Journal of Applied Psychology

Article	Citations
Working in a pandemic: Exploring the impact of COVID-19 health anxiety on work, family, and health outcomes.	239
Supporting interdependent telework employees: A moderated-mediation model linking daily COVID-19 task setbacks to next-day work withdrawal.	238
Work-family strategies during COVID-19: Examining gender dynamics among dual-earner couples with young children.	192
Socioeconomic status and well-being during COVID-19: A resource-based examination.	172
The psychological implications of COVID-19 on employee job insecurity and its consequences: The mitigating role of organization adaptive practices.	171
Videoconference fatigue? Exploring changes in fatigue after videoconference meetings during COVID-19.	171
The mind, the heart, and the leader in times of crisis: How and when COVID-19-triggered mortality salience relates to state anxiety, job engagement, and prosocial behavior.	151
The fatiguing effects of camera use in virtual meetings: A within-person field experiment.	146
Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range.	125
Tackling the negative impact of COVID-19 on work engagement and taking charge: A multi-study investigation of frontline health workers.	117
Robots at work: People prefer—and forgive—service robots with perceived feelings.	113
An identity-based integrative needs model of crafting: Crafting within and across life domains.	94
The Multidimensional Workaholism Scale: Linking the conceptualization and measurement of workaholism.	93
From alpha to omega and beyond! A look at the past, present, and (possible) future of psychometric soundness in the Journal of Applied Psychology.	93
Job search and employment success: A quantitative review and future research agenda.	87
Exploring public sentiment on enforced remote work during COVID-19.	86
No obligation? How gender influences the relationship between perceived organizational support and organizational citizenship behavior.	82
Unintended consequences of being proactive? Linking proactive personality to coworker envy, helping, and undermining, and the moderating role of prosocial motivation.	81
Seeing from a short-term perspective: When and why daily abusive supervisor behavior yields functional and dysfunctional consequences.	75
Experienced incivility in the workplace: A meta-analytical review of its construct validity and nomological network.	75
When there is a will there is a way: The role of proactive personality in combating COVID-19.	74
Making daily decisions to work from home or to work in the office: The impacts of daily work- and COVID-related stressors on next-day work location.	74
Working from home during COVID-19: A study of the interruption landscape.	71
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.	68
Impact of the COVID-19 pandemic on job search behavior: An event transition perspective.	67

Anxiety responses to the unfolding COVID-19 crisis: Patterns of change in the experience of prolonged exposure to stressors.	66
Leveraging age diversity for organizational performance: An intellectual capital perspective.	64
Does manager servant leadership lead to follower serving behaviors? It depends on follower self-interest.	63
Economic stressors and the enactment of CDC-recommended COVID-19 prevention behaviors: The impact of state-level context.	62
Effectiveness of stereotype threat interventions: A meta-analytic review.	62
An attributional process model of workplace gossip.	62
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	61
Plug back into work, safely: Job reattachment, leader safety commitment, and job engagement in the COVID-19 pandemic.	61
A meta-analysis of the effectiveness of the after-action review (or debrief) and factors that influence its effectiveness.	60
Working through an “infodemic”: The impact of COVID-19 news consumption on employee uncertainty and work behaviors.	55
The whiplash effect: The (moderating) role of attributed motives in emotional and behavioral reactions to abusive supervision.	55
Effects of chronic job insecurity on Big Five personality change.	54
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	53
Being present and thankful: A multi-study investigation of mindfulness, gratitude, and employee helping behavior.	53
Using machine learning to investigate the public’s emotional responses to work from home during the COVID-19 pandemic.	52
The organizational psychology of gig work: An integrative conceptual review.	52
Remote worker communication during COVID-19: The role of quantity, quality, and supervisor expectation-setting.	51
When helping hurts: COVID-19 critical incident involvement and resource depletion in health care workers.	51
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	50
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.	50
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	48
The self-sacrificial nature of leader identity: Understanding the costs and benefits at work and home.	46
Building psychosocial safety climate in turbulent times: The case of COVID-19.	46
The hidden dark side of empowering leadership: The moderating role of hindrance stressors in explaining when empowering employees can promote moral disengagement and unethical pro-organizational behav	45
