Applied Psychology: An International Review is the official journal of the International Association of Applied Psychology (IAAP), the oldest worldwide association of scholars and practitioners of the discipline of psychology (founded in 1920).    Applied Psychology: An International Review is a peer-reviewed, truly international outlet for the scholarly dissemination of findings in applied psychology. Articles are encouraged from all areas of applied psychology including, but not limited to, organizational, cross-cultural, educational, health, counseling, sport and environmental psychology.

Applied Psychology: An International Review is the official journal of the International Association of Applied Psychology (IAAP), the oldest worldwide association of scholars and practitioners in the field of psychology, founded in 1920. This peer-reviewed journal serves as a truly international platform for the scholarly dissemination of findings in applied psychology. We encourage submissions from all areas of applied psychology, including but not limited to organizational, cross-cultural, educational, health, counseling, sport, and environmental psychology.

《Applied Psychology: An International Review》是国际应用心理学协会（IAAP）的官方期刊，该协会是心理学学者和从业者的全球最古老协会，成立于1920年。《Applied Psychology: An International Review》是一个经过同行评审的国际性期刊，致力于学术成果在应用心理学领域的传播。我们欢迎来自应用心理学各个领域的文章，包括但不限于组织心理学、跨文化心理学、教育心理学、健康心理学、咨询心理学、运动心理学和环境心理学。

Applied Psychology

The aim of this meta‐analysis was to evaluate the overall effectiveness of interventions designed to enhance psychological capital (PsyCap), well‐being, and performance. We used inclusion criteria such as: to have an experimental design, the sample to be formed by employees or students, to contain a measure of PsyCap, and a control group. Forty‐one trials ( N total = 3,911) met these criteria. The overall effect of the interventions on all PsyCap variables was significant but small ( d = 0.34, k = 41, Z = 6.74, p &lt; .001). Separate analyses on each of the PsyCap variables also revealed significant effects: small effects on developing PsyCap ( d = 0.26, k = 9, Z = 4.37, p &lt; .001), hope ( d = 0.22, k = 5, Z = 2.26, p &lt; .05), self‐efficacy ( d = 0.37, k = 18, Z = 4.11, p &lt; .001), and optimism ( d = 0.36, k = 12, Z = 2.52, p &lt; .05), and a small to medium effect for resilience ( d = 0.49, k = 12, Z = 3.61, p &lt; .001). The effectiveness of the PsyCap interventions on well‐being and performance is also significant.

Daria Lupșa

Delia Vîrga

Laurențiu P. Maricuțoiu

Andrei Rusu

Increasing Psychological Capital: A Pre‐Registered Meta‐Analysis of Controlled Interventions

提升心理资本：一项预注册的控制干预元分析

Despite recent interest in the topic of resilience in organisations, much work is still needed to advance our understanding of this important area of inquiry. With this in mind, the authors argue that the study of resilience would benefit from (1) greater definitional clarity and (2) explicit inclusion of temporal issues in theoretical conceptualisations of resilience. Based on a systematic review of the literature, we advocate for a concise definition of resilience, along with a heuristic framework intended to meaningfully categorise the various elements, features, and experiences implicated by the concept of resilience, including (a) adversity triggers, (b) resilience outcomes, (c) resilience mechanisms, and (d) resilience promoting factors. This is followed by a discussion of temporal issues in relation to each of the four categories above. Various propositions and recommendations for future research are also presented.

David M. Fisher

Jennifer M. Ragsdale

Emily C.S. Fisher

The Importance of Definitional and Temporal Issues in the Study of Resilience

韧性研究中定义性与时间性问题的重要性

Over the last two decades, the multi‐dimensional notion of job performance has been fully brought to life. The differentiation between core task performance and various aspects of discretionary work behaviour is now commonly applied. A multitude of empirical studies, enhancing our knowledge of the antecedents and consequences of the different performance aspects, have recently been summarised through various meta‐analyses. We use this as an occasion for taking stock in order to identify new areas of theorising and empirical research. Focusing in particular on proactive performance aspects, the present paper identifies three themes that could inspire new research and model development. We suggest taking a new approach to the treatment of time in order to account for the dynamic nature of performance on the one hand, and to consider life‐span changes on the other, developing comprehensive models on proactivity‐enhancing interventions, and more strongly incorporating a cross‐cultural perspective.
Durant les deux dernières décennies, la notion multidimensionnelle de performance au travail a été portée sur le devant de la scène. La différence entre la performance centrale dans la tâche et divers aspects de la conduite intentionnelle au travail est désormais entrée dans les esprits. Une multitude d'études empiriques qui enrichissent nos connaissances sur les antécédents et les conséquences des multiples facettes de la performance ont récemment été globalisées dans plusieurs méta‐analyses. Nous les exploitons afin d'ouvrir de nouveaux champs recherches théoriques et empiriques. En se focalisant en particulier sur les dimensions proactives de la performance, cet article identifie trois thèmes qui pourraient inspirer de nouvelles recherches et favoriser le développement de nouveaux modèles. On propose de traiter le temps différemment afin de prendre en compte d'une part le caractère dynamique de la performance et d'autre part les changements au cours de la vie, de développer des modèles exhaustifs des interventions améliorant la proactivité, et d'intégrer plus étroitement la perspective transculturelle.

