Journal of Applied Psychology最新文献

"It takes a village" to build an ethical workplace, and employees who witness unethical behavior in the workplace play a crucial role in alerting organizations to wrongdoing and preventing its recurrence. While prior research has primarily focused on personal and intraorganizational factors shaping observer responses to workplace unethical behavior, the potential influence of extraorganizational factors has been largely overlooked. Recognizing that employees often share workplace experiences with close others, such as their family members, we explore how the extent of sharing with family members influences employee responses to observed unethical behavior. Integrating the functional perspective of rumination and social sharing research, we theorize that the extent of sharing with family members increases observer reflective rumination about the unethical behavior and their tendency to engage in ethical voice at work. We found empirical evidence in two critical incident surveys (Studies 1 and 4), an experiment (Study 2), and a cross-lagged panel survey (Study 3). Finally, we discuss the theoretical and practical implications of this research. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Every day at work employees are faced with resource depleting demands, necessitating recovery after work to avoid health and well-being detriments. Recovery theory and empirical results suggest that the four main recovery experiences that underlie employee recovery-psychological detachment, relaxation, mastery, and control-can occur concurrently. At the same time, each of these recovery experiences are dynamic and change across the evening. However, previous recovery research has not investigated and empirically examined both notions at the same time. Using a combined person-centered, dynamic approach across two experience sampling studies, we examine daily profiles of trajectories of all four recovery experiences across an entire evening after work. We also examine how daily job demands and resources relate to these profiles, and how profile membership relates to next-day work and well-being outcomes. Results revealed three profiles of recovery experience trajectory combinations that were predicted by job demands and resources. Results also revealed that having psychological detachment, relaxation, and control experiences early and often across the evening results in the most optimal daily recovery process for next-day well-being. This work represents an important stride forward as it is the first to examine how the recovery process unfolds, along with providing practical recommendations for how employees should best recover daily. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Immigrants face a unique challenge in translating their home country human capital to secure employment in their host country's labor market, potentially leading to underemployment. In this integrative conceptual review, we formalize a framework to explain the process of human capital translation for immigrants, specifically laborers and professionals. Synthesizing findings across disciplines, we explicitly model and consider the theoretical role of intended duration of stay, which refers to the amount of time an immigrant desires to stay in their host country. We derive this notion from socioemotional selectivity theory to theorize that an immigrant's intended duration of stay influences proximal social goals central to human capital translation, and in turn, employment speed (i.e., how quickly they attain a job) and quality (i.e., the extent to which the job aligns with their knowledge, skills, and abilities). We contribute to scholarship by (a) enhancing the conceptual accessibility and precision of the "immigrant" construct for future organizational psychology and management scholarship; (b) synthesizing and integrating multidisciplinary literature on the labor and professional immigrants' employment attainment process to advance a foundational framework that explains human capital translation and how underemployment may occur for these immigrants; and (c) generating a future research agenda and delineating practical implications for practitioners. We also develop and showcase a novel approach for using supervised machine learning, unsupervised machine learning, and large language models to conduct high quality, multidisciplinary systematic reviews more efficiently. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

The literature on resilience has focused predominantly on the consequences of resilience for the resilient individuals themselves. Yet, current theorizing on workplace events suggests that the critical and eye-catching nature of demonstrating resilience is likely to draw the attention of other employees. We explore these interpersonal dynamics surrounding resilience by developing and testing a model that delves into the consequences of employees observing their coworkers' resilience. Drawing from social comparison theory, we explain how observing resilience is related to both positive (inspiration) and negative (anxiety) social comparison emotions, based on perceptions of similarity with the resilient individual. We further theorize about the downstream consequences of these emotions for the observer's attitudes (positive mindset about stress) and behavior (adaptive performance). Across a combination of lab and field studies, we found that observing resilience is related to feelings of anxiety when the observer perceives themselves as being dissimilar to the resilient individual. However, the significant positive effect of observing resilience on inspiration was not conditional upon similarity perceptions. In turn, these feelings of inspiration and anxiety were associated with the observer having a more, or less, positive attitude toward stress, respectively, which was ultimately related to helping or hindering their adaptive performance in the workplace. We discuss how our research provides a rich avenue for future studies on the social dynamics surrounding employee resilience. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Humans possess an evolved followership psychology that enables them to identify and endorse different types of leaders depending on situational demands. But what fundamental needs guide these follower endorsements? Across a preliminary study and five validation studies (N = 3,514), we developed and validated the Fundamental Follower Needs Inventory (FFNI)-a psychometrically robust measure that identifies six core follower needs: protection, affiliation, status, guidance (including vision and expertise), and fairness. In Studies 1 and 2, we conducted content validation, tested reliability, and confirmed the factor structure of the FFNI across three domains (general, political, and workplace), three countries (the United States, the United Kingdom, and China), and multiple time points. Study 3 demonstrated FFNI's convergent and discriminant validity. Studies 4 and 5 explored the nomological network, examining its antecedents, consequences, and both predictive and incremental validity. The FFNI provides a novel tool for researchers to investigate how follower needs vary across contexts and cultures and how these needs shape leader endorsements and perceptions of leadership effectiveness. Practically, the FFNI offers leaders a framework to better understand and respond to the psychological needs of those they lead. (PsycInfo Database Record (c) 2026 APA, all rights reserved).