Journal of Business and Psychology
Papers 1325
1 page of 133 pages (1,325 results)
#1Michael Schilling (Saarland University)H-Index: 2
#2Nicolas Roulin (Saint Mary's University)H-Index: 13
Last.Cornelius J. König (Saarland University)H-Index: 24
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Research on faking behavior and underlying intentions has mostly employed an intraindividual perspective, stressing the role of individual-level predictors. Inspired by theoretical arguments (e.g., from socioecological psychology) and cross-cultural studies, we hypothesize and demonstrate that in addition to individual-level predictors, there are also regional differences in faking intentions (within a country) and systematic links to regional-level features. Specifically, we tested and compared...
#1Jane X. Y. Chong (UWA: University of Western Australia)
#2Gerard Beenen (CSUF: California State University, Fullerton)H-Index: 8
Last.Patrick D. Dunlop (Curtin University)H-Index: 10
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We investigate a novel approach to newcomer socialization based on self-determination theory (SDT). A core assumption of SDT is that when social contexts support basic psychological needs for autonomy, competence, and relatedness, people are more likely to integrate new experience effectively and thrive in their environment. We sought to examine the role of psychological need support within the context of newcomer socialization and the period of early entry where newcomers learn their new role a...
#1Pascale M. Le Blanc (TU/e: Eindhoven University of Technology)H-Index: 17
#2Vicente González-Romá (University of Valencia)H-Index: 21
Last.Haijiang Wang (TU/e: Eindhoven University of Technology)H-Index: 4
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#1Darryl Rice (Miami University)H-Index: 2
#2Nicole C. Jones Young (F&M: Franklin & Marshall College)H-Index: 4
Last.Sharon Sheridan (UND: University of North Dakota)
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Over two (i.e., a 2 × 2 experiment and a multi-source field study) studies, we propose and demonstrate how employees increase their emotional (i.e., affective commitment) and behavioral (i.e., citizenship behavior) investments in the workplace as a valuable outcome of the trickle-down effect of organizational inclusiveness. We also explain how supervisory moral identity impacts the trickle-down effect. Notably, the research integrates social cognitive theory with the diversity and inclusion lite...
#1Christopher E. Whelpley (CofC: College of Charleston)H-Index: 4
#2George C. Banks (UNCC: University of North Carolina at Charlotte)H-Index: 22
Last.Rosalyn Grace Sandoval (UNCC: University of North Carolina at Charlotte)
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The increase in autistic individuals seeking employment has led to a growing need for management researchers to consider autism in the workplace. To date, little organizational research has examined this area and what research does exist relies on theories imported from either general psychology (e.g., stigma theory) or reflects a view of autism as a disability. We use the constant comparative method from grounded theory to explore three research questions and to provide researchers and practiti...
#1Xavier Parent-Rocheleau (HEC Montréal)
#2Kathleen Bentein (UQAM: Université du Québec à Montréal)H-Index: 13
Last.Michel Tremblay (HEC Montréal)H-Index: 22
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The aim of this study was to investigate the effects of optimism similarity and dissimilarity between supervisors and subordinates on subordinates’ outcomes. Drawing on optimism literature and the expectancy-value theory, we tested hypotheses regarding the indirect effects of optimism dyadic (dis)similarity on subordinates’ objective job performance through role conflict and vigor at work. Polynomial regressions and response surface analyses were performed using a sample of 556 subordinates matc...
#1Kimberley Breevaart (EUR: Erasmus University Rotterdam)H-Index: 9
#2R. E. de Vries (UT: University of Twente)
Last.Reinout E. de Vries (VU: VU University Amsterdam)H-Index: 28
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The aim of the current study was to examine the HEXACO personality traits in relation to followers’ preference for charismatic, relationship-oriented, and task-oriented leadership. Based on the similarity perspective, we expected followers high on Honesty-Humility, Extraversion, and Openness to Experience to prefer a charismatic leader, and those followers high on conscientiousness and low on Openness to Experience to prefer a task-oriented leader. In addition, from a need fulfillment perspectiv...
#1Yu-Shan Hsu (Concordia University)H-Index: 1
#2Yu-Ping Chen (Concordia University)H-Index: 5
Last.Margaret A. Shaffer (OU: University of Oklahoma)H-Index: 29
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What can reduce cognitive failures at work and home domains is relatively unknown. Moreover, even though it has been assumed that employees who use flexible work arrangements will have more resources at home, this has never been empirically tested. Drawing on conservation of resources theory, which posits that resources can generate new resources to create a gain spiral and impede demands, this study examines the relationships between workplace flextime use, perceived control at work and home, a...
#1Tim Vahle-HinzH-Index: 6
#2Jessica de Bloom (UG: University of Groningen)H-Index: 14
Last.Jana Kühnel (University of Vienna)
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We used ecological momentary assessments to examine the predictive value of the episodic process model to explain within-person fluctuations in job performance across the working day. Our sample consisted of 330 employees in knowledge-intensive jobs working fairly regular office hours, who responded to digital hourly surveys across one entire working day (2078 hourly measurements). Confirming the main predictions of the episodic process model of performance, multilevel analyses demonstrated that...
#1Lyonel Laulié (University of Chile)H-Index: 1
#2Amanuel G. Tekleab (WSU: Wayne State University)H-Index: 14
Last.Junghyun Lee (UM: University of Michigan)H-Index: 5
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Supervisors often have knowledge of their subordinates’ characteristics, needs, and performance and thus play an important role in the authorization and implementation of idiosyncratic deals (I-deals). By adopting a supervisor-based perspective of I-deals and using the logic of appropriateness in decision-making as the theoretical framework, the study examines managers’ motives for authorizing I-deals. Specifically, we argue that supervisors are more likely to grant I-deals when they have receiv...
Top fields of study
Industrial and organizational psychology
Job performance
Social issues
Applied psychology
Social psychology