Doris Fay

Sabine Sonnentag

A Look Back to Move Ahead: New Directions for Research on Proactive Performance and Other Discretionary Work Behaviours

回顾过去，展望未来：主动性绩效及其他自主工作行为研究的新方向

The present study tested with 142 families a structural model of the interplay of perceived dyadic and collective forms of efficacy within the interdependent family system, and how these different forms of efficacy are structurally related to quality of family functioning and satisfaction with family life. Dyadic parent-child efficacy, dyadic spousal efficacy, and filial efficacy were linked to family satisfaction through the mediating impact of collective family efficacy. A high sense of collective family efficacy was accompanied by open family communication and candid disclosure by adolescents of their activities outside the home. Collective family efficacy contributed to parents' and adolescents' satisfaction with their family life both directly and through its impact on quality of family functioning. An alternative structural model in which quality of family functioning affects the different forms of perceived family efficacy and family satisfaction provided a poorer fit to the data.

Albert Bandura

Gian Vittorio Caprara

Claudio Barbaranelli

Camillo Regalia

Eugenia Scabini

Impact of Family Efficacy Beliefs on Quality of Family Functioning and Satisfaction with Family Life

家庭效能信念对家庭功能质量及家庭生活满意度的影响

Conservation of Resources (COR) theory predicts that resource loss is the principal ingredient in the stress process. Resource gain, in turn, is depicted as of increasing importance in the context of loss. Because resources are also used to prevent resource loss, at each stage of the stress process people are increasingly vulnerable to negative stress sequelae, that if ongoing result in rapid and impactful loss spirals. COR theory is seen as an alternative to appraisal-based stress theories because it relies more centrally on the objective and culturally construed nature of the environment in determining the stress process, rather than the individual’s personal construel. COR theory has been successfully employed in predicting a range of stress outcomes in organisational settings, health contexts, following traumatic stress, and in the face of everyday stressors. Recent advances in understanding the biological, cognitive, and social bases of stress responding are seen as consistent with the original formulation of COR theory, but call for envisioning of COR theory and the stress process within a more collectivist backdrop than was first posited. The role of both resource losses and gains in predicting positive stress outcomes is also considered. Finally, the limitations and applications of COR theory are discussed.

Stevan E. Hobfoll

The Influence of Culture, Community, and the Nested‐Self in the Stress Process: Advancing Conservation of Resources Theory

文化、社区与嵌套自我在压力过程中的影响：推进资源保存理论

Abstract Despite the importance of leader humor in sustaining organizational effectiveness, little is known about how and when leader humor affects employee thriving, an important indicator of employee personal growth and organizational sustainable human capital. Drawing on and extending the socially embedded model of thriving at work, this study takes a balanced view and investigates the positive and negative impacts of leader humor on employee thriving. On the one hand, we propose that leader humor is related to information inadequacy, which hinders employee thriving. On the other hand, we argue that leader humor enables employees' positive affect, which enhances their level of thriving. Three‐wave data collected from 268 employees working in various industries support our hypotheses. The findings show that high‐quality information and affect resources exchange relationships with teammates (i.e., team–member exchange) alleviate the detrimental effect of leader humor on information adequacy but do not affect its beneficial effect on positive affect, which facilitates employee thriving as a whole. This study has practical implications on how practitioners can capitalize on leader humor and build a thriving workforce.

