Journal of Applied Psychology

Article	Citations
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.	180
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.	166
Trapped by a first hypothesis: How rudeness leads to anchoring.	165
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	108
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	107
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	102
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	97
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	95
Supplemental Material for Organizational Political Affiliation and Job Seekers: If I Don’t Identify With Your Party, Am I Still Attracted?	94
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	88
Turnover during a corporate merger: How workplace network change influences staying.	85
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	81
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.	81
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	77
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	72
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	72
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	70
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	70
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	69
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	69
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.	68
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	68
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	67
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).	62
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.	61

Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.	60
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.	58
Losing sleep over speaking up at work: A daily study of voice and insomnia.	58
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	57
Supplemental Material for Promotive and Prohibitive Ethical Voice: Coworker Emotions and Support for the Voice	57
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.	55
The influence of friends’ person-organization fit during recruitment.	54
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi	53
Dynamic and reciprocal relations between job insecurity and physical and mental health.	53
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews	53
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.	52
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.	51
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	49
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	49
Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior.	48
Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.	46
Distances and directions: An emotional journey into the recovery process.	45
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.	44
Personality profiles of 263 occupations.	44
What does it cost you to get there? The effects of emotional journeys on daily outcomes.	44
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.	41
Supplemental Material for A Multirater Perspective on Personality and Performance: An Empirical Examination of the Trait–Reputation–Identity Model	41
Supplemental Material for Disaster or Opportunity? How COVID-19-Associated Changes in Environmental Uncertainty and Job Insecurity Relate to Organizational Identification and Performance	40
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores	39
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women	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
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.	38
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity	38
Supplemental Material for Nonlinear Effect of Employee Ownership on Organizational Financial Misdeeds: The Moderating Role of Organizational Size	38
Makeup calls in organizations: An application of justice to the study of bad calls.	37
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.	36
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.	36
Matches measure: A visual scale of job burnout.	36
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	35
Different starting lines, different finish times: The role of social class in the job search process.	35
The benefits of cognitive style versatility for collaborative work.	35
Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic.	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 An Integration-and-Learning Perspective on Gender Diversity in Self-Managing Teams: The Roles of Learning Goal Orientation and Shared Leadership	32
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model	32
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.	32
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates	32
Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.	32
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.	31
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.	31
The PCMT model of organizational support: An integrative review and reconciliation of the organizational support literature.	30
Exploring public sentiment on enforced remote work during COVID-19.	30
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	30
Building psychosocial safety climate in turbulent times: The case of COVID-19.	30
Excuse me, do you have a minute? An exploration of the dark- and bright-side effects of daily work interruptions for employee well-being.	29

Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes	29
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.	29
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.	29
How CEOs respond to mortality salience during the COVID-19 pandemic: Integrating terror management theory with regulatory focus theory.	29
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation	29
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.	28
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes	28
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.	28
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.	28
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.	27
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.	27
Portrait of a workplace deviant: A clearer picture of the Big Five and Dark Triad as predictors of workplace deviance.	27
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context	27
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.	27
The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming.	27
Can becoming a leader change your personality? An investigation with two longitudinal studies from a role-based perspective.	26
New strategies for addressing the diversity–validity dilemma with big data.	26
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	26
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.	26
Supplemental Material for A Review and Theoretical Framework for Understanding External Team Contexts	25
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness	25
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	25
