OOIR: Observatory of International Research

Papers

(The median citation count of Journal of Business and Psychology is 3. 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 2021-08-01 to 2025-08-01.)

Article	Citations
“When I Have the Advantage, I Prefer AI!” The Influence of an Applicant’s Relative Advantage on the Preference for Artificial Intelligence Decision-making	220
A Call to Action: Six Anti-Black Racism Topics Practitioners Encourage Researchers to Investigate	65
Why Do You Ask? The Effects of Perceived Motives on the Effort that Managers Allocate Toward Delivering Feedback	58
Error Disclosure Climate and Safety Climate Trajectories: the Mediating Role of Counterfactual Sharing	55
Correction to: Interest Gaps in the Labor Market: Comparing People's Vocational Interests with National Job Demands	45
Effects of Cognition-based and Affect-based Trust Attitudes on Trust Intentions	33
I Caught It, Now What Do I Do With It? Controlling For Insufficient Effort Responding	30
Spoiled Rotten? LMXSC Motivates Greater Supervisor-Directed Deviance in Individuals Who Were Overindulged as Children	27
Followers’ Motives as Moderators of the Effects of Transformational Leadership Behaviors on Follower Outcomes and Leaders’ Influence	27
Well-being: the Ultimate Criterion for Organizational Sciences	26
The Bright, Dark, and Gray Sides of Risk Takers at Work: Criterion Validity of Risk Propensity for Contextual Work Performance	26
From Helping to Helpful: a Social Network Examination of Workplace Helpfulness at Multiple Levels	25
Like Leader, Like Follower: Impact of Leader–Follower Identification Transfer on Follower Outcomes	24
Remote but Not Forgotten: Ameliorating the Negative Effects of Professional Isolation Through Family Supportive Supervisor Behaviors and Schedule Flexibility	24
Conflict Behaviors Mediate Effects of Manipulated Leader-Member Exchange on Team-Oriented Outcomes	23
Servant Leadership and Cooperation: The Moderating Role of Leader Group Prototypicality	23
The Impact of Inclusive Leadership on Team Innovation: A Moderated Chain Mediation Model	23
Does Being Authentic Promote Self-actualization at Work? Examining the Links Between Work-Related Resources, Authenticity at Work, and Occupational Self-actualization	22
It’s a Matter of Organizational Pride: How Perceptions of Organizational Virtuousness and Competence Affect Employee Behaviors	21
How to Induce an Error Management Climate: Experimental Evidence from Newly Formed Teams	20
When Positives and Negatives Collide: Evidence for a Systematic Model of Employees’ Strategies for Coping with Ambivalence	18
Cognitive Ability and Job Performance: Meta-analytic Evidence for the Validity of Narrow Cognitive Abilities	18
Recovery and Recidivism: The Aftermath of Helping the Organization Unethically	17
Psychological and Hierarchical Closeness as Opposing Factors in Whistleblowing: A Meta-Analysis	17
From Social Burden to Support Elicitation: Development and Validation of a New Measure of Workplace Support Elicitation Experiences	17

Are You Secure Enough to Follow? The Influence of Follower Attachment on Transformational Leadership Perceptions and Thriving at Work	17
Correction to: The Double‑Edged Sword of Job‑Relevant News Consumption: a Within‑Person Examination of the Costs and Benefits for Employees	16
Can Brief Video Trainings Reduce Bias and Improve Knowledge and Attitudes Toward Applicants with Disabilities?	16
Deep Learning in Employee Selection: Evaluation of Algorithms to Automate the Scoring of Open-Ended Assessments	16
Black Physicians’ Experiences with Anti-Black Racism in Healthcare Systems Explored Through An Attraction-Selection-Attrition Lens	16
Granting Leadership to Asian Americans: the Activation of Ideal Leader and Ideal Follower Traits on Observers’ Leadership Perceptions	15
Thriving or Withdrawing: How Job Crafting and Disengagement Shape Responses to Daily Laissez-faire Leadership	15
HOT and Attractive? The Hazardous Organization Tool as an Instrument to Avoid Attracting and Retaining People with Low Ethical Standards	15
Humans as Creativity Gatekeepers: Are We Biased Against AI Creativity?	14
The Effect of Negative Workplace Gossip about Supervisor on Workplace Deviance and Impression Management: The Mediating Roles of Anxiety and Guilt	14
