Journal of Applied Psychology

Article	Citations
Changes to the work–family interface during the COVID-19 pandemic: Examining predictors and implications using latent transition analysis.	249
Working in a pandemic: Exploring the impact of COVID-19 health anxiety on work, family, and health outcomes.	224
Supporting interdependent telework employees: A moderated-mediation model linking daily COVID-19 task setbacks to next-day work withdrawal.	219
The antecedents and outcomes of workplace ostracism: A meta-analysis.	176
Work-family strategies during COVID-19: Examining gender dynamics among dual-earner couples with young children.	167
The psychological implications of COVID-19 on employee job insecurity and its consequences: The mitigating role of organization adaptive practices.	148
Videoconference fatigue? Exploring changes in fatigue after videoconference meetings during COVID-19.	146
Socioeconomic status and well-being during COVID-19: A resource-based examination.	145
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.	137
Women’s leadership is associated with fewer deaths during the COVID-19 crisis: Quantitative and qualitative analyses of United States governors.	131
A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict.	128
The double-edged sword of leader humility: Investigating when and why leader humility promotes versus inhibits subordinate deviance.	124
The fatiguing effects of camera use in virtual meetings: A within-person field experiment.	123
Tackling the negative impact of COVID-19 on work engagement and taking charge: A multi-study investigation of frontline health workers.	101
Robots at work: People prefer—and forgive—service robots with perceived feelings.	88
Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range.	84
The Multidimensional Workaholism Scale: Linking the conceptualization and measurement of workaholism.	78
From alpha to omega and beyond! A look at the past, present, and (possible) future of psychometric soundness in the Journal of Applied Psychology.	77
Exploring public sentiment on enforced remote work during COVID-19.	76
Motivation to lead: A meta-analysis and distal-proximal model of motivation and leadership.	75
An identity-based integrative needs model of crafting: Crafting within and across life domains.	75
No obligation? How gender influences the relationship between perceived organizational support and organizational citizenship behavior.	72
Leading diversity: Towards a theory of functional leadership in diverse teams.	67
A dynamic account of self-efficacy in entrepreneurship.	66
Job search and employment success: A quantitative review and future research agenda.	66

When challenges hinder: An investigation of when and how challenge stressors impact employee outcomes.	66
Seeing from a short-term perspective: When and why daily abusive supervisor behavior yields functional and dysfunctional consequences.	65
Unintended consequences of being proactive? Linking proactive personality to coworker envy, helping, and undermining, and the moderating role of prosocial motivation.	65
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.	65
Impact of the COVID-19 pandemic on job search behavior: An event transition perspective.	62
When there is a will there is a way: The role of proactive personality in combating COVID-19.	60
Experienced incivility in the workplace: A meta-analytical review of its construct validity and nomological network.	59
Anxiety responses to the unfolding COVID-19 crisis: Patterns of change in the experience of prolonged exposure to stressors.	58
Plug back into work, safely: Job reattachment, leader safety commitment, and job engagement in the COVID-19 pandemic.	58
On melting pots and salad bowls: A meta-analysis of the effects of identity-blind and identity-conscious diversity ideologies.	57
From zero to hero: An exploratory study examining sudden hero status among nonphysician health care workers during the COVID-19 pandemic.	57
Economic stressors and the enactment of CDC-recommended COVID-19 prevention behaviors: The impact of state-level context.	57
From helping hands to harmful acts: When and how employee volunteering promotes workplace deviance.	55
Working from home during COVID-19: A study of the interruption landscape.	53
Effectiveness of stereotype threat interventions: A meta-analytic review.	53
Does manager servant leadership lead to follower serving behaviors? It depends on follower self-interest.	53
An attributional process model of workplace gossip.	53
Working through an “infodemic”: The impact of COVID-19 news consumption on employee uncertainty and work behaviors.	52
Using machine learning to investigate the public’s emotional responses to work from home during the COVID-19 pandemic.	51
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.	50
A motivational lens model of person × situation interactions in employee creativity.	50
The whiplash effect: The (moderating) role of attributed motives in emotional and behavioral reactions to abusive supervision.	47
I’m tired of listening: The effects of supervisor appraisals of group voice on supervisor emotional exhaustion and performance.	47
