OOIR: Observatory of International Research

Papers

(The median citation count of Journal of Business and 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 2021-02-01 to 2025-02-01.)

Article	Citations
How (if at All) do Perceptions of Supervisor’s Listening Differ from General Relationship Quality?: Psychometric Analysis	153
Spoiled Rotten? LMXSC Motivates Greater Supervisor-Directed Deviance in Individuals Who Were Overindulged as Children	38
Impression Management Profiles in Job Interviews: Relations with Applicant Individual Differences and Interview Outcomes	36
A Call to Action: Six Anti-Black Racism Topics Practitioners Encourage Researchers to Investigate	33
The More Contextualized, the More Valid: Effects of Contextualization Strategies on Forced-choice Measurement	29
Paternalism in the Performance Context: Evaluators Who Feel Social Pressure to Avoid Exhibiting Prejudice Deliver More Inflated Performance Feedback to Women	29
Facing an Unexpected Negotiation Partner: the Impact of Hiring Manager Gender Role Violation on Job Candidates	23
How Software Agents Can Help to Coordinate Emergency Response Teams: Adaptive Team Performance Comparing Manual and Automated Team Communication	23
A Curvilinear Relationship Between Work Engagement and Job Performance: the Roles of Feedback-Seeking Behavior and Personal Resources	22
Personal and Contextual Predictors of Information Security Policy Compliance: Evidence from a Low-Fidelity Simulation	21
Leader Identity on the Fly: Intra-personal Leader Identity Dynamics in Response to Strong Events	21
Who’s Remembering to Buy the Eggs? The Meaning, Measurement, and Implications of Invisible Family Load	18
Why Do You Ask? The Effects of Perceived Motives on the Effort that Managers Allocate Toward Delivering Feedback	17
Open-Minded Discussion in Organizations: A Meta-Analytic Evaluation of Cooperation and Competition Theory	16
To Thine Own (Good and Bad) Self Be True? Trait-State Voluntary Work Behavior (Mis)Fit Influences Future Voluntary Work Behavior	16
The Bright, Dark, and Gray Sides of Risk Takers at Work: Criterion Validity of Risk Propensity for Contextual Work Performance	16
Opening the Black Box of the Response Process to Personality Faking: An Application of Item Response Tree Models	16
“You’ve Got Mail”: a Daily Investigation of Email Demands on Job Tension and Work-Family Conflict	16
How to Frame the Frame of Reference: A Comparison of Contextualization Methods	16
Process Management Self-Efficacy: Scale Development and Validation	15
Determining the Hierarchical Structure and Nature of Servant Leadership	15
Workplace Mindfulness: Multidimensional Model, Scale Development and Validation	14
Effects of Cognition-based and Affect-based Trust Attitudes on Trust Intentions	13
Situational Strength as a Lens to Understand the Strain Implications of Extra-Normative Work	13
The Benefits of Work: A Meta-analysis of the Latent Deprivation and Agency Restriction Models	13

Leader Network Centrality and Team Performance: Team Size as Moderator and Collaboration as Mediator	13
Transformational Leadership and Voice: When Does Felt Obligation to the Leader Matter?	13
Error Disclosure Climate and Safety Climate Trajectories: the Mediating Role of Counterfactual Sharing	13
Action Regulation at the Work–Family Interface: Nomological Network and Work–Family Consequences	13
Yesterday’s Work–Home Conflict and Actigraphically Recorded Sleep-Onset Latency as Predictors of Today’s Cognitive Failure	12
Fighting the 400-Year Pandemic: Racism Against Black People in Organizations	12
The Interactive Effects of Coworker and Supervisor Support on Prenatal Stress and Postpartum Health: a Time-Lagged Investigation	12
Organizational science and cybersecurity: abundant opportunities for research at the interface	11
Followers’ Motives as Moderators of the Effects of Transformational Leadership Behaviors on Follower Outcomes and Leaders’ Influence	11
Correction to: Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company	11
Interruptions in Remote Work: a Resource-based Model of Work and Family Stress	11
