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Successfully navigating through critical uncertainties during the incipient stages requires new ventures to develop learning systems, and building the right team may be key in this process. Drawing...

This study integrates research on newcomer socialization and work teams to examine how the team environment facilitates or hinders the translation of human capital into newcomer performance in professional sports teams. Using large, multiyear and multilevel data from the top five European professional football leagues, we examine how individual-level newcomer human capital and the team-level characteristics (prior team performance, number of newcomers) influence individual newcomer performance during two different socialization contexts (when more vs. less time for socialization is provided). We found that individual human capital was positively related to newcomer performance across socialization contexts while the direct relationships between team variables and performance were conditional on the socialization context. Prior team performance was positively related to newcomer performance when more time for socialization was provided, but prior team performance as well as the number of newcomers were negatively related to newcomer performance when less time for socialization was provided. Beyond the direct relationships, our results show that human capital was less positively related to newcomer performance when newcomers joined higher performing teams across socialization contexts. These findings extend our understanding of the complex relationships between individual human capital and the team's socialization environment on newcomer performance and advance new knowledge regarding conditions that facilitate the success of newcomers who join existing (operating) teams. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Entrepreneurial team formation—the process through which founders establish a team to start a new venture—has important implications for team performance and entrepreneurial success. Although resea...

In today's organizations, employees are often assigned as members of multiple teams simultaneously (i.e., multiple team membership), and yet we know little about important leadership and employee phenomena in such settings. Using a scenario-based experiment and 2 field studies of leaders and their employees in the People's Republic of China and the United States, we examined how empowering leadership exhibited by 2 different team leaders toward a single employee working on 2 different teams can spillover to affect that employee's psychological empowerment and subsequent proactivity across teams. Consistent across all 3 studies, we found that each of the team leaders' empowering leadership uniquely and positively influenced an employee's psychological empowerment and subsequent proactive behaviors. In the field studies, we further found that empowering leadership exhibited by one team leader influenced the psychological empowerment and proactive behaviors of their team member not only in that leader's team but also in the other team outside of that leader's stewardship. Finally, across studies, we found that empowering leadership exhibited on one team can substitute for lower levels of empowering leadership experienced in a different team led by a distinct leader. We discuss our contributions to the motivation, teams, and leadership literatures and provide practical guidance for leaders charged with managing employees that have multiple team memberships. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

The COVID-19 pandemic and associated need for remote work has required organizations to adapt and demonstrate resiliency in order to continue to deliver on their purpose. Since employee engagement is key to organizational effectiveness and adaptation, in this study, we examine whether there are differences in the financial performance during the pandemic across firms with different levels of pre-pandemic employee engagement. Using novel machine learning methods on Glassdoor.com reviews of leading software industry firms to create measures of employee engagement and their perception of their firm’s remote work practices, we show that firms with higher levels of pre-COVID employee engagement exhibited significantly higher financial performance during the critical months of the pandemic. Additional analysis of post-pandemic reviews revealed that employees of firms with higher levels of pre-pandemic engagement reported an alignment of their firms on strong leadership and customer focus, while employees of firms with lower levels of pre-pandemic engagement reported concerns regarding bureaucracy and lack of consistency in management and work practices.

Integrating the literatures on strategic human capital, newcomer socialization, and work teams we seek to close the gap between micro staffing research and macro research on strategic human capital...

Founding teams can form utilizing either a resource seeking strategy (instrumental focus on complementary skills) or an interpersonal attraction strategy (close relationships with similar others in...

Leaders are given power with the hope that they will use that power to benefit their followers and the organization. However, research has documented that the psychological tendencies associated wi...

