GrowthFix Citations
引力経営の理論基盤
── 主要参考文献 260 件
累計被引用 45,000+ cites の 3 引力対称構造（個人引力・組織引力・継続引力）10 本柱を中核に、 Bandura 効力感理論・心理的契約論（Rousseau）・組織コミットメント（Meyer-Allen）・Job Embeddedness（Mitchell）・ 組織開発・社会化・採用面接・評価制度・中間経営職・日本市場・AI ネイティブ・介入研究 RCT を横断的に編集。 「優秀人材が躍動する会社をつくる」という目標に対して、主要研究を踏まえたサービス設計を提供する根拠。
Tier 1
Gravity の 3 引力対称構造 ── 10 本柱（主要参考文献）
個人引力 × 組織引力 × 継続引力の 3 階層構造を構成する 10 本柱。被引用降順。累計被引用 45,000+ cites。
PILLAR 01 ── 心理的安全性
Psychological safety and learning behavior in work teams
Edmondson, A. (1999). Administrative Science Quarterly, 44(2), 350–383.
「リスクを取って発言しても安全」という認知が組織学習を媒介する。トップダウン制御型運営では達成できない、発議が生まれる組織の理論基盤。
PILLAR 02 ── Voice × リーダーシップ
Leadership behavior and employee voice: Is the door really open?
Detert, J. R., & Burris, E. R. (2007). Academy of Management Journal, 50(4), 869–884.
「ドアを開けているだけでは Voice は出ない」── 6,000 人超調査で実証。1on1 設計の必要性の決定的根拠。
PILLAR 03 ── アルゴリズム管理
Algorithms at work: The new contested terrain of control
Kellogg, K. C., Valentine, M. A., & Christin, A. (2020). Academy of Management Annals, 14(1), 366–410.
「AI は管理を自動化するが、引力は人が設計する」── AM が代替できない経営職の役割を AOM Annals が裏付け。
PILLAR 04 ── 内発動機 × 外的インセンティブ
Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis
Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014). Psychological Bulletin, 140(4), 980–1008.
40 年・183 研究のメタ分析。「質的業績は内発動機が最も予測する」── 金銭インセンティブ偏重では達成できない、質的業績の理論基盤。
PILLAR 05 ── AI × 人事データ
Artificial intelligence in human resources management: Challenges and a path forward
Tambe, P., Cappelli, P., & Yakubovich, V. (2019). California Management Review, 61(4), 15–42.
「People Analytics の本質は因果推論であり、可視化ではない」── Wharton 系最高水準誌 CMR が 4 大障壁を定式化。
PILLAR 06 ── 金銭インセンティブ
Are financial incentives related to performance? A meta-analytic review of empirical research
Jenkins, G. D., Jr., Mitra, A., Gupta, N., & Shaw, J. D. (1998). Journal of Applied Psychology, 83(5), 777–787.
doi:10.1037/0021-9010.83.5.777
「金銭インセンティブはタスク量に効くが質には効かない」（質 r=.07・量 r=.34）── 量偏重評価では捉えられない、人材の質を扱う理論基盤。
PILLAR 07 ── HPWS × 日本組織
An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations
Takeuchi, R., Lepak, D. P., Wang, H., & Takeuchi, K. (2007). Journal of Applied Psychology, 92(4), 1069–1083.
doi:10.1037/0021-9010.92.4.1069
「HPWS 効果は信頼気候（Concern for Employees）を通じて発現する」── ルール明確化単独では機能しない、日本市場固有の HR 設計の実証研究（JAP 掲載・日本 76 事業所実証）。
PILLAR 08 ── 心理的契約論（継続引力 1/3）
Psychological and implied contracts in organizations
Rousseau, D. M. (1989). Employee Responsibilities and Rights Journal, 2(2), 121–139.
