| A meta-analysis on promotion- and prevention-focused job crafting |
31 |
| Systematically reviewing remote e-workers' well-being at work: a multidimensional approach |
19 |
| Disability and employment - overview and highlights |
19 |
| Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis |
18 |
| Effectiveness of job crafting interventions: a meta-analysis and utility analysis |
15 |
| Neoliberal ideology in work and organizational psychology |
14 |
| Understanding the factors that determine workplace coaching effectiveness: a systematic literature review |
14 |
| Complementary variable- and person-centred approaches to the dimensionality of work engagement: a longitudinal investigation |
12 |
| The value of job crafting for work engagement, task performance, and career satisfaction: longitudinal and quasi-experimental evidence |
11 |
| The knowledge hiding link: a moderated mediation model of how abusive supervision affects employee creativity |
11 |
| The moderating role of work pressure on the relationships between emotional demands and tension, exhaustion, and work engagement: an experience sampling study among nurses |
10 |
| Work engagement interventions can be effective: a systematic review |
10 |
| The prevalence, risk factors and outcomes of workplace bullying among junior doctors: a systematic review |
9 |
| Building up resources in the relationship between work-family conflict and burnout among firefighters: moderators of guanxi and emotion regulation strategies |
9 |
| Supervisor ostracism and defensive silence: a differential needs approach |
9 |
| Proactive vitality management in the work context: development and validation of a new instrument |
8 |
| The future of workplace commitment: key questions and directions |
8 |
| Proactivity towards workplace safety improvement: an investigation of its motivational drivers and organizational outcomes |
8 |
| Well-being through learning: a systematic review of learning interventions in the workplace and their impact on well-being |
7 |
| Manifesto for the future of work and organizational psychology |
7 |
| Person-supervisor fit, needs-supplies fit, and team fit as mediators of the relationship between dual-focused transformational leadership and well-being in scientific teams |
7 |
| Evaluating the effectiveness of employee assistance programmes: a systematic review |
6 |
| The roles of relational identification and workgroup cultural values in linking authoritarian leadership to employee performance |
6 |
| When proactivity produces a power struggle: how supervisors' power motivation affects their support for employees' promotive voice |
6 |
| Epilogue: Frontiers in person-environment fit research |
5 |
| Linking safety knowledge to safety behaviours: a moderated mediation of supervisor and worker safety attitudes |
5 |
| Affective influences on within-person changes in work performance as mediated by attentional focus |
5 |
| Results-blind review: a masked crusader for science |
5 |
| Qualitative job insecurity and in-role performance: a bidirectional longitudinal relationship? |
5 |
| Building well-being among university teachers: the roles of psychological capital and meaning in life |
4 |
| The communality-bonus effect for male transformational leaders - leadership style, gender, and promotability |
4 |
| Why do we act as old as we feel? The role of occupational future time perspective and core self-evaluations in the relationship between subjective age and job crafting behaviour |
4 |
| Do we act as old as we feel? An examination of subjective age and job crafting behaviour of late career employees |
4 |
| Will you still hire me when I am over 50? The effects of implicit and explicit age stereotyping on resume evaluations |
4 |
| Levels of workplace bullying and escalation - a new conceptual model based on cut-off scores, frequency and self-labelled victimization |
4 |
| Teaming up with temps: the impact of temporary workers on team social networks and effectiveness |
4 |
| Participatory work place intervention for stress prevention in primary health care. A randomized controlled trial |
4 |
| Relationships between two dimensions of employee perfectionism, postwork cognitive processing, and work day functioning |
4 |
| How does supervisor-focused procedural justice explain the effects of person-focused leadership? The moderating role of leader-referenced relational-self |
4 |
| Male leaders with paternity leaves: effects of work norms on effectiveness evaluations |
4 |
| Servant leadership and follower voice: the roles of follower felt responsibility for constructive change and avoidance-approach motivation |
4 |
| Does employee perceived person-organization fit promote performance? The moderating role of supervisor perceived person-organization fit |
4 |
| Active and passive forms of destructive leadership in a military context: a systematic review and meta-analysis |
3 |
| Make the best out of the bad: coping with value incongruence through displaying facades of conformity, positive reframing, and self-disclosure |
3 |
| How do motivational factors influence entrepreneurs' perception of business opportunities in different stages of entrepreneurship? |
3 |
| Chameleonic obsessive job passion: demystifying the relationships between obsessive job passion and in-role and extra-role performance |
3 |
| On the dynamics of work identity in atypical employment: setting out a research agenda |
3 |
| Managing the interactions between multiple identities in inter-organizational collaborations: an identity work perspective |
3 |
| Negative work reflection, personal resources, and work engagement: the moderating role of perceived organizational support |
3 |
| Long-term adverse health outcomes of physical workplace violence: a 7-year population-based follow-up study |
3 |
