Journal of Applied Psychology

Article	Citations
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.	195
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	193
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	182
Supplemental Material for Organizational Political Affiliation and Job Seekers: If I Don’t Identify With Your Party, Am I Still Attracted?	142
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	122
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	110
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	100
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	96
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	94
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	93
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.	90
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	79
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	79
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	78
Trapped by a first hypothesis: How rudeness leads to anchoring.	78
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.	78
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	74
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	73
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	67
Stop and go, where is my flow? How and when daily aversive morning commutes are negatively related to employees’ motivational states and behavior at work.	63
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	63
Turnover during a corporate merger: How workplace network change influences staying.	62
Supplemental Material for Promotive and Prohibitive Ethical Voice: Coworker Emotions and Support for the Voice	60
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.	60
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	60

The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.	60
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	57
The influence of friends’ person-organization fit during recruitment.	54
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	54
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.	51
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.	49
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.	48
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	47
Dynamic and reciprocal relations between job insecurity and physical and mental health.	45
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	44
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.	43
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).	43
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.	43
Losing sleep over speaking up at work: A daily study of voice and insomnia.	43
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores	42
Supplemental Material for Disaster or Opportunity? How COVID-19-Associated Changes in Environmental Uncertainty and Job Insecurity Relate to Organizational Identification and Performance	42
The benefits of cognitive style versatility for collaborative work.	42
Supplemental Material for Give Them a Fishing Rod, if It Is Not Urgent: The Impact of Help Type on Support for Helpers’ Leadership	41
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity	41
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women	41
How psychosocial safety climate affects employee well-being via basic psychological needs: A longitudinal multilevel moderated mediation study.	40
Supplemental Material for Nonlinear Effect of Employee Ownership on Organizational Financial Misdeeds: The Moderating Role of Organizational Size	40
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.	38
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.	38
Makeup calls in organizations: An application of justice to the study of bad calls.	38
What does it cost you to get there? The effects of emotional journeys on daily outcomes.	36
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
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	34
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.	34
Matches measure: A visual scale of job burnout.	34
Different starting lines, different finish times: The role of social class in the job search process.	34
Personality profiles of 263 occupations.	33
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.	33
Distances and directions: An emotional journey into the recovery process.	33
Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.	33
Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior.	33
Supplemental Material for A Longitudinal Meta-Analysis of Range Restriction Estimates and General Mental Ability Validity Coefficients: Better Addressing Overcorrection Amid Decline Effects	33
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model	32
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates	32
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.	31
Supplemental Material for An Integration-and-Learning Perspective on Gender Diversity in Self-Managing Teams: The Roles of Learning Goal Orientation and Shared Leadership	31
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.	30
Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.	30
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization	29
A neuropsychological examination of the nature of perceived person–environment fit.	29
The PCMT model of organizational support: An integrative review and reconciliation of the organizational support literature.	29
Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic.	29
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.	28

Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.	28
Excuse me, do you have a minute? An exploration of the dark- and bright-side effects of daily work interruptions for employee well-being.	28
How CEOs respond to mortality salience during the COVID-19 pandemic: Integrating terror management theory with regulatory focus theory.	28
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.	28
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	28
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 Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation	27
The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming.	26
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.	26
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.	26
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.	26
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.	26
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	26
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.	26
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.	25
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.	25
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context	25
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.	24
Supplemental Material for A Review and Theoretical Framework for Understanding External Team Contexts	24