明示的契約を超えた「暗黙の期待束」が雇用関係を支配する。Relational / Transactional / Balanced の 3 類型 + 契約違反（Breach / Violation）が離職予測の核。Quarterly 心理的契約再校正の理論基盤。後継研究：Tomprou-Rousseau-Hansen 2015 Post-Violation Model（被引用 277）+ Rousseau-Hansen-Tomprou 2018 動的位相モデル（被引用 488）。
PILLAR 09 ── 組織コミットメント 3 成分（継続引力 2/3）
A three-component conceptualization of organizational commitment
Meyer, J. P., & Allen, N. J. (1991). Human Resource Management Review, 1(1), 61–89. ＋ Meyer-Allen-Smith (1993) JAP 系列 + Meyer, Stanley, Herscovitch, & Topolnytsky (2002) Journal of Vocational Behavior meta（n=50,146・被引用 3,351）
doi:10.1016/1053-4822(91)90011-Z
情緒的（Affective・愛着）/ 継続的（Continuance・損失計算）/ 規範的（Normative・義務感）の 3 成分分解。Meyer 2002 メタ（n=50,146）で Affective × 業績 r=+.16 vs Continuance × 業績 r=-.07（負相関）+ Continuance × ストレス r=+.20 を実証。給料偏重では達成できない、Affective 主軸の理論基盤。
PILLAR 10 ── Job Embeddedness（継続引力 3/3）
Why people stay: Using job embeddedness to predict voluntary turnover
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Academy of Management Journal, 44(6), 1102–1121.
「なぜ辞めるか」ではなく「なぜ辞めないか」を Links × Fit × Sacrifice の 3 次元 + 組織内 / 組織外の 2 領域 = 6 領域 Matrix で測定。満足度・コミットメントを統制してもなお実離職を予測する独立変数。Orbit 月次パルスサーベイ（Crossley 2007 短縮 7 項目尺度・α=.88）+ 軸 15 個ゲートの構造的根拠。
Supplement
補完軸 ── 産業界・公的機関の一次データレポート
3 引力対称構造 10 本柱（査読付き学術論文）を補完する、AI ネイティブ時代の一次データソース。査読論文ではないが、一次データとして高い信頼性を持つもののみを厳選掲載。
S1 / AI 露出度実測
Anthropic Economic Index: Labor Market Impacts of AI
Anthropic. (2026). Anthropic Economic Index Report. (一次データレポート・査読外)
Claude 利用データから職種別「Observed Exposure（観察された露出度・0-100pt）」を実測した一次データレポート。主要数値：① AI 露出度高職種は平均年収 47% 高・大学院卒 4.5 倍（高学歴・高給デスクワーク層が AI と最初に重なる）／② 22-25 歳若年労働者の AI 露出度高職種で新規採用 14% 減速／③ 理論上 AI 処理可能 97% に対し実カバー率は職種別大ばらつき（プログラマー 75% / 調理師 0%）／④ BLS 雇用予測で露出度 10pt 上昇あたり 2034 年成長率 0.6pt 低下。**中間経営職（Raelin 4 条件）の時代的必然性を一次データで実証する補完エビデンス**。
Tier 2
サービス別 主要論文
フィルターでサービス軸を絞り込めます。被引用降順で主要論文を表示。
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings
Schmidt, F. L., & Hunter, J. E. (1998). Psychological Bulletin, 124(2), 262–274. doi:10.1037/0033-2909.124.2.262
A meta-analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Personnel Psychology, 58(2), 281–342. doi:10.1111/j.1744-6570.2005.00672.x
The structured employment interview: Narrative and quantitative review of the research literature
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). Personnel Psychology, 67(1), 241–293. doi:10.1111/peps.12052
The validity of employment interviews: A comprehensive review and meta-analysis
McDaniel, M. A., Whetzel, D. L., Schmidt, F. L., & Maurer, S. D. (1994). Journal of Applied Psychology, 79(4), 599–616. doi:10.1037/0021-9010.79.4.599
Signaling theory: A review and assessment
Connelly, B. L., Certo, S. T., Ireland, R. D., & Reutzel, C. R. (2010). Journal of Management, 37(1), 39–67. doi:10.1177/0149206310388419
Captivating company: Dimensions of attractiveness in employer branding
Berthon, P., Ewing, M., & Hah, L. L. (2005). International Journal of Advertising, 24(2), 151–172. doi:10.1080/02650487.2005.11072912
Organizational socialization: Its content and consequences
Feldman, D. C. (1976). Journal of Applied Psychology, 61(3), 309–318.
Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings
Tett, R. P., & Meyer, J. P. (1993). Personnel Psychology, 46(2), 259–293. doi:10.1111/j.1744-6570.1993.tb00874.x
Surveying the forest: A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover
Rubenstein, A. L., Eberly, M. B., Lee, T. W., & Mitchell, T. R. (2017). Personnel Psychology, 70(1), 1–63. doi:10.1111/peps.12226
Why people stay: Using job embeddedness to predict voluntary turnover
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Academy of Management Journal, 44(6), 1102–1121.
Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs
Huffcutt, A. I., & Arthur, W., Jr. (1994). Journal of Applied Psychology, 79(2), 184–190. doi:10.1037/0021-9010.79.2.184
The ASA framework: An update
Schneider, B. (1987). Personnel Psychology, 40(3), 437–454.
The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory
Kluger, A. N., & DeNisi, A. (1996). Psychological Bulletin, 119(2), 254–284. doi:10.1037/0033-2909.119.2.254
Building a practically useful theory of goal setting and task motivation: A 35-year odyssey
Locke, E. A., & Latham, G. P. (2002). American Psychologist, 57(9), 705–717. doi:10.1037/0003-066x.57.9.705
Does coaching work? A meta-analysis on the effects of coaching on individual level outcomes in an organizational context
Theeboom, T., Beersma, B., & van Vianen, A. E. M. (2014). The Journal of Positive Psychology, 9(1), 1–18. doi:10.1080/17439760.2013.837499
Psychological safety: A meta-analytic review and extension
Frazier, M. L., Fainshmidt, S., Klinger, R. L., Pezeshkan, A., & Vracheva, V. (2017). Personnel Psychology, 70(1), 113–165. doi:10.1111/peps.12183
Safety First: Psychological Safety as the Key to AI Transformation
Lin, et al. (2026). arxiv preprint, 2602.23279. arxiv:2602.23279
Antecedents and consequences of employee engagement
Saks, A. M. (2006). Journal of Managerial Psychology, 21(7), 600–619. doi:10.1108/02683940610690169
The job demands-resources model: State of the art
Bakker, A. B., & Demerouti, E. (2007). Journal of Managerial Psychology, 22(3), 309–328. doi:10.1108/02683940710733115
Organizational routines as a source of continuous change
Feldman, M. S., & Pentland, B. T. (2003). Organization Science, 14(2), 94–111. doi:10.1287/orsc.14.2.94.14992
Strategic decisions and all that jazz
Eisenhardt, K. M. (1989). Business Strategy Review. doi related
The middle management perspective on strategy process: Contributions, synthesis, and future research directions
Wooldridge, B., Schmid, T., & Floyd, S. W. (2008). Journal of Management, 34(6), 1190–1221. doi:10.1177/0149206308324326
Middle managers' emotional intelligence and change competence: A study of change leaders
Huy, Q. N. (2002). Academy of Management Journal, 45(1), 31–69.
Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory over 25 years
Graen, G. B., & Uhl-Bien, M. (1995). Leadership Quarterly, 6(2), 219–247. doi:10.1016/1048-9843(95)90036-5
Authentic leadership development: Getting to the root of positive forms of leadership
Avolio, B. J., & Gardner, W. L. (2005). Leadership Quarterly, 16(3), 315–338. doi:10.1016/j.leaqua.2005.03.001
Authentic leadership: Development and validation of a theory-based measure
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Journal of Management, 34(1), 89–126. doi:10.1177/0149206307308913
Self-efficacy: Toward a unifying theory of behavioral change
Bandura, A. (1977). Psychological Review, 84(2), 191–215. doi:10.1037/0033-295X.84.2.191
Does performance improve following multisource feedback? A theoretical model, meta-analysis, and review of empirical findings
Smither, J. W., London, M., & Reilly, R. R. (2005). Personnel Psychology, 58(1), 33–66. doi:10.1111/j.1744-6570.2005.514_1.x
Why people stay: Using job embeddedness to predict voluntary turnover
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Academy of Management Journal, 44(6), 1102–1121.
Turnover under good or bad economic conditions: A test of two adaptation-level theory predictions
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). Journal of Applied Psychology, 85(2), 327–331.