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.	25
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.	25
Strategically overconfident (to a fault): How self-promotion motivates advisor confidence.	24
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.	24
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.	24
Supplemental Material for A Meta-Analytic Review of Identification at Work: Relative Contribution of Team, Organizational, and Professional Identification	24
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.	24
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?	24
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	24
Prospects for reducing group mean differences on cognitive tests via item selection strategies.	24
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.	24
Gender-contingent effects of leadership on loneliness.	23
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.	22
Effectiveness of stereotype threat interventions: A meta-analytic review.	22
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials	22
Daily microbreaks in a self-regulatory resources lens: Perceived health climate as a contextual moderator via microbreak autonomy.	22
The consequences of ethical voice inside the organization: An integrative review.	22
How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.	22
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.	22
To and fro: The costs and benefits of power fluctuation throughout the day.	22
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.	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
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	21
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	20
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	20
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	20
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	20
Supplemental Material for Organizational-Level Perceived Support Enhances Organizational Profitability	20
Daily engagement and productivity: The importance of the speed of engagement.	20
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.	19
A contemporary look at the relationship between general cognitive ability and job performance.	19
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	19
“Fully recharged” evenings? The effect of evening cyber leisure on next-day vitality and performance through sleep quantity and quality, bedtime procrastination, and psychological detachment, and the	18
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance	18
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions	18
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.	18
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	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.	18
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.	18
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance	17
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.	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
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.	17
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	16
High performers in the shadow: The adverse effect of star employees on their peers.	16
“Burnt by the spotlight”: How leadership endorsements impact the longevity of female leaders.	16
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.	16
Teamwork in the time of COVID-19: Creating, dissolving, and reactivating network ties in response to a crisis.	16
Relational aspects of vicarious retribution: Evidence from professional baseball.	16
Acknowledgment of Ad Hoc Reviewers	16
The importance of leader recovery for leader identity and behavior.	16
Work–leisure blending: An integrative conceptual review and framework to guide future research.	16
Am I next? Men and women’s divergent justice perceptions following vicarious mistreatment.	15
Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.	15
When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.	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
Stopping surface-acting spillover: A transactional theory of stress perspective.	15
Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.	15
Keeping it between us: Managerial endorsement of public versus private voice.	15
On the assessment of predictive bias in selection systems with multiple predictors.	14
Supplemental Material for Not Very Competent but Connected: Leaders’ Use of Employee Social Networks as Prisms to Make Delegation Decisions	14
Combat poison with “poison”: Leader-targeted negative team gossip mitigates the detrimental team consequences of abusive supervision climate.	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
Managing my shame: Examining the effects of parental identity threat and emotional stability on work productivity and investment in parenting.	14
Taking a heavier toll? Racial differences in the effects of workplace mistreatment on depression.	14
Supplemental Material for Back-Translation Practices in Organizational Research: Avoiding Loss in Translation	14
Whither bias goes, I will go: An integrative, systematic review of algorithmic bias mitigation.	14
The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance.	14
Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors.	13
See no evil, hear no evil, speak no evil: Theorizing network silence around sexual harassment.	13
Supplemental Material for Social Support at Work Carries Weight: Relations Between Social Support, Employees’ Diurnal Cortisol Patterns, and Body Mass Index	13
Supplemental Material for The Validity of General Cognitive Ability Predicting Job-Specific Performance Is Stable Across Different Levels of Job Experience	13
Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.	13
The gender equity gap: A multistudy investigation of within-job inequality in equity-based awards.	13
Jolted: How task-based jolts disrupt status conferral by impacting higher and lower status individuals’ generosity.	13
Virtual work conditions impact negative work behaviors via ambiguity, anonymity, and (un)accountability: An integrative review.	13
The (in)congruence effect of leaders’ narcissism identity and reputation on performance: A socioanalytic multistakeholder perspective.	13
Fulfilling moral duty or prioritizing moral image? The moral self-regulatory consequences of ethical voice.	13
Liberal versus conservative distrust: A construal-level approach to dissimilarity in the workplace.	13
It’s not a cedar tree, therefore it’s not a tree: A commentary on Yao and Ma (2023).	13
Automated speech recognition bias in personnel selection: The case of automatically scored job interviews.	13
Supplemental Material for Am I Motivated to Share Knowledge for Better Innovative Performance? An Approach and Avoidance Framework	13
Perceived general obligation: A meta-analysis.	13
Meetings and individual work during the workday: Examining their interdependent impact on knowledge workers’ energy.	13