The Burden of Hate: How Nonwork Discrimination Experienced During the COVID-19 Pandemic Impacts Asian American Employees	14
The Positive Spillover of Managers’ Ally Work: Perceptions of Manager Liberalism and Its Effect on Employee Volunteering	14
Optimizing Measurement Reliability in Within-Person Research: Guidelines for Research Design and R Shiny Web Application Tools	14
Interest Gaps in the Labor Market: Comparing People’s Vocational Interests with National Job Demands	13
The Open Science Challenge: Adopt One Practice that Enacts Widely Shared Values	13
Money Comes, Money Goes—Does Stress Follow Suit? A Longitudinal and Nonlinear Perspective on Workers’ Financial Stress	12
Gone Fishin’: Addressing Completeness, Accuracy, and Representativeness in the Search and Coding Processes of Meta-Analyses in the Organizational Sciences	11
Correction to: The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self‑Reported Skill and Experience	11
Including Managers in the Job Crafting Process: Cognitive Clarity through Motivational Interviewing	11
Investigating Deceptive Impression Management in Behavioral Description Interviews Through a Cognitive Load Perspective	11
Disentangling the Creative Process: an Examination of Differential Antecedents and Outcomes for Specific Process Elements	10
Perceived Red Tape and Precursors of Turnover: the Roles of Work Engagement and Career Adaptability	10
The Roles of Workplace Ostracism and Perceived Power in Predicting Abusive Supervision	10
Supervisor Ostracism and Employees’ Emotional Labor: The Moderating Effect of Interpersonal Harmony	10
Interplay between Safety Climate and Emotional Exhaustion: Effects on First Responders’ Safety Behavior and Wellbeing Over Time	10
“Render Good for Evil” or “Take an Eye for an Eye”? The Double-Edged Sword of Customer Mistreatment	10
Determining the Hierarchical Structure and Nature of Servant Leadership	9
Open-Minded Discussion in Organizations: A Meta-Analytic Evaluation of Cooperation and Competition Theory	9
An Unmet goal? A Scale Development and Model test of the role of Inclusive Leadership	9
Impression Management Profiles in Job Interviews: Relations with Applicant Individual Differences and Interview Outcomes	9
Personal and Contextual Predictors of Information Security Policy Compliance: Evidence from a Low-Fidelity Simulation	9
Correction to: Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company	9
Towards a Psychometrically Sound and Culturally Invariant Measure of Propensity to Trust	9
Workplace Mindfulness: Multidimensional Model, Scale Development and Validation	9
Situational Strength as a Lens to Understand the Strain Implications of Extra-Normative Work	9
Communicating Adverse Impact Analyses Clearly: A Bayesian Approach	8
Supporting Academic Parents: The Effects of Dependent Care Policies on Research Productivity Trends	8
How Past Work Stressors Influence Psychological Well-Being in the Face of Current Adversity: Affective Reactivity to Adversity as an Explanatory Mechanism	8
Financial Insecurity among Side-Hustlers: the Roles of Sense of Control, Perceived Financial Stigma, and Side-Hustle Security	8
Reparative Impression Management for Ex-Offender Applicants: Understanding Mechanisms, Race/Ethnicity, and Disclosure Timing	8
Putting Families at the Center: the Role of Family System in Employee Work-Family Conflict and Voice Behavior	8
Does Leader Humility Foster Employee Bootlegging? Examining the Mediating Role of Relational Energy and the Moderating Role of Work Unit Structure	8
Correction to: Organizational Benefits of Onboarding Contingent Workers: an Anchoring Model Approach	8
Emotion Regulation Can Build Resources: How Amplifying Positive Emotions Is Beneficial for Employees and Organizations	8
Trust Propensity Congruence in Negotiations: Impacts on Joint Gains	7
Paradoxical Leadership Behavior and Employee Creative Deviance: The Role of Paradox Mindset and Leader–Member Exchange	7
Reaching the Top? Profiles of Impression Management and Career Success	7
Facets of Constructive Voice Behavior: Construct Clarification, Theoretical Refinement, and Measurement	7
How Charismatic Leadership Facilitates Unethical Pro‑supervisor Behavior: The Mediating Effect of Relational Energy	7
