Journal of Applied Psychology. Vol. 99, Issue 6, November 2014
1. A meta-analysis of country differences in the high-performance work system–business performance relationship: The roles of national culture and managerial discretion.
2. Climate uniformity: Its influence on team communication quality, task conflict, and team performance.
3. Misery loves company: Team dissonance and the influence of supervisor-focused interpersonal justice climate on team cohesiveness.
4. Beyond the individual victim: Multilevel consequences of abusive supervision in teams.
5. Sleepiness at work: A review and framework of how the physiology of sleepiness impacts the workplace.
6. The power of presence: The role of mindfulness at work for daily levels and change trajectories of psychological detachment and sleep quality.
7. Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators.
8. Changing job seekers’ image perceptions during recruitment visits: The moderating role of belief confidence.
9. Self-regulation during job search: The opposing effects of employment self-efficacy and job search behavior self-efficacy.
10. A work–family conflict/subjective well-being process model: A test of competing theories of longitudinal effects.
11. When the customer is unethical: The explanatory role of employee emotional exhaustion onto work–family conflict, relationship conflict with coworkers, and job neglect.
12. Understanding sexual harassment using aggregate construct models.
13. A meta-analysis of the relationship between general mental ability and nontask performance.
14. Modeling time-lagged reciprocal psychological empowerment–performance relationships.
15. Monitoring and talking to the room: Autochthonous coordination patterns in team interaction and performance.
16. Building a self-regulatory model of sleep deprivation and deception: The role of caffeine and social influence.
17. How fun are your meetings? Investigating the relationship between humor patterns in team interactions and team performance.
18. Morning employees are perceived as better employees: Employees’ start times influence supervisor performance ratings.
19. The subjective well-being political paradox: Happy welfare states and unhappy liberals.
2. Climate uniformity: Its influence on team communication quality, task conflict, and team performance.
3. Misery loves company: Team dissonance and the influence of supervisor-focused interpersonal justice climate on team cohesiveness.
4. Beyond the individual victim: Multilevel consequences of abusive supervision in teams.
5. Sleepiness at work: A review and framework of how the physiology of sleepiness impacts the workplace.
6. The power of presence: The role of mindfulness at work for daily levels and change trajectories of psychological detachment and sleep quality.
7. Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators.
8. Changing job seekers’ image perceptions during recruitment visits: The moderating role of belief confidence.
9. Self-regulation during job search: The opposing effects of employment self-efficacy and job search behavior self-efficacy.
10. A work–family conflict/subjective well-being process model: A test of competing theories of longitudinal effects.
11. When the customer is unethical: The explanatory role of employee emotional exhaustion onto work–family conflict, relationship conflict with coworkers, and job neglect.
12. Understanding sexual harassment using aggregate construct models.
13. A meta-analysis of the relationship between general mental ability and nontask performance.
14. Modeling time-lagged reciprocal psychological empowerment–performance relationships.
15. Monitoring and talking to the room: Autochthonous coordination patterns in team interaction and performance.
16. Building a self-regulatory model of sleep deprivation and deception: The role of caffeine and social influence.
17. How fun are your meetings? Investigating the relationship between humor patterns in team interactions and team performance.
18. Morning employees are perceived as better employees: Employees’ start times influence supervisor performance ratings.
19. The subjective well-being political paradox: Happy welfare states and unhappy liberals.
Gonzalez-Mule, Erik - Personal Name
Nye, Christopher D - Personal Name
Greenbaum, Rebecca L - Personal Name
Matthews, Russell A - Personal Name
Liu, Songqi - Personal Name
Slaughter, Jerel E - Personal Name
Paustian-Underdahl, Samantha C - Personal Name
Hulsheger, Ute R - Personal Name
Mullins, Heather M - Personal Name
Chen, Zhijun - Personal Name
Stoverink, Adam C - Personal Name
Gonzalez-Roma Vicente - Personal Name
Rabl, Tanja - Personal Name
Maynard, M. Travis - Personal Name
Nye, Christopher D - Personal Name
Greenbaum, Rebecca L - Personal Name
Matthews, Russell A - Personal Name
Liu, Songqi - Personal Name
Slaughter, Jerel E - Personal Name
Paustian-Underdahl, Samantha C - Personal Name
Hulsheger, Ute R - Personal Name
Mullins, Heather M - Personal Name
Chen, Zhijun - Personal Name
Stoverink, Adam C - Personal Name
Gonzalez-Roma Vicente - Personal Name
Rabl, Tanja - Personal Name
Maynard, M. Travis - Personal Name
Vol. 99, Issue 6, November 2014
0021-9010
e-Journal PPS
Inggris
American Psychological Association
2014
Washington, DC
297 hlm
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