Pub Date : 2020-07-03DOI: 10.1027/1866-5888/a000240
G. Alessandri, Evelina De Longis, E. Perinelli, C. Balducci, Laura Borgogni
Abstract. Despite the relatively intuitive link between working hard and achievements at work, results from empirical studies tend to characterize workaholics more often as hard workers rather than...
{"title":"The Costs of Working Too Hard","authors":"G. Alessandri, Evelina De Longis, E. Perinelli, C. Balducci, Laura Borgogni","doi":"10.1027/1866-5888/a000240","DOIUrl":"https://doi.org/10.1027/1866-5888/a000240","url":null,"abstract":"Abstract. Despite the relatively intuitive link between working hard and achievements at work, results from empirical studies tend to characterize workaholics more often as hard workers rather than...","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"24-32"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48194403","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 : 2020-07-03DOI: 10.1027/1866-5888/a000241
Roy B. L. Sijbom, Bernd Carette, Nicoletta G Dimitrova
Abstract. This study seeks to advance theory on the motivational underpinnings of striving for challenge. We propose and empirically demonstrate that challenging job experiences can be meaningfully...
{"title":"Are All Challenges Equal?","authors":"Roy B. L. Sijbom, Bernd Carette, Nicoletta G Dimitrova","doi":"10.1027/1866-5888/a000241","DOIUrl":"https://doi.org/10.1027/1866-5888/a000241","url":null,"abstract":"Abstract. This study seeks to advance theory on the motivational underpinnings of striving for challenge. We propose and empirically demonstrate that challenging job experiences can be meaningfully...","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"33-43"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45615553","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 : 2020-07-03DOI: 10.1027/1866-5888/a000259
Jonas W. B. Lang
The COVID-19 crisis has triggered what is likely the most extensive work reorganization process ever Organizations have to deal with high levels of uncertainty as well as unprecedented demands on both technical and organizational infrastructure, and employees face numerous issues surrounding job (in)security, work-family issues, and remote working The topics covered by the Journal of Personnel Psychology thus once again prove extremely relevant to modern working life In this editorial, the author briefly describes the scope and mission of the journal as well as the publishing process, and he discusses a couple of specific challenges for authors and reviewers that result from the somewhat shorter articles the journal publishes (PsycInfo Database Record (c) 2020 APA, all rights reserved)
2019冠状病毒病危机引发了可能是有史以来最广泛的工作重组过程。组织必须应对高度的不确定性，以及对技术和组织基础设施的前所未有的要求，员工面临着围绕工作(在)安全、工作家庭问题和远程工作的众多问题。因此，《人事心理学杂志》所涵盖的主题再次证明与现代工作生活极其相关。作者简要描述了期刊的范围和使命以及出版过程，并讨论了由于期刊发表的文章较短，作者和审稿人面临的一些具体挑战(PsycInfo Database Record (c) 2020 APA，版权所有)。
{"title":"Timely and to the Point","authors":"Jonas W. B. Lang","doi":"10.1027/1866-5888/a000259","DOIUrl":"https://doi.org/10.1027/1866-5888/a000259","url":null,"abstract":"The COVID-19 crisis has triggered what is likely the most extensive work reorganization process ever Organizations have to deal with high levels of uncertainty as well as unprecedented demands on both technical and organizational infrastructure, and employees face numerous issues surrounding job (in)security, work-family issues, and remote working The topics covered by the Journal of Personnel Psychology thus once again prove extremely relevant to modern working life In this editorial, the author briefly describes the scope and mission of the journal as well as the publishing process, and he discusses a couple of specific challenges for authors and reviewers that result from the somewhat shorter articles the journal publishes (PsycInfo Database Record (c) 2020 APA, all rights reserved)","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"1-3"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45927581","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 : 2020-07-03DOI: 10.1027/1866-5888/a000234
Michael J. Tews, K. Stafford, Ethan P. Kudler
Abstract. The present study extends research on tattoos and employment suitability by examining the extent to which the effects of tattoos on perceived competence and hiring recommendations are con...
摘要本研究通过检验纹身对感知能力和招聘建议的影响程度，扩展了对纹身和就业适合性的研究。。。
{"title":"The Influence of Tattoo Content on Perceptions of Employment Suitability Across the Generational Divide","authors":"Michael J. Tews, K. Stafford, Ethan P. Kudler","doi":"10.1027/1866-5888/a000234","DOIUrl":"https://doi.org/10.1027/1866-5888/a000234","url":null,"abstract":"Abstract. The present study extends research on tattoos and employment suitability by examining the extent to which the effects of tattoos on perceived competence and hiring recommendations are con...","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"4-13"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43103580","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 : 2020-07-03DOI: 10.1027/1866-5888/a000244
Andrew B. Speer
Abstract. This research examined whether general mental ability (GMA) predicts rater convergence with other performance measures in operational performance appraisals (PAs). GMA is consistently rel...
{"title":"Judging Performance – General Mental Ability and the Convergence of Operational Performance Ratings","authors":"Andrew B. Speer","doi":"10.1027/1866-5888/a000244","DOIUrl":"https://doi.org/10.1027/1866-5888/a000244","url":null,"abstract":"Abstract. This research examined whether general mental ability (GMA) predicts rater convergence with other performance measures in operational performance appraisals (PAs). GMA is consistently rel...","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"44-48"},"PeriodicalIF":1.6,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44843856","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 : 2020-07-01DOI: 10.1027/1866-5888/a000252
Justin R. Feeney, Ian R. Gellatly, R. Goffin, Michelle Inness
Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.
