___

Ambrose, M. L. ve Schminke, M. (2009). The role of overall justice judgments in organizational justice research: A test of mediation. Journal of Applied Psychology, 94(2), 491-500.

Bagozzi, R. P. ve Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74-94.

Baker, D. P. ve Salas, E. (1997). Principles for measuring teamwork: A summary and look toward the future. M. T. Brannick, E. Salas ve C. Prince (Ed.), Team performance assessment and measurement: Theory, methods, and applications içinde (331-355). Mahwah, NJ: Erlbaum.

Ball, G. A., Trevino, L. K. ve Sims, H. P. (1994). Just and unjust punishment: Influences on subordinate performance and citizenship. Academy of Management Journal, 37(2), 299-322.

Bell, S. T. (2007). Deep-level composition variables as predictors of team performance: A meta-analysis. Journal of Applied Psychology, 92(3), 595-615.

Biemann, T., Cole, M. S. ve Voelpel, S. (2012). Within-group agreement: On the use (and misuse) of rWG and rWG (J) in leadership researchand some best practice guidelines. The Leadership Quarterly, 23(1),66–80.

Bliese, P. D. (1998). Group size, ICC values, and group-level correlations: A simulation. Organizational Research Methods, 1(4), 355-373.

Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. K. J. Klein ve S. W. J. Kozlowski (Ed.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (1. Baskı) içinde (349- 381). San Francisco, CA, US: Jossey-Bass.

Bond, M. H., Leung, K. ve Wan, K. C. (1982). How does cultural collectivism operate? The impact of task and maintenance contributions on reward distribution. Journal of Cross-Cultural Psychology, 13(2), 186-200.

Brislin, R. W. (1970). Back-translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1(3), 185-216.

Brockner, J. ve Wiesenfeld, B. M. (1996). An integrative framework for explaining reactions to decisions: interactive effects of outcomes and procedures. Psychological Bulletin, 120(2), 189-208.

Burke, K. ve Leben, S. (2007). Procedural fairness: A key ingredient in public satisfaction. Court Review, 44(1-2), 4-25.

Chen, G., Sharma, P. N., Edinger, S. K., Shapiro, D. L. ve Farh, J. L. (2011). Motivating and demotivating forces in teams: Cross-level influences of empowering leadership and relationship conflict. Journal of Applied Psychology, 96(3), 541.

Chin, W. W. (1998). The partial least squares approach to structural equation modeling. Modern Methods for Business Research, 295(2), 295-336.

Cohen, J. (1988). Statistical power analysis for the behavioral sciences. Hillsdale, NJ: Lawrence Earlbaum Associates.

Cole, M. S., Carter, M. Z. ve Zhang, Z. (2013). Leader–team congruence in power distance values and team effectiveness: The mediating role of procedural justice climate. Journal of Applied Psychology, 98(6), 962.

Colquitt, J. A. (2004). Does the justice of the one interact with the justice of the many? Reactions to procedural justice in teams. Journal of Applied Psychology, 89(4), 633.

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. ve Ng, K. Y. (2001). Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445.

Colquitt, J. A., Noe, R. A. ve Jackson, C. L. (2002). Justice in teams: Antecedents and consequences of procedural justice climate. Personnel Psychology, 55(1), 83-109.

Cropanzano, R. ve Ambrose, M. L. (2001). Procedural and distributive justice are more similar than you think: A monistic perspective and a research agenda. Greenberg J. ve Cropanzano, R. (Ed.), Advances in organization justice içinde (119-151). Stanford University Press.

Cropanzano, R. ve Greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze. International Review of Industrial and Organizational Psychology, 12, 317-372.

Cropanzano, R. ve Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.

Cropanzano, R. ve Schminke, M. (2001). Using social justice to build effective work groups. M. E. Turner (Ed.), Groups at work: Theory and research içinde (143-171). Hilsdale, NJ: Erlbaum.

Cropanzano, R., Li, A. ve Benson III, L. (2011). Peer justice and teamwork process. Group & Organization Management, 36(5), 567-596.

Dayan, M. ve Colak, M. (2008). The role of procedural justice in the new product development process. European Journal of Innovation Management, 11(2), 199-218.

DeConinck, J. (2003). The impact of a corporate code of ethics and organizational justice on sales managers’ ethical judgments and reaction to unethical behavior. Marketing Management Journal 13(1), 23-31.

Dietz, J., Robinson, S. L., Folger, R., Baron, R. A., ve Schulz, M. (2003). The impact of community violence and an organization’s procedural justice climate on workplace aggression. Academy of Management Journal, 46(3), 317-326.