Interest in Context: Using Work Tasks to Measure Occupational Interests	7

Purity in Mire: Examining the Impact of Family Motivation on Employee Time Theft from an Impression Management Perspective	7
The more Congruence, the Better? The Effect of Leader-Employee Congruence in Moral Identity on Unethical Pro-Supervisor Behavior	7
Data Aggregation in Multilevel Research: Best Practice Recommendations and Tools for Moving Forward	7
When are Job Autonomy and Workload “Too Much of a Good Thing” for Job Crafting?	6
When Thinking About Work Makes Employees Reach for Their Devices: A Longitudinal Autoregressive Diary Study	6
Beyond the Baby Bump: Subtle Discrimination Against Working Mothers In the Hiring Process	6
Research on Anti-Black Racism in Organizations: Insights, Ideas, and Considerations	6
Differential Implications of Team Promotive and Prohibitive Voice: Investigations from an Affective Perspective	6
The Development and Validation of an Interpersonal Distrust Scale	6
Is It #okaytosay I Have Anxiety and Depression? Evaluations of Job Applicants Who Disclose Mental Health Problems on LinkedIn	6
Correction to: Reducing Discrimination against Individuals with Mental Impairments: Influence of Section 503	6
Yesterday’s Work–Home Conflict and Actigraphically Recorded Sleep-Onset Latency as Predictors of Today’s Cognitive Failure	6
Take Action, Recover Well? The Role of Daily Proactive Recovery Strategies for Recovery, Stress, Affect, and Next-Day Performance	6
The Job Engagement Scale: Development and Validation of a Short Form in English and French	6
Top-Down and Bottom-Up Work Design: A Multilevel Perspective on How Job Crafting and Work Characteristics Interrelate	6
What Works for Me Does Not Work for Us: Exploring the Relationships Between LMX Differentiation and Individual and Team Performance	6
Paternalism in the Performance Context: Evaluators Who Feel Social Pressure to Avoid Exhibiting Prejudice Deliver More Inflated Performance Feedback to Women	6
Correction to: Measuring Guanxi quality in the workplace	6
Revisiting the Inhibitory Effect of General Mental Ability on Counterproductive Work Behavior: The Case for GMA-Personality Interaction	5
Examining the Relationship between Experienced Workplace Incivility and Aggressive Driving Behaviors on the Work-to-Home Commute	5
Why Do Employees Perform Better Under Paradoxical Leaders? The Mediating Role of Group Harmony	5
Competence-Questioning Communication and Gender: Exploring Mansplaining, Ignoring, and Interruption Behaviors	5
Differentiating the Effects of Power and Status on Unethical Behavior: A Moderated Mediation Meta-Analysis	5
Hard Work Makes It Hard to Sleep: Work Characteristics Link to Multidimensional Sleep Health Phenotypes	5
Advancing Organizational Science Through Synthetic Data: A Path to Enhanced Data Sharing and Collaboration	5
The Shift Flextime Scale: a Measure of Flextime Availability, Use, and Consequences for Shift Workers	5
Selective Incivility Toward Black Employees Fuels Social Pain Minimization and Defensive Silence	5
The Development and Validation of an Ideal Point Measure of Work Engagement	5
Sustainable Leadership for Employee Performance and the Moderating Roles of Family-Work Conflict and Work Pressure: The Job Demands–Resources Perspective	5
Time-Spatial Job Crafting and Other Self-Regulation Strategies in Hybrid Work: The Impact of a Self-Training Intervention	5
What’s holding you back? Development of the Multi-Facet Organizational Constraints Scale (MOCS)	5
Employee Status and Voice Under Authoritarian Leadership: An Attachment Perspective	5
Daily Idea Generation and Employee Creative Performance: Effect of Day-Level Congruence Between Felt Responsibility for Change and Willingness to Take Risks	5
When Leader Expectations Inspire and When They Overwhelm: The Role of Growth Mindset and Prior Performance in Employee Emotional and Engagement Responses to Leader High Performance Expectations	5
Balancing Accuracy and Acceptance of Algorithmic Hiring Decisions: Put the Human Touch into the Equation	5
The Double-Edged Sword of Job-Relevant News Consumption: a Within-Person Examination of the Costs and Benefits for Employees	4