New strategies for addressing the diversity–validity dilemma with big data.	24
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness	24
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	24
Portrait of a workplace deviant: A clearer picture of the Big Five and Dark Triad as predictors of workplace deviance.	24
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials	23
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.	23
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.	22
Supplemental Material for A Meta-Analytic Review of Identification at Work: Relative Contribution of Team, Organizational, and Professional Identification	22
How and for whom using generative AI affects creativity: A field experiment.	22
Prospects for reducing group mean differences on cognitive tests via item selection strategies.	22
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.	22
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?	21
To and fro: The costs and benefits of power fluctuation throughout the day.	21
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.	21
Daily microbreaks in a self-regulatory resources lens: Perceived health climate as a contextual moderator via microbreak autonomy.	21
Strategically overconfident (to a fault): How self-promotion motivates advisor confidence.	21
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.	21
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.	21
Gender-contingent effects of leadership on loneliness.	21
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.	21
The consequences of ethical voice inside the organization: An integrative review.	20
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.	20
An integrative conceptual review and theoretical framework of surprise in organizations.	20
How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.	20
After shocks: Humble leadership improves employee adjustment following shock events.	20
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.	20
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	19
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	19
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	19
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.	19
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	19
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	19
Supplemental Material for Organizational-Level Perceived Support Enhances Organizational Profitability	19
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	19
Daily engagement and productivity: The importance of the speed of engagement.	18
The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals.	18
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	18
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	18
The definition and measurement of human capital resources: A content and meta-analytic review.	18
The organizational psychology of gig work: An integrative conceptual review.	17
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	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
A contemporary look at the relationship between general cognitive ability and job performance.	17
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance	17
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions	17
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	17
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.	17
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance	17
Teamwork in the time of COVID-19: Creating, dissolving, and reactivating network ties in response to a crisis.	16
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.	16
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.	16
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.	16
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.	16
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).	16
The importance of leader recovery for leader identity and behavior.	16
Supplemental Material for Being on the Same Page Matters: A Meta-Analytic Investigation of Leader–Member Exchange (LMX) Agreement	15
Work–leisure blending: An integrative conceptual review and framework to guide future research.	15
Relational aspects of vicarious retribution: Evidence from professional baseball.	15
Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.	15
On the assessment of predictive bias in selection systems with multiple predictors.	15

Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.	15
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	15
When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.	15
Stopping surface-acting spillover: A transactional theory of stress perspective.	15
Supplemental Material for How Does Training Contribute to Workplace Safety? A Meta-Analysis Examining the Effects of Safety Training	15
Acknowledgment of Ad Hoc Reviewers	15
The curvilinear effect of newcomer ingratiation on leader–member exchange: A dual-pathway model of supervisor attributions.	15
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments	15
High performers in the shadow: The adverse effect of star employees on their peers.	15
Am I next? Men and women’s divergent justice perceptions following vicarious mistreatment.	15
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	14
Virtual work conditions impact negative work behaviors via ambiguity, anonymity, and (un)accountability: An integrative review.	14
The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance.	14
See no evil, hear no evil, speak no evil: Theorizing network silence around sexual harassment.	14
Supplemental Material for Back-Translation Practices in Organizational Research: Avoiding Loss in Translation	14
Managing online employer reviews: An impression management perspective for talent recruitment.	14
Taking a heavier toll? Racial differences in the effects of workplace mistreatment on depression.	14
“Burnt by the spotlight”: How leadership endorsements impact the longevity of female leaders.	14
Automated speech recognition bias in personnel selection: The case of automatically scored job interviews.	14
Combat poison with “poison”: Leader-targeted negative team gossip mitigates the detrimental team consequences of abusive supervision climate.	14
Managing my shame: Examining the effects of parental identity threat and emotional stability on work productivity and investment in parenting.	14
Perceived general obligation: A meta-analysis.	13
Supplemental Material for Social Support at Work Carries Weight: Relations Between Social Support, Employees’ Diurnal Cortisol Patterns, and Body Mass Index	13
It’s not a cedar tree, therefore it’s not a tree: A commentary on Yao and Ma (2023).	13
Whither bias goes, I will go: An integrative, systematic review of algorithmic bias mitigation.	13
Fulfilling moral duty or prioritizing moral image? The moral self-regulatory consequences of ethical voice.	13
