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

Assessing cross-cultural competence (3C) remains a challenge, as traditional self-report measures often fail to capture the complexity of intercultural interactions and are vulnerable to validity concerns. Situational judgment tests (SJTs) offer a promising alternative by simulating real-world decision-making in intercultural contexts. This study develops and evaluates two distinct SJTs via two item development methods, work-sampling and construct-based, in measuring 3C. Using a within-person design, we examine their psychometric properties, including reliability, internal structure, face validity, susceptibility to social desirability bias, and criterion validity. Both SJTs demonstrate acceptable reliability and correlations with a self-report 3C measure, overseas life satisfaction, and sociocultural adaptation. However, the construct-based SJT appears more susceptible to social desirability and has lower face validity compared to the work-sampling SJT. Only the work-sampling SJT explained peer-rated multicultural team performance. We contribute to the refinement of 3C assessment by developing the SJTs that could serve as viable alternatives to self-report scales. Our findings also suggest that work sampling SJTs may offer certain advantages over construct-based SJTs in measuring 3C.

Despite the recognition that calling can shift over time, little consideration has been given to how mental representations evoked by temporal distance cues may impact the shifts in calling during the newcomer transition period. Drawing from construal-level theory (CLT), this study develops and tests a theoretical model to explain why and how temporal distance affects career calling during career transitions for graduate newcomers. We identified work elaboration and meaningfulness as the underlying construal mechanisms and future self-continuity as a boundary condition in the relationship between temporal distance and newcomer calling shifts. Our theoretical model was supported across two studies employing both naturalistic observational and experimental designs. The results consistently showed that temporal proximity (vs. distance) predicted shifts in newcomers' calling through heightened work elaboration and diminished work meaningfulness. Moreover, future self-continuity moderated the relationships between temporal distance and both work elaboration and meaningfulness. Theoretical and practical implications are discussed.

Research from a broad range of scientific disciplines suggests that aspects of city environments, such as city-related sounds, are associated with poor health and cognitive outcomes, whereas aspects of natural environments are associated with positive outcomes. Strikingly, essentially, no experimental work has examined effects of city- as well as nature-related sound exposure on episodic memory, which is surprising given that people often live in sound-exposed environments. We examine the effect of city-related sounds, nature-related sounds, and white noise (control) sounds on both item memory (i.e., memory for studied materials) as well as context memory (i.e., memory for episodic details associated with studied items) to gain a richer understanding of the effects of different environmental sounds on episodic memory. Results showed that exposure to the different sound conditions (city-related, nature-related) had no effect on item memory; however, exposure to city-related sounds significantly reduced context memory compared to both the nature-related and white noise (control) conditions, implying a cost to episodic memory from exposure to city-related sounds. These results imply that exposure to city-related sounds leads to reduced ability to form detail-rich memories, which builds on existing work suggesting city-related sound exposure harms aspects of health and cognition.

We examine local government Chief Executive Officers' (LG CEOs) experiences of incivility, the negative subjective well-being consequences, and individual factors that can reduce these interpersonally challenging work experiences. In Study 1, we contrasted the social distance theory of power and the importance of context to explore experienced incivility amongst LG CEOs (N = 43) using semi-structured interviews. Results pointed to the critical role of context such that LG CEOs reported experiencing incivility, with many describing it as ‘professional incivility’ characterised by high frequency and intensity of otherwise normal work-related behaviours (e.g. emails). The findings also highlighted perceived psychological and physical well-being consequences that LG CEOs associated with incivility experiences. Additionally, greater LG CEO surface acting and less negative work affect emerged as two salient factors bounding their incivility experiences. Elaborating on Study 1 insights and reoccurring themes, we developed and examined a moderated mediation model in Study 2 including LG CEOs (n = 92) and non-CEOs (n = 192) as a referent comparison. Results suggested that LG CEOs who reported higher surface acting and lower negative work affect reported experiencing less incivility, which corresponded with improved subjective psychological and physical well-being. Our mixed-method research integrates the insights of the interpersonally demanding social context of LG CEOs by exploring factors that could attenuate the experienced incivility of LG CEOs, whilst contributing to the nascent literature on leader and CEO, in particular, well-being.

The notion of learning leading to job crafting and subsequently enhancing job performance is quite established. However, a deeper investigation into the effects of learning from success/failure on approach/avoidance job crafting and subsequent job performance, and how certain cultural contexts render these effects more or less salient is lacking. We conducted a two-wave survey study on 214 unique supervisor-employee dyads. The results show some differential effects of learning from success/failure on approach/avoidance job crafting, indicating that experiences gained from success and failure, to a certain extent, lead to different job crafting. Organizational rational culture strengthens the positive relationship between learning from failure and avoidance job crafting, but has a statistically nonsignificant effect on the relationship between learning from success and approach job crafting. Organizational group culture strengthens the positive relationship between learning from success and approach job crafting and weakens the positive relationship between learning from failure and avoidance job crafting. These findings have nuanced implications for the learning, organizational culture, and job crafting literature.

