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 2021-05-01 to 2025-05-01.)

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	189
The Bright, Dark, and Gray Sides of Risk Takers at Work: Criterion Validity of Risk Propensity for Contextual Work Performance	48
Effects of Cognition-based and Affect-based Trust Attitudes on Trust Intentions	46
Spoiled Rotten? LMXSC Motivates Greater Supervisor-Directed Deviance in Individuals Who Were Overindulged as Children	42
Correction to: Interest Gaps in the Labor Market: Comparing People's Vocational Interests with National Job Demands	40
A Call to Action: Six Anti-Black Racism Topics Practitioners Encourage Researchers to Investigate	38
Why Do You Ask? The Effects of Perceived Motives on the Effort that Managers Allocate Toward Delivering Feedback	31
Well-being: the Ultimate Criterion for Organizational Sciences	26
Followers’ Motives as Moderators of the Effects of Transformational Leadership Behaviors on Follower Outcomes and Leaders’ Influence	26
Error Disclosure Climate and Safety Climate Trajectories: the Mediating Role of Counterfactual Sharing	25
From Helping to Helpful: a Social Network Examination of Workplace Helpfulness at Multiple Levels	23
How to Induce an Error Management Climate: Experimental Evidence from Newly Formed Teams	23
Conflict Behaviors Mediate Effects of Manipulated Leader-Member Exchange on Team-Oriented Outcomes	22
It’s a Matter of Organizational Pride: How Perceptions of Organizational Virtuousness and Competence Affect Employee Behaviors	22
The Impact of Inclusive Leadership on Team Innovation: A Moderated Chain Mediation Model	22
When Positives and Negatives Collide: Evidence for a Systematic Model of Employees’ Strategies for Coping with Ambivalence	21
Servant Leadership and Cooperation: The Moderating Role of Leader Group Prototypicality	21
Thinking About Thinking About Work: A Meta-Analysis of Off-Job Positive and Negative Work-Related Thoughts	19
Does Being Authentic Promote Self-actualization at Work? Examining the Links Between Work-Related Resources, Authenticity at Work, and Occupational Self-actualization	19
Remote but Not Forgotten: Ameliorating the Negative Effects of Professional Isolation Through Family Supportive Supervisor Behaviors and Schedule Flexibility	19
Cognitive Ability and Job Performance: Meta-analytic Evidence for the Validity of Narrow Cognitive Abilities	19
Like Leader, Like Follower: Impact of Leader–Follower Identification Transfer on Follower Outcomes	19
Psychological and Hierarchical Closeness as Opposing Factors in Whistleblowing: A Meta-Analysis	16
From Social Burden to Support Elicitation: Development and Validation of a New Measure of Workplace Support Elicitation Experiences	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
Recovery and Recidivism: The Aftermath of Helping the Organization Unethically	15
Can Brief Video Trainings Reduce Bias and Improve Knowledge and Attitudes Toward Applicants with Disabilities?	15
The Impacts of Distinct Motives on Promotive and Prohibitive Voice: The Differential Moderating Role of Perceived Voice Level	14
Correction to: The Double‑Edged Sword of Job‑Relevant News Consumption: a Within‑Person Examination of the Costs and Benefits for Employees	14
Granting Leadership to Asian Americans: the Activation of Ideal Leader and Ideal Follower Traits on Observers’ Leadership Perceptions	13
The Positive Spillover of Managers’ Ally Work: Perceptions of Manager Liberalism and Its Effect on Employee Volunteering	13
Humans as Creativity Gatekeepers: Are We Biased Against AI Creativity?	13
Interest Gaps in the Labor Market: Comparing People’s Vocational Interests with National Job Demands	13
HOT and Attractive? The Hazardous Organization Tool as an Instrument to Avoid Attracting and Retaining People with Low Ethical Standards	13
The Burden of Hate: How Nonwork Discrimination Experienced During the COVID-19 Pandemic Impacts Asian American Employees	12
The Effect of Negative Workplace Gossip about Supervisor on Workplace Deviance and Impression Management: The Mediating Roles of Anxiety and Guilt	12
The Roles of Workplace Ostracism and Perceived Power in Predicting Abusive Supervision	11
The Open Science Challenge: Adopt One Practice that Enacts Widely Shared Values	11
Interplay between Safety Climate and Emotional Exhaustion: Effects on First Responders’ Safety Behavior and Wellbeing Over Time	11
