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

Drawing from conservation of resources (COR) theory and the equifinality principle, we challenge the prominent “the-more-resources-the-better” understanding by examining both the additive and interactive effects of contextual (i.e., networking behaviors and social support) and personal (i.e., job search self-efficacy) resources on job seeking. Specifically, based on COR theory's resource gain corollary, we propose that higher levels of each resource are positively related to job search intensity and the number of interviews obtained (an additive effect). However, based on the equifinality principle that various resources can contribute to the same goal, we propose that each type of resource can compensate for low levels of the other (an interactive effect). In a four-wave study following 89 unemployed job seekers over 6 months, we find positive intra-individual relationships between networking behaviors and job search self-efficacy with job search intensity. We find that networking behaviors and job search self-efficacy are also positively related to the number of job interviews obtained and indirectly related through job search intensity for networking behaviors. In line with our predictions, high levels of either networking behaviors or job search self-efficacy compensate for low levels of the other resource when predicting job search intensity and the number of interviews obtained.

Entrepreneurial personality research has mostly used cross-sectional data, giving rise to the question of whether the results can be used to predict entrepreneurial outcomes. Using a unique longitudinal dataset, we investigate whether and from what age personality in childhood and adolescence predicts entrepreneurial intention in young adulthood. We cover a time span of 17 years by assessing personality at four different developmental phases (6–9, 9–12, 12–15, and 14–17 years of age) and one measurement of entrepreneurial intention in young adulthood (23–26 years of age). We employ a variable-oriented approach by studying the Big Five traits—imagination, conscientiousness, extraversion, benevolence, and emotional stability—individually and a person-oriented approach by studying the “entrepreneurial personality profile,” a configuration of these traits. Extraversion as measured at 9–12 years already predicts entrepreneurial intention in young adulthood. This relationship becomes stronger as the age at which extraversion is measured increases. Unlike earlier literature, we do not find clear prospective relationships regarding the other traits. Our study presents insights into the antecedents of entrepreneurial intention and highlights the importance of extraversion in childhood and adolescence. The difference between our results and those of previous cross-sectional research highlights the importance of using longitudinal data.

In their lead article, Klug et al. conceptualize job insecurity as a multilevel construct whereby individuals are situated in mesolevel and macrolevel contexts. In our article, we advocate deepening the current conceptual model with two partially intertwined perspectives. First, we suggest adding a systemic perspective at the mesolevel that considers individuals' nestedness in family and relationship systems, thus looking into how individuals' job insecurity affects close others (i.e., [romantic] partners and family members) and how close others affect individuals' experience of and reactions to job insecurity. To illustrate our propositions, we draw on the crossover model and the systemic-transactional model of stress processes within romantic couples. Second, we suggest adding a lifespan perspective that considers biographic time as a facet of the individual level in addition to historical time on the macrolevel. In doing so, we draw on the notion of path dependence and processes related to social learning. We advocate for future research taking into account the various, intertwined levels on which job insecurity operates to fully understand job insecurity as well as its consequences and remedies.

We are grateful for the two commentaries on our lead article on job insecurity, its psychological repercussions and broader social context, which provide important additions, as well as impetus to refine and clarify our arguments. In this rejoinder, we respond to the most important points raised by the commentators: we refine our conceptualization of job insecurity, challenge the idea of job insecurity as a motivator and discuss the role of employees' immediate social context at the meso-level, as well as theoretical explanations for the fundamental mechanisms of job insecurity. We conclude by emphasizing once more the political significance of job insecurity, as well as the need for evidence-based interventions to address its root causes.

Although the volume of literature on abusive supervision differentiation has increased in recent years, it remains a loosely organized body of work, with various conceptualizations, measurements, and contradictory opinions that create considerable confusion for future research. In this paper, we systematically review the conceptualizations and measurements and differentiate two levels of abusive supervision differentiation: abusive supervision dispersion at the group level and relative abusive supervision at the individual-within-group level. We then review the theoretical approaches and empirical findings on the consequences of abusive supervision dispersion and relative abusive supervision. Through this holistic review, we identify several conceptual and measurement issues associated with abusive supervision differentiation and find contradictory findings regarding the effects of abusive supervision differentiation. Accordingly, we propose a future research agenda that highlights the areas where additional research is needed to further our understanding of this topic. By doing so, we contribute to a more nuanced understanding of the complexity of abusive supervision differentiation and to the theoretical development of this subject.

