Psychology Research Digest
Journal of Applied Psychology - Vol 111, Iss 8
The Journal of Applied Psychology will emphasize the publication of original investigations that contribute new knowledge and understanding to fields of applied psychology.
Clusters of general counterproductive behavior and associated personality profiles.
Counterproductive behavior (e.g., aggression, theft, dishonesty) is a persistent societal problem with a substantial dispositional basis. Despite broad interest in the subject, little scholarship has studied relations of variables associated with counterproductive behavior and their dispositional antecedents across work and nonwork domains. Drawing on cybernetic theories of personality, we posit that personality malfunction (an imbalance between cybernetic processes responsible for maintaining homeostasis and facilitating change) contributes to general counterproductive behavior (GCB). To test this theory, we conduct a quantitative review and synthesis of meta-analyses that report Big Five personality trait relations to variables indicative of GCB. Overall, we locate 46 articles reporting associations with 62 variables, which represent k > 1,200 studies and N > 850,000 participants. First, we examine the extent to which GCB variables are predicted by Big Five traits. Then, we use meta-analytic criterion profile analysis (Wiernik et al., 2021) to determine how much of the prediction from personality is due to profile-level effects (elevation of traits) or profile-pattern effects (configuration of traits). Finding that configurations indicative of personality malfunction dominate prediction, finally, we cluster analyze similarity coefficients among personality profiles across GCB variables. We discover two metaclusters and four subordinate clusters. These clusters may represent archetypical forms of GCB, and their related profiles may reflect archetypical forms of personality malfunction. Clusters also strongly parallel the externalizing superspectrum of psychopathology, suggesting a potential general taxonomy of GCB. We conclude by discussing implications for theory and practice, as well as limitations and future research directions. (PsycInfo Database Record (c) 2026 APA, all rights reserved)
Publication date: Thu, 19 Feb 2026 00:00:00 GMT Access the article >>Turning the envious boss into a friend or a foe: The emotional and behavioral reactions to being envied by one’s supervisor and its impact on leader–member exchange.
In recent years, research on workplace envy has expanded beyond its traditional focus on peer-to-peer envy to examine the envy felt by supervisors toward their subordinates (termed as “downward envy”). We contribute to this emerging research stream by examining the emotional and behavioral reactions of employees who are targets of such downward envy, as well as the relational consequences that follow. We tested our model, which is based on the appraisal theory of emotions, across two studies—a multisource, multiphase field study and a vignette-based experimental study—that offer converging evidence in its support. Aligned with our theory, we found that employees appraise downward envy as a relational threat to, or a relational opportunity for, their leader–member exchange relationship, which results in the emotions of relationship anxiety and hope, respectively. These emotions, in turn, elicit contrasting employee behaviors toward the supervisor: anxiety motivates avoidance, while hope encourages approach-oriented citizenship behaviors, which, respectively, have a negative and positive effect on the quality of the leader–member exchange relationship. Furthermore, employees’ sense of power with respect to their supervisor was found to mitigate the anxiety-based pathway but played a limited role in influencing the hope-based pathway. Our research advances the nascent literature on downward envy and leader–member exchange instability and also offers practical insights for managing downward envy in organizations. (PsycInfo Database Record (c) 2026 APA, all rights reserved)
Publication date: Mon, 16 Feb 2026 00:00:00 GMT Access the article >>Dirty work history and future career success: Does the “dirt” stick?
Although research has identified the negative experiences and attitudes of individuals currently holding dirty jobs, it remains unclear whether holding these jobs relates to future career outcomes for individuals once they leave their dirty work roles. Drawing on the public and self-stigma model, we argue the outcomes of dirty work do not cease after employees exit dirty jobs but extend to predict future career success. We tested our hypotheses using a multidecade nationally representative longitudinal sample, a simulated hiring experiment, and a qualitative study of previous dirty workers. The results indicate individuals with career histories that included dirty work experience both public and self-stigma, which relates to lower income and prestige in future jobs as well as a higher likelihood and longer length of unemployment between jobs, compared to individuals with no previous dirty jobs. Moreover, the negative associations with individuals’ future career outcomes were shown to be stronger with greater amounts of dirty work experience previously accumulated throughout their careers (i.e., the number of prior dirty jobs, total length of dirty work, dirtiness of jobs held). These findings suggest deleterious outcomes of holding dirty work remain even after employees leave those roles, shedding light on the enduring associations between stigmatized work experiences and individuals’ future career success. (PsycInfo Database Record (c) 2026 APA, all rights reserved)
Publication date: Mon, 16 Feb 2026 00:00:00 GMT Access the article >>Investigating measurement invariance for multiple covariates in organizational research using exploratory factor analysis and confirmatory factor analysis trees.
