Journal Of Applied Psychology Research Articles

Profiling the disciplinary foundation of telework research: A journal co-citation analysis

Objective. This study employed bibliometric analysis to identify the most relevant journals in telework research and utilized journal co-citation analysis to map the intellectual foundation of this field of study. Design/Methodology/Approach. To conduct this study, we used data from Scopus, employed the cluster modularity technique to identify journal communities, gathered centrality measures to pinpoint essential journals, and chose to rank the journals based on relevance. We combined two key measures to achieve this: the number of citations received and closeness centrality within the co-citation network. Results/Discussion. Seven communities of journals were identified, encompassing the following subject areas: organizational psychology and management, technology and information systems, occupational health and psychological well-being, sustainability and the environment, education and skills development, economics and public policy, and sociology and cultural studies. Some of the most relevant journals included the Journal of Applied Psychology; the International Journal of Environmental Research and Public Health; Sustainability, the Journal of Organizational Behavior; the Journal of Vocational Behavior; New Technology, Work and Employment; Frontiers in Psychology; Human Relations; the Academy of Management Journal; and the Academy of Management Review. Conclusions. The co-citation analysis revealed that the disciplinary structure of teleworking is underpinned by a network of influential journals covering different areas of knowledge. The most relevant publications form seven major thematic clusters, reflecting the multidisciplinary nature of teleworking research.

Investigating the relationships among athlete leadership behaviours, perceptions of athlete leader fairness, and cohesion

ABSTRACT The purpose of the study was to examine athlete leader fairness in relation to athlete leadership behaviours and cohesion. Participants included 363 intercollegiate team sport athletes from Canada and the United States. Participants completed the Leadership Scale for Sports (Chelladurai & Saleh [1980]. Dimensions of leader behavior in sports: Development of a leadership scale. Journal of Sport Psychology, 2(1), 34–45. https://doi.org/10.1123/jsp.2.1.34) to assess athlete leadership, Group Environment Questionnaire (Eys, Carron, et al., [2007]. Item wording and internal consistency of a measure of cohesion: The Group Environment Questionnaire. Journal of Sport and Exercise Psychology, 29(3), 395–402. https://doi.org/10.1123/jsep.29.3.395) to measure cohesion, and a leader fairness inventory (Colquitt [2001]. On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386–400. https://doi.org/10.1037/0021-9010.86.3.386). Structural equation modelling was used to assess athlete leader fairness as a mediator in the relationship between athlete leadership behaviours and cohesion. Positive relationships were found between athlete leadership behaviours of training and instruction, social support, and positive feedback with dimensions of athlete leader fairness, whereas autocratic behaviour was found to have a negative relationship with athlete leader fairness. Procedural fairness was positively related to all dimensions of cohesion, and interpersonal fairness was positively related to ATG-S. Regarding indirect effects, significant effects were found between athlete leadership behaviours and cohesion through the mediators of procedural fairness and interpersonal fairness. From these findings, procedural fairness was identified as a full mediator between training and instruction and all dimensions of cohesion, and interpersonal fairness was identified as a full mediator in the following relationships: autocratic behaviour-to-ATG-S, social support-to-ATG-S, and positive feedback-to-ATG-S. The present findings provide support for athlete leaders as a source of leader fairness in team sport. The findings also suggest that fairness may help explain why leadership behaviours positively relate to cohesion, indicating that athlete leaders should provide fair leadership to their team members.

A Historical Review of the Prevalence of Job Stress Theories.

Job stress theories have been developed and refined to better understand employee wellbeing. Now that the field is maturing, it is appropriate to review the theoretical trends and developments for future research and practical guidance. The current paper provides a historical review, with both objective (i.e., counts of published theories) and subjective evaluation of job stress theory. In Study 1, two trained raters coded theories used in job stress journals. The job demand-control (-support; JDCS) model was initially well-represented, but has been superseded more recently by theories that focus on multiple resources (e.g., the job demand-resource - JDR - model). Among non-job stress theories, motivation and affective theories have been well-represented within job stress research. Study 2 expanded the results of Study 1 through review of two international applied psychology journals with additional coding categories. Specifically, we identified empirical support for theories and researcher characteristics (i.e., national and professional affiliation). The JDCS model had the least full support according to a vote counting method, and resource models (e.g., JDR) the most. Germany and the Netherlands were the most represented locations, with the United States having the most international collaborations. Psychology and management were the most represented affiliations.

