OOIR: Observatory of International Research

Papers

(The median citation count of Journal of Managerial Psychology is 2. 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 2020-03-01 to 2024-03-01.)

Article	Citations
Servant leadership and employee voice: a moderated mediation	37
Obligations and feeling envied: a study of workplace status and knowledge hiding	33
Effects of supervisor bottom-line mentality on subordinate unethical pro-organizational behavior	29
Health-oriented leadership as a job resource: can staff care buffer the effects of job demands on employee health and job satisfaction?	27
Leaders can facilitate creativity: the moderating roles of leader dialectical thinking and LMX on employee creative self-efficacy and creativity	27
Linking supervisor support to innovation implementation behavior via commitment	26
Making the case for procedural justice: employees thrive and work hard	24
The role of perceived high-performance HR practices and transformational leadership on employee engagement and citizenship behaviors	22
Linking leader humor to employee creativity: the roles of relational energy and traditionality	21
Role of perceived work–life balance between work overload and career commitment	19
How does appreciation lead to higher job satisfaction?	19
How and when responsible leadership facilitates work engagement: a moderated mediation model	18
All's well that ends well!? Moderating effects of goal progress on the relation between challenge and hindrance appraisal and well-being	18
Gamifying a situational judgment test with immersion and control game elements	16
Experiencing workplace ostracism with loss of engagement	15
Mentoring and newcomer well-being: a socialization resources perspective	14
Work-related use of information and communication technologies after hours and employee fatigue: the exacerbating effect of affective commitment	14
Losing compassion for patients? The implications of COVID-19 on compassion fatigue and event-related post-traumatic stress disorder in nurses	13
Humble leader behavior and team creativity: the team learning perspective	13
Same talk, different reaction? Communication, emergent leadership and gender	13
Game on! Exploring reactions to game-based selection assessments	13
Strengths use and work-related flow: an experience sampling study on implications for risk taking and attentional behaviors	13
Leader honesty/humility and subordinate organizational citizenship behavior: a case of too-much-of-a-good-thing?	13
Ethical leadership and positive work behaviors: a conditional process model	12
Conceptualizing social well-being in activity-based offices	12

Crossover effects of Leader’s resilience: a multilevel mediation approach	12
Perceived age discrimination in the workplace: the mediating roles of job resources and demands	12
Coping strategies and perceived productivity in open-plan offices with noise problems	11
How and when group cohesion influences employee voice	11
Office types and workers' cognitive vs affective evaluations from a noise perspective	11
LMX, organizational justice and performance: curvilinear relationships	11
Proactive personality congruence and creativity: a leader identification perspective	10
Workplace ostracism, paranoid employees and service performance: a multilevel investigation	10
Gender, formal organizational status and humor use: perceptions of social acceptance	10
How control and commitment HR practices influence employee job crafting	10
Agree to disagree: Examining the psychometrics of cybervetting	10
Predicting managers' championing behavior through subordinates' change-related voice	9
Job experience as a buffer against incivility: a daily diary study	9
Passion in the pit: the effects of harmonious and obsessive passion on nurse burnout	9
The importance of appraisal in stressor–well-being relationships and the examination of personality traits as boundary conditions	9
Caring for yourself and for others: team health climate and self-care explain the relationship between health-oriented leadership and exhaustion	9
The impact of authoritarian leadership on employee creativity: the joint moderating roles of benevolent leadership and power distance	8
Understanding business owners' challenge and hindrance appraisals	8
Can you manage shocks? An investigation of career shocks on proactive career behavior: a COR theory perspective	8
Editorial: Addressing the nurse workforce crisis: a call for greater integration of the organizational behavior, human resource management and nursing literatures	8
Tenets of self-determination theory as a mechanism behind challenge demands: a within-person study	7
More than just managerial self-efficacy: conceptualizing and predicting top managers' means efficacy about the organization under extreme events	7
Person–job fit and job involvement: the curvilinear effect and the moderating role of goal orientation	7
Challenge-hindrance stressors and career initiative: a moderated mediation model	6
The antecedents and outcomes of corporate volunteering: an employee- and organizational-level meta-analysis	6
Person-environment fit as a parsimonious framework to explain workplace bullying	6
The potential of game- and video-based assessments for social attributes: examples from practice	6
Is it my job? Leaders' family-supportive role perceptions	6
The influence of dispositions and shared leadership on team–member exchange	6
How and when team reflexivity influences employee innovative behavior	6
How shared leadership affects team performance: examining sequential mediation model using MASEM	5
The relationship between two dimensions of felt trust and promotive voice behaviour: the motivational mechanisms	5
Workspace transitions: conceptualizing and measuring person–space fit and examining its role in workplace outcomes and social network activity	5
Connect vs conquer? CEO gender and implicit motives	5
HR practices and counterproductive behaviors: a meta-ethnographic study	5
How leaders benefit from engaging in high-quality leader-member exchanges: a daily diary study	5
A theory of branched situational judgment tests and their applicant reactions	5
The self-initiated work adjustment for learning scale: development and validation	5
Perceptions and performance of knowledge workers transitioning from single-cell offices to shared workspaces: evidence from panel data	5
Forgiveness and attribution: when abusive supervision enhances performance	5
Decent work and employee performance: a conservation of resources perspective	5
Investigating the effects of high-involvement climate and public service motivation on engagement, performance, and meaningfulness in the public sector	4
When does benevolent leadership inhibit silence? The joint moderating roles of perceived employee agreement and cultural value orientations	4
A multilevel model of job insecurity and engagement	4
Linking person–organization adhocracy value congruence to creativity	4
No more Mr. Nice Guy: social value orientation and abusive supervision	4
Differential effects of rude coworkers and patients on nurses' safety performance: an emotional labor perspective	4
Gamifying an assessment method: what signals are organizations sending to applicants?	4
What can I do for you? Line managers’ behaviors to support return to work for workers with common mental disorders	4
Signaling and social influence: the impact of corporate volunteer programs	4