Organizational research often deals with unobservable (latent) variables such as, for example, job satisfaction or leadership styles. When comparing these latent variables across groups, a comparability of the measurements is important—so-called measurement invariance (MI) considered a prerequisite. Common methodology to test whether MI holds or to explore noninvariance can only be used with established measurement models and specific hypotheses about potential violations of MI in mind. Therefore, exploratory factor analysis trees and confirmatory factor analysis trees have recently been developed. They promise to be an effective tool for early investigations of MI during the development of measurement models (e.g., scale development) and with many (continuous) covariates defining countless groups for which MI may be violated. (PsycInfo Database Record (c) 2026 APA, all rights reserved)
Publication date: Thu, 19 Feb 2026 00:00:00 GMT Access the article >>Personal self-disclosure as a mixed blessing in teams: Effects through relational and cognitive mechanisms.
Although personal self-disclosure has been increasingly encouraged in organizations and teams to enhance authenticity and workplace effectiveness, the nature of its impact in team contexts remains debated. Existing literature predominantly focuses on the relational effects of receiving personal self-disclosure but ignores its cognitive effects and key contextual contingencies that help elucidate when it has positive versus negative consequences. This study provides a more comprehensive theoretical account of the effects of self-disclosure in team contexts by combining social penetration and information processing perspectives into a multilevel theoretical framework. We tested our theoretical model in two team samples. Supporting our hypotheses, we found that personal self-disclosure had complex, countervailing impacts on team members receiving disclosure through relational and cognitive mechanisms. In addition, team self-disclosure norms were found to moderate the effects of receiving personal self-disclosure, buffering the relational and cognitive costs. Our research lays the foundation for future research on personal self-disclosure in teams and offers practical implications for teams and organizations seeking to maximize the utility of personal self-disclosure in the workplace. (PsycInfo Database Record (c) 2026 APA, all rights reserved)
Publication date: Thu, 19 Feb 2026 00:00:00 GMT Access the article >>Are they really just words? Investigating the prevalence and impact of physical disability biased language in job advertisements.
Disability bias is ingrained in how individuals speak, and its impact can be widespread. When biased language is used in recruitment, it could impact application rates of diverse and qualified applicants. This article examines the prevalence and impact of biased (ableist) and inclusive (equal employment opportunity [EEO] and accommodation statements) language on individuals with and without disabilities. In Study 1, a content analysis of 1886 job ads found that ableist language was present in 84.09% of the job ads, whereas EEO and accommodation statements were only present in 19.25% and 9.28% of job ads, respectively. Study 2 examined the effect of biased and inclusive language and found that individuals with and without disabilities were (a) negatively affected by ableist language and (b) positively affected by EEO and accommodation statements. Ableist language was associated with lower perceptions of person-organization fit and intentions to apply. In contrast, EEO and accommodation statements were associated with higher intentions to apply. Accommodation statements were also associated with increased fit perceptions. These effects were more pronounced for individuals with disabilities. Study 3 sought to replicate these results while manipulating the desirability of jobs through pay levels. Ableist language continued to have a negative impact on fit and likelihood to apply, and EEO and accommodation statements maintained a positive impact. However, unlike Study 2, these effects were not stronger for those with physical disabilities. This research demonstrates the negative effects of ableist language in recruitment materials and the positive effect of EEO and accommodation statements. (PsycInfo Database Record (c) 2026 APA, all rights reserved)
Publication date: Mon, 16 Feb 2026 00:00:00 GMT Access the article >>The perils of peer bubbles: How early newcomer communication network composition shapes organizational integration and early turnover.
Investigating early turnover among organizational newcomers, our study reveals how excessive communications with fellow newcomers during initial entry significantly increase departure risk. Through analyzing daily behavioral data of communications between 8,043 newcomers and nearly 20,000 existing employees in a high-tech firm, we demonstrate that when newcomers spend a disproportionate amount of their early communications with cohort newcomers rather than established employees, they face elevated turnover risk. By integrating first impression research with network theory, we show how these early communication patterns trigger self-reinforcing dynamics that shape newcomers’ structural position within the organization. We introduce the concept of “core embeddedness” to explain how initial network choices affect turnover decisions, finding that the critical window for effective socialization is considerably shorter than previously understood—with the first 10 days being particularly decisive. Supplementary analyses reveal that interunit newcomer communications are especially problematic for core embeddedness and subsequent turnover. These insights challenge conventional assumptions about cohort-based socialization, demonstrating how seemingly supportive peer communications can paradoxically constrain organizational integration through homophily effects, with important implications for contemporary workforce retention. (PsycInfo Database Record (c) 2026 APA, all rights reserved)
Publication date: Mon, 16 Feb 2026 00:00:00 GMT Access the article >>