Pub Date : 2023-12-20DOI: 10.1027/1866-5888/a000345
Francesca Bellesia
Abstract: This study uncovers how workers of the gig economy adjusted to the COVID-19 pandemic and exhibited capacity for resilience. Following the grounded theory approach, it analyzes more than 400 Upwork and Uber workers' conversations that were posted on Reddit during the first year of the pandemic. Findings reveal that, to face the pandemic risks, gig workers shared news and strategic knowledge with the community, temporarily transformed their work and designed new working practices, and sought emotional support from peers. These findings underscore the processes of resilience among gig workers, allow for comparisons between Upwork and Uber workers, and reveal how gig workers support each other in online communities, which functioned as relational resources.
{"title":"Resilience in Times of a Pandemic","authors":"Francesca Bellesia","doi":"10.1027/1866-5888/a000345","DOIUrl":"https://doi.org/10.1027/1866-5888/a000345","url":null,"abstract":"Abstract: This study uncovers how workers of the gig economy adjusted to the COVID-19 pandemic and exhibited capacity for resilience. Following the grounded theory approach, it analyzes more than 400 Upwork and Uber workers' conversations that were posted on Reddit during the first year of the pandemic. Findings reveal that, to face the pandemic risks, gig workers shared news and strategic knowledge with the community, temporarily transformed their work and designed new working practices, and sought emotional support from peers. These findings underscore the processes of resilience among gig workers, allow for comparisons between Upwork and Uber workers, and reveal how gig workers support each other in online communities, which functioned as relational resources.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"520 ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2023-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139170454","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-12-20DOI: 10.1027/1866-5888/a000346
Jordan L. Ho, Simonne J. Mastrella, D. Powell
Abstract: Job applicants may fake in interviews for numerous reasons. One of these reasons could be that applicants may see greater opportunity and motivation to fake when interviewers have lower job-relevant expertise, as there is a lower risk of having their faking detected. We conducted two experiments to test this proposition by manipulating the job expertise of interviewers. Using reinforcement sensitivity theory, we also examined risk-related traits as antecedents of opportunity and motivation to fake. Study One, a vignette experiment, and Study Two, an experiment that used mock interviews, suggested that interviewer job expertise did not affect opportunity and motivation to fake. Across both studies, a few risk-related traits were related to these outcomes.
{"title":"The Effect of Interviewer Job Expertise and Risk-Related Traits on Opportunity to Fake","authors":"Jordan L. Ho, Simonne J. Mastrella, D. Powell","doi":"10.1027/1866-5888/a000346","DOIUrl":"https://doi.org/10.1027/1866-5888/a000346","url":null,"abstract":"Abstract: Job applicants may fake in interviews for numerous reasons. One of these reasons could be that applicants may see greater opportunity and motivation to fake when interviewers have lower job-relevant expertise, as there is a lower risk of having their faking detected. We conducted two experiments to test this proposition by manipulating the job expertise of interviewers. Using reinforcement sensitivity theory, we also examined risk-related traits as antecedents of opportunity and motivation to fake. Study One, a vignette experiment, and Study Two, an experiment that used mock interviews, suggested that interviewer job expertise did not affect opportunity and motivation to fake. Across both studies, a few risk-related traits were related to these outcomes.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"92 17","pages":""},"PeriodicalIF":1.6,"publicationDate":"2023-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138957761","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-12-20DOI: 10.1027/1866-5888/a000343
Marie L. Ohlms, Ella Voigtländer, Klaus G. Melchers, Uwe P. Kanning
Abstract: This study examined whether gamification of a computer-based cognitive ability test can positively influence applicant reactions. The gamification used a job-related storyline, avatars, and information games that were designed not only to increase enjoyment but also to convey information about the job. 212 participants completed either the gamified or the non-gamified test and answered questions concerning applicant reactions. The results showed that gamification can be used to playfully provide information about the organization and job during an assessment and, thus, can enhance perceived clarity about what to expect in a job. Additionally, the gamified assessment was rated higher on opportunity to perform compared to its traditional version, while no differences were found between the two tests for fairness, job relatedness, and enjoyment.
