Journal of Applied Psychology

Article	Citations
Supplemental Material for Is It Just Me or Am I the People’s Choice? The Stress and Performance Implications of (In)Congruence Between Self- and Other-Identification as a Leader or Follower	280
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	250
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.	216
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	189
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.	159
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	130
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.	124
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.	115
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.	108
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.	107
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	77
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	74
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	69
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	68
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	64
Correction to “Does trust matter more in virtual teams? A meta-analysis of trust and team effectiveness considering virtuality and documentation as moderators” by Breuer et al. (2016).	63
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	60
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	59
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	57
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews	54
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi	53
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).	52
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.	52
They’ll conform anyway: A motivation stereotype perspective on the exploitation of Asian employees.	49
Dynamic and reciprocal relations between job insecurity and physical and mental health.	49

No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.	49
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.	49
Losing sleep over speaking up at work: A daily study of voice and insomnia.	47
The influence of friends’ person-organization fit during recruitment.	45
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	45
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.	44
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025).	43
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.	42
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.	41
Stability matters: A dynamic process view on self-efficacy in training transfer.	40
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores	39
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.	39
Supplemental Material for Give Them a Fishing Rod, if It Is Not Urgent: The Impact of Help Type on Support for Helpers’ Leadership	38
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity	38
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women	38
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.	37
Supplemental Material for Nonlinear Effect of Employee Ownership on Organizational Financial Misdeeds: The Moderating Role of Organizational Size	37
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.	35
Matches measure: A visual scale of job burnout.	35
What does it cost you to get there? The effects of emotional journeys on daily outcomes.	34
Makeup calls in organizations: An application of justice to the study of bad calls.	34
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.	33
Distances and directions: An emotional journey into the recovery process.	33
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.	32
When founders falter: A second-in-command attenuates the effect of founder identification on unethical pro-organizational behavior.	32
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.	32
Dirty work history and future career success: Does the “dirt” stick?	32
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	31
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.	31
Personality profiles of 263 occupations.	31
The benefits of cognitive style versatility for collaborative work.	30
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates	29
How psychosocial safety climate affects employee well-being via basic psychological needs: A longitudinal multilevel moderated mediation study.	29
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model	29
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization	29
Supplemental Material for A Longitudinal Meta-Analysis of Range Restriction Estimates and General Mental Ability Validity Coefficients: Better Addressing Overcorrection Amid Decline Effects	29
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.	28
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.	28
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.	28
When the young feel old and the old feel young: Age-differential effects of subjective age bias on employee voice behavior.	28
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.	28
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.	28
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.	28
A neuropsychological examination of the nature of perceived person–environment fit.	27
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	27
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.	27
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation	27
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.	27
Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes	27
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes	27

Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context	27
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.	26
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.	26
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.	26
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.	26