Workaholism in higher education. An exploration of the cognitive, emotional, motivational, and behavioural elements

ABSTRACT An increasing body of work has found higher education to be a challenging and stressful environment. Meanwhile, research on workaholism, characterised by an uncontrollable urge to work excessively, has been gaining momentum. However, few studies have explored its impact within higher education. This study addressed this gap by conducting 27 semi-structured interviews with academics in the greater Dublin region, exploring the micro, meso, and macro-level factors influencing workaholism. Using a constructivist grounded theory approach, the study examined workaholism in higher education, unpacking Clark, Smith, and Haynes ([2020]. “The Multidimensional Workaholism Scale: Linking the Conceptualization and Measurement of Workaholism.” Journal of Applied Psychology 105 (11): 1281–1307.) recent definition of workaholism as a multidimensional construct comprising motivation, cognition, emotion, and behaviour. Twelve participants displayed tendencies of excessive working and constant thoughts about work, driven by negative feelings when not working. These tendencies were rooted in motivations to gain control and build a personal brand. All elements of workaholism have micro, meso, and macro influences, understood through a transdisciplinary lens. As a result, this study calls for responsible, sustainable management within higher education to avoid the negative impacts of workaholism on academics, students, and institutions.

How Ethical Behavior Is Considered in Different Contexts: A Bibliometric Analysis of Global Research Trends

In the past, sustainable development was considered a guideline for all human activities, but the world has gradually changed. The criteria for action today must not only ensure sustainability but also meet appropriate ethical standards in diverse contexts. As a result, the topic of ethical behavior has been studied more extensively in recent studies. Accordingly, through bibliometric approaches, this study seeks to generalize the issues of ethical behavior explored in a variety of contexts from 1991 to 2022. A total of 1409 articles were found and extracted from the Web of Science using the keywords “ethical behavior” and “context”; they were then decoded using VOSviewer software (version 1.6). Three techniques, including bibliographic coupling, co-citation, and co-occurrence were conducted to identify the six most influential contexts in ethical behavior. The results demonstrate that the six most influential contexts in ethical behavior are consumption, leadership, business, organization, medical, and education. The results further revealed that leading countries such as the USA and UK have a larger number of studies on ethical behavior in many different contexts, such as organization, business, education, health, consumption, and politics. The Journal of Business Ethics leads the way in research into ethical behavior, followed by the Journal of Applied Psychology.

Was 2021–2022 an Annus Horribilis for teacher educators? Reflections on a survey of teacher educators

AbstractThe COVID pandemic temporarily altered the functioning of all sections of society. In England, it led to major disruption in the teacher education sector leading to curtailed training in schools and a rapid shift to alternative approaches to teaching and learning. By the 2021–2022 academic year, it was hoped that activity would return to a level of normalcy. However, the continued hangover of the pandemic together with the return of high‐stakes inspections by Ofsted, and a decision by the UK Government to instigate an accreditation process for all English initial teacher education (pre‐service teacher education) programmes, required to allow institutions to continue offering initial teacher education beyond 2024, all combined to create the potential for a very difficult year. We surveyed 159 teacher educators to capture reflections of their experiences form the 2021–2022 academic year, understanding their perceptions through the lens of the Job Demands‐Resources Model (Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). Journal of Applied Psychology, 86(3), 499–512, 10.1037//0021‐9010.86.3.499) which identifies those factors which may lead to stress and burnout in the work environment (demands) and those which balance against this and offer emotional well‐being (resources). The results show a number of high demands over the course of the year, especially related to accreditation and Ofsted pressures, and the extra demands made by the overhang of the pandemic, all factors leading to increased workload. Counteracting these demands are the resources present, particularly the support between colleagues and a strong commitment and enjoyment gained form working with student teachers. However, the long‐term sustainability of the role of teacher educator is in question.

A Study On Job Satisfaction Of Nurses In Private Hospitals Chennai.

Employee job satisfaction has been under academic and scholarly investigation by the researchers for more than a century now. The existence of such studies takes us back to 1911, when Taylor began to study employees and their job duties to develop better ways to train workers. Seven years later, the interest in job satisfaction had clearly arrived when Edward Thorndike examined the link between work and satisfaction in the Journal of Applied Psychology in 1918. The actual curiosity in exploring job satisfaction began with 'Hawthorne studies' by Elton Mayo (1933) and works by Hoppock (1935). Although, these two studies were carried out at the same time yet the Hawthorne studies (1927-33) had the most long lasting influence on job satisfaction research

Houston We Have a Problem: How Debriefing Method Impacts Open Communication and the Depth of Team Reflexivity

