{"title":"Review of The power of purpose: Find meaning, live longer, better.","authors":"L. K. Jena, Sajeet Pradhan","doi":"10.1037/mgr0000046","DOIUrl":"https://doi.org/10.1037/mgr0000046","url":null,"abstract":"","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519467","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Ingratiation is a common form of influence in the workplace and, in particular, in job applicants. This experiment tested whether attribution errors can be used to explain how ingratiation by applicants is perceived. Participants viewed videos of an ingratiating applicant during a job interview. Results indicate that there is evidence to support this application of the ultimate attribution error. Furthermore, ingratiation involves behaviors that are considered to be more feminine in nature; therefore, sex and femininity were also explored. Results indicate that, although more feminine participants had more favorable perceptions of ingratiation in general, female ingratiators did not benefit (via more favorable perceptions) from the match between gender and behavior expectations, as Gender Role Theory would predict.
{"title":"Mistakes Abound With Ingratiation in Job Applicants: Attribution Errors and Gender Bias","authors":"Sara Langford, T. Beehr, Nicholas R. Von Glahn","doi":"10.1037/mgr0000047","DOIUrl":"https://doi.org/10.1037/mgr0000047","url":null,"abstract":"Ingratiation is a common form of influence in the workplace and, in particular, in job applicants. This experiment tested whether attribution errors can be used to explain how ingratiation by applicants is perceived. Participants viewed videos of an ingratiating applicant during a job interview. Results indicate that there is evidence to support this application of the ultimate attribution error. Furthermore, ingratiation involves behaviors that are considered to be more feminine in nature; therefore, sex and femininity were also explored. Results indicate that, although more feminine participants had more favorable perceptions of ingratiation in general, female ingratiators did not benefit (via more favorable perceptions) from the match between gender and behavior expectations, as Gender Role Theory would predict.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519608","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"A preliminary consideration of WAR as evaluation.","authors":"T. Henley, R. Green, Patrick Donawho","doi":"10.1037/MGR0000050","DOIUrl":"https://doi.org/10.1037/MGR0000050","url":null,"abstract":"","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519835","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Bringing New Ideas to Light: Personnel Research at General Electric in the 1960s and 1970s.","authors":"Kevin T. Mahoney, Tyler Miller","doi":"10.1037/MGR0000048","DOIUrl":"https://doi.org/10.1037/MGR0000048","url":null,"abstract":"","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519677","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In this study we investigated recruiter and applicant usage of LinkedIn in India. We replicated Zide, Elman, and Shahani-Denning (2014), who examined the use of LinkedIn with a U.S. sample. Following their methodology, we surveyed a small sample of India-based hiring professionals to identify important variables in the evaluation of LinkedIn profiles. We used these variables to code a sample of 200 LinkedIn member profiles across 2 industries: sales or marketing (SM) and human resources (HR). Similar to the case in the American sample reported in Zide et al., a review of chi-square and analysis of variance results indicated significant differences in how SM and HR professionals represented themselves on LinkedIn. Similarities and differences between the American and Indian samples on the use of LinkedIn are discussed.