Drach-Zahavy, A. (2004). Exploring team support: The role of team’s design, values, and leader’s support. Group Dynamics: Theory, Research, and Practice, 8(4), 235-252.

Earley, P. C. (1989). Social loafing and collectivism: A comparison of the United States and the People’s Republic of China. Administrative Science Quarterly, 34(4), 565-581.

Earley, P. C. (1993). East meets West meets Mideast: Further explorations of collectivistic and individualistic work groups. Academy of Management Journal, 36(2), 319-348.

Earley, P. C. (1994). Self or group? Cultural effects of training on self-efficacy and performance. Administrative Science Quarterly, 39(1) 89-117.

Earley, P. C. ve Gibson, C. B. (1998). Taking stock in our progress on individualism-collectivism: 100 years of solidarity and community. Journal of Management, 24(3), 265-304.

Eby, L. T. ve Dobbins, G. H. (1997). Collectivistic orientation in teams: An individual and group-level analysis. Journal of Organizational Behavior, 18(3), 275-295.

Ehrhart, M. G. (2004). Leadership and procedural justice climate as antecedents of unit-level organizational citizenship behavior. Personnel Psychology, 57(1), 61-94.

Ehrhart, M. G. ve Naumann, S. E. (2004). Organizational citizenship behavior in work groups: A group norms approach. Journal of Applied Psychology, 89(6), 960.

Ehrhart, M. G. Bliese, P. D. ve Thomas, J. L. (2006). Unit-level OCB and unit effectiveness: Examining the incremental effect of helping behavior. Human Performance, 19(2), 159-173.

Elovainio, M., van den Bos, K., Linna, A., Kivimäki, M., Ala-Mursula, L., Pentti, J. ve Vahtera, J. (2005). Combined effects of uncertainty and organizational justice on employee health: Testing the uncertainty management model of fairness judgments among

Finnish public sector employees. Social Science & Medicine, 61(12), 2501-2512.

Emuwa, A. (2013). Authentic leadership: Commitment to supervisor, follower empowerment, and procedural justice climate. Emerging Leadership Journeys, 6(1), 45-65.

Erdogan, B. ve Liden, R. C. (2006). Collectivism as a moderator of responses to organizational justice: Implications for leader-member exchange and ingratiation. Journal of Organizational Behavior, 27(1), 1-17.

Erez, M. ve Somech, A. (1996). Is group productivity loss the rule or the exception? Effects of culture and group-based motivation. Academy of Management Journal, 39(6), 1513-1537.

Finkelstein, M. A. (2012). Individualism/collectivism and organizational citizenship behavior: An integrative framework. Social Behavior and Personality: An International Journal, 40(10), 1633-1643.

Finkelstein, M. A. (2014). Individual differences in OCB: The contributions of organizational commitment and individualism/collectivism. International Journal of Psychology and Behavioral Sciences, 4(1), 1-8.

Fleiss, J.L. (1986). Reliability of measurement. The design and analysis of clinical experiments. John Wiley & Sons: New York.

Fornell, C. ve Larcker, D. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.

Geisser, S. (1974). A predictive approach to the random effect model. Biometrika, 61(1), 101-107.

Goffnett, S. P. (2017). Leadership, goal acceptance, and QMS conformance readiness: Exploring the mediating effects of audit team cohesion. Total Quality Management & Business Excellence, 42(9), 1-25.

Gomez-Mejia, L. R., ve Welbourne, T. (1991). Compensation strategies in a global context. People and Strategy, 14(1), 29-41.

Goodman, S. A. ve Svyantek, D. J. (1999). Person–organization fit and contextual performance: Do shared values matter. Journal of Vocational Behavior, 55(2), 254-275.

Greenberg, J. (2005). Managing behavior in organizations, (4. Baskı), Pearson Education, Inc. Published by Prentice Hall.

Gundlach, M., Zivnuska, S. ve Stoner, J. (2006). Understanding the relationship between individualism–collectivism and team performance through an integration of social identity theory and the social relations model. Human Relations, 59(12), 1603-1632.

Gümüşlüoğlu, L. ve Karakitapoğlu-Aygün, Z. (2010). Bilgi çalışanlarının adalet ve güçlendirme algılarının örgüte, lidere ve işe bağlılık üzerindeki etkileri. Türk Psikoloji Dergisi, 25(66), 21-36.