Increasing human and social capital by applying job embeddedness theory
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Inderrieden, E. J. (2006). Organizational Dynamics, 35(4), 316–331. doi:10.1016/j.orgdyn.2006.08.007
Employee socialization revisited: Psychological contract fulfillment and implications for retention
Allen, D. G. (2006). Journal of Applied Psychology.
Integrating ML and explainable AI for employee attrition prediction (SHAP / XAI)
Nature Scientific Reports (2026). Scientific Reports, s41598-026-36424-2. nature.com
The ripple effect: Emotional contagion and its influence on group behavior
Barsade, S. G. (2002). Administrative Science Quarterly, 47(4), 644–675. doi:10.2307/3094912
Emotional contagion
Hatfield, E., Cacioppo, J. T., & Rapson, R. L. (1993). Current Directions in Psychological Science, 2(3), 96–99.
The ASA framework: An update
Schneider, B. (1987). Personnel Psychology, 40(3), 437–454.
Cognitive, affective, and motivational processes and performance: A meta-analytic review
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Personnel Psychology, 58(2), 281–342.
Exercise of collective efficacy in changing societies
Bandura, A. (2000). In A. Bandura (Ed.), Self-efficacy in changing societies. Cambridge University Press.
Self-efficacy: Toward a unifying theory of behavioral change
Bandura, A. (1977). Psychological Review, 84(2), 191–215. doi:10.1037/0033-295X.84.2.191
Collective efficacy and neighborhood violent crime: A multilevel study of collective efficacy theory
Sampson, R. J., Raudenbush, S. W., & Earls, F. (1997). Science, 277(5328), 918–924. doi:10.1126/science.277.5328.918
Information, incentives and bargaining in the Japanese economy
Aoki, M. (1988). Cambridge University Press. doi:10.1017/cbo9780511571701
Meta-analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance
Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Human Resource Development Quarterly, 22(2), 127–152. doi:10.1002/hrdq.20070
Work engagement in Japan: Validation of the Japanese version of the Utrecht Work Engagement Scale
Shimazu, A., Schaufeli, W. B., Kosugi, S., et al. (2008). Applied Psychology, 57(3), 510–523. doi:10.1111/j.1464-0597.2008.00333.x
Tier 3
完全リスト 263 件
領域別（v7.1 章立て順・260513 更新）。Ctrl+F で検索可能。被引用数は Crossref / OpenAlex 確認済。
完全リスト 260 件を展開（Ctrl+F 検索可）+ Phase 12-14 補強 3 件（Crossley 2007 / Tomprou 2015 / Rousseau-Hansen-Tomprou 2018）
| # | 著者（年） | タイトル（短縮） | 誌・出版 | 被引用 | DOI | 軸 |
|---|---|---|---|---|---|---|
| 1 | Vansteenkiste & Ryan (2013) | Psychological growth and vulnerability – SDT | J. Psychotherapy Integration | 2,044 | link | SDT / CODE |
| 2 | Vallerand & Losier (1999) | Integrative analysis: intrinsic & extrinsic motivation in sport | J. Applied Sport Psychology | 710 | link | SDT / CODE |
| 3 | Tremblay et al. (2009) | Work Extrinsic & Intrinsic Motivation Scale | Can. J. Behavioural Science | 556 | link | SDT / CODE |
| 4 | Di Domenico & Ryan (2017) | Neuroscience of Intrinsic Motivation | Frontiers Human Neuroscience | 531 | link | SDT / CODE |
| 5 | Deci et al. (1991) | Motivation and Education: SDT perspective | Educational Psychologist | 2,012 | link | SDT / CODE |
| 6 | Noels et al. (2000) | Why Are You Learning a Second Language? SDT | Language Learning | 1,205 | link | SDT |
| 7 | Saks (2006) | Antecedents and consequences of employee engagement | J. Managerial Psychology | 3,206 | link | C-3 / Scan |
| 8 | Schneider (1987) | The ASA framework: An update | Personnel Psychology | 3,231 | — | R-1 / Scan |
| 9 | Kristof-Brown et al. (2005) | P-O Fit meta-analysis | Personnel Psychology | 3,698 | link | R-1 / Scan |
| 10 | Barsade (2002) | The ripple effect: Emotional contagion and group behavior | Administrative Science Quarterly | 2,478 / 約 4,800 | link | I / Scan / CODE |