{"title":"Organizational Attachment","authors":"Justin R. Feeney, Ian R. Gellatly, R. Goffin, Michelle Inness","doi":"10.1027/1866-5888/a000252","DOIUrl":"https://doi.org/10.1027/1866-5888/a000252","url":null,"abstract":"Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"113-124"},"PeriodicalIF":1.6,"publicationDate":"2020-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48446244","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 : 2020-01-01DOI: 10.1027/1866-5888/a000260
A. Dam, G. Noordzij, M. Born
Abstract. We examined the effects of a (mis)match between learning opportunities and individuals’ mastery goal orientation (GO; approach and avoidance) on well-being (i.e., job satisfaction, task enjoyment, need for recovery, and absenteeism). Data from a sample of 212 employees of an organization that provides guardianship for youngsters were collected and analyzed by means of polynomial regression and surface plot analysis. Our results indicate that a person's mastery GO enhances the positive effects of perceived learning opportunities. Hence, to foster employee well-being, organizations should not only provide ample learning opportunities but also foster a mastery GO. Theoretical and practical implications are discussed.
{"title":"Linking the Fit Between Achievement Goal Orientation and Learning Opportunities With Employee Well-Being and Absenteeism","authors":"A. Dam, G. Noordzij, M. Born","doi":"10.1027/1866-5888/a000260","DOIUrl":"https://doi.org/10.1027/1866-5888/a000260","url":null,"abstract":"Abstract. We examined the effects of a (mis)match between learning opportunities and individuals’ mastery goal orientation (GO; approach and avoidance) on well-being (i.e., job satisfaction, task enjoyment, need for recovery, and absenteeism). Data from a sample of 212 employees of an organization that provides guardianship for youngsters were collected and analyzed by means of polynomial regression and surface plot analysis. Our results indicate that a person's mastery GO enhances the positive effects of perceived learning opportunities. Hence, to foster employee well-being, organizations should not only provide ample learning opportunities but also foster a mastery GO. Theoretical and practical implications are discussed.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"19 1","pages":"184-196"},"PeriodicalIF":1.6,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"57297633","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 : 2020-01-01DOI: 10.1027/1866-5888/a000251
{"title":"Correction to Bal and Vossaert (2019)","authors":"","doi":"10.1027/1866-5888/a000251","DOIUrl":"https://doi.org/10.1027/1866-5888/a000251","url":null,"abstract":"","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":"1 1","pages":""},"PeriodicalIF":1.6,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44881181","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 : 2019-10-02DOI: 10.1027/1866-5888/a000231
Zhitao Xie, Ning Li, Wan Jiang, Bradley L Kirkman
Abstract. Drawing from the equity-equality paradigm and social interdependence theory, we examine cross-level effects of leader-member exchange (LMX) differentiation on both task performance and creativity using 461 team members and 98 team leaders in China. We demonstrate the paradoxical (i.e., positive and negative) effects of LMX differentiation in teams. Specifically, while LMX differentiation was positively, directly associated with task performance and creativity in more interdependent teams, it also had negative, indirect influences, through interactional justice climate, on these outcomes. Overall, in more interdependent teams, LMX differentiation had positive effects on employee performance-based outcomes, but in less interdependent teams, the effects were more negative. Our findings also provide practical implications for team governance.
{"title":"The Paradox of Leader-Member Exchange (LMX) Differentiation","authors":"Zhitao Xie, Ning Li, Wan Jiang, Bradley L Kirkman","doi":"10.1027/1866-5888/a000231","DOIUrl":"https://doi.org/10.1027/1866-5888/a000231","url":null,"abstract":"Abstract. Drawing from the equity-equality paradigm and social interdependence theory, we examine cross-level effects of leader-member exchange (LMX) differentiation on both task performance and creativity using 461 team members and 98 team leaders in China. We demonstrate the paradoxical (i.e., positive and negative) effects of LMX differentiation in teams. Specifically, while LMX differentiation was positively, directly associated with task performance and creativity in more interdependent teams, it also had negative, indirect influences, through interactional justice climate, on these outcomes. Overall, in more interdependent teams, LMX differentiation had positive effects on employee performance-based outcomes, but in less interdependent teams, the effects were more negative. Our findings also provide practical implications for team governance.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2019-10-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43065512","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 : 2019-10-02DOI: 10.1027/1866-5888/A000236
P. Bal, L. Vossaert, L. Vossaert
Abstract. This paper introduces three new dimensions to the idiosyncratic deals’ (i.e., i-deals) literature, and develops measures for these dimensions to broaden the scope of research on i-deals beyond i-deal timing and content. Based on four studies, the paper proposes and validates three new scales for measurement of i-deal motivation as well as management of i-deals. In Studies 1 and 2, the scales were developed and tested for their factor structure, reliability, and discriminant validity. Studies 3 and 4 provided further evidence for the psychometric properties of the new i-deals measures and examined antecedents and outcomes of i-deal motivation and management. The results suggest that the three scales can be used to reliably measure i-deal motivation and i-deal management.
{"title":"Development of an I-Deals Motivation and Management Measure","authors":"P. Bal, L. Vossaert, L. Vossaert","doi":"10.1027/1866-5888/A000236","DOIUrl":"https://doi.org/10.1027/1866-5888/A000236","url":null,"abstract":"Abstract. This paper introduces three new dimensions to the idiosyncratic deals’ (i.e., i-deals) literature, and develops measures for these dimensions to broaden the scope of research on i-deals beyond i-deal timing and content. Based on four studies, the paper proposes and validates three new scales for measurement of i-deal motivation as well as management of i-deals. In Studies 1 and 2, the scales were developed and tested for their factor structure, reliability, and discriminant validity. Studies 3 and 4 provided further evidence for the psychometric properties of the new i-deals measures and examined antecedents and outcomes of i-deal motivation and management. The results suggest that the three scales can be used to reliably measure i-deal motivation and i-deal management.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2019-10-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48764677","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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