Journal of Applied Psychology

Article	Citations
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	190
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	189
Supplemental Material for Designing Pareto-Optimal Selection Systems for Multiple Minority Subgroups and Multiple Criteria	162
Supplemental Material for Meta-Analytical Estimates of Interrater Reliability for Direct Supervisor Performance Ratings: Optimism Under Optimal Measurement Designs	151
Supplemental Material for Asians Don’t Ask? Relational Concerns, Negotiation Propensity, and Starting Salaries	139
Supplemental Material for Organizational Political Affiliation and Job Seekers: If I Don’t Identify With Your Party, Am I Still Attracted?	97
Supplemental Material for Protecting Their Turf: When and Why Supervisors Undermine Employee Boundary Spanning	92
Supplemental Material for Consequences of Perceiving Organization Members as a Unified Entity: Stronger Attraction, but Greater Blame for Member Transgressions	87
Supplemental Material for You Are What You Eat: How and When Workplace Healthy Eating Cultivates Coworker Perceptions and Behaviors	85
Supplemental Material for Bright Sparks and Enquiring Minds: Differential Effects of Goal Orientation on the Creativity Trajectory	84
Supplemental Material for Pain or Gain? Understanding How Trait Empathy Impacts Leader Effectiveness Following the Provision of Negative Feedback	84
Supplemental Material for Race and Reactions to Women’s Expressions of Anger at Work: Examining the Effects of the “Angry Black Woman” Stereotype	81
Supplemental Material for Conquering Unwanted Habits at the Workplace: Day-Level Processes and Longer Term Change in Habit Strength	80
Supplemental Material for Hitting the Mark: The Influence of Emotional Culture on Resilient Performance	78
Supplemental Material for The Nonlinear Relationship Between Atypical Applicant Experience and Hiring: The Red Flags Perspective	74
Supplemental Material for Organizational-Level Perceived Support Enhances Organizational Profitability	73
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	66
Supplemental Material for Too Good to Be True? Are Supervisor-Perspective Ratings a Valid Substitute for Actual Supervisor Ratings?	65
Supplemental Material for Adverse Impact Reduction and Job Performance Optimization via Pareto-Optimal Weighting: A Shrinkage Formula and Regularization Technique Using Machine Learning	63
Supplemental Material for My Boss Is Younger, Less Educated, and Shorter Tenured: When and Why Status (In)Congruence Influences Promotion System Justification	63
Supplemental Material for A Meta-Analysis on the Crossover of Workplace Traumatic Stress Symptoms Between Partners	62
"Transformed by the family: An episodic, attachment theory perspective on family–work enrichment and transformational leadership." Correction to McClean et al. (2021).	61
Supplemental Material for The PCMT Model of Organizational Support: Scale Development and Theoretical Application	61
Supplemental Material for What Should I Wear to Work? An Integrative Review of the Impact of Clothing in the Workplace	60
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	59

A power dependence model of the impact of leader impostorism on supervisor support and undermining: The moderating role of power distance.	59
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	59
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	57
Supplemental Material for The Benefits of Cognitive Style Versatility for Collaborative Work	56
Supplemental Material for Wearing Different Hats Enriches “Outside the Box” Thinking: Examining the Relationship Between Personal Life Activity Breadth and Creativity at Work	54
Gender and social network brokerage: A meta-analysis and field investigation.	52
Emboldened in the rap “game”: How severely stigmatized video models navigate disrespect and vulnerability to workplace mistreatment.	52
First impression effects in organizational psychology.	52
Challenging racism as a Black police officer: An emergent theory of employee anti-racism.	51
What makes you proactive can burn you out: The downside of proactive skill building motivated by financial precarity and fear.	50
On the asymmetry of losses and gains: Implications of changing work conditions for well-being.	50
Correcting for range restriction in meta-analysis: A reply to Oh et al. (2023).	49
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	49
Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.	48
Revisiting Sackett et al.’s (2022) rationale behind their recommendation against correcting for range restriction in concurrent validation studies.	46
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	46
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	46
Personality and leadership: Meta-analytic review of cross-cultural moderation, behavioral mediation, and honesty-humility.	46
Rumor has it: CEO gender and response to organizational denials.	46
Quantifying the evidence for the absence of the job demands and job control interaction on workers’ well-being: A Bayesian meta-analysis.	42
Navigating inter-team competition: How information broker teams achieve team innovation.	42
Sensemaking through the storm: How postpartum depression shapes personal work–family narratives.	42
A creativity stereotype perspective on the Bamboo Ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States.	41
Politics speak louder than skills: Political similarity effects in hireability judgments in multiparty contexts and the role of political interest.	41
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	39
Looking inside the black box of gender differences in creativity: A dual-process model and meta-analysis.	39
