来源：OBHRM百科
Academy of Management Journal和Journal of Applied Psychology 部分公开了数据、分析代码的论文清单，以下是部分论文清单，请通过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，以及在论文中汇报结果，助力做出更出色的研究。
Academy of Management Journal
* Lee, M., Pitesa, M., Pillutla, M. M., & Thau, S. (2017). Male Immorality: An Evolutionary Account of Sex Differences in Unethical Negotiation Behavior. Academy of Management Journal, 60(5), 2014–2044.
* Sirola, N., & Pitesa, M. (2017). Economic Downturns Undermine Workplace Helping by Promoting a Zero-Sum Construal of Success. Academy of Management Journal, 60(4), 1339–1359.
* Derfler-Rozin, R., Baker, B., & Gino, F. (2018). Compromised Ethics in Hiring Processes? How Referrers’ Power Affects Employees’ Reactions to Referral Practices. Academy of Management Journal, 61(2), 615–636.
* Hussain, I., Shu, R., Tangirala, S., & Ekkirala, S. (2019). The Voice Bystander Effect: How Information Redundancy Inhibits Employee Voice. Academy of Management Journal, 62(3), 828–849.
* Sherf, E. N., Parke, M. R., & Isaakyan, S. (2021). Distinguishing Voice and Silence at Work: Unique Relationships with Perceived Impact, Psychological Safety, and Burnout. Academy of Management Journal, 64(1), 114–148.
* Bain, K., Kreps, T. A., Meikle, N. L., & Tenney, E. R. (2021). Amplifying Voice in Organizations. Academy of Management Journal, 64(4), 1288–1312.
* Cho, Y., & Jiang, W. Y. (2021). If You Do What You Love, Will The Money Follow? How Work Orientation Impacts Objective Career Outcomes via Managerial (Mis)perceptions. Academy of Management Journal.
* Kang, S. H., & Kim, J. (2021). The Fragility of Experts: A Moderated-Mediation Model of Expertise, Expert Identity Threat, and Overprecision. Academy of Management Journal.
Journal of Applied Psychology
* 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.
* 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.
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