All Stories

  1. The effects of industry risk level on safety training outcomes: A meta-analysis of intervention studies
  2. Adding fuel to the fire: The exacerbating effects of calling intensity on the relationship between emotionally disturbing work and employee health.
  3. How Can Organizational Leaders Help? Examining the Effectiveness of Leaders’ Support During a Crisis
  4. The lingering curvilinear effect of workload on employee rumination and negative emotions: A diary study
  5. Will the real mistreatment please stand up? Examining the assumptions and measurement of bullying and incivility
  6. Do social features help in video-centric online learning platforms? A social presence perspective
  7. Teaching for retention: I-O students should not be the shoemaker’s children
  8. Employee to leader crossover of workload and physical strain.
  9. Mastering the Use of Control Variables: the Hierarchical Iterative Control (HIC) Approach
  10. Examining temporal precedence between customer mistreatment and customer-directed counterproductive work behavior.
  11. Emotion and Various Forms of Job Performance
  12. Job satisfaction and firm performance: Can employees’ job satisfaction change the trajectory of a firm’s performance?
  13. Workdays are not created equal: Job satisfaction and job stressors across the workweek
  14. Split roles in peer reviewing
  15. “Walking the talk”: the role of frontline supervisors in preventing workplace accidents
  16. How Cyberloafing at Work Can Help Employees Cope with Stress
  17. Too good for your job? Disentangling the relationships between objective overqualification, perceived overqualification, and job dissatisfaction
  18. Helping may be Harming: unintended negative consequences of providing social support
  19. Introduction: Issues in the aggregation of climate scores
  20. Introduction: The challenge–hindrance stressor model
  21. Customer Service Stress: A Meta-Analysis of Customer Mistreatment
  22. The spillover effects of coworker, supervisor, and outsider workplace incivility on work‐to‐family conflict: A weekly diary design
  23. Information security climate and the assessment of information security risk among healthcare employees
  24. Organizational constraints and performance: an indirect effects model
  25. Do Not Cross Me: Optimizing the Use of Cross-Sectional Designs
  26. A Multilevel Study of Abusive Supervision, Norms, and Personal Control on Counterproductive Work Behavior: A Theory of Planned Behavior Approach
  27. How Cyberloafing Helps Employees Deal with a Boring Job
  28. When antecedent becomes consequent: An examination of the temporal order of job dissatisfaction and verbal aggression exposure in a longitudinal study
  29. The relationships between organizational citizenship behavior demands and extra-task behaviors.
  30. Illegitimate tasks are not created equal: Examining the effects of attributions on unreasonable and unnecessary tasks
  31. Digging deeper into the shared variance among safety-related climates: the need for a general safety climate measure
  32. The stressor–strain relationship in diary studies: A meta-analysis of the within and between levels
  33. A content engagement score for online learning platforms
  34. The Authors Speak: Six I-O Psychology Textbook Authors Discuss How They Decide What to Cite
  35. Interpersonal Justice, Work Conflict, and the Value of Harmony
  36. Puppet or Puppeteer? The Role of Resource Control in the Occupational Stress Process
  37. The Effects of Attribution Style and Stakeholder Role on Blame for the Deepwater Horizon Oil Spill
  38. Best practices in developing, conducting, and evaluating inductive research
  39. Stressors beget stressors: The effect of passive leadership on employee health through workload and work–family conflict
  41. Measurement Invariance of the Satisfaction With Life Scale Across 26 Countries
  42. A quantitative and qualitative review of what meta-analyses have contributed to our understanding of human resource management
  43. A New Perspective on Method Variance: A Measure-Centric Approach
  44. Being Called to Safety
  45. Grin and Bear It?: Employees' Use of Surface Acting During Co-worker Conflict
  46. Point/Counterpoint introduction: The future of theory in organizational behavior research
  47. Explaining the surprisingly weak relationship between organizational constraints and job performance
  48. A test of safety, violence prevention, and civility climate domain-specific relationships with relevant workplace hazards
  49. Organizational constraints: a meta-analysis of a major stressor
  50. The Future of Research Methods in Work and Occupational Health Psychology
  51. A comparison of individuals with unanswered callings to those with no calling at all
  52. A longitudinal investigation of the role of violence prevention climate in exposure to workplace physical violence and verbal abuse
  53. Statistical control in correlational studies: 10 essential recommendations for organizational researchers
  54. Discrete Negative Emotions and Counterproductive Work Behavior
  55. You want me to do what? Two daily diary studies of illegitimate tasks and employee well-being
  56. Safety at Work: Individual and Organizational Factors in Workplace Accidents and Mistreatment
  57. Contextual Factors in Employee Mistreatment
  58. Introduction: The bright and dark sides of emotional labor
  59. Cross-Cultural Research Methodology
  60. Seeking Clarity in a Linguistic Fog: Moderators of the Workplace Aggression-Strain Relationship
  61. Political skill: A proactive inhibitor of workplace aggression exposure and an active buffer of the aggression-strain relationship.