Leveraging age diversity for organizational performance: An intellectual capital perspective.	47
A meta-analysis of the effectiveness of the after-action review (or debrief) and factors that influence its effectiveness.	47
When helping hurts: COVID-19 critical incident involvement and resource depletion in health care workers.	47
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	45
Effects of chronic job insecurity on Big Five personality change.	43
Meaningfulness misfit: Consequences of daily meaningful work needs–supplies incongruence for daily engagement.	43
Being present and thankful: A multi-study investigation of mindfulness, gratitude, and employee helping behavior.	42
The self-sacrificial nature of leader identity: Understanding the costs and benefits at work and home.	41
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	41
How critical activities within COVID-19 intensive care units increase nurses’ daily occupational calling.	41
Episodic work-family conflict and strain: A dynamic perspective.	40
Remote worker communication during COVID-19: The role of quantity, quality, and supervisor expectation-setting.	39
Getting back to the “new normal”: Autonomy restoration during a global pandemic.	39
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	38
“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	37
How a gratitude intervention influences workplace mistreatment: A multiple mediation model.	37
What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity.	37
Understanding the motivational benefits of knowledge transfer for older and younger workers in age-diverse coworker dyads: An actor–partner interdependence model.	36
Pay communication, justice, and affect: The asymmetric effects of process and outcome pay transparency on counterproductive workplace behavior.	35
Pushing the boundaries: A qualitative study of how stem women adapted to disrupted work–nonwork boundaries during the COVID-19 pandemic.	35
A meta-analytic review of identification at work: Relative contribution of team, organizational, and professional identification.	34
Excuse me, do you have a minute? An exploration of the dark- and bright-side effects of daily work interruptions for employee well-being.	34
The generation and function of moral emotions in teams: An integrative review.	33
Leadership emergence: An integrative review.	33
Can becoming a leader change your personality? An investigation with two longitudinal studies from a role-based perspective.	33
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	33
Building psychosocial safety climate in turbulent times: The case of COVID-19.	33

Opening the black box: Examining the nomological network of work ability and its role in organizational research.	32
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	32
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.	31
Daily microbreaks in a self-regulatory resources lens: Perceived health climate as a contextual moderator via microbreak autonomy.	31
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	30
Talking about COVID-19 is positively associated with team cultural tightness: Implications for team deviance and creativity.	30
Examining the effects of perceived pregnancy discrimination on mother and baby health.	30
Can good followers create unethical leaders? How follower citizenship leads to leader moral licensing and unethical behavior.	29
Testing a resource-based spillover-crossover-spillover model: Transmission of social support in dual-earner couples.	29
Meta-analytic five-factor model personality intercorrelations: Eeny, meeny, miney, moe, how, which, why, and where to go.	29
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.	29
Are coworkers getting into the act? An examination of emotion regulation in coworker exchanges.	29
Referents or role models? The self-efficacy and job performance effects of perceiving higher performing peers.	29
Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.	28
Putting leaders in a bad mood: The affective costs of helping followers with personal problems.	28
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	28
Political affiliation and employment screening decisions: The role of similarity and identification processes.	28
Does educational attainment promote job satisfaction? The bittersweet trade-offs between job resources, demands, and stress.	28
Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.	27
The organizational psychology of gig work: An integrative conceptual review.	27
See no evil, hear no evil, speak no evil: Theorizing network silence around sexual harassment.	27
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	27
Keeping it between us: Managerial endorsement of public versus private voice.	27
Compassion during difficult times: Team compassion behavior, suffering, supervisory dependence, and employee voice during COVID-19.	26
What’s in it for you? Demographics and self-interest perceptions in diversity promotion.	26
In line and out of the box: How ethical leaders help offset the negative effect of morality on creativity.	26
Liar! Liar! (when stakes are higher): Understanding how the overclaiming technique can be used to measure faking in personnel selection.	26
