Journal of Applied Psychology

Papers
(The TQCC of Journal of Applied Psychology is 15. The table below lists those papers that are above that threshold based on CrossRef citation counts [max. 250 papers]. The publications cover those that have been published in the past four years, i.e., from 2022-06-01 to 2026-06-01.)
ArticleCitations
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 Follower280
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective250
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.216
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t189
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.159
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.130
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.124
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.115
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.108
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.107
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.77
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.74
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.69
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.68
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.64
Correction to “Does trust matter more in virtual teams? A meta-analysis of trust and team effectiveness considering virtuality and documentation as moderators” by Breuer et al. (2016).63
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.60
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.59
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study57
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews54
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi53
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.52
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).52
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.49
They’ll conform anyway: A motivation stereotype perspective on the exploitation of Asian employees.49
Dynamic and reciprocal relations between job insecurity and physical and mental health.49
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.49
Losing sleep over speaking up at work: A daily study of voice and insomnia.47
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.45
The influence of friends’ person-organization fit during recruitment.45
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.44
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025).43
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.42
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.41
Stability matters: A dynamic process view on self-efficacy in training transfer.40
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores39
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.39
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women38
Supplemental Material for Give Them a Fishing Rod, if It Is Not Urgent: The Impact of Help Type on Support for Helpers’ Leadership38
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity38
Supplemental Material for Nonlinear Effect of Employee Ownership on Organizational Financial Misdeeds: The Moderating Role of Organizational Size37
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.37
Matches measure: A visual scale of job burnout.35
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.35
Makeup calls in organizations: An application of justice to the study of bad calls.34
What does it cost you to get there? The effects of emotional journeys on daily outcomes.34
Distances and directions: An emotional journey into the recovery process.33
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.33
When founders falter: A second-in-command attenuates the effect of founder identification on unethical pro-organizational behavior.32
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.32
Dirty work history and future career success: Does the “dirt” stick?32
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.32
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.31
Personality profiles of 263 occupations.31
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.31
The benefits of cognitive style versatility for collaborative work.30
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization29
Supplemental Material for A Longitudinal Meta-Analysis of Range Restriction Estimates and General Mental Ability Validity Coefficients: Better Addressing Overcorrection Amid Decline Effects29
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates29
How psychosocial safety climate affects employee well-being via basic psychological needs: A longitudinal multilevel moderated mediation study.29
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model29
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.28
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.28
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.28
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.28
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.28
When the young feel old and the old feel young: Age-differential effects of subjective age bias on employee voice behavior.28
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.28
Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes27
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes27
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context27
A neuropsychological examination of the nature of perceived person–environment fit.27
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.27
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.27
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation27
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.27
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.26
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.26
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.26
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.26
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.25
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.25
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.25
How policy implementation impacts employee suffering at work: An exploration of medical leaves of absence.25
New strategies for addressing the diversity–validity dilemma with big data.25
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.24
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?24
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials24
After shocks: Humble leadership improves employee adjustment following shock events.24
Prospects for reducing group mean differences on cognitive tests via item selection strategies.24
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness24
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.23
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.23
Supplemental Material for Hair and Its Ramifications (HAIR): A Model Describing How Hair Bias Shapes Black Women’s Work Experiences When Wearing Natural Hair23
Supplemental Material for Reducing Adverse Impact by Hiring on Vocational Interests: A Pareto-Optimal Approach23
Hair and Its Ramifications (HAIR): A model describing how hair bias shapes Black women’s work experiences when wearing natural hair.23
An integrative conceptual review and theoretical framework of surprise in organizations.23
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.23
Gender-contingent effects of leadership on loneliness.23
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.22
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.22
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.22
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.22
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.21
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains21
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.21
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.21
The consequences of ethical voice inside the organization: An integrative review.21
The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals.21
How and for whom using generative AI affects creativity: A field experiment.21
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
The paradox of structural empowerment: How and when structural empowerment fuels psychological entitlement and undermines resource sharing.20
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.20
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.20
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.20
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.20
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.20
From road to rage: Why commute demands are associated with interpersonal counterproductive work behaviors (and what to do about it).19
An integrative conceptual review of gender bias in leader evaluations: An observer-focused motive-driven process model.19
Daily engagement and productivity: The importance of the speed of engagement.19
Translating human capital amid varying intentions to stay: An integrative conceptual review of the immigrant employment attainment process.19
Are leaders still presumed white by default? Racial bias in leader categorization revisited.19
A contemporary look at the relationship between general cognitive ability and job performance.18
The definition and measurement of human capital resources: A content and meta-analytic review.18
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures17
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions17
Supplemental Material for Jekyll and Hyde Leadership: Examining the Direct and Vicarious Experiences of Abusive and Ethical Leadership Through a Justice Variability Lens17
The organizational psychology of gig work: An integrative conceptual review.17
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.17
Correction to “Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off” by Berry et al. (2024).17
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance17
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance17
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.17
Exposure to successful women and racial minorities who defy stereotypes about their groups leads to inflated perceptions of diversity in organizations.16
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.16
The importance of leader recovery for leader identity and behavior.16
Investigating measurement invariance for multiple covariates in organizational research using exploratory factor analysis and confirmatory factor analysis trees.16
Reciprocal relationships between personality traits and job satisfaction? A continuous time approach with two investigations.16
Striving or settling: Social class origins and wage goal dynamics in the job search process.16
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.16
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.16
Supplemental Material for How Does Training Contribute to Workplace Safety? A Meta-Analysis Examining the Effects of Safety Training15
Supplemental Material for Being on the Same Page Matters: A Meta-Analytic Investigation of Leader–Member Exchange (LMX) Agreement15
The referral penalty: Decreased perceptions of merit undermine helping behavior toward referred employees.15
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments15
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.15
Relational aspects of vicarious retribution: Evidence from professional baseball.15
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