{"title":"Is Gamification a Suitable Means to Improve Applicant Reactions and Convey Information During an Online Test?","authors":"Marie L. Ohlms, Ella Voigtländer, Klaus G. Melchers, Uwe P. Kanning","doi":"10.1027/1866-5888/a000343","DOIUrl":"https://doi.org/10.1027/1866-5888/a000343","url":null,"abstract":"Abstract: This study examined whether gamification of a computer-based cognitive ability test can positively influence applicant reactions. The gamification used a job-related storyline, avatars, and information games that were designed not only to increase enjoyment but also to convey information about the job. 212 participants completed either the gamified or the non-gamified test and answered questions concerning applicant reactions. The results showed that gamification can be used to playfully provide information about the organization and job during an assessment and, thus, can enhance perceived clarity about what to expect in a job. Additionally, the gamified assessment was rated higher on opportunity to perform compared to its traditional version, while no differences were found between the two tests for fairness, job relatedness, and enjoyment.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"3 2","pages":""},"PeriodicalIF":1.6,"publicationDate":"2023-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138956887","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-12-20DOI: 10.1027/1866-5888/a000342
Stefanie Birkle, Jürgen Seifried
Abstract: Joining a new employer is an exciting but also challenging experience. To learn more about new employees’ transition into a new work environment, we interviewed newcomers in a medium-sized German IT service provider about the challenges they experienced during organizational entry and how onboarding helped them cope with these. Analyses revealed that participants predominantly experienced professional challenges. A combination of activities – especially social support and integration into everyday work – helped the new hires overcome the challenges they experienced. Findings also showed that opportunities to participate and contribute to the new work environment gain relevance as socialization progresses. These insights into newcomers’ experiences may enable organizations to design an employee-centered onboarding strategy that contributes to newcomers’ successful organizational socialization.
摘要：加入新雇主是一段令人兴奋但也充满挑战的经历。为了进一步了解新员工向新工作环境过渡的情况，我们对德国一家中型 IT 服务提供商的新员工进行了访谈，了解他们在进入组织期间遇到的挑战以及入职培训如何帮助他们应对这些挑战。分析表明，参与者主要经历了职业挑战。各种活动，尤其是社会支持和融入日常工作，帮助新员工克服了他们所经历的挑战。研究结果还表明，随着社会化进程的推进，参与新工作环境并为之做出贡献的机会也变得越来越重要。对新员工经历的这些了解，可以帮助组织设计一种以员工为中心的入职战略，从而帮助新员工成功实现组织社会化。
{"title":"Perceived Challenges When Changing Employer","authors":"Stefanie Birkle, Jürgen Seifried","doi":"10.1027/1866-5888/a000342","DOIUrl":"https://doi.org/10.1027/1866-5888/a000342","url":null,"abstract":"Abstract: Joining a new employer is an exciting but also challenging experience. To learn more about new employees’ transition into a new work environment, we interviewed newcomers in a medium-sized German IT service provider about the challenges they experienced during organizational entry and how onboarding helped them cope with these. Analyses revealed that participants predominantly experienced professional challenges. A combination of activities – especially social support and integration into everyday work – helped the new hires overcome the challenges they experienced. Findings also showed that opportunities to participate and contribute to the new work environment gain relevance as socialization progresses. These insights into newcomers’ experiences may enable organizations to design an employee-centered onboarding strategy that contributes to newcomers’ successful organizational socialization.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"115 11","pages":""},"PeriodicalIF":1.6,"publicationDate":"2023-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138958380","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-16DOI: 10.1027/1866-5888/a000336
Kyle Huff
Abstract: Mobile devices are believed to require a greater amount of working memory to use than traditional computers. This increase in cognitive load is believed to result in lower scores when cognitive assessments are completed on mobile devices. This paper directly tests this hypothesis using a repeated-measures dual-task design where participants complete parallel working memory tests on both mobile and desktop computers. Significant differences were found between the two modalities in the time to complete the assessments and usability ratings. This suggests that working memory is negatively impacted when completing an assessment on a mobile device.
