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	263
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	245
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.	205
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	180
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.	174
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	154
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.	126
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.	122
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.	122
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.	114
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	106
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	103
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	76
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	70
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	69
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	66
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	63
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).	61
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	60
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews	59
Losing sleep over speaking up at work: A daily study of voice and insomnia.	56
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.	55
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).	53
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi	53
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.	52

No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.	51
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.	49
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.	47
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025).	46
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.	45
The influence of friends’ person-organization fit during recruitment.	45
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.	44
Stability matters: A dynamic process view on self-efficacy in training transfer.	43
Dynamic and reciprocal relations between job insecurity and physical and mental health.	42
They’ll conform anyway: A motivation stereotype perspective on the exploitation of Asian employees.	42
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	42
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores	41
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women	39
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity	38
Supplemental Material for Give Them a Fishing Rod, if It Is Not Urgent: The Impact of Help Type on Support for Helpers’ Leadership	38
Distances and directions: An emotional journey into the recovery process.	37
Supplemental Material for Nonlinear Effect of Employee Ownership on Organizational Financial Misdeeds: The Moderating Role of Organizational Size	37
Dirty work history and future career success: Does the “dirt” stick?	37
Makeup calls in organizations: An application of justice to the study of bad calls.	35
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.	35
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.	35
Personality profiles of 263 occupations.	33
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.	33
The benefits of cognitive style versatility for collaborative work.	33
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.	33
What does it cost you to get there? The effects of emotional journeys on daily outcomes.	32
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	32
Matches measure: A visual scale of job burnout.	32
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.	32
How psychosocial safety climate affects employee well-being via basic psychological needs: A longitudinal multilevel moderated mediation study.	31
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.	31
When founders falter: A second-in-command attenuates the effect of founder identification on unethical pro-organizational behavior.	30
Supplemental Material for A Longitudinal Meta-Analysis of Range Restriction Estimates and General Mental Ability Validity Coefficients: Better Addressing Overcorrection Amid Decline Effects	30
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization	29
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model	29
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	29
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates	29
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.	28
Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.	28
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.	28
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.	28
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.	27
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.	27
When the young feel old and the old feel young: Age-differential effects of subjective age bias on employee voice behavior.	27
A neuropsychological examination of the nature of perceived person–environment fit.	27
Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes	26
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation	26
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.	26
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes	26
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.	26

The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.	26
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context	26
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.	26
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.	25
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.	25
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.	25
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.	25
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.	25
The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming.	25
How policy implementation impacts employee suffering at work: An exploration of medical leaves of absence.	25
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.	24
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	24
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.	23
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials	23
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?	23
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.	23
Prospects for reducing group mean differences on cognitive tests via item selection strategies.	23
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.	23
After shocks: Humble leadership improves employee adjustment following shock events.	23
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness	23
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	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.	22
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.	22
Supplemental Material for Reducing Adverse Impact by Hiring on Vocational Interests: A Pareto-Optimal Approach	22
An integrative conceptual review and theoretical framework of surprise in organizations.	22