Team debriefings are structured interventions in which teams reflect on their past performance, adapt, and plan for future events. Results from meta-analyses indicate that team debriefings are effective in improving task performance (Keiser & Arthur, Journal of Applied Psychology, 106(7), 1007–1032, 2021, Journal of Business and Psychology, 37(5), 953–976, 2022; Tannenbaum & Cerasoli, Human Factors: The Journal of the Human Factors and Ergonomics Society, 55(1), 231–245, 2013). Although far less often studied, there is also some evidence to suggest that team debriefings (compared to no debriefings) can be used to develop norms for open communication (Jarrett et al., Human Performance, 29(5), 408-427, 2016; Villado & Arthur, Journal of Applied Psychology, 98(3), 514-528, 2013). However, there is currently a dearth of quantitative evidence to guide practitioners in selecting from the myriad methods available to achieve this purpose. Grounded in theory and research on episodic models of team performance (Marks et al., Academy of Management Review, 26(3), 356-376, 2001) and the Motivated Information Processing in Groups model (MIP-G) (De Dreu et al., Personality and Social Psychology Review, 12(1), 22–49, 2008), we conducted a quasi-experiment which compared two debriefing methods. The first, a chronological debriefing, emphasizes outcome accountability and makes competitive interdependence salient, whereas the second method, Team Dimensional Training (TDT), emphasizes process accountability and makes cooperative interdependence salient. Data from 76 flight controllers at Johnson Space Center indicated that the communication climate in TDT debriefings was perceived to be more open than was the climate in chronological debriefings. Analyses of coded transcripts from 69 debriefings revealed that teams engaged in deeper reflexivity when the TDT method was used than they did when the chronological method was used.

A critical review of work values: a bibliometric analysis

Purpose This study aims to empirically examine the research related to work values published in the two major databases Scopus and Web of Science. Design/methodology/approach This paper opted for a bibliometric study using the R (Bibliometric R package). The bibliometric analysis was conducted on 498 papers after removing duplicates published between 1964 and 2022. Findings This study finds that the number of articles and citations is limited but growing. Journal of Applied Psychology was regarded as the most influential journal with maximum citations. Maximum citations and publications came from the USA. The study revealed that maximum collaborations were done between authors located in the USA and China. Research limitations/implications The researcher used only two databases in the study, so papers included in other databases are left, which can affect the study results. Practical implications This research may be beneficial for both human resource practitioners and researchers because it identifies the research gaps and future research needs in the field of work values. Besides, this paper will help the researchers to understand the publishing trends in the subject area. Originality/value This research incorporates bibliometric analysis for a critical analysis of Work Value literature. This research contributes to the existing literature and assists fellow researchers in future studies.

Back-translation practices in organizational research: Avoiding loss in translation.

As organizational research continues to globalize, scholars increasingly must translate established scales into languages other than those in which the scales were originally developed. In organizational psychology research, back-translation is the dominant procedure for translating scales. Back-translation has notable strengths in maintaining the psychometric properties of an established scale in a translated version. However, cross-cultural methodologists have argued that in its most basic form, back-translation often does not result in translations with acceptable levels of equivalence between original and translated research materials. Fortunately, there are complementary procedures to back-translation that can evaluate and strengthen the extent to which scale translations have achieved equivalence between original and translated versions of scales. But how often organizational researchers use and report these procedures in tandem with back-translation is unclear. This article aims to address this lack of clarity by evaluating the state of the use of back-translation in organizational psychology research by reviewing every study in Journal of Applied Psychology that has employed translation over the past nearly 25 years (k = 333). Our findings suggest that the majority of the time that researchers engage in translation procedures, they report having done so. At the same time, the details of these procedures are commonly underreported, making it unclear whether additional techniques beyond back-translation have been used to examine and demonstrate equivalence between original and translated versions of scales. Based on the results of our review, we develop a set of recommendations for conducting and reporting scale translations in organizational research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Compensation and performance: A review and recommendations for the future

AbstractIn this paper, we undertake two primary tasks. First, we describe trends in pay → performance research since 1990. Examining 30+ years allows us to capture the evolution of thinking and methodology over time. For this purpose, we focus on scholarly work appearing in Personnel Psychology (PP), as well as in the Journal of Applied Psychology (JAP) and Academy of Management Journal (AMJ). As our second task, we go beyond analysis of broad trends, to take a deeper and more substantive dive into the specific topic of pay for performance (PFP) and related areas (pay dispersion, pay communication/transparency), while at the same time drawing on the broader literature on PFP that goes beyond the three journals listed above. We also discuss pay equity, endogeneity, and international issues. Finally, we suggest practical implications, as well as future research directions.