New strategies for addressing the diversity–validity dilemma with big data.	25
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	25
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	25
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.	25
How policy implementation impacts employee suffering at work: An exploration of medical leaves of absence.	25
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.	24
After shocks: Humble leadership improves employee adjustment following shock events.	24
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials	24
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness	24
Prospects for reducing group mean differences on cognitive tests via item selection strategies.	24
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?	24
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.	23
Gender-contingent effects of leadership on loneliness.	23
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.	23
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.	23
Supplemental Material for Hair and Its Ramifications (HAIR): A Model Describing How Hair Bias Shapes Black Women’s Work Experiences When Wearing Natural Hair	23
Supplemental Material for Reducing Adverse Impact by Hiring on Vocational Interests: A Pareto-Optimal Approach	23
Hair and Its Ramifications (HAIR): A model describing how hair bias shapes Black women’s work experiences when wearing natural hair.	23
An integrative conceptual review and theoretical framework of surprise in organizations.	23
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.	22
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	22
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.	22
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.	22
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.	21
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	21
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	21
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.	21
The consequences of ethical voice inside the organization: An integrative review.	21
The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals.	21
How and for whom using generative AI affects creativity: A field experiment.	21
Following community norms or an internal compass? The role of prospective leaders’ social category membership in the differential effects of authentic and ethical leadership on stereotype threat.	21
The paradox of structural empowerment: How and when structural empowerment fuels psychological entitlement and undermines resource sharing.	20
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	20
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	20
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	20
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	20
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	20
From road to rage: Why commute demands are associated with interpersonal counterproductive work behaviors (and what to do about it).	19
An integrative conceptual review of gender bias in leader evaluations: An observer-focused motive-driven process model.	19
Daily engagement and productivity: The importance of the speed of engagement.	19
Translating human capital amid varying intentions to stay: An integrative conceptual review of the immigrant employment attainment process.	19
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	19
A contemporary look at the relationship between general cognitive ability and job performance.	18
The definition and measurement of human capital resources: A content and meta-analytic review.	18
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance	17
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.	17
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	17
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions	17
Supplemental Material for Jekyll and Hyde Leadership: Examining the Direct and Vicarious Experiences of Abusive and Ethical Leadership Through a Justice Variability Lens	17
The organizational psychology of gig work: An integrative conceptual review.	17
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	17
Correction to “Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off” by Berry et al. (2024).	17
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance	17
Exposure to successful women and racial minorities who defy stereotypes about their groups leads to inflated perceptions of diversity in organizations.	16
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.	16
The importance of leader recovery for leader identity and behavior.	16
Investigating measurement invariance for multiple covariates in organizational research using exploratory factor analysis and confirmatory factor analysis trees.	16
Reciprocal relationships between personality traits and job satisfaction? A continuous time approach with two investigations.	16
Striving or settling: Social class origins and wage goal dynamics in the job search process.	16
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.	16
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.	16
Supplemental Material for How Does Training Contribute to Workplace Safety? A Meta-Analysis Examining the Effects of Safety Training	15
Supplemental Material for Being on the Same Page Matters: A Meta-Analytic Investigation of Leader–Member Exchange (LMX) Agreement	15
The referral penalty: Decreased perceptions of merit undermine helping behavior toward referred employees.	15
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments	15
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.	15
Relational aspects of vicarious retribution: Evidence from professional baseball.	15
When are item nuances useful for prediction in organizations? Comparing the validity of item-level, scale-level, and ensemble machine learning models.	14