The consequences of ethical voice inside the organization: An integrative review.	22
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.	22
Gender-contingent effects of leadership on loneliness.	21
Hair and Its Ramifications (HAIR): A model describing how hair bias shapes Black women’s work experiences when wearing natural hair.	21
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	21
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	21
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.	21
Supplemental Material for Hair and Its Ramifications (HAIR): A Model Describing How Hair Bias Shapes Black Women’s Work Experiences When Wearing Natural Hair	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
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.	21
How and for whom using generative AI affects creativity: A field experiment.	21
The paradox of structural empowerment: How and when structural empowerment fuels psychological entitlement and undermines resource sharing.	21
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	20
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	20
The definition and measurement of human capital resources: A content and meta-analytic review.	20
Translating human capital amid varying intentions to stay: An integrative conceptual review of the immigrant employment attainment process.	20
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	20
An integrative conceptual review of gender bias in leader evaluations: An observer-focused motive-driven process model.	20
The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals.	19
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	19
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	19
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	19
Daily engagement and productivity: The importance of the speed of engagement.	19
A contemporary look at the relationship between general cognitive ability and job performance.	18
The organizational psychology of gig work: An integrative conceptual review.	18
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance	18
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 The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance	17
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	17
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.	16
Exposure to successful women and racial minorities who defy stereotypes about their groups leads to inflated perceptions of diversity in organizations.	16
The importance of leader recovery for leader identity and behavior.	16
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.	16
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions	16
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.	16
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.	16
Supplemental Material for Jekyll and Hyde Leadership: Examining the Direct and Vicarious Experiences of Abusive and Ethical Leadership Through a Justice Variability Lens	16
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	16
Striving or settling: Social class origins and wage goal dynamics in the job search process.	15
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.	15
Investigating measurement invariance for multiple covariates in organizational research using exploratory factor analysis and confirmatory factor analysis trees.	15
Relational aspects of vicarious retribution: Evidence from professional baseball.	15
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments	15
Supplemental Material for Being on the Same Page Matters: A Meta-Analytic Investigation of Leader–Member Exchange (LMX) Agreement	15
The unintended consequences of state policies on entrepreneurial activity and quality of work life: A social impact study.	14
The referral penalty: Decreased perceptions of merit undermine helping behavior toward referred employees.	14
High performers in the shadow: The adverse effect of star employees on their peers.	14
On the assessment of predictive bias in selection systems with multiple predictors.	14
The curvilinear effect of newcomer ingratiation on leader–member exchange: A dual-pathway model of supervisor attributions.	14
When are item nuances useful for prediction in organizations? Comparing the validity of item-level, scale-level, and ensemble machine learning models.	14
Supplemental Material for How Does Training Contribute to Workplace Safety? A Meta-Analysis Examining the Effects of Safety Training	14
Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.	14
Managing online employer reviews: An impression management perspective for talent recruitment.	13

When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.	13
Stopping surface-acting spillover: A transactional theory of stress perspective.	13
The implications of pay range transparency on job application preferences and negotiations.	13
Am I next? Men and women’s divergent justice perceptions following vicarious mistreatment.	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
Combat poison with “poison”: Leader-targeted negative team gossip mitigates the detrimental team consequences of abusive supervision climate.	13
Supplemental Material for The Psychology of Following: Conceptualizing and Validating the Fundamental Follower Needs Inventory	13
Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.	13
Supplemental Material for Back-Translation Practices in Organizational Research: Avoiding Loss in Translation	13
The perils of peer bubbles: How early newcomer communication network composition shapes organizational integration and early turnover.	13
Rising to the challenge: The interactive effect of role overload and workplace impostor thoughts on effort and subsequent job performance.	12
Whither bias goes, I will go: An integrative, systematic review of algorithmic bias mitigation.	12
Taking a heavier toll? Racial differences in the effects of workplace mistreatment on depression.	12
Managing my shame: Examining the effects of parental identity threat and emotional stability on work productivity and investment in parenting.	12
Virtual work conditions impact negative work behaviors via ambiguity, anonymity, and (un)accountability: An integrative review.	12
Supplemental Material for The Validity of General Cognitive Ability Predicting Job-Specific Performance Is Stable Across Different Levels of Job Experience	12
Expected and experienced daily justice, emotions, and counterproductive work behavior.	12
Supplemental Material for The Paradox of Team Conflict Revisited: An Updated Meta-Analysis of the Team Conflict–Team Performance Relationships	12
Automated speech recognition bias in personnel selection: The case of automatically scored job interviews.	12
Are they really just words? Investigating the prevalence and impact of physical disability biased language in job advertisements.	12
