| A multilevel study on servant leadership, job boredom and job crafting |
20 |
| Gig-workers' motivation: thinking beyond carrots and sticks |
16 |
| HPWS and unethical pro-organizational behavior: a moderated mediation model |
13 |
| Innovative work behavior and personality traits: Examining the moderating effects of organizational tenure |
12 |
| Conceptualizing human resource management in the gig economy Toward a platform ecosystem perspective |
12 |
| Challenge accepted! Distinguishing between challenge- and hindrance demands |
8 |
| We're not uber: control, autonomy, and entrepreneurship in the gig economy |
8 |
| Supervisor workplace gossip and its impact on employees |
7 |
| Questionable research practices when using confirmatory factor analysis |
7 |
| Leader-follower crossover: exhaustion predicts somatic complaints via StaffCare behavior |
6 |
| How do career satisfaction and life satisfaction associate? |
6 |
| Servant leadership and engagement: a dual mediation model |
6 |
| Does perceived inclusion matter in the workplace? |
5 |
| The negative effects of job embeddedness on performance |
5 |
| The differential value of resources in predicting employee engagement |
5 |
| Work context and turnover intention in social enterprises: the mediating role of meaning of work |
5 |
| Leader-member exchange and leader identification: comparison and integration |
5 |
| Mitigating influence of transcendence on politics perceptions' negative effects |
5 |
| Generational differences in workplace attitudes and job satisfaction: Lack of sizable differences across cohorts |
5 |
| The generalizability of transformational leadership across cultures: a meta-analysis |
4 |
| Effects of leader-member exchange and workload on presenteeism |
4 |
| Organizational constraints and performance: an indirect effects model |
4 |
| Psychological mechanisms linking ethical climate to employee whistle-blowing intention |
4 |
| Procedural justice and voice: a group engagement model |
4 |
| How does abusive supervision restrict employees' feedback-seeking behavior? |
4 |
| The role of mindfulness in response to abusive supervision |
3 |
| Coworker influence on employee performance: a conservation of resources perspective |
3 |
| Investigating relationships among polychronicity, work-family conflict, job satisfaction, and work engagement |
3 |
| Linking attachment theory to abusive supervision |
3 |
| Effects of authentic leadership on work-family balance in China |
3 |
| Conceptualizing the distinctiveness of team coaching |
3 |
| Employee motivation, emotions, and performance: a longitudinal diary study |
3 |
| Always available - the role of perceived advantages and legitimacy |
3 |
| Leading organizational transformation: an action research study |
3 |
| Characteristics of challenging situations: two policy-capturing studies |
2 |
| Fit perceptions, work engagement, satisfaction and commitment |
2 |
| Dark sides of self-efficacy and task interdependence: victimization |
2 |
| Leaders' resources and newcomer socialization: the importance of delegation |
2 |
| Team justice and thriving: a dynamic approach |
2 |
| Career implications for high-quality work relationships: an SCCT test |
2 |
| Leadership through love and fear: an effective combination |
2 |
| Mechanical Turk and the gig economy: exploring differences between gig workers |
2 |
| Mattering in digital labor |
2 |
| Help or harm? The effects of ICTs usage on work-life balance |
2 |
| Co-worker social support and organisational identification: does ethnic self-identification matter? |
2 |
| Why do employees speak up? Examining the roles of LMX, perceived risk and perceived leader power in predicting voice behavior |
1 |
| Coping with customer mistreatment Joining job routinization and proactive personality |
1 |
| Servant leadership and innovative behavior: a moderated mediation |
1 |
| Predicting career success: is the dark side of personality worth considering? |
1 |
| Worse-off than others? Abusive supervision's effects in teams |
1 |