To launch this Special Issue of the Journal of Applied Psychology celebrating the 1st century of the journal we conducted a review encompassing the background of the founding of the journal; a quantitative assessment of its evolution across the century; and an examination of trends examining article type, article length, authorship patterns, supplemental materials, and research support. The journal was founded in March of 1917 with hopeful optimism about the potential of psychology being applied to practical problems could enhance human happiness, well-being, and effectiveness. Our quantitative content assessment using both keyword frequencies and latent semantic analyses of raw content, in both bottom-up (corpus driven) and top-down modes (analyst driven), converged to document an evolution ranging from a broad and exploratory applied psychology to a more focused industrial psychology to an industrial and organizational psychology to an organizational psychology. With respect to other trends, during the first 4 decades 20 to 30% of journal items were book reviews, which then abruptly ceased in the mid-1950s. Articles have grown increasingly longer over time. Author teams are increasingly larger, and sole authored articles are vanishingly small in frequency. The use of supplemental materials and articles reporting research support have surged dramatically in the most recent period. Across the various foci we examined, our review portrays the evolution of the journal as reflecting the development of a mature, focused, and cumulative scientific discipline addressing psychological science applied to work and organizations. (PsycINFO Database Record

In a century of research published in the Journal of Applied Psychology, we have seen significant advances in our science. The results of this science have broad applications to the workplace and implications for improving organizational effectiveness through a variety of avenues. Research has focused on understanding constructs, relationships, and processes at multiple levels, including individual, team, and organizational. A plethora of research methods and questions have driven this work, resulting in a nuanced understanding of what matters in the workplace. In this paper, we synthesize the most salient discoveries, findings, and/or conclusions in 19 domains. We seek to summarize the progress that has been made and highlight the most salient directions for future work such that the next century of research in industrial and organizational psychological science can be as impactful as the first century has been. (PsycINFO Database Record

In this article we selectively review major advances in research on motivation in work and organizational behavior since the founding of Organizational Behavior and Human Performance (now Organizational Behavior and Human Decision Processes) 50 years ago. Using a goal-based organizing rubric, we highlight the most impactful articles and summarize research progress over time related to understanding the why, where, how, what, and when of motivation during goal choice and goal enactment. We also note macro-level trends in motivation research published in this journal, including the shift away from publishing new, core theories of work motivation in favor of using new approaches published elsewhere to examine key micro-regulatory processes involved in goal decisions and goal pursuit. We conclude with discussion of promising future research directions.

Psychological empowerment has been studied extensively over the past few decades in a variety of contexts and appears to be especially salient within dynamic and complex environments such as health...

This symposium showcases multiple team membership (MTM) employee experiences research that examines critical individual and team-level outcomes (e.g., stress, performance, viability, citizenship be...

Amidst considerable scholarly and practical interest, leadership research has made substantial theoretical advances in the past decade. In particular, scholars have highlighted the dynamic, complex...

Research at the individual level has already shown that individuals with traits that allow them wade into uncertainty leads to creative outcomes. Moving beyond tallying additional individual traits...

The purpose of this editorial is to provide an update on recent, ongoing, and new practices the Journal of Applied Psychology has implemented to further support and enhance scientific rigor. In line with the previous editorial, the practices discussed in the following text broadly seek to enhance scientific rigor and transparency in the empirical research published by providing the reader sufficient information needed to verify the accuracy and validity of study findings and inferences and enable the accumulation of knowledge through replications and extensions of primary research as well as meta-analyses. (PsycINFO Database Record

Integrating work from the expatriate adjustment and newcomer socialization literatures within a motivational framework, we propose that motivational states and stress cognitions impact expatriates' work adjustment patterns over time, which in turn influence important assignment attitudes. In accordance with our theorizing, analyses of longitudinal data collected from 70 expatriates during their first four months of international assignment indicated that cross-cultural motivation and psychological empowerment related positively to initial levels of adjustment, and indirectly and negatively to work adjustment change. Challenge stressors positively related to changes in work adjustment over time. In turn, changes in work adjustment significantly related to expatriates' assignment satisfaction and premature return intention, explaining variance above and beyond that explained by average levels of work adjustment. These findings extend understanding of how and why expatriate work adjustment evolves over time, as well as the unique influence that differences in adjustment change have on important expatriate outcomes.

Integrating theories of proactive motivation, team innovation climate, and motivation in teams, we developed and tested a multilevel model of motivators of innovative performance in teams. Analyses of multisource data from 428 members of 95 research and development (R&D) teams across 33 Chinese firms indicated that team-level support for innovation climate captured motivational mechanisms that mediated between transformational leadership and team innovative performance, whereas members' motivational states (role-breadth self-efficacy and intrinsic motivation) mediated between proactive personality and individual innovative performance. Furthermore, individual motivational states and team support for innovation climate uniquely promoted individual innovative performance, and, in turn, individual innovative performance linked team support for innovation climate to team innovative performance.

