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• 2017Work–Life Flexibility for Whom? Occupational Status and Work–Life Inequality in Upper, Middle, and Lower Level Jobs413 cited
• 2006Psychological detachment from work during off-job time: The role of job stressors, job involvement, and recovery-related self-efficacy330 cited
• 2012I can't get no job satisfaction: Meta‐analysis comparing permanent and contingent workers194 cited
• 2007The Effects of Perceived Management Concern for Frontline Employees and Customers on Turnover Intentions190 cited
• 2006Effects of management communication, opportunity for learning, and work schedule flexibility on organizational commitment181 cited
• 2010Who Earns More and Why? A Multiple Mediation Model from Personality to Salary141 cited
• 2018Narcissistic leaders: An asset or a liability? Leader visibility, follower responses, and group-level absenteeism.116 cited
• 2017The effects of flexible work practices on employee attitudes: evidence from a large-scale panel study in Germany115 cited
• 2008Organizational Citizenship Behavior and Employee Performance: A Moderating Effect of Work Status in Restaurant Employees108 cited
• 2014The relationship between contract type and job satisfaction in a mediated moderation model: The role of job insecurity and psychological contract violation88 cited
• 2019The influence of employer rankings, employment experience, and employee characteristics on employer branding as an employer of choice85 cited
• 2015Overqualified human resources, career development experiences, and work outcomes: Leveraging an underutilized resource with political skill