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Second Wind: Understanding How Academics from the Philippines Adjust to Retirement

Second Wind: Understanding How Academics from the Philippines Adjust to Retirement

Post-war Azerbaijan: Burnout in mental health professionals working with war-affected populations

IntroductionBurnout is a result of emotional exhaustion and lack of motivation after prolonged exposure to chronic emotional and interpersonal stressors at work. (Black et al. SAGE 2020, 609-611)For the past decade, it has been one of the actual areas of research globally. (Ahola et al. Journal of affective disorders, 88, 2005; 55–62; Ahola et al. Journal of affective disorders,104,2007; 103–110, Shirom, A. Work Stress, 19, 2005; 263–270, Toker et al. The Journal of Applied Psychology, 97, 2012; 699–710.) However, a small number of studies exploring burnout have been conducted in Azerbaijan.The requirement for supportive interventions for workers with an aim to improve the quality of care and prevention of burnout related to health and sociocultural problems such as difficulties in their personal life, job-shifts has led us to conduct this study.Above all, the Second Karabakh war that took place in 2020 increased the population of patients that are in urgent need of psychiatric and psychological support.ObjectivesThe purpose of this study is to examine the level of burnout among all mental health workers who have been closely working with veterans and families of deceased soldiers. Similarly, the study is intended to evaluate the impact of various factors, such as secondary traumatic stress, effort-reward imbalance, and socio-demographic variables leading to burnout.MethodsThe study design is cross-sectional. 22-item Maslach Burnout Inventory (MBI) is used to measure the level of burnout. Intrusion, avoidance, and arousal symptoms triggered by indirect exposure to traumatic events are evaluated by the 17-item Secondary Traumatic Stress Scale (STSS). 22-item Measurement of the effort-reward imbalance (ERI) is used to define the level of effort, reward, and over-commitment. Demographic questionnaires consist of age, sex, marital status, professional background, years of employment, workload in hours.ResultsThe sample size has been estimated as 200 participants. Associations between occupational exhaustion, depersonalization, personal accomplishment assessment, intrusion, avoidance, arousal, effort, esteem, job promotion, job security, overcommitment and professional background, workload in hours will be explored in the current study.ConclusionsThe findings upraised will promote elaborating personalized approaches toward burnout prevention treatment.Disclosure of InterestNone Declared

Toward a holistic perspective of congruence research with the polynomial regression model.

The polynomial regression with response surface analysis (PRRSA) model is widely used in congruence studies, yet its application in congruence research has not achieved the desired theoretical progress in this research area. As part of the continuous efforts to advance congruence research, this study analyzes 31 congruence-related articles recently published in top-tier management journals, including Journal of Applied Psychology, Academy of Management Journal, Journal of Management, Personnel Psychology, Organizational Behavior and Human Decision Processes, and Human Resource Management. We find that congruence researchers often fail to consider all the conditions required to test congruence effects. Our reanalysis of these studies shows that when all required conditions are used, the exact correspondence effect, sometimes also labeled as the exact match effect or the perfect match effect, is only supported in three studies. Caution is hence warranted both for citing these studies as evidence of congruence and for proposing practical implications based on the findings in these studies. A holistic perspective is then proposed in this study to facilitate the proper application of the PRRSA model to help congruence scholars develop stronger theories and enhance scientific rigor in congruence research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Times are changing, bias isn't: A meta-meta-analysis on publication bias detection practices, prevalence rates, and predictors in industrial/organizational psychology.

Effect misestimations plague Psychological Science, but advances in the identification of dissemination biases in general and publication bias in particular have helped in dealing with biased effects in the literature. However, the application of publication bias detection methods appears to be not equally prevalent across subdisciplines. It has been suggested that particularly in I/O Psychology, appropriate publication bias detection methods are underused. In this meta-meta-analysis, we present prevalence estimates, predictors, and time trends of publication bias in 128 meta-analyses that were published in the Journal of Applied Psychology (7,263 effect sizes, 3,000,000 + participants). Moreover, we reanalyzed data of 87 meta-analyses and applied nine standard and more modern publication bias detection methods. We show that (a) the bias detection method applications are underused (only 41% of meta-analyses use at least one method) but have increased in recent years, (b) those meta-analyses that apply such methods now use more, but mostly inappropriate methods, and (c) the prevalence of potential publication bias is concerning but mostly remains undetected. Although our results indicate somewhat of a trend toward higher bias awareness, they substantiate concerns about potential publication bias in I/O Psychology, warranting increased researcher awareness about appropriate and state-of-the-art bias detection and triangulation. Embracing open science practices such as data sharing or study preregistration is needed to raise reproducibility and ultimately strengthen Psychological Science in general and I/O Psychology in particular. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Innovations in Sampling: Improving the Appropriateness and Quality of Samples in Organizational Research