The curvilinear effect of newcomer ingratiation on leader–member exchange: A dual-pathway model of supervisor attributions.	14
Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.	14
High performers in the shadow: The adverse effect of star employees on their peers.	14
Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.	14
Am I next? Men and women’s divergent justice perceptions following vicarious mistreatment.	14
The unintended consequences of state policies on entrepreneurial activity and quality of work life: A social impact study.	14
When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.	14

On the assessment of predictive bias in selection systems with multiple predictors.	14
Combat poison with “poison”: Leader-targeted negative team gossip mitigates the detrimental team consequences of abusive supervision climate.	13
Supplemental Material for The Paradox of Team Conflict Revisited: An Updated Meta-Analysis of the Team Conflict–Team Performance Relationships	13
Stopping surface-acting spillover: A transactional theory of stress perspective.	13
Taking a heavier toll? Racial differences in the effects of workplace mistreatment on depression.	13
The perils of peer bubbles: How early newcomer communication network composition shapes organizational integration and early turnover.	13
Supplemental Material for Back-Translation Practices in Organizational Research: Avoiding Loss in Translation	13
Expected and experienced daily justice, emotions, and counterproductive work behavior.	13
Supplemental Material for Quantifying the Evidence for the Absence of the Job Demands and Job Control Interaction on Workers’ Well-Being: A Bayesian Meta-Analysis	13
The implications of pay range transparency on job application preferences and negotiations.	13
Supplemental Material for The Psychology of Following: Conceptualizing and Validating the Fundamental Follower Needs Inventory	13
The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance.	12
Supplemental Material for The Validity of General Cognitive Ability Predicting Job-Specific Performance Is Stable Across Different Levels of Job Experience	12
Meetings and individual work during the workday: Examining their interdependent impact on knowledge workers’ energy.	12
Jolted: How task-based jolts disrupt status conferral by impacting higher and lower status individuals’ generosity.	12
Rising to the challenge: The interactive effect of role overload and workplace impostor thoughts on effort and subsequent job performance.	12
Automated speech recognition bias in personnel selection: The case of automatically scored job interviews.	12
Virtual work conditions impact negative work behaviors via ambiguity, anonymity, and (un)accountability: An integrative review.	12
Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors.	12
Supplemental Material for Dancing With Inactive Helpers: Effects of Team Members’ Prosocial Motivation Profiles on Team Processes and Performance	12
Managing my shame: Examining the effects of parental identity threat and emotional stability on work productivity and investment in parenting.	12
Managing online employer reviews: An impression management perspective for talent recruitment.	12
Whither bias goes, I will go: An integrative, systematic review of algorithmic bias mitigation.	12
Liberal versus conservative distrust: A construal-level approach to dissimilarity in the workplace.	12
Who speaks up when harassment is in the air? A within-person investigation of ambient harassment and voice behavior at work.	12
It’s not a cedar tree, therefore it’s not a tree: A commentary on Yao and Ma (2023).	12
Are they really just words? Investigating the prevalence and impact of physical disability biased language in job advertisements.	12
The theoretical and empirical utility of dimension-based work–family conflict: A meta-analysis.	11
What’s your 5 to 9? Antecedents and outcomes of profiles of daily recovery experience trajectories across the evening.	11
Emotional exhaustion across the workday: Person-level and day-level predictors of workday emotional exhaustion growth curves.	11
Modeling gender differences in the job promotion process: Replication and extension of Martell et al. (1996).	11
Within-person personality variability in the work context: A blessing or a curse for job performance?	11
Overcoming poverty and unemployment: The transfer dynamics of entrepreneurship training.	11
Perceived general obligation: A meta-analysis.	11
Fulfilling moral duty or prioritizing moral image? The moral self-regulatory consequences of ethical voice.	11
Supplemental Material for Shared Leadership and Team Creativity: Examining Effects of Shared Leadership Level and Concentration and the Countervailing Mechanisms	11
Correction to “Build or buy? The individual and unit-level performance of internally versus externally selected managers over time” by DeOrtentiis et al. (2018).	11
The non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders.	11
How perceived lack of benevolence harms trust of artificial intelligence management.	11
Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.	11
The (in)congruence effect of leaders’ narcissism identity and reputation on performance: A socioanalytic multistakeholder perspective.	11
Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates.	11
Supplemental Material for When Are Item Nuances Useful for Prediction in Organizations? Comparing the Validity of Item-Level, Scale-Level, and Ensemble Machine Learning Models	11
Do intelligent leaders differentiate exchange relationships intelligently? A functional leadership approach to leader-member exchange differentiation.	11
Does psychological detachment benefit job seekers? A two study weekly investigation.	11