Gürbüz, S. ve Ayhan, Ö. (2017). Lidere yakın olmanın dayanılmaz hafifliği: Lider-üye etkileşimi, görev performansı, tecrübe ve terfi edebilirlik arasındaki ilişkilerin testi. Türk Psikoloji Dergisi, 32(80), 1-19.

Hair Jr, J. F., Hult, G. T. M., Ringle, C. M. ve Sarstedt, M. (2013). A primer on partial least squares structural equation modeling (PLS-SEM). Thousand Oaks: Sage.

Hair Jr, J. F., Hult, G. T. M., Ringle, C. ve Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM)(2. Baskı), Sage Publications.

Henseler, J., Ringle, C. M. ve Sinkovics, R. R. (2009). The use of partial least squares path modeling in international marketing. Sinkovics, R. R. ve Ghauri, P. N. (Ed.), New challenges to international marketing (Advances in international marketing) içinde (277-319). Emerald Group Publishing Limited.

Henttonen, K., Janhonen, M. ve Johanson, J. E. (2013). Procedural justice climate in work teams: Antecedents and consequences. Academy of Management Proceedings, 2013(1), 13997. Briarcliff Manor, NY 10510: Academy of Management. https://doi.org/10.5465/ambpp.2013.13997abstract

Hoch, J. E. ve Kozlowski, S. W. (2014). Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of Applied Psychology, 99(3), 390-403.

Hofstede G. (1980). Culture’s consequences. Beverly Hills, CA Sage.

Hofstede, G. ve Bond, M. H. (1984). Hofstede’s culture dimensions: An independent validation using Rokeach’s value survey. Journal of Cross-Cultural Psychology, 15(4), 417-433.

Hohenstein, J. B. H. (2007). Does the bad outweigh the good? An examination of the effects of team member citizenship behavior and deviance on team performance. Yayınlanmamış doktora tezi, The Pennsylvania State University, Pennsylvania.

Jackson, C. L., Colquitt, J. A., Wesson, M. J. ve Zapata-Phelan, C. P. (2006). Psychological collectivism: A measurement validation and linkage to group member performance. Journal of Applied Psychology, 91(4), 884.

Jakopec, A., Sušanj, Z. ve Molina, A. (2015). Interactive effects of supervisory and peer justice climates on supervisory and peer-oriented outcomes.17th congress of the European Association of Work and Organizational Psychology: Respectful and effective leadership-managing people and organizations in turbulent times, Oslo, Norway.

James, L. R., Demaree, R. G. ve Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69(1), 85.

Jordan, M. H., Feild, H. S. ve Armenakis, A. A. (2002). The relationship of group process variables and team performance: A team-level analysis in a field setting. Small Group Research, 33(1), 121-150.

Kenny, D. A. ve La Voie, L. (1985). Separating individual and group effects. Journal of Personality and Social Psychology, 48(2), 339-348.

Kirkman, B. L. ve Shapiro, D. L. (2001). The impact of team members’ cultural values on productivity, cooperation, and empowerment in self-managing work teams. Journal of Cross-Cultural Psychology, 32(5), 597-617.

Klarner, P., Sarstedt, M., Hoeck, M. ve Ringle, C. M. (2013). Disentangling the effects of team competences, team adaptability, and client communication on the performance of management consulting teams. Long Range Planning, 46(3), 258-286.

Kleijnen, M., De Ruyter, K. ve Wetzels, M. (2007). An assessment of value creation in mobile service delivery and the moderating role of time consciousness. Journal of Retailing, 83(1), 33-46.

Konovsky, M. A. ve Pugh, S. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37(3), 656-669.

Korsgaard, M., Schweiger, D. ve Sapienza, H. (1995). Building commitment, attachment, and trust in strategic decision-making teams: The role of procedural justice. The Academy of Management Journal, 38(1), 60-84.

Kozlowski, S. W. J. ve Klein, K. J. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes. K. J. Klein ve S. W. J. Kozlowski (Ed.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directionsiçinde (3-90). San Francisco, CA, US: Jossey-Bass.

Lai, J. Y., Lam, L. W. ve Lam, S. S. (2013). Organizational citizenship behavior in work groups: A team cultural perspective. Journal of Organizational Behavior, 34(7), 1039-1056.

LeBreton, J. M. ve Senter, J. L. (2008). Answers to 20 questions about interrater reliability and interrater agreement. Organizational Research Methods, 11(4), 815-852.

