Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale最新文献

Resilient teams can efficiently resolve disruption and overcome adversity. Despite growing interest in building and maintaining resilient teams, our understanding of the factors that promote team resilience necessitates further theorizing and empirical testing. Based on conservation of resources and shared leadership theories, we propose that team member personality (i.e., mean openness to experience) serves as a resource that facilitates team resilience via shared leadership. Further, we argue that the strength of influence of shared leadership on team resilience is contingent on the variance of openness to experience scores among team members. We draw our conclusions from three studies (i.e., two recall experiments and a multi-source field study) involving working professionals in virtual teams. Our findings shed light on the interactive role of team member personality in explaining team resilience, thereby extending our knowledge of the personality predictors of shared leadership and team resilience.

Nature connection is a common construct in research examining relationships between the natural environment and human well-being. The multidimensionality of the concept is often described but rarely reflected in existing unidimensional measures, which can also be limited by poor psychometric characteristics. This research aimed to develop and validate a new brief (9-item) multidimensional self-report measure: The Nature Experiences Questionnaire (NEQ). Scale items were formulated from a review of relevant literature and in consultation with experts. Study 1 investigated the underlying structure using exploratory factor analysis in a sample of 142 undergraduate psychology students. The resulting three-factor solution was replicated in Studies 2 and 3 using confirmatory factor analyses in independent samples of community members (n = 231) and workers (n = 2629). The NEQ was positively correlated with two existing measures of nature connection, and the three subscales (nature affect, cognitions and behaviour) predicted more variance in well-being. The NEQ demonstrated robust psychometric properties over time and was predictive of worker well-being, relaxation from work and job satisfaction. The implications and recommendations for the use of this measure are discussed.

Research on perfectionism and workplace procrastination has typically examined perfectionism through two dimensions: perfectionist strivings (PS) and perfectionist concerns (PC), which are inversely associated with procrastination. Recognizing that these two dimensions often coexist in varying degrees within individuals, our study conducted an interaction analysis to elucidate the associations between individual dimensions and their combined presence across four distinct perfectionism profiles. Based on self-determination theory, we examined the interaction between the two dimensions on procrastination through three psychological mediators: autonomous motivation, controlled motivation, and psychological distress. In a three-wave study involving 376 employees, we observed that the associations between PS and mediators vary with the level of PC, thus responding to the contentious debate of whether PS are beneficial. Additionally, we employed a three-way interaction analysis to explore how different profiles of perfectionism react under external performance pressure, particularly in relation to their levels of procrastination. As ambitious perfectionists (high PS, low PC) emerged as the optimal profile under stressors, our study further identified the particularly beneficial role of PS, especially in the presence of stressors. Our analyses shed new light on the relationships between trait perfectionism and workplace procrastination behavior. We discussed theoretical and practical implications.

Rituals are ubiquitous in organizations and society. Ritual conformity can signal one's commitment to the group and in turn engender trust. However, its signaling effect is elusive as cooperative individuals might self-select into groups that demand more conformism, as groups inculcate rituals promoting prosocial values and norms, or as it induces group biases in altruism and fairness. We experimentally test the causal signaling effect of rituals by manipulating the observability of conformity to synthetic minimal rituals across minimal groups in the laboratory. We find that only perfect and observable conformity in groups engenders increased trust. Non-conformity by group members erodes the trust of perfect conformists. Observing perfect conformity also increases ingroup sharing if reciprocity by co-players yields mutual benefit even when it is costless to unilaterally benefit others, but not when it yields neither mutual benefit nor welfare gains. Thus, we confirm that perfect conformity to observable rituals signals a commitment to mutual beneficence and in turn engenders trust.

This research investigates the relations between career strivings, career self-management behaviors, and career success. Examining 312 German workers with two measurement waves, Study 1 reveals that career strivings significantly positively relate to engagement in various career behaviors, extending beyond the scope of established motivational variables. Specifically, we observed that self-enhancement strivings correlate with self-promotion activities, self-transcendent strivings with helping behaviors, and personal growth strivings with continuous learning. In Study 2, incorporating three measurement waves and involving 299 German workers, examines how these career strivings differentially relate to objective career success and career satisfaction. Our findings indicate that self-enhancement strivings are associated with higher leadership positions and workplace status, while self-transcendent and personal growth strivings are linked to greater career satisfaction. Additionally, self-enhancement strivings indirectly relate to career satisfaction through increased recognition. In contrast, self-transcendent and personal growth strivings relate to satisfaction through experiences of meaningful work and personal development. This research underscores the significance of career strivings in influencing career self-management behaviors and success, providing novel insights into the complex interplay between individual aspirations and professional outcomes.