  62. Methodologies for the study of organizational behavior processes: How to find your keys in the dark
  63. Sunk Cost Effect, Escalation of Commitment and the Principle of Fungibility: Consumers’ Reactions to Membership Cards
  64. Point/counterpoint introduction: Two views of organizational neuroscience
  65. The Role of Personality and Job Stressors in Predicting Counterproductive Work Behavior: A three-way interaction
  66. Moving the Pendulum Back to the Middle: Reflections on and Introduction to the Inductive Research Special Issue of Journal of Business and Psychology
  67. Be Mindful of What You Impose on Your Colleagues: Implications of Social Burden for Burdenees' Well-being, Attitudes and Counterproductive Work Behaviour
  68. Introduction: The problems and promise of contemporary leadership theories
  69. Re-examining Citizenship: How the Control of Measurement Artifacts Affects Observed Relationships of Organizational Citizenship Behavior and Organizational Variables
  70. Workplace mistreatment climate and potential employee and organizational outcomes: A meta-analytic review from the target’s perspective.
  71. Nurse exposure to physical and nonphysical violence, bullying, and sexual harassment: A quantitative review
  72. It's all about me: The role of narcissism in exacerbating the relationship between stressors and counterproductive work behaviour
  73. Direct and indirect relationship between social stressors and job performance in Greater China: The role of strain and social support
  74. An expanded typology of conflict at work: Task, relationship and non-task organizational conflict as social stressors
  75. A Critical Look at Ourselves: Do Male and Female Professors Respond the Same to Environment Characteristics?
  76. Do leaders have an impact on the counterproductive behavior of their followers?
  77. The Moderating Role of Gender in Relationships of Stressors and Personality with Counterproductive Work Behavior
  78. Survey Design and Measure Development
  79. The Link between National Paid Leave Policy and Work-Family Conflict among Married Working Parents
  80. Reciprocal effects of work stressors and counterproductive work behavior: A five-wave longitudinal study.
  81. Relationship and task conflict at work: Interactive short-term effects on angry mood and somatic complaints.
  82. Introduction: The dark and light sides of organizational citizenship behavior
  83. Psychosocial precursors and physical consequences of workplace violence towards nurses: A longitudinal examination with naturally occurring groups in hospital settings
  84. Relations of Interpersonal Unfairness with Counterproductive Work Behavior: The Moderating Role of Employee Self-Identity
  85. Self-Reports for Employee Selection
  86. Individualism–collectivism as a moderator of the work demands–strains relationship: A cross-level and cross-national examination
  87. Introduction: General versus specific measures and the special case of core self-evaluations
  88. Managers in Suits and Managers in Uniforms: Sources and Outcomes of Occupational Stress
  89. Violence-prevention climate, exposure to violence and aggression, and prevention behavior: A mediation model
  90. Flexible Work Arrangements Availability and their Relationship with Work-to-Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters
  91. The deviant citizen: Measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour
  92. Bored employees misbehaving: The relationship between boredom and counterproductive work behaviour
  93. What qualitative research has taught us about occupational stress
  94. Examining Stress in Graduate Assistants
  95. The interaction of job autonomy and conflict with supervisor in China and the United States: A qualitative and quantitative comparison.
  96. Emotional labor in china: do perceived organizational support and gender moderate the process?
  97. The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives
  98. The weekend matters: Relationships between stress recovery and affective experiences
  99. Re-Examining Machiavelli: A Three-Dimensional Model of Machiavellianism in the Workplace
  100. Cross-Cultural Occupational Health Psychology
  101. Introduction: Should distinctions be made among different forms of mistreatment at work?
  102. Methodological Urban Legends: The Misuse of Statistical Control Variables
  103. Theorizing about the deviant citizen: An attributional explanation of the interplay of organizational citizenship and counterproductive work behavior
  104. What Is Method Variance and How Can We Cope With It? A Panel Discussion
  105. Common Method Issues: An Introduction to the Feature Topic in Organizational Research Methods
  106. What Is the Real Relationship Between Positive and Negative Behaviors at Work?
  107. Counterproductive Work Behavior and Organisational Citizenship Behavior: Are They Opposite Forms of Active Behavior?
