唧唧堂：JAP应用心理学2020年8月论文摘要7篇

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1、身份中心性中的个体差异：检验感知角色变化与状态身份中心性的动态发展

传统上，身份中心性被认为是一种稳定的跨情境构念，而身份中心性中的情境变异性被认为是没有信息价值的。与过去的研究相比，我们发展了一个理论模型，认为个体身份中心性的内变异性是系统的和有意义的。利用身份控制理论，我们检验了从感知的角色变化到状态身份中心性的个体内关系，这通常被视为在人与人之间这个层次上的反向因果关系。我们进一步解释了强烈的积极情绪（对角色的激情）的间歇效应，并调查了角色内努力的次要效应。两项重复测量研究的结果表明，身份中心性的总体差异很大一部分发生在个体内层面，并且感知的角色变化通过激发对角色内在努力的角色的热情，影响了状态身份中心性。我们讨论了我们的发现对管理和组织的理论和实践意义，以激发新的相关辩论和新颖观点，从而推动身份理论的微观基础的发展。

Conventionally, identity centrality has been conceived of as a stable and transsituational construct, with situational variability in identity centrality treated as being of little informational value. In contrast to past research, we develop a theoretical model arguing that a portion of within-person variability in identity centrality is systematic and meaningful. Drawing on identity control theory, we examine the within-person relationship flowing from perceived role progress to state identity centrality, which is conventionally viewed as reverse causal at the between-person level. We further explain the intermittent effect of an intense positive emotion-passion for the role-and investigate the contingent effect of in-role effort. The results from 2 repeated-measures studies showed that a significant proportion of total variance in identity centrality occurred at the within-person level and perceived role progress influenced state identity centrality by engendering passion for the role contingent on in-role effort. We discuss the theoretical and practical implications of our findings for management and organizations to inspire new intellectual debate and novel viewpoints to advance the microfoundation of identity theory.

参考文献：Tripathi, N., Zhu, J. L., Jacob, G. H., Frese, M., & Gielnik, M. M. (2020). Intraindividual Variability in Identity Centrality: Examining the Dynamics of Perceived Role Progress and State Identity Centrality. Journal of Applied Psychology, 105(8), 889-906. doi:10.1037/apl0000465

2、女性领导与COVID-19危机期间死亡人数的减少有关：对美国州长的定量和定性分析

2019年出现的新冠肺炎（COVID-19）凸显了在危机中进行有效领导的必要性。应用心理学的领导力研究表明，在不确定时期，女性往往比男性更容易成为领导者。在COVID-19的背景下，通过研究州长为女性的州是否比州长为男性的州死亡率更低以及其中的原因，我们为这方面的一文献做出了贡献。我们利用美国截至2020年5月5日的COVID-19死亡数据对这一研究问题进行了测试，发现州长为女性的州比州长为男性的州COVID-19死亡人数要少。州长的性别与之前发布的“待在家中”的命令有交互作用，发布了该命令的女性州长所在的州比同样发布了该命令的男性州长所在州的死亡数更少。为了深入了解这种关系的心理机制，我们对2020年4月1日至5月5日期间发生的州长简报进行了定性分析（251次简报，38位州长，120万字）。与男性相比，女性州长在简报中表达了更多的同情和信心。最后，我们讨论了本研究的实际意义。

The coronavirus disease that emerged in 2019 (COVID-19) spotlights the need for effective leadership in a crisis. Leadership research in applied psychology suggests that women tend to be preferred over men as leaders during uncertain times. We contribute to this literature by examining, in the context of COVID-19, whether states with women governors had fewer deaths than states with men governors, and why. We tested this research question with publicly available data on COVID-19 deaths in the United States as of May 5, 2020 and found that states with women governors had fewer COVID-19 deaths compared to states with men governors. Governor sex also interacted with early stay-at-home orders; states with women governors who issued these orders early had fewer deaths compared to states with men governors who did the same. To provide insight into psychological mechanisms of this relationship, we conducted a qualitative analysis of governor briefings that took place between April 1, 2020 and May 5, 2020 (251 briefings, 38 governors, 1.2 million words). Compared to men, women governors expressed more empathy and confidence in their briefings. Practical implications are discussed.

