Journal of Applied Psychology

Article	Citations
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	296
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	277
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	237
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	205
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).	182
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.	142
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.	123
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	117
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	86
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.	79
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	76
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	75
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.	73
Do family rituals help or hurt? The ripple effect of family rituals on employee change-oriented behaviors.	66
Project success–failure experiences and leader development: Examining career transitions through role transition theory.	66
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	64
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	62
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	62
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews	57
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	57
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi	55
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.	53
They’ll conform anyway: A motivation stereotype perspective on the exploitation of Asian employees.	51
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025).	49
Losing sleep over speaking up at work: A daily study of voice and insomnia.	48

Stability matters: A dynamic process view on self-efficacy in training transfer.	47
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.	47
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.	46
The influence of friends’ person-organization fit during recruitment.	46
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.	45
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.	44
Dynamic and reciprocal relations between job insecurity and physical and mental health.	44
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.	44
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.	42
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).	42
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	41
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores	40
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity	39
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women	39
Supplemental Material for Give Them a Fishing Rod, if It Is Not Urgent: The Impact of Help Type on Support for Helpers’ Leadership	38
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.	37
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.	37
Supplemental Material for Nonlinear Effect of Employee Ownership on Organizational Financial Misdeeds: The Moderating Role of Organizational Size	37
Community weaving to address societal grand challenges: The case of mental health destigmatization.	36
When founders falter: A second-in-command attenuates the effect of founder identification on unethical pro-organizational behavior.	35
Distances and directions: An emotional journey into the recovery process.	35
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.	35
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.	34
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.	34
Matches measure: A visual scale of job burnout.	34
Transformational leadership in context: A meta-analysis of 40 years of research.	33
Makeup calls in organizations: An application of justice to the study of bad calls.	33
Personality profiles of 263 occupations.	33
Dirty work history and future career success: Does the “dirt” stick?	33
The benefits of cognitive style versatility for collaborative work.	32
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model	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 Effects	31
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.	31
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates	31
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	31
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.	30
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization	30
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.	29
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	29
When the young feel old and the old feel young: Age-differential effects of subjective age bias on employee voice behavior.	29
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.	29
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.	29
A neuropsychological examination of the nature of perceived person–environment fit.	29
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.	29
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.	29
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	28
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation	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 Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes	28

An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.	27
New strategies for addressing the diversity–validity dilemma with big data.	27
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.	27
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.	27
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.	26
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.	25
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	25
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.	25
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials	25
How policy implementation impacts employee suffering at work: An exploration of medical leaves of absence.	25
Prospects for reducing group mean differences on cognitive tests via item selection strategies.	25
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness	24
Supplemental Material for Hair and Its Ramifications (HAIR): A Model Describing How Hair Bias Shapes Black Women’s Work Experiences When Wearing Natural Hair	24
After shocks: Humble leadership improves employee adjustment following shock events.	24
An integrative conceptual review and theoretical framework of surprise in organizations.	24
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.	23
Supplemental Material for Reducing Adverse Impact by Hiring on Vocational Interests: A Pareto-Optimal Approach	23
Hair and Its Ramifications (HAIR): A model describing how hair bias shapes Black women’s work experiences when wearing natural hair.	23
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.	23
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.	23
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.	23
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?	23
How and for whom using generative AI affects creativity: A field experiment.	22
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
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.	22
Supplemental Material for Project Success–Failure Experiences and Leader Development: Examining Career Transitions Through Role Transition Theory	22
From road to rage: Why commute demands are associated with interpersonal counterproductive work behaviors (and what to do about it).	21
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	21
The consequences of ethical voice inside the organization: An integrative review.	21
Daily engagement and productivity: The importance of the speed of engagement.	21
The paradox of structural empowerment: How and when structural empowerment fuels psychological entitlement and undermines resource sharing.	21
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.	21
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	21
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	21
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	20
An integrative conceptual review of gender bias in leader evaluations: An observer-focused motive-driven process model.	20
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.	20
Translating human capital amid varying intentions to stay: An integrative conceptual review of the immigrant employment attainment process.	19
The definition and measurement of human capital resources: A content and meta-analytic review.	19
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	19
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	19
The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals.	19
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	19
The organizational psychology of gig work: An integrative conceptual review.	18
A contemporary look at the relationship between general cognitive ability and job performance.	18
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	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
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	17
Reciprocal relationships between personality traits and job satisfaction? A continuous time approach with two investigations.	17
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance	17
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions	17
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.	16
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).	16
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.	16
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.	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
Exposure to successful women and racial minorities who defy stereotypes about their groups leads to inflated perceptions of diversity in organizations.	15
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.	15
Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.	15
Investigating measurement invariance for multiple covariates in organizational research using exploratory factor analysis and confirmatory factor analysis trees.	15
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	15
The curvilinear effect of newcomer ingratiation on leader–member exchange: A dual-pathway model of supervisor attributions.	15
Striving or settling: Social class origins and wage goal dynamics in the job search process.	15
The impact of impression management on writing tendencies: Investigating faking susceptibility of open-ended personality assessments.	15
Supplemental Material for Being on the Same Page Matters: A Meta-Analytic Investigation of Leader–Member Exchange (LMX) Agreement	15
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments	15
When are item nuances useful for prediction in organizations? Comparing the validity of item-level, scale-level, and ensemble machine learning models.	14
When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.	14
Am I next? Men and women’s divergent justice perceptions following vicarious mistreatment.	14
Supplemental Material for The Psychology of Following: Conceptualizing and Validating the Fundamental Follower Needs Inventory	14
Supplemental Material for Back-Translation Practices in Organizational Research: Avoiding Loss in Translation	14
On the assessment of predictive bias in selection systems with multiple predictors.	14
Stopping surface-acting spillover: A transactional theory of stress perspective.	14
The referral penalty: Decreased perceptions of merit undermine helping behavior toward referred employees.	14
Taking a heavier toll? Racial differences in the effects of workplace mistreatment on depression.	14
High performers in the shadow: The adverse effect of star employees on their peers.	14
Supplemental Material for How Does Training Contribute to Workplace Safety? A Meta-Analysis Examining the Effects of Safety Training	14

Supplemental Material for Scoring Employment Interviews With Large Language Models: Evaluation Design Components, Validity Investigations, and Best Practice Recommendations	14
The unintended consequences of state policies on entrepreneurial activity and quality of work life: A social impact study.	14
Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.	14
Supplemental Material for Quantifying the Evidence for the Absence of the Job Demands and Job Control Interaction on Workers’ Well-Being: A Bayesian Meta-Analysis	14