A contemporary look at the relationship between general cognitive ability and job performance.	39
The definition and measurement of human capital resources: A content and meta-analytic review.	38
Disentangling the relational approach to organizational justice: Meta-analytic and field tests of distinct roles of social exchange and social identity.	37
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.	37
Rudeness and team performance: Adverse effects via member social value orientation and coordinative team processes.	35
A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.	35
Perceived organizational change strengthens organizational commitment and organizational citizenship behavior via increased organizational nostalgia.	35
Turnover during a corporate merger: How workplace network change influences staying.	34
Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.	34
I am nice and capable! How and when newcomers’ self-presentation to their supervisors affects socialization outcomes.	34
Because you’re worth the risks: Acts of oppositional courage as symbolic messages of relational value to transgender employees.	33
The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment.	33
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.	33
Incivility and creativity in teams: Examining the role of perpetrator gender.	33
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.	32
Does educational attainment promote job satisfaction? The bittersweet trade-offs between job resources, demands, and stress.	32
“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	30
With great power comes more job demands: The dynamic effects of experienced power on perceived job demands and their discordant effects on employee outcomes.	30
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	29
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	29
The dynamics of gender and alternatives in negotiation.	29
Job search and employment success: A quantitative review and future research agenda.	28
Talking about COVID-19 is positively associated with team cultural tightness: Implications for team deviance and creativity.	28
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	28

The effects of blue-light filtration on sleep and work outcomes.	28
Trapped by a first hypothesis: How rudeness leads to anchoring.	28
The influence of COVID-induced job search anxiety and conspiracy beliefs on job search effort: A within-person investigation.	27
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	27
From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.	27
Does a healthy lifestyle matter? A daily diary study of unhealthy eating at home and behavioral outcomes at work.	27
The nonlinear relationship between atypical applicant experience and hiring: The red flags perspective.	26
Not very competent but connected: Leaders’ use of employee social networks as prisms to make delegation decisions.	25
The effect of mindfulness and job demands on motivation and performance trajectories across the workweek: An entrainment theory perspective.	25
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	25
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	25
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	25
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	25
Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.	25
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	25
Videoconference fatigue? Exploring changes in fatigue after videoconference meetings during COVID-19.	25
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.	24
Daily engagement and productivity: The importance of the speed of engagement.	24
Investing for keeps: Firms’ prepandemic investments in human capital decreased workforce reductions associated with COVID-19 financial pressures.	24
When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees.	24
Resource leverage, resource depletion: A multilevel perspective on multiple team membership.	24
Hitting the mark: The influence of emotional culture on resilient performance.	24
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	24
Dormant tie reactivation as an affiliative coping response to stressors during the COVID-19 crisis.	24
Choosing sides: CEO gender and investor support for activist campaigns.	23
A review and theoretical framework for understanding external team contexts.	23
A field experiment on subgoal framing to boost volunteering: The trade-off between goal granularity and flexibility.	23
Social support at work carries weight: Relations between social support, employees’ diurnal cortisol patterns, and body mass index.	23
The organizational psychology of gig work: An integrative conceptual review.	22
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	22
Evaluating the impact of the live healthy, work healthy program on organizational outcomes: A randomized field experiment.	22
Relationship-specific (dyadic) humility: How your humility predicts my psychological safety and performance.	22
Preventing success: How a prevention focus causes leaders to overrule good ideas and reduce team performance gains.	22
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	22
Egalitarian norm messaging increases human resources professionals’ salary offers to women.	22
Challenging conclusions about predictive bias against Hispanic test takers in personnel selection.	22
Understanding racism in the workplace.	21
(Mitigating) the self-fulfillment of gender stereotypes in teams: The interplay of competence attributions, behavioral dominance, individual performance, and diversity beliefs.	21
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	21
