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	296
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	277
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	237
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	205
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).	182
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.	142
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.	123
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	117
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	86
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.	79
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	76
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	75
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.	73
Project success–failure experiences and leader development: Examining career transitions through role transition theory.	66
Do family rituals help or hurt? The ripple effect of family rituals on employee change-oriented behaviors.	66
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	64
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	62
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	62
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews	57
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	57
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi	55
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.	53
They’ll conform anyway: A motivation stereotype perspective on the exploitation of Asian employees.	51
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025).	49
Losing sleep over speaking up at work: A daily study of voice and insomnia.	48

Stability matters: A dynamic process view on self-efficacy in training transfer.	47
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.	47
The influence of friends’ person-organization fit during recruitment.	46
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.	46
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.	45
Dynamic and reciprocal relations between job insecurity and physical and mental health.	44
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.	44
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.	44
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).	42
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.	42
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	41
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores	40
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	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 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.	37
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.	37
Community weaving to address societal grand challenges: The case of mental health destigmatization.	36
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.	35
When founders falter: A second-in-command attenuates the effect of founder identification on unethical pro-organizational behavior.	35
Distances and directions: An emotional journey into the recovery process.	35
Matches measure: A visual scale of job burnout.	34
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.	34
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.	34
Dirty work history and future career success: Does the “dirt” stick?	33
Transformational leadership in context: A meta-analysis of 40 years of research.	33
Makeup calls in organizations: An application of justice to the study of bad calls.	33
Personality profiles of 263 occupations.	33
The benefits of cognitive style versatility for collaborative work.	32
Supplemental Material for A Longitudinal Meta-Analysis of Range Restriction Estimates and General Mental Ability Validity Coefficients: Better Addressing Overcorrection Amid Decline Effects	31
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.	31
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates	31
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	31
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model	31
How psychosocial safety climate affects employee well-being via basic psychological needs: A longitudinal multilevel moderated mediation study.	31
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization	30
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.	30
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.	29
A neuropsychological examination of the nature of perceived person–environment fit.	29
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.	29
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.	29
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.	29
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	29
When the young feel old and the old feel young: Age-differential effects of subjective age bias on employee voice behavior.	29
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.	29
Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes	28
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	28
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation	28
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes	28

The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.	27
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context	27
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.	27
New strategies for addressing the diversity–validity dilemma with big data.	27
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.	27
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.	26
How policy implementation impacts employee suffering at work: An exploration of medical leaves of absence.	25
Prospects for reducing group mean differences on cognitive tests via item selection strategies.	25
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.	25
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	25
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.	25
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials	25
After shocks: Humble leadership improves employee adjustment following shock events.	24
An integrative conceptual review and theoretical framework of surprise in organizations.	24
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness	24
Supplemental Material for Hair and Its Ramifications (HAIR): A Model Describing How Hair Bias Shapes Black Women’s Work Experiences When Wearing Natural Hair	24
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.	23
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.	23
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?	23
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.	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
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.	23
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	22
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.	22
Supplemental Material for Project Success–Failure Experiences and Leader Development: Examining Career Transitions Through Role Transition Theory	22
How and for whom using generative AI affects creativity: A field experiment.	22
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.	22
