Journal of Applied Psychology

Article	Citations
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	183
What happens after anti-Asian racism at work? A moral exclusion perspective on coworker confrontation and mechanisms.	179
Not very competent but connected: Leaders’ use of employee social networks as prisms to make delegation decisions.	155
A review and theoretical framework for understanding external team contexts.	143
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	131
Relationship-specific (dyadic) humility: How your humility predicts my psychological safety and performance.	124
Supplemental Material for Designing Pareto-Optimal Selection Systems for Multiple Minority Subgroups and Multiple Criteria	87
Supplemental Material for Meta-Analytical Estimates of Interrater Reliability for Direct Supervisor Performance Ratings: Optimism Under Optimal Measurement Designs	86
Supplemental Material for Asians Don’t Ask? Relational Concerns, Negotiation Propensity, and Starting Salaries	84
Supplemental Material for Organizational Political Affiliation and Job Seekers: If I Don’t Identify With Your Party, Am I Still Attracted?	82
Supplemental Material for Protecting Their Turf: When and Why Supervisors Undermine Employee Boundary Spanning	77
Supplemental Material for You Are What You Eat: How and When Workplace Healthy Eating Cultivates Coworker Perceptions and Behaviors	74
Supplemental Material for Bright Sparks and Enquiring Minds: Differential Effects of Goal Orientation on the Creativity Trajectory	74
Supplemental Material for Consequences of Perceiving Organization Members as a Unified Entity: Stronger Attraction, but Greater Blame for Member Transgressions	74
Supplemental Material for Pain or Gain? Understanding How Trait Empathy Impacts Leader Effectiveness Following the Provision of Negative Feedback	74
Supplemental Material for Race and Reactions to Women’s Expressions of Anger at Work: Examining the Effects of the “Angry Black Woman” Stereotype	66
Supplemental Material for Hitting the Mark: The Influence of Emotional Culture on Resilient Performance	64
Supplemental Material for Conquering Unwanted Habits at the Workplace: Day-Level Processes and Longer Term Change in Habit Strength	64
Supplemental Material for The Nonlinear Relationship Between Atypical Applicant Experience and Hiring: The Red Flags Perspective	63
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	62
Supplemental Material for Organizational-Level Perceived Support Enhances Organizational Profitability	62
Supplemental Material for Too Good to Be True? Are Supervisor-Perspective Ratings a Valid Substitute for Actual Supervisor Ratings?	56
Supplemental Material for My Boss Is Younger, Less Educated, and Shorter Tenured: When and Why Status (In)Congruence Influences Promotion System Justification	56
Supplemental Material for Adverse Impact Reduction and Job Performance Optimization via Pareto-Optimal Weighting: A Shrinkage Formula and Regularization Technique Using Machine Learning	55
Supplemental Material for A Meta-Analysis on the Crossover of Workplace Traumatic Stress Symptoms Between Partners	54

Challenging conclusions about predictive bias against Hispanic test takers in personnel selection.	53
Preventing success: How a prevention focus causes leaders to overrule good ideas and reduce team performance gains.	52
"Transformed by the family: An episodic, attachment theory perspective on family–work enrichment and transformational leadership." Correction to McClean et al. (2021).	52
Turnover during a corporate merger: How workplace network change influences staying.	52
What makes you proactive can burn you out: The downside of proactive skill building motivated by financial precarity and fear.	50
Social support at work carries weight: Relations between social support, employees’ diurnal cortisol patterns, and body mass index.	50
Supplemental Material for The PCMT Model of Organizational Support: Scale Development and Theoretical Application	49
Resource leverage, resource depletion: A multilevel perspective on multiple team membership.	47
The nonlinear relationship between atypical applicant experience and hiring: The red flags perspective.	46
Investing for keeps: Firms’ prepandemic investments in human capital decreased workforce reductions associated with COVID-19 financial pressures.	46
Supplemental Material for What Should I Wear to Work? An Integrative Review of the Impact of Clothing in the Workplace	46
Choosing sides: CEO gender and investor support for activist campaigns.	46
Supplemental Material for Are Automated Video Interviews Smart Enough? Behavioral Modes, Reliability, Validity, and Bias of Machine Learning Cognitive Ability Assessments	45
Rumor has it: CEO gender and response to organizational denials.	45
Daily engagement and productivity: The importance of the speed of engagement.	44
On the asymmetry of losses and gains: Implications of changing work conditions for well-being.	44
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	43
With great power comes more job demands: The dynamic effects of experienced power on perceived job demands and their discordant effects on employee outcomes.	42
A contemporary look at the relationship between general cognitive ability and job performance.	42
The definition and measurement of human capital resources: A content and meta-analytic review.	41
The dynamics of gender and alternatives in negotiation.	41
Trapped by a first hypothesis: How rudeness leads to anchoring.	41
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	40
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.	40
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	40