参考文献：Sergent, K., & Stajkovic, A. D. (2020). Women's Leadership Is Associated With Fewer Deaths During the COVID-19 Crisis: Quantitative and Qualitative Analyses of United States Governors. Journal of Applied Psychology, 105(8), 771-783. doi:10.1037/apl0000577

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3、情境在情境判断测试中的作用：对构念饱和度、预测效度和申请人认知的影响

最近的理论和实证证据表明，情境判断测试（SDI）比之前所认为的更与情境无关，这引发了一场争论，关于情境描述在S.M中的作用。为了促进这场辩论，并加深我们对SJTs工作原理的理解，本文从概念上将SJT绩效嵌入到情境建构模型中，并研究了情境描述对SJT分数的构造饱和度和预测效度以及对申请人认知的影响。在两项研究（N = 1,092和578）以及不同的Sri的研究中，人格和认知能力是同等重要的决定SJT表现的因素，无论是否呈现情境描述。删除情境描述对SJT分数的标准相关的有效性的影响因标准的广度而异。对于预测全球工作绩效标准（角色内绩效和组织公民行为），SJT有效性没有受到显着影响，而对于预测更具体的标准（人际适应性、团队合作效率）则降低了其有效性。最后，省略SJTs中的情况描述对申请人认知的影响可以忽略不计或很小。最后，我们讨论了本文对SJT理论、研究和设计的启示。

Recent theorizing and empirical evidence suggesting that Situational Judgment Tests (SDI's) are more context-independent than previously thought has sparked a debate about the role of situation descriptions in S.M. To contribute to this debate and add to our understanding of how SJTs work, this article conceptually embeds SJT performance in a situation construal model and examines the effects of situation descriptions on the construct saturation and predictive validity of SJT scores, as well as on applicant perceptions. Across two studies (N = 1,092 and 578) and different Sri's, personality and cognitive ability were equally important determinants of SJT performance regardless of whether situation descriptions were presented or omitted. The effects of removing situation descriptions on the criterion-related validity of SJT scores differed depending on the breadth of the criteria. For predicting global job performance criteria (in-role performance and organizational citizenship behavior), SJT validity was not significantly affected, whereas it decreased for predicting more specific criteria (interpersonal adaptability, efficacy for teamwork). Finally, the effects of omitting situation descriptions in SJTs on applicant perceptions were either negligible or small. Implications for SJT theory, research, and design are discussed.

参考文献：Schapers, P., Mussel, P., Lievens, F., Konig, C. J., Freudenstein, J. P., & Krumm, S. (2020). The Role of Situations in Situational Judgment Tests: Effects on Construct Saturation, Predictive Validity, and Applicant Perceptions. Journal of Applied Psychology, 105(8), 800-818. doi:10.1037/apl0000457

4、情境判断测试的一般反应过程理论

情景判断测试（SJTs）已经成为组织从业者和研究人员的主要评估方法。尽管其普及率高，然而许多问题仍然存在，例如关于如何解释受访者的选择，或项目结构和指示的变化如何影响观察到的回答的性质。探究这些问题的现有概念和经验方法很大程度上植根于反思性心理测量模型，该模型将参与者的反应描述为（通常是多个）潜在构造的指示。但是，有人认为，更好地理解SJT反应的关键在于解开受访者的判断和决策过程以及影响这些过程如何发挥作用的心理和背景因素。为此，本文提出了SJT响应的集成并且可推广的面向过程的理论。该框架标记为情境推理和判断（SiRJ），提出受访者在决定如何评估和应对SJT项目时进行一系列条件推理、相似性和偏好积累判断。为了评估该理论的合理性和实用性，SiRJ框架被转换为正式的计算模型，并使用神经网络和贝叶斯生存分析技术对仿真研究的结果进行了分析，证明了其复制现有和新的经验效应的能力，为SJT的解释和发展提供了见解,并激发未来研究的新方向。本文还提供了一个交互式的Web应用程序，允许用户浏览为SiRJ（https://grandjam.shinyapps.io/sirj）开发的计算模型，以及所有报告的数据和完整的模型/模拟代码（https://osf.io/uwdfm/）。

