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 2021-10-01 to 2025-10-01.)

Article	Citations
Employee engagement in corporate social responsibility: disentangling the effects of values vs prestige	27
Flexible paths to innovation: mitigating commuting’s impact on creative deviance	23
Online, offline, or both? The importance of coaching format for side effects in business coaching	21
Role ambiguity and work alienation during the COVID-19 pandemic: the perspective of occupational disidentification	17
Guest editorial: Mindfulness and relational systems in organizations: enabling content, context and process	17
Sense and sensibility in psychological contracting: a multi-phasic perspective	17
Islamic religiosity: the influence of different forms of hijab on Saudi women’s experience of employment	17
How does servant leadership work in times of uncertainty? Examining servant leadership and perceived job insecurity during significant organizational change	17
Leader mindfulness and employee safety behaviors in the workplace: a moderated mediation study	16
Unmasking the silent threat: AI-induced human capital obsolescence and business failure	15
Care to dare: cross-lagged effects of mentor secure-base support on newcomers' workplace courage	14
Coworkers’ self-leadership and employees’ knowledge sharing: a moderated chain mediation model	13
Unpacking the black box of salesperson entrepreneurial behavior: the role of family motivation	13
Beliefs about job-seeking strategies: dimensionality, measurement and outcomes	13
Contextual cues matter: advancing personality research through the interactions of implicit and explicit personality with situations	13
True meaning and due duty: examining how and when career calling promotes employee taking charge	13
Role of work ethic in the work–life satisfaction relationship: a longitudinal moderation model	12
Publisher’s Note	12
Leadership as a philosophical attitude – a qualitative study of reflective practice in everyday working life	12
Empowering and directive leadership and taking charge: a moderating role of employee intrinsic motivation	12
Believe to achieve? Understanding how social class background impacts the effects of achievement striving on propensity to negotiate	11
Editorial: Addressing the nurse workforce crisis: a call for greater integration of the organizational behavior, human resource management and nursing literatures	11
Illegitimate tasks and knowledge hiding: the mediating role of psychological contract violation and moderating role of optimism	11
Exploring the limits of mindfulness during the COVID-19 pandemic: qualitative evidence from African context	11
Understanding the multifunctional role of entrepreneurial coaching through a systematic review of the literature	11

Age diversity and team performance – the moderating roles of team LMX quality and differentiation	11
Mentoring matters: decoding the impact of downward envy on interpersonal conflict, workplace ostracism, and displaced aggression	10
Employees’ attitudinal reactions to supervisors’ weekly taking charge behavior: the moderating role of employees’ proactive personality	10
AI-powered leadership: a systematic literature review	9
Why do newer generation employees trust their inclusive leaders more? Evidence from the Chinese context	9
Decent work and employee performance: a conservation of resources perspective	9
Doing good or looking good: how socially responsible human resource management practices influence employees' CSR-specific performance	9
Everything is in hand: when and why electronic performance monitoring leads to supervisor undermining	9
The effect of alcohol consumption on workplace aggression: What's love (and job insecurity) got to do with it?	9
Devote yourself to enjoy daily work: a diary study on flow experience and organizational identification	9
LMX and recruiter incivility toward job seekers: a self-serving attribution perspective	8
A self-motive perspective on employees' mixed reactions to workplace imitation	8
Perceived overqualification, counterproductive work behaviors and withdrawal: a moderated mediation model	8
Leader humor and employee creativity: an empirical study based on the perspective of binary stress	8
Guest editorial: Contemporary managerial issues in the nursing sector	8
Leader failed humor and follower advice seeking	8
Promoting well-being and performance in remote teams: the moderating effect of supportive leadership	8
True knowledge vs empowering knowledge: conceptualizing a theory of mindfulness and knowledge transfer (TMKT)	8
Resurrecting the evil genius: examining the relationship between unethical behavior and perceived competence	8
Feeling stressed but in full flow? Leader mindfulness shapes subordinates' perseverative cognition and reaction	7
Every coin has two sides: a self-determination perspective on the relationship between algorithmic management and gig workers’ job burnout	7
Artificial intelligence in the workplace – challenges, opportunities and HRM framework: a critical review and research agenda for change	7
Above and beyond: helping behaviors among nurses in positive and negative reciprocity relationships	7
Authentic leadership and employee expediency: a moderated mediation framework	7
The dark side of leave: how voluntary leave shapes preferences for male and female supervisors	7
Goal orientation and servant leadership: the mediating role of affect spin	6
Navigating the unspoken: the impact of socio-institutional factors on Pakistani employees’ perceptions of implicit promises	6
Dark side of leadership and information technology project success: the role of mindfulness	6
How's the boss? Integration of the health-oriented leadership concept into the job demands-resources theory	6
Reactions to mega-threats among members of the harming group: a moral cleansing approach	5
Cognitive capabilities of moral leaders in turbulent environments: a review, theory integration and way forward	5
From social support to thriving at work via psychological capital: the role of psychosocial safety climate in a weekly study	5
The role of relational mechanisms in the executive coaching process on client outcomes in distance coaching relationships	5
Interrupting the crossover effect of leader's role overload on employee's negative affect: the moderating role of self-concordance goal	5
Unraveling the dynamics: exploring the nexus between abusive supervision, counterproductive work behaviors and the moderating influence of mindfulness	5
Facades of conformity and cyberloafing: a moderated mediation model	5
Understanding awe elicitors in the workplace: a qualitative inquiry	5
The influence of multitasking on creative work involvement: a conservation of resources perspective	5
Job experience as a buffer against incivility: a daily diary study	5
Why and when are silent employees less satisfied with their jobs? A conservation of resources perspective	5
How needs frustration and leader gender influence reactions to uncivil subordinates	5
Fear is the path to the dark side: the interplay of leader fear of power loss and leader Machiavellianism on abusive supervision	5
Guest editorial: Mentoring and coaching in the workplace: an introduction	5
A one-year prospective study of organizational justice and work attitudes: an extended job demands-resources model	4
Fit for one or fit for all? The normative theory of fit and the normative and distinctive decomposition of fit	4
Unveiling the origins of psychological contract perceptions: a systematic review of 30 years of psychological contract antecedents research	4
Double-edged sword of perceived mastery climate on evasive knowledge hiding: the mediating roles of perceived status and perceived social support	4
Bridging beliefs and actions: unraveling the impacts of ideological psychological contract fulfillment on employee citizenship behavior in the workplace	4
The “lasso effect” – toward the development of a theory of motivational contagion	4
Ethical leadership behaviors are their own reward for leaders: a moderated mediation model	4

