Journal of Applied Psychology

Papers
(The TQCC of Journal of Applied Psychology is 14. 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 2022-05-01 to 2026-05-01.)
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 Follower263
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective245
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.205
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t180
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.174
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.154
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.126
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.122
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.122
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.114
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.106
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.103
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.76
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.70
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.69
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.66
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.63
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).61
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study60
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews59
Losing sleep over speaking up at work: A daily study of voice and insomnia.56
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.55
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi53
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).53
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.52
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.51
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.49
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.47
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025).46
The influence of friends’ person-organization fit during recruitment.45
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.45
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.44
Stability matters: A dynamic process view on self-efficacy in training transfer.43
They’ll conform anyway: A motivation stereotype perspective on the exploitation of Asian employees.42
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.42
Dynamic and reciprocal relations between job insecurity and physical and mental health.42
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores41
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women39
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
Dirty work history and future career success: Does the “dirt” stick?37
Distances and directions: An emotional journey into the recovery process.37
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.35
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.35
Makeup calls in organizations: An application of justice to the study of bad calls.35
The benefits of cognitive style versatility for collaborative work.33
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.33
Personality profiles of 263 occupations.33
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.33
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.32
What does it cost you to get there? The effects of emotional journeys on daily outcomes.32
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.32
Matches measure: A visual scale of job burnout.32
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.31
How psychosocial safety climate affects employee well-being via basic psychological needs: A longitudinal multilevel moderated mediation study.31
Supplemental Material for A Longitudinal Meta-Analysis of Range Restriction Estimates and General Mental Ability Validity Coefficients: Better Addressing Overcorrection Amid Decline Effects30
When founders falter: A second-in-command attenuates the effect of founder identification on unethical pro-organizational behavior.30
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.29
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates29
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization29
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model29
Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.28
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.28
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.28
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.28
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.27
When the young feel old and the old feel young: Age-differential effects of subjective age bias on employee voice behavior.27
A neuropsychological examination of the nature of perceived person–environment fit.27
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.27
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes26
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.26
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.26
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context26
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.26
Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes26
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation26
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.26
The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming.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
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.25
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.25
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.25
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.25
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.25
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.24
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.24
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials23
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?23
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.23
Prospects for reducing group mean differences on cognitive tests via item selection strategies.23
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.23
After shocks: Humble leadership improves employee adjustment following shock events.23
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness23
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.23
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.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.22
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.22
Supplemental Material for Reducing Adverse Impact by Hiring on Vocational Interests: A Pareto-Optimal Approach22
An integrative conceptual review and theoretical framework of surprise in organizations.22
The consequences of ethical voice inside the organization: An integrative review.22
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.22
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.21
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.21
Supplemental Material for Hair and Its Ramifications (HAIR): A Model Describing How Hair Bias Shapes Black Women’s Work Experiences When Wearing Natural Hair21
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
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.21
How and for whom using generative AI affects creativity: A field experiment.21
The paradox of structural empowerment: How and when structural empowerment fuels psychological entitlement and undermines resource sharing.21
Gender-contingent effects of leadership on loneliness.21
Hair and Its Ramifications (HAIR): A model describing how hair bias shapes Black women’s work experiences when wearing natural hair.21
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains21
The definition and measurement of human capital resources: A content and meta-analytic review.20
Translating human capital amid varying intentions to stay: An integrative conceptual review of the immigrant employment attainment process.20
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.20
An integrative conceptual review of gender bias in leader evaluations: An observer-focused motive-driven process model.20
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.20
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.20
Are leaders still presumed white by default? Racial bias in leader categorization revisited.19
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
Daily engagement and productivity: The importance of the speed of engagement.19
The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals.19
A contemporary look at the relationship between general cognitive ability and job performance.18
The organizational psychology of gig work: An integrative conceptual review.18
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance18
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 The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance17
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures17
Exposure to successful women and racial minorities who defy stereotypes about their groups leads to inflated perceptions of diversity in organizations.16
The importance of leader recovery for leader identity and behavior.16
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.16
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions16
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.16
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.16
Supplemental Material for Jekyll and Hyde Leadership: Examining the Direct and Vicarious Experiences of Abusive and Ethical Leadership Through a Justice Variability Lens16
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.16
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.16
Investigating measurement invariance for multiple covariates in organizational research using exploratory factor analysis and confirmatory factor analysis trees.15
Relational aspects of vicarious retribution: Evidence from professional baseball.15
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments15
Supplemental Material for Being on the Same Page Matters: A Meta-Analytic Investigation of Leader–Member Exchange (LMX) Agreement15
Striving or settling: Social class origins and wage goal dynamics in the job search process.15
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.15
High performers in the shadow: The adverse effect of star employees on their peers.14
On the assessment of predictive bias in selection systems with multiple predictors.14
The curvilinear effect of newcomer ingratiation on leader–member exchange: A dual-pathway model of supervisor attributions.14
When are item nuances useful for prediction in organizations? Comparing the validity of item-level, scale-level, and ensemble machine learning models.14
Supplemental Material for How Does Training Contribute to Workplace Safety? A Meta-Analysis Examining the Effects of Safety Training14
Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.14
The unintended consequences of state policies on entrepreneurial activity and quality of work life: A social impact study.14
The referral penalty: Decreased perceptions of merit undermine helping behavior toward referred employees.14
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