Journal of Applied Psychology

Publisher: American Psychological Association

Description

  • Impact factor
    4.31
  • 5-year impact
    6.85
  • Cited half-life
    0.00
  • Immediacy index
    0.41
  • Eigenfactor
    0.03
  • Article influence
    3.25
  • Other titles
    Journal of applied psychology (Online), Journal of applied psychology
  • ISSN
    1939-1854
  • OCLC
    50406022
  • Material type
    Document, Periodical, Internet resource
  • Document type
    Internet Resource, Computer File, Journal / Magazine / Newspaper

Publisher details

American Psychological Association

  • Pre-print
    • Author can archive a pre-print version
  • Post-print
    • Author can archive a post-print version
  • Conditions
    • Pre-print on a web-site
    • Pre-print must be labeled with date and accompanied with statement that paper has not (yet) been published
    • Copy of authors final peer-reviewed manuscript as accepted for publication
    • Post-print on author's web-site or employers server only, after acceptance
    • Publisher copyright and source must be acknowledged
    • Must link to APA journal home page or article DOI
    • Article must include the following statement: 'This article may not exactly replicate the final version published in the APA journal. It is not the copy of record.'
    • Publisher version cannot be used
    • APA will submit NIH author articles to PubMed Central, after author completion of form
    • Wellcome Trust authors may comply using Paid Option.
  • Classification
    ​ green