  108. Sabbatical leave: Who gains and how much?
  109. Cross-cultural differences on work-to-family conflict and role satisfaction: A Taiwanese-British comparison
  110. Replicating and Extending Past Personality/Job Satisfaction Meta-Analyses
  111. Antecedents and outcomes of a fourfold taxonomy of work-family balance in Chinese employed parents.
  112. Work resources, work-to-family conflict, and its consequences: A Taiwanese-British cross-cultural comparison.
  113. Direct and indirect conflicts at work in China and the US: A cross-cultural comparison
  114. Job stress and well-being: An examination from the view of person-environment fit
  115. Family-supportive organization perceptions, multiple dimensions of work–family conflict, and employee satisfaction: A test of model across five samples
  116. Introduction: on making a life in the organizational sciences
  117. Organizational violence and aggression: Development of the three-factor Violence Climate Survey
  118. Use of both qualitative and quantitative approaches to study job stress in different gender and occupational groups.
  120. Getting the Job Done: The Moderating Role of Initiative on the Relationship Between Intrinsic Motivation and Adaptive Selling
  121. Employees? Well-being in Greater China: The Direct and Moderating Effects of General Self-efficacy
  122. Perceived violence climate: A new construct and its relationship to workplace physical violence and verbal aggression, and their potential consequences
  123. Does your coworker know what you're doing? Convergence of self- and peer-reports of counterproductive work behavior.
  124. Introduction: conflict in organizations
  125. Cross-national job stress: a quantitative and qualitative study
  126. Service with a smile: Do emotional intelligence, gender, and autonomy moderate the emotional labor process?
  127. A three-phase study to develop and validate a Chinese coping strategies scales in Greater China
  128. The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?
  129. Method Variance in Organizational Research
  130. The social stressors-counterproductive work behaviors link: Are conflicts with supervisors and coworkers the same?
  131. The relation of job control with job strains: A comparison of multiple data sources
  133. Counterproductive work behavior: Investigations of actors and targets.
  134. Job stress, incivility, and counterproductive work behavior (CWB): the moderating role of negative affectivity
  135. Sexual Versus Nonsexual Workplace Aggression and Victims' Overall Job Satisfaction: A Meta-Analysis.
  136. Work stress, self-efficacy, Chinese work values, and work well-being in Hong Kong and Beijing.
  137. International and Cross Cultural Issues
  138. The Effect of Action Orientation on the Academic Performance of Undergraduate Marketing Majors
  140. Eastern versus Western Control Beliefs at Work: An Investigation of Secondary Control, Socioinstrumental Control, and Work Locus of Control in China and the US
  141. Measurement Equivalence of the German Job Satisfaction Survey Used in a Multinational Organization: Implications of Schwartz's Culture Model.
  142. A Cross-National Comparative Study of Work/Family Demands and Resources
  143. Reducing subjectivity in the assessment of the job environment: development of the Factual Autonomy Scale (FAS)
  144. Coping strategies among Swedish female and male managers in an international context.
  145. Family-responsive interventions, perceived organizational and supervisor support, work-family conflict, and psychological strain.
  146. Erratum to “The role of justice in organizations: A meta-analysis” [Organizational Behavior and Human Decision Processes 86 (2001) 278–321]
  147. Managerial Stress in Greater China: The Direct and Moderator Effects of Coping Strategies and Work Locus of Control
  148. Employee Control and Occupational Stress
  149. A Comparative Study of Perceived Job Stressor Sources and Job Strain in American and Iranian Managers
  150. Emotions in the workplace
  151. An emotion-centered model of voluntary work behavior
  152. The Relation between Work–Family Conflict and Job Satisfaction: A Finer-Grained Analysis
  154. Building an Integrative Model of Extra Role Work Behaviors: A Comparison of Counterproductive Work Behavior with Organizational Citizenship Behavior
  155. Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions
  156. Do national levels of individualism and internal locus of control relate to well-being: an ecological level international study
  157. The Role of Justice in Organizations: A Meta-Analysis
  158. An International Study of the Psychometric Properties of the Hofstede Values Survey Module 1994: A Comparison of Individual and Country/Province Level Results
  159. Age differences in coping and locus of control: A study of managerial stress in Hong Kong.
  160. The Relation of Cognitive Ability and Personality Traits to Assessment Center Performance
  161. The Relation of Candidate Personality With Selection-Interview Outcomes
  162. Relations of emotional intelligence, practical intelligence, general intelligence, and trait affectivity with interview outcomes: it's not all just ‘G’
  163. Relations of emotional intelligence, practical intelligence, general intelligence, and trait affectivity with interview outcomes: it's not all just ?G?
  164. Using the Job-Related Affective Well-Being Scale (JAWS) to investigate affective responses to work stressors.
  165. Using the Job-Related Affective Well-Being Scale (JAWS) to investigate affective responses to work stressors.
  166. A longitudinal study of relations between job stressors and job strains while controlling for prior negative affectivity and strains.
