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Do CEOs Matter to Firm Strategic Actions and Firm Performance? A Meta-Analytic Investigation Based on Upper Echelons Theory

Personnel psychology, 2016-12, Vol.69 (4), p.775-862

2016

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A meta‐analysis integrating 20 years of workplace incivility research: Antecedents, consequences, and boundary conditions

Journal of organizational behavior, 2022-03, Vol.43 (3), p.497-523

2022

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Any port in a storm: Emotional stability as a stabilizer for the job performance-voluntary turnover relationship

Journal of vocational behavior, 2024-04, Vol.150, p.103973, Article 103973

2024

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Validity of Observer Ratings of the Five-Factor Model of Personality Traits: A Meta-Analysis

Journal of applied psychology, 2011-07, Vol.96 (4), p.762-773

2011

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A Meta-Analysis Integrating 25 Years of Diversity Climate Research

Journal of management, 2021-07, Vol.47 (6), p.1357-1382

2021

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The Five-Factor Model of Personality Traits and Organizational Citizenship Behaviors: A Meta-Analysis

Journal of applied psychology, 2011-11, Vol.96 (6), p.1140-1166

2011

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Transformational Leadership and Performance Across Criteria and Levels: A Meta-Analytic Review of 25 Years of Research

Group & Organization Management, 2011-04, Vol.36 (2), p.223-270

2011

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Methods for second order meta-analysis and illustrative applications

Organizational behavior and human decision processes, 2013-07, Vol.121 (2), p.204-218

2013

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Do birds of a feather flock, fly, and continue to fly together? The differential and cumulative effects of attraction, selection, and attrition on personality-based within-organization homogeneity and between-organization heterogeneity progression over time

Journal of organizational behavior, 2018-12, Vol.39 (10), p.1347-1366

2018

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Fixed- versus random-effects models in meta-analysis: Model properties and an empirical comparison of differences in results

British journal of mathematical & statistical psychology, 2009-02, Vol.62 (1), p.97-128

2009

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Fit Happens Globally: A Meta-Analytic Comparison of the Relationships of Person-Environment Fit Dimensions with Work Attitudes and Performance Across East Asia, Europe, and North America

Personnel psychology, 2014-03, Vol.67 (1), p.99-152

2014

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Human Capital Factors Affecting Human Resource (HR) Managers' Commitment to HR and the Mediating Role of Perceived Organizational Value on HR

Human resource management, 2017-03, Vol.56 (2), p.353-368

2017

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Avoiding Bias in Publication Bias Research: The Value of "Null" Findings

Journal of business and psychology, 2014-06, Vol.29 (2), p.183-203

2014

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Correction for Range Restriction in Meta-Analysis Revisited: Improvements and Implications for Organizational Research

Personnel psychology, 2016-12, Vol.69 (4), p.975-1008

2016

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The two faces of high self-monitors: Chameleonic moderating effects of self-monitoring on the relationships between personality traits and counterproductive work behaviors

Journal of organizational behavior, 2014-01, Vol.35 (1), p.92-111

2014

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Relative Importance of Major Job Performance Dimensions in Determining Supervisors' Overall Job Performance Ratings

Canadian journal of administrative sciences, 2019-09, Vol.36 (3), p.377-389

2019

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Linking Job-Relevant Personality Traits, Transformational Leadership, and Job Performance via Perceived Meaningfulness at Work: A Moderated Mediation Model

Journal of applied psychology, 2018-03, Vol.103 (3), p.324-333

2018

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The Research-Practice Gap in Human Resource Management: A Cross-Cultural Study

Human resource management, 2016-03, Vol.55 (2), p.179-200

2016

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Understanding Organizational Commitment: A Meta-Analytic Examination of the Roles of the Five-Factor Model of Personality and Culture

Journal of applied psychology, 2015-09, Vol.100 (5), p.1542-1567

2015

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Beyond Meta-Analysis: Secondary Uses of Meta-Analytic Data

Annual review of organizational psychology and organizational behavior, 2020-01, Vol.7 (1), p.125-153

