唧唧堂：JAP 应用心理学 2022年4月论文摘要8篇
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1、COVID-19大流行前和大流行期间的弹性工作制、部门层面的离职率和绩效
使用弹性工作制(variable work schedules，VWS)——改变员工每天或每周工作时间的数量和时间——是一种日益普遍的人力资源实践，旨在增加人事的灵活性。然而，很少有研究考察弹性工作制的使用在部门层面是否以及如何影响一个组织的离职率和财务绩效。尽管人们普遍认为，使用弹性工作制有助于企业取得更高的绩效，特别是在COVID-19等危机期间，但本研究却证明了其实不然。本研究结论显示，更多地使用弹性工作制会导致更高的离职率，而且这种影响在大流行病期间更加明显。研究结论还显示，管理层对弹性工作制的依赖不仅会降低大流行病期间的财务绩效水平，而且会降低绩效恢复水平——以部门层面的离职率作为中介机制。利用美国一家连锁快餐店的1,678个部门在COVID-19大流行的不同阶段（2019年10月至2020年12月）的数据，研究发现这些预测得到了支持。结果表明，学者和从业者应该重新考虑人事灵活性有助于组织适应不确定环境的一般假设。
The use of variable work schedules (VWS)—altering the number and timing of employees’ work hours on a daily or weekly basis—is an increasingly common human resource (HR) practice designed to increase staffing flexibility. Little research, however, has examined whether and how the use of VWS affects an organization’s turnover rates and/or financial performance at the unit level. Despite the common assumption that their use helps firms achieve higher performance by matching the supply of labor to demand fluctuations—especially during a crisis such as coronavirus disease (COVID-19)—this study demonstrates otherwise. I propose that greater use of variable schedules can lead to higher turnover rates and that this effect has been more pronounced during the pandemic. I also argue that managerial reliance on VWS can decrease not only the level of financial performance but also performance recovery during the pandemic—with unit-level turnover as the mediating mechanism. Using data from 1,678 units of a U.S. quick-service restaurant chain across different phases of the COVID-19 pandemic (October 2019–December 2020), I find support for these predictions. Results suggest that scholars and practitioners should reconsider the general assumption that staffing flexibility helps organizations adapt to uncertain environments.
参考文献：Chung, H. (2022). Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic. Journal of Applied Psychology, 107(4), 515–532.
2、使用计算机辅助文本分析指标化动态集体构念：以特征化团队过程中来自结构效度的证据为例
组织过程被广泛认为是多层次和动态的，但传统的测量方法限制了研究人员建模和理解这种现象的能力。以Marks等人（2001）提出的团队过程模型中的交流为例，本文展示了一种方法，去测量时间动态集体构念的无干扰聚合效度。因此，本研究的目的是发展计算机辅助文本分析（CATA）技术，用这种技术对成员交流进行打分，进而实现有效的团队过程测量。本研究应用一种基于内容有效性的演绎方法，为Marks等人的维度构建CATA字典。然后，本文在两个样本中使用多特征多方法分析，证明了它们与主题专家（SME）手工编码的团队沟通和不同的SME基于团队互动视频记录的行为锚定评分表的聚合效度。通过使用高保真大规模伤亡事件演习的辅助医务人员样本，本研究进一步证明了CATA和SME对沟通的评分的聚合效度。然后，本文使用所有三个样本建立了各事件过程之间的关系模型。接下来，本研究使用一个纵向的双间断变化模型设计来测试与标准相关的有效性，该设计以辅助医疗CATA评分的团队过程为特征，将其与动态性绩效标准相关联。最后，本研究整合了来自可穿戴传感器徽章的行为数据，以说明CATA如何在个人层面上进行评分，然后利用它来模拟团队互动的动态网络。本文讨论了这些技术的影响、局限性、未来研究的方向以及应用于其他集体构念的准则。
Organizational processes have been widely recognized as both multilevel and dynamic, yet traditional methods of measurements limit our ability to model and understand such phenomena. Featuring a popular model of team processes advanced by Marks et al. (2001), we illustrate a method to use individuals’ communications as construct valid unobtrusive measures of collective constructs occurring over time. Thus, the purpose of this investigation is to develop computer-aided text analysis (CATA) techniques that can score members’ communications into valid team process measures. We apply a deductive content validity-based method to construct CATA dictionaries for Marks et al.’s dimensions. We then demonstrate their convergent validity with subject matter experts’ (SMEs) hand-coded team communications and different SMEs’ behaviorally anchored rating scales based on video recordings of team interactions, using multitrait–multimethod analyses in two samples. Using a third sample of paramedics performing a high-fidelity mass casualty incident exercise, we further demonstrate the convergent validity of the CATA and SME scorings of communications. We then model the relationships among processes across episodes using all three samples. Next, we test criterion-related validity using a longitudinal dual-discontinuous change growth modeling design featuring the paramedic CATA-scored team processes as related to a dynamic performance criterion. Finally, we integrate behavioral data from wearable sensor badges to illustrate how CATA can be scored at the individual level and then leveraged to model dynamic networks of team interactions. Implications, limitations, directions for the future research, and guidelines for the application of these techniques to other collective constructs are discussed.