Technology has changed the way that organizational researchers obtain participants for their research studies. Although technology has facilitated the collection of large quantities of data through online platforms, it has also highlighted potential data quality issues for many of our samples. In this article, we review different sampling techniques, including convenience, purposive, probability-based, and snowball sampling. We highlight strengths and weaknesses of each approach to help organizational researchers choose the most appropriate sampling techniques for their research questions. We identify best practices that researchers can use to improve the quality of their samples, including reviewing screening techniques to increase the quality of online sampling. Finally, as part of our review we examined the sampling procedures of all empirical research articles published in the Journal of Applied Psychology in the past 5 years, and we use observations from these results to make conclusions about the lack of methodological and sample diversity in organizational research, the overreliance on a few sampling techniques, the need to report key aspects of sampling, and concerns about participant quality.

Is Women’s Leadership Really Associated with Fewer Covid-19 Deaths?

Recent research regarding the COVID-19 pandemic has claimed to find a relationship between the sex of a state governor and COVID-19 deaths in that state. Specifically, this research has reported that states with female governors have lower instances of COVID-19 deaths and that executive orders given by female governors have been more effective at reducing COVID-19 deaths than those given by male governors. Such findings have the potential to influence our understanding of the causes behind phenomenon such as the glass cliff, which address the disproportionate emergence of females in precarious leadership positions, as compared to the emergence of females in less precarious positions. We argue, however, that the theoretical implications of such findings are bound by limitations of the analyses from which they are derived. In response to a call for more consistent use of replication in the Journal of Applied Psychology, we conduct a series of direct and conceptual replications of this prior work, finding little evidence that a governor’s sex serves as a reliable predictor of COVID-19 deaths. Consequently, unlike prior research, we argue that insight gleaned through data from the COVID-19 pandemic has not provided reason for us to alter our understanding as to the causal factors that contribute to the emergence of the glass cliff.

"Transformed by the family: An episodic, attachment theory perspective on family-work enrichment and transformational leadership." Correction to McClean et al. (2021).

Reports an error in "Transformed by the family: An episodic, attachment theory perspective on family-work enrichment and transformational leadership" by Shawn T. McClean, Junhyok Yim, Stephen H. Courtright and Benjamin B. Dunford (Journal of Applied Psychology, 2021[Dec], Vol 106[12], 1848-1866). In the article (https://doi.org/10.1037/apl0000869), Figure 3 incorrectly graphically depicted the interaction pattern between daily family-work enrichment and attachment anxiety for Study 1. Although the slope values presented in the original figure were correct, the graphical depiction of this interaction incorrectly replicated that of Figure 2. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2021-19222-001.) While transformational leadership is foundational to individual, team, and organizational success, many managers struggle to consistently exhibit the behaviors captured in transformational leadership. Unfortunately, relatively little is known about what factors explain this day-to-day variation on transformational leadership. Drawing upon and extending attachment theory, we assert that one answer is found at home: managers need daily family support to ensure that they consistently display transformational leader behaviors at work. We thus develop a model suggesting that family-work enrichment (FWE) acts as a within-person prime of promotion focus, which in turn enables supervisors to engage in transformational behaviors on a daily basis. In so doing, we explore a pair of theoretically derived boundary conditions of this effect-supervisor attachment styles. The results from two experience-sampling studies support our model. Specifically, daily FWE was positively associated with transformational leadership through daily promotion focus, with the positive effects being weaker for those higher on attachment avoidance and stronger for those higher on attachment anxiety. This article thus expands our understanding of the link between positive family experiences and leader behaviors, suggesting that while the family is a daily source of positive inspiration for supervisors, these positive results are not universal across all supervisors. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Bridging 50 Years of Theoretical and Applied Cross-Cultural Psychology: Contributions of IACCP and JCCP

Over the course of 50 years, the International Association for Cross-Cultural Psychology (IACCP) and its flagship journal, Journal of Cross-Cultural Psychology (JCCP), have been lynchpins in the relationship between theory and practice. We provide evidence that cross-cultural psychology, as practiced by members of the IACCP, performs an essential bridging function between theoretical psychology and applied psychology. Employing survey data of IACCP members, bibliometric analyses of core members’ publication history, and of the citation patterns of JCCP and other journals, we reveal the extent to which IACCP members contribute to applied psychology and how JCCP contributes to the research published in applied psychology journals. We further review strategies and controversies extant in teaching theoretical and applied cross-cultural psychology to university undergraduate and graduate students in the service of preparing them to live and work in a globalized world. Finally, we look at research traditions, issues, and prospects of a key applied field to which cross-cultural psychology contributes—cross-cultural training.