Assessing Publication Bias: a 7-Step User’s Guide with Best-Practice Recommendations	4
The Dual Processes of Leader-Member Exchange Social Comparison	4
Linking Leader Humor to Employee Bootlegging: a Resource-Based Perspective	4
It is Tough to Detach from Gossip: The Impact of Perceived Negative Workplace Gossip on Life Satisfaction	4
Trust in Artificial Intelligence: Comparing Trust Processes Between Human and Automated Trustees in Light of Unfair Bias	4
Performing for Status: A Hierometer Approach to Follower Narcissism and the Impact of Leader-Member Exchange on Follower Performance	4
The Things I Do for You… and for Myself: Dyadic and Dynamic Effects of Social Support in Dual-Earner Couples	4
Organizational Healthcare Benefits as Signals of Values	4
The Dynamic Influence of Personality on Psychological Contract Evaluations: a 2-Study Investigation of Approach/Avoidance Goals and Emotion Regulation Strategies	4
Linking Core Self-Evaluations to Organizational Citizenship Behaviors: An Approach-Avoidance Perspective	4
Sick of Leading? Supervisory Responsibility and Its Consequences for Sickness Absenteeism and Sickness Presenteeism	4
Evaluating a Natural Language Processing Approach to Estimating KSA and Interest Job Analysis Ratings	4
Effects of Employee Sickness Presence on Customer Repurchase and Recommendation Intentions: The Role of Customer Affective Reactions	3
Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice	3
Interruptions in Remote Work: a Resource-based Model of Work and Family Stress	3
Leadership Dynamics in Teams: The Reciprocity of Shared and Empowering Leadership	3
Promoting Voice: The Interplay of Job Reflective Learning, Risk-taking Climate, and Age	3
Leader Identity on the Fly: Intra-personal Leader Identity Dynamics in Response to Strong Events	3
Can We Have Fun at Work and Still Be Competent and Engaged? Multilevel Pathways from Playful Climate to Work Engagement	3
The Interaction Between Conscientiousness and General Mental Ability: Support for a Compensatory Interaction in Task Performance	3
When Words Matter: Communal and Agentic Language on Men and Women’s Resumes	3
Examining Retaliation Intentions Among Stuck Employees	3
Correction to: Normalizing the Use of Single‑Item Measures: Validation of the Single‑Item Compendium for Organizational Psychology	3
Difficult Times, Difficult Decisions: Examining the Impact of Perceived Crisis Response Strategies During COVID-19	3
Correction to: Does Leader Same‑sex Sexual Orientation Matter to Leadership Effectiveness? A Four‑study Model‑testing Investigation	3
The Buffering Role of Workplace Mindfulness: How Job Insecurity of Human-Artificial Intelligence Collaboration Impacts Employees’ Work–Life-Related Outcomes	3
Understanding Coping at Work During Socio-Environmental Jolts: A Person-Centered Investigation	3
How Software Agents Can Help to Coordinate Emergency Response Teams: Adaptive Team Performance Comparing Manual and Automated Team Communication	3
How (if at All) do Perceptions of Supervisor’s Listening Differ from General Relationship Quality?: Psychometric Analysis	3
Game on, Faking off? Are Game-Based Assessments Less Susceptible to Faking Than Traditional Assessments?	3
Fading Silver Linings: Financial Stress Trajectories and Expectations of the Future	3
Reducing Discrimination against Individuals with Mental Impairments: Influence of Section 503	3
(Absent) Allyship in STEM: Can Psychological Standing Increase Prejudice Confrontation?	3
Correction to: The Influence of Identity Faultlines on Employees’ Team Commitment: the Moderating Role of Inclusive Leadership and Team Identification	3
The Weight of Debt: Relationships of Debt with Employee Experiences	3
The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience	3
Early Career Nurses' Need Fulfillment Profiles: A Longitudinal Person-Centered Perspective on their Nature, Stability, Determinants and Consequences	3
How to Frame the Frame of Reference: A Comparison of Contextualization Methods	3
Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company	3
To Add or to Multiply? Gender, Sexual Minority Status, and Sexual Harassment in the Norwegian Police Service	3
Keeping Employees Safe During Health Crises: The Effects of Media Exposure, HR Practices, and Age	3