  167. A model of work frustration–aggression
  168. A model of work frustration-aggression
  169. The role of negative affectivity in employee reactions to job characteristics: Bias effect or substantive effect?
  170. Development of four self-report measures of job stressors and strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory.
  171. When Two Factors Don’t Reflect Two Constructs: How Item Characteristics Can Produce Artifactual Factors
  172. Relation Between Negative Affectivity and Positive Affectivity: Effects of Judged Desirability of Scale Items and Respondents' Social Desirability
  173. The Impact of Cross-Training on Team Functioning: An Empirical Investigation
  174. Validity Generalization for Cognitive, Psychomotor, and perceptual Tests for Craft Jobs in the Utility Industry
  175. The impact of negative affectivity on stressor-strain relations: A replication and extension
  176. Introduction
  177. Relations of incumbent affect-related personality traits with incumbent and objective measures of characteristics of jobs
  178. Using self-report questionnaires in OB research: A comment on the use of a controversial method
  179. The contribution of personality traits, negative affectivity, locus of control and Type A to the subsequent reports of job stressors and job strains
  180. Relationships of work stressors with aggression, withdrawal, theft and substance use: An exploratory study
  181. Summated Rating Scale Construction
  182. Confirmatory Test of a Turnover Model Utilizing Multiple Data Sources
  183. Negative affectivity as the underlying cause of correlations between stressors and strains.
  184. Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health.
  185. Relationships of work stress measures for employees with the same job
  186. Estimation Problems in the Block-Diagonal Model of the Multitrait-Multimethod Matrix
  188. Development of the Work Locus of Control Scale
  189. Relation of job stressors to affective, health, and performance outcomes: A comparison of multiple data sources.
  190. Relationships of organizational frustration with reported behavioural reactions: The moderating effect of locus of control
  191. Interactive effects of perceived control and job stressors on affective reactions and health outcomes for clerical workers
  192. Meta-analysis for integrating study outcomes: A Monte Carlo study of its susceptibility to Type I and Type II errors.
  193. Method variance as an artifact in self-reported affect and perceptions at work: Myth or significant problem?
  194. Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model.
  195. Perceived Control by Employees: A Meta-Analysis of Studies Concerning Autonomy and Participation at Work
  196. A cross-cultural comparison of job satisfaction dimensions in the United States and Singapore
  197. Measurement of human service staff satisfaction: Development of the Job Satisfaction Survey
  198. Higher-order need strength as a moderator of the job scope-employee outcome relationship: A meta-analysis
  199. An information system for mental health agencies: Some guidelines for nonprogrammers
  200. Locus of Control and Social Influence Susceptibility: Are Externals Normative or Informational Conformers?
  201. A note on item order as an artifact in organizational surveys
  202. Measuring program effectiveness: Self-report versus objective indicators of recidivism
  203. Behavior in organizations as a function of employee's locus of control.
  204. Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model.
  205. Multivariate data analysis for outcome studies
  206. A Monte Carlo study of three approaches to nonorthogonal analysis of variance.
  207. Research Designs
  208. Handling Nonorthogonal Analysis of Variance
  209. Ratings of Equal and Unequal Response Choice Intervals
  210. Further data on psychotherapy and the poor.
  211. Redundancy and dimensionality as determinants of data analytic strategies in multivariate analysis of variance.
  212. Reassurance: A Mechanism by Which the Presence of others Reduces Anxiety
  214. Does the Presence of Others Reduce Anxiety?
  215. What to do with significant multivariate effects in multivariate analyses of variance.
  216. Choosing response categories for summated rating scales.
  217. POPULATION DENSITY AND UNEMPLOYMENT. The Effects on the Incidence of Violent Crime in the American City
  218. Relationships of organizational frustration with reported behavioral reactions of employees.
  219. Obedience as a function of experimenter competence
  220. Emotions, Violence, and Counterproductive Work Behavior
  221. The Stressor-Emotion Model of Counterproductive Work Behavior.
  222. Concluding Thoughts: Where Do We Go From Here?
  223. The Many Roles of Control in a Stressor-Emotion Theory of Counterproductive Work Behavior
  224. A critical look at ourselves: Reviewing gender, satisfaction, and performance
  225. Counterproductive Work Behaviors, Interpersonal Deviance
  226. Organizational Machiavellianism Scale
  227. Violence climate, exposure, and prevention performance: A mediation model
  228. Pulling the Pieces Apart: Stressors and CWB in the Customer Service Domain
  229. Is Machiavellianianism inherently bad? A reexamination of previously held views
  230. Health Consequences of Work–Family Conflict: The Dark Side of the Work–Family Interface
  231. Personality research in the organizational sciences