymeric Parant.
    Applied Psychology / International Review of Applied Psychology. April 12, 2012
    The issue of identity spatialisation lies at the interface between classic theories of social identity in social psychology and the environmental psychology approach in terms of sociospatial identity. This study of adolescents and young adults aimed to identify the influence of belonging to a place on self‐construction according to place of residence in France. Two regions were compared: (a) the French Basque region, where there is high cultural specificity; and (b) Bordeaux region, which is less culture‐specific. Data were collected from 229 adolescents and young adults from these two regions. The feeling of belonging to a region, sociospatial identity, and social identity were estimated using self‐report questionnaires. Results demonstrate the existence of several forms of sociospatial identity. Basques tended to overinvest on the regional level—especially when they spoke the Basque language (Euskara)—whereas the sociospatial identity of Bordeaux inhabitants was multi‐level. Furthermore, the expression of sociospatial identity was age‐dependent. These findings help to define, measure, and interpret the processes and dynamics of identity associated with belonging to different territories.
    April 12, 2012   doi: 10.1111/j.1464-0597.2012.00498.x   open full text
  • Does Positive Affect Buffer the Associations between Job Insecurity and Work Engagement and Psychological Distress? A Test among South African Workers.
    Tinne Vander Elst, Jacqueline Bosman, Nele De Cuyper, Jeroen Stouten, Hans De Witte.
    Applied Psychology / International Review of Applied Psychology. April 12, 2012
    This study aims to respond to earlier calls to study well‐known concepts, more specifically, job insecurity, in less traditional (i.e. non‐European, non‐US) settings, as well as factors that may mitigate the aversive consequences of job insecurity for employees' work‐related functioning. We investigate (1) the relationship between job insecurity and work engagement and psychological distress, and (2) the moderating role of positive affect in these relationships. Cross‐sectional data from 296 employees in a South African government organisation were used to test the hypotheses. The results showed that job insecurity was negatively related to work engagement and positively to psychological distress. These relationships were buffered by positive affect.
    April 12, 2012   doi: 10.1111/j.1464-0597.2012.00499.x   open full text
  • The Roots of Interpersonal Influence: A Mediated Moderation Model for Knowledge and Traits as Predictors of Opinion Leadership.
    Timo Gnambs, Bernad Batinic.
    Applied Psychology / International Review of Applied Psychology. April 05, 2012
    Opinion leadership as a measure of individual differences describes influential individuals who informally shape the attitudes and behaviors of their peers. It is commonly assumed that the most important source of opinion leadership stems from expert knowledge in their domain of influence. Study 1 (N= 183), however, demonstrates that objective knowledge does not predict opinion leadership unambiguously. Rather, the relationship is moderated by a personality trait measuring stable dispositions for social influence, thus highlighting two different roots of opinion leadership: domain‐specific competencies and domain‐independent traits. Furthermore, Study 2 on N= 185 pairs of acquaintances illustrates that the interaction effect of these two sources on other‐reports of opinion leadership is mediated by the degree of word‐of‐mouth communication.
    April 05, 2012   doi: 10.1111/j.1464-0597.2012.00497.x   open full text
  • Antecedents of Instrumental Interpersonal Help‐Seeking: An Integrative Review.
    MeowLan Evelyn Chan.
    Applied Psychology / International Review of Applied Psychology. April 05, 2012
    Drawing from research across various fields of psychology—social, educational, organisational, counseling and clinical psychology—this paper provides an integrative review of the antecedents of interpersonal help‐seeking behavior. Predicated on the Theory of Planned Behavior, the proposed model describes how person, task, and situation factors influence individuals' decision to seek interpersonal help for goal‐directed or instrumental purposes. This paper also contributes to help‐seeking research by (i) adopting a constellation approach to examine how various salient beliefs mediate between these exogenous factors and people's help‐seeking decision and behavior, (ii) providing a multi‐level perspective on help‐seeking behavior, and by (iii) highlighting the moderating role of expectancy in people's decision to seek interpersonal help.
    April 05, 2012   doi: 10.1111/j.1464-0597.2012.00496.x   open full text
  • The Instrumental and Symbolic Dimensions of Organisations' Image as an Employer: A Large‐Scale Field Study on Employer Branding in Turkey.
    Greet Van Hoye, Turker Bas, Saartje Cromheecke, Filip Lievens.
    Applied Psychology / International Review of Applied Psychology. April 05, 2012
    Research on recruitment and employer branding has typically been situated in Western countries with predominantly individualistic cultures. The present study investigates the instrumental‐symbolic framework for studying organisations' image and attraction as an employer in a non‐Western collectivistic culture. In a large nationwide sample of Turkish university students, both instrumental (working conditions) and symbolic image dimensions (competence) were positively related to organisational attractiveness. Moreover, symbolic traits explained significant incremental variance beyond instrumental attributes and accounted for a greater amount of predictable variance. In addition, organisations were better differentiated from each other on the basis of symbolic image dimensions (sincerity and innovativeness) than on the basis of instrumental dimensions (task demands). Overall, these findings provide support for the applicability of the instrumental‐symbolic framework across different countries, cultures, and organisations.
    April 05, 2012   doi: 10.1111/j.1464-0597.2012.00495.x   open full text