The prevalence of job insecurity is increasing due to technological, geopolitical, and environmental changes worldwide, leading to negative stress-related reactions and health outcomes for employees and productivity loss for organizations. Despite these consequences, few recommendations exist for how people can effectively cope with perceived job insecurity to mitigate stress-related reactions. Drawing from resource-based stress theories, we highlight job embeddedness, which captures contextual resources derived from on-the-job and off-the-job domains, as a key factor shaping employee's stress-related reactions to job insecurity. Data collected at three time points over 12 months from 483 employees in various organizations in Japan reveals that on-the-job embeddedness exacerbates the positive relationships of job insecurity with both emotional exhaustion and chronic insomnia, whereas off-the-job embeddedness mitigates these associations. This study contributes to the literature by identifying off-the-job embeddedness as a bundle of contextual resources that helps employees cope with perceived job insecurity and demonstrating the contrasting effects of the two dimensions of embeddedness in shaping health-related consequences of job insecurity.

Research shows positive effects of Health-oriented Leadership (HoL) on followers' health. However, irritation elicited by ICT hassles may reduce leaders' capacity to engage in staff care. This study examines whether ICT hassles are associated with staff care (i.e., health-promoting follower-directed leadership) via irritation and whether particularly those engaging in self-care suffer more or less from ICT demands. A moderated mediation model was tested at three measurement points (N = 582 leaders).

As expected, results show more irritation for leaders with more ICT hassles which is further associated with less staff care. Moreover, the positive relationship between ICT hassles and irritation was stronger for leaders displaying high self-care. In the same vein, the negative relationship between irritation and staff care was stronger for leaders engaging in self-care.

Findings provide the first evidence that ICT hassles are negatively related to staff care via leaders' irritation. Leaders who engage in self-care show less irritation and higher staff care but suffer more from ICT demands. To promote leaders' health and staff care in digital working contexts, organizations should provide reliable IT equipment and technical support. The study ties in with research on digital leadership and its antecedents and offers a new view on the interplay of demands and resources.

This meta-analysis examined biases in personnel selection owing to applicants' use of non-standard language such as ethnic and migration-based language varieties or regional dialects. The analysis summarized the results of 22 studies with a total N of 3615 raters that compared applicants with an accent or dialect with applicants speaking standard language. The primary studies used different standard and non-standard languages and assessed different dependent variables related to hiring decisions in job interviews. The k = 109 effect sizes (Hedges' g) were assigned to the dependent variables of competence, warmth, and hirability. Non-standard speakers were rated as less competent (δ = −0.70), less warm (δ = −0.17), and less hirable (δ = −0.51) compared to standard speakers. Thus, at the same level of competence, non-standard speakers are rated lower than standard speakers and might, therefore, be disadvantaged in personnel selection contexts. We also considered several potential moderator variables (e.g., applicants' specific language variety, raters' own use of non-standard language, and raters' background) but only found rather limited support for them. Furthermore, publication bias had only limited effects. Practical implications for personnel selection are discussed.

Policy entrepreneurs interact with their wider social environment to create social and policy change. To understand entrepreneurial behavior in this context, adopting multi-level approaches becomes increasingly important. They are crucial to explaining the interdependencies of individual entrepreneurs, immediate stakeholders (such as team members), and their wider context. Scholars focus on specific links, such as those between entrepreneurs and their local community. Very few papers have to date take a holistic approach, even though studying how entrepreneurs interact with multiple levels of stakeholders over time has the potential to better explain entrepreneurial processes. By following a qualitative research approach using two case studies of policy entrepreneurs in Bolivia and Germany, we show that policy entrepreneurs employ different modes of action over time when interacting with their immediate and wider contexts in attempting to foster policy change. Our results suggest that they co-create with policymakers in order to shape their ecosystems and society at large.

Despite decades of research on teams, there are still gaps in our understanding of motivational dynamics within teams and the emergence of team-level motivation. We advance a new team motivation model that invokes self-determination theory (SDT), multilevel theory, emergence processes, and identity construction. Using the conceptualization of motivation offered by SDT, we define team motivation as a collective source of energy driving the direction, intensity, and persistence of team activities. By using SDT to develop the process-based team motivation emergence model, we describe the role of human psychological needs that are involved in the emergence of this collective construct. An interpersonal feedback loop intertwined with a team process feedback loop predict how team members' individual motivations converge and then transform into team-level motivation through a process of identity construction. Propositions for testing the model are advanced, as well as suggestions for methodological and analytical considerations.