Despite the emerging attention to career development for gender and/or sexuality diverse (GSD) students, the literature is largely limited to generic support, missing a specific focus on either careers or being GSD. Such a generic view about contextual influences makes it difficult to guide the design and implementation of concrete, feasible practices for supporting GSD students' careers. Extending the existing body of work, this study employed qualitative methods to explore more specific, nuanced contextual factors within the university setting that influence GSD students' career development. We conducted semi-structured interviews with 25 Australian university students who self-identified as GSD. Our findings report seven major themes that could explain the influence of university contexts on the career development and experiences of GSD students. These themes include generic mentoring not always being useful, the negative effects of framing diversity as a “risk,” small things that can foster a sense of safety, the importance of designated areas and resources, the importance of advice on safe workplaces and being authentic at work, the importance of the visibility of key people, and the need for intersectional support. In addition to unpacking the influence of unique contextual features, these findings contribute to the extension of existing career frameworks such as the career self-management model into GSD contexts. Our results also shed light on detailed, implementable practical solutions for universities, career counselors, and psychologists to support the career development of GSD students.

This article introduces the special issue on how entrepreneurs influence their social environment. The purpose of this special issue is to illustrate recent research exploring some of the unresolved questions relating to and uncovering connections between entrepreneurs' characteristics, actions, and experiences with their social environment. First, we report the results of a bibliometric analysis of articles addressing how entrepreneurs influence their immediate business environment (N = 873), the immediate private environment (N = 813), and the broader societal environment (N = 2,380). Second, we describe the seven articles in this special issue, which encompass a range of theoretical frameworks, research designs, and methodologies. We believe that the research featured in this special issue offers meaningful contributions to existing knowledge and will stimulate future research into examining the boundary conditions and psychological mechanisms that potentially explain the complex effects of entrepreneurs' experiences, characteristics, and behavior on different stakeholders and entities in their proximal and distal environments.

The literature on mindsets about the plasticity of personal attributes is largely comprised of between-person studies examining the self-regulatory implications of fixed and growth mindsets. Less attention has been paid to whether mindsets differ at the within-person level, such that individuals simultaneously hold differentiated mindsets about specific abilities. In the context of a looming job loss, we conducted a qualitative investigation into whether job seekers hold different mindsets regarding their job-related networking, vacancy searching, interviewing, and negotiating abilities. Beyond the present study providing evidence of differentiated mindsets about abilities, it illustrates how qualitative methods can enable the detection of more nuance in mindsets than is currently captured in the almost universally quantitative mindset literature. These nuances include observations of how mindsets are deduced from one's experiences, the prevalence of mixed mindsets wherein individuals hold both fixed- and growth-oriented views, and that self-labeling is not only the province of fixed mindsets. Such insights have important implications for both updating assumptions about the ontology of mindsets, as well as for facilitating job seekers' engagement in various job search initiatives.

Videoconference interviews are now integral to many selection processes. Theoretical arguments and empirical findings suggest that videoconference interviews may lead to different interview performance ratings in comparison to Face-to-Face (FTF) interviews. This has led to the question of the comparability of the psychometric properties of videoconferences and FTF interviews. However, evidence from actual selection processes stems from the beginning of the century, and recent findings predominantly stem from simulated interview contexts. We present insights from an actual selection process within a large European organization where we had the unique opportunity for a quasi-experimental investigation of differences between videoconference and FTF interviews. Initially, the organization conducted FTF interviews, and after the onset of the COVID-19 pandemic, the interviews were conducted via videoconference. We examine mean differences in applicant performance ratings and evidence for response format-related validity differences. There were only small, non-significant mean differences and no evidence for response format related validity differences. We discuss possible causes for discrepancies in our findings compared to previous research. Furthermore, we conclude that downstream consequences of differences between FTF and videoconference interviews may be lower than previously expected. We end with a call for research on the interaction between technology-design and selection-tool-design features.

In general, supervisor abuse is directed toward low-performing subordinates. Similarly, envy is typically felt by professionals in lower ranks toward those in higher positions. By contrast, this study investigates the counterintuitive relationship between the abusive behavior of envious leaders toward their competent subordinates. Specifically, we argue that supervisors become envious of competent employees when they are anxious about losing power. Multisource, time-lagged data collected from dyads (198 supervisors and 198 subordinates) in Pakistan-based organizations support the proposed hypotheses. The findings show a positive relationship between perceptions of subordinate competence, supervisors' downward envy, and abusive supervision. In addition, the relationship between perceived subordinates' competence and supervisors' envy is strong when supervisors' power loss concerns are high. This study provides useful theoretical and practical insights for human resource managers dealing with unethical workplace behavior.