The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance.	12
It’s not a cedar tree, therefore it’s not a tree: A commentary on Yao and Ma (2023).	12
Meetings and individual work during the workday: Examining their interdependent impact on knowledge workers’ energy.	11
Liberal versus conservative distrust: A construal-level approach to dissimilarity in the workplace.	11
Supplemental Material for Shared Leadership and Team Creativity: Examining Effects of Shared Leadership Level and Concentration and the Countervailing Mechanisms	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
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
Who speaks up when harassment is in the air? A within-person investigation of ambient harassment and voice behavior at work.	11
Jolted: How task-based jolts disrupt status conferral by impacting higher and lower status individuals’ generosity.	11
Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates.	11
Does psychological detachment benefit job seekers? A two study weekly investigation.	11
How perceived lack of benevolence harms trust of artificial intelligence management.	11
The non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders.	11
Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.	11
Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors.	11
The (in)congruence effect of leaders’ narcissism identity and reputation on performance: A socioanalytic multistakeholder perspective.	11
Emotional exhaustion across the workday: Person-level and day-level predictors of workday emotional exhaustion growth curves.	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
Overcoming poverty and unemployment: The transfer dynamics of entrepreneurship training.	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
Perceived general obligation: A meta-analysis.	11
Supplemental Material for Dancing With Inactive Helpers: Effects of Team Members’ Prosocial Motivation Profiles on Team Processes and Performance	11
Fulfilling moral duty or prioritizing moral image? The moral self-regulatory consequences of ethical voice.	11
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 Adverse Impact Reduction and Job Performance Optimization via Pareto-Optimal Weighting: A Shrinkage Formula and Regularization Technique Using Machine Learning	10
Can’t get work off my mind: The effect of nonwork goal reflection on after-work rumination and well-being.	10
A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.	10
From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.	10
Supplemental Material for What Should I Wear to Work? An Integrative Review of the Impact of Clothing in the Workplace	10
Do intelligent leaders differentiate exchange relationships intelligently? A functional leadership approach to leader-member exchange differentiation.	10
Supplemental Material for Do Not Put All of Your Eggs in One Basket: Multiverse Analysis in Applied Psychology	10
Correcting for range restriction in meta-analysis: A reply to Oh et al. (2023).	10
A creativity stereotype perspective on the Bamboo Ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States.	10
Challenging conclusions about predictive bias against Hispanic test takers in personnel selection.	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 Meta-Analytical Estimates of Interrater Reliability for Direct Supervisor Performance Ratings: Optimism Under Optimal Measurement Designs	10
Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.	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
Resolving the complexity–flexibility dilemma in multi-issue negotiations: Nested bracketing as a strategy to enhance negotiation outcomes.	9
Supplemental Material for The Enemy Within One’s Own Ranks: Meta-Analysis on the Effects of Psychopathy on Workplace-Related Behavior	9
The nonlinear relationship between atypical applicant experience and hiring: The red flags perspective.	9
Retreating or repairing? Examining the alternate linkages between daily partner-instigated incivility at home and helping at work.	9
The Leadership Arena–Reputation–Identity (LARI) model: Distinguishing shared and unique perspectives in multisource leadership ratings.	9
The forgotten side of empowering others: How lower social structural empowerment attenuates the effects of empowering leadership on employee psychologic	9
Stereotype lift and stereotype threat effects on subgroup mean differences for cognitive tests: A meta-analysis of adult samples.	9
A person-centered approach to behaving badly at work: An examination of workplace deviance patterns.	9
The cost of managing impressions for Black employees: An expectancy violation theory perspective.	9
Supplemental Material for Precommitment Can Allow Decision Makers to Maintain Trust When De-escalating Commitment	9
Family socioeconomic status and job search: Pathways to job quality improvement for young adults without college degrees.	8
No rest for the weary: Pay uncertainty reduces engagement in recovery.	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
A meta-analysis on the crossover of workplace traumatic stress symptoms between partners.	8
Correction to “The dynamics of gender and alternatives in negotiation” by Dannals et al. (2021).	8
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	8
Doxing, political affiliation, and type of information: Effects on suspicion, perceived similarity, and hiring-related judgments.	8
The “double-edged sword” effects of career support mentoring on newcomer turnover: How and when it helps or hurts.	8
My boss is younger, less educated, and shorter tenured: When and why status (in)congruence influences promotion system justification.	8
Uncovering a motherhood advantage: How parenthood impacts perceptions of the meaning of work and work outcomes.	8
An updated meta-analysis of the interrater reliability of supervisory performance ratings.	8
I need a vacation: A meta-analysis of vacation and employee well-being.	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
Reaping what you sow: A multilevel investigation of allocation from a pool of workers to teams.	8
Preretirement resources and postretirement life satisfaction change trajectory: Examining the mediating role of retiree experience during retirement transition phase.	7
A stimulus-based model of the team adaptation process: An integrated conceptual review.	7
Multiple jobholding motivations and experiences: A typology and latent profile analysis.	7
Search committee diversity and applicant pool representation of women and underrepresented minorities: A quasi-experimental field study.	7
When narcissists exemplify ethics: Contingent consequences of ethical leadership.	7
Zooming out on bargaining tables: Exploring which conversation dynamics predict negotiation outcomes.	7