| 11 | Hatfield et al. (1993) | Emotional contagion | Current Directions Psych. Science | 1,693 | — | I / CODE |
| 12 | Bandura (2000) | Exercise of collective efficacy | Self-efficacy in changing societies (Ed.) | 1,721 | — | E / Scan |
| 13 | Mathieu et al. (2008) | Team effectiveness: A review and meta-analysis | Psychological Bulletin | 1,578 | — | E |
| 14 | Goddard et al. (2000) | Collective efficacy and student achievement | American Educational Research J. | 839 | — | E |
| 15 | Kellogg et al. (2020) | Algorithms at work: The new contested terrain of control | Academy of Management Annals | 1,517 | link | V / C-3 / C-5 |
| 16 | Tambe et al. (2019) | AI in HRM: Challenges and a path forward | California Management Review | 1,048 | link | T-PA / C-3 / R-2 |
| 17 | Bandura (1977) | Self-efficacy: Toward a unifying theory of behavioral change | Psychological Review | 49,507 | link | D / Coaching / 思想層 |
| 18 | Sampson et al. (1997) | Neighborhoods and violent crime: Collective efficacy | Science | 8,583 | link | F / 思想層 |
| 19 | Stajkovic & Luthans (1998) | SE meta-analysis organizational settings | Psychological Bulletin | 2,210 | — | D |
| 20 | Avolio & Gardner (2005) | Authentic leadership development | Leadership Quarterly | 3,865 | link | H / Coaching / CODE |
| 21 | Walumbwa et al. (2008) | Authentic leadership: Development and validation of ALQ | Journal of Management | 2,057 | link | H / Coaching / CODE |
| 22 | Schmidt & Hunter (1998) | Validity and utility of selection methods (85 yr meta) | Psychological Bulletin | 2,589 | link | J / R-2 |
| 23 | Levashina et al. (2014) | Structured employment interview: Narrative & quantitative review | Personnel Psychology | 354 | link | J / R-2 |
| 24 | McDaniel et al. (1994) | Validity of employment interviews: Comprehensive meta-analysis | Journal of Applied Psychology | 462 | link | J / R-2 |
| 25 | Huffcutt & Arthur (1994) | Interview validity for entry-level jobs | Journal of Applied Psychology | 325 | link | J / R-2 |
| 26 | Cable & Judge (1997) | Interviewers' perceptions of P-O fit and selection decisions | Journal of Applied Psychology | 435 | link | J / R-1 / R-2 |
| 27 | Macan (2009) | Employment interview: A review of current studies | Human Resource Management Review | 172 | link | J / R-2 |
| 28 | Locke & Latham (2002) | Goal setting and task motivation: 35-year odyssey | American Psychologist | 5,027 | link | K / C-1 |
| 29 | Locke & Latham (2006) | New directions in goal-setting theory | Current Directions Psych. Science | 1,138 | link | K / C-1 |
| 30 | Cerasoli et al. (2014) | Intrinsic motivation and extrinsic incentives: 40-year meta | Psychological Bulletin | 1,354 | link | K / C-1 |
| 31 | Jenkins et al. (1998) | Financial incentives and performance: Meta-analytic review | Journal of Applied Psychology | 543 | link | K / C-1 |
| 32 | Smither et al. (2005) | Does performance improve following multisource feedback? | Personnel Psychology | 365 | link | K / C-1 |
| 33 | Kluger & DeNisi (1996) | Effects of feedback interventions: 131-yr meta-analysis | Psychological Bulletin | 3,868 | link | T介入 / C-1 |
| 34 | Feldman & Pentland (2003) | Organizational routines as a source of continuous change | Organization Science | 2,718 | link | L / C-4 |
| 35 | Eisenhardt (1989) | Making fast strategic decisions in high-velocity environments | Academy of Management Journal | 3,209 | — | L / C-4 |
| 36 | Feldman (2000) | Organizational routines as a source of continuous change | Organization Science | 1,273 | — | L / C-4 |
| 37 | Connelly et al. (2010) | Signaling theory: A review and assessment | Journal of Management | 4,189 | link | N / R-3 |