Researchers who are fortunate enough to collect large datasets sometimes wish to publish multiple papers using the same dataset. Unfortunately, there are few guidelines that authors can follow in managing these multiple papers. In this article, we address three main questions including: (i) how do authors know if they have a dataset truly worthy of multiple papers; (ii) what procedures do authors follow when they are ready to submit multiple papers from a single dataset to top tier journals; and (iii) what are the main issues when attempting to publish multiple papers from a single dataset? We provide a set of concrete recommendations for authors who wish to maximize their data collection efforts with multiple papers.

Summary In 1997, Judge, Locke, and Durham published the core self-evaluations (CSE) theory proposing that a multidimensional CSE construct, composed of emotional stability, self-esteem, locus of control, and generalized self-efficacy, accounts for individual differences in job satisfaction as well as in other organizational behavior outcomes. In this article, I argue that, despite ample evidence in support of the predictive validity of the CSE construct, the adequacy of including emotional stability, self-esteem, locus of control, and generalized self-efficacy as indicators of the CSE construct may be questionable, and I review evidence that points to limited convergent and discriminant validity of the CSE construct. I conclude the article with a few recommendations for advancing CSE theory and research. Copyright © 2011 John Wiley & Sons, Ltd.

This study offers a new theoretical perspective on the unique nature and function of job satisfaction change, or systematic improvement or decline in job satisfaction over time. Using four diverse ...

Departing from the emphasis on individual-level stress processes in prior expatriate research, we develop a multilevel model of expatriate “cross-cultural motivation and effectiveness” (motivation and effectiveness pertaining to cross-cultural contexts) that incorporates the influences of foreign subsidiary–level attributes. Analyses of multisource and multilevel data collected from 556 expatriates in 31 foreign subsidiaries indicated that expatriate cross-cultural motivation was more positively related to work adjustment—and that work adjustment was more likely to mediate the positive relationship between cross-cultural motivation and job performance—when expatriates were assigned to foreign subsidiaries characterized by lower levels of subsidiary support and cultural distance.

The purpose of this symposium is to shed light on key new directions in empowering leadership research as reflected in the following questions: Does empowering leadership interact with other leader...

As initially spawned through the meso movement in organizational behavior, the multilevel paradigm has permeated virtually every subdiscipline of management. The authors review its evolution from different disciplinary origins in terms of theory, measurement and construct validity, and design and analysis. They illustrate that although its origins are disparate and multidisciplinary, the modern-day multilevel paradigm is coherent and well entrenched in modern management research. They then raise five challenges to the current paradigm in terms of the following: first, the ambiguities surrounding the units of inquiry; second, the violations of the nesting assumption; third, the need to integrate the nested-arrangements approach with the longitudinal approach; fourth, the challenges associated with modeling current and future multilevel models; and, fifth, the role of multidisciplinary influences for multilevel management theory and investigations. Their hope is that this article will spark a paradigm shift...

Although individual- and team-level studies of motivational processes abound, very few have sought to link such phenomena across levels. Filling this gap, we build upon Chen and Kanfer’s (2006) multilevel theoretical model of motivation in teams, to advance and test a cross-level model of relationships between individual and team motivation and performance. Data from two samples of undergraduates performing simulated team tasks supported the direct and mediated cross-level relationships between team-level prior performance, efficacy, and action processes with individual-level self-efficacy, goal striving, and performance. The findings provide support for a multilevel, system-based formulation of motivation and performance in teams. Findings also contribute to the on-going debate on whether motivational processes account for performance once controlling for prior performance.

Using 560 followers and 174 leaders in the People's Republic of China and United States, we found that individual follower's “power distance” orientation and their group's shared perceptions of tra...

The article presents the results of research involving expatriate workers in foreign subsidiary companies, focusing on cross-cultural adjustment and effectiveness, job performance and work motivati...

Drawing on emerging multilevel theorizing in human resources management, we tested a multilevel model of high-performance work systems (HPWS), using data obtained from 324 managers and 522 employees in 76 Japanese establishments. Results from cross-level analyses indicated that the relationships between establishment-level HPWS and employee job satisfaction and affective commitment were fully mediated by establishment-level concern for employees climate. These results shed new light on the mechanisms through which HPWS impacts employee outcomes and serve to bridge between macro and micro perspectives of human resource management. The research and practice implications of the findings are discussed.

