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 2022-05-01 to 2026-05-01.)

Article	Citations
How does servant leadership work in times of uncertainty? Examining servant leadership and perceived job insecurity during significant organizational change	29
Unwitting costs of leader narcissism: employees’ heightened uncertainty and cheating behavior	26
Editorial: Farewell and thank you from your outgoing editor	25
The impact of COVID-19 on the gig economy in the creative- and culture sector	21
Flexible paths to innovation: mitigating commuting’s impact on creative deviance	21
Role ambiguity and work alienation during the COVID-19 pandemic: the perspective of occupational disidentification	21
Corporate social responsibility and employee constructive deviance: the roles of calling and attribution	20
Islamic religiosity: the influence of different forms of hijab on Saudi women’s experience of employment	19
Guest editorial: Mindfulness and relational systems in organizations: enabling content, context and process	19
Employee engagement in corporate social responsibility: disentangling the effects of values vs prestige	19
Online, offline, or both? The importance of coaching format for side effects in business coaching	18
Leader mindfulness and employee safety behaviors in the workplace: a moderated mediation study	17
Contextual cues matter: advancing personality research through the interactions of implicit and explicit personality with situations	17
Algorithm transparency and turnover intention of gig workers: the role of perceived dehumanization and self-perceived employability	17
Unmasking the silent threat: AI-induced human capital obsolescence and business failure	17
Care to dare: cross-lagged effects of mentor secure-base support on newcomers' workplace courage	16
Sense and sensibility in psychological contracting: a multi-phasic perspective	16
When leader greed promotes voice behavior: the moderating role of employee integrity identity	15
Unpacking the black box of salesperson entrepreneurial behavior: the role of family motivation	15
How humble leadership fosters employee helping behavior: the roles of empathy and mindfulness	15
Supervisor expectations for availability after-hours and employee harmonious passion: exploring curvilinear and moderated relationships	15
True meaning and due duty: examining how and when career calling promotes employee taking charge	15
Navigating daily emotional demands: the role of action orientation in the link between negative affect, emotional labor and work engagement	14
Publisher’s Note	14
Coworkers’ self-leadership and employees’ knowledge sharing: a moderated chain mediation model	14

Leadership as a philosophical attitude – a qualitative study of reflective practice in everyday working life	13
Illegitimate tasks and knowledge hiding: the mediating role of psychological contract violation and moderating role of optimism	13
Empowering and directive leadership and taking charge: a moderating role of employee intrinsic motivation	13
Age diversity and team performance – the moderating roles of team LMX quality and differentiation	13
Understanding the multifunctional role of entrepreneurial coaching through a systematic review of the literature	12
When home knocks on remote work: family interruptions, polychronicity and temporal leadership in shaping work-life balance	12
Role of work ethic in the work–life satisfaction relationship: a longitudinal moderation model	12
Believe to achieve? Understanding how social class background impacts the effects of achievement striving on propensity to negotiate	12
Exploring the limits of mindfulness during the COVID-19 pandemic: qualitative evidence from African context	12
Devote yourself to enjoy daily work: a diary study on flow experience and organizational identification	12
Why do newer generation employees trust their inclusive leaders more? Evidence from the Chinese context	11
Doing good or looking good: how socially responsible human resource management practices influence employees' CSR-specific performance	11
Mentoring matters: decoding the impact of downward envy on interpersonal conflict, workplace ostracism, and displaced aggression	11
Employees’ attitudinal reactions to supervisors’ weekly taking charge behavior: the moderating role of employees’ proactive personality	11
Coping with workplace ostracism: the role of rumination in work engagement and help-seeking behavior	11
Decent work and employee performance: a conservation of resources perspective	10
Everything is in hand: when and why electronic performance monitoring leads to supervisor undermining	10
The effect of alcohol consumption on workplace aggression: What's love (and job insecurity) got to do with it?	10
How perceived overqualification evokes dual deviant behaviors from optimal distinctiveness theory	9
LMX and recruiter incivility toward job seekers: a self-serving attribution perspective	9
Leader humor and employee creativity: an empirical study based on the perspective of binary stress	9
Promoting well-being and performance in remote teams: the moderating effect of supportive leadership	8
The dark side of leave: how voluntary leave shapes preferences for male and female supervisors	8
How's the boss? Integration of the health-oriented leadership concept into the job demands-resources theory	8