Correction to: The Influence of Identity Faultlines on Employees’ Team Commitment: the Moderating Role of Inclusive Leadership and Team Identification	10
Well-being: the Ultimate Criterion for Organizational Sciences	10
Correction to: Interest Gaps in the Labor Market: Comparing People's Vocational Interests with National Job Demands	10
Correction to: In the eye of the beholder: how self-other agreements influence leadership training outcomes as perceived by leaders and their followers	10
An Unmet goal? A Scale Development and Model test of the role of Inclusive Leadership	9
Advancing Organizational Science Through Synthetic Data: A Path to Enhanced Data Sharing and Collaboration	8
How Virtual are We? Introducing the Team Perceived Virtuality Scale	8
Early Career Nurses' Need Fulfillment Profiles: A Longitudinal Person-Centered Perspective on their Nature, Stability, Determinants and Consequences	8
Individual Differences in Judgment and Decision-Making: Novel Predictors of Counterproductive Work Behavior	8
Correction to: Does Leader Same‑sex Sexual Orientation Matter to Leadership Effectiveness? A Four‑study Model‑testing Investigation	8
Revisiting the Inhibitory Effect of General Mental Ability on Counterproductive Work Behavior: The Case for GMA-Personality Interaction	8
A Dynamic View of the Challenge-Hindrance Stressor Framework: a Meta-Analysis of Daily Diary Studies	8
How to Induce an Error Management Climate: Experimental Evidence from Newly Formed Teams	7
Employee Status and Voice Under Authoritarian Leadership: An Attachment Perspective	7
Conflict Behaviors Mediate Effects of Manipulated Leader-Member Exchange on Team-Oriented Outcomes	7
Emotion Regulation Can Build Resources: How Amplifying Positive Emotions Is Beneficial for Employees and Organizations	7
A Meta-analytic Systematic Review and Theory of the Effects of Perceived Listening on Work Outcomes	7
Linking Organizational Political Diversity with Satisfaction and Performance: The Implications of Presidential Elections	6
A Paradigm Shift from “Human Writing” to “Machine Generation” in Personality Test Development: an Application of State-of-the-Art Natural Language Processing	6
Cognitive Ability and Job Performance: Meta-analytic Evidence for the Validity of Narrow Cognitive Abilities	6
Promoting Voice: The Interplay of Job Reflective Learning, Risk-taking Climate, and Age	6
The Shift Flextime Scale: a Measure of Flextime Availability, Use, and Consequences for Shift Workers	6
Putting Families at the Center: the Role of Family System in Employee Work-Family Conflict and Voice Behavior	6
Why Do Employees Perform Better Under Paradoxical Leaders? The Mediating Role of Group Harmony	6
The Relative Importance and Interaction of Contextual and Methodological Predictors of Mean rWG for Work Climate	6
Examining the Relationship between Experienced Workplace Incivility and Aggressive Driving Behaviors on the Work-to-Home Commute	6
From Helping to Helpful: a Social Network Examination of Workplace Helpfulness at Multiple Levels	6
Like Leader, Like Follower: Impact of Leader–Follower Identification Transfer on Follower Outcomes	6
Bringing Self-Determination Theory to the Forefront: Examining How Human Resource Practices Motivate Employees of All Ages to Succeed	6
Understanding Coping at Work During Socio-Environmental Jolts: A Person-Centered Investigation	6
Valence, Instrumentality, Expectancy, and Ability as Determinants of Faking, and the Effects of Faking on Criterion-Related Validity	6
The General Factor of Personality (GFP) and Vocational Interests: a Test of Social Effectiveness at the Behavioral and Genetic Level	6
The Weight of Debt: Relationships of Debt with Employee Experiences	5
The Impact of Supervisor-Subordinate Incongruence in Power Distance Orientation on Subordinate Job Strain and Subsequent Job Performance	5
Subtle Discrimination Overtakes Cognitive Resources and Undermines Performance	5
“They Say They Support Diversity Initiatives, But They Don’t Demonstrate It”: The Impact of DEI Paradigms on the Emotional Labor of HR&DEI Professionals	5
