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When and how does perceived overqualification lead to turnover intention? A moderated mediation model
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When and how does perceived overqualification lead to turnover intention? A moderated mediation model (2021)When and how does perceived overqualifica…Sources of Method Bias in Social Science Research and Recommendations on How to Control It (2011)Sources of Method Bias in Soc…Experimental Analysis of a Web-Based Training Intervention to Develop Positive Psychological Capital (2008)Experimental Analysis of a We…5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future (2008)5 Turnover and Retention Rese…Sources of social support and burnout: A meta-analytic test of the conservation of resources model. (2006)Sources of social support and…Social Exchange Theory: An Interdisciplinary Review (2005)Social Exchange Theory: An In…Complementary and Supplementary Fit: A Theoretical and Empirical Integration. 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(1998)Self-efficacy and work-relate…JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS (1993)JOB SATISFACTION, ORGANIZATIO…Conservation of resources: A new attempt at conceptualizing stress. (1989)Conservation of resources: A …A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. (1984)A review and meta-analysis of…Comparative fit indexes in structural models. (1990)Alternative Ways of Assessing Model Fit (1992)Testing Structural Equation Models. (1994)Perceived supervisor support: Contributions to perceived organizational support and employee retention. (2002)“Can you see the real me?” A self-based model of authentic leader and follower development (2005)Development and validation of brief measures of positive and negative affect: The PANAS scales. (1988)Structural equation modeling in practice: A review and recommended two-step approach. 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(1986)The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)WHY PEOPLE STAY: USING JOB EMBEDDEDNESS TO PREDICT VOLUNTARY TURNOVER. (2001)CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT (2005)PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META‐ANALYSIS (2005)Social Learning Theory. (1978)The Framing of Decisions and the Psychology of Choice (1981)Self-Efficacy: The Exercise of Control (1999)Social Cognitive Theory: An Agentic Perspective (2001)POSITIVE PSYCHOLOGICAL CAPITAL: MEASUREMENT AND RELATIONSHIP WITH PERFORMANCE AND SATISFACTION (2007)Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences (2017)The psychology of interpersonal relations. 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References

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  • 2000Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being.46,804 cited
  • 1989Conservation of resources: A new attempt at conceptualizing stress.18,137 cited
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  • 2001Reciprocation of perceived organizational support.3,103 cited
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  • 2006Sources of social support and burnout: A meta-analytic test of the conservation of resources model.1,334 cited
  • 1984A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover.1,060 cited
  • 20085 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future

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1,045 cited
  • 2004Complementary and Supplementary Fit: A Theoretical and Empirical Integration.949 cited
  • 2008Experimental Analysis of a Web-Based Training Intervention to Develop Positive Psychological Capital899 cited
  • 2001Educational mismatches versus skill mismatches: effects on wages, job satisfaction, and on-the-job search895 cited
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