Portrait of a workplace deviant: A clearer picture of the Big Five and Dark Triad as predictors of workplace deviance.	26
Getting worse or getting better? Understanding the antecedents and consequences of emotion profile transitions during COVID-19-induced organizational crisis.	25
Uncontrolled control variables: The extent that a researcher’s degrees of freedom with control variables increases various types of statistical errors.	25
How can employers benefit most from developmental job experiences? The needs–supplies fit perspective.	24
Because you’re worth the risks: Acts of oppositional courage as symbolic messages of relational value to transgender employees.	24
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	24
Is one the loneliest number? A within-person examination of the adaptive and maladaptive consequences of leader loneliness at work.	24
Selecting response anchors with equal intervals for summated rating scales.	24
Awakening the entrepreneur within: Entrepreneurial identity aspiration and the role of displacing work events.	24
This job is (literally) killing me: A moderated-mediated model linking work characteristics to mortality.	24
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	24
The ties that cope? Reshaping social connections in response to pandemic distress.	23
Positive family events facilitate effective leader behaviors at work: A within-individual investigation of family-work enrichment.	22
Is it time to update and expand training motivation theory? A meta-analytic review of training motivation research in the 21st century.	22
Work as replenishment or responsibility? Moderating effects of occupational calling on the within-person relationship between COVID-19 news consumption and work engagement.	22
Challenging the “static” quo: Trajectories of engagement in team processes toward a deadline.	22
Disaster or opportunity? How COVID-19-associated changes in environmental uncertainty and job insecurity relate to organizational identification and performance.	22
Words that hurt: Leaders’ anti-Asian communication and employee outcomes.	22
Incivility and creativity in teams: Examining the role of perpetrator gender.	22
Risks and rewards of conscientiousness during the COVID-19 pandemic.	21
When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work–family conflict and enrichment.	21
The dynamics of gender and alternatives in negotiation.	21
On the relation between felt trust and actual trust: Examining pathways to and implications of leader trust meta-accuracy.	21
Distressed and distracted by COVID-19 during high-stakes virtual interviews: The role of job interview anxiety on performance and reactions.	20
From cheery to “cheers”? Regulating emotions at work and alcohol consumption after work.	20
Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.	20
General mental ability and specific abilities: Their relative importance for extrinsic career success.	20
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	20
When passions collide: Passion convergence in entrepreneurial teams.	20
The role of Situations in Situational Judgment Tests: Effects on construct saturation, predictive validity, and applicant perceptions.	20
Does a healthy lifestyle matter? A daily diary study of unhealthy eating at home and behavioral outcomes at work.	20
Gaining perspective: The impact of close cross-race friendships on diversity training and education.	19
Caring for their own: How firm actions to protect essential workers and CEO benevolence influenced stakeholder sentiment during the COVID-19 pandemic.	19
The effects of blue-light filtration on sleep and work outcomes.	19
The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure.	19
Counteracting the effects of performance pressure on cheating: A self-affirmation approach.	19
A work–family enrichment intervention: Transferring resources across life domains.	18
How employees’ voice helps teams remain resilient in the face of exogenous change.	18
Where you came from and where you are going: The role of performance trajectory in promotion decisions.	18
The effect of mindfulness and job demands on motivation and performance trajectories across the workweek: An entrainment theory perspective.	18
Risky business: Gig workers and the navigation of ideal worker expectations during the COVID-19 pandemic.	18
Balancing work and family: A theoretical explanation and longitudinal examination of its relation to spillover and role functioning.	18
More tasks, more ideas: The positive spillover effects of multitasking on subsequent creativity.	18
Dormant tie reactivation as an affiliative coping response to stressors during the COVID-19 crisis.	18
How employees learn to speak up from their leaders: Gender congruity effects in the development of voice self-efficacy.	18
The comparative effects of supervisor helping motives on newcomer adjustment and socialization outcomes.	18
Hot, cold, or both? A person-centered perspective on death awareness during the COVID-19 pandemic.	18
Gender and social network brokerage: A meta-analysis and field investigation.	18