Situational judgment tests (SJTs) have emerged as a staple of assessment methodologies for organizational practitioners and researchers. Despite their prevalence, many questions regarding how to interpret respondent choices or how variations in item construction and instruction influence the nature of observed responses remain. Existing conceptual and empirical efforts to explore these questions have largely been rooted in reflexive psychometric measurement models that describe participant responses as indicative of (usually multiple) latent constructs. However, some have suggested that a key to better understanding SJT responses lies in unpacking the judgment and decision-making processes employed by respondents and the psychological and contextual factors that shape how those processes play out. To this end, the present article advances an integrative and generalizable process-oriented theory of SJT responding. The framework, labeled situated reasoning and judgment (SiRJ), proposes that respondents engage in a series of conditional reasoning, similarity, and preference accumulation judgments when deciding how to evaluate and respond to an SJT item. To evaluate the theory's plausibility and utility, the SiRJ framework is translated into a formal computational model and results from a simulation study are analyzed using neural network and Bayesian survival analytic techniques that demonstrate its capability to replicate existing and new empirical effects, suggest insights into SJT interpretation and development, and stimulate new directions for future research. An interactive web application that allows users to explore the computational model developed for SiRJ (https://grandjam.shinyapps.io/sirj) as well as all reported data and the full model/simulation code (https://osf.io/uwdfm/) are also provided.

参考文献：Grand, J. A. (2020). A General Response Process Theory for Situational Judgment Tests. Journal of Applied Psychology, 105(8), 819-862. doi:10.1037/apl0000468

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5、同事们正在采取行动吗？同事交流中情绪调节的研究

关于情绪劳动（员工通过制定情绪调节，即表层和深层扮演，来改变他们的情绪表现的过程）的研究主要集中在员工与顾客之间基于服务的交流上，在这种交流中情绪被商品化为工资。然而，最近的研究开始关注员工参与情绪控制的结果，尤其是与同事的表层扮演。鉴于同事之间的互动在性质上不同于与客户之间的互动，我们基于情绪劳动和情绪调节的文献来理解为什么这种情绪调节行为会发生在以同事为基础的交流中，以及这样做是否会带来幸福感和社会资本成本和/或利益。通过对超过2500名全职员工进行的3项补充性研究，我们采用了以人为中心的方法，并证明了在同事交流中出现的四种不同的情绪控制特征：深层扮演者、非参与者、低级角色者，以及监管者。此外，我们的研究结果表明，某些员工（深层扮演者）出于亲社会的原因会控制他们与同事之间的情绪，而其他员工（监管者）则更多地受到印象管理动机的驱动。我们的研究结果还表明，虽然非参与者和深层扮演者同样获得幸福好处（即较低的情绪耗竭和不真实），深层扮演者会体会到社会资本收益，这体现在从同事那里收到更多的帮助、增加目标进展和对同事的信任。

Research on emotional labor-the process through which employees enact emotion regulation (i.e., surface and deep acting) to alter their emotional displays-has predominately focused on service-based exchanges between employees and customers where emotions are commoditized for wage. Yet, recent research has begun to focus on the outcomes of employees engaging in emotion regulation, and surface acting in particular, with coworkers. Given that coworker interactions are qualitatively distinct from those with customers, we build on the emotional labor and emotion regulation literatures to understand why such acts of emotion regulation occur in coworker-based exchanges, and whether there are well-being and social capital costs and/or benefits for doing so. Across 3 complementary studies spanning over 2,500 full-time employees, we adopt a person-centered approach and demonstrate that four distinct profiles of emotion regulation emerge in coworker exchanges: deep actors, nonactors. low actors, and regulators. Further, our results suggest that certain employees are driven to regulate their emotions with coworkers for prosocial reasons (deep actors), whereas others are more driven by impression management motives (regulators). Our results also suggest that while nonactors and deep actors similarly incur well-being benefits (i.e., lower emotional exhaustion and felt inauthenticity), deep actors alone experience social capital gains in the form of higher receipt of help from coworkers, as well as increased goal progress and trust in their coworkers. Combined, our research delineates the motives that drive emotion regulation with coworkers and identifies when such regulatory efforts yield social capital gains for employees.

