The Journal of applied psychology
-
In the article “Cross-Lagged Relations Between Mentoring Received From Supervisors and Employee OCBs: Disentangling Causal Direction and Identifying Boundary Conditions,” by Lillian T. Eby, Marcus M. Butts, Brian J. ⋯ R., & Tharenou, P. (2009). Who gets a mentor? A longitudinal assessment of the rising star hypothesis. Journal of Vocational Behavior, 74, 11–17. http://dx.doi.org/10.1016/j .jvb.2008.09.009 All versions of this article have been corrected.
-
In the article “Leader Narcissism and Follower Outcomes: The Counterbalancing Effect of Leader Humility,” by Bradley P. Owens, Angela S. ⋯ January 26, 2015. http://dx.doi.org/10.1037/a0038698), the last name of the second author was misspelled in the Online First version of the article. All versions of this article have been corrected.
-
Meta Analysis
Modeling reciprocal team cohesion-performance relationships, as impacted by shared leadership and members' competence.
Despite the lengthy history of team cohesion-performance research, little is known about their reciprocal relationships over time. Using meta-analysis, we synthesize findings from 17 CLP design studies, and analyze their results using SEM. Results support that team cohesion and performance are related reciprocally with each other over time. ⋯ Finally, we conducted and report a replication using a second sample of students competing in a business simulation. Our earlier substantive relationships were mostly replicated, and we illustrated the dynamic temporal properties of shared leadership. We discuss these findings in terms of theoretical importance, applied implications, and directions for future research.
-
Numerous studies link applicant fit perceptions measured at a single point in time to recruitment outcomes. Expanding upon this prior research by incorporating decision-making theory, this study examines how applicants develop these fit perceptions over the duration of the recruitment process, showing meaningful changes in fit perceptions across and within organizations overtime. ⋯ In addition, changes in within-organizational PO fit perceptions across two stages of recruitment predicted applicant job choices among multiple employers. The implications of these results for accurately understanding the development of fit perceptions, relationships between fit perceptions and key recruiting outcomes, and possible limitations of past meta-analytically derived estimates of these relationships are discussed.
-
Taking a resource-based self-regulation perspective, this study examined afternoon emotional exhaustion as a mediator linking the within-person relations between morning work-family conflict and later employee displaced aggression in the work and family domains. In addition, it examined resource-related contextual factors as moderators of these relations. The theoretical model was tested using daily diary data from 125 employees. ⋯ Multilevel modeling analysis showed that morning family-to-work conflict was positively related to afternoon emotional exhaustion, which in turn predicted displaced aggression toward supervisors and coworkers in the afternoon and displaced aggression toward family members in the evening. In addition, morning workplace interpersonal conflict exacerbated the impact of morning work-to-family conflict on afternoon emotional exhaustion, whereas perceived managerial family support alleviated the impact of morning family-to-work conflict on afternoon emotional exhaustion. These findings indicate the importance of adopting a self-regulation perspective to understand work-family conflict at work and its consequences (i.e., displaced aggression) in both work and family domains.