{"title":"Recruiter and Applicant Use of LinkedIn: A Spotlight on India","authors":"Comila Shahani-Denning, V. Patel, Julie S. Zide","doi":"10.1037/mgr0000052","DOIUrl":"https://doi.org/10.1037/mgr0000052","url":null,"abstract":"In this study we investigated recruiter and applicant usage of LinkedIn in India. We replicated Zide, Elman, and Shahani-Denning (2014), who examined the use of LinkedIn with a U.S. sample. Following their methodology, we surveyed a small sample of India-based hiring professionals to identify important variables in the evaluation of LinkedIn profiles. We used these variables to code a sample of 200 LinkedIn member profiles across 2 industries: sales or marketing (SM) and human resources (HR). Similar to the case in the American sample reported in Zide et al., a review of chi-square and analysis of variance results indicated significant differences in how SM and HR professionals represented themselves on LinkedIn. Similarities and differences between the American and Indian samples on the use of LinkedIn are discussed.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2017-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519878","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"A brief examination of the effects of occupational stress on creativity and innovation.","authors":"Sarah Rich","doi":"10.1037/MGR0000042","DOIUrl":"https://doi.org/10.1037/MGR0000042","url":null,"abstract":"","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2016-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58518990","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Productivity standards: Do they result in less productive and satisfied therapists?","authors":"G. E. Franco","doi":"10.1037/MGR0000041","DOIUrl":"https://doi.org/10.1037/MGR0000041","url":null,"abstract":"","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2016-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58518897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Indirect effects of inconsistent sleep on supervisor’s ratings through leadership of others.","authors":"Jane F. Gaultney","doi":"10.1037/MGR0000039","DOIUrl":"https://doi.org/10.1037/MGR0000039","url":null,"abstract":"","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2016-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519259","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
ion and inclusion. Alternatively, the status differential between a subordinate and a supervisor involves categorization that involves a very low level of abstraction and inclusion. These two levels of abstraction and inclusion (i.e., social status differential vs. supervisor–subordinate role status differential) are expected to interact. Given the psychological benefits of status, and the inclination of individuals to utilize relational identities as a way of self-enhancement, it is theorized that lower status individuals will benefit from relational identification with higher status individuals. Proposed Conditional Model A moderated mediation effect, or conditional model, is proposed wherein communication with one’s supervisor acts as a form of social support. This form of social support has a positive impact on meaningfulness at work through relational identification with one’s supervisor. However, one’s level of social status moderates this indirect effect. As described above, positive, negative, and nonwork related communication with one’s supervisor are hypothesized to have a direct effect on both relational identification (Sluss & Ashforth, 2007; Sluss et al., 2012; Wang et al., 2013) and meaningfulness. Likewise, because work relationships are a source of meaning (Wrzesniewski et al., 2003), supervisor relational identification is hypothesized to have a direct effect on meaningfulness. Therefore, relational identification is hypothesized to mediate the relationship between supervisor communication and meaningfulness. Specifically, relational identification with one’s supervisor is hypothesized to be a way which employees enhance their meaningful experience at work. This is in accord with the theory that status is a psychological resource (Semmer, McGrath, & Beehr, 2005). Specifically, relational identification is a way in which to share in someone else’s status and enjoy similar psychosocial benefit, which includes the experience of more meaningfulness at work (Dutton et al., 1994). Finally, given that supervisor relational identification serves a meaning function for lower status individuals, then general social status should moderate this mediation effect. Specifically, the mediation effect should be weaker for individuals of higher general social status and stronger for individuals of lower social status (see Figure 1). T hi s do cu m en t is co py ri gh te d by th e A m er ic an Ps yc ho lo gi ca l A ss oc ia tio n or on e of its al lie d pu bl is he rs . T hi s ar tic le is in te nd ed so le ly fo r th e pe rs on al us e of th e in di vi du al us er an d is no t to be di ss em in at ed br oa dl y. 66 MONNOT
