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RELATIONSHIP BETWEEN JOB PERFORMANCE, WELL-BEING, JUSTICE, AND ORGANIZATIONAL SUPPORT: A MULTILEVEL PERSPECTIVE
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RELATIONSHIP BETWEEN JOB PERFORMANCE, WELL-BEING, JUSTICE, AND ORGANIZATIONAL SUPPORT: A MULTILEVEL PERSPECTIVE (2021)RELATIONSHIP BETWEEN JOB PERFORMANCE, WEL…High performance work practices and their associations with health, happiness and relational well-being: are there any tradeoffs? (2019)High performance work practic…Happy-Productive Teams and Work Units: A Systematic Review of the ‘Happy-Productive Worker Thesis’ (2019)Happy-Productive Teams and Wo…Group Affect (2015)Group AffectEmployee well‐being in organizations: Theoretical model, scale development, and cross‐cultural validation (2015)Employee well‐being in organi…The Person–Situation Debate Revisited: Effect of Situation Strength and Trait Activation on the Validity of the Big Five Personality Traits in Predicting Job Performance (2014)The Person–Situation Debate R…Positive is usually good, negative is not always bad: The effects of group affect on social integration and task performance. (2014)Positive is usually good, neg…Accounting for the Influence of Overall Justice on Job Performance: Integrating Self‐Determination and Social Exchange Theories (2013)Accounting for the Influence …The role of organizational insiders' developmental feedback and proactive personality on newcomers' performance: An interactionist perspective. (2011)The role of organizational in…Work stressors, role-based performance, and the moderating influence of organizational support. (2009)Work stressors, role-based pe…Self-interest and other-orientation in organizational behavior: Implications for job performance, prosocial behavior, and personal initiative. (2009)Self-interest and other-orien…Emotional exhaustion and job performance: The moderating roles of distributive justice and positive affect (2009)Emotional exhaustion and job …The interaction of social skill and organizational support on job performance. (2006)The interaction of social ski…The Role of Justice in Organizations: A Meta-Analysis (2001)The Role of Justice in Organi…INTEGRATING JUSTICE AND SOCIAL EXCHANGE: THE DIFFERING EFFECTS OF FAIR PROCEDURES AND TREATMENT ON WORK RELATIONSHIPS. (2000)INTEGRATING JUSTICE AND SOCIA…Perceived organizational support. (1986)Perceived organizational supp…The Norm of Reciprocity: A Preliminary Statement (1960)The Norm of Reciprocity: A Pr…The Satisfaction With Life Scale (1985)Development and validation of brief measures of positive and negative affect: The PANAS scales. 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References

  • 1960The Norm of Reciprocity: A Preliminary Statement11,995 cited
  • 1986Perceived organizational support.7,053 cited
  • 2001The Role of Justice in Organizations: A Meta-Analysis3,562 cited
  • 2000INTEGRATING JUSTICE AND SOCIAL EXCHANGE: THE DIFFERING EFFECTS OF FAIR PROCEDURES AND TREATMENT ON WORK RELATIONSHIPS.2,090 cited
  • 2014The Person–Situation Debate Revisited: Effect of Situation Strength and Trait Activation on the Validity of the Big Five Personality Traits in Predicting Job Performance736 cited
  • 2015Employee well‐being in organizations: Theoretical model, scale development, and cross‐cultural validation724 cited
  • 2009Self-interest and other-orientation in organizational behavior: Implications for job performance, prosocial behavior, and personal initiative.472 cited
  • 2009Work stressors, role-based performance, and the moderating influence of organizational support.309 cited
  • 2015Group Affect309 cited
  • 2006The interaction of social skill and organizational support on job performance.279 cited
  • 2009Emotional exhaustion and job performance: The moderating roles of distributive justice and positive affect228 cited
  • 2011The role of organizational insiders' developmental feedback and proactive personality on newcomers' performance: An interactionist perspective.222 cited
  • 2014Positive is usually good, negative is not always bad: The effects of group affect on social integration and task performance.

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212 cited
  • 2013Accounting for the Influence of Overall Justice on Job Performance: Integrating Self‐Determination and Social Exchange Theories148 cited
  • 2019High performance work practices and their associations with health, happiness and relational well-being: are there any tradeoffs?116 cited
  • 2019Happy-Productive Teams and Work Units: A Systematic Review of the ‘Happy-Productive Worker Thesis’116 cited
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