How critical activities within COVID-19 intensive care units increase nurses’ daily occupational calling.	45
“Fully recharged” evenings? The effect of evening cyber leisure on next-day vitality and performance through sleep quantity and quality, bedtime procrastination, and psychological detachment, and the	45
Pushing the boundaries: A qualitative study of how stem women adapted to disrupted work–nonwork boundaries during the COVID-19 pandemic.	45
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	44
How a gratitude intervention influences workplace mistreatment: A multiple mediation model.	43
Leadership emergence: An integrative review.	43
What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity.	43
Excuse me, do you have a minute? An exploration of the dark- and bright-side effects of daily work interruptions for employee well-being.	41
Referents or role models? The self-efficacy and job performance effects of perceiving higher performing peers.	41
Can becoming a leader change your personality? An investigation with two longitudinal studies from a role-based perspective.	41
A meta-analytic review of identification at work: Relative contribution of team, organizational, and professional identification.	41
Does educational attainment promote job satisfaction? The bittersweet trade-offs between job resources, demands, and stress.	40
Is one the loneliest number? A within-person examination of the adaptive and maladaptive consequences of leader loneliness at work.	40
Pay communication, justice, and affect: The asymmetric effects of process and outcome pay transparency on counterproductive workplace behavior.	40
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.	39
Examining the effects of perceived pregnancy discrimination on mother and baby health.	39
Can good followers create unethical leaders? How follower citizenship leads to leader moral licensing and unethical behavior.	39
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	38
See no evil, hear no evil, speak no evil: Theorizing network silence around sexual harassment.	38
Keeping it between us: Managerial endorsement of public versus private voice.	38
Talking about COVID-19 is positively associated with team cultural tightness: Implications for team deviance and creativity.	36
Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.	36
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	35
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	35
Daily microbreaks in a self-regulatory resources lens: Perceived health climate as a contextual moderator via microbreak autonomy.	34
Uncontrolled control variables: The extent that a researcher’s degrees of freedom with control variables increases various types of statistical errors.	34

Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	33
Disaster or opportunity? How COVID-19-associated changes in environmental uncertainty and job insecurity relate to organizational identification and performance.	33
Meta-analytic five-factor model personality intercorrelations: Eeny, meeny, miney, moe, how, which, why, and where to go.	33
Portrait of a workplace deviant: A clearer picture of the Big Five and Dark Triad as predictors of workplace deviance.	31
Is it time to update and expand training motivation theory? A meta-analytic review of training motivation research in the 21st century.	31
Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.	31
Compassion during difficult times: Team compassion behavior, suffering, supervisory dependence, and employee voice during COVID-19.	31
The ties that cope? Reshaping social connections in response to pandemic distress.	31
Awakening the entrepreneur within: Entrepreneurial identity aspiration and the role of displacing work events.	30
Back-translation practices in organizational research: Avoiding loss in translation.	30
Positive family events facilitate effective leader behaviors at work: A within-individual investigation of family-work enrichment.	30
A meta-analytic examination of the gender difference in creative performance.	30
Because you’re worth the risks: Acts of oppositional courage as symbolic messages of relational value to transgender employees.	30
In line and out of the box: How ethical leaders help offset the negative effect of morality on creativity.	30
Getting worse or getting better? Understanding the antecedents and consequences of emotion profile transitions during COVID-19-induced organizational crisis.	30
When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work–family conflict and enrichment.	29
More tasks, more ideas: The positive spillover effects of multitasking on subsequent creativity.	28
The dynamics of gender and alternatives in negotiation.	27
Words that hurt: Leaders’ anti-Asian communication and employee outcomes.	27
Does a healthy lifestyle matter? A daily diary study of unhealthy eating at home and behavioral outcomes at work.	27
This job is (literally) killing me: A moderated-mediated model linking work characteristics to mortality.	26