Leventhal, G. S. (1976). Fairness in social relationships. J.W. Thibaut, JT Spence ve RC Carson (Ed.),Contemporary topics in social psychologyiçinde (211- 239). Morristown.

Li, A. ve Cropanzano, R. (2009). Fairness at the group level: Justice climate and intraunit justice climate. Journal of Management, 35(3), 564-599.

Li, A., Cropanzano, R. ve Bagger, J. (2013). Justice climate and peer justice climate: A closer look. Small Group Research, 44(5), 563-592.

Liden, R. C., Wayne, S. J., Jaworski, R. A. ve Bennett, N. (2004). Social loafing: A field investigation. Journal of Management, 30(2), 285-304.

Lind, E. A. ve Earley, P. C. (1992). Procedural justice and culture. International Journal of Psychology, 27(2), 227-242.

Lind, E. A. ve Tyler, T. R. (1988). The social psychology of procedural justice. Newyork: Plenum.

Marks, M. A., Mathieu, J. E. ve Zaccaro, S. J. (2001). A temporally based framework and taxonomy of team processes. Academy of Management Review, 26(3), 356-376.https://doi.org/10.5465/amr.2001.4845785

Markus, H. R. ve Kitayama, S. (1991). Culture and the self: Implications for cognition, emotion, and motivation. Psychological Review, 98(2), 224-253.

Mello, J.A. (2015). Strategic human resource management (4. Baskı). Cengage Learning.

Mitchell, R., Boyle, B. ve Von Stieglitz, S. (2018). Professional commitment and team effectiveness: A moderated mediation investigation of cognitive diversity and task conflict. Journal of Business and Psychology, 1-13. DOI: 10.1007/s10869-018- 9550-0.

Mitchell, R., Parker, V., Giles, M., Joyce, P. ve Chiang, V. (2012). Perceived value congruence and team innovation. Journal of Occupational and Organizational Psychology, 85(4), 626-648.

Molina, A., Jakopec, A., Cropanzano, R. ve Moliner, C. (2017). The role of peer justice climate. Moliner, C., Cropanzano, R., ve Martinez-Tur (Ed.), Organizational justice: International perspectives and conceptual advances (1. Baskı)içinde (87- 106). Routledge.

Molina, A., Moliner, C., Martínez-Tur, V., Cropanzano, R. ve Peiró, J. M. (2015). Unit-level fairness and quality within the health care industry: A justice– quality model. European Journal of Work and Organizational Psychology, 24(4), 627-644.

Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76(6), 845.

Moorman, R. ve Blakely, G. (1995). Individualism-collectivism as an individual difference predictor of organizational citizenship behavior. Journal of Organizational Behavior, 16(2), 127-142.

Moorman, R. H., Niehoff, B. P. ve Organ, D. W. (1993). Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee Responsibilities and Rights Journal, 6(3), 209-225.

Morgeson, F. P. ve Hofmann, D. A. (1999). The structure and function of collective constructs: Implications for multilevel research and theory development. Academy of Management Review, 24(2), 249-265.

Mossholder, K. W., Bennett, N. ve Martin, C. L. (1998). A multilevel analysis of procedural justice context. Journal of Organizational Behavior, 19(2), 131- 141.

Murphy, C., Ramamoorthy, N., Flood, P. C. ve MacCurtain, S. (2006). Organizational justice perceptions and employee attitudes among Irish blue collar employees: An empirical test of the main and moderating roles of individualism/collectivism. Management Revue,17(3), 328-343.

Naranjo-Gil, D., Hartmann, F. ve Maas, V. S. (2008). Top management team heterogeneity, strategic change and operational performance. British Journal of Management, 19(3), 222-234.

Naumann, S. E. ve Bennett, N. (2000). A case for procedural justice climate: Development and test of a multilevel model. Academy of Management Journal, 43(5), 881-889.

Naumann, S. E. ve Bennett, N. (2002). The effects of procedural justice climate on work group performance. Small Group Research, 33(3), 361-377.

Neumann, O. (2011). Peer justice in teams, antecedents and outcomes: Testing a structural equation model on data from the us self-storage industry Yayınlanmamış doktora tezi, University of Konstanz, Germany.

Niehoff, B. ve Moorman, R. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. The Academy of Management Journal,36(3), 527-556.

O’Brien, R. M. (2007). A caution regarding rules of thumb for variance inflation factors. Quality & Quantity, 41(5), 673-690.

Organ, D. W. (1988). A restatement of the satisfaction-performance hypothesis. Journal of Management, 14(4), 547-557.