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	21
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	21
From road to rage: Why commute demands are associated with interpersonal counterproductive work behaviors (and what to do about it).	21
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	21
The consequences of ethical voice inside the organization: An integrative review.	21
Daily engagement and productivity: The importance of the speed of engagement.	21
The paradox of structural empowerment: How and when structural empowerment fuels psychological entitlement and undermines resource sharing.	21
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.	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.	20
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	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
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	19
Translating human capital amid varying intentions to stay: An integrative conceptual review of the immigrant employment attainment process.	19
The definition and measurement of human capital resources: A content and meta-analytic review.	19
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	19
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	19
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	18
The organizational psychology of gig work: An integrative conceptual review.	18
A contemporary look at the relationship between general cognitive ability and job performance.	18
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance	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
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	17
Reciprocal relationships between personality traits and job satisfaction? A continuous time approach with two investigations.	17
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.	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
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.	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 role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.	16
Striving or settling: Social class origins and wage goal dynamics in the job search process.	15
The impact of impression management on writing tendencies: Investigating faking susceptibility of open-ended personality assessments.	15
Supplemental Material for Being on the Same Page Matters: A Meta-Analytic Investigation of Leader–Member Exchange (LMX) Agreement	15
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments	15
Exposure to successful women and racial minorities who defy stereotypes about their groups leads to inflated perceptions of diversity in organizations.	15
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.	15
Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.	15
Investigating measurement invariance for multiple covariates in organizational research using exploratory factor analysis and confirmatory factor analysis trees.	15
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	15
The curvilinear effect of newcomer ingratiation on leader–member exchange: A dual-pathway model of supervisor attributions.	15
Supplemental Material for How Does Training Contribute to Workplace Safety? A Meta-Analysis Examining the Effects of Safety Training	14
Supplemental Material for Scoring Employment Interviews With Large Language Models: Evaluation Design Components, Validity Investigations, and Best Practice Recommendations	14
The unintended consequences of state policies on entrepreneurial activity and quality of work life: A social impact study.	14
Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.	14
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
When are item nuances useful for prediction in organizations? Comparing the validity of item-level, scale-level, and ensemble machine learning models.	14
When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.	14
Am I next? Men and women’s divergent justice perceptions following vicarious mistreatment.	14
Supplemental Material for The Psychology of Following: Conceptualizing and Validating the Fundamental Follower Needs Inventory	14
Supplemental Material for Back-Translation Practices in Organizational Research: Avoiding Loss in Translation	14
On the assessment of predictive bias in selection systems with multiple predictors.	14

Stopping surface-acting spillover: A transactional theory of stress perspective.	14
The referral penalty: Decreased perceptions of merit undermine helping behavior toward referred employees.	14
Taking a heavier toll? Racial differences in the effects of workplace mistreatment on depression.	14
High performers in the shadow: The adverse effect of star employees on their peers.	14
Whither bias goes, I will go: An integrative, systematic review of algorithmic bias mitigation.	13
Virtual work conditions impact negative work behaviors via ambiguity, anonymity, and (un)accountability: An integrative review.	13
The perils of peer bubbles: How early newcomer communication network composition shapes organizational integration and early turnover.	13
The implications of pay range transparency on job application preferences and negotiations.	13
Expected and experienced daily justice, emotions, and counterproductive work behavior.	13
Automated speech recognition bias in personnel selection: The case of automatically scored job interviews.	13
Combat poison with “poison”: Leader-targeted negative team gossip mitigates the detrimental team consequences of abusive supervision climate.	13
Are they really just words? Investigating the prevalence and impact of physical disability biased language in job advertisements.	13
Supplemental Material for The Paradox of Team Conflict Revisited: An Updated Meta-Analysis of the Team Conflict–Team Performance Relationships	13
Supplemental Material for Do Family Rituals Help or Hurt? The Ripple Effect of Family Rituals on Employee Change-Oriented Behaviors	13
Team diversity, status, social identity management strategies, and team performance.	13
Managing my shame: Examining the effects of parental identity threat and emotional stability on work productivity and investment in parenting.	13
Managing online employer reviews: An impression management perspective for talent recruitment.	13
The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance.	13
Rising to the challenge: The interactive effect of role overload and workplace impostor thoughts on effort and subsequent job performance.	13
Meetings and individual work during the workday: Examining their interdependent impact on knowledge workers’ energy.	12
Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.	12
Fulfilling moral duty or prioritizing moral image? The moral self-regulatory consequences of ethical voice.	12
Perceived general obligation: A meta-analysis.	12
Emotional exhaustion across the workday: Person-level and day-level predictors of workday emotional exhaustion growth curves.	12
What’s your 5 to 9? Antecedents and outcomes of profiles of daily recovery experience trajectories across the evening.	12
Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors.	12
The (in)congruence effect of leaders’ narcissism identity and reputation on performance: A socioanalytic multistakeholder perspective.	12
The theoretical and empirical utility of dimension-based work–family conflict: A meta-analysis.	12
Liberal versus conservative distrust: A construal-level approach to dissimilarity in the workplace.	12
Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates.	12
It’s not a cedar tree, therefore it’s not a tree: A commentary on Yao and Ma (2023).	12
Who speaks up when harassment is in the air? A within-person investigation of ambient harassment and voice behavior at work.	12
Supplemental Material for The Validity of General Cognitive Ability Predicting Job-Specific Performance Is Stable Across Different Levels of Job Experience	12
Supplemental Material for Dancing With Inactive Helpers: Effects of Team Members’ Prosocial Motivation Profiles on Team Processes and Performance	12
Supplemental Material for Wearing Different Hats Enriches “Outside the Box” Thinking: Examining the Relationship Between Personal Life Activity Breadth and Creativity at Work	11
The non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders.	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
Does psychological detachment benefit job seekers? A two study weekly investigation.	11
Supplemental Material for Self-Promotion in Entrepreneurship: A Driver for Proactive Adaptation	11
Supplemental Material for A Meta-Analysis on the Crossover of Workplace Traumatic Stress Symptoms Between Partners	11
Jolted: How task-based jolts disrupt status conferral by impacting higher and lower status individuals’ generosity.	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
Grateful leaders and attentive followers: How grateful attention transmits the cascade of gratitude expressions to strengthen coworker relationships.	11
How perceived lack of benevolence harms trust of artificial intelligence management.	11
Supplemental Material for What Should I Wear to Work? An Integrative Review of the Impact of Clothing in the Workplace	11
Supplemental Material for Meta-Analytical Estimates of Interrater Reliability for Direct Supervisor Performance Ratings: Optimism Under Optimal Measurement Designs	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
Do intelligent leaders differentiate exchange relationships intelligently? A functional leadership approach to leader-member exchange differentiation.	11
Within-person personality variability in the work context: A blessing or a curse for job performance?	11
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 tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.	10
Challenging conclusions about predictive bias against Hispanic test takers in personnel selection.	10
Can’t get work off my mind: The effect of nonwork goal reflection on after-work rumination and well-being.	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 My Boss Is Younger, Less Educated, and Shorter Tenured: When and Why Status (In)Congruence Influences Promotion System Justification	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
Egalitarian norm messaging increases human resources professionals’ salary offers to women.	10
Supplemental Material for Precommitment Can Allow Decision Makers to Maintain Trust When De-escalating Commitment	9
No rest for the weary: Pay uncertainty reduces engagement in recovery.	9
The forgotten side of empowering others: How lower social structural empowerment attenuates the effects of empowering leadership on employee psychologic	9
Correction to “The dynamics of gender and alternatives in negotiation” by Dannals et al. (2021).	9
Quantifying the evidence for the absence of the job demands and job control interaction on workers’ well-being: A Bayesian meta-analysis.	9
Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.	9
An updated meta-analysis of the interrater reliability of supervisory performance ratings.	9
Doxing, political affiliation, and type of information: Effects on suspicion, perceived similarity, and hiring-related judgments.	9
Supplemental Material for Offering Paid Sick and Family Leave Is Not Enough: Leave Supportive Supervisor Behavior Training Improves Policy Use, Health, and Work Outcomes	9
Synthesizing research on leadership behaviors: Semantically validating a taxonomy using large language models and examining the nomological network with a second-order meta-analysis.	9
Offering paid sick and family leave is not enough: Leave supportive supervisor behavior training improves policy use, health, and work outcomes.	9
Supplemental Material for The Enemy Within One’s Own Ranks: Meta-Analysis on the Effects of Psychopathy on Workplace-Related Behavior	9
A person-centered approach to behaving badly at work: An examination of workplace deviance patterns.	9
Family socioeconomic status and job search: Pathways to job quality improvement for young adults without college degrees.	9
From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.	9
Resolving the complexity–flexibility dilemma in multi-issue negotiations: Nested bracketing as a strategy to enhance negotiation outcomes.	8
Uncovering a motherhood advantage: How parenthood impacts perceptions of the meaning of work and work outcomes.	8
The cost of managing impressions for Black employees: An expectancy violation theory perspective.	8
Supplemental Material for The Theoretical and Empirical Utility of Dimension-Based Work–Family Conflict: A Meta-Analysis	8
The Leadership Arena–Reputation–Identity (LARI) model: Distinguishing shared and unique perspectives in multisource leadership 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
Leader ambidexterity in goal orientation and team adaptive performance.	8
Young stars and red giants: The moderating effect of age diversity on the relationship between the proportion of high performers and team performance.	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
Retreating or repairing? Examining the alternate linkages between daily partner-instigated incivility at home and helping at work.	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.	7
Supplemental Material for The Missing Middle: Asian Employees’ Experience of Workplace Discrimination and Pro-Black Allyship	7
A meta-analysis on the crossover of workplace traumatic stress symptoms between partners.	7
Supplemental Material for An Empirical Taxonomy of Leadership Situations: Development, Validation, and Implications for the Science and Practice of Leadership	7
Supplemental Material for How Perceived Lack of Benevolence Harms Trust of Artificial Intelligence Management	7
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).	7
Supplemental Material for Revisit the Causal Inference Between Organizational Commitment and Job Satisfaction: A Meta-Analysis Disentangling Its Sources of Inconsistencies	7
Reaping what you sow: A multilevel investigation of allocation from a pool of workers to teams.	7