How Can Organizational Leaders Help? Examining the Effectiveness of Leaders’ Support During a Crisis	5
It’s a Matter of Organizational Pride: How Perceptions of Organizational Virtuousness and Competence Affect Employee Behaviors	5
Hard Work Makes It Hard to Sleep: Work Characteristics Link to Multidimensional Sleep Health Phenotypes	5

Servant Leadership and Cooperation: The Moderating Role of Leader Group Prototypicality	5
Does Leader Humility Foster Employee Bootlegging? Examining the Mediating Role of Relational Energy and the Moderating Role of Work Unit Structure	5
Managers are Less Burned-Out at the Top: the Roles of Sense of Power and Self-Efficacy at Different Hierarchy Levels	5
When Positives and Negatives Collide: Evidence for a Systematic Model of Employees’ Strategies for Coping with Ambivalence	5
A Field Study of Racial Bias in Policing: Implications for Organizational Sciences	5
Remote but Not Forgotten: Ameliorating the Negative Effects of Professional Isolation Through Family Supportive Supervisor Behaviors and Schedule Flexibility	5
From Social Burden to Support Elicitation: Development and Validation of a New Measure of Workplace Support Elicitation Experiences	4
Data Aggregation in Multilevel Research: Best Practice Recommendations and Tools for Moving Forward	4
Correction to: Thinking About Thinking About Work: A Meta-Analysis of Off-Job Positive and Negative Work-Related Thoughts	4
Leadership Dynamics in Teams: The Reciprocity of Shared and Empowering Leadership	4
The Buffering Role of Workplace Mindfulness: How Job Insecurity of Human-Artificial Intelligence Collaboration Impacts Employees’ Work–Life-Related Outcomes	4
Selective Incivility Toward Black Employees Fuels Social Pain Minimization and Defensive Silence	4
Trust in Artificial Intelligence: Comparing Trust Processes Between Human and Automated Trustees in Light of Unfair Bias	4
Communicating Adverse Impact Analyses Clearly: A Bayesian Approach	4
What’s holding you back? Development of the Multi-Facet Organizational Constraints Scale (MOCS)	4
How Past Work Stressors Influence Psychological Well-Being in the Face of Current Adversity: Affective Reactivity to Adversity as an Explanatory Mechanism	4
Does Being Authentic Promote Self-actualization at Work? Examining the Links Between Work-Related Resources, Authenticity at Work, and Occupational Self-actualization	4
Reconsidering the Trade-off Between Speed and Accuracy: The Role of Perceived Goal Progress Velocity	4
Thinking About Thinking About Work: A Meta-Analysis of Off-Job Positive and Negative Work-Related Thoughts	4
Peer Justice and the Individual	4
The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience	4
Horse-Sized Ducks or Duck-Sized Horses? Oddball Personality Questions Are Likable (but Useless) for Organizational Recruitment	4
Daily Idea Generation and Employee Creative Performance: Effect of Day-Level Congruence Between Felt Responsibility for Change and Willingness to Take Risks	4
The Impact of Inclusive Leadership on Team Innovation: A Moderated Chain Mediation Model	4
Improving Reactions to Forced-Choice Personality Measures in Simulated Job Application Contexts Through the Satisfaction of Psychological Needs	4
When Reflection Hinders Creative Problem-Solving: a Test of Alternative Reflection Strategies	3
Supporting Academic Parents: The Effects of Dependent Care Policies on Research Productivity Trends	3
The Content of the Threat Matters: the Differential Effects of Quantitative and Qualitative Job Insecurity on Different Types of Employee Motivation	3
Differentiating the Effects of Power and Status on Unethical Behavior: A Moderated Mediation Meta-Analysis	3
The Influence of Social Norms on the Expression of Anti-Black Bias	3
Competence-Questioning Communication and Gender: Exploring Mansplaining, Ignoring, and Interruption Behaviors	3
The Development and Validation of an Ideal Point Measure of Work Engagement	3
Recovery and Recidivism: The Aftermath of Helping the Organization Unethically	3
Deep Learning in Employee Selection: Evaluation of Algorithms to Automate the Scoring of Open-Ended Assessments	3