Integrating goal orientation theory with interactionist approaches, this experimental study (N = 104) tested the unique and interactive effects of individual differences in goal orientations and situational goal orientation inducements on performance trajectories during skill acquisition. Results indicated that learning goal orientation predicted performance trajectories more positively when coupled with one situational inducement that captures a complementary feature (a performance, as opposed to a learning, goal frame), and when jointed with a situational inducement that captures a supplementary feature (self-referenced vs. normative-based performance feedback). There was also a complementary-like interaction between the two situational inducements, such that a learning goal frame led to more positive performance trajectories when coupled with normative, as opposed to self-referent, feedback. Implications for the motivation and skill acquisition literatures are discussed.

The purpose of this article is to discuss progress and gaps in the scientific training and development literature. In particular, we first delineate three criteria against which scientific progress in Human Resource Management fields can be evaluated. We then review examples from the training and development literature that illustrate progress toward meeting each scientific criterion. Finally, we identify several gaps in the literature that require further theory development and empirical research. Although our general assessment of scientific progress in the training and development literature is positive, we also argue that more multilevel research is needed to better understand how learning is influenced by factors residing at multiple levels of analysis, as well as how learning generalizes to influence practically meaningful outcomes at higher organizational levels.

A multilevel model of leadership, empowerment, and performance was tested using a sample of 62 teams, 445 individual members, 62 team leaders, and 31 external managers from 31 stores of a Fortune 500 company. Leader-member exchange and leadership climate related differently to individual and team empowerment and interacted to influence individual empowerment. Also, several relationships were supported in more but not in less interdependent teams. Specifically, leader-member exchange related to individual performance partially through individual empowerment; leadership climate related to team performance partially through team empowerment; team empowerment moderated the relationship between individual empowerment and performance; and individual performance was positively related to team performance. Contributions to team leadership theory, research, and practices are discussed.

The purpose of this multilevel study was to test whether regulatory focus mechanisms (promotion focus and prevention focus; Higgins, 1997, American Psychologist, 52, 1280–1300; Higgins, 2000, American Psychologist, 55, 1217–1230) can help explain how group safety climate and individual differences in Conscientiousness relate to individual productivity and safety performance. Results, based on a sample of 254 employees from 50 work groups, showed that safety climate and conscientiousness predicted promotion and prevention regulatory focus, which in turn mediated the relationships of safety climate and Conscientiousness with supervisor ratings of productivity and safety performance. Implications for theory and research on climate, motivation, and performance and avenues for future research are discussed.

The success of international assignments is important for organizations' survival and development by offering a competitive advantage to companies in today's fast changing global economy. Although ...

Work motivation theories and research have tended to focus either on individual motivation, ignoring contextual influences of team processes on individuals, or on team motivation, ignoring individual differences within the team. Redressing these limited, single-level views of motivation, we delineate a theoretical multilevel model of motivated behavior in teams. First, we conceptualize motivational processes at both the individual and team levels, highlighting the functional similarities in these processes across levels of analysis. We then delineate a set of theoretical propositions regarding the cross-level interplay between individual and team motivation, and antecedents and outcomes of individual and team motivation. Finally, we discuss the implications of our theoretical model for future research and managerial practices.

Two studies were conducted to develop and validate a work-specific measure of cognitive failure, the Workplace cognitive failure scale (WCFS). In initial item development, content validity was gained via sorting. In StudyI, data were obtained from an employee sample that supported the factorial, construct, and criterion-related validity of the WCFS. In particular, results supported the expected relationships of workplace cognitive failure with facets of personality, role overload, components of self-regulation, and self-reported measures of safety outcomes. Study 2 examined the WCFS in two additional employee samples, and provided further criterion-related validity using objective measures of injury and supervisor ratings of safety behaviour. Overall, results supported the validity and utility of the new measure in assessing organizational safety behaviour and outcomes, more so than the general cognitive . failure scale.