Entitlement: friend or foe of work-family conflict?	4
The (socio) politics of misfit: a moderated-mediation model	4
The intersectional effect of age and gender on the work–life balance of managers	4
Identifying the optimal safety leader: a person-centered approach	4
Guest editorial	4
Authentic leadership and employee health: a conditional process model	4
Socio-spatial perspectives on open-plan versus cellular offices	4
Methodological and conceptual issues in studying effort-reward fit	3
From mentors to leaders: leader development outcomes for mentors	3
Gig worker organizing: toward an adapted Attraction-Selection-Attrition framework	3
Understanding awe elicitors in the workplace: a qualitative inquiry	3
Relationship of immediate workspace and environmental workplace with organizational citizenship behaviors	3
Exploring the limits of mindfulness during the COVID-19 pandemic: qualitative evidence from African context	3
Ethicality neutralization and amplification: a multilevel study of ethical leadership and unethical pro-organizational behavior	3
Above and beyond: helping behaviors among nurses in positive and negative reciprocity relationships	3
Hindering talented employees’ internal mobility: managers’ territorial response to stress	3
Trust in management and state government mitigate the relationships between individual- and state-level stressors and well-being during COVID-19	2
A dynamic process of different helping behavior: from the extended self-theory perspective	2
Guest editorial: Are challenges hindering us? The limitations of models that categorize work stressors	2
The effects of individual differentiation on newcomer group identification	2
Performance matters: when supervisors socially accept unethical behavior	2
A resources gain perspective on family outcomes of proactive helping behavior	2
Double-edged sword of perceived mastery climate on evasive knowledge hiding: the mediating roles of perceived status and perceived social support	2
Daily supervisor support, engagement and prosocial behavior: how turnover intentions reduce the resources to pay it forward	2
Women leaders' views on demand-side strategies	2
The impact of support on employees' adaptive behavior: a moderated mediation model	2
Why and when are silent employees less satisfied with their jobs? A conservation of resources perspective	2
A tale of two leaders: employees’ work–family experiences in the context of dual leadership	2
Resurrecting the evil genius: examining the relationship between unethical behavior and perceived competence	2
When does witnessing patient mistreatment hurt nurses' performance? Gauging the moderation roles of self-concern and other-orientation	2
Curvilinear relationship between ambidextrous leadership and employee silence: mediating effects of role stress and relational energy	2
Impact of supervisor developmental feedback on employee innovative behavior: roles of psychological safety and face orientation	2
Impact of leader aggressive humor on employee extra-role behaviors: opposite moderating effects of team identification and professional identification	2