Journal of Applied Psychology

Article	Citations
Working in a pandemic: Exploring the impact of COVID-19 health anxiety on work, family, and health outcomes.	239
Supporting interdependent telework employees: A moderated-mediation model linking daily COVID-19 task setbacks to next-day work withdrawal.	238
Work-family strategies during COVID-19: Examining gender dynamics among dual-earner couples with young children.	192
Socioeconomic status and well-being during COVID-19: A resource-based examination.	172
The psychological implications of COVID-19 on employee job insecurity and its consequences: The mitigating role of organization adaptive practices.	171
Videoconference fatigue? Exploring changes in fatigue after videoconference meetings during COVID-19.	171
The mind, the heart, and the leader in times of crisis: How and when COVID-19-triggered mortality salience relates to state anxiety, job engagement, and prosocial behavior.	151
The fatiguing effects of camera use in virtual meetings: A within-person field experiment.	146
Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range.	125
Tackling the negative impact of COVID-19 on work engagement and taking charge: A multi-study investigation of frontline health workers.	117
Robots at work: People prefer—and forgive—service robots with perceived feelings.	113
An identity-based integrative needs model of crafting: Crafting within and across life domains.	94
From alpha to omega and beyond! A look at the past, present, and (possible) future of psychometric soundness in the Journal of Applied Psychology.	93
The Multidimensional Workaholism Scale: Linking the conceptualization and measurement of workaholism.	93
Job search and employment success: A quantitative review and future research agenda.	87
Exploring public sentiment on enforced remote work during COVID-19.	86
No obligation? How gender influences the relationship between perceived organizational support and organizational citizenship behavior.	82
Unintended consequences of being proactive? Linking proactive personality to coworker envy, helping, and undermining, and the moderating role of prosocial motivation.	81
Experienced incivility in the workplace: A meta-analytical review of its construct validity and nomological network.	75
Seeing from a short-term perspective: When and why daily abusive supervisor behavior yields functional and dysfunctional consequences.	75
When there is a will there is a way: The role of proactive personality in combating COVID-19.	74
Making daily decisions to work from home or to work in the office: The impacts of daily work- and COVID-related stressors on next-day work location.	74
Working from home during COVID-19: A study of the interruption landscape.	71
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.	68
Impact of the COVID-19 pandemic on job search behavior: An event transition perspective.	67

Anxiety responses to the unfolding COVID-19 crisis: Patterns of change in the experience of prolonged exposure to stressors.	66
Leveraging age diversity for organizational performance: An intellectual capital perspective.	64
Does manager servant leadership lead to follower serving behaviors? It depends on follower self-interest.	63
An attributional process model of workplace gossip.	62
Economic stressors and the enactment of CDC-recommended COVID-19 prevention behaviors: The impact of state-level context.	62
Effectiveness of stereotype threat interventions: A meta-analytic review.	62
Plug back into work, safely: Job reattachment, leader safety commitment, and job engagement in the COVID-19 pandemic.	61
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	61
A meta-analysis of the effectiveness of the after-action review (or debrief) and factors that influence its effectiveness.	60
The whiplash effect: The (moderating) role of attributed motives in emotional and behavioral reactions to abusive supervision.	55
Working through an “infodemic”: The impact of COVID-19 news consumption on employee uncertainty and work behaviors.	55
Effects of chronic job insecurity on Big Five personality change.	54
Being present and thankful: A multi-study investigation of mindfulness, gratitude, and employee helping behavior.	53
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	53
Using machine learning to investigate the public’s emotional responses to work from home during the COVID-19 pandemic.	52
The organizational psychology of gig work: An integrative conceptual review.	52
When helping hurts: COVID-19 critical incident involvement and resource depletion in health care workers.	51
Remote worker communication during COVID-19: The role of quantity, quality, and supervisor expectation-setting.	51
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.	50
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	50
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	48
Building psychosocial safety climate in turbulent times: The case of COVID-19.	46
The self-sacrificial nature of leader identity: Understanding the costs and benefits at work and home.	46
Pushing the boundaries: A qualitative study of how stem women adapted to disrupted work–nonwork boundaries during the COVID-19 pandemic.	45
The hidden dark side of empowering leadership: The moderating role of hindrance stressors in explaining when empowering employees can promote moral disengagement and unethical pro-organizational behav	45
How critical activities within COVID-19 intensive care units increase nurses’ daily occupational calling.	45
“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	45
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	44
How a gratitude intervention influences workplace mistreatment: A multiple mediation model.	43
Leadership emergence: An integrative review.	43
What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity.	43
Excuse me, do you have a minute? An exploration of the dark- and bright-side effects of daily work interruptions for employee well-being.	41
Referents or role models? The self-efficacy and job performance effects of perceiving higher performing peers.	41
Can becoming a leader change your personality? An investigation with two longitudinal studies from a role-based perspective.	41
A meta-analytic review of identification at work: Relative contribution of team, organizational, and professional identification.	41
Pay communication, justice, and affect: The asymmetric effects of process and outcome pay transparency on counterproductive workplace behavior.	40
Does educational attainment promote job satisfaction? The bittersweet trade-offs between job resources, demands, and stress.	40
Is one the loneliest number? A within-person examination of the adaptive and maladaptive consequences of leader loneliness at work.	40
Can good followers create unethical leaders? How follower citizenship leads to leader moral licensing and unethical behavior.	39
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.	39
Examining the effects of perceived pregnancy discrimination on mother and baby health.	39
Keeping it between us: Managerial endorsement of public versus private voice.	38
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	38
See no evil, hear no evil, speak no evil: Theorizing network silence around sexual harassment.	38
Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.	36
Talking about COVID-19 is positively associated with team cultural tightness: Implications for team deviance and creativity.	36
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	35
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	35
Uncontrolled control variables: The extent that a researcher’s degrees of freedom with control variables increases various types of statistical errors.	34
Daily microbreaks in a self-regulatory resources lens: Perceived health climate as a contextual moderator via microbreak autonomy.	34

Meta-analytic five-factor model personality intercorrelations: Eeny, meeny, miney, moe, how, which, why, and where to go.	33
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	33
Disaster or opportunity? How COVID-19-associated changes in environmental uncertainty and job insecurity relate to organizational identification and performance.	33
Compassion during difficult times: Team compassion behavior, suffering, supervisory dependence, and employee voice during COVID-19.	31
The ties that cope? Reshaping social connections in response to pandemic distress.	31
Portrait of a workplace deviant: A clearer picture of the Big Five and Dark Triad as predictors of workplace deviance.	31
Is it time to update and expand training motivation theory? A meta-analytic review of training motivation research in the 21st century.	31
Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.	31
Positive family events facilitate effective leader behaviors at work: A within-individual investigation of family-work enrichment.	30
Awakening the entrepreneur within: Entrepreneurial identity aspiration and the role of displacing work events.	30
Back-translation practices in organizational research: Avoiding loss in translation.	30
In line and out of the box: How ethical leaders help offset the negative effect of morality on creativity.	30
A meta-analytic examination of the gender difference in creative performance.	30
Because you’re worth the risks: Acts of oppositional courage as symbolic messages of relational value to transgender employees.	30
Getting worse or getting better? Understanding the antecedents and consequences of emotion profile transitions during COVID-19-induced organizational crisis.	30
When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work–family conflict and enrichment.	29
More tasks, more ideas: The positive spillover effects of multitasking on subsequent creativity.	28
The dynamics of gender and alternatives in negotiation.	27
Words that hurt: Leaders’ anti-Asian communication and employee outcomes.	27
Does a healthy lifestyle matter? A daily diary study of unhealthy eating at home and behavioral outcomes at work.	27
This job is (literally) killing me: A moderated-mediated model linking work characteristics to mortality.	26
Work as replenishment or responsibility? Moderating effects of occupational calling on the within-person relationship between COVID-19 news consumption and work engagement.	26
How employees’ voice helps teams remain resilient in the face of exogenous change.	25
Gaining perspective: The impact of close cross-race friendships on diversity training and education.	25
Distressed and distracted by COVID-19 during high-stakes virtual interviews: The role of job interview anxiety on performance and reactions.	24
Promotive and prohibitive ethical voice: Coworker emotions and support for the voice.	24
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	24
When passions collide: Passion convergence in entrepreneurial teams.	24
The effects of blue-light filtration on sleep and work outcomes.	24
A work–family enrichment intervention: Transferring resources across life domains.	23
Risks and rewards of conscientiousness during the COVID-19 pandemic.	23
Incivility and creativity in teams: Examining the role of perpetrator gender.	23
How employees learn to speak up from their leaders: Gender congruity effects in the development of voice self-efficacy.	23
The comparative effects of supervisor helping motives on newcomer adjustment and socialization outcomes.	23
Counteracting the effects of performance pressure on cheating: A self-affirmation approach.	23
The effect of mindfulness and job demands on motivation and performance trajectories across the workweek: An entrainment theory perspective.	23
A transactional stress theory of global work demands: A challenge, hindrance, or both?	22
The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure.	22
Does CWB repair negative affective states, or generate them? Examining the moderating role of trait empathy.	22