离子和包涵体。另外，下属和主管之间的地位差异涉及到涉及非常低层次抽象和包容的分类。这两个层次的抽象和包容(即，社会地位差异vs.主管-下属角色地位差异)预计会相互作用。考虑到地位的心理利益，以及个体倾向于利用关系认同作为自我提升的一种方式，从理论上讲，地位较低的个体将从与地位较高的个体的关系认同中受益。提出了一种有调节的中介效应，即条件模型，其中与主管的沟通作为一种社会支持形式。这种形式的社会支持通过与上司的关系认同对工作意义产生积极影响。然而，一个人的社会地位水平缓和了这种间接影响。如上所述，与上司的积极、消极和非工作相关的沟通被假设对关系认同有直接影响(Sluss & Ashforth, 2007;Sluss et al.， 2012;Wang et al.， 2013)和意义。同样，因为工作关系是意义的来源(Wrzesniewski et al.， 2003)，假设主管关系认同对意义有直接影响。因此，我们假设关系认同在主管沟通与意义性之间起中介作用。具体来说，与上司的关系认同被假设为员工增强工作中有意义体验的一种方式。这与地位是一种心理资源的理论是一致的(Semmer, McGrath， & Beehr, 2005)。具体来说，关系认同是一种分享他人地位并享受类似心理社会利益的方式，其中包括在工作中获得更有意义的体验(Dutton et al.， 1994)。最后，考虑到主管关系认同对地位较低的个体具有意义功能，那么一般社会地位应该会调节这种中介作用。具体来说，对于社会地位越高的个体，中介效应越弱，而对于社会地位越低的个体，中介效应越强(见图1)。这一点在A - m - m和p - p的研究中得到了证明，A - m - m - p的研究结果表明，A - m - p的中介效应在其整体社会地位的影响中占比最高。这是一个很好的例子，它是在一个很短的时间内完成的，它是在一个很短的时间内完成的，它是在一个很短的时间内完成的，它是在一个很短的时间内完成的
{"title":"Relational-Interdependent Self-Construal With Supervisor (RISCS): Scale development and conditional model of meaningfulness at work.","authors":"Matthew J. Monnot","doi":"10.1037/MGR0000043","DOIUrl":"https://doi.org/10.1037/MGR0000043","url":null,"abstract":"ion and inclusion. Alternatively, the status differential between a subordinate and a supervisor involves categorization that involves a very low level of abstraction and inclusion. These two levels of abstraction and inclusion (i.e., social status differential vs. supervisor–subordinate role status differential) are expected to interact. Given the psychological benefits of status, and the inclination of individuals to utilize relational identities as a way of self-enhancement, it is theorized that lower status individuals will benefit from relational identification with higher status individuals. Proposed Conditional Model A moderated mediation effect, or conditional model, is proposed wherein communication with one’s supervisor acts as a form of social support. This form of social support has a positive impact on meaningfulness at work through relational identification with one’s supervisor. However, one’s level of social status moderates this indirect effect. As described above, positive, negative, and nonwork related communication with one’s supervisor are hypothesized to have a direct effect on both relational identification (Sluss & Ashforth, 2007; Sluss et al., 2012; Wang et al., 2013) and meaningfulness. Likewise, because work relationships are a source of meaning (Wrzesniewski et al., 2003), supervisor relational identification is hypothesized to have a direct effect on meaningfulness. Therefore, relational identification is hypothesized to mediate the relationship between supervisor communication and meaningfulness. Specifically, relational identification with one’s supervisor is hypothesized to be a way which employees enhance their meaningful experience at work. This is in accord with the theory that status is a psychological resource (Semmer, McGrath, & Beehr, 2005). Specifically, relational identification is a way in which to share in someone else’s status and enjoy similar psychosocial benefit, which includes the experience of more meaningfulness at work (Dutton et al., 1994). Finally, given that supervisor relational identification serves a meaning function for lower status individuals, then general social status should moderate this mediation effect. Specifically, the mediation effect should be weaker for individuals of higher general social status and stronger for individuals of lower social status (see Figure 1). T hi s do cu m en t is co py ri gh te d by th e A m er ic an Ps yc ho lo gi ca l A ss oc ia tio n or on e of its al lie d pu bl is he rs . T hi s ar tic le is in te nd ed so le ly fo r th e pe rs on al us e of th e in di vi du al us er an d is no t to be di ss em in at ed br oa dl y. 66 MONNOT","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519075","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"The effects of leader–member exchange and the feedback environment on organizational citizenship and withdrawal.","authors":"Damian J. Lonsdale","doi":"10.1037/MGR0000037","DOIUrl":"https://doi.org/10.1037/MGR0000037","url":null,"abstract":"","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1037/MGR0000037","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"58519135","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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