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 2022-07-01 to 2026-07-01.)
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 Follower289
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective261
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.230
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.199
The escalation of prosocial commitment: How the B corporation movement catalyzes social impact.170
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.133
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).121
Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.114
How newcomers and incumbents adapt their daily performance to others in jobs where social interaction is unnecessary.79
Interracial frontline encounters: How White customers’ stereotype threat affects Black frontline employees’ immediate job outcomes.78
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.73
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.70
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.69
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.64
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t61
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.60
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.60
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.57
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study55
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews55
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi54
Toward whole-person fit assessment: Integrating interests, values, skills, knowledge, and personality using the Occupational Information Network (O*NET).52
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.52
No reason to leave: The effects of CEO diversity-valuing behavior on psychological safety and turnover for female executives.49
Dynamic and reciprocal relations between job insecurity and physical and mental health.49
They’ll conform anyway: A motivation stereotype perspective on the exploitation of Asian employees.47
Correction to “Are unions friends or foes of high-performance work systems?” by Chung and Park (2025).46
Wearing different hats enriches “outside the box” thinking: Examining the relationship between personal life activity breadth and creativity at work.46
Losing sleep over speaking up at work: A daily study of voice and insomnia.46
Dynamic team composition: A theoretical framework exploring potential and kinetic dynamism in team capabilities.44
The influence of friends’ person-organization fit during recruitment.42
Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.42
Stability matters: A dynamic process view on self-efficacy in training transfer.42
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.41
Gossiping the (recipient’s) day away: The impact of supervisor-directed gossip on recipients’ rumination, sleep quality, vitality, and work outcomes.41
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 How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-Inferred Personality Scores38
Supplemental Material for Egalitarian Norm Messaging Increases Human Resources Professionals’ Salary Offers to Women38
Supplemental Material for Jolted: How Task-Based Jolts Disrupt Status Conferral by Impacting Higher and Lower Status Individuals’ Generosity38
Supplemental Material for Nonlinear Effect of Employee Ownership on Organizational Financial Misdeeds: The Moderating Role of Organizational Size37
Supplemental Material for Give Them a Fishing Rod, if It Is Not Urgent: The Impact of Help Type on Support for Helpers’ Leadership37
Distances and directions: An emotional journey into the recovery process.36
When founders falter: A second-in-command attenuates the effect of founder identification on unethical pro-organizational behavior.35
Dirty work history and future career success: Does the “dirt” stick?35
Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.33
Makeup calls in organizations: An application of justice to the study of bad calls.33
Equity, openness, rigor, impact, and investing in people: The Journal of Applied Psychology’s values in action.32
Beating the rival but losing the game: How the source of alternative offers alters behavior and outcomes in negotiation.32
The benefits of cognitive style versatility for collaborative work.31
What does it cost you to get there? The effects of emotional journeys on daily outcomes.31
How psychosocial safety climate affects employee well-being via basic psychological needs: A longitudinal multilevel moderated mediation study.30
Personality profiles of 263 occupations.30
Out of sight, out of mind: How high-level construals can decrease the ethical framing of risk-mitigating behavior.30
Using natural language processing to increase prediction and reduce subgroup differences in personnel selection decisions.30
Hidden consequences of political discourse at work: How and why ambient political conversations impact employee outcomes.29
Transformational leadership in context: A meta-analysis of 40 years of research.28
Supplemental Material for A Longitudinal Meta-Analysis of Range Restriction Estimates and General Mental Ability Validity Coefficients: Better Addressing Overcorrection Amid Decline Effects28
Matches measure: A visual scale of job burnout.28
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.28
Supplemental Material for Crossover Effects of Parent Work-to-Family Experiences on Child Work Centrality: A Moderated Mediation Model28
Supplemental Material for Seeing the Good in the Bad: A Self-Affirmation Model of Organizational Dehumanization27
Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.27
Breaking boredom: Interrupting the residual effect of state boredom on future productivity.27
When the young feel old and the old feel young: Age-differential effects of subjective age bias on employee voice behavior.27
Supplemental Material for Retaining Retirement-Eligible Older Workers Through Training Participation: The Joint Implications of Individual Growth Need and Organizational Climates27
Who needs nature? The influence of employee speciesism on nature-based need satisfaction and subsequent work behavior.27
A neuropsychological examination of the nature of perceived person–environment fit.26
The competence shield: Fostering competence perceptions weakens the dominance penalty for women in leadership.25
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.24
Supplemental Material for Zooming Out on Bargaining Tables: Exploring Which Conversation Dynamics Predict Negotiation Outcomes24
The role of self-interest in unethical pro-organizational behavior: A nomological network meta-analysis.24
Supplemental Material for Beating the Rival but Losing the Game: How the Source of Alternative Offers Alters Behavior and Outcomes in Negotiation24
Winter is coming: An investigation of vigilant leadership, antecedents, and outcomes.24
Supplemental Material for A Study of New Labor Market Entrants’ Job Satisfaction Trajectories During a Series of Consecutive Job Changes23
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.23
How policy implementation impacts employee suffering at work: An exploration of medical leaves of absence.23
The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.22
The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments.22
Supplemental Material for Beyond the Prototype: Unpacking the Intersectional Identity and Image Work of Female Minority Founders in a Startup Context22
New strategies for addressing the diversity–validity dilemma with big data.22
Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies.22
Supplemental Material for Rumor Has It: CEO Gender and Response to Organizational Denials21
Benefits of leaders’ pleasurable recovery activities on follower performance via emotional contagion.21
Supplemental Material for Breaking Ceilings: Debate Training Promotes Leadership Emergence by Increasing Assertiveness21
After shocks: Humble leadership improves employee adjustment following shock events.21
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.21
When voice takes destructive rather than constructive forms in manager–employee dyads: A power-dependence perspective.21
Prospects for reducing group mean differences on cognitive tests via item selection strategies.21
An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.21
Too good to be true? Are supervisor-perspective ratings a valid substitute for actual supervisor ratings?21
Supplemental Material for Reducing Adverse Impact by Hiring on Vocational Interests: A Pareto-Optimal Approach20
A study of new labor market entrants’ job satisfaction trajectories during a series of consecutive job changes.20
Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.19
All is well that replicates well: The replicability of reported moderation and interaction effects in leading organizational sciences journals.19
Revisiting the nature and strength of the personality–job performance relations: New insights from interpretable machine learning.18
An integrative conceptual review and theoretical framework of surprise in organizations.18
Supplemental Material for Hair and Its Ramifications (HAIR): A Model Describing How Hair Bias Shapes Black Women’s Work Experiences When Wearing Natural Hair18
Gender-contingent effects of leadership on loneliness.18
Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.17
Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity.17
How and for whom using generative AI affects creativity: A field experiment.16
Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency.16
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.16
Hair and Its Ramifications (HAIR): A model describing how hair bias shapes Black women’s work experiences when wearing natural hair.16
The consequences of ethical voice inside the organization: An integrative review.16
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains16
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