Oh, In-Sue

2020

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Revisiting Sackett et al.'s (2022) Rationale Behind Their Recommendation Against Correcting for Range Restriction in Concurrent Validation Studies

Journal of applied psychology, 2023-08, Vol.108 (8), p.1300-1310

2023

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The Goldilocks Effect of Strategic Human Resource Management? Optimizing the Benefits of a High-Performance Work System Through the Dual Alignment of Vertical and Horizontal Fit

Academy of Management journal, 2019-10, Vol.62 (5), p.1388-1412

2019

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Using Beta Coefficients to Impute Missing Correlations in Meta-Analysis Research: Reasons for Caution

Journal of applied psychology, 2018-06, Vol.103 (6), p.644-658

2018

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Too Much of a Good Thing: Curvilinear Relationships Between Personality Traits and Job Performance

Journal of applied psychology, 2011, Vol.96 (1), p.113-133

2011

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Are Dishonest Extraverts More Harmful than Dishonest Introverts? The Interaction Effects of Honesty-Humility and Extraversion in Predicting Workplace Deviance

Applied psychology, 2011-07, Vol.60 (3), p.496-516

2011

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Do CEOs Matter to Firm Strategic Actions and Firm Performance? A Meta-Analytic Investigation Based on Upper Echelons Theory

A meta‐analysis integrating 20 years of workplace incivility research: Antecedents, consequences, and boundary conditions

Any port in a storm: Emotional stability as a stabilizer for the job performance-voluntary turnover relationship

Validity of Observer Ratings of the Five-Factor Model of Personality Traits: A Meta-Analysis

A Meta-Analysis Integrating 25 Years of Diversity Climate Research

The Five-Factor Model of Personality Traits and Organizational Citizenship Behaviors: A Meta-Analysis

Transformational Leadership and Performance Across Criteria and Levels: A Meta-Analytic Review of 25 Years of Research

Methods for second order meta-analysis and illustrative applications

Do birds of a feather flock, fly, and continue to fly together? The differential and cumulative effects of attraction, selection, and attrition on personality-based within-organization homogeneity and between-organization heterogeneity progression over time

Fixed- versus random-effects models in meta-analysis: Model properties and an empirical comparison of differences in results

Fit Happens Globally: A Meta-Analytic Comparison of the Relationships of Person-Environment Fit Dimensions with Work Attitudes and Performance Across East Asia, Europe, and North America

Human Capital Factors Affecting Human Resource (HR) Managers' Commitment to HR and the Mediating Role of Perceived Organizational Value on HR

Avoiding Bias in Publication Bias Research: The Value of "Null" Findings

Correction for Range Restriction in Meta-Analysis Revisited: Improvements and Implications for Organizational Research

The two faces of high self-monitors: Chameleonic moderating effects of self-monitoring on the relationships between personality traits and counterproductive work behaviors

Relative Importance of Major Job Performance Dimensions in Determining Supervisors' Overall Job Performance Ratings

Linking Job-Relevant Personality Traits, Transformational Leadership, and Job Performance via Perceived Meaningfulness at Work: A Moderated Mediation Model

The Research-Practice Gap in Human Resource Management: A Cross-Cultural Study

Understanding Organizational Commitment: A Meta-Analytic Examination of the Roles of the Five-Factor Model of Personality and Culture

Beyond Meta-Analysis: Secondary Uses of Meta-Analytic Data

Revisiting Sackett et al.'s (2022) Rationale Behind Their Recommendation Against Correcting for Range Restriction in Concurrent Validation Studies

The Goldilocks Effect of Strategic Human Resource Management? Optimizing the Benefits of a High-Performance Work System Through the Dual Alignment of Vertical and Horizontal Fit

Using Beta Coefficients to Impute Missing Correlations in Meta-Analysis Research: Reasons for Caution

Too Much of a Good Thing: Curvilinear Relationships Between Personality Traits and Job Performance

Are Dishonest Extraverts More Harmful than Dishonest Introverts? The Interaction Effects of Honesty-Humility and Extraversion in Predicting Workplace Deviance

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