Class advantage in the white-collar labor market: An investigation of social class background, job search strategies, and job search success.	17
Teamwork in the time of COVID-19: Creating, dissolving, and reactivating network ties in response to a crisis.	17
The inefficacy of LinkedIn? A latent change model and experimental test of using LinkedIn for job search.	17
Changes in perceptions of ethical leadership: Effects on associative and dissociative outcomes.	17
A meta-analytic examination of the gender difference in creative performance.	17

Does CWB repair negative affective states, or generate them? Examining the moderating role of trait empathy.	16
Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic.	16
The neglected role of collective customer perceptions in shaping collective employee satisfaction, service climate, voluntary turnover, and involuntary turnover: A cautionary note.	16
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	16
Search committee diversity and applicant pool representation of women and underrepresented minorities: A quasi-experimental field study.	16
Bright sparks and enquiring minds: Differential effects of goal orientation on the creativity trajectory.	16
How cheating undermines the perceived value of justice in the workplace: The mediating effect of shame.	16
Times are changing, bias isn’t: A meta-meta-analysis on publication bias detection practices, prevalence rates, and predictors in industrial/organizational psychology.	16
A multirater perspective on personality and performance: An empirical examination of the trait–reputation–identity model.	16
No guts, no glory? How risk-taking shapes dominance, prestige, and leadership endorsement.	16
Hitting the mark: The influence of emotional culture on resilient performance.	15
Reflecting on death amidst COVID-19 and individual creativity: Cross-lagged panel data analysis using four-wave longitudinal data.	15
Risqué business? Interpersonal anxiety and humor in the #MeToo era.	15
Diversity climate, trust, and turnover intentions: A multilevel dynamic system.	15
Thinking big: An integrative conceptual review of the workplace consequences of obesity and a theoretical extension of the processes that create them.	15
The influence of COVID-induced job search anxiety and conspiracy beliefs on job search effort: A within-person investigation.	15
Individualized pay-for-performance arrangements: Peer reactions and consequences.	15
Intraindividual variability in identity centrality: Examining the dynamics of perceived role progress and state identity centrality.	15
When goals are known: The effects of audience relative status on goal commitment and performance.	15
Promotive and prohibitive ethical voice: Coworker emotions and support for the voice.	15
A transactional stress theory of global work demands: A challenge, hindrance, or both?	15
Cognitive control strategies and adaptive performance in a complex work task.	15
I am nice and capable! How and when newcomers’ self-presentation to their supervisors affects socialization outcomes.	15
The impact of leader dominance on employees’ zero-sum mindset and helping behavior.	14
Back-translation practices in organizational research: Avoiding loss in translation.	14
Enhancing employee creativity: Effects of choice, rewards and personality.	14
It hurts me too! (or not?): Exploring the negative implications for abusive bosses.	14
Mindfulness attenuates both emotional and behavioral reactions following psychological contract breach: A two-stage moderated mediation model.	14
Silence is golden: Extended silence, deliberative mindset, and value creation in negotiation.	14
Out of sight and out of mind? Networking strategies for enhancing inclusion in multinational organizations.	13
Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.	13
First impression effects in organizational psychology.	13
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.	13
Job search self-regulation during COVID-19: Linking search constraints, health concerns, and invulnerability to job search processes and outcomes.	13
Dispositional empathy, emotional display authenticity, and employee outcomes.	13
When leader self-care begets other care: Leader role self-compassion and helping at work.	13
Understanding the relationship between prior to end-of-workday physical activity and work–life balance: A within-person approach.	12
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	12
Do financial incentives help or harm performance in interesting tasks?	12
Daily engagement and productivity: The importance of the speed of engagement.	12
How and when managers reward employees’ voice: The role of proactivity attributions.	12
How CEOs respond to mortality salience during the COVID-19 pandemic: Integrating terror management theory with regulatory focus theory.	12
Is student loan debt good or bad for full-time employment upon graduation from college?	12
Employees’ reactions toward COVID-19 information exposure: Insights from terror management theory and generativity theory.	11
Stakeholders in safety: Patient reports on unsafe clinical behaviors distinguish hospital mortality rates.	11
