All Stories

  1. Workplace status differences and proactive behaviours: The role of perceived insider status and promotion criterion
  2. Does Felt Obligation or Gratitude Better Explain the Relationship Between Perceived Organizational Support and Outcomes?
  3. Effects of Entrepreneurial Orientation Within Organizations: The Role of Passion for Inventing and Organizational Identification
  4. Effects of Leader Group Prototypicality on Leadership Outcomes through Leader Identity Threat: The Moderating Effects of Leader Perceptions of Organizational Support
  5. Why and for whom cyber incivility affects task performance? Exploring the intrapersonal processes and a personal boundary condition
  6. Socially responsible human resource management and employee performance: The roles of perceived external prestige and employee human resource attributions
  7. The interplay between perceived support and proactive personality: Effects on self-verification perceptions and emotions
  8. Double-Edged Effects of Creative Personality on Moral Disengagement and Unethical Behaviors: Dual Motivational Mechanisms and a Situational Contingency
  9. Authenticity or Self-Enhancement? Effects of Self-Presentation and Authentic Leadership on Trust and Performance
  10. The interplay of leader–member exchange and peer mentoring in teams on team performance via team potency
  11. Dual-focused transformational leadership and individual creativity: moderating effects of team scout activity and individual perspective-taking
  12. Helping While Competing? The Complex Effects of Competitive Climates on the Prosocial Identity and Performance Relationship
  13. Employee proactive goal regulation and job performance: The role modeling and interacting effects of leader proactive goal regulation
  14. Perceived Cognitive Diversity and Creativity: A Multilevel Study of Motivational Mechanisms and Boundary Conditions
  15. Is ‘be yourself’ always the best advice? The moderating effect of team ethical climate and the mediating effects of vigor and demand–ability fit
  16. how diversity of social network enhances individual creativity
  17. Employee well‐being attribution and job change intentions: The moderating effect of task idiosyncratic deals
  18. Customer service at altitude: effects of empowering leadership
  19. Dual-focused Transformational Leadership and Employee Creativity
  20. Self-verification striving and employee outcomes
  21. Person or Job? Change in Person‐Job Fit and Its Impact on Employee Work Attitudes over Time
  22. Equal or equitable pay? Individual differences in pay fairness perceptions
  23. Corporate social responsibility and employee engagement: The moderating role of CSR-specific relative autonomy and individualism
  24. Proactive Personality and Feedback-Seeking Behaviors: The Effects of Supervisor Feedback and Overall Fairness
  25. Person–Organization Fit and Friendship From Coworkers: Effects on Feeling Self-Verified and Employee Outcomes
  26. Interactive effects of multiple organizational climates on employee innovative behavior in entrepreneurial firms: A cross-level investigation
  27. Cognitive diversity and team creativity: Effects of team intrinsic motivation and transformational leadership
  28. High performance work systems and organization attraction
  29. Complementary or Substitutive Effects? Corporate Governance Mechanisms and Corporate Social Responsibility
  30. Mutual Trust Between Leader and Subordinate and Employee Outcomes
  31. Taking charge and employee outcomes: the moderating effect of emotional competence
  32. Lateral hiring and the performance of professional service firms: the moderating effects of leverage ratio
  33. Supervisor Humor and Employee Outcomes: The Role of Social Distance and Affective Trust in Supervisor
  34. How and when a high quality of leader-member exchange relationship matter?
  35. Social Comparison and Distributive Justice: East Asia Differences
  36. The Interplay Between Follower Core Self-Evaluation and Transformational Leadership: Effects on Employee Outcomes
  37. Come rain or come shine: supervisor behavior and employee job neglect
  38. Personality and Participative Climate: Antecedents of Distinct Voice Behaviors
  39. A Dynamic Approach to Fairness: Effects of Temporal Changes of Fairness Perceptions on Job Attitudes
  40. Person–organization fit and employee outcomes: test of a social exchange model
  41. Person–Organization Fit on Prosocial Identity: Implications on Employee Outcomes
  42. A Multilevel Model of Team Goal Orientation, Information Exchange, and Creativity
  43. Lateral Hiring and Firm Performance: The Effects of Leverage Ratio
  44. A profile approach to self-determination theory motivations at work
  45. The Long Arm of the Job: Parents’ Work-Family Conflict and Youths’ Work Centrality
  46. When and How Cognitive Diversity Benefits Team Creativity: The Importance of Leadership
  47. Proactive socialization behavior in China: The mediating role of perceived insider status and the moderating role of supervisors' traditionality
  48. Cooperation across cultures: An examination of the concept in 16 countries
  49. Family-Supportive Work Environment and Employee Work Behaviors
  50. Leaders’ Moral Competence and Employee Outcomes: The Effects of Psychological Empowerment and Person–Supervisor Fit
  51. Cognitive Team Diversity and Individual Team Member Creativity: A Cross-Level Interaction
  52. Dispositional Antecedents of Demonstration and Usefulness of Voice Behavior
  53. Person-Environment Fit and its Effects on University Students: A Response Surface Methodology Study
  54. Perceived Fairness of Pay: The Importance of Task versus Maintenance Inputs in Japan, South Korea, and Hong Kong
  55. Proactive Personality and Employee Creativity: The Effects of Job Creativity Requirement and Supervisor Support for Creativity
  56. Person-career fit and employee outcomes among research and development professionals
  57. Top management credibility and employee cynicism: A comprehensive model
  58. Emotional competence and work performance: The mediating effect of proactivity and the moderating effect of job autonomy
  59. South Korean managerial reactions to voicing discontent: The effects of employee attitude and employee communication styles
  60. Proactive Personality, Employee Creativity, and Newcomer Outcomes: A Longitudinal Study
  61. Retaliation against supervisory mistreatment
  62. Workplace offense and victims' reactions: the effects of victim-offender (dis)similarity, offense-type, and cultural differences
  63. Forming and reacting to overall fairness: A cross-cultural comparison
  64. Conflict management styles: the differences among the Chinese, Japanese, and Koreans
  65. Socialization Tactics, Employee Proactivity, and Person-Organization Fit.