OOIR: Observatory of International Research

Papers

(The median citation count of Organizational Behavior and Human Decision Processes is 4. 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 2021-05-01 to 2025-05-01.)

Article	Citations
Editorial Board	79
Differences in consumer-benefiting misconduct by nonprofit, for-profit, and public organizations	51
Tangibility bias in investment risk judgments	42
Humans judge, algorithms nudge: The psychology of behavior tracking acceptance	39
When we should care more about relationships than favorable deal terms in negotiation: The economic relevance of relational outcomes (ERRO)	37
Editorial Board	34
Advice taking vs. combining opinions: Framing social information as advice increases source’s perceived helping intentions, trust, and influence	34
Editorial Board	32
Hidden costs of text-based electronic communication on complex reasoning tasks: Motivation maintenance and impaired downstream performance	30
The limits of inconspicuous incentives	29
Going far together by being here now: Mindfulness increases cooperation in negotiations	28
Perceptions of conflict: Parochial cooperation and outgroup spite revisited	28
Gender and social entrepreneurship fundraising: A mission drift perspective	26
Illumination and elbow grease: A theory of how mental models of the creative process influence creativity	26
“Many others are doing it, so why shouldn't I?”: How being in larger competitions leads to more cheating	25
Cheating constraint decisions and discrimination against workers with lower financial standing	25
The race discipline gap: A cautionary note on archival measures of behavioral misconduct	24
Ironic Egalitarianism: When hierarchy-attenuating motives increase hierarchy-enhancing beliefs	23
The breadth of normative standards: Antecedents and consequences for individuals and organizations	21
The 1-in-X effect in perceptions of risk likelihood differences	20
Rupture and reclamation in the life story: The role of early relationships in self-narratives following a forced career transition	19
Led by curiosity and responding with voice: The influence of leader displays of curiosity and leader gender on follower reactions of psychological safety and voice	18
You don’t need to answer right away! Receivers overestimate how quickly senders expect responses to non-urgent work emails	17
Fragile or robust? Differential effects of gender threats in the workplace among men and women	17
Editorial Board	17

Corrigendum to “Don’t fear the meter: How longer time limits bias managers to prefer hiring with flat fee compensation” [Org. Behav. Hum. Decis. Process. 162 (2021) 42–58]	16
Joining disconnected others reduces social identity threat in women brokers	16
Different ally motivations lead to different outcomes: How self-transcendence and self-enhancement values predict effectiveness of self-identified allies	16
Chronic monitoring for wrongdoing as a signal of immoral character	15
Working during non-standard work time undermines intrinsic motivation	15
Publisher's note	14
Open Science at OBHDP	14
“It’s not about the money. It’s about sending a message!” Avengers want offenders to understand the reason for revenge	14
The small-world illusion: Overestimating the frequency of in-person interactions with acquaintances	14
Using fresh starts to nudge increased retirement savings	14
Not all allies are created equal: An intersectional examination of relational allyship for women of color at work	13
When it pays to be kind: The allocation of indirect reciprocity within power hierarchies	13
The credibility dilemma: When acknowledging a (perceived) lack of credibility can make a boast more believable	13
Editorial Board	13
Going beyond Western, Educated, Industrialized, Rich, and Democratic (WEIRD) samples and problems in organizational research	12
Range goals as dual reference points	12
Gender differences in interpersonal trust: Disclosure behavior, benevolence sensitivity and workplace implications	12
A Numeracy-Task interaction model of perceived differences	12
Scholars of color explore bias in academe: Calling in allies and sharing affirmations for us by us	12
Editorial Board	12
Unlocking creative potential: Reappraising emotional events facilitates creativity for conventional thinkers	12
Moral signaling through donations of money and time	11
Emotional acknowledgment: How verbalizing others’ emotions fosters interpersonal trust	11
Editorial Board	11
Benevolent friends and high integrity leaders: How preferences for benevolence and integrity change across relationships	11
Editorial Board	11
Repeated engagement in misconduct by executives involved with financial restatements	11
The interpersonal consequences of stealing ideas: Worse character judgments and less co-worker support for an idea (vs. money) thief	10
When loyalty binds: Examining the effectiveness of group versus personal loyalty calls on followers’ compliance with leaders’ unethical requests	10
Neuroticism and the sales profession	10
Norms for Behavioral Change (NBC) model: How injunctive norms and enforcement shift descriptive norms in science	10
Indirect cronyism and its underlying exchange logic: How managers’ particularism orientation and the third Party’s hierarchical power strengthen its existence	10
Thinking outside the box helps build social connections: The role of creative mindsets in reducing daily rudeness	10
The transparency dilemma: How AI disclosure erodes trust	9
Misaligned mindsets between borrowers and lenders of small interpersonal loans	9
The stereotype rub-off effect – Organizational stereotypes modulate behavioural expectations, expectancy violation and punishment after transgressions	9
Editorial Board	9
Editorial Board	9
You can’t handle the truth! Conflict counterparts over-estimate each other’s feelings of self-threat	8
Allyship in the fifth trimester: A multi-method investigation of Women’s postpartum return to work	8
Horseshoes, hand grenades, and regulatory enforcement: Close experience with potential sanctions and fraud deterrence	8
Sweet ideas: How the sensory experience of sweetness impacts creativity	8
“You knew what you were getting into”: Perspective differences in gauging informed consent	8
The divergent impact of reward magnitude on goal eagerness and effort investment	8
Escaping irony: Making research on creativity in organizations more creative	8
Medium is a powerful message: Pictures signal less power than words	8
A multiattribute attentional drift diffusion model	8
Going beyond the call of duty under conditions of economic threat: Integrating life history and temporal dilemma perspectives	8
Just because you're powerless doesn't mean they aren't out to get you: Low power, paranoia, and aggression	7
The motivating power of streaks: Increasing persistence is as easy as 1, 2, 3	7

