Journal of Business and Psychology
Papers 1303
1 page of 131 pages (1,303 results)
#1Daphna Motro (Hofstra University)H-Index: 4
#2Debra R. Comer (Hofstra University)H-Index: 14
Last. Janet A. Lenaghan (Hofstra University)H-Index: 4
view all 3 authors...
We investigate the effects of performance feedback on a subsequent performance task and the mediating role of sadness. Drawing on the appraisal tendency framework, we expect that negative performance feedback increases sadness, which then spills over to negatively affect performance on a future task. In addition, we expect two individual traits—feedback self-efficacy and grit—to moderate the relationship, such that the negative effect of sadness on subsequent task performance is weakened for ind...
#1Clair Reynolds-Kueny (Missouri University of Science and Technology)
#2Mindy K. Shoss (UCF: University of Central Florida)H-Index: 6
Emotions are a ubiquitous part of the workplace, and research on emotion sharing suggests that people often seek out others to express and share their emotions, in particular their negative emotions. Drawing from theory on sensemaking within organizations, we argue that employee perceptions of listener responses to negative emotion/stressful-event sharing have a significant impact on how included employees feel with their peers and their organization-based self-esteem. If employees perceive that...
#1James G. FieldH-Index: 7
#2Frank A. BoscoH-Index: 13
Last. Sven KepesH-Index: 13
view all 3 authors...
Although systematic reviews are considered the primary means for generating cumulative knowledge and their results are often used to inform evidence-based practice, the robustness of their meta-analytic summary estimates is rarely investigated. Consequently, the results of published systematic reviews and, by extension, our cumulative knowledge have come under scrutiny. Using a comprehensive approach to sensitivity analysis, we examined the impact of outliers and publication bias, as well as the...
#1Anna Sender (University of Lucerne)H-Index: 2
Last. Anja FeierabendH-Index: 3
view all 3 authors...
The purpose of this study was to explore if employees with turnover intentions report more minor and serious deviant behaviors depending on whether they can easily find alternative employment. We combined survey data from a representative sample of employees in Switzerland (N = 1179) with industry unemployment rates from the Swiss Federal Statistical Office. Employees with higher turnover intentions engaged in more minor and serious deviance. We found the highest levels of serious deviance among...
#1Noriko Tan (NUS: National University of Singapore)
#2Kai Chi Yam (NUS: National University of Singapore)H-Index: 12
Last. Douglas J. Brown (UW: University of Waterloo)H-Index: 32
view all 4 authors...
Whereas organizational research has historically focused on the negative effects of workplace gossip behaviors, in this paper, we draw on social information processing theory to examine both the benefits and costs of perceived work-related gossip prevalence. On the one hand, we suggest that perceived work-related gossip prevalence is beneficial to employees’ job performance. Employees who perceive work-related gossip prevalence to be high should experience higher levels of performance pressure. ...
#1Alexandra M. Harris (NU: Northwestern University)
#2Jeremiah McMillan (UGA: University of Georgia)H-Index: 2
Last. Nathan T. Carter (UGA: University of Georgia)H-Index: 15
view all 3 authors...
Ideal point measures of personality, which include moderately worded items, have gained attention from researchers and assessment practitioners due to their potential for more accurately assessing personality relative to traditional dominance measures, which contain only positive and negative items. However, no research of which we are aware has investigated applicant reactions to this new measure type. Given the well-known influence of reactions on applicant and organizational outcomes, knowled...
This study investigates the effects of job embeddedness on employee job crafting and job satisfaction. Based on goal-striving orientations, we propose a moderated mediation model with job crafting as the mediator of the linkage between job embeddedness and job satisfaction, and with three goal-striving orientations (accomplishment striving, status striving, and communion striving) as the moderators. We tested our hypotheses using a two-phase survey, with data collected from 138 employees from va...
#1Dylan A. Cooper (California State University, Channel Islands)H-Index: 1
#2Jerel E. Slaughter (UA: University of Arizona)H-Index: 19
Last. Stephen W. Gilliland (CGU: Claremont Graduate University)
view all 3 authors...
Workers’ compensation costs are a substantial expense for employers. Given mixed results of training and job redesign interventions designed to reduce accidents leading to claims, organizations may wish to reduce these costs by screening job applicants with integrity tests. Building on theories of workplace safety and malingering (i.e., faking or exaggerating injuries for personal gain), we argue that overt integrity tests predict workers’ compensation claims through both workplace injuries and ...
#1Huiyuan Jia (PKU: Peking University)
#2Rui Zhong (UBC: University of British Columbia)
Last. Xiaofei Xie (PKU: Peking University)
view all 3 authors...
Drawing on social exchange theory and attribution theory, this study explores whether newcomers’ helping behavior benefits their adjustment and whether the helping behavior attributed by coworkers to certain motives (prosocial motivation and impression management motivation) moderates these benefits. On the basis of results obtained from time-lagged surveys conducted with 114 newcomers, the study suggests that newcomers’ helping behavior positively influences newcomers’ distal outcome (i.e., org...
#1Martin P. Fladerer (LMU: Ludwig Maximilian University of Munich)H-Index: 1
#2S. Alexander Haslam (UQ: University of Queensland)H-Index: 73
Last. Dieter Frey (LMU: Ludwig Maximilian University of Munich)H-Index: 41
view all 4 authors...
CEOs have been argued to play a critical role for organizational performance. However, CEOs cannot achieve success singlehandedly. They rely on other organizational members to execute and implement their agenda and to contribute to organizational success. In the present research, we propose that CEOs serve as identity leaders of their organization who are able to enhance organizational performance by representing and cultivating a sense of shared collective identity (“us”) with those they lead. ...
Top fields of study
Industrial and organizational psychology
Job performance
Social issues
Applied psychology
Social psychology