Assessing Publication Bias: a 7-Step User’s Guide with Best-Practice Recommendations	3
Development and Validation of the Marginalized-Group-Focused Diversity Climate Scale: Group Differences and Outcomes	3
Stop With the Questions Already! Does Data Quality Suffer for Scales Positioned Near the End of a Lengthy Questionnaire?	3
Revisiting Reciprocity: How Accountability, Proactivity, and Interpersonal Skills Shape Obligations to Reciprocate Citizenship Behavior	3
Black Physicians’ Experiences with Anti-Black Racism in Healthcare Systems Explored Through An Attraction-Selection-Attrition Lens	3
Cognitive Reflection and Decision-Making Accuracy: Examining Their Relation and Boundary Conditions in the Context of Evidence-based Management	3
Psychological and Hierarchical Closeness as Opposing Factors in Whistleblowing: A Meta-Analysis	3
Parent–Adolescent Transmission of Emotional Exhaustion: Testing a Social-Cognitive Spillover and Crossover Model	3
What Does it Take for Voice Opportunity to Lead to Creative Performance? Supervisor Listening as a Boundary Condition	3
Reparative Impression Management for Ex-Offender Applicants: Understanding Mechanisms, Race/Ethnicity, and Disclosure Timing	3
Why Do People (Not) Take Breaks? An Investigation of Individuals’ Reasons for Taking and for Not Taking Breaks at Work	3
Overcoming Procrastination: Time Pressure and Positive Affect as Compensatory Routes to Action	3
Attachment in Mentoring Relationships	3
Can Brief Video Trainings Reduce Bias and Improve Knowledge and Attitudes Toward Applicants with Disabilities?	3
Reaching the Top? Profiles of Impression Management and Career Success	2
“I Am Sorry, But I Did Not Mean to Hurt You”: A Moderated-Mediation Model of Group Non-purposeful Ostracism	2
What Does Leadership Do to the Leader? Using a Pattern-Oriented Approach to Investigate the Association between Daily Leadership Profiles and Daily Leader Well-Being	2
Granting Leadership to Asian Americans: the Activation of Ideal Leader and Ideal Follower Traits on Observers’ Leadership Perceptions	2
Facets of Constructive Voice Behavior: Construct Clarification, Theoretical Refinement, and Measurement	2
Minding the ($500,000) Gap: Accounting for the Gender-Driven Gap in Executive Severance Agreements	2
Recovery Experiences for Work and Health Outcomes: A Meta-Analysis and Recovery-Engagement-Exhaustion Model	2
Sustainable Leadership for Employee Performance and the Moderating Roles of Family-Work Conflict and Work Pressure: The Job Demands–Resources Perspective	2
Employees as a Source of Security Issues in Times of Change and Stress: A Longitudinal Examination of Employees’ Security Violations during the COVID-19 Pandemic	2
Paradoxical Leadership Behavior and Employee Creative Deviance: The Role of Paradox Mindset and Leader–Member Exchange	2
The Dual Processes of Leader-Member Exchange Social Comparison	2
The Fakeability of Personality Measurement with Graded Paired Comparisons	2
Can You Always Catch More Flies with Honey than with Vinegar? Applying an Asymmetric Approach to Transformational Leadership Research	2
Effects of Racial Demographics, Ideology, and Economic Threat on Majority Group Discrimination Claims	2
The Relationship Between Team Diversity and Team Performance: Reconciling Promise and Reality Through a Comprehensive Meta-Analysis Registered Report	2
Correction to: Organizational Benefits of Onboarding Contingent Workers: an Anchoring Model Approach	2
Normalizing the Use of Single-Item Measures: Validation of the Single-Item Compendium for Organizational Psychology	2
Fiends and Fools: A Narrative Review and Neo-socioanalytic Perspective on Personality and Insider Threats	2
Overconfidence and the Pursuit of High-Status Positions: A Test of Two Behavioral Strategies	2
R.E.A.L. (Racialized Experiences in Academic Life) Talk: a Curated Conversation with Four Black Fellows	2
Why Does Leader–Member Exchange Ambivalence Reduce Taking Charge? The Moderating Role of Cognitive Reappraisal	2
Following the Rules to Drive Innovation: A Resource Conservation and Allocation Model of Work Standardization and Innovation	2