Özbek, M. F., Yoldash, M. A. ve Tang, T. L. P. (2016). Theory of justice, OCB, and individualism: Kyrgyz citizens. Journal of Business Ethics, 137(2), 365-382.

Paine, J. B. ve Organ, D. W. (2000). The cultural matrix of organizational citizenship behavior: Some preliminary conceptual and empirical observations. Human Resource Management Review, 10(1), 45-59.

Palanski, M. E., Kahai, S. S. ve Yammarino, F. J. (2011). Team virtues and performance: An examination of transparency, behavioral integrity, and trust. Journal of Business Ethics, 99(2), 201-216.

Parkes, L., Bochner, S. ve Schneider, S. (2001). Person–organisation fit across cultures: An empirical investigation of individualism and collectivism. Applied Psychology, 50(1), 81-108.

Pearce, C. L. ve Giacalone, R. A. (2003). Teams behaving badly: Factors associated with anti-citizenship behavior in teams. Journal of Applied Social Psychology, 33(1), 58-75.

Price, K. H., Harrison, D. A. ve Gavin, J. H. (2006). Withholding inputs in team contexts: Member composition, interaction processes, evaluation structure, and social loafing. Journal of Applied Psychology, 91(6), 1375.

Ramamoorthy, N. ve Flood, P. C. (2004). Individualism/ collectivism, perceived task interdependence and teamwork attitudes among Irish blue-collar employees: A test of the main and moderating effects? Human Relations, 57(3), 347-366.

Randel, A. E. (2003). The salience of culture in multinational teams and its relation to team citizenship behavior. International Journal of Cross Cultural Management, 3(1), 27-44.

Rhoades, L., Eisenberger, R. ve Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825.

Sattler, H., Völckner, F., Riediger, C. ve Ringle, C. M. (2010). The impact of brand extension success drivers on brand extension price premiums. International Journal of Research in Marketing, 27(4), 319-328.

Shin, Y., Du, J. ve Choi, J. N. (2015). Multi-level longitudinal dynamics between procedural justice and interpersonal helping in organizational teams. Journal of Business and Psychology, 30(3), 513-528.

Singelis, T. M., Triandis, H. C., Bhawuk, D. P. ve Gelfand, M. J. (1995). Horizontal and vertical dimensions of individualism and collectivism: A theoretical and measurement refinement. Cross-Cultural Research, 29(3), 240-275.

Spector, P. E. ve Fox, S. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human Resource Management Review, 12(2), 269-292.

Stone, M. (1974). Cross-validatory choice and assessment of statistical predictions. Journal of the Royal Statistical Society. Series B (Methodological), 111-147.

Sugawara, I. ve Huo, Y. J. (1994). Disputes in Japan: A cross-cultural test of the procedural justice model. Social Justice Research, 7(2), 129-144.

Sung, S. Y., Choi, J. N. ve Kang, S. C. (2017). Incentive pay and firm performance: Moderating roles of procedural justice climate and environmental turbulence. Human Resource Management, 56(2), 287-305.

Tabassi, A. A., Roufechaei, K. M., Bakar, A. H. A. ve Yusof, N. A. (2017). Linking team condition and team performance: A transformational leadership approach. Project Management Journal, 48(2), 22-38.

Takano, Y. ve Osaka, E. (1999). An unsupported common view: Comparing Japan and the US on individualism/collectivism. Asian Journal of Social Psychology, 2(3), 311-341.

Taras, V., Kirkman, B. L. ve Steel, P. (2010). Examining the impact of culture’s consequences: A three-decade, multilevel, meta-analytic review of Hofstede’s cultural value dimensions. Journal of Applied Psychology, 95(3), 405.

Tenenhaus, M., Vinzi, V. E., Chatelin, Y. M. ve Lauro, C. (2005). PLS path modeling. Computational Statistics & Data Analysis, 48(1), 159-205.

Thibaut, J. W. ve Walker, L. (1975). Procedural justice: A psychological analysis. L. Erlbaum Associates.

Triandis, H. C. (1989). The self and social behavior in differing cultural contexts. Psychological review, 96(3), 506-520.

Triandis, H. C. (1990) Cross-cultural studies of individualism and collectivism. Berman, J. J. (Ed.), Cross-cultural perspectives: Nebraska symposium on motivation içinde (41–133), NE: University of Nebraska Press.

Triandis, H. C. (1995). Individualism & collectivism. Westview press, Boulder, CO.

