Journal of Applied Psychology

Murphy, Kevin R.

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1019

Truxillo, Donald M.; Bauer, Talya N.; Campion, Michael A.; Paronto, Matthew E.

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1020pmid: 12558210

Although laboratory studies have found that selection information can affect applicant perceptions, this has not been tested in the field. The authors followed 2 cohorts of police applicants (N = 274) in a longitudinal study to examine the relationship between information, applicant perceptions, and behavior (e.g., turnover). Information was related to perceived fairness measured at the time of testing and 1 month later when applicants received their results. Information moderated the relationship between outcome favorability and test-taking self-efficacy among African Americans but not among Whites. Information was not related to the behavioral measures. The discussion focuses on why certain findings from previous studies were not replicated and on the use of information when applicants have an investment in getting a job.

Martell, Richard F.; Leavitt, Keith N.

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1032pmid: 12558211

The authors examined whether the performance-cue bias can be reduced by relying on groups as raters. Study participants (N = 333) were provided with feedback regarding the performance of a workgroup and, after observing the group, assigned to an individual or group rater condition to complete a behavioral rating instrument. Results revealed that when provided with positive (vs. negative) feedback, individuals attributed more effective and fewer ineffective behaviors to the workgroup; however, group ratings were unaffected by the feedback. In addition, feedback biased the decision criteria and false alarm rates of individuals but not of groups. Discussion of when groups may attenuate versus amplify bias in performance appraisal judgments emphasizes 2 key elements—bias magnitude and task perception.

Devenport, Jennifer L.; Stinson, Veronica; Cutler, Brian L.; Kravitz, David A.

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1042pmid: 12558212

Mock jurors (N = 800) viewed a videotaped trial that included information about a lineup identification procedure. Suggestiveness of the eyewitness identification procedure varied in terms of foil, instruction, and presentation biases. Expert testimony regarding the factors that influence lineup suggestiveness was also manipulated. Criteria included juror ratings of lineup suggestiveness and fairness, ratings of defendant culpability, and verdicts. Jurors were sensitive to foil bias but only minimally sensitive to instruction and presentation biases. Expert testimony enhanced juror sensitivity only to instruction bias. These results have implications for the effectiveness of cross-examination and expert testimony as safeguards against erroneous convictions resulting from mistaken identifications.

Erez, Amir; Isen, Alice M.

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1055pmid: 12558213

The influence of positive affect on expectancy motivation was investigated in 2 studies. The results of Study 1 indicated that positive affect improved people's performance and affected their perceptions of expectancy and valence. In Study 1, in which outcomes depended on chance, positive affect did not influence people's perceptions of instrumentality. In Study 2, in which the link between performance and outcomes was specified, positive affect influenced all 3 components of expectancy motivation. Together, the results of Studies 1 and 2 indicated that positive affect interacts with task conditions in influencing motivation and that its influence on motivation occurs not through general effects, such as response bias or general activation, but rather through its influence on the cognitive processes involved in motivation.

Zellars, Kelly L.; Tepper, Bennett J.; Duffy, Michelle K.

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1068pmid: 12558214

The relationship between subordinates' perceptions of abusive supervision and supervisors' evaluations of subordinates' organizational citizenship behavior (OCB) was explored among a sample of 373 Air National Guard members and their military supervisors. As predicted, the relationship between abusive supervision and subordinates' OCB was stronger among subordinates who defined OCB as extra-role behavior (compared with those defining OCB as in-role behavior), and this effect was fully mediated by the interactive effect of procedural justice and OCB role definitions. The study's implications for theory and research are discussed, its limitations are identified, and directions for future research are suggested.

Bowen, Catherine J.; Howie, Pauline M.

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1077pmid: 12558215

In a comparison of interview procedures that aimed to assist retrieval strategies in children's event recall, 72 children aged 4–6 years were questioned about a witnessed event. Context reinstatement and brief narrative elaboration (an abbreviated version of K. J. Saywitz and L. Snyder's [1996] procedure) produced similar levels of correct recall, and both elicited more correct recall than did a control condition, with no increase in errors. Combining these procedures did not further improve performance. The superiority of narrative elaboration over the control group was evident in free recall and did not depend on explicit prompting with cue cards. These findings suggest that incorporating brief narrative elaboration training in investigative interviews with children may, like context reinstatement, be a valuable mnemonic aid.

Forehand, Mark R.; Deshpandé, Rohit; Reed, Americus

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1086pmid: 12558216

The authors examined how identity primes and social distinctiveness influence identity salience (i.e., the activation of a social identity within an individual's social self-schema) and subsequent responses to targeted advertising. Across 2 studies, individuals who were exposed to an identity prime (an ad element that directs attention to the individual's social identity) and who were socially distinctive (minorities in the immediate social context) expressed systematically different evaluations of spokespersons and the advertisements that featured them. Specifically, Asian (Caucasian) participants responded most positively (negatively) to Asian spokespeople and Asian-targeted advertising when the participants were both primed and socially distinctive. No main effects of identity primes or social distinctiveness were found. The implications of these findings for identity theory, advertising practice, and intervention communications are discussed.

Wanberg, Connie R.; Hough, Leaetta M.; Song, Zhaoli

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1100pmid: 12558217

The authors propose a multidisciplinary model of the predictors of reemployment and test its predictive validity for explaining reemployment success. Predictor variables from the fields of economics, sociology, and psychology are incorporated into the model. Reemployment success is conceptualized as a construct consisting of unemployment insurance exhaustion and reemployment speed, and for reemployed persons, job improvement, job-organization fit, and intention to leave the new job. Direct, mediated, and moderated relationships were hypothesized and tested, clarifying the role of the variables in the reemployment process and outcome. The authors’ proposal and examination of a multidisciplinary model of reemployment success contributes to a literature that has not tended to adequately cross disciplinary boundaries.

Collins, Christopher J.; Stevens, Cynthia Kay

2002 Journal of Applied Psychology

doi: 10.1037/0021-9010.87.6.1121pmid: 12558218

Theory and research from the marketing literature on customer-based brand equity were used to predict how positive exposure to 4 early recruitment-related activities—publicity, sponsorships, word-of-mouth endorsements, and advertising—may affect the application decisions of engineering students. Similar to prior marketing findings, the results suggested that early recruitment-related activities were indirectly related to intentions and decisions through 2 dimensions of employer brand image: general attitudes toward the company and perceived job attributes. The relationships between word-of-mouth endorsements and the 2 dimensions of brand image were particularly strong. In addition, it was found that early recruitment-related activities interacted with one another such that employer brand image was stronger when firms used publicity in conjunction with other early recruitment-related activities.