Dual pathways to bias: Evaluators’ ideology and ressentiment independently predict racial discrimination in hiring contexts.	11
Inclined but less skilled? Disentangling extraversion, communication skill, and leadership emergence.	11
“Burnt by the spotlight”: How leadership endorsements impact the longevity of female leaders.	11
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	11
The role of justice perceptions in formal and informal university technology transfer.	11
Flexible schedules across working lives: Age-specific effects on well-being and work.	11
How team averages in authentic living and perspective-taking personalities relate to team information elaboration and team performance.	10
Beyond choosing to leave: The interactive effects of on- and off-the-job embeddedness on involuntary turnover.	10
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	10
In the eye of the beholder: Considering culture in assessing the social desirability of personality.	10
The trainer matters: Cross-classified models of trainee reactions.	10
Pain or gain? Understanding how trait empathy impacts leader effectiveness following the provision of negative feedback.	10
The consequences of empathic concern for the actors themselves: Understanding empathic concern through conservation of resources and work-home resources perspectives.	10
Investing for keeps: Firms’ prepandemic investments in human capital decreased workforce reductions associated with COVID-19 financial pressures.	10
How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.	10
Managing my shame: Examining the effects of parental identity threat and emotional stability on work productivity and investment in parenting.	10
Motivated to “roll the dice” on trust: The relationships between employees’ daily motives, risk propensity, and trust.	10
Coworker support and its relationship to allostasis during a workday: A diary study on trajectories of heart rate variability during work.	10
Understanding job satisfaction in the causal attitude network (CAN) model.	10
Gender-contingent effects of leadership on loneliness.	10
Sticking out versus fitting in: A social context perspective of ingratiation and its effect on social exchange quality with supervisors and teammates.	10
It’s not only what you do, but why you do it: How managerial motives influence employees’ fairness judgments.	9
From inclusive climate to organizational innovation: Examining internal and external enablers for knowledge management capacity.	9
The PCMT model of organizational support: An integrative review and reconciliation of the organizational support literature.	9
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	9
Taking peers into account: Adoption and effects of high-investment human resource systems.	9
Sacrificing heroes or suffering victims? Investigating third parties’ reactions to divergent social accounts of essential employees in the COVID-19 pandemic.	9
How and when service beneficiaries’ gratitude enriches employees’ daily lives.	9
Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.	9
Protecting their turf: When and why supervisors undermine employee boundary spanning.	9
Beyond targets and instigators: Examining workplace incivility in dyads and the moderating role of perceived incivility norms.	9
Multiple jobholding motivations and experiences: A typology and latent profile analysis.	9
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	9
Measurement specificity with modern methods: Using dimensions, facets, and items from personality assessments to predict performance.	8
Team leader coaching intervention: An investigation of the impact on team processes and performance within a surgical context.	8
Work–leisure blending: An integrative conceptual review and framework to guide future research.	8
Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior.	8
When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees.	8
When discretionary boundary spanning relationships cease becoming discretionary: The impact of closed ties on informal leadership perceptions.	8
To thine own (empowered) self be true: Aligning social hierarchy motivation and leader behavior.	8
Vocational interests and adverse impact: How attraction and selection on vocational interests relate to adverse impact potential.	8
What does it cost you to get there? The effects of emotional journeys on daily outcomes.	8
Turnover during a corporate merger: How workplace network change influences staying.	8
Asians don't ask? Relational concerns, negotiation propensity, and starting salaries.	8
Sharing is caring: The role of compassionate love for sharing coworker work–family support at home to promote partners’ creativity at work.	8
A general response process theory for situational judgment tests.	8
Prompt-specificity in scenario-based assessments: Associations with personality versus knowledge and effects on predictive validity.	8
Is physical activity before the end of the workday a drain or a gain? Daily implications on work focus in regular exercisers.	8
Trapped by a first hypothesis: How rudeness leads to anchoring.	7
A review and theoretical framework for understanding external team contexts.	7