Work as replenishment or responsibility? Moderating effects of occupational calling on the within-person relationship between COVID-19 news consumption and work engagement.	26
How employees’ voice helps teams remain resilient in the face of exogenous change.	25
Gaining perspective: The impact of close cross-race friendships on diversity training and education.	25
Distressed and distracted by COVID-19 during high-stakes virtual interviews: The role of job interview anxiety on performance and reactions.	24
Promotive and prohibitive ethical voice: Coworker emotions and support for the voice.	24
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	24
When passions collide: Passion convergence in entrepreneurial teams.	24
The effects of blue-light filtration on sleep and work outcomes.	24
A work–family enrichment intervention: Transferring resources across life domains.	23
Risks and rewards of conscientiousness during the COVID-19 pandemic.	23
Incivility and creativity in teams: Examining the role of perpetrator gender.	23
How employees learn to speak up from their leaders: Gender congruity effects in the development of voice self-efficacy.	23
The comparative effects of supervisor helping motives on newcomer adjustment and socialization outcomes.	23
Counteracting the effects of performance pressure on cheating: A self-affirmation approach.	23
The effect of mindfulness and job demands on motivation and performance trajectories across the workweek: An entrainment theory perspective.	23
Caring for their own: How firm actions to protect essential workers and CEO benevolence influenced stakeholder sentiment during the COVID-19 pandemic.	22
A transactional stress theory of global work demands: A challenge, hindrance, or both?	22
The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure.	22
Does CWB repair negative affective states, or generate them? Examining the moderating role of trait empathy.	22
I am nice and capable! How and when newcomers’ self-presentation to their supervisors affects socialization outcomes.	22
A multirater perspective on personality and performance: An empirical examination of the trait–reputation–identity model.	21
Changes in perceptions of ethical leadership: Effects on associative and dissociative outcomes.	21
Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.	21
Times are changing, bias isn’t: A meta-meta-analysis on publication bias detection practices, prevalence rates, and predictors in industrial/organizational psychology.	21
Balancing work and family: A theoretical explanation and longitudinal examination of its relation to spillover and role functioning.	21
Teamwork in the time of COVID-19: Creating, dissolving, and reactivating network ties in response to a crisis.	21
Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic.	21
Where you came from and where you are going: The role of performance trajectory in promotion decisions.	21
Gender and social network brokerage: A meta-analysis and field investigation.	21
Mindfulness attenuates both emotional and behavioral reactions following psychological contract breach: A two-stage moderated mediation model.	20
Risky business: Gig workers and the navigation of ideal worker expectations during the COVID-19 pandemic.	20
The influence of COVID-induced job search anxiety and conspiracy beliefs on job search effort: A within-person investigation.	20
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	20
Dormant tie reactivation as an affiliative coping response to stressors during the COVID-19 crisis.	20
The inefficacy of LinkedIn? A latent change model and experimental test of using LinkedIn for job search.	19
Enhancing employee creativity: Effects of choice, rewards and personality.	19
First impression effects in organizational psychology.	19
Hot, cold, or both? A person-centered perspective on death awareness during the COVID-19 pandemic.	19
Cognitive control strategies and adaptive performance in a complex work task.	19
Individualized pay-for-performance arrangements: Peer reactions and consequences.	19
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	19
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	18
The neglected role of collective customer perceptions in shaping collective employee satisfaction, service climate, voluntary turnover, and involuntary turnover: A cautionary note.	18
No guts, no glory? How risk-taking shapes dominance, prestige, and leadership endorsement.	18
Class advantage in the white-collar labor market: An investigation of social class background, job search strategies, and job search success.	18
Search committee diversity and applicant pool representation of women and underrepresented minorities: A quasi-experimental field study.	18
The consequences of empathic concern for the actors themselves: Understanding empathic concern through conservation of resources and work-home resources perspectives.	18
When leader self-care begets other care: Leader role self-compassion and helping at work.	18
Reflecting on death amidst COVID-19 and individual creativity: Cross-lagged panel data analysis using four-wave longitudinal data.	18
Diversity climate, trust, and turnover intentions: A multilevel dynamic system.	18