A self-motive perspective on employees' mixed reactions to workplace imitation	8
True knowledge vs empowering knowledge: conceptualizing a theory of mindfulness and knowledge transfer (TMKT)	8
Leader failed humor and follower advice seeking	8
AI-powered leadership: a systematic literature review	8
Every coin has two sides: a self-determination perspective on the relationship between algorithmic management and gig workers’ job burnout	8
Perceived overqualification, counterproductive work behaviors and withdrawal: a moderated mediation model	8
Artificial intelligence in the workplace – challenges, opportunities and HRM framework: a critical review and research agenda for change	7
Navigating the unspoken: the impact of socio-institutional factors on Pakistani employees’ perceptions of implicit promises	7
Feeling stressed but in full flow? Leader mindfulness shapes subordinates' perseverative cognition and reaction	7
Does pay for individual performance encourage salespeople's customer-oriented pro-social rule breaking? The role of perceived job insecurity and performance appraisal process	7
Fairness on fire: delving into the concept of “Smart Hot-Stove” and its negative organizational consequences	7
Cognitive capabilities of moral leaders in turbulent environments: a review, theory integration and way forward	7
Authentic leadership and employee expediency: a moderated mediation framework	7
Dark side of leadership and information technology project success: the role of mindfulness	7
The bad, the very bad and the ugly: towards an integrated model of dark leadership	7
Understanding awe elicitors in the workplace: a qualitative inquiry	6
How needs frustration and leader gender influence reactions to uncivil subordinates	6
From social support to thriving at work via psychological capital: the role of psychosocial safety climate in a weekly study	6
Facades of conformity and cyberloafing: a moderated mediation model	6
The algorithmic personalization paradox: gig workers' lived experiences of supportive coaches and micromanaging bosses	6
Unraveling the dynamics: exploring the nexus between abusive supervision, counterproductive work behaviors and the moderating influence of mindfulness	6
Goal orientation and servant leadership: the mediating role of affect spin	6
The role of relational mechanisms in the executive coaching process on client outcomes in distance coaching relationships	6
A one-year prospective study of organizational justice and work attitudes: an extended job demands-resources model	6
Performance appraisal interval and employee exploratory innovation behavior: the curvilinear relationship and the boundary conditions	5
Fit for one or fit for all? The normative theory of fit and the normative and distinctive decomposition of fit	5

Validating a positive employee experience short-form scale to check the pulse of organizational health	5
Casually cynical or trapped? Exploring gig workers’ reactions to psychological contract violation	5
Fear is the path to the dark side: the interplay of leader fear of power loss and leader Machiavellianism on abusive supervision	5
Reactions to mega-threats among members of the harming group: a moral cleansing approach	5
STARA awareness and safety performance among high-speed railway drivers - A work meaningfulness perspective	5
The “lasso effect” – toward the development of a theory of motivational contagion	5
The influence of multitasking on creative work involvement: a conservation of resources perspective	5
Guest editorial: Mentoring and coaching in the workplace: an introduction	5
Bridging beliefs and actions: unraveling the impacts of ideological psychological contract fulfillment on employee citizenship behavior in the workplace	5
How much information to consider when choosing action to change? The impact of managers’ promotion versus prevention focus	5
Editorial: Back to the future: future advances in organizational dark personality research	4
The effect of employee STARA awareness on job crafting: exploring the moderating role of positive stress mindset	4
Discovering the (mis) alignment of the cultural values of African Americans and HR policies and practices	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
Outcomes of knowledge hiding and global contingencies: a meta-analysis	4
“Thriving at work” or not? Research on the effects of performance pressure based on achievement motivation theory and two-factor theory	4
Exploring hybrid-working preferences of knowledge workers using a stated choice experiment	4
How do challenge and hindrance stressors differentially influence work-to-family enrichment? The roles of self-esteem and marital power	4
Ethical leadership behaviors are their own reward for leaders: a moderated mediation model	4
Linking self-efficacy and organizational identification: a moderated mediation model based on a self-verification perspective	4
CEO dark triad traits and organization COVID-19 response: the mediating effect of COVID-19 anxiety and moderating effect of follower self-leadership	4
Perceived innovation-oriented human resource system and innovative work behavior: the chain mediating role of innovative culture and intrinsic motivation	4
Leading by example: understanding the trickle-down effect of voluntary green behavior in the workplace	4
The impact of knowledge brokering and role crafting on work engagement: a two-wave panel survey of older Japanese workers	4