Supplemental Material for The Benefits of Cognitive Style Versatility for Collaborative Work	39
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	38
Gender and social network brokerage: A meta-analysis and field investigation.	38
Challenging racism as a Black police officer: An emergent theory of employee anti-racism.	38
Supplemental Material for Wearing Different Hats Enriches “Outside the Box” Thinking: Examining the Relationship Between Personal Life Activity Breadth and Creativity at Work	38
Revisiting Sackett et al.’s (2022) rationale behind their recommendation against correcting for range restriction in concurrent validation studies.	37
A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.	37
Emboldened in the rap “game”: How severely stigmatized video models navigate disrespect and vulnerability to workplace mistreatment.	36
Videoconference fatigue? Exploring changes in fatigue after videoconference meetings during COVID-19.	34
Does educational attainment promote job satisfaction? The bittersweet trade-offs between job resources, demands, and stress.	34
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	34
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	33
The effect of mindfulness and job demands on motivation and performance trajectories across the workweek: An entrainment theory perspective.	33
Correcting for range restriction in meta-analysis: A reply to Oh et al. (2023).	32
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	31
Sensemaking through the storm: How postpartum depression shapes personal work–family narratives.	31
First impression effects in organizational psychology.	31
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.	31
Dormant tie reactivation as an affiliative coping response to stressors during the COVID-19 crisis.	30
From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.	30
The influence of COVID-induced job search anxiety and conspiracy beliefs on job search effort: A within-person investigation.	30
A creativity stereotype perspective on the Bamboo Ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States.	29
Hitting the mark: The influence of emotional culture on resilient performance.	28
Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.	27
Using machine learning to investigate the public’s emotional responses to work from home during the COVID-19 pandemic.	27

Quantifying the evidence for the absence of the job demands and job control interaction on workers’ well-being: A Bayesian meta-analysis.	27
Disentangling the relational approach to organizational justice: Meta-analytic and field tests of distinct roles of social exchange and social identity.	27
A field experiment on subgoal framing to boost volunteering: The trade-off between goal granularity and flexibility.	27
Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.	26
Egalitarian norm messaging increases human resources professionals’ salary offers to women.	25
Evaluating the impact of the live healthy, work healthy program on organizational outcomes: A randomized field experiment.	25
Incivility and creativity in teams: Examining the role of perpetrator gender.	25
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	25
Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.	24
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.	24
Personality and leadership: Meta-analytic review of cross-cultural moderation, behavioral mediation, and honesty-humility.	24
Supplemental Material for Self-Promotion in Entrepreneurship: A Driver for Proactive Adaptation	24
Does a healthy lifestyle matter? A daily diary study of unhealthy eating at home and behavioral outcomes at work.	24
Uncontrolled control variables: The extent that a researcher’s degrees of freedom with control variables increases various types of statistical errors.	24
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	24
(Mitigating) the self-fulfillment of gender stereotypes in teams: The interplay of competence attributions, behavioral dominance, individual performance, and diversity beliefs.	23
The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment.	23
Perceived organizational change strengthens organizational commitment and organizational citizenship behavior via increased organizational nostalgia.	23
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	23
Navigating inter-team competition: How information broker teams achieve team innovation.	23
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	22
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	22
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	21
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	21
Job search and employment success: A quantitative review and future research agenda.	21
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.	21
Understanding racism in the workplace.	21
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	21
The organizational psychology of gig work: An integrative conceptual review.	21
Talking about COVID-19 is positively associated with team cultural tightness: Implications for team deviance and creativity.	21
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	20
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	20
Politics speak louder than skills: Political similarity effects in hireability judgments in multiparty contexts and the role of political interest.	20
When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees.	20
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	20
“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	19
Unintended consequences of being proactive? Linking proactive personality to coworker envy, helping, and undermining, and the moderating role of prosocial motivation.	19
