查看“JAP开放数据汇总 JAP Open dataset collections”的源代码

Journal of Applied Psychology (JAP) 部分公开了<b><font color="blue">数据、分析代码</font></b>的论文清单，请点击文章标题浏览下载数据的网址。建议博士们对照文章，去还原文章的所有分析，通过这种方式学会统计分析，以及如何汇报结果，让统计分析不再成为文章发表的障碍，有更多时间去思考如何做出更有价值的文章。如果你发现JAP上有其他文章也公开了数据或者代码，请告知，谢谢！

OBHRM百科拟推出多本国际优秀期刊的<b><font color="blue">开放数据汇总</font></b>，条件成熟的时候还会推出还原过程，如果你热心OBHRM领域开放科学的建设，欢迎参与进来，<b><font color="blue">尤其欢迎老师们带领研究生团队一起参与！</font></b>

==In press==
* Heng, Y. T., Barnes, C. M., & Yam, K. C. (2022). [[Cannabis use does not increase actual creativity but biases evaluations of creativity]]. Journal of Applied Psychology.

* Lehmann, M., Pery, S., Kluger, A. N., Hekman, D. R., Owens, B. P., & Malloy, T. E. (2022). [[Relationship-specific (dyadic) humility: How your humility predicts my psychological safety and performance]]. Journal of Applied Psychology.

* Meyer, B., van Dijk, H., & van Engen, M. (2022). [[(Mitigating) the self-fulfillment of gender stereotypes in teams: The interplay of competence attributions, behavioral dominance, individual performance, and diversity beliefs]]. Journal of Applied Psychology, 107(11), 1907–1925.

* Park, H., Tangirala, S., Hussain, I., & Ekkirala, S. (2022). [[How and when managers reward employees' voice: The role of proactivity attributions]]. Journal of Applied Psychology.

* Petsko, C. D., & Rosette, A. S. (2022). [[Are leaders still presumed white by default? Racial bias in leader categorization revisited]]. Journal of Applied Psychology.

==2022==
* Kakkar, H., & Sivanathan, N. (2022). [[The impact of leader dominance on employees’ zero-sum mindset and helping behavior]]. Journal of Applied Psychology, 107(10), 1706–1724.

* Solomon, B. C., Nikolaev, B. N., & Shepherd, D. A. (2022). [[Does educational attainment promote job satisfaction? The bittersweet trade-offs between job resources, demands, and stress]]. Journal of Applied Psychology, 107(7), 1227–1241.

* Min, S. W., Humphrey, S. E., Aime, F., Petrenko, O. V., Quade, M. J., & Fu, S. (Qiang). (2022). [[Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex]]. Journal of Applied Psychology, 107(7), 1115–1129.

* Li, A. N., & Tangirala, S. (2022). [[How employees’ voice helps teams remain resilient in the face of exogenous change]]. Journal of Applied Psychology, 107(4), 668–692.

* Taiyi Yan, T., Tangirala, S., Vadera, A. K., & Ekkirala, S. (2022). [[How employees learn to speak up from their leaders: Gender congruity effects in the development of voice self-efficacy]]. Journal of Applied Psychology, 107(4), 650–667.

* Muir (Zapata), C. P., Sherf, E. N., & Liu, J. T. (2022). [[It’s not only what you do, but why you do it: How managerial motives influence employees' fairness judgments]]. Journal of Applied Psychology, 107(4), 581–603.

* Tai, K., Liu, Y., Pitesa, M., Lim, S., Tong, Y. K., & Arvey, R. (2022). [[Fit to be good: Physical fitness is negatively associated with deviance]]. Journal of Applied Psychology, 107(3), 389–407.

==致谢==
感恩作者支持开放科学（Open science），无私公开了文章的数据和代码（Open data），谨向作者致以崇高的敬意!

==更多开放数据==
[[AMJ开放数据汇总 AMJ Open dataset collections]]