Who speaks up when harassment is in the air? A within-person investigation of ambient harassment and voice behavior at work.	13
The theoretical and empirical utility of dimension-based work–family conflict: A meta-analysis.	12
Robots at work: People prefer—and forgive—service robots with perceived feelings.	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
Supplemental Material for Evaluating the Impact of The Live Healthy, Work Healthy Program on Organizational Outcomes: A Randomized Field Experiment	11
Supplemental Material for The Impact of Leader Dominance on Employees’ Zero-Sum Mindset and Helping Behavior	11
Taking peers into account: Adoption and effects of high-investment human resource systems.	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
Supplemental Material for Shared Leadership and Team Creativity: Examining Effects of Shared Leadership Level and Concentration and the Countervailing Mechanisms	11
When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work–family conflict and enrichment.	11
Supplemental Material for Inclined but Less Skilled? Disentangling Extraversion, Communication Skill, and Leadership Emergence	11
Do intelligent leaders differentiate exchange relationships intelligently? A functional leadership approach to leader-member exchange differentiation.	11
Does psychological detachment benefit job seekers? A two study weekly investigation.	11
The non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders.	10
Within-person personality variability in the work context: A blessing or a curse for job performance?	10
Correcting for range restriction in meta-analysis: A reply to Oh et al. (2023).	10
Egalitarian norm messaging increases human resources professionals’ salary offers to women.	10
Modeling gender differences in the job promotion process: Replication and extension of Martell et al. (1996).	10
A work–family enrichment intervention: Transferring resources across life domains.	10
Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.	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
How perceived lack of benevolence harms trust of artificial intelligence management.	10
Making daily decisions to work from home or to work in the office: The impacts of daily work- and COVID-related stressors on next-day work location.	10
Supplemental Material for Self-Promotion in Entrepreneurship: A Driver for Proactive Adaptation	10
Challenging conclusions about predictive bias against Hispanic test takers in personnel selection.	10
First impression effects in organizational psychology.	10
Supplemental Material for Meta-Analytical Estimates of Interrater Reliability for Direct Supervisor Performance Ratings: Optimism Under Optimal Measurement Designs	9
A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.	9
Gender and social network brokerage: A meta-analysis and field investigation.	9
Supplemental Material for Too Good to Be True? Are Supervisor-Perspective Ratings a Valid Substitute for Actual Supervisor Ratings?	9
Supplemental Material for My Boss Is Younger, Less Educated, and Shorter Tenured: When and Why Status (In)Congruence Influences Promotion System Justification	9
Supplemental Material for What Should I Wear to Work? An Integrative Review of the Impact of Clothing in the Workplace	9
The nonlinear relationship between atypical applicant experience and hiring: The red flags perspective.	9
Quantifying the evidence for the absence of the job demands and job control interaction on workers’ well-being: A Bayesian meta-analysis.	9
From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.	9
Supplemental Material for A Meta-Analysis on the Crossover of Workplace Traumatic Stress Symptoms Between Partners	9
Supplemental Material for The Nonlinear Relationship Between Atypical Applicant Experience and Hiring: The Red Flags Perspective	9
A creativity stereotype perspective on the Bamboo Ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States.	9
Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.	9
The dynamics of gender and alternatives in negotiation.	9
Supplemental Material for Adverse Impact Reduction and Job Performance Optimization via Pareto-Optimal Weighting: A Shrinkage Formula and Regularization Technique Using Machine Learning	9
Supplemental Material for Protecting Their Turf: When and Why Supervisors Undermine Employee Boundary Spanning	9
An updated meta-analysis of the interrater reliability of supervisory performance ratings.	8
Supplemental Material for The Enemy Within One’s Own Ranks: Meta-Analysis on the Effects of Psychopathy on Workplace-Related Behavior	8
Supplemental Material for Reconciling Female Agentic Advantage and Disadvantage With the CADDIS Measure of Agency	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
The forgotten side of empowering others: How lower social structural empowerment attenuates the effects of empowering leadership on employee psychologic	8
The Leadership Arena–Reputation–Identity (LARI) model: Distinguishing shared and unique perspectives in multisource leadership ratings.	8
A person-centered approach to behaving badly at work: An examination of workplace deviance patterns.	8
I need a vacation: A meta-analysis of vacation and employee well-being.	8
Supplemental Material for Precommitment Can Allow Decision Makers to Maintain Trust When De-escalating Commitment	8
Stereotype lift and stereotype threat effects on subgroup mean differences for cognitive tests: A meta-analysis of adult samples.	8
Retreating or repairing? Examining the alternate linkages between daily partner-instigated incivility at home and helping at work.	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.	7
Supplemental Material for An Empirical Taxonomy of Leadership Situations: Development, Validation, and Implications for the Science and Practice of Leadership	7
A stimulus-based model of the team adaptation process: An integrated conceptual review.	7
Pain or gain? Understanding how trait empathy impacts leader effectiveness following the provision of negative feedback.	7
Examining the effectiveness of interventions to reduce discriminatory behavior at work: An attitude dimension consistency perspective.	7
Supplemental Material for Revisit the Causal Inference Between Organizational Commitment and Job Satisfaction: A Meta-Analysis Disentangling Its Sources of Inconsistencies	7
Convergence of collaborative behavior in virtual teams: The role of external crises and implications for performance.	7
Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.	7
Young stars and red giants: The moderating effect of age diversity on the relationship between the proportion of high performers and team performance.	7
The room where it happens: The impact of core and non-core roles on surgical team performance.	7
Caring for their own: How firm actions to protect essential workers and CEO benevolence influenced stakeholder sentiment during the COVID-19 pandemic.	7