Correction to: The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self‑Reported Skill and Experience	11
Gone Fishin’: Addressing Completeness, Accuracy, and Representativeness in the Search and Coding Processes of Meta-Analyses in the Organizational Sciences	11
Optimizing Measurement Reliability in Within-Person Research: Guidelines for Research Design and R Shiny Web Application Tools	11
Supervisor Ostracism and Employees’ Emotional Labor: The Moderating Effect of Interpersonal Harmony	10
“Render Good for Evil” or “Take an Eye for an Eye”? The Double-Edged Sword of Customer Mistreatment	10
Disentangling the Creative Process: an Examination of Differential Antecedents and Outcomes for Specific Process Elements	10
An Unmet goal? A Scale Development and Model test of the role of Inclusive Leadership	9
Perceived Red Tape and Precursors of Turnover: the Roles of Work Engagement and Career Adaptability	9
Open-Minded Discussion in Organizations: A Meta-Analytic Evaluation of Cooperation and Competition Theory	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
Determining the Hierarchical Structure and Nature of Servant Leadership	9
Towards a Psychometrically Sound and Culturally Invariant Measure of Propensity to Trust	8
Situational Strength as a Lens to Understand the Strain Implications of Extra-Normative Work	8
Emotion Regulation Can Build Resources: How Amplifying Positive Emotions Is Beneficial for Employees and Organizations	8
A Curvilinear Relationship Between Work Engagement and Job Performance: the Roles of Feedback-Seeking Behavior and Personal Resources	8
Putting Families at the Center: the Role of Family System in Employee Work-Family Conflict and Voice Behavior	8
Workplace Mindfulness: Multidimensional Model, Scale Development and Validation	8
Correction to: Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company	8
Reaching the Top? Profiles of Impression Management and Career Success	7
Supporting Academic Parents: The Effects of Dependent Care Policies on Research Productivity Trends	7
Paradoxical Leadership Behavior and Employee Creative Deviance: The Role of Paradox Mindset and Leader–Member Exchange	7
How Past Work Stressors Influence Psychological Well-Being in the Face of Current Adversity: Affective Reactivity to Adversity as an Explanatory Mechanism	7
Correction to: Organizational Benefits of Onboarding Contingent Workers: an Anchoring Model Approach	7
Reparative Impression Management for Ex-Offender Applicants: Understanding Mechanisms, Race/Ethnicity, and Disclosure Timing	7
Does Leader Humility Foster Employee Bootlegging? Examining the Mediating Role of Relational Energy and the Moderating Role of Work Unit Structure	7
Communicating Adverse Impact Analyses Clearly: A Bayesian Approach	7
Data Aggregation in Multilevel Research: Best Practice Recommendations and Tools for Moving Forward	7
The more Congruence, the Better? The Effect of Leader-Employee Congruence in Moral Identity on Unethical Pro-Supervisor Behavior	6
Take Action, Recover Well? The Role of Daily Proactive Recovery Strategies for Recovery, Stress, Affect, and Next-Day Performance	6
Mental illness disclosure in organizations: defining and predicting (un)supportive responses	6
When Thinking About Work Makes Employees Reach for Their Devices: A Longitudinal Autoregressive Diary Study	6
Facets of Constructive Voice Behavior: Construct Clarification, Theoretical Refinement, and Measurement	6
Is It #okaytosay I Have Anxiety and Depression? Evaluations of Job Applicants Who Disclose Mental Health Problems on LinkedIn	6
The Development and Validation of an Interpersonal Distrust Scale	6

Top-Down and Bottom-Up Work Design: A Multilevel Perspective on How Job Crafting and Work Characteristics Interrelate	6
How Charismatic Leadership Facilitates Unethical Pro‑supervisor Behavior: The Mediating Effect of Relational Energy	6
Correction to: Measuring Guanxi quality in the workplace	6
Research on Anti-Black Racism in Organizations: Insights, Ideas, and Considerations	6
What Works for Me Does Not Work for Us: Exploring the Relationships Between LMX Differentiation and Individual and Team Performance	5
Paternalism in the Performance Context: Evaluators Who Feel Social Pressure to Avoid Exhibiting Prejudice Deliver More Inflated Performance Feedback to Women	5
Yesterday’s Work–Home Conflict and Actigraphically Recorded Sleep-Onset Latency as Predictors of Today’s Cognitive Failure	5
The Job Engagement Scale: