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 2021-11-01 to 2025-11-01.)
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 Follower207
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective172
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.150
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.123
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.119
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.107
Trapped by a first hypothesis: How rudeness leads to anchoring.103
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.102
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.97
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.90
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.88
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.88
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.81
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.75
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.74
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.73
Turnover during a corporate merger: How workplace network change influences staying.65
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.64
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.61
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t59
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.55
Supplemental Material for Promotive and Prohibitive Ethical Voice: Coworker Emotions and Support for the Voice54
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study52
The influence of friends’ person-organization fit during recruitment.50
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews50
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.48
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.48
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi48
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.47
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.47
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.47
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.46
Losing sleep over speaking up at work: A daily study of voice and insomnia.46
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).45
Dynamic and reciprocal relations between job insecurity and physical and mental health.45
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.44
Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective.44
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.41
The benefits of cognitive style versatility for collaborative work.40
Distances and directions: An emotional journey into the recovery process.39
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women38
Supplemental Material for How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores38
Supplemental Material for Disaster or Opportunity? How COVID-19-Associated Changes in Environmental Uncertainty and Job Insecurity Relate to Organizational Identification and Performance38
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity37
Supplemental Material for Give Them a Fishing Rod, if It Is Not Urgent: The Impact of Help Type on Support for Helpers’ Leadership37
Supplemental Material for Nonlinear Effect of Employee Ownership on Organizational Financial Misdeeds: The Moderating Role of Organizational Size37
How psychosocial safety climate affects employee well-being via basic psychological needs: A longitudinal multilevel moderated mediation study.36
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.36
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.35
Different starting lines, different finish times: The role of social class in the job search process.35
Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.34
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.34
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.34
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.32
Makeup calls in organizations: An application of justice to the study of bad calls.32
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.31
What does it cost you to get there? The effects of emotional journeys on daily outcomes.31
Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior.31
Matches measure: A visual scale of job burnout.31
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 Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization30
Personality profiles of 263 occupations.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 Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates30
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.29
A neuropsychological examination of the nature of perceived person–environment fit.29
The PCMT model of organizational support: An integrative review and reconciliation of the organizational support literature.29
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.29
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.29
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.28
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.28
Excuse me, do you have a minute? An exploration of the dark- and bright-side effects of daily work interruptions for employee well-being.28
Conquering unwanted habits at the workplace: Day-level processes and longer term change in habit strength.28
Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic.28
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation27
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.27
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.27
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.26
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes26
Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes26
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.25
Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.25
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.25
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.24
The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming.24
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.24
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.24
New strategies for addressing the diversity–validity dilemma with big data.23
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials23
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.23
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context23
Portrait of a workplace deviant: A clearer picture of the Big Five and Dark Triad as predictors of workplace deviance.23
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.23
Supplemental Material for A Review and Theoretical Framework for Understanding External Team Contexts23
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.23
After shocks: Humble leadership improves employee adjustment following shock events.22
Prospects for reducing group mean differences on cognitive tests via item selection strategies.22
How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.22
An integrative conceptual review and theoretical framework of surprise in organizations.22
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.22
Daily microbreaks in a self-regulatory resources lens: Perceived health climate as a contextual moderator via microbreak autonomy.22
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?22
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.21
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.21
The consequences of ethical voice inside the organization: An integrative review.21
Supplemental Material for Reducing Adverse Impact by Hiring on Vocational Interests: A Pareto-Optimal Approach21
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness21
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.21
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.21
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.21
How and for whom using generative AI affects creativity: A field experiment.21
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.21
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.20
Gender-contingent effects of leadership on loneliness.20
Strategically overconfident (to a fault): How self-promotion motivates advisor confidence.20
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.20
Are leaders still presumed white by default? Racial bias in leader categorization revisited.19
The mitigation–signaling model: An integrative conceptual review of allyship behaviors’ consequences for marginalized individuals.19
Supplemental Material for Organizational-Level Perceived Support Enhances Organizational Profitability19
A contemporary look at the relationship between general cognitive ability and job performance.19
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.19
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.19
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.19
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.19
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains19
The organizational psychology of gig work: An integrative conceptual review.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 definition and measurement of human capital resources: A content and meta-analytic review.18
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.18
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.17
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance17
The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.17
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.17
Daily engagement and productivity: The importance of the speed of engagement.17
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures17
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 Jekyll and Hyde Leadership: Examining the Direct and Vicarious Experiences of Abusive and Ethical Leadership Through a Justice Variability Lens17
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
The effectiveness of work–nonwork interventions: A theoretical synthesis and meta-analysis.17
Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off.17
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions16
An integration-and-learning perspective on gender diversity in self-managing teams: The roles of learning goal orientation and shared leadership.16
Am I next? Men and women’s divergent justice perceptions following vicarious mistreatment.16
Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.16
Exposure to successful women and racial minorities who defy stereotypes about their groups leads to inflated perceptions of diversity in organizations.16
How are newcomer proactive behaviors received by leaders and peers? A relational perspective.16
When “who I am” is under threat: Measures of threat to identity value, meanings, and enactment.16
High performers in the shadow: The adverse effect of star employees on their peers.16
Supplemental Material for Psychometric Properties of Automated Video Interview Competency Assessments16
The importance of leader recovery for leader identity and behavior.16
Acknowledgment of Ad Hoc Reviewers16
Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.16
Supplemental Material for Being on the Same Page Matters: A Meta-Analytic Investigation of Leader–Member Exchange (LMX) Agreement16
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