Journal of Applied Psychology

Papers
(The H4-Index of Journal of Applied Psychology is 43. 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 2021-09-01 to 2025-09-01.)
ArticleCitations
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.203
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 Follower199
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective149
Supplemental Material for Organizational Political Affiliation and Job Seekers: If I Don’t Identify With Your Party, Am I Still Attracted?126
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.115
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.106
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.105
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.97
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.97
Trapped by a first hypothesis: How rudeness leads to anchoring.93
Turnover during a corporate merger: How workplace network change influences staying.84
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.82
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.80
Stop and go, where is my flow? How and when daily aversive morning commutes are negatively related to employees’ motivational states and behavior at work.80
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.79
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.74
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.69
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.68
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t67
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.66
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.64
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.64
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.62
Losing sleep over speaking up at work: A daily study of voice and insomnia.61
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.56
Supplemental Material for Promotive and Prohibitive Ethical Voice: Coworker Emotions and Support for the Voice55
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study54
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi52
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.52
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).49
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.48
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews47
The influence of friends’ person-organization fit during recruitment.47
Dynamic and reciprocal relations between job insecurity and physical and mental health.45
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.45
The benefits of cognitive style versatility for collaborative work.44
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.44
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.44
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.44
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores43
Distances and directions: An emotional journey into the recovery process.43
Supplemental Material for Disaster or Opportunity? How COVID-19-Associated Changes in Environmental Uncertainty and Job Insecurity Relate to Organizational Identification and Performance43
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women43
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