Rudeness and team performance: Adverse effects via member social value orientation and coordinative team processes.	19
The effects of blue-light filtration on sleep and work outcomes.	19
A power dependence model of the impact of leader impostorism on supervisor support and undermining: The moderating role of power distance.	19
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	19
I am nice and capable! How and when newcomers’ self-presentation to their supervisors affects socialization outcomes.	19
Because you’re worth the risks: Acts of oppositional courage as symbolic messages of relational value to transgender employees.	19
Looking inside the black box of gender differences in creativity: A dual-process model and meta-analysis.	19
Supplemental Material for Gender, Bottom-Line Mentality, and Workplace Mistreatment: The Roles of Gender Norm Violation and Team Gender Composition	18
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.	18
Supplemental Material for More Than Just a Number: Different Conceptualizations of Multiple Team Membership and Their Relationships With Emotional Exhaustion and Turnover	18
Supplemental Material for Daily Microbreaks in a Self-Regulatory Resources Lens: Perceived Health Climate as a Contextual Moderator via Microbreak Autonomy	18
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	18
The self-sacrificial nature of leader identity: Understanding the costs and benefits at work and home.	18
Supplemental Material for Counteracting the Effects of Performance Pressure on Cheating: A Self-Affirmation Approach	18
An updated meta-analysis of the interrater reliability of supervisory performance ratings.	18
Crossing the domain: Unintended consequences of safety and service climates.	18
Supplemental Material for Reconciling Female Agentic Advantage and Disadvantage With the CADDIS Measure of Agency	17
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	17
Supplemental Material for Promotive and Prohibitive Ethical Voice: Coworker Emotions and Support for the Voice	17
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance	16
Supplemental Material for Unpacking On-Task Effort in Performance-Based Learning: Information–Knowledge Gaps Guide Effort Allocation Decisions	16
Supplemental Material for Challenging Racism as a Black Police Officer: An Emergent Theory of Employee Anti-Racism	16
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	16
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	16
Acknowledgment of Ad Hoc Reviewers	16
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	16
Supplemental Material for Familial Resemblance, Citizenship, and Counterproductive Work Behavior: A Combined Twin, Adoption, Parent–Offspring, and Spouse Approach	16
Supplemental Material for A Comprehensive Examination of the Cross-Validity of Pareto-Optimal Versus Fixed-Weight Selection Systems in the Biobjective Selection Context	16
Doxing, political affiliation, and type of information: Effects on suspicion, perceived similarity, and hiring-related judgments.	15
Does voice endorsement by supervisors enhance or constrain voicer’s personal initiative? Countervailing effects via feeling pride and feeling envied.	15
Subordinate-to-supervisor relational identification: A meta-analytic review.	15
The forgotten side of empowering others: How lower social structural empowerment attenuates the effects of empowering leadership on employee psychologic	15
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).	15
Supplemental Material for Revisiting Sackett et al.’s (2022) Rationale Behind Their Recommendation Against Correcting for Range Restriction in Concurrent Validation Studies	15
The importance of leader recovery for leader identity and behavior.	15
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.	15
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.	14
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.	14
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	14
Remote worker communication during COVID-19: The role of quantity, quality, and supervisor expectation-setting.	14
Personal narratives build trust across ideological divides.	14
Retreating or repairing? Examining the alternate linkages between daily partner-instigated incivility at home and helping at work.	14
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions	13

Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.	13
I know how I feel but do I know how you feel? Investigating metaperceptions to advance relationship-based leadership approaches.	13
You are what you eat: How and when workplace healthy eating cultivates coworker perceptions and behaviors.	13
Supplemental Material for Precommitment Can Allow Decision Makers to Maintain Trust When De-escalating Commitment	13
Ethical conflict: Conceptualization, measurement, and an examination of consequences.	13
Leadership emergence: An integrative review.	13
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.	13
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	13
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	12
Give them a fishing rod, if it is not urgent: The impact of help type on support for helpers’ leadership.	12
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.	12
Self-promotion in entrepreneurship: A driver for proactive adaptation.	12
Status acuity: The ability to accurately perceive status hierarchies reduces status conflict and benefits group performance.	12
A meta-analytic review of identification at work: Relative contribution of team, organizational, and professional identification.	12
I need a vacation: A meta-analysis of vacation and employee well-being.	12
Losing sleep over speaking up at work: A daily study of voice and insomnia.	12