Uncontrolled control variables: The extent that a researcher’s degrees of freedom with control variables increases various types of statistical errors.	21
Supplemental Material for Are Automated Video Interviews Smart Enough? Behavioral Modes, Reliability, Validity, and Bias of Machine Learning Cognitive Ability Assessments	21
Supplemental Material for Self-Promotion in Entrepreneurship: A Driver for Proactive Adaptation	21
Supplemental Material for Counteracting the Effects of Performance Pressure on Cheating: A Self-Affirmation Approach	20
What happens after anti-Asian racism at work? A moral exclusion perspective on coworker confrontation and mechanisms.	20
Supplemental Material for More Than Just a Number: Different Conceptualizations of Multiple Team Membership and Their Relationships With Emotional Exhaustion and Turnover	20
Supplemental Material for Is It Time to Update and Expand Training Motivation Theory? A Meta-Analytic Review of Training Motivation Research in the 21st Century	19
Supplemental Material for Familial Resemblance, Citizenship, and Counterproductive Work Behavior: A Combined Twin, Adoption, Parent–Offspring, and Spouse Approach	19
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance	19
Supplemental Material for Gender, Bottom-Line Mentality, and Workplace Mistreatment: The Roles of Gender Norm Violation and Team Gender Composition	19
Supplemental Material for Promotive and Prohibitive Ethical Voice: Coworker Emotions and Support for the Voice	19
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	19
Supplemental Material for Unpacking On-Task Effort in Performance-Based Learning: Information–Knowledge Gaps Guide Effort Allocation Decisions	19
Supplemental Material for Daily Microbreaks in a Self-Regulatory Resources Lens: Perceived Health Climate as a Contextual Moderator via Microbreak Autonomy	19
Supplemental Material for A Creativity Stereotype Perspective on the Bamboo Ceiling: Low Perceived Creativity Explains the Underrepresentation of East Asian Leaders in the United States	19
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	19
Acknowledgment of Ad Hoc Reviewers	19
Supplemental Material for Reconciling Female Agentic Advantage and Disadvantage With the CADDIS Measure of Agency	19
Supplemental Material for Revisiting Sackett et al.’s (2022) Rationale Behind Their Recommendation Against Correcting for Range Restriction in Concurrent Validation Studies	18
Supplemental Material for Challenging Racism as a Black Police Officer: An Emergent Theory of Employee Anti-Racism	18
Supplemental Material for A Comprehensive Examination of the Cross-Validity of Pareto-Optimal Versus Fixed-Weight Selection Systems in the Biobjective Selection Context	18
I need a vacation: A meta-analysis of vacation and employee well-being.	17
Supplemental Material for The Rise of Robots Increases Job Insecurity and Maladaptive Workplace Behaviors: Multimethod Evidence	17
Supplemental Material for The Effectiveness of Work–Nonwork Interventions: A Theoretical Synthesis and Meta-Analysis	17
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions	17
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance	17
Supplemental Material for Precommitment Can Allow Decision Makers to Maintain Trust When De-escalating Commitment	17
Supplemental Material for Asking for Less (but Receiving More): Women Avoid Impasses and Outperform Men When Negotiators Have Weak Alternatives	17
Supplemental Material for The “Double-Edged Sword” Effects of Career Support Mentoring on Newcomer Turnover: How and When It Helps or Hurts	17
The self-sacrificial nature of leader identity: Understanding the costs and benefits at work and home.	16
Supplemental Material for Insights From an Updated Personnel Selection Meta-Analytic Matrix: Revisiting General Mental Ability Tests’ Role in the Validity–Diversity Trade-Off	16
Dynamic and reciprocal relations between job insecurity and physical and mental health.	16
Self-promotion in entrepreneurship: A driver for proactive adaptation.	16
No guts, no glory? How risk-taking shapes dominance, prestige, and leadership endorsement.	15
Ethical conflict: Conceptualization, measurement, and an examination of consequences.	15
Is it time to update and expand training motivation theory? A meta-analytic review of training motivation research in the 21st century.	15
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	15
Informational advantages in social networks: The core-periphery divide in peer performance ratings.	15
I know how I feel but do I know how you feel? Investigating metaperceptions to advance relationship-based leadership approaches.	15
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	15
Flexible schedules across working lives: Age-specific effects on well-being and work.	15

Dual pathways to bias: Evaluators’ ideology and ressentiment independently predict racial discrimination in hiring contexts.	15
Status acuity: The ability to accurately perceive status hierarchies reduces status conflict and benefits group performance.	14
Remote worker communication during COVID-19: The role of quantity, quality, and supervisor expectation-setting.	14
Fit to be good: Physical fitness is negatively associated with deviance.	14
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.	14
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.	14
You are what you eat: How and when workplace healthy eating cultivates coworker perceptions and behaviors.	14
Organizational political affiliation and job seekers: If I don’t identify with your party, am I still attracted?	14
Teamwork in the time of COVID-19: Creating, dissolving, and reactivating network ties in response to a crisis.	14
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.	14