Applied Psychology, Free Access to January 2016 Issue
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The January 2016 issue of Applied Psychology is now available by free access at http://onlinelibrary.wiley.com/doi/10.1111/apps.2016.65.issue-1/issuetoc. Applied Psychology: An international Review (AP:IR) has an impact factor of 1.984 (2-year impact factor, 2014 Journal Citation Reports(r), Thomson Reuters, 2015), is ranked '3' on the Chartered Association of Business Schools Academic Journal Guide 2015 (ABS list) and 'A' on the Australian Business Dean's Council Journal Quality List 2013 (ABDC list). AP:IR publishes research across the field of applied psychology, often across different national and cultural contexts.
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Diefendorff, J. M., Greguras, G. J., & Fleenor, J. (2016). Perceived Emotional Demands–Abilities Fit. Applied Psychology, 65(1), 2–37. http://doi.org/10.1111/apps.12034
Yu, K. Y. T. (2016). Inter-Relationships among Different Types of Person–Environment Fit and Job Satisfaction. Applied Psychology, 65(1), 38–65. http://doi.org/10.1111/apps.12035
Chuang, A., Shen, C.-T., & Judge, T. A. (2016). Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS). Applied Psychology, 65(1), 66–98. http://doi.org/10.1111/apps.12036
Rooks, G., Sserwanga, A., & Frese, M. (2016). Unpacking the Personal Initiative–Performance Relationship: A Multi-Group Analysis of Innovation by Ugandan Rural and Urban Entrepreneurs. Applied Psychology, 65(1), 99–131. http://doi.org/10.1111/apps.12033
Au, A. K. C., & Leung, K. (2016). Differentiating the Effects of Informational and Interpersonal Justice in Co-Worker Interactions for Task Accomplishment. Applied Psychology, 65(1), 132–159. http://doi.org/10.1111/apps.12060
Zacharewicz, T., Martínez-Íñigo, D., & Kelloway, E. K. (2016). A Longitudinal Study of Shop Stewards' Union Commitment and Perceptions of Union Instrumentality and Support. Applied Psychology, 65(1), 160–182. http://doi.org/10.1111/apps.12052
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Diefendorff, J. M., Greguras, G. J., & Fleenor, J. (2016). Perceived Emotional Demands–Abilities Fit. Applied Psychology, 65(1), 2–37. http://doi.org/10.1111/apps.12034
The purposes of this paper are to introduce the concept of perceived emotional demands–abilities (ED–A) fit and develop theory about how it relates to other fit perceptions as well as employee well-being and performance outcomes. ED–A fit is defined as the perceived congruence or match between the emotional demands of the job and one's abilities to meet those demands. In two studies using occupationally diverse samples from Western and Eastern cultures, we empirically distinguished perceived ED–A fit from other fit perceptions (i.e. person–organisation, demands–abilities, needs–supplies, person–group, person–supervisor). In addition, across the two studies, we found that perceived ED–A fit accounted for incremental variance in job satisfaction, work tension, felt inauthenticity, burnout, self and supervisor ratings of job performance, and psychological need satisfaction, controlling for the effects of other fit perceptions.
Yu, K. Y. T. (2016). Inter-Relationships among Different Types of Person–Environment Fit and Job Satisfaction. Applied Psychology, 65(1), 38–65. http://doi.org/10.1111/apps.12035
This paper investigates how different types of person–environment (P–E) fit work together to influence job satisfaction. One field study and a re-analysis of Cable and DeRue's (2002) data were conducted to investigate the inter-relationships linking different types of fit perceptions and job satisfaction. An employment relationship model describing how person–organisation values congruence (OVC), demands–abilities (D–A), and needs–supplies (N–S) fit perceptions relate to each other and job satisfaction is proposed and tested. Results support a model where N–S fit mediated the impact of both OVC and D–A fit on job satisfaction. Furthermore, OVC was related also to satisfaction both directly and indirectly, whereas D–A fit was only related to satisfaction via N−S fit.