Triandis, H. C., Bontempo, R., Villareal, M. J., Asai, M. ve Lucca, N. (1988). Individualism and collectivism: Cross-cultural perspectives on self-ingroup relationships. Journal of Personality and Social Psychology, 54(2), 323.

Triandis, H. C. ve Bhawuk, D. P. (1997). Culture theory and the meaning of relatedness. Earley, P.C. ve Erez, M. (Ed.), New perspectives on international industrial/organizational psychology içinde (13– 52), New York, NY; The New Lexington Free Press.

Triandis, H. C., Leung, K., Villareal, M. J. ve Clack, F. I. (1985). Allocentric versus idiocentric tendencies: Convergent and discriminant validation. Journal of Research in Personality, 19(4), 395-415.

Tse, H. H., Lam, C. K., Gu, J. ve Lin, X. S. (2018). Examining the interpersonal process and consequence of leader–member exchange comparison: The role of procedural justice climate. Journal of Organizational Behavior, 39(8), 922-940.

Tyler, T. R. ve Blader, S. L. (2003). The group engagement model: Procedural justice, social identity, and cooperative behavior. Personality and Social Psychology Review, 7(4), 349-361.

Tyler, T., Degoey, P. ve Smith, H. (1996). Understanding why the justice of group procedures matters: A test of the psychological dynamics of the group-value model. Journal of Personality and Social Psychology, 70(5), 913.

Van Der Vegt, G. S., Van De Vliert, E. ve Oosterhof, A. (2003). Informational dissimilarity and organizational citizenship behavior: The role of intrateam interdependence and team identification. Academy of Management Journal, 46(6), 715-727.

Van Dyne, L., Vandewalle, D., Kostova, T., Latham, M. E. ve Cummings, L. L. (2000). Collectivism, propensity to trust and self-esteem as predictors of organizational citizenship in a non-work setting. Journal of Organizational Behavior, 21(1), 3-23.

York, R. (2012). Residualization is not the answer: Rethinking how to address multicollinearity. Social Science Research, 41(6), 1379-1386.

Wagner, J. A. (1995). Studies of individualism-collectivism: Effects on cooperation in groups. Academy of Management Journal, 38(1), 152-173.

Wagner, J. A., Humphrey, S. E., Meyer, C. J. ve Hollenbeck, J. R. (2012). Individualism–collectivism and team member performance: Another look. Journal of Organizational Behavior, 33(7), 946-963.

Wagner, J.A. ve Moch, M.K. (1986). Individualism-collectivism: Concept and measure. Group & Organization Studies, 11(3), 280-304.

Walumbwa, F. O., Hartnell, C. A., ve Misati, E. (2017). Does ethical leadership enhance group learning behavior? Examining the mediating influence of group ethical conduct, justice climate, and peer justice. Journal of Business Research, 72, 14-23.

Walumbwa, F. O., Hartnell, C. A. ve Oke, A. (2010). Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: A cross-level investigation. Journal of Applied Psychology, 95(3), 517.

Walumbwa, F. O., Wu, C. ve Orwa, B. (2008). Contingent reward transactional leadership, work attitudes, and organizational citizenship behavior: The role of procedural justice climate perceptions and strength. The Leadership Quarterly, 19(3), 251- 265.

Watson, W. E., Johnson, L. ve Merritt, D. (1998). Team orientation, self-orientation, and diversity in task groups: Their connection to team performance over time. Group & Organization Management, 23(2), 161-188.

Welbourne, T. M., Johnson, D. E. ve Erez, A. (1998). The role-based performance scale: Validity analysis of a theory-based measure. Academy of Management Journal, 41(5), 540-555.

Wetzels, M., Odekerken-Schröder, G. ve Van Oppen, C. (2009). Using PLS path modeling for assessing hierarchical construct models: Guidelines and empirical illustration. MIS Quarterly, 33(1), 177-195.

Wong, K. K. K. (2013). Partial least squares structural equation modeling (PLS-SEM) techniques using SmartPLS. Marketing Bulletin, 24(1), 1-32.

Wong, K. K. K. (2016). Mediation analysis, categorical moderation analysis, and higher-order constructs modeling in Partial Least Squares Structural Equation Modeling (PLS-SEM): A B2B example using SmartPLS. Marketing Bulletin, 26.

Wood, M. O., Noseworthy, T. J. ve Colwell, S. R. (2013). If you can’t see the forest for the trees, you might just cut down the forest: the perils of forced choice on “seemingly” unethical decision-making. Journal of Business Ethics, 118(3), 515-527.