Journal of Applied Psychology

Article	Citations
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.	180
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.	166
Trapped by a first hypothesis: How rudeness leads to anchoring.	165
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	108
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 Follower	107
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	102
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	97
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	95
Supplemental Material for Organizational Political Affiliation and Job Seekers: If I Don’t Identify With Your Party, Am I Still Attracted?	94
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	88
Turnover during a corporate merger: How workplace network change influences staying.	85
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	81
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.	81
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	77
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	72
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	72
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	70
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	70
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	69
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	69
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	68
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.	68
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	67
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).	62
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.	61

Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.	60
Losing sleep over speaking up at work: A daily study of voice and insomnia.	58
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.	58
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	57
Supplemental Material for Promotive and Prohibitive Ethical Voice: Coworker Emotions and Support for the Voice	57
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.	55
The influence of friends’ person-organization fit during recruitment.	54
Dynamic and reciprocal relations between job insecurity and physical and mental health.	53
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews	53
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi	53
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.	52
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.	51
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	49
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	49
Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior.	48
Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.	46
Distances and directions: An emotional journey into the recovery process.	45
Personality profiles of 263 occupations.	44
What does it cost you to get there? The effects of emotional journeys on daily outcomes.	44
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.	44
Supplemental Material for A Multirater Perspective on Personality and Performance: An Empirical Examination of the Trait–Reputation–Identity Model	41
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.	41
Supplemental Material for Disaster or Opportunity? How COVID-19-Associated Changes in Environmental Uncertainty and Job Insecurity Relate to Organizational Identification and Performance	40
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women	39
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores	39
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity	38
Supplemental Material for Nonlinear Effect of Employee Ownership on Organizational Financial Misdeeds: The Moderating Role of Organizational Size	38
Supplemental Material for Give Them a Fishing Rod, if It Is Not Urgent: The Impact of Help Type on Support for Helpers’ Leadership	38
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.	38
Makeup calls in organizations: An application of justice to the study of bad calls.	37
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.	36
Matches measure: A visual scale of job burnout.	36
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.	36
Different starting lines, different finish times: The role of social class in the job search process.	35
The benefits of cognitive style versatility for collaborative work.	35
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	35
Supplemental Material for A Longitudinal Meta-Analysis of Range Restriction Estimates and General Mental Ability Validity Coefficients: Better Addressing Overcorrection Amid Decline Effects	33
Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic.	33
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model	32
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.	32
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates	32
Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.	32
Supplemental Material for An Integration-and-Learning Perspective on Gender Diversity in Self-Managing Teams: The Roles of Learning Goal Orientation and Shared Leadership	32
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.	31
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.	31
Exploring public sentiment on enforced remote work during COVID-19.	30
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	30
Building psychosocial safety climate in turbulent times: The case of COVID-19.	30
The PCMT model of organizational support: An integrative review and reconciliation of the organizational support literature.	30
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.	29

The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.	29
How CEOs respond to mortality salience during the COVID-19 pandemic: Integrating terror management theory with regulatory focus theory.	29
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation	29
Excuse me, do you have a minute? An exploration of the dark- and bright-side effects of daily work interruptions for employee well-being.	29
Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes	29
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.	28
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.	28
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.	28
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes	28
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context	27
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.	27
The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming.	27
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.	27
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.	27
Portrait of a workplace deviant: A clearer picture of the Big Five and Dark Triad as predictors of workplace deviance.	27
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	26
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.	26
Can becoming a leader change your personality? An investigation with two longitudinal studies from a role-based perspective.	26
New strategies for addressing the diversity–validity dilemma with big data.	26
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.	25
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.	25
Supplemental Material for A Review and Theoretical Framework for Understanding External Team Contexts	25
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness	25
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	25
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	24
Prospects for reducing group mean differences on cognitive tests via item selection strategies.	24
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.	24
Strategically overconfident (to a fault): How self-promotion motivates advisor confidence.	24
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.	24
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.	24
Supplemental Material for A Meta-Analytic Review of Identification at Work: Relative Contribution of Team, Organizational, and Professional Identification	24
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.	24
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?	24
Gender-contingent effects of leadership on loneliness.	23
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials	22
Daily microbreaks in a self-regulatory resources lens: Perceived health climate as a contextual moderator via microbreak autonomy.	22
The consequences of ethical voice inside the organization: An integrative review.	22
How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.	22
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.	22
To and fro: The costs and benefits of power fluctuation throughout the day.	22
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.	22
Effectiveness of stereotype threat interventions: A meta-analytic review.	22
Following community norms or an internal compass? The role of prospective leaders’ social category membership in the differential effects of authentic and ethical leadership on stereotype threat.	21
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	21
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.	21
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	20
Supplemental Material for Organizational-Level Perceived Support Enhances Organizational Profitability	20
Daily engagement and productivity: The importance of the speed of engagement.	20
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	20
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	20
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	20
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	19
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	19
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	19
A contemporary look at the relationship between general cognitive ability and job performance.	19
The definition and measurement of human capital resources: A content and meta-analytic review.	18
The organizational psychology of gig work: An integrative conceptual review.	18
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.	18
“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	18
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance	18
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions	18
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.	18
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	18
Supplemental Material for Jekyll and Hyde Leadership: Examining the Direct and Vicarious Experiences of Abusive and Ethical Leadership Through a Justice Variability Lens	17
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.	17
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance	17
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.	17
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.	16
Teamwork in the time of COVID-19: Creating, dissolving, and reactivating network ties in response to a crisis.	16
Relational aspects of vicarious retribution: Evidence from professional baseball.	16
Acknowledgment of Ad Hoc Reviewers	16
The importance of leader recovery for leader identity and behavior.	16
Work–leisure blending: An integrative conceptual review and framework to guide future research.	16
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	16
High performers in the shadow: The adverse effect of star employees on their peers.	16
“Burnt by the spotlight”: How leadership endorsements impact the longevity of female leaders.	16
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments	15
Stopping surface-acting spillover: A transactional theory of stress perspective.	15
Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.	15
Keeping it between us: Managerial endorsement of public versus private voice.	15

Am I next? Men and women’s divergent justice perceptions following vicarious mistreatment.	15
Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.	15
When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.	15
Supplemental Material for Being on the Same Page Matters: A Meta-Analytic Investigation of Leader–Member Exchange (LMX) Agreement	15