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

Gender diversity training is typically provided to mix-gender audiences. This one-size-fits-all approach may be suboptimal because information about gender bias and inequity is often received differently along gender lines: men are less likely than women to believe it. We argue for tailoring gender diversity training via implementing segmentation and tailoring algorithms in training systems. To develop our theorizing, we integrate a learner-centric approach to diversity training with principles of jiu jitsu persuasion theory. This leads us to test a new approach to diversity training that involves dynamic adaptation and tailoring the training to learners. Specifically, we first identify two distinct segments of men—believers and skeptics—and develop a user-friendly segmentation algorithm that segments men, in real time, using only five items (Study 1). We then use the algorithm to assign segments of men trainees to tailored or non-tailored training and show that presenting skeptic men with a tailored message improves training reactions and increases intentions to support gender diversity efforts (Study 2). Thus, we show that dynamic adaptation and tailoring successfully explain training outcomes, particularly for trainees who are skeptical of the diversity message. Practically, our study demonstrates the functionality and value of segmentation algorithms for organizations' training systems.

Various theories have highlighted how employees evolve in their organization and how organizations influence this process, but only portray part of the complex relations among these interacting social entities. We thus propose a meta-theory to unify these multiple theories, including symbolic interactionism, employee/organizational socialization theory, human resource management (HRM) systems theory, cultural consensus theory, and self-determination theory. This integration seeks to increase our understanding of the co-evolution process unfolding over time between individuals and the organizations to which they belong. We first propose a multilevel expansion of the symbolic interactionist framework typically used to described employee socialization. In doing so, we integrate organizational culture, climate, identity, image, reputation, and HRM systems as distinct meso-social phenomena that can be simultaneously considered in the co-evolution process and themselves be influenced by macro-social processes. We then outline how this proposed framework can explain the dynamic co-evolution occurring between employees and the organization, hoping to spur research on the improvement of social entities through psychological means.

With the purpose of extending job crafting theory, the current article outlines a comprehensive conceptual model of work-related need crafting grounded in self-determination theory—the Self-Determination Theory Model of Need Crafting at Work. Specifically, by taking as our basis the three basic psychological needs for autonomy, competence, and relatedness, we introduce the concept of work-related need crafting and outline its underlying cognitive and behavioral components. We also theorize how cognitive and behavioral forms of need crafting are related and how cognitive and behavioral need crafting foster well-being and optimal functioning by enhancing need satisfaction and reducing need frustration. Finally, we outline a reciprocal relation between need crafting practices and the experience of basic psychological needs, and thereby depict how need crafting and basic psychological needs develop over time. In sum, the Self-determination Theory Model of Need Crafting at Work provides a theory-based framework relevant for covering a wide breadth of different need crafting practices that have the potential to significantly advance future research on job crafting for the benefit of both employees and organizations.

There is increasing attention to storification of assessments (i.e., embedding a storyline into a non-storified assessment) in research and practice and to gamified and game-based assessment in general. However, there is a surprising lack of agreement and of recommendations regarding what level of fantasy of the storyline one should choose for the storification from the perspective of applicant reactions. A distinction is typically made between fantasy (e.g., fighting aliens) and realistic (e.g., workday simulations) storylines, with both choices having their advantages and disadvantages. In this study, a sample of 195 participants was shown either a storified realistic test, a storified fantasy test, or a non-storified test. Afterwards, they rated various applicant reaction measures. Both storified assessments were rated equally positively on perceived modernity of the organization and enjoyment but the storified realistic test was superior to the storified fantasy test in terms of perceived job-relatedness, procedural fairness, organizational attractiveness, and clarity of work activity. Thus, the level of fantasy of a storyline in a storified assessment plays an important role for applicant reaction variables, whereby the overall pattern of results showed that the storified realistic test was rated most favorably, followed by the non-storified test, and the storified fantasy assessment.

This meta-analysis clarifies and tests the structural relationships among the Big Five personality traits, cultural intelligence (CQ), and an expanded criterion domain of job performance. Positioning CQ in the nomological network of personality traits is timely because research has demonstrated that CQ predicts a range of work-related outcomes in today's multicultural workplace. Drawing on the Cybernetic Big Five Theory (CB5T), we conduct a meta-analytic investigation (n = 24,552; k = 109) of the metatraits of stability (shared variance of conscientiousness, agreeableness, and emotional stability) and plasticity (shared variance of extraversion and openness) on CQ and five job performance outcomes (task performance, affiliative citizenship performance, change-oriented citizenship performance, adaptive performance, and creative performance). Our findings show that CQ is a stronger mediator of the plasticity metatrait (than stability) on job performance, supporting our hypotheses. We also discover intriguing suppressor effects, suggesting that the importance of the plasticity metatrait on job performance could be underestimated in existing Big Five meta-analyses.

The purpose of this research was to develop and examine a measure of self-control strategies, proposed in the process model of self-control. Across three studies (N = 1045), we developed and refined items, examined scale dimensionality and relationships with orbiting constructs, and assessed criterion-related validity. Findings provide initial support for a 34-item measure of six self-control strategies: five strategies that were theoretically proposed in the process model and one that emerged empirically from our data. The proposed Self-Control Strategies Scale was significantly correlated with other similar measures and demonstrated expected relationships with orbiting constructs and criterion-related validity. This measure may be useful in expanding our understanding of different strategies beneficial for long-term goal pursuit.

Although research and policy efforts have attempted to “even the hiring playing field” and progress equal opportunities, systemic employment patterns based on gender and ethnicity remain prevalent. An unexplored avenue of diversity, equity, and inclusion efforts is the degree to which all people can obtain jobs that fit their interests. The present study used a large, diverse sample of over 250,000 American employees to estimate the average vocational interest fit that people have with their jobs and differences in fit across race/ethnicity, gender, and education. Overall, employees showed moderate positive vocational interest fit with their jobs, with an average profile correlation of .20 between person and job interests. There were small gender differences in vocational interest fit favoring men, especially White and Hispanic men, with minimal differences across other race/ethnicity groups. However, the largest group differences emerged for education, as employees with higher educational attainment showed greater vocational interest fit, particularly among women. Further intersectional analyses added greater nuance to these results, including how various groups achieve vocational interest fit across different types of jobs. Altogether, this work provides important fit benchmark estimates for researchers, counselors, organizational placement, and theory refinement.

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.