Supplemental Material for The Validity of General Cognitive Ability Predicting Job-Specific Performance Is Stable Across Different Levels of Job Experience	13
Supplemental Material for Am I Motivated to Share Knowledge for Better Innovative Performance? An Approach and Avoidance Framework	13
The (in)congruence effect of leaders’ narcissism identity and reputation on performance: A socioanalytic multistakeholder perspective.	13
Meetings and individual work during the workday: Examining their interdependent impact on knowledge workers’ energy.	12
Emotional exhaustion across the workday: Person-level and day-level predictors of workday emotional exhaustion growth curves.	12
Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates.	12
Who speaks up when harassment is in the air? A within-person investigation of ambient harassment and voice behavior at work.	12
Liberal versus conservative distrust: A construal-level approach to dissimilarity in the workplace.	12
Jolted: How task-based jolts disrupt status conferral by impacting higher and lower status individuals’ generosity.	12
Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors.	12
Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.	12
Do intelligent leaders differentiate exchange relationships intelligently? A functional leadership approach to leader-member exchange differentiation.	11
The theoretical and empirical utility of dimension-based work–family conflict: A meta-analysis.	11
Supplemental Material for Young Stars and Red Giants: The Moderating Effect of Age Diversity on the Relationship Between the Proportion of High Performers and Team Performance	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 non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders.	11
Robots at work: People prefer—and forgive—service robots with perceived feelings.	11
Supplemental Material for Inclined but Less Skilled? Disentangling Extraversion, Communication Skill, and Leadership Emergence	11
Supplemental Material for Shared Leadership and Team Creativity: Examining Effects of Shared Leadership Level and Concentration and the Countervailing Mechanisms	11
Overcoming poverty and unemployment: The transfer dynamics of entrepreneurship training.	11
Taking peers into account: Adoption and effects of high-investment human resource systems.	11
Supplemental Material for The Impact of Leader Dominance on Employees’ Zero-Sum Mindset and Helping Behavior	11
Supplemental Material for Evaluating the Impact of The Live Healthy, Work Healthy Program on Organizational Outcomes: A Randomized Field Experiment	11
Does psychological detachment benefit job seekers? A two study weekly investigation.	11
How perceived lack of benevolence harms trust of artificial intelligence management.	10
The nonlinear relationship between atypical applicant experience and hiring: The red flags perspective.	10
Supplemental Material for The Nonlinear Relationship Between Atypical Applicant Experience and Hiring: The Red Flags Perspective	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
When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work–family conflict and enrichment.	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 My Boss Is Younger, Less Educated, and Shorter Tenured: When and Why Status (In)Congruence Influences Promotion System Justification	10
A work–family enrichment intervention: Transferring resources across life domains.	10
Egalitarian norm messaging increases human resources professionals’ salary offers to women.	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
Supplemental Material for Too Good to Be True? Are Supervisor-Perspective Ratings a Valid Substitute for Actual Supervisor Ratings?	10
Quantifying the evidence for the absence of the job demands and job control interaction on workers’ well-being: A Bayesian meta-analysis.	9
The dynamics of gender and alternatives in negotiation.	9
Challenging conclusions about predictive bias against Hispanic test takers in personnel selection.	9
Supplemental Material for What Should I Wear to Work? An Integrative Review of the Impact of Clothing in the Workplace	9
First impression effects in organizational psychology.	9
From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.	9
A creativity stereotype perspective on the Bamboo Ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States.	9
Supplemental Material for Do Not Put All of Your Eggs in One Basket: Multiverse Analysis in Applied Psychology	9
Gender and social network brokerage: A meta-analysis and field investigation.	9
Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.	9
Supplemental Material for Protecting Their Turf: When and Why Supervisors Undermine Employee Boundary Spanning	9
The cost of managing impressions for Black employees: An expectancy violation theory perspective.	8
Supplemental Material for Reconciling Female Agentic Advantage and Disadvantage With the CADDIS Measure of Agency	8
Supplemental Material for The Enemy Within One’s Own Ranks: Meta-Analysis on the Effects of Psychopathy on Workplace-Related Behavior	8
The forgotten side of empowering others: How lower social structural empowerment attenuates the effects of empowering leadership on employee psychologic	8
Stereotype lift and stereotype threat effects on subgroup mean differences for cognitive tests: A meta-analysis of adult samples.	8
I need a vacation: A meta-analysis of vacation and employee well-being.	8
A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.	8
A person-centered approach to behaving badly at work: An examination of workplace deviance patterns.	8
The Leadership Arena–Reputation–Identity (LARI) model: Distinguishing shared and unique perspectives in multisource leadership ratings.	8
An updated meta-analysis of the interrater reliability of supervisory performance ratings.	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
Supplemental Material for The Theoretical and Empirical Utility of Dimension-Based Work–Family Conflict: A Meta-Analysis	8
Correcting for range restriction in meta-analysis: A reply to Oh et al. (2023).	8
Doxing, political affiliation, and type of information: Effects on suspicion, perceived similarity, and hiring-related judgments.	8
Supplemental Material for Precommitment Can Allow Decision Makers to Maintain Trust When De-escalating Commitment	8
Retreating or repairing? Examining the alternate linkages between daily partner-instigated incivility at home and helping at work.	8
Correction to “The dynamics of gender and alternatives in negotiation” by Dannals et al. (2021).	8
A stimulus-based model of the team adaptation process: An integrated conceptual review.	7
The chemistry between us: Illuminating complementarity patterns in interpersonal role-play assessment via moment-to-moment analyses.	7
Digital emotional labor: Benefits and challenges of emotional labor in the context of text-based service.	7