参考文献：Mathieu, J. E., Wolfson, M. A., Park, S., Luciano, M. M., Bedwell-Torres, W. L., Ramsay, P. S., Klock, E. A., & Tannenbaum, S. I. (2022). Indexing dynamic collective constructs using computer-aided text analysis: Construct validity evidence and illustrations featuring team processes. Journal of Applied Psychology, 107(4), 533–559.
3、工作—休闲融合：一个整合概念框架回顾和未来展望
自工业革命以来，工作和休闲在很大程度上被认为是对立的领域。然而，越来越多的组织允许和/或促进休闲活动与工作场所的融合。同样地，不同学科的一些概念化研究探讨了工作和休闲如何共存。这些不同的概念产生了丰富但零散的关于工作与休闲融合的理论解释。为了解决这个问题，本文对探讨工作与休闲融合的多个文献流进行了全面的理论整合。此外，本研究建立了一个三维度的框架，旨在阐明和支撑工作—休闲融合这一现象的核心维度（即分割—整合，非结构化—结构化，以及独立—互动）。以这个框架作为理论基础，本文讨论了与工作—休闲融合有关的情境因素和未来研究方向。
Since the industrial revolution, work and leisure have largely been considered opposing domains. A growing number of organizations, however, enable and/or promote blending leisure activities into the workplace. Similarly, several conceptualizations across different disciplines examine how work and leisure can coexist. These different conceptualizations have yielded a rich but fragmented theoretical account of work–leisure blending. To address this problem, we provide a comprehensive theoretical integration of multiple literature streams where research has explored work–leisure blending. Further, we develop a tripartite dimensional framework designed to elucidate the central dimensions of work–leisure blending (i.e., segmentation–integration, unstructured–structured, and independent–interactive) undergirding this phenomenon. Using this framework as a theoretical foundation, we then discuss important contextual considerations and future research directions related to work–leisure blending.
参考文献：Smith, T. A., Butts, M. M., Courtright, S. H., Duerden, M. D., & Widmer, M. A. (2022). Work–leisure blending: An integrative conceptual review and framework to guide future research. Journal of Applied Psychology, 107(4), 560–580.
4、不仅是你做了什么，还有你为什么做：管理动机如何影响员工的公平判断
尽管过去的研究表明，感知到的公平会带来许多好处，但它也倾向于假设公平几乎完全来自正义的遵守。本研究反而认为，当员工形成公平判断时，不仅要考虑上级坚持公正的程度，还要考虑上级为什么这样做。特别是，本文概述了实现公平的三个不同的理论途径。监督正义动机通过上级对正义规则的遵守（行为）和通过雇员的归因动机（归因）来影响公平判断，这样，在控制了正义之后，亲社会（自利）动机与公平判断呈正（负）相关。本研究还推断，人们在形成公平判断时，会共同考虑监督动机和正义，这样，当正义较低与较高时，亲社会（自我利益）动机与公平判断之间的关系就更积极（消极）。本文在六项研究中检测了研究假设，包括调查和实验。研究结果支持亲社会正义动机的三种途径，支持自利正义动机的行为和归因（但不是互动）途径。本研究结果表明，试图促进公平的组织应该避免在无意中向他们的主管灌输自利的正义动机。
Although past research demonstrates that perceived fairness leads to many benefits, it also tends to assume that fairness flows almost exclusively from justice adherence. We instead reason that when employees form fairness judgments, they consider not only the extent to which supervisors adhere to justice but also why supervisors do so. In particular, our work outlines three distinct theoretical pathways to fairness. Supervisory justice motives affect fairness judgments via supervisors’ justice rule adherence (behavioral) and via employees’ attributed motives (attributional), such that prosocial (self-interest) motives are positively (negatively) related to fairness judgments after controlling for justice. We also reason that people jointly consider supervisory motives and justice when forming fairness judgments (interactive), such that the relationship between prosocial (self-interest) motives and fairness judgments is more positive (negative) when justice is lower versus higher. We test our predictions across six studies, both survey and experimental. Our results support the three pathways for prosocial justice motives and the behavioral and attributional (but not interactive) pathways for self-interest justice motives. Our work suggests organizations trying to promote fairness should avoid inadvertently instilling a self-interest justice motive in their supervisors.