This paper explores the role of awe for nature in influencing employee green behavior. Despite the established relationship between awe and pro-social behavior, the role of awe for nature as well as its influences on non-interpersonal prosocial behavior remain unclear. Drawing from feelings as information theory, we suggest that employees' awe for nature can induce both external-oriented (environmental awareness) and internal-oriented (a sense of the small self) cognitions, which, in turn, enhance their employee green behavior. Moreover, we propose that the influence of awe for nature is contingent on perceived environmental norms in the workplace. To test our hypotheses, a series of five studies was conducted, including a multi-wave field study and four experiments. The results largely supported these hypotheses. This study thus introduces awe for nature as a domain-specific emotion and extends awe's prosocial effects to non-interpersonal employee green behavior. The results suggest that organizations should use awe for nature as a vital tool to navigate the pro-environmental workplace.

Drawing upon theory and research on innovation, conservation of resources, and paradoxical leadership, we examine relationships between three stages of the innovative process (i.e., idea generation, idea dissemination, and idea implementation) and the role of paradoxical leadership as a facilitator of the transitions between these stages. In addition, we examine the motivational mechanisms (promotion and prevention focus) that can explain the relevance of paradoxical leadership in the innovative process. Results of a four-wave study show that paradoxical leadership, through employee promotion focus, strengthens the relationship between idea generation and idea dissemination, whereas paradoxical leadership, through employee prevention focus, strengthens the relationship between idea dissemination and idea implementation. Two experimental studies confirmed the importance of employee regulatory focus in the innovative process. Together, these findings highlight the importance of paradoxical leadership and employee regulatory focus in innovative processes. Implications for theory and practice are discussed.

Despite the growing empirical research on how work contexts enable employees to thrive, the majority focuses on employee's proximal, local work units. This study explores how and when contextual factors beyond local work environments affect employee thriving. Based on the socially embedded model of thriving, we posit that proactive career support implemented by the organization, as a factor featured in larger organizational contexts, fosters thriving via reducing job content plateau. We further contend that employees' political skill strengthens this role of proactive career support. As expected, our three-wave data demonstrates a positive indirect effect of the organization's proactive career support on thriving as mediated by job content plateau. For employees with stronger political skill, proactive career support is more likely to reduce job content plateau and, consequently, promotes employee thriving. From a practitioner perspective, these findings shed light on the importance of organizations' proactive career support in contributing to a thriving workforce, as well as when the benefits of this support can be enlarged.

With the transformational shift in the ownership of careers, individuals have become the primary actors in managing their careers. Owing to this, it has become imperative for working individuals to engage in various career development behaviors proactively. To understand the motivation behind these proactive behaviors, the construct of future work self-salience (FWSS) was introduced in the literature a decade ago. FWSS reflects the extent to which people can easily and clearly envision who they want to become in relation to work. Since then, scholars have explored a range of antecedents and outcomes of FWSS, further enhancing our knowledge. However, we are yet to witness a synthesis of this body of knowledge highlighting key advancements, issues, and challenges. To date, disparate findings have not been integrated, impeding the advancement of this research area. Accordingly, we systematically review the empirical research on FWSS to comprehensively understand the theoretical perspectives adopted in previous work, the nomological network of variables associated with FWSS, and how this construct has been conceptualized and measured. Building on the review's findings, we develop an integrated theoretical framework and craft a future research agenda to facilitate further theoretical and empirical advancement.

We used a person-centered approach to identify the profiles of workaholism observed in six samples, including 12 subsamples, of employees (N = 7944). These profiles were defined while considering workers' global levels of workaholism, together with their specific levels of motivational, cognitive, emotional, and behavioral workaholism. We also considered the extent to which these profiles and their relations with covariates (work–family conflict, harmonious passion, and obsessive passion) generalized across all subsamples. Our results revealed a total of five profiles (Preoccupied Employees with Very Low Global Levels of Workaholism, Disengaged Employees with Low Global Levels of Workaholism, Motivated and Involved Employees with Moderately Low Global Levels of Workaholism, Normative, and Preoccupied Employees with High Global Levels of Workaholism). Systematically, the Normative profile was the most prevalent (43.7% to 63.2% across subsamples), whereas the Preoccupied Employees with Very Low Global Levels of Workaholism profile was the least prevalent (0.4% to 8.9%). The Preoccupied Employees with High Global Levels of Workaholism profile presented the highest levels of obsessive passion and work–family conflict, and the lowest levels of harmonious passion. Beyond their theoretical implications for research on workaholism, these results highlight how workaholism has highly similar implications across contexts.