Journal of Applied Psychology

Papers
(The TQCC of Journal of Applied Psychology is 16. 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 2022-01-01 to 2026-01-01.)
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 Follower230
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective201
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.169
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.146
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.137
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.110
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.110
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.108
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.107
Trapped by a first hypothesis: How rudeness leads to anchoring.107
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.93
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.92
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.86
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.86
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.81
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.64
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.57
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.57
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t55
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.53
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study52
Supplemental Material for Promotive and Prohibitive Ethical Voice: Coworker Emotions and Support for the Voice52
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi51
The influence of friends’ person-organization fit during recruitment.51
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews51
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.50
Losing sleep over speaking up at work: A daily study of voice and insomnia.50
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.49
Stability matters: A dynamic process view on self-efficacy in training transfer.49
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025).48
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).48
Dynamic and reciprocal relations between job insecurity and physical and mental health.45
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.45
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.42
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.42
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.41
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.40
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.40
Supplemental Material for Disaster or Opportunity? How COVID-19-Associated Changes in Environmental Uncertainty and Job Insecurity Relate to Organizational Identification and Performance39
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores39
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity38
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 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.36
When founders falter: A second-in-command attenuates the effect of founder identification on unethical pro-organizational behavior.34
What does it cost you to get there? The effects of emotional journeys on daily outcomes.34
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.34
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.34
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.33
How psychosocial safety climate affects employee well-being via basic psychological needs: A longitudinal multilevel moderated mediation study.33
Makeup calls in organizations: An application of justice to the study of bad calls.33
Personality profiles of 263 occupations.32
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.32
Distances and directions: An emotional journey into the recovery process.31
Matches measure: A visual scale of job burnout.31
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.31
Different starting lines, different finish times: The role of social class in the job search process.31
The benefits of cognitive style versatility for collaborative work.30
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model30
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.30
Supplemental Material for A Longitudinal Meta-Analysis of Range Restriction Estimates and General Mental Ability Validity Coefficients: Better Addressing Overcorrection Amid Decline Effects30
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates29
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.29
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.29
When the young feel old and the old feel young: Age-differential effects of subjective age bias on employee voice behavior.28
A neuropsychological examination of the nature of perceived person–environment fit.28
Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.28
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization28
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.28
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.27
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.26
Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic.26
The PCMT model of organizational support: An integrative review and reconciliation of the organizational support literature.26
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.25
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation25
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes25
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.25
Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes25
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.25
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context24
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.24
The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming.24
New strategies for addressing the diversity–validity dilemma with big data.24
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.24
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.24
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.23
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.23
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials23
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.23
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.23
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.23
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.23
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness22
Strategically overconfident (to a fault): How self-promotion motivates advisor confidence.22
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.22
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.22
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.22
Prospects for reducing group mean differences on cognitive tests via item selection strategies.22
Supplemental Material for Reducing Adverse Impact by Hiring on Vocational Interests: A Pareto-Optimal Approach22
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.22
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
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.20
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.20
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.20
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.20
How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.20
How and for whom using generative AI affects creativity: A field experiment.20
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?20
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.20
The consequences of ethical voice inside the organization: An integrative review.20
Supplemental Material for Hair and Its Ramifications (HAIR): A Model Describing How Hair Bias Shapes Black Women’s Work Experiences When Wearing Natural Hair19
Daily microbreaks in a self-regulatory resources lens: Perceived health climate as a contextual moderator via microbreak autonomy.19
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains19
After shocks: Humble leadership improves employee adjustment following shock events.19
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.19
A contemporary look at the relationship between general cognitive ability and job performance.19
An integrative conceptual review and theoretical framework of surprise in organizations.19
Supplemental Material for Organizational-Level Perceived Support Enhances Organizational Profitability19
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.18
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.18
The definition and measurement of human capital resources: A content and meta-analytic review.18
Daily engagement and productivity: The importance of the speed of engagement.18
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.18
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.18
The organizational psychology of gig work: An integrative conceptual review.18
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.18
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.18
The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals.18
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
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 Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance17
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
Striving or settling: Social class origins and wage goal dynamics in the job search process.17
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.17
Are leaders still presumed white by default? Racial bias in leader categorization revisited.17
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.17
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.17
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.17
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance17
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.16
The importance of leader recovery for leader identity and behavior.16
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.16
Acknowledgment of Ad Hoc Reviewers16
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.16
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments16
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