Angela J. Xu

Lei Wang

Fufu Sun

The double‐edged sword effect of leader humor on employee thriving at work

领导者幽默对员工工作繁荣的双刃剑效应

Abstract It is well established that in contemporary Western society, work and family (WF) are often navigated by both members of a parenting couple. However, existing understandings regarding the communicative processes by which both parents navigate, and relationally co‐construct WF boundaries together, remain somewhat of a theoretical blind spot. This study provides insights into the relational communicative practices that coupled, heterosexual parents engage in when navigating WF boundaries. Our couple‐level data collected during the UK Covid‐19 lockdown period, in which both parents simultaneously experienced boundary disruption, explore the communicative practices or ‘tactics’ engaged in to relationally navigate boundaries in this context. Utilising a novel multi‐method, qualitative approach constituting in‐depth interviews and daily diaries, we extend the concept of communicative tactics put forward by Kreiner et al.. Specifically, our findings uncover new relational patterns of communicative tactics utilised for WF boundary navigation, which we term ‘synergistic’ and ‘siloed’ communicative modes . We demonstrate how the tactics of ‘expectation setting’ and ‘confronting violators’, alongside the novel communicative tactic we term ‘re‐setting expectations’, can be enacted in very different ways depending upon the overarching communicative mode, thereby constituting distinct relational communicative approaches. We further demonstrate the role of (gendered) power dynamics on communicative practices revealing how such dynamics can impact upon prevailing gender (in)equality between parents. We conclude by discussing the implications of these findings for both future research and practice.

Jasmine Kelland

Laura Radcliffe

Grace Williams

Jo Gregory‐Chialton

Synergistic or Siloed? Communicative practices in dual‐earner parents' boundary navigation and implications for gendered work‐family experiences

协同还是孤立？双职工父母边界导航中的沟通实践及其对性别化的工作-家庭体验的影响

Abstract Work as a calling theory predicts that perceiving and living out a calling lead to higher task performance, and empirical evidence supports the assumption that perceiving a calling is related to task performance. Yet, the longitudinal precedence between career calling and task performance has not been investigated. This study examines the temporal relationship between career calling and self‐rated task performance using a three‐wave longitudinal design with 285 US employees. Findings from a cross‐lagged panel model analysis indicate that self‐rated task performance predicts career calling more strongly than the reverse. These results suggest that self‐rated task performance outcomes may drive the development of a career calling, challenging traditional assumptions. The study's implications highlight the importance of performance feedback in cultivating employees' sense of purpose and calling. Future research should explore the boundary conditions of this relationship and consider various performance metrics.

Sophie Gerdel

Anna Dalla Rosa

Ryan Daniel Duffy

Michelangelo Vianello

The causal relation between career calling and task performance: A three‐wave panel study

职业使命与任务绩效的因果关系：一项三波面板研究

Abstract Researchers often stray from recommendations provided by simulation studies when conducting confirmatory factor analysis (CFA), causing unwieldy applications of the analysis and diminished confidence in published results. We introduce three particularly important informal practices associated with (1) alternative interpretations of model fit, (2) the use of inadvisable combinations of fit indices, and (3) the failure to conduct effective model comparisons. We then review over 2000 CFAs in premier organizational science journals. Our results support that researchers widely engage in all three informal practices. To address this tension, we (1) formalize modern interpretations of model fit by providing percentile ranges of indices in published articles, such that researchers can make relative and continuous assessments of model fit. We (2) emphasize the importance of assessing multiple recommended fit indices together to provide complete depictions of model soundness. Lastly, we (3) demonstrate the necessity to perform appropriate model comparisons, including the assessment of more complex models.

Matt C. Howard

Melanie Boudreaux

Joshua Cogswell

Kelly G. Manix

Matthew T. Oglesby

A literature review of model fit and model comparisons with confirmatory factor analysis: Formalizing the informal in organizational science

组织科学中验证性因子分析的模型拟合与模型比较文献综述：形式化非正式内容

Abstract Prior research on miscitations in academic literatures have painted a dismal picture of high rates of inaccuracy. While this issue and the problems that stem from inaccurate citations have been reviewed, the attention given to the causes of such inaccuracies has so far been narrow. The primary rationale given for citation errors is author lack of motivation. In the current manuscript, we suggest that examining the potential for cognitive biases to also contribute to miscitations can add conceptual nuance to this question as well as provide additional recommendations for practice. We argue that even when authors are motivated to cite research correctly, that the cognitive biases of source confusion, gist memory, and repetition effects may lead to miscitations. We explore these ideas with a systematic review of over 1400 papers in which we found that the rates of miscitation are high (44.8%). Additionally, evidence from the review provides some support that cognitive biases may produce miscitations. Recommendations to authors, reviewers, and editors are provided.

Abbreviation
Journal Impact	5.04
Quartiles(Global)	PSYCHOLOGY, APPLIED(Q1)

ISSN	0269-994X, 1464-0597
h-index	111

Publication Information	Publisher: Wiley-Blackwell Publishing Ltd，Publishing cycle: ，Journal Type: journal，Open Access Journals: No
Basic data	Year of publication: 1996，Proportion of original research papers: 89.02%，Self Citation Rate:6.10%， Gold OA Rate: 39.44%

Applied Psychology

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