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 2020-08-01 to 2024-08-01.)

Article	Citations
Servant leadership and employee voice: a moderated mediation	47
Health-oriented leadership as a job resource: can staff care buffer the effects of job demands on employee health and job satisfaction?	31
Linking leader humor to employee creativity: the roles of relational energy and traditionality	29
How does appreciation lead to higher job satisfaction?	25
The role of perceived high-performance HR practices and transformational leadership on employee engagement and citizenship behaviors	24
All's well that ends well!? Moderating effects of goal progress on the relation between challenge and hindrance appraisal and well-being	23
Work-related use of information and communication technologies after hours and employee fatigue: the exacerbating effect of affective commitment	20
How and when responsible leadership facilitates work engagement: a moderated mediation model	20
Experiencing workplace ostracism with loss of engagement	19
Mentoring and newcomer well-being: a socialization resources perspective	18
Same talk, different reaction? Communication, emergent leadership and gender	16
Perceived age discrimination in the workplace: the mediating roles of job resources and demands	16
Conceptualizing social well-being in activity-based offices	16
Editorial: Addressing the nurse workforce crisis: a call for greater integration of the organizational behavior, human resource management and nursing literatures	15
Humble leader behavior and team creativity: the team learning perspective	15
Strengths use and work-related flow: an experience sampling study on implications for risk taking and attentional behaviors	15
Losing compassion for patients? The implications of COVID-19 on compassion fatigue and event-related post-traumatic stress disorder in nurses	14
LMX, organizational justice and performance: curvilinear relationships	13
Proactive personality congruence and creativity: a leader identification perspective	11
Workplace ostracism, paranoid employees and service performance: a multilevel investigation	11
Can you manage shocks? An investigation of career shocks on proactive career behavior: a COR theory perspective	11
Gender, formal organizational status and humor use: perceptions of social acceptance	11
Understanding business owners' challenge and hindrance appraisals	11
Office types and workers' cognitive vs affective evaluations from a noise perspective	11
Coping strategies and perceived productivity in open-plan offices with noise problems	11

Caring for yourself and for others: team health climate and self-care explain the relationship between health-oriented leadership and exhaustion	11
Job experience as a buffer against incivility: a daily diary study	10
Passion in the pit: the effects of harmonious and obsessive passion on nurse burnout	10
The importance of appraisal in stressor–well-being relationships and the examination of personality traits as boundary conditions	10
How leaders benefit from engaging in high-quality leader-member exchanges: a daily diary study	10
Forgiveness and attribution: when abusive supervision enhances performance	9
Challenge-hindrance stressors and career initiative: a moderated mediation model	8
Tenets of self-determination theory as a mechanism behind challenge demands: a within-person study	8
The influence of dispositions and shared leadership on team–member exchange	8
The impact of authoritarian leadership on employee creativity: the joint moderating roles of benevolent leadership and power distance	8
Person–job fit and job involvement: the curvilinear effect and the moderating role of goal orientation	7
How and when team reflexivity influences employee innovative behavior	7
More than just managerial self-efficacy: conceptualizing and predicting top managers' means efficacy about the organization under extreme events	7
Entitlement: friend or foe of work-family conflict?	7
How shared leadership affects team performance: examining sequential mediation model using MASEM	7
The antecedents and outcomes of corporate volunteering: an employee- and organizational-level meta-analysis	7
The self-initiated work adjustment for learning scale: development and validation	7
Decent work and employee performance: a conservation of resources perspective	7
The relationship between two dimensions of felt trust and promotive voice behaviour: the motivational mechanisms	6
What can I do for you? Line managers’ behaviors to support return to work for workers with common mental disorders	6
HR practices and counterproductive behaviors: a meta-ethnographic study	6
Is it my job? Leaders' family-supportive role perceptions	6
The intersectional effect of age and gender on the work–life balance of managers	6
The potential of game- and video-based assessments for social attributes: examples from practice	6
Perceptions and performance of knowledge workers transitioning from single-cell offices to shared workspaces: evidence from panel data	6
When does benevolent leadership inhibit silence? The joint moderating roles of perceived employee agreement and cultural value orientations	6
Workspace transitions: conceptualizing and measuring person–space fit and examining its role in workplace outcomes and social network activity	6
Identifying the optimal safety leader: a person-centered approach	5
Using necessary condition analysis in managerial psychology research: introduction, empirical demonstration and methodological discussion	5
Connect vs conquer? CEO gender and implicit motives	5
Gig worker organizing: toward an adapted Attraction-Selection-Attrition framework	5
Investigating the effects of high-involvement climate and public service motivation on engagement, performance, and meaningfulness in the public sector	5
Double-edged sword of perceived mastery climate on evasive knowledge hiding: the mediating roles of perceived status and perceived social support	5
Differential effects of rude coworkers and patients on nurses' safety performance: an emotional labor perspective	5
Gamifying an assessment method: what signals are organizations sending to applicants?	5
A multilevel model of job insecurity and engagement	5
Linking person–organization adhocracy value congruence to creativity	4
When does witnessing patient mistreatment hurt nurses' performance? Gauging the moderation roles of self-concern and other-orientation	4
Hindering talented employees’ internal mobility: managers’ territorial response to stress	4
Ethicality neutralization and amplification: a multilevel study of ethical leadership and unethical pro-organizational behavior	4
Authentic leadership and employee health: a conditional process model	4
Signaling and social influence: the impact of corporate volunteer programs	4
Exploring the limits of mindfulness during the COVID-19 pandemic: qualitative evidence from African context	4
Dark side of leadership and information technology project success: the role of mindfulness	4
Work flexibility-ability and work–family conflict: the joint role of willingness and worry	4
The (socio) politics of misfit: a moderated-mediation model	4
Understanding awe elicitors in the workplace: a qualitative inquiry	4
Empowering and directive leadership and taking charge: a moderating role of employee intrinsic motivation	4
Guest editorial	4
Devote yourself to enjoy daily work: a diary study on flow experience and organizational identification	3

Impact of supervisor developmental feedback on employee innovative behavior: roles of psychological safety and face orientation	3
Feeling stressed but in full flow? Leader mindfulness shapes subordinates' perseverative cognition and reaction	3
How's the boss? Integration of the health-oriented leadership concept into the job demands-resources theory	3
Above and beyond: helping behaviors among nurses in positive and negative reciprocity relationships	3
Curvilinear relationship between ambidextrous leadership and employee silence: mediating effects of role stress and relational energy	3
Why and when are silent employees less satisfied with their jobs? A conservation of resources perspective	3
Avoiding the scenario of “The farmer and the snake”: the dark side of servant leadership and an intervention mechanism	3
True knowledge vs empowering knowledge: conceptualizing a theory of mindfulness and knowledge transfer (TMKT)	3
Employee engagement in corporate social responsibility: disentangling the effects of values vs prestige	3
A resources gain perspective on family outcomes of proactive helping behavior	3
Relationship of immediate workspace and environmental workplace with organizational citizenship behaviors	3
Methodological and conceptual issues in studying effort-reward fit	3
A dynamic process of different helping behavior: from the extended self-theory perspective	3
Non-work-related instant messaging in the workplace and daily task performance: complementarity between social and cognitive resources	2
Effect of workplace ostracism on employee initiative behaviour: a chained double mediation model	2
Occupational self-efficacy, job crafting and job satisfaction in newcomer socialization: a moderated mediation model	2
Ethical leadership behaviors are their own reward for leaders: a moderated mediation model	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
Co-worker undermining, emotional exhaustion and organisational commitment: the moderating role of servant leadership	2
The impact of support on employees' adaptive behavior: a moderated mediation model	2
Performance matters: when supervisors socially accept unethical behavior	2
Trust in management and state government mitigate the relationships between individual- and state-level stressors and well-being during COVID-19	2
Deep-level dissimilarity and leader–member exchange (LMX) quality: the role of status	2
When I see your pain: effects of observing workplace ostracism on turnover intention and task performance	2
The role of events and affect in perceived organizational support: a within-person approach	2
The influence of multitasking on creative work involvement: a conservation of resources perspective	2
Why do employees craft their jobs: a qualitative analysis of job crafting motives from actor and observer perspectives	2
Overcoming risk for women in leader identity development	2
Working in times of COVID-19: investigating the effect of daily risk perception of COVID-19 infection on goal progress	2
Perceived job insecurity climate in uncertain times: implications for work-related health among leaders versus non-leaders	2
A tale of two leaders: employees’ work–family experiences in the context of dual leadership	2
Leader failed humor and follower advice seeking	2
Resurrecting the evil genius: examining the relationship between unethical behavior and perceived competence	2
Birds of a feather flock together? Leader–member trait mindfulness congruence effects on work outcomes	2
Interrupting the crossover effect of leader's role overload on employee's negative affect: the moderating role of self-concordance goal	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
Impact of leader aggressive humor on employee extra-role behaviors: opposite moderating effects of team identification and professional identification	2