{"title":"The Impact of Mobile Devices on Working Memory","authors":"Kyle Huff","doi":"10.1027/1866-5888/a000336","DOIUrl":"https://doi.org/10.1027/1866-5888/a000336","url":null,"abstract":"Abstract: Mobile devices are believed to require a greater amount of working memory to use than traditional computers. This increase in cognitive load is believed to result in lower scores when cognitive assessments are completed on mobile devices. This paper directly tests this hypothesis using a repeated-measures dual-task design where participants complete parallel working memory tests on both mobile and desktop computers. Significant differences were found between the two modalities in the time to complete the assessments and usability ratings. This suggests that working memory is negatively impacted when completing an assessment on a mobile device.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"25 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136112297","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-16DOI: 10.1027/1866-5888/a000340
Song Liu, Hao Zhou
Abstract: Emotional exhaustion is known to negatively impact employees’ physical and mental health. Although personal psychological resources have been considered as critical alleviating factors, little is known about the relation between sense of power and emotional exhaustion as well as the underlying mechanisms. Building on conservation of resources theory and the psychology of power framework, this research aims to examine a dual mediation model to fill this gap. A three-wave survey was implemented to collect data among 227 employees in China. Mediation analysis was conducted to examine our hypotheses. The results showed that sense of power was negatively related to emotional exhaustion; both psychological safety and organizational embeddedness mediated this relationship. Theoretical and practical implications are discussed.
{"title":"Why Does Sense of Power Alleviate Emotional Exhaustion?","authors":"Song Liu, Hao Zhou","doi":"10.1027/1866-5888/a000340","DOIUrl":"https://doi.org/10.1027/1866-5888/a000340","url":null,"abstract":"Abstract: Emotional exhaustion is known to negatively impact employees’ physical and mental health. Although personal psychological resources have been considered as critical alleviating factors, little is known about the relation between sense of power and emotional exhaustion as well as the underlying mechanisms. Building on conservation of resources theory and the psychology of power framework, this research aims to examine a dual mediation model to fill this gap. A three-wave survey was implemented to collect data among 227 employees in China. Mediation analysis was conducted to examine our hypotheses. The results showed that sense of power was negatively related to emotional exhaustion; both psychological safety and organizational embeddedness mediated this relationship. Theoretical and practical implications are discussed.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136113578","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-16DOI: 10.1027/1866-5888/a000339
Brent A. Stevenor, Margaret E. Brooks, Kate M. Den Houter, Alexis Hirvo
Abstract: Strategies to increase socioeconomic status (SES) diversity within organizations have been given little attention. Research suggests that subtle characteristics of recruitment materials influence peoples’ perceptions of organizations. In this hybrid registered report, we examined whether SES moderates the relation between individualistic–collectivistic recruitment message wording and organizational attraction. Using a large sample ( N = 652), we found that people high in SES were more attracted to collectivistic-worded recruitment information than were people low in SES. People low in SES were more attracted to individualistic-worded recruitment information than collectivistic-worded recruitment information. The implications of our findings and directions for future research are discussed.
{"title":"Does Socioeconomic Status Moderate the Relation Between Cultural Wording of Recruitment Information and Organizational Attraction?","authors":"Brent A. Stevenor, Margaret E. Brooks, Kate M. Den Houter, Alexis Hirvo","doi":"10.1027/1866-5888/a000339","DOIUrl":"https://doi.org/10.1027/1866-5888/a000339","url":null,"abstract":"Abstract: Strategies to increase socioeconomic status (SES) diversity within organizations have been given little attention. Research suggests that subtle characteristics of recruitment materials influence peoples’ perceptions of organizations. In this hybrid registered report, we examined whether SES moderates the relation between individualistic–collectivistic recruitment message wording and organizational attraction. Using a large sample ( N = 652), we found that people high in SES were more attracted to collectivistic-worded recruitment information than were people low in SES. People low in SES were more attracted to individualistic-worded recruitment information than collectivistic-worded recruitment information. The implications of our findings and directions for future research are discussed.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136113750","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-16DOI: 10.1027/1866-5888/a000335
Kathrin Reinke, Lisa Niederkrome, Sandra Ohly
Abstract: With an increasing use of work-related technologies after hours and mobile working, boundaries between work and personal life domains blur more and more, impairing recovery. Qualitative studies have shown that individuals use various boundary work tactics to actively manage their work–nonwork boundaries. However, it remains largely unknown how the use of such tactics contributes to recovery. This research differentiates types of availability-related boundary work tactics and organizes them according to their underlying motives: preventive, restrictive, and rejecting tactics. The results of a cross-sectional study ( N = 249) and a validation study ( N = 175) support the proposed motive-oriented structure of tactics and show differential prediction of psychological detachment and relaxation. Implications for practice and future research are discussed.