参考文献：Muir (Zapata), C. P., Sherf, E. N., & Liu, J. T. (2022). It’s not only what you do, but why you do it: How managerial motives influence employees’ fairness judgments. Journal of Applied Psychology, 107(4), 581–603.
5、职业兴趣和负面影响：基于职业兴趣的吸引和选拔如何与潜在的负面影响有关
目前的研究提议将职业兴趣纳入负面影响的研究（即在就业环境中少数群体和多数群体之间的不同雇用/选拔率）。在高风险测试的背景下（例如，使用认知和人格测试），本文展示了职业兴趣的种族差异如何对应于工作吸引（吸引过程）和各种人员选拔结果（选择过程）的差异化影响，其模式并不总是直观的。利用各种元分析的结果，本研究构建了一个种族、职业兴趣、认知能力和尽责性的综合相关矩阵；并提供了数学公式来评估职业兴趣在预测不同群体差异化的影响作用。研究和实证结果表明：(a)当职业兴趣有利于少数/多数群体并与预测指标负/正相关时，基于职业兴趣对申请人的吸引可以减少潜在负面影响；(b)职业兴趣对潜在负面影响的吸引效应是适中的；(c)如果职业兴趣子群体的平均差相对于其他使用中的预测因素来说很小，那么基于兴趣的人员选拔将减少潜在负面影响；(d)由于申请人群体中兴趣的差异限制，吸引效应往往会抑制或消除基于职业兴趣的选拔效应负面影响；(e)选拔效应往往比吸引效应更强。这些发现部分解释了不同工作类型的负面影响存在差异的原因，可能是职业兴趣的种族差异所带来的吸引和选拔效应不一致。
The current research proposes to incorporate vocational interests into the study of adverse impact (i.e., differential hiring/selection rates between minority and majority groups in employment settings). In the context of high stakes testing (e.g., using cognitive and personality tests), we show how race gaps in vocational interests would correspond to differential rates of job attraction (the attraction process) and various personnel selection outcomes (the selection process), in patterns that are not always intuitive. Using findings from various meta-analyses, we construct a combined correlation matrix of race, vocational interests, cognitive ability, and Conscientiousness; and provide mathematical formulas to assess the role of vocational interests in determining subgroup differences on predictors in applicant pools. Results and empirical examples suggest: (a) applicant attraction based on vocational interests can reduce adverse impact potential when the interest favors the minority [majority] group and is negatively [positively] related to the predictor; (b) attraction effects of vocational interests on adverse impact potential are modest; (c) if the vocational interest subgroup mean difference is small relative to other predictors in use, personnel selection on the interest will reduce adverse impact potential; (d) attraction effects tend to dampen or remove the selection effects of vocational interests on adverse impact potential, due to variance restriction on interests in the applicant pool; and (e) selection effects tend to be much stronger than attraction effects. These findings have implications for how adverse impact might differ systematically across job types, partly due to attraction and selection effects involving race differences in vocational interests.
参考文献：Jones, K. S., Newman, D. A., Su, R., & Rounds, J. (2022). Vocational interests and adverse impact: How attraction and selection on vocational interests relate to adverse impact potential. Journal of Applied Psychology, 107(4), 604–627.
6、多元化氛围、信任与离职意向：一个多层次的动态系统
过去关于员工信任和多元化氛围的研究是横断面的，而且往往忽略了整体部门氛围和个人对氛围的感知之间的区别。目前的研究讨论了信任和多元化氛围之间的复杂关系，包括方向性、时间演化性、多层次的特征以及对离职意向这一关键结果的影响。本文使用一种新颖的、具有潜在交互作用的交叉滞后面板数据的多层次分析，研究了美国一所大型大学294个系的3218名教师的6年数据。然后，本研究(a)分离了系内和系间的多元化氛围感知，(b)研究了信任和多样性气氛感知之间关系的方向性和持久性，以及(c)研究了作为信任/多元化氛围感知反馈过程结果的员工离职意向。结果显示，部门内的多元化氛围和信任之间存在着互惠的关系。这些关系在整个6年期间持续存在，并且正如假设的那样，在多元化氛围较差的部门，这种关系更加强烈。当在不同层次分析中加入所有三个变量来建立研究模型时，研究观察到了上述变量对未来离职意向的影响。
Past research on employee trust and diversity climate is cross-sectional and often overlooks the distinction between overall unit climate and individual perceptions of climate. The current article addresses the complex relationship between trust and diversity climate, including directionality, evolution over time, multilevel characteristics, and influence on the critical outcome of turnover intentions. Using a novel, a multilevel analysis of cross-lagged panel data with latent interactions, we examined 6 years of data from 3,218 faculty members across 294 departments in a large U.S. university. We then (a) separated within-department and between-department diversity climate perceptions, (b) examined the directionality and durability of the relationships among trust and diversity climate perceptions, and (c) examined employee turnover intentions as an outcome of the trust/diversity climate perception feedback process that we identified. Results revealed a reciprocal relationship between within-department diversity climate and trust. These relationships continued over the full 6-year period and, as hypothesized, were stronger in departments with more unsupportive diversity climates. When all three variables were modeled at both levels of analysis, an influence on future turnover intentions was observed.
