| The emergence of team resilience: A multilevel conceptual model of facilitating factors |
18 |
| Transmission of reduction-oriented crafting among colleagues: A diary study on the moderating role of working conditions |
17 |
| Empowering leadership and employee creativity: A dual-mechanism perspective |
17 |
| Daily strengths use and employee well-being: The moderating role of personality |
14 |
| Identity leadership going global: Validation of the Identity Leadership Inventory across 20 countries |
14 |
| Consequences of knowledge hiding: The differential compensatory effects of guilt and shame |
13 |
| Main and interactive effects of weekly transformational and laissez-faire leadership on followers' trust in the leader and leader effectiveness |
10 |
| Let's get cynical about this! Recursive relationships between psychological contract breach and counterproductive work behaviour |
10 |
| Crafting a job in tough times': When being proactive is positively related to work attachment |
10 |
| Hardiness as moderator of the relationship between structural and psychological empowerment on burnout in middle managers |
9 |
| Being mindful at work and at home: Buffering effects in the stressor-detachment model |
9 |
| Proactive personality and proactive behaviour: Perspectives on person-situation interactions |
9 |
| Personality and expatriate adjustment: A meta-analysis |
8 |
| Information sharing in interteam responses to disaster |
8 |
| Trust in organization as a moderator of the relationship between self-efficacy and workplace outcomes: A social cognitive theory-based examination |
8 |
| What makes for a good break? A diary study on recovery experiences during lunch break |
8 |
| Challenge and hindrance demands in relation to self-reported job performance and the role of restoration, sleep quality, and affective rumination |
7 |
| Cognitive diversity and innovative work behaviour: The mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support |
7 |
| Job burnout: The contribution of emotional stability and emotional self-efficacy beliefs |
7 |
| Beyond relationship quality: The role of leader-member exchange importance in leader-follower dyads |
7 |
| Leader interpersonal emotion regulation and innovation in teams |
6 |
| How can mindfulness be promoted? Workload and recovery experiences as antecedents of daily fluctuations in mindfulness |
6 |
| The moderating role of age in the job characteristics-absenteeism relationship: A matter of occupational context? |
6 |
| Strengthening personal growth: The effects of a strengths intervention on personal growth initiative |
6 |
| Psychosocial safety climate as a moderator of the moderators: Contextualizing JDR models and emotional demands effects |
5 |
| Effects of personality and gender on self-other agreement in ratings of leadership |
5 |
| Climate and organizational performance in long-term care facilities: The role of affective commitment |
5 |
| How does proactive personality promote creativity? A multilevel examination of the interplay between formal and informal leadership |
5 |
| Forgiveness in leader-member exchange relationships: Mediating and moderating mechanisms |
5 |
| Leader-member exchange social comparisons and follower outcomes: The roles of felt obligation and psychological entitlement |
5 |
| Examining why employee proactive personality influences empowering leadership: The roles of cognition- and affect-based trust |
5 |
| Creativity under task conflict: The role of proactively increasing job resources |
5 |
| Being perceived as a knowledge sender or knowledge receiver: A multistudy investigation of the effect of age on knowledge transfer |
5 |
| Cross-lagged relations between perceived leader-employee value congruence and leader identification |
4 |
| Directive versus participative leadership: Dispositional antecedents and team consequences |
4 |
| The relevance of sleep and circadian misalignment for procrastination among shift workers |
4 |
| The temporal pattern of creativity and implementation in teams |
4 |
| The importance of being psychologically empowered: Buffering the negative effects of employee perceptions of leader-member exchange differentiation |
4 |
| Contextualizing the effects of job complexity on creativity and task performance: Extending job design theory with social and contextual contingencies |
3 |
| Empowering public service workers to face bystander conflict: Enhancing resources through a training intervention |
3 |
| Competition in career tournaments: Investigating the joint impact of trait competitiveness and competitive psychological climate on objective and subjective career success |
3 |
| Reversing the lens: How followers influence leader-member exchange quality |
3 |
| Testing cross-lagged relationships between work-related rumination and well-being at work in a three-wave longitudinal study across 1 and 2 years |
3 |
| Crafting social resources on days when you are emotionally exhausted: The role of job insecurity |
3 |
| How to build your team for innovation? A cross-level mediation model of team personality, team climate for innovation, creativity, and job crafting |
3 |
| A process model linking family-supportive supervision to employee creativity |
3 |
| Development and validation of a commitment to organizational career scale: At the crossroads of individuals' career aspirations and organizations' needs |
2 |
| Relational costs of status: Can the relationship between supervisor incivility, perceived support, and follower outcomes be exacerbated? |
2 |
| A resources perspective on when and how proactive work behaviour leads to employee withdrawal |
2 |
| Too anxious to help? Off-job affective rumination as a linking mechanism between work anxiety and helping |
2 |