参考文献：Gabriel, A. S., Koopman, J., Rosen, C. C., Arnold, J. D., & Hochwarter, W. A. (2020). Are Coworkers Getting Into the Act? An Examination of Emotion Regulation in Coworker Exchanges. Journal of Applied Psychology, 105(8), 907-929. doi:10.1037/apl0000473

6、突发性工作-家庭冲突和紧张：一个动态的视角

已有相当多的研究建立了工作-家庭冲突及其法理学网络。尽管经过了几十年的研究，我们仍然没有形成一个精确的理解，关于当冲突发生时会发生什么事情。目前的研究使用增长模型（情节式的方法）来解决这个问题。我们使用压力-应变和适应负荷理论来检查心理（疲劳，负面影响）的日常模式的变化情况和发生在工作-家庭冲突期间以及之后的生理（心率，血压）紧张。我们发现一些证据表明，在工作-家庭冲突期间和之后，心理压力会发生剧烈变化。日常的家庭-工作之间的冲突会导致不同的反应。状态疲劳和心率在家庭-工作冲突时有所下降，尽管在家庭-工作冲突时状态负性影响有所增加，并且在经历第二次家庭-工作冲突后一天内状态疲劳增加更快。此外，我们发现，随着工作-家庭冲突事件的积累，负面情绪会在一天中不断增加。日常的家庭-工作冲突积累也与疲劳感降低、状态负面影响增加和收缩压升高有关。滞后分析显示，一些证据表明，负面情绪预示着未来几个小时内工作-家庭冲突的发生。本文最后探讨了工作-家庭冲突与紧张之间的理论关系。

A sizable body of research has established work-family conflict and its nomological network. Despite decades of research, we have yet to form a precise understanding of what happens when a conflict arises. The current research addresses this question using a growth modeling, episodic approach. We use stressor-strain and allostatic load theories to examine changes in daily patterns of psychological (fatigue, negative affect) and physiological (heart rate, blood pressure) strains that occur during and after a work-family conflict episode. We found some evidence for acute changes in psychological strain during and after work-to-family conflict episodes. Daily family-to-work conflict was associated with mixed reactions. State fatigue and heart rate decreased at the time of a family-to-work conflict, although state negative affect increased at the time of family-to-work conflict, and state fatigue increased more rapidly throughout the day after the second time family-to-work conflict was experienced. Additionally, we found evidence that state negative affect increases throughout the day as work-to-family conflict episodes accumulate. Daily family-to-work conflict accumulation was also associated with decreased fatigue, increased state negative affect, and increased systolic blood pressure. Lagged analyses showed some evidence that negative mood predicts work-family conflict occurrence within the next few hours. Implications for the theoretical relationship between work-family conflict and strain are discussed.

参考文献：French, K. A., & Allen, T. D. (2020). Episodic Work-Family Conflict and Strain: A Dynamic Perspective. Journal of Applied Psychology, 105(8), 863-888. doi:10.1037/apl0000470

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7、 说谎者！说谎者！（当赌注更高时）：了解如何在人员选择中使用夸大技术来衡量伪造

夸大问卷（OCQs）捕捉了夸大行为，或者夸大一个人对给定话题的了解，这被认为是一种潜在指示，描述在工作申请中影响自我评估的虚假行为。然而，关于OCQs在这方面的有效性的经验证据并不一致。我们利用期望理论来调和这些不一致，并确定在什么情况下过度夸大行为最能表明虚假。我们建议，评估环境必须与高价值的结果相关联，并且OCQ的内容必须与目标工作的感知知识需求相匹配，这样，夸大该内容的知识将有助于获得工作机会。我们通过三个研究来检验这些命题。首先，对519名消防员职位的申请人进行抽样调查。我们证明了在与工作相关的OCQ上夸大与虚假和自我表现的其他指标呈正相关。接下来，我们通过重复测量实验（N = 252）证明，与被指示诚实回答的情况相比，在模拟的人员选择环境中，参与者在与工作相关的OCQ上比在与工作无关的OCQ上夸大了更多的知识。最后，在一个新的重复测量人员选择范式（N = 259）中，我们观察到在选择评估中比在研究评估中有更多的夸大行为，并且我们观察到这种求职夸大行为预测了选择后的偏差行为。总之，结果表明，当OCQ包含与工作相关（而不是与工作无关）的内容时，夸大其词的行为最能说明在工作申请评估中造假。