参考文献：Ward, A.-K., Beal, D. J., Zyphur, M. J., Zhang, H., & Bobko, P. (2022). Diversity climate, trust, and turnover intentions: A multilevel dynamic system. Journal of Applied Psychology, 107(4), 628–649.
7、员工如何从领导那里学会建言：性别一致性对建言自我效能发展的影响
建言——或员工对工作问题的想法、关切或意见的表达——可以帮助组织蓬勃发展。然而，本文强调，男性和女性在建言自我效能方面存在差异，或者说在制定和阐述与工作有关的观点方面的个人信心有所差异。本研究认为，这种差异会阻碍女性在工作中建言。根据社会认知理论（SCT），本文提出，当女性有机会观察到女性而不是男性领导发言时，她们往往会发展出更大的建言自我效能感，从而更多地发言。因此，本研究指出，在工作中缺乏能够以身作则建言的女性领导，这可能是抑制女性员工建言的一个因素。通过使用涉及368名员工和他们在印度各行业的领导的相关实地研究数据，以及对546名美国工人的在线小组的实验研究，本文发现了研究假设得到支持。最后，本文讨论了研究的理论贡献和实践启示。
Voice—or the expression of ideas, concerns, or opinions on work issues by employees—can help organizations thrive. However, we highlight that men and women differ in their voice self-efficacy, or the personal confidence in formulating and articulating work-related viewpoints. Such differences, we argue, can impede women’s voice from emerging at work. Drawing on social cognitive theory (SCT), we propose that women tend to develop greater voice self-efficacy and thereby speak up more when they have the opportunity to observe female rather than male leaders speak up. Hence, we point to the potential absence of women leaders who can role model speaking up at work as a likely inhibiter of women’s voice. Using data from a correlational field study involving 368 employees and their leaders from a variety of industries in India and an experimental study in an online panel of 546 US-based workers, we found support for our hypotheses. We discuss the implications of our research for theory and practice.
参考文献：Taiyi Yan, T., Tangirala, S., Vadera, A. K., & Ekkirala, S. (2022). How employees learn to speak up from their leaders: Gender congruity effects in the development of voice self-efficacy. Journal of Applied Psychology, 107(4), 650–667.
8、员工建言如何帮助团队在面对外源性变化时保持韧性
团队经常要面对一些诱发不连续变化和破坏现有常规的外生事件。在这些事件发生后的第一时间（中断阶段），团队的绩效会出现下滑，只有随着时间的推移才会恢复到之前的绩效水平（恢复阶段）。本文认为，允许团队更好地管理错误的抑制性建言对于防止中断阶段的绩效损失很有帮助。而帮助团队创新或改善团队流程的促进性建言，可以在恢复阶段促进更快速和更积极的绩效恢复轨迹。本文还提出，当团队面临更高的变化强度时，建言的作用尤其明显，因此，我们强调，当变化事件在任务环境中造成更大的不连续性时，建言尤其重要。本文在一项涉及172个生产团队的相关现场研究中发现了对我们理论的普遍支持，在这项研究中考察了客观团队绩效的时间轨迹，在一项涉及88个团队的不同生产环境的现场实验中，团队成员受到了培训、激励，并有机会参与建言。本文讨论了研究发现对有关建言、团队适应和韧性的文献的影响。
Teams often confront exogenous events that induce discontinuous change and unsettle existing routines. In the immediate aftermath of such events (the disruption stage), teams experience a dip in their performance and only over time regain their previous performance levels (in the recovery stage). We argue that prohibitive voice that allows teams to manage errors better is instrumental for preventing performance losses in the disruption stage. Whereas, promotive voice that helps teams innovate or improve team processes, can facilitate steeper and more positive performance trajectories in the recovery stage. We also propose that voice is especially functional when teams confront higher change intensity and, thereby, highlight that voice is particularly important when change events cause greater discontinuity in the task environment. We found general support for our theory in a correlational field study involving 172 production teams in which we examined over time trajectories in objective team performance, and a field experiment involving 88 teams in a different production setting, where team members were trained, incentivized, and provided opportunities to engage in voice. We discuss the implications of our findings for literature on voice, team adaptation, and resilience.
参考文献：Li, A. N., & Tangirala, S. (2022). How employees’ voice helps teams remain resilient in the face of exogenous change. Journal of Applied Psychology, 107(4), 668–692.
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