What do assessment center ratings reflect? Consistency and heterogeneity in variance composition across multiple samples [0.03%]
评价中心的评估结果反映了什么？多个样本间变异组成的一致性和异质性
Pia V Ingold,Anna Luca Heimann,Bettina Waller et al.
Pia V Ingold et al.
The question of what assessment centers' measure has remained a controversial topic in research for decades, with a recent increase in studies that (a) use generalizability theory and (b) acknowledge the effects of aggregating postexercise ...
From cues to categorizations: An integrative framework for leader (re-)categorization over time [0.03%]
从暗示到分类：关于历时性领导者的（再）归类的整合框架
Henry R Young,Dana L Joseph,David R Glerum et al.
Henry R Young et al.
Who is perceived as a leader? Traditional theories of leader categorization have primarily emphasized observable behaviors as the key basis for making this judgment. However, a growing body of research shows that perceivers rely on a broade...
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary [0.03%]
新人和在职者如何适应他人并在无需社交互动的工作中调整日常工作表现
Caitlin Ray,Mike Ulrich,Amrou Awaysheh et al.
Caitlin Ray et al.
In traditional work group settings, individual employees are known to adapt their behavior to that of peers. It is less clear how individuals adapt their behavior in work settings where tasks are independent and the role of social interacti...
The paradox of team conflict revisited: An updated meta-analysis of the team conflict-team performance relationships [0.03%]
团队冲突的悖论再探：团队冲突与团队绩效关系的元分析更新研究
Zhenyu Yuan,Jingfeng Yin,Jiaqing Sun
Zhenyu Yuan
The possibility that team conflict, especially task conflict, might improve team performance has stimulated a large body of empirical research that continues to grow to this day. Nevertheless, 12 years has passed since de Wit et al.'s (2012...
Correction to "The mitigation-signaling model: An integrative conceptual review of allyship behaviors' consequences for marginalized individuals" by Tedder-King et al. (2025) [0.03%]
特德尔-金等(2025)关于“缓解-信号模型：对边缘群体个体的盟友行为后果的综合概念回顾”的更正
Reports an error in "The mitigation-signaling model: An integrative conceptual review of allyship behaviors' consequences for marginalized individuals" by Alyssa Tedder-King, Melanie K. Prengler and Elad N. Sherf (Journal of Applied Psychol...
Published Erratum
The Journal of applied psychology. 2025 Aug 7. DOI:10.1037/apl0001313 2025
Off to a hard start: How job rotation reshapes newcomers' learning and adjustment process [0.03%]
艰难的开始：工作轮换如何重塑新员工的学习和适应过程
Wei Wu,Wu Liu,Wen Wu et al.
Wei Wu et al.
Although job rotation is a popular socialization practice for training newcomers, our understanding of its influence on newcomers' experience and outcomes remains limited. Extending the organizational socialization literature, we conceptual...
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership [0.03%]
能力盾牌：培养能力感知可以削弱女性领导者的主导性惩罚感
Zhiyu Feng,Anyi Ma,Priyanka Dwivedi et al.
Zhiyu Feng et al.
Although research has consistently found that women face social and economic penalties for displaying assertive, dominant agentic qualities often deemed necessary for leadership, limited work has examined how to mitigate the dominance penal...
Overcoming poverty and unemployment: The transfer dynamics of entrepreneurship training [0.03%]
克服贫困和失业：创业培训的转移动力学
Janina Peschmann,Michael M Gielnik,Michael Frese et al.
Janina Peschmann et al.
Our study examines the training transfer dynamics of action-oriented entrepreneurship training to understand when and how a positive impact on the alleviation of poverty and unemployment among young adults unfolds. We theorize about the tra...
Observers' gender and behavioral responses to workplace sexual harassment via empathy: The moderating role of organizational intolerance [0.03%]
观察者性别、组织容忍度与情绪智力对职场性骚扰行为反应的影响研究
Sohee Kim,YoungAh Park,Yijue Liang
Sohee Kim
Despite the well-established gendered nature of sexual harassment, with women predominantly targeted, it remains unclear whether men and women observers exhibit different behavioral responses to workplace sexual harassment, and if so, why. ...
After shocks: Humble leadership improves employee adjustment following shock events [0.03%]
震后余波：谦逊型领导力有助于员工在突发事件后的调整适应
Grace Mele-Cormier,Daniel M Cable,Sergey Gorbatov
Grace Mele-Cormier
Shock events are highly disruptive, threatening employees' performance and increasing the risk that they quit. Yet, little research has focused on how leaders can help employees adjust in the wake of shock events. We draw on the socializati...