“JAP开放数据汇总 JAP Open dataset collections”的版本间的差异
来自OBHRM百科
Lichaoping（讨论 | 贡献） |
Lichaoping（讨论 | 贡献） |
||
| （未显示同一用户的4个中间版本） | |||
| 第4行： | 第4行： | ||
==In press== | ==In press== | ||
| − | * Heng, Y. T., Barnes, C. M., & Yam, K. C. (2022). [[Cannabis use does not increase actual creativity but biases evaluations of creativity | + | * 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. | * 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. | + | * 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 | + | * 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. | * 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年11月5日 (六) 18:50的最新版本
Journal of Applied Psychology (JAP) 部分公开了数据、分析代码的论文清单，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开放数据汇总，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，尤其欢迎老师们带领研究生团队一起参与！
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!