Supplemental Material for Meta-Analytical Estimates of Interrater Reliability for Direct Supervisor Performance Ratings: Optimism Under Optimal Measurement Designs	10
Can’t get work off my mind: The effect of nonwork goal reflection on after-work rumination and well-being.	10
Egalitarian norm messaging increases human resources professionals’ salary offers to women.	10
Quantifying the evidence for the absence of the job demands and job control interaction on workers’ well-being: A Bayesian meta-analysis.	10
Supplemental Material for My Boss Is Younger, Less Educated, and Shorter Tenured: When and Why Status (In)Congruence Influences Promotion System Justification	10
Supplemental Material for Wearing Different Hats Enriches “Outside the Box” Thinking: Examining the Relationship Between Personal Life Activity Breadth and Creativity at Work	10
Supplemental Material for Adverse Impact Reduction and Job Performance Optimization via Pareto-Optimal Weighting: A Shrinkage Formula and Regularization Technique Using Machine Learning	10
From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.	10
A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.	10
Correcting for range restriction in meta-analysis: A reply to Oh et al. (2023).	10
Supplemental Material for Self-Promotion in Entrepreneurship: A Driver for Proactive Adaptation	10
Supplemental Material for A Meta-Analysis on the Crossover of Workplace Traumatic Stress Symptoms Between Partners	10
Supplemental Material for Do Not Put All of Your Eggs in One Basket: Multiverse Analysis in Applied Psychology	10
Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.	10
A creativity stereotype perspective on the Bamboo Ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States.	10
Supplemental Material for What Should I Wear to Work? An Integrative Review of the Impact of Clothing in the Workplace	10
I need a vacation: A meta-analysis of vacation and employee well-being.	9
Supplemental Material for The Enemy Within One’s Own Ranks: Meta-Analysis on the Effects of Psychopathy on Workplace-Related Behavior	9
Family socioeconomic status and job search: Pathways to job quality improvement for young adults without college degrees.	9
A person-centered approach to behaving badly at work: An examination of workplace deviance patterns.	9
Resolving the complexity–flexibility dilemma in multi-issue negotiations: Nested bracketing as a strategy to enhance negotiation outcomes.	9
Supplemental Material for Precommitment Can Allow Decision Makers to Maintain Trust When De-escalating Commitment	9
Doxing, political affiliation, and type of information: Effects on suspicion, perceived similarity, and hiring-related judgments.	9
No rest for the weary: Pay uncertainty reduces engagement in recovery.	9
The hidden dark side of empowering leadership: The moderating role of hindrance stressors in explaining when empowering employees can promote moral disengagement and unethical pro-organizational behav	9
The cost of managing impressions for Black employees: An expectancy violation theory perspective.	9
Challenging conclusions about predictive bias against Hispanic test takers in personnel selection.	9
Correction to “The dynamics of gender and alternatives in negotiation” by Dannals et al. (2021).	9
Stereotype lift and stereotype threat effects on subgroup mean differences for cognitive tests: A meta-analysis of adult samples.	9
Uncovering a motherhood advantage: How parenthood impacts perceptions of the meaning of work and work outcomes.	9
The forgotten side of empowering others: How lower social structural empowerment attenuates the effects of empowering leadership on employee psychologic	9
Retreating or repairing? Examining the alternate linkages between daily partner-instigated incivility at home and helping at work.	8
Reaping what you sow: A multilevel investigation of allocation from a pool of workers to teams.	8
Correction to “Getting to the core of locus of control: Is it an evaluation of the self or the environment?” by Johnson et al. (2015).	8
The “double-edged sword” effects of career support mentoring on newcomer turnover: How and when it helps or hurts.	8
An updated meta-analysis of the interrater reliability of supervisory performance ratings.	8
Correction to “The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals” by Tedder-King et al. (2025).	8
Moving on: Exploring the implications of leader departure and incoming temporary leaders for collective turnover and unit performance.	8
My boss is younger, less educated, and shorter tenured: When and why status (in)congruence influences promotion system justification.	8
The Leadership Arena–Reputation–Identity (LARI) model: Distinguishing shared and unique perspectives in multisource leadership ratings.	8
Supplemental Material for The Theoretical and Empirical Utility of Dimension-Based Work–Family Conflict: A Meta-Analysis	8
Organizational climate profiles: Identifying meaningful combinations of climate level and strength.	8
Digital emotional labor: Benefits and challenges of emotional labor in the context of text-based service.	8
A meta-analysis on the crossover of workplace traumatic stress symptoms between partners.	8
When narcissists exemplify ethics: Contingent consequences of ethical leadership.	7
Using wearable technology (closed loop acoustic stimulation) to improve sleep quality and work outcomes.	7
When do people prefer to be asked or told? The interplay between participative/directive advising style and expertise superiority in recommendation acceptance.	7
Multiple jobholding motivations and experiences: A typology and latent profile analysis.	7
Trickle-up effects of children’s financial anxiety on parent retirement intentions.	7
Zooming out on bargaining tables: Exploring which conversation dynamics predict negotiation outcomes.	7