I am nice and capable! How and when newcomers’ self-presentation to their supervisors affects socialization outcomes.	22
Caring for their own: How firm actions to protect essential workers and CEO benevolence influenced stakeholder sentiment during the COVID-19 pandemic.	22
Times are changing, bias isn’t: A meta-meta-analysis on publication bias detection practices, prevalence rates, and predictors in industrial/organizational psychology.	21
Balancing work and family: A theoretical explanation and longitudinal examination of its relation to spillover and role functioning.	21
Teamwork in the time of COVID-19: Creating, dissolving, and reactivating network ties in response to a crisis.	21
Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic.	21
Where you came from and where you are going: The role of performance trajectory in promotion decisions.	21
Gender and social network brokerage: A meta-analysis and field investigation.	21
A multirater perspective on personality and performance: An empirical examination of the trait–reputation–identity model.	21
Changes in perceptions of ethical leadership: Effects on associative and dissociative outcomes.	21
Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.	21
Mindfulness attenuates both emotional and behavioral reactions following psychological contract breach: A two-stage moderated mediation model.	20
Risky business: Gig workers and the navigation of ideal worker expectations during the COVID-19 pandemic.	20
The influence of COVID-induced job search anxiety and conspiracy beliefs on job search effort: A within-person investigation.	20
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	20
Dormant tie reactivation as an affiliative coping response to stressors during the COVID-19 crisis.	20
The inefficacy of LinkedIn? A latent change model and experimental test of using LinkedIn for job search.	19
Enhancing employee creativity: Effects of choice, rewards and personality.	19
First impression effects in organizational psychology.	19
Hot, cold, or both? A person-centered perspective on death awareness during the COVID-19 pandemic.	19
Cognitive control strategies and adaptive performance in a complex work task.	19
Individualized pay-for-performance arrangements: Peer reactions and consequences.	19
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	19
The neglected role of collective customer perceptions in shaping collective employee satisfaction, service climate, voluntary turnover, and involuntary turnover: A cautionary note.	18
No guts, no glory? How risk-taking shapes dominance, prestige, and leadership endorsement.	18
Class advantage in the white-collar labor market: An investigation of social class background, job search strategies, and job search success.	18
Search committee diversity and applicant pool representation of women and underrepresented minorities: A quasi-experimental field study.	18
The consequences of empathic concern for the actors themselves: Understanding empathic concern through conservation of resources and work-home resources perspectives.	18
When leader self-care begets other care: Leader role self-compassion and helping at work.	18
Reflecting on death amidst COVID-19 and individual creativity: Cross-lagged panel data analysis using four-wave longitudinal data.	18
Diversity climate, trust, and turnover intentions: A multilevel dynamic system.	18
Pain or gain? Understanding how trait empathy impacts leader effectiveness following the provision of negative feedback.	18
Hitting the mark: The influence of emotional culture on resilient performance.	18
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	18
From inclusive climate to organizational innovation: Examining internal and external enablers for knowledge management capacity.	17
Do financial incentives help or harm performance in interesting tasks?	17
How and when managers reward employees’ voice: The role of proactivity attributions.	17
Is student loan debt good or bad for full-time employment upon graduation from college?	17
The impact of leader dominance on employees’ zero-sum mindset and helping behavior.	16
Silence is golden: Extended silence, deliberative mindset, and value creation in negotiation.	16
When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees.	16

The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.	16
Multiple jobholding motivations and experiences: A typology and latent profile analysis.	16
Bright sparks and enquiring minds: Differential effects of goal orientation on the creativity trajectory.	16
Daily engagement and productivity: The importance of the speed of engagement.	16
Risqué business? Interpersonal anxiety and humor in the #MeToo era.	16
“Burnt by the spotlight”: How leadership endorsements impact the longevity of female leaders.	16
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	16
How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.	15
The role of justice perceptions in formal and informal university technology transfer.	15
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	15
Out of sight and out of mind? Networking strategies for enhancing inclusion in multinational organizations.	15
Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.	15
Beyond targets and instigators: Examining workplace incivility in dyads and the moderating role of perceived incivility norms.	15
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	15
How CEOs respond to mortality salience during the COVID-19 pandemic: Integrating terror management theory with regulatory focus theory.	14
The consequences of ethical voice inside the organization: An integrative review.	14
How and when service beneficiaries’ gratitude enriches employees’ daily lives.	14
Toward a holistic perspective of congruence research with the polynomial regression model.	14
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	14