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Journal of Applied Psychology最新文献

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Shared leadership and team creativity: Examining effects of shared leadership level and concentration and the countervailing mechanisms. 共享领导与团队创造力：共享领导水平与集中度的影响及抵消机制研究。
IF 9.4 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-07-01 Epub Date: 2024-12-19 DOI: 10.1037/apl0001258
Junfeng Wu, Zhen Zhang, Lynda Jiwen Song, Li Zhu

Integrating insights from team hierarchy literature and shared leadership research, we propose and test a model that illuminates the positive and negative team processes through which shared leadership relates to team creativity. We use a social network lens to examine both shared leadership level (indexed by team density of informal leadership ties) and shared leadership concentration (indexed by team centralization of such ties). With a sample of 136 work teams and three waves of surveys, we found that shared leadership concentration weakens the positive effect of shared leadership level on team creativity. We explicated the positive and negative mediating roles played by team information elaboration and team status conflict, respectively. Our findings show that shared leadership concentration serves as an enabler or inhibitor on which mediating mechanism is at play, such that when shared leadership concentration is higher, there is a negative indirect effect of shared leadership level on team creativity via team status conflict. By contrast, when shared leadership concentration is lower, shared leadership level has a positive indirect effect on team creativity via team information elaboration. Our work provides nuanced insights into how to maximize the potential benefits of shared leadership in enhancing team creativity. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

结合团队层级文献和共享领导研究的见解，我们提出并检验了一个模型，该模型阐明了共享领导与团队创造力相关的积极和消极团队过程。我们使用社会网络镜头来检查共同领导水平（以非正式领导关系的团队密度为指标）和共同领导集中度（以此类关系的团队集中度为指标）。我们以136个工作团队为样本，通过三波调查发现，共享领导集中度削弱了共享领导水平对团队创造力的积极作用。分别阐明了团队信息细化和团队地位冲突的正向和负向中介作用。研究结果表明，共享领导集中度对团队创造力具有促进或抑制的作用，当共享领导集中度较高时，共享领导水平通过团队地位冲突对团队创造力产生负向的间接影响。当共享领导集中度较低时，共享领导水平通过团队信息细化对团队创造力有正向的间接影响。我们的工作提供了细致入微的见解，如何最大限度地发挥共享领导力在提高团队创造力方面的潜在好处。（PsycInfo Database Record (c) 2024 APA，版权所有）。
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引用次数: 0
How and when does trust in coworkers make newcomers more innovative? The dual roles of psychological safety and interpersonal conflict. 对同事的信任如何以及何时会使新人更具创新性？心理安全和人际冲突的双重作用。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-06-23 DOI: 10.1037/apl0001297
Francesco Montani, Lucas Dufour, Meena Andiappan
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引用次数: 0
A neuropsychological examination of the nature of perceived person–environment fit. 对感知到的人-环境契合度本质的神经心理学检查。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-06-23 DOI: 10.1037/apl0001294
Aichia Chuang, Yu-Ping Chen, Tsung-Ren Huang, Hsu-Min Lee
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引用次数: 0
Seeing the good in the bad: A self-affirmation model of organizational dehumanization. 在逆境中看到好的一面：组织非人性化的自我肯定模式。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-06-23 DOI: 10.1037/apl0001298
Constantin Lagios, Simon Lloyd D. Restubog, Pauline Schilpzand, Karl Aquino, Nicolas Lagios, Gaëtane Caesens
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引用次数: 0
To give a fish or to teach how to fish: Examining leaders’ autonomy and dependency helping behaviors. 授人以鱼还是授人以鱼：领导者自主性和依赖性帮助行为的考察。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-06-16 DOI: 10.1037/apl0001299
Jessica J. W. Paek, Hemant Kakkar
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引用次数: 0
The curvilinear effect of newcomer ingratiation on leader–member exchange: A dual-pathway model of supervisor attributions. 新员工融入对领导-成员交换的曲线效应：一个主管归因的双路径模型。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-06-16 DOI: 10.1037/apl0001292
Siting Wang, Robert C. Liden, Haiyang Liu, Yixuan Li, Hui Wang
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引用次数: 0
How and for whom using generative AI affects creativity: A field experiment. 如何以及为谁使用生成人工智能影响创造力：现场实验。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-06-16 DOI: 10.1037/apl0001296
Shuhua Sun, Zhuyi Angelina Li, Maw-Der Foo, Jing Zhou, Jackson G. Lu
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引用次数: 0
Attributions of diversity, equity, and inclusion signals in organizations: An integrative conceptual review, theoretical extension, and future research agenda. 组织中多样性、公平和包容信号的归因：综合概念回顾、理论延伸和未来研究议程。
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-06-16 DOI: 10.1037/apl0001289
Roxanne L. Ross, Horatio D. Traylor, Enrica N. Ruggs
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引用次数: 0
Supplemental Material for To Give a Fish or to Teach How to Fish: Examining Leaders’ Autonomy and Dependency Helping Behaviors 《给鱼还是教鱼：考察领导者的自主性和依赖性帮助行为》的补充材料
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-06-12 DOI: 10.1037/apl0001299.supp
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引用次数: 0
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization 在坏中看到好的补充材料：组织非人化的自我肯定模型
IF 9.9 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology
Pub Date : 2025-06-12 DOI: 10.1037/apl0001298.supp
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引用次数: 0
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