Toward more diverse, generalizable organizational research: Preface to editorial by Pitesa and Gelfand	7
The confrontation effect: When users engage more with ideology-inconsistent content online	7
Editorial Board	7
A gender gap in managerial span of control: Implications for the gender pay gap	7
Editorial Board	7
Who do they think they are?: A social-cognitive account of gender differences in social sexual identity and behavior at work	7
The effect of paper outcomes versus realized outcomes on subsequent risk-taking: Field evidence from casino gambling	7
Are they useful? The effects of performance incentives on the prioritization of work versus personal ties	7
Hot streak! Inferences and predictions about goal adherence	7
The motivation of mission statements: How regulatory mode influences workplace discrimination	6
Food for thought: How curiosity externalization is fostered through organizational identity	6
Disclosing interpersonal conflicts of interest: Revealing whom we like, but not whom we dislike	6
Doing good for (maybe) nothing: How reward uncertainty shapes observer responses to prosocial behavior	6
Toward a more inclusive academic community: Preface to Holmes et al. editorial	6
Practice what you preach: Credibility-enhancing displays and the growth of open science	6
The transforming power of self-forgiveness in the aftermath of wrongdoing	6
OBHDP’s adoption of Level 2 Transparency and Openness Promotion guidelines	6
Rewarding morality: How corporate social responsibility shapes top management team compensation votes	6
When expressing pride makes people seem less competent	5
Promoting and supporting epiphanies in organizations: A transformational approach to employee development	5
Self-views of disadvantage and success impact perceptions of privilege among White men	5
Swiftly judging whom to bring on board: How person perception (accurate or not) influences selection of prospective team members	5
Conceiving opposites together: Cultivating paradoxical frames and epistemic motivation fosters team creativity	5
Social distance, trust and getting “hooked”: A phishing expedition	5
An ally by any other name: Examining the effects of racial minority leaders as allies for advancing racial justice	5
When do people claim to know the unknowable? The impact of informational context on overclaiming	5
Experimental studies of conflict: Challenges, solutions, and advice to junior scholars	5
From low power to action: Reappraising powerlessness as an opportunity restores agency	5
A voice inside my head: The psychological and behavioral consequences of auditory technologies	5
Editorial Board	5
The divergent effects of diversity ideologies for race and gender relations	5
Investors respond negatively to executives’ discussion of creativity	5
Using allegations to understand selection bias in organizations: Misconduct in the Chicago Police Department	5
Flexing and floundering in the on-demand economy: Narrative identity construction under algorithmic management	5
When brokers don’t broker: Mitigating referral aversion in third-party help exchange	5
The vigilante identity and organizations	5
What is a “likely” amount? Representative (modal) values are considered likely even when their probabilities are low	5
Examining the empirical redundancy of organizational justice constructs	4
The evolution of unethical behavior engagement amongst longshoremen in France: A 70-year perspective	4
Embracing multicultural tensions: How team members’ multicultural paradox mindsets foster team information elaboration and creativity	4
Social class background, disjoint agency, and hiring decisions	4
When the boss steps up: Workplace power, task responsibility, and engagement with unpleasant tasks	4
Setting the stage for negotiations: How superordinate goal dialogues promote trust and joint gain in negotiations between teams	4
Editorial Board	4
It’s the journey, not just the destination: Conveying interpersonal warmth in written introductions	4
Paying off the intergenerational debt: How and why children of immigrants status-strive at work	4
Editorial Board	4