| Workplace bullying and employee silence A moderated mediation model of psychological contract violation and workplace friendship |
20 |
| Why am I still doing this job? The examination of family motivation on employees' work behaviors under abusive supervision |
15 |
| Relationships between job characteristics, work engagement, conscientiousness and managers' turnover intentions: A moderated-mediation analysis |
12 |
| Do new ways of working increase work engagement? |
12 |
| Organizational justice and knowledge sharing behavior: The role of psychological ownership and perceived organizational support |
12 |
| Understanding the link between socially responsible human resource management and competitive performance in SMEs |
12 |
| Psychological capital as a personal resource in the JD-R model |
12 |
| A historical review of the development of organizational citizenship behavior (OCB) and its implications for the twenty-first century |
11 |
| Trust, knowledge sharing and organizational commitment in SMEs |
11 |
| Job crafting and work-family enrichment: the role of positive intrinsic work engagement |
11 |
| A riposte to ostracism and tolerance to workplace incivility: a generational perspective |
11 |
| The relationships between job insecurity, psychological contract breach and counterproductive workplace behavior: Does employment status matter? |
9 |
| Workplace bullying across the globe: a cross-cultural comparison |
9 |
| Supervisor incivility and how it affects subordinates' performance: a matter of trust |
9 |
| I see you in me, and me in you The moderated mediation crossover model of work passion |
8 |
| How and when do employees identify with their organization? Perceived CSR, first-party (in)justice, and organizational (mis)trust at workplace |
8 |
| How does managerial coaching affect individual learning? The mediating roles of team and individual reflexivity |
8 |
| Creating strategic fit Aligning servant leadership with organizational structure and strategy |
7 |
| A model for the comparison of business units |
7 |
| Inclusion and affective well-being: roles of justice perceptions |
7 |
| Accountability breeds response-ability Instrumental contemplation of abusive supervision |
7 |
| Revisiting the give and take in LMX: Exploring equity sensitivity as a moderator of the influence of LMX on affiliative and change-oriented OCB |
7 |
| Workplace ostracism and job performance: roles of self-efficacy and job level |
7 |
| Transformational leadership and voice behaviors: The mediating effect of employee perceived meaningful work |
7 |
| Employee retention: the effects of internal branding and brand attitudes in sales organizations |
7 |
| Entrepreneurial orientation and the job demands-resources model |
7 |
| Employee silence and burnout in India: the mediating role of emotional intelligence |
6 |
| When is an Islamic work ethic more likely to spur helping behavior? The roles of despotic leadership and gender |
6 |
| Supervisor support and work-life balance: Impacts on job performance in the Australian financial sector |
6 |
| Time-related work stress and counterproductive work behavior Invigorating roles of deviant personality traits |
6 |
| Unpacking the relationship between high-performance work systems and innovation performance in SMEs |
6 |
| Green (environmental) HRM: aligning ideals with appropriate practices |
6 |
| How and when servant leadership enhances life satisfaction |
6 |
| High-performance work systems and employee outcomes in Indian call centres: a mediation approach |
6 |
| The relationship between the enabling use of controls, employee empowerment, and performance |
6 |
| Job demand and employee well-being A moderated mediation model of emotional intelligence and surface acting |
5 |
| The role of job crafting and knowledge sharing on the effect of transformational leadership on innovative work behavior |
5 |
| Breach or bridge your career? Understanding the relationship between career plateau and internal employability |
5 |
| HRM practices of MNEs and domestic firms in Ghana: divergence or convergence? |
5 |
| Perception of politics and job outcomes: moderating role of Islamic work ethic |
5 |
| The role of group-level perceived organizational support and collective affective commitment in the relationship between leaders' directive and supportive behaviors and group-level helping behaviors |
5 |
| Individual, group and organizational efficacies in predicting performance |
5 |
| When organizational support yields both performance and satisfaction The role of performance ability in the lens of social exchange theory |
5 |
| Effect of learning goal orientation on work engagement through job crafting A moderated mediation approach |
5 |
| Passive leadership and sexual harassment: Roles of observed hostility and workplace gender ratio |
5 |
| Compressed lives: how flexible are employer-imposed compressed work schedules? |
5 |
| Psychological processes linking organizational commitment and change-supportive intentions |
5 |
| Core self-evaluations, perceived organizational support, and work-related well-being: Testing a moderated mediation model |
4 |
| An ROI-based review of HR analytics: practical implementation tools |
4 |
| How perceptions of training impact employee performance Evidence from two Chinese manufacturing firms |
4 |