{"title":"Boundary Work Tactics and Their Effects on Information and Communication Technology Use After Hours and Recovery","authors":"Kathrin Reinke, Lisa Niederkrome, Sandra Ohly","doi":"10.1027/1866-5888/a000335","DOIUrl":"https://doi.org/10.1027/1866-5888/a000335","url":null,"abstract":"Abstract: With an increasing use of work-related technologies after hours and mobile working, boundaries between work and personal life domains blur more and more, impairing recovery. Qualitative studies have shown that individuals use various boundary work tactics to actively manage their work–nonwork boundaries. However, it remains largely unknown how the use of such tactics contributes to recovery. This research differentiates types of availability-related boundary work tactics and organizes them according to their underlying motives: preventive, restrictive, and rejecting tactics. The results of a cross-sectional study ( N = 249) and a validation study ( N = 175) support the proposed motive-oriented structure of tactics and show differential prediction of psychological detachment and relaxation. Implications for practice and future research are discussed.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136114654","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-16DOI: 10.1027/1866-5888/a000338
Mauren Sina Wolff, Cornelia Niessen
Abstract: Digitalization enables continuous monitoring of not only work processes but also employees’ cognitive, emotional, and behavioral activities. This study investigated how different types of electronic monitoring affect employees’ privacy and reactance and how social norms regarding electronic monitoring (opposition or support) shape these reactions. In a scenario study, we found higher privacy invasion and reactance when not solely screen time was monitored, but screen activity via screenshots or social interactions via face reader. The social norm did not influence these relations. However, we found strong compliance with the social norm of rejecting electronic monitoring, indicating a strong negative attitude toward electronic monitoring. The results suggest that invasiveness of electronic performance monitoring beyond screen time monitoring is perceived as high privacy-invasive and comparatively reactance-evoking.
{"title":"Everything Under Control? The Impact of Electronic Monitoring Type and Social Norms on Privacy and Reactance","authors":"Mauren Sina Wolff, Cornelia Niessen","doi":"10.1027/1866-5888/a000338","DOIUrl":"https://doi.org/10.1027/1866-5888/a000338","url":null,"abstract":"Abstract: Digitalization enables continuous monitoring of not only work processes but also employees’ cognitive, emotional, and behavioral activities. This study investigated how different types of electronic monitoring affect employees’ privacy and reactance and how social norms regarding electronic monitoring (opposition or support) shape these reactions. In a scenario study, we found higher privacy invasion and reactance when not solely screen time was monitored, but screen activity via screenshots or social interactions via face reader. The social norm did not influence these relations. However, we found strong compliance with the social norm of rejecting electronic monitoring, indicating a strong negative attitude toward electronic monitoring. The results suggest that invasiveness of electronic performance monitoring beyond screen time monitoring is perceived as high privacy-invasive and comparatively reactance-evoking.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"76 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136114197","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-16DOI: 10.1027/1866-5888/a000337
Romain A. Raymondie, Dirk D. Steiner
Abstract: We examined whether leader gender moderated the relationship between leader's conveyed emotional labor (EL) strategies and followers’ leadership evaluations [effectiveness, trust, leader–member exchange (LMX)]. Participants read a fictitious interview of a CEO (male/female) reflecting on their strategy (surface acting/deep acting/genuine displays) to express emotions. The results suggest that conveyed EL influenced evaluations of female, but not male, leaders for the three measures. Notably, females received better trust evaluations for genuine displays (vs. surface and deep acting), whereas males received similar evaluations across EL strategies. Although less clear for effectiveness and LMX ratings, the results suggest leader EL might influence evaluations of female (vs. male) leaders more strongly. This study sheds light on the role of gender stereotypes in evaluations of leaders performing EL.
{"title":"Leader's Conveyed Emotional Labor and Leadership Evaluations","authors":"Romain A. Raymondie, Dirk D. Steiner","doi":"10.1027/1866-5888/a000337","DOIUrl":"https://doi.org/10.1027/1866-5888/a000337","url":null,"abstract":"Abstract: We examined whether leader gender moderated the relationship between leader's conveyed emotional labor (EL) strategies and followers’ leadership evaluations [effectiveness, trust, leader–member exchange (LMX)]. Participants read a fictitious interview of a CEO (male/female) reflecting on their strategy (surface acting/deep acting/genuine displays) to express emotions. The results suggest that conveyed EL influenced evaluations of female, but not male, leaders for the three measures. Notably, females received better trust evaluations for genuine displays (vs. surface and deep acting), whereas males received similar evaluations across EL strategies. Although less clear for effectiveness and LMX ratings, the results suggest leader EL might influence evaluations of female (vs. male) leaders more strongly. This study sheds light on the role of gender stereotypes in evaluations of leaders performing EL.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136113897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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