| 38 | Berthon et al. (2005) | Captivating company: Dimensions of attractiveness in employer branding | International Journal of Advertising | 706 | link | X / R-3 |
| 39 | Lievens & Highhouse (2003) | Instrumental and symbolic attributes and employer attractiveness | Personnel Psychology | 576 | link | X / R-3 |
| 40 | Turban & Cable (2003) | Firm reputation and applicant pool characteristics | J. Organizational Behavior | 424 | link | X / R-3 |
| 41 | Backhaus & Tikoo (2004) | Conceptualizing and researching employer branding | Career Development International | 882 | — | N / R-3 |
| 42 | Graen & Uhl-Bien (1995) | Relationship-based approach to leadership: LMX theory (25 yr) | Leadership Quarterly | 5,050 | link | O / C-2 |
| 43 | Edmondson (1999) | Psychological safety and learning behavior in work teams | Administrative Science Quarterly | 8,098 | link | O / C-2 / C-3 |
| 44 | Detert & Burris (2007) | Leadership behavior and employee voice: Is the door really open? | Academy of Management Journal | 1,630 | link | O / C-2 |
| 45 | Morrison (2014) | Employee voice and silence | Annual Review of Organizational Psychology | 1,189 | — | O / C-2 |
| 46 | Gerstner & Day (1997) | Meta-analytic review of LMX theory | Journal of Applied Psychology | 1,932 | — | O / C-2 |
| 47 | Huy (2002) | Middle managers' emotional intelligence and change competence | Academy of Management Journal | 770 | — | P / C-5 |
| 48 | Floyd & Wooldridge (1992) | Middle management involvement in strategy: Roles and implications | Strategic Management Journal | 470 | — | P / C-5 |
| 49 | Wooldridge et al. (2008) | Middle management perspective on strategy process | Journal of Management | 469 | link | X / C-5 |
| 50 | Wooldridge & Floyd (1990) | The strategy process, middle management involvement, and performance | Strategic Management Journal | 592 | link | X / C-5 |
| 51 | Rouleau & Balogun (2011) | Middle managers, strategic sensemaking, and discursive competence | Journal of Management Studies | 445 | link | X / C-5 |
| 52 | Tett & Meyer (1993) | Job satisfaction, commitment, turnover intention – path analyses | Personnel Psychology | 2,452 | link | X / R-5 |
| 53 | Mitchell et al. (2001) | Why people stay: Job embeddedness | Academy of Management Journal | 2,707 | — | Q / R-5 / Orbit |
| 54 | Griffeth et al. (2000) | A meta-analysis of antecedents and correlates of employee turnover | Journal of Management | 2,514 | — | Q / R-5 |
| 55 | Mobley (1977) | Intermediate linkages in the relationship between job satisfaction and employee turnover | Journal of Applied Psychology | 1,374 | — | Q / R-5 |
| 56 | Rubenstein et al. (2017) | Antecedents of voluntary employee turnover: Meta-analysis | Personnel Psychology | 379 | link | X / R-5 |
| 57 | Holtom et al. (2006) | Increasing human and social capital by applying job embeddedness | Organizational Dynamics | 206 | link | X / R-5 / Orbit |
| 58 | Kammeyer-Mueller & Wanberg (2003) | Unwrapping the organizational entry process | Journal of Applied Psychology | 426 | link | X / R-5 / R-4 |
| 59 | Theeboom et al. (2014) | Does coaching work? Meta-analysis (18 studies / 1,629 participants) | J. Positive Psychology | 547 | link | T介入 / C-2 |
| 60 | Luthans et al. (2006) | Psychological capital development: micro-intervention | J. Organizational Behavior | 1,000 | link | T介入 / C-5 |
| 61 | Luthans et al. (2008) | Web-based training intervention to develop PsyCap (RCT) | Academy of Management Learning & Education | 650 | link | T介入 / C-5 |
| 62 | Avey et al. (2011) | Meta-analysis: Impact of positive psychological capital | Human Resource Development Quarterly | 1,289 | link | T介入 / 思想層 |
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