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Journal of Applied Psychology最新文献

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Hair and Its Ramifications (HAIR): A model describing how hair bias shapes Black women’s work experiences when wearing natural hair. 头发及其后果（Hair）：一个模型描述了头发偏见如何影响黑人女性在留着自然头发时的工作经历。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-12-08 DOI: 10.1037/apl0001321
Lonwabo Makapela, María del Carmen Triana, Aneika L. Simmons, Orlando C. Richard
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引用次数: 0
When founders falter: A second-in-command attenuates the effect of founder identification on unethical pro-organizational behavior. 当创始人动摇时：二把手削弱了创始人认同对不道德的亲组织行为的影响。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-12-08 DOI: 10.1037/apl0001342
Travis Howell, David T. Welsh, Bradley E. Hendricks
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引用次数: 0
Thinking like a chameleon: How diversity ideologies differentially enable cultural accommodation. 像变色龙一样思考：不同的意识形态如何以不同的方式实现文化适应。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-12-08 DOI: 10.1037/apl0001340
Jaee Cho, Michael W. Morris, Hayley Blunden, Jie (Kassie) Li, Jingzhou Pan
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引用次数: 0
Resolving the complexity–flexibility dilemma in multi-issue negotiations: Nested bracketing as a strategy to enhance negotiation outcomes. 解决多议题谈判中的复杂性-灵活性困境：嵌套括号策略提高谈判结果。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-12-08 DOI: 10.1037/apl0001332
Hong Zhang, Johann M. Majer, Marco Warsitzka, Roman Trötschel
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引用次数: 0
Dancing with inactive helpers: Effects of team members' prosocial motivation profiles on team processes and performance. 与非活动帮助者跳舞：团队成员亲社会动机对团队过程和绩效的影响。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-12-04 DOI: 10.1037/apl0001341
An-Chih Wang,Tae-Yeol Kim,Yanyu Chen,Wen Wu
We integrate a self-determination conceptual lens and the social information processing perspective to examine how team members' prosocial motivation profiles are related to team processes and performance. Latent profile analyses based on two independent samples (190 and 110 teams) suggest that around one tenth of the team members and leaders are categorized as inactive helpers (i.e., low in both pleasure- and pressure-based prosocial motivation). Subsequent analyses indicate that the proportion of inactive helpers within a team has a detrimental effect on effective team processes, ultimately leading to a decrease in team performance. Our data also support a moderated mediation model, wherein the proposed negative indirect effect is alleviated when the team leader is a dual-role helper (i.e., high in both pleasure- and pressure-based prosocial motivation). In addition, the indirect effect is weakened (and even becomes positive in one of the samples) when the proportion of dual-role teammates within a team is high. (PsycInfo Database Record (c) 2025 APA, all rights reserved).
我们整合了自我决定概念视角和社会信息加工视角来研究团队成员的亲社会动机特征与团队过程和绩效之间的关系。基于两个独立样本（190和110团队）的潜在特征分析表明，大约十分之一的团队成员和领导者被归类为不活跃的帮助者（即，基于快乐和压力的亲社会动机都较低）。随后的分析表明，团队中不活跃的帮助者的比例对有效的团队过程有不利的影响，最终导致团队绩效的下降。我们的数据也支持一个有调节的中介模型，其中当团队领导者是双重角色的帮助者（即基于快乐和压力的亲社会动机都很高）时，所提出的负面间接效应得到缓解。此外，当团队中双角色队友的比例较高时，间接效应减弱（甚至在一个样本中变为正效应）。（PsycInfo Database Record (c) 2025 APA，版权所有）。
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引用次数: 0
Acknowledgment 鸣谢
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-12-04 DOI: 10.1037/apl0001329
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引用次数: 0
Chief executive officer (CEO) Machiavellianism and executive pay. 首席执行官（CEO）马基雅维利主义与高管薪酬。
IF 6.1 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-12-01 Epub Date: 2025-05-12 DOI: 10.1037/apl0001290
Tessa Recendes, Aaron D Hill, Federico Aime, Jason W Ridge, Oleg V Petrenko

Integrating theory and evidence about Machiavellianism (Mach) into executive pay-setting research, we theorize about how chief executive officers (CEOs) higher in Mach may be both more motivated to initiate negotiations and more effective in utilizing social influence tactics in the pay-setting process, thus positively relating to their own pay outcomes. Specifically, we first theorize that CEO Mach positively associates with a CEO's total pay and severance pay. Moreover, because paying top management team (TMT) members more is also in CEOs' interests-such as to help build TMT loyalty and cooperation, aid hiring, and ease retention while also narrowing the CEO-TMT pay differential to thus provide an impetus for a CEO pay raise-we argue that CEO Mach positively relates to TMT pay as well. Using a longitudinal sample of S&P 500 firms and clinical psychologists trained to assess CEO Mach from publicly available data, we find evidence supporting our theorizing. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

将马基雅维利主义（Mach）的理论和证据整合到高管薪酬设定研究中，我们对马基雅维利主义（Mach）较高的首席执行官（ceo）如何更有动力发起谈判，并在薪酬设定过程中更有效地利用社会影响策略进行理论分析，从而与他们自己的薪酬结果呈正相关。具体来说，我们首先推测CEO马赫与CEO的总薪酬和遣散费呈正相关。此外，由于向高管团队（TMT）成员支付更高的薪酬也符合CEO的利益，例如有助于建立TMT的忠诚度和合作关系，帮助招聘，缓解留任问题，同时还可以缩小CEO与TMT的薪酬差距，从而为CEO加薪提供动力，因此我们认为CEO马赫也与TMT薪酬呈正相关。通过对标准普尔500强公司和临床心理学家进行纵向抽样调查，我们发现了支持我们理论的证据。（PsycInfo Database Record (c) 2025 APA，版权所有）。
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引用次数: 0
Supplemental Material for Dancing With Inactive Helpers: Effects of Team Members’ Prosocial Motivation Profiles on Team Processes and Performance 与不活跃的帮助者跳舞：团队成员亲社会动机对团队过程和表现的影响
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-12-01 DOI: 10.1037/apl0001341.supp
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引用次数: 0
Supplemental Material for Hair and Its Ramifications (HAIR): A Model Describing How Hair Bias Shapes Black Women’s Work Experiences When Wearing Natural Hair 头发及其分支的补充材料（头发）：一个描述头发偏见如何影响黑人女性在穿着自然头发时的工作经历的模型
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-12-01 DOI: 10.1037/apl0001321.supp
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引用次数: 0
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025). 对郑、朴的《工会是高效工作制度的朋友还是敌人？》（2025年）的更正。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-11-24 DOI: 10.1037/apl0001346
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引用次数: 0
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