Chuang, A., Shen, C.-T., & Judge, T. A. (2016). Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS). Applied Psychology, 65(1), 66–98. http://doi.org/10.1111/apps.12036
This research identifies four challenges in the field of person–environment fit (PE fit): the multidimensionality of PE fit, the integration of fit theories, the simultaneous effects of the multiple dimensions, and the function of the dimensions. To address those challenges, we develop a theory-driven and systematically validated multidimensional instrument, the Perceived Person–Environment Fit Scale (PPEFS), consisting of four measures: the Person–Job Fit Scale (PJFS), the Person–Organisation Fit Scale (POFS), the Person–Group Fit Scale (PGFS), and the Person–Supervisor Fit Scale (PSFS). Data are collected from 532 employees and 122 managers for two independent studies with multiple rater sources and multiple time points. A series of validation analyses and hypothesis tests reveals that the PPEFS measures have good psychometric properties (i.e. reliability, convergent validity, discriminant validity, and criterion-related validity) and exhibit incremental validity above and beyond Cable and DeRue's (2002) fit measures. Furthermore, the measures are reflected by a superordinate (vs. aggregate) construct of PE fit. Overall, the four different types of fit significantly predict in-role behavior, job satisfaction, intent to quit, and organisational citizenship behavior (OCB), each explaining the greatest amount of variance in different outcomes. The PPEFS should prove useful in future research regarding PE fit.
Rooks, G., Sserwanga, A., & Frese, M. (2016). Unpacking the Personal Initiative–Performance Relationship: A Multi-Group Analysis of Innovation by Ugandan Rural and Urban Entrepreneurs. Applied Psychology, 65(1), 99–131. http://doi.org/10.1111/apps.12033
This article considers determinants of innovative performance of entrepreneurs in developing countries. Innovation is viewed from a personal initiative perspective. We distinguish two mechanisms through which entrepreneurs who show personal initiative are innovative. The first mechanism is business planning. The second mechanism is the acquisition of resources that can be accessed through a social network of relations. We argue that the two mechanisms depend on the context of innovation. Planning will be more beneficial in more dynamic environments. In dynamic and individualistic-oriented environments it will be more beneficial to actively develop networks. In more static, collectivistic-oriented environments personal initiative will be less beneficial. The model was tested using a sizable survey of 283 rural and 290 urban entrepreneurs in Uganda, a country located in East Africa.
Au, A. K. C., & Leung, K. (2016). Differentiating the Effects of Informational and Interpersonal Justice in Co-Worker Interactions for Task Accomplishment. Applied Psychology, 65(1), 132–159. http://doi.org/10.1111/apps.12060
To extend the research on interactions-based justice and integrate it with the research on trustworthiness, the present article examines the role of informational and interpersonal justice in co-worker interactions for task accomplishment. Based on social exchange theory and fairness heuristic theory, the two justice dimensions would trigger different types of responses based on the principle of reciprocity and how they manage different types of uncertainties in a work relationship. As a result, they lead to different outcomes in the context of two co-workers having a disagreement about work. It was hypothesised that informational justice is related to acceptance of the co-worker's view primarily through perception of ability-based trustworthiness, whereas interpersonal justice is related to satisfaction with the co-worker primarily through perception of benevolence-based trustworthiness. A survey of employees and a simulation study showed that the effect of informational justice on acceptance of the co-worker's view is mediated more by ability-based trustworthiness than by benevolence-based trustworthiness, whereas the reverse is true for the mediation of the effect of interpersonal justice on satisfaction with the co-worker. Theoretical implications are discussed concerning the differentiation of the two highly correlated justice dimensions, together with practical implications regarding their relative usefulness.
Zacharewicz, T., Martínez-Íñigo, D., & Kelloway, E. K. (2016). A Longitudinal Study of Shop Stewards' Union Commitment and Perceptions of Union Instrumentality and Support. Applied Psychology, 65(1), 160–182. http://doi.org/10.1111/apps.12052
Although previous studies have hypothesised that union perceptions (e.g. perceived union instrumentality, perceived union support) predict members' commitment to the union, these relationships have only been tested cross-sectionally. Drawing on attitude–behavior consistency theory, this study hypothesised that union commitment may be an antecedent of union perceptions. Cross-lagged structural equation models with one year separating waves of data collection (N = 676) provided the most support for a model suggesting that commitment precedes perceptions of the union. These results point to the need to consider new models of union commitment for shop stewards and, potentially, union members.