Distracted and monitored: how and when social media induced phubbing triggers supervisors' close monitorin	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	4
Energizing and depleting? The daily effects of organizationally focused citizenship behaviors	3
Authentic leadership and employee voice: a self-verification perspective	3
The impact of coaching leadership on work engagement: an empirical study from Chinese context	3
When it is relevant, I feel grateful: relevant organizational support drives employee customer orientation	3
Extending the job demands-resources theory beyond the work domain: narratives of Chinese senior executives	3
Political self-efficacy matters: an investigation of how and when leader political mentoring affects follower political behavior and promotability	3
Good intentions, bad outcomes: how and when family motivation leads to work–family conflict	3
How supervisor ostracism affects employee turnover intention: the roles of employee cynicism and job embeddedness	3
Workplace incivility during organizational socialization: how new managers, varying in moral identity, perceive (mis)fit	3
Well-being is the great cure for insomnia: how and when well-being-oriented human resource management practices influence employee insomnia	3
Allocation by effort or contribution? Differences in allocation preferences of the wealth-advantaged and wealth-disadvantaged under effort-contribution imbalance	3
Mindfulness and creative process engagement: the mediating role of workplace relational systems	3
Linking leader boundary spanning to task performance and its boundary conditions: a conservation of resources perspective	3
The influence of ethnicity on cultural values and the performance management process	3
How does perceived job stress induce authoritarian leadership behavior? The role of recovery level and proactive personality	3
Pressured role modeling effect: a trickle-down model of leader OCB via citizenship pressure	3
Technophobia and the manager’s intention to adopt generative AI: the impact of self-regulated learning and open organisational culture	3
Psychological contract violation and knowledge sharing: a moderated mediation model	3
Overcoming the inertia problem: harnessing organizational mindfulness for strategic flexibility	3
Guest editorial: Psychological contract: issues and emerging developments	3
Exploring the nonlinear impact of emotional work demands and work passion on job satisfaction	3
Diversity-related psychological contract breaches and turnover intention: a moderated-mediation model of diversity HR practices and engagement	2
Editorial: Greetings from the new Editor-in-Chief	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
Unveiling the potential: exploring the adoption of GenAI and its impact on organizational outcomes	2
The double-edged sword effect of Employee-AI collaboration on job crafting: a cognitive experiential perspective on work identity	2
Transfer of a leadership training intervention prior to COVID-19 on leadership support during the pandemic	2
Impact of supervisor developmental feedback on employee innovative behavior: roles of psychological safety and face orientation	2
Two-faced employers? Employee psychological withdrawal reactions to employer signals during times of uncertainty	2
More vocal when satisfied: the effect of need satisfaction on employees' voice to coworkers	2
Reintegration in the workplace: a restorative justice perspective	2
Resolving the double-edged sword of mentoring: the role of generativity	2
Achieving job performance through agility and innovativeness by strategizing learning ambidexterity	2
Humble and autocratic leadership in daily work life: associations with discrete emotions and helping behavior	2
What does it take to not stay silent? The role of personal and job resources in reducing silence at work	2
The role of coworker exchange in the relationship between coworker incivility and employees' behaviors: the moderating effect of servant leadership	2
Unpacking the complex effect of authoritarian leadership on employee service performance: a self-regulation perspective	2
Coping with interest incongruence: the joint roles of proactive personality and job crafting	2
Songs of the self: the importance of authentic leadership and core self-evaluations for LGBT managers	2
Muslim employees’ religious and intersectional identities as sources of discrimination: how deeper understanding can improve managerial practice	2
Thinking of how you think of me: working cancer survivors' metaperceptions of competence and why they matter	2
Humanizing GenAI at work: bridging the gap between technological innovation and employee engagement	2
Commitment is not enough: how and when occupational commitment influence employees' organizational turnover intention	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
Investigating the effects of high-involvement climate and public service motivation on engagement, performance, and meaningfulness in the public sector	2
AI-induced behaviors: bridging proactivity and deviance through motivational insights	2
How CEO transformational leadership affects business model innovation: a serial moderated mediation model	2
Open-office noise and information processing	2
The effects of perceived overqualification on spouse undermining and support	2