Pain or gain? Understanding how trait empathy impacts leader effectiveness following the provision of negative feedback.	18
Hitting the mark: The influence of emotional culture on resilient performance.	18
How and when managers reward employees’ voice: The role of proactivity attributions.	17
Is student loan debt good or bad for full-time employment upon graduation from college?	17
From inclusive climate to organizational innovation: Examining internal and external enablers for knowledge management capacity.	17
Do financial incentives help or harm performance in interesting tasks?	17
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	16
The impact of leader dominance on employees’ zero-sum mindset and helping behavior.	16
Silence is golden: Extended silence, deliberative mindset, and value creation in negotiation.	16

When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees.	16
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.	16
Multiple jobholding motivations and experiences: A typology and latent profile analysis.	16
Bright sparks and enquiring minds: Differential effects of goal orientation on the creativity trajectory.	16
Daily engagement and productivity: The importance of the speed of engagement.	16
Risqué business? Interpersonal anxiety and humor in the #MeToo era.	16
“Burnt by the spotlight”: How leadership endorsements impact the longevity of female leaders.	16
How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.	15
The role of justice perceptions in formal and informal university technology transfer.	15
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	15
Out of sight and out of mind? Networking strategies for enhancing inclusion in multinational organizations.	15
Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.	15
Beyond targets and instigators: Examining workplace incivility in dyads and the moderating role of perceived incivility norms.	15
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	15
How CEOs respond to mortality salience during the COVID-19 pandemic: Integrating terror management theory with regulatory focus theory.	14
The consequences of ethical voice inside the organization: An integrative review.	14
How and when service beneficiaries’ gratitude enriches employees’ daily lives.	14
Toward a holistic perspective of congruence research with the polynomial regression model.	14
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	14
Motivated to “roll the dice” on trust: The relationships between employees’ daily motives, risk propensity, and trust.	13
Flexible schedules across working lives: Age-specific effects on well-being and work.	13
Protecting their turf: When and why supervisors undermine employee boundary spanning.	13
Understanding the relationship between prior to end-of-workday physical activity and work–life balance: A within-person approach.	13
Sharing is caring: The role of compassionate love for sharing coworker work–family support at home to promote partners’ creativity at work.	13
Beyond choosing to leave: The interactive effects of on- and off-the-job embeddedness on involuntary turnover.	13
Job search self-regulation during COVID-19: Linking search constraints, health concerns, and invulnerability to job search processes and outcomes.	13
The missing middle: Asian employees’ experience of workplace discrimination and pro-black allyship.	13
The PCMT model of organizational support: An integrative review and reconciliation of the organizational support literature.	13
Employees’ reactions toward COVID-19 information exposure: Insights from terror management theory and generativity theory.	12
It’s not only what you do, but why you do it: How managerial motives influence employees’ fairness judgments.	12
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	12
In the eye of the beholder: Considering culture in assessing the social desirability of personality.	12
The trainer matters: Cross-classified models of trainee reactions.	12
Investing for keeps: Firms’ prepandemic investments in human capital decreased workforce reductions associated with COVID-19 financial pressures.	12
Inclined but less skilled? Disentangling extraversion, communication skill, and leadership emergence.	12
The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming.	12
Sticking out versus fitting in: A social context perspective of ingratiation and its effect on social exchange quality with supervisors and teammates.	11
Young stars and red giants: The moderating effect of age diversity on the relationship between the proportion of high performers and team performance.	11
Dual pathways to bias: Evaluators’ ideology and ressentiment independently predict racial discrimination in hiring contexts.	11
Indexing dynamic collective constructs using computer-aided text analysis: Construct validity evidence and illustrations featuring team processes.	11
Managing my shame: Examining the effects of parental identity threat and emotional stability on work productivity and investment in parenting.	11
What does it cost you to get there? The effects of emotional journeys on daily outcomes.	11
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	11