Performance appraisal interval and employee exploratory innovation behavior: the curvilinear relationship and the boundary conditions	4
Casually cynical or trapped? Exploring gig workers’ reactions to psychological contract violation	4
How much information to consider when choosing action to change? The impact of managers’ promotion versus prevention focus	4
Avoiding the scenario of “The farmer and the snake”: the dark side of servant leadership and an intervention mechanism	4
Trust in management and state government mitigate the relationships between individual- and state-level stressors and well-being during COVID-19	3
CEO dark triad traits and organization COVID-19 response: the mediating effect of COVID-19 anxiety and moderating effect of follower self-leadership	3
Pressured role modeling effect: a trickle-down model of leader OCB via citizenship pressure	3
The impact of knowledge brokering and role crafting on work engagement: a two-wave panel survey of older Japanese workers	3
Trait affectivity and applicant reactions: a multiwave field study	3
Linking self-efficacy and organizational identification: a moderated mediation model based on a self-verification perspective	3
The effect of employee STARA awareness on job crafting: exploring the moderating role of positive stress mindset	3
Leading by example: understanding the trickle-down effect of voluntary green behavior in the workplace	3
How do challenge and hindrance stressors differentially influence work-to-family enrichment? The roles of self-esteem and marital power	3
Driving for the unique opportunity for work: a qualitative study of nurses' motivation to commute to work	3
Exploring hybrid-working preferences of knowledge workers using a stated choice experiment	3
When it is relevant, I feel grateful: relevant organizational support drives employee customer orientation	3
Discovering the (mis) alignment of the cultural values of African Americans and HR policies and practices	3
The impact of coaching leadership on work engagement: an empirical study from Chinese context	2
Energizing and depleting? The daily effects of organizationally focused citizenship behaviors	2
“Thriving at work” or not? Research on the effects of performance pressure based on achievement motivation theory and two-factor theory	2
Psychological contract violation and knowledge sharing: a moderated mediation model	2
The influence of ethnicity on cultural values and the performance management process	2
Diversity-related psychological contract breaches and turnover intention: a moderated-mediation model of diversity HR practices and engagement	2
Daily supervisor support, engagement and prosocial behavior: how turnover intentions reduce the resources to pay it forward	2
Be cautious of your voice when boss is in shame: how manager shame shapes defensive reactions toward employee voice	2
The influence of personality on emotional and behavioral responses to psychological contract breach	2
Exploring the nonlinear impact of emotional work demands and work passion on job satisfaction	2
Workplace incivility during organizational socialization: how new managers, varying in moral identity, perceive (mis)fit	2
How supervisor ostracism affects employee turnover intention: the roles of employee cynicism and job embeddedness	2
Perceived innovation-oriented human resource system and innovative work behavior: the chain mediating role of innovative culture and intrinsic motivation	2
Political self-efficacy matters: an investigation of how and when leader political mentoring affects follower political behavior and promotability	2
Deep-level dissimilarity and leader–member exchange (LMX) quality: the role of status	2
Humanizing GenAI at work: bridging the gap between technological innovation and employee engagement	2
Mindfulness and creative process engagement: the mediating role of workplace relational systems	2
Extending the job demands-resources theory beyond the work domain: narratives of Chinese senior executives	2
How does perceived job stress induce authoritarian leadership behavior? The role of recovery level and proactive personality	2
Technophobia and the manager’s intention to adopt generative AI: the impact of self-regulated learning and open organisational culture	2
Differential effects of rude coworkers and patients on nurses' safety performance: an emotional labor perspective	2
Linking leader boundary spanning to task performance and its boundary conditions: a conservation of resources perspective	2
Null effects of age and gender on worker well-being, work-family conflict and performance while working remotely during the Covid-19 pandemic	2
Resolving the double-edged sword of mentoring: the role of generativity	2
Commitment is not enough: how and when occupational commitment influence employees' organizational turnover intention	2
Achieving job performance through agility and innovativeness by strategizing learning ambidexterity	2
Overcoming the inertia problem: harnessing organizational mindfulness for strategic flexibility	2
Allocation by effort or contribution? Differences in allocation preferences of the wealth-advantaged and wealth-disadvantaged under effort-contribution imbalance	2