Journal of Applied Psychology

Papers
(The H4-Index of Journal of Applied Psychology is 38. The table below lists those papers that are above that threshold based on CrossRef citation counts [max. 250 papers]. The publications cover those that have been published in the past four years, i.e., from 2022-06-01 to 2026-06-01.)
ArticleCitations
Supplemental Material for Is It Just Me or Am I the People’s Choice? The Stress and Performance Implications of (In)Congruence Between Self- and Other-Identification as a Leader or Follower280
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective250
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.216
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t189
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.159
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.130
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.124
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.115
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.108
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.107
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.77
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.74
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.69
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.68
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.64
Correction to “Does trust matter more in virtual teams? A meta-analysis of trust and team effectiveness considering virtuality and documentation as moderators” by Breuer et al. (2016).63
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.60
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.59
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study57
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews54
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi53
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.52
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).52
Dynamic and reciprocal relations between job insecurity and physical and mental health.49
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.49
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.49
They’ll conform anyway: A motivation stereotype perspective on the exploitation of Asian employees.49
Losing sleep over speaking up at work: A daily study of voice and insomnia.47
The influence of friends’ person-organization fit during recruitment.45
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.45
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.44
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025).43
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.42
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.41
Stability matters: A dynamic process view on self-efficacy in training transfer.40
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores39
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.39
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women38
Supplemental Material for Give Them a Fishing Rod, if It Is Not Urgent: The Impact of Help Type on Support for Helpers’ Leadership38
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity38
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