Scholars have been interested in the extent to which organizational phenomena generalize across levels of analysis for quite some time. However, theoretical frameworks for developing homologous multilevel theories (i.e., theories involving parallel relationships between parallel constructs at different levels of analysis) have yet to be developed, and current analytical tools for testing such theories and models are limited and inflexible. In this article, the authors first propose a typology of multilevel theories of homology that considers different stages of theory development and different levels of similarity in relationships across levels. Building on cross-validation principles, the authors then delineate and demonstrate a comprehensive and flexible statistical procedure for testing different multilevel theories of homology. Finally, the authors discuss implications for theory, research, and practice, as well as potential caveats of the new statistical tests.

Using a quasi-experimental design, we examined multilevel relationships among leadership, empowerment, and performance in a sample of 62 teams, 445 individual members, 62 team leaders, and 31 exter...

This study tested a multilevel model of newcomer adaptation in teams using longitudinal and multisource data from 65 project teams. Results indicated that newcomer performance improved over time, p...

This study examined whether cognitive, affective-motivational, and behavioral training outcomes relate to posttraining regulatory processes and adaptive performance similarly at the individual and team levels of analysis. Longitudinal data were collected from 156 individuals composing 78 teams who were trained on and then performed a simulated flight task. Results showed that posttraining regulation processes related similarly to adaptive performance across levels. Also, regulation processes fully mediated the influences of self- and collective efficacy beliefs on individual and team adaptive performance. Finally, knowledge and skill more strongly and directly related to adaptive performance at the individual than the team level of analysis. Implications to theory and practice, limitations, and future directions are discussed.

Les auteurs ont decrit et mis a l’epreuve les liens supposes exister entre les differences individuelles (les auto-evaluations specifiques au travail et generales), les variables contextuelles (les croyances relatives au controle des tâches) et trois attitudes professionnelles (la satisfaction relative a l’emploi, l’engagement organisationnel et l’implication liee au poste). Les resultats tires d’une investigation portant sur 159 salaries des services de sante montrent que les auto-evaluations, en particulier l’estime de soi liee a l’organisation, predisent fortement les attitudes professionnelles. En outre, les auto-evaluations specifiques au travail permettent d’expliquer pourquoi et comment les auto-evaluations generales et les croyances relatives au controle des tâches sont reliees aux attitudes professionnelles. En derniere analyse, les correlations entre les auto-evaluations generales et l’estime de soi liee a l’organisation etaient modulees par les croyances relatives au controle des tâches. On reflechit a ce que ces resultats peuvent apporter a la theorie et a la pratique organisationnelles. Et des pistes pour de futures recherches sont suggerees. The authors delineated and tested the relationships among individual differences (general and work-specific self-evaluations), contextual variables (work-related control beliefs), and three job attitudes (job satisfaction, organisational commitment, and job involvement). Results from a study of 159 healthcare employees found that work-specific self-evaluations, particularly organisation-based self-esteem, strongly predicted job attitudes. Moreover, work-specific self-evaluations helped explain why and how general self-evaluations and work-related control beliefs relate to job attitudes. Finally, the correlations between general self-evaluations and organisation-based self-esteem were moderated by work-related control beliefs. Contributions to organisational theory and practice, as well as suggestions for future research are discussed.

To test whether general self-efficacy and self-esteem relate differently to motivational and affective constructs, we collected data from samples in academic and work settings. Results suggest that general self-efficacy is more highly related to motivational variables than is self-esteem, whereas self-esteem is more highly related to affective variables than is general self-efficacy, as hypothesized. Furthermore, results support the notion that motivational and affective states differentially mediate the relationships of general self-efficacy and self-esteem with task performance. These results confirm the theoretical distinction between general self-efficacy and self-esteem and suggest that failure to distinguish between them might exact a price in terms of precision, validity, and understanding of determinants of performance. Implications for research and practice in organizations are discussed. Copyright © 2004 John Wiley & Sons, Ltd.

Organizations are increasingly seeking candidates possessing high levels of teamwork knowledge, skills, and abilities (KSAs; Stevens & Campion, 1994). Yet, despite a greater emphasis in higher educ...

Integrating research on the Pygmalion and Galatea effects with a group socialization model and theories of work motivation and interpersonal leadership, we delineated and tested a model of newcomer...