Publications in this journal

  • [Show abstract] [Hide abstract]
    ABSTRACT: Social networks can be important sources of information and insights that may spark employee creativity. The cross-fertilization of ideas depends not just on access to information and insights through one’s direct network – the people one actually interacts with – but at least as much on access to the indirect network one’s direct ties connect one to (i.e., people one does not interact with directly, but with whom one’s direct ties interact). We propose that the reach efficiency of this indirect network – its non-redundancy in terms of interconnections – is positively related to individual creativity. To help specify the boundaries of this positive influence of the indirect network, we also explore how many steps removed the indirect network still adds to creativity. In addition, we propose that the efficiency (non-redundancy) of one’s direct network is important here, because more efficient direct networks give one access to indirect networks with greater reach efficiency. Our hypotheses were supported in a multilevel analysis of multisource survey data from 223 sales representatives nested within 11 divisions of a Chinese pharmaceutical company. This analysis also showed that the creative benefits of reach efficiency were evident for three and four degrees of separation but were greatest for indirect ties that depend only on one’s direct ties.
    Journal of Applied Psychology 12/2014;
  • [Show abstract] [Hide abstract]
    ABSTRACT: Range restriction is a common problem in personnel selection and other contexts in applied psychology. For many years researchers have used corrections that assume range restriction was direct, even when it was known that range restriction was indirect. Hunter, Schmidt, and Le (2006) proposed a new correction for cases of indirect range restriction that greatly increases its potential usefulness due to its reduced information requirements compared to alternatives. The current study examines the applicability of Hunter et al.'s correction to settings where its assumed structural model is violated by including the measures that are to be involved in corrections in the original selection composite. We conclude that Hunter et al.'s correction should generally be preferred when compared to its common alternative, Thorndike's Case II correction for direct range restriction. However, this is due to the likely violation of one of the other assumptions of the Hunter et al. correction in most applied settings. Correction mechanisms and practical implications are discussed. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 07/2014; 99(4):587-598.
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    ABSTRACT: In this temporally lagged study of employees in a service organization, we examined the ways in which feedback regarding organizational citizenship behavior (OCB) may affect employees' motives to continue performing OCBs over time. Building on the self-regulation approach to citizenship (Bolino, Harvey, & Bachrach, 2012), we propose and test an overall model of OCB motive, others' attribution and feedback, and motive fulfillment to determine their impact on continuing OCB. Using a total sample of 213 employees and structural equation modeling, we found support for most of our model, indicating that instances of OCB initiate a chain of events that can ultimately lead individuals to alter their OCB patterns, based on their own motives, others' motive attributions, and feedback. We also find that feedback regarding OCB can influence motive fulfillment and the motivations to engage in future OCB, although this feedback is most powerful when it comes from peers, as opposed to managers. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 05/2014;
  • [Show abstract] [Hide abstract]
    ABSTRACT: In this study, we investigated whether team-level knowledge sharing moderates the effects of individual-level expertise dissimilarity on individual employees' creativity in research and development (R&D) project teams. Expertise dissimilarity-defined as the difference in expertise and knowledge between a focal team member and her or his fellow team members-was operationalized in terms of the research department to which each member belonged. In Study 1, multilevel analyses of data collected from 200 members of 40 R&D project teams in a telecommunications company revealed that a team member with expertise dissimilar to that of her or his teammates was more likely to exhibit creativity when the project team as a whole engaged in higher levels of tacit, rather than explicit, knowledge sharing. In contrast, a member whose expertise was similar to that of her or his teammates was more likely to exhibit creative behavior when the team engaged in higher levels of explicit, rather than tacit, knowledge sharing. These findings were largely replicated in Study 2 using data collected from 82 members of 25 project teams from another telecommunications company. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 05/2014;
  • [Show abstract] [Hide abstract]
    ABSTRACT: This research tested the idea that the risk of exclusion from one's group motivates group members to engage in unethical behaviors that secure better outcomes for the group (pro-group unethical behaviors). We theorized that this effect occurs because those at risk of exclusion seek to improve their inclusionary status by engaging in unethical behaviors that benefit the group; we tested this assumption by examining how the effect of exclusion risk on pro-group unethical behavior varies as a function of group members' need for inclusion. A 2-wave field study conducted among a diverse sample of employees working in groups (Study 1) and a constructive replication using a laboratory experiment (Study 2) provided converging evidence for the theory. Study 1 found that perceived risk of exclusion from one's workgroup predicted employees' engagement in pro-group unethical behaviors, but only when employees have a high (not low) need for inclusion. In Study 2, compared to low risk of exclusion from a group, high risk of exclusion led to more pro-group (but not pro-self) unethical behaviors, but only for participants with a high (not low) need for inclusion. We discuss implications for theory and the management of unethical behaviors in organizations. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 04/2014;
  • [Show abstract] [Hide abstract]
    ABSTRACT: Despite evidence that men are typically perceived as more appropriate and effective than women in leadership positions, a recent debate has emerged in the popular press and academic literature over the potential existence of a female leadership advantage. This meta-analysis addresses this debate by quantitatively summarizing gender differences in perceptions of leadership effectiveness across 99 independent samples from 95 studies. Results show that when all leadership contexts are considered, men and women do not differ in perceived leadership effectiveness. Yet, when other-ratings only are examined, women are rated as significantly more effective than men. In contrast, when self-ratings only are examined, men rate themselves as significantly more effective than women rate themselves. Additionally, this synthesis examines the influence of contextual moderators developed from role congruity theory (Eagly & Karau, 2002). Our findings help to extend role congruity theory by demonstrating how it can be supplemented based on other theories in the literature, as well as how the theory can be applied to both female and male leaders. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 04/2014;
  • [Show abstract] [Hide abstract]
    ABSTRACT: Bootstrapping is an analytical tool commonly used in psychology to test the statistical significance of the indirect effect in mediation models. Bootstrapping proponents have particularly advocated for its use for samples of 20-80 cases. This advocacy has been heeded, especially in the Journal of Applied Psychology, as researchers are increasingly utilizing bootstrapping to test mediation with samples in this range. We discuss reasons to be concerned with this escalation, and in a simulation study focused specifically on this range of sample sizes, we demonstrate not only that bootstrapping has insufficient statistical power to provide a rigorous hypothesis test in most conditions but also that bootstrapping has a tendency to exhibit an inflated Type I error rate. We then extend our simulations to investigate an alternative empirical resampling method as well as a Bayesian approach and demonstrate that they exhibit comparable statistical power to bootstrapping in small samples without the associated inflated Type I error. Implications for researchers testing mediation hypotheses in small samples are presented. For researchers wishing to use these methods in their own research, we have provided R syntax in the online supplemental materials. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 04/2014;
  • [Show abstract] [Hide abstract]
    ABSTRACT: Although social exchange theory has become one of the most oft-evoked theories in industrial and organizational psychology, there remains no consensus about how to measure its key mechanism: social exchange relationships (Blau, 1964). Drawing on Cropanzano and Byrne's (2000) review of contemporary social exchange theorizing, we examined the content validity of perceived support, exchange quality, affective commitment, trust, and psychological contract fulfillment as indicators of social exchange relationships. We used Hinkin and Tracey's (1999) quantitative approach to content validation, which asks participants to rate the correspondence between scale items and definitions of intended (and unintended) constructs. Our results revealed that some of the most frequently utilized indicators of social exchange relationships-perceived support and exchange quality-were significantly less content valid than rarely used options like affect-based trust. Our results also revealed that 2 direct measures-Bernerth, Armenakis, Feild, Giles, and Walker's (2007) scale and a scale created for this study-were content valid. We discuss the implications of these results for future applications of social exchange theory. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 04/2014;
  • [Show abstract] [Hide abstract]
    ABSTRACT: Social network research emphasizes the access to nonredundant knowledge content that network ties provide. I suggest that some content is more beneficial than others and that tie strength may affect creativity for reasons other than the associated structure. That is, tie strength may affect how individuals process nonredundant knowledge. I investigate 2 types of knowledge content-information (i.e., facts or data) and frames (i.e., interpretations or impressions)-and explore whether tie strength influences their effect on creativity. Drawing on creativity theory, I employ an experimental design to provide greater theoretical clarity and to isolate causality. According to the results from 2 studies, distinct frames received from contacts facilitate creativity, but the effect of distinct information is more complex. When individuals receive distinct information from strong ties, it constrains creativity compared to distinct frames. Content from weak ties appears to facilitate creativity across all scenarios. The results of mediated moderation analysis indicate the effect of framing versus information for strong ties is driven by decision-making time, as an indicator of cognitive expansion. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 03/2014;
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    ABSTRACT: Recent scholarship on citizenship behavior demonstrates that engaging too often in these behaviors comes at the expense of task performance. In order to examine the boundary conditions of this relationship, we used resource allocation and social exchange theories to build predictions regarding moderators of the curvilinear association between citizenship and task performance. We conducted a field study of 366 employees, in which we examined the relationship between the frequency of interpersonal helping behavior and task performance and tested for the moderating influences of 3 social context features (social density, interdependence, and social support) and of employees' levels of interpersonal skill. Results provided corroborating evidence of the diminishing returns between citizenship and task performance. Further, these diminishing returns were decelerated when contexts were characterized by high interdependence and social density and when employees possessed strong interpersonal skills. Implications for extending future citizenship theory and research to incorporate curvilinearity are presented. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 03/2014;
  • [Show abstract] [Hide abstract]
    ABSTRACT: This study aims to untangle the role of risk propensity as a predictor of self-employment entry and self-employment survival. More specifically, it examines whether the potentially positive effect of risk propensity on the decision to become self-employed turns curvilinear when it comes to the survival of the business. Building on a longitudinal sample of 4,973 individuals from the German Socio-Economic Panel, we used event history analyses to evaluate the influence of risk propensity on self-employment over a 7-year time period. Results indicated that whereas high levels of risk propensity positively predicted the decision to become self-employed, the relationship between risk propensity and self-employment survival followed an inverted U-shaped curve. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
    Journal of Applied Psychology 03/2014;