Taking peers into account: Adoption and effects of high-investment human resource systems.	11
Stakeholders in safety: Patient reports on unsafe clinical behaviors distinguish hospital mortality rates.	11
Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior.	11
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	11
How team averages in authentic living and perspective-taking personalities relate to team information elaboration and team performance.	10
Work–leisure blending: An integrative conceptual review and framework to guide future research.	10
Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.	10
Gender-contingent effects of leadership on loneliness.	10
Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates.	10
No person is an island: Unpacking the work and after-work consequences of interacting with artificial intelligence.	10
To thine own (empowered) self be true: Aligning social hierarchy motivation and leader behavior.	10
Being on the same page matters: A meta-analytic investigation of leader–member exchange (LMX) agreement.	10
Organizational political affiliation and job seekers: If I don’t identify with your party, am I still attracted?	10
Measurement specificity with modern methods: Using dimensions, facets, and items from personality assessments to predict performance.	10
One tie to capture advice and friendship: Leader multiplex centrality effects on team performance change.	10
Preretirement resources and postretirement life satisfaction change trajectory: Examining the mediating role of retiree experience during retirement transition phase.	10
Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.	10
Is physical activity before the end of the workday a drain or a gain? Daily implications on work focus in regular exercisers.	10
Organizational-level perceived support enhances organizational profitability.	10
Team leader coaching intervention: An investigation of the impact on team processes and performance within a surgical context.	10
When discretionary boundary spanning relationships cease becoming discretionary: The impact of closed ties on informal leadership perceptions.	10
Justice change matters: Approach and avoidance mechanisms underlying the regulation of justice over time.	10
Transformed by the family: An episodic, attachment theory perspective on family–work enrichment and transformational leadership.	9
Sacrificing heroes or suffering victims? Investigating third parties’ reactions to divergent social accounts of essential employees in the COVID-19 pandemic.	9
Vocational interests and adverse impact: How attraction and selection on vocational interests relate to adverse impact potential.	9
Losing sleep over speaking up at work: A daily study of voice and insomnia.	9
Asians don't ask? Relational concerns, negotiation propensity, and starting salaries.	9
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.	9
Different starting lines, different finish times: The role of social class in the job search process.	9
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	9
The (in)congruence effect of leaders’ narcissism identity and reputation on performance: A socioanalytic multistakeholder perspective.	9
Getting unstuck: The effects of growth mindsets about the self and job on happiness at work.	9
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.	9
A review and theoretical framework for understanding external team contexts.	9
Are you sick? Understanding the effects of coworker presenteeism on workplace mistreatment.	8
The ethics of diversity ideology: Consequences of leader diversity ideology on ethical leadership perception and organizational citizenship behavior.	8
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	8
New strategies for addressing the diversity–validity dilemma with big data.	8
Are gossipers looked down upon? A norm-based perspective on the relation between gossip and gossiper status.	8
What makes you proactive can burn you out: The downside of proactive skill building motivated by financial precarity and fear.	8
The gender equity gap: A multistudy investigation of within-job inequality in equity-based awards.	8
Prompt-specificity in scenario-based assessments: Associations with personality versus knowledge and effects on predictive validity.	8
Turnover during a corporate merger: How workplace network change influences staying.	8
Informational advantages in social networks: The core-periphery divide in peer performance ratings.	7
The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment.	7
Trapped by a first hypothesis: How rudeness leads to anchoring.	7
The cost of managing impressions for Black employees: An expectancy violation theory perspective.	7
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.	7
Resource leverage, resource depletion: A multilevel perspective on multiple team membership.	7
Am I motivated to share knowledge for better innovative performance? An approach and avoidance framework.	7
Quantifying the evidence for the absence of the job demands and job control interaction on workers’ well-being: A Bayesian meta-analysis.	7
Challenging racism as a Black police officer: An emergent theory of employee anti-racism.	7