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- Affective events theory (1)
- Big data (1)
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- I-O psychology (1)
- Job satisfaction (1)
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Articles 1 - 4 of 4
Full-Text Articles in Psychology
The Role Of Discrete Emotions In Job Satisfaction: A Meta-Analysis, Courtney E. Williams, Jane Shumski Thomas, Andrew A. Bennett, George C. Banks, Allison Toth, Alexandra M. Dunn, Andrew Mcbride, Janaki Gooti
The Role Of Discrete Emotions In Job Satisfaction: A Meta-Analysis, Courtney E. Williams, Jane Shumski Thomas, Andrew A. Bennett, George C. Banks, Allison Toth, Alexandra M. Dunn, Andrew Mcbride, Janaki Gooti
Management Faculty Publications
[Summary] The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta‐analytically test our ideas with 235 samples across 99 883 individuals and 22 600 intra‐individual episodes. We test two approaches—specific emotion experiences (16 discrete emotions) versus general emotion experiences (positive or negative emotions)—and present empirical evidence of their similarities and differences with job satisfaction. Our findings suggest that specific emotions …
The Trustworthiness Of The Cumulative Knowledge In Industrial/Organizational Psychology: The Current State Of Affairs And A Path Forward, Sheila K. Keener, Sven Kepes, Ann-Kathrin Torka
The Trustworthiness Of The Cumulative Knowledge In Industrial/Organizational Psychology: The Current State Of Affairs And A Path Forward, Sheila K. Keener, Sven Kepes, Ann-Kathrin Torka
Management Faculty Publications
The goal of industrial/organizational (IO) psychology, is to build and organize trustworthy knowledge about people-related phenomena in the workplace. Unfortunately, as with other scientific disciplines, our discipline may be experiencing a “crisis of confidence” stemming from the lack of reproducibility and replicability of many of our field's research findings, which would suggest that much of our research may be untrustworthy. If a scientific discipline's research is deemed untrustworthy, it can have dire consequences, including the withdraw of funding for future research. In this focal article, we review the current state of reproducibility and replicability in IO psychology and related fields. …
Psychological Resilience Of Entrepreneurs: A Review And Agenda For Future Research, Robert J. Pidduck
Psychological Resilience Of Entrepreneurs: A Review And Agenda For Future Research, Robert J. Pidduck
Management Faculty Publications
Given that entrepreneurs face substantial adversity in initiating and developing new ventures, a burgeoning stream of research has sought to understand the concept of entrepreneurs’ psychological resilience. To structure and synthesize what we know about entrepreneurs’ psychological resilience, we systematically review the empirical literature to provide insights on how it has been conceptualized and operationalized, along with its key antecedents and outcomes. Based on our review, we advance a promising agenda for future research, grounded in connecting the psychological resilience of entrepreneurs to other research areas connected to the new venture development process. Overall, we point to the urgent need …
Big Data Techniques And Talent Management: Recommendations For Organizations And A Research Agenda For I-O Psychologists, Michael C. Campion, Michael A. Campion, Emily D. Campion
Big Data Techniques And Talent Management: Recommendations For Organizations And A Research Agenda For I-O Psychologists, Michael C. Campion, Michael A. Campion, Emily D. Campion
Management Faculty Publications
Big data and its applicability to talent management (TM) as defined by Rotolo et al. (2018) has already been recognized by many outside the field of I-O psychology. The market is beginning to include offerings from vendors for products that use some combination of big data techniques to process vast amounts of data or previously unanalyzable data, which they claim will improve components of TM for organizations. Unfortunately, as noted in the focal article, this “frontier” issue makes it difficult for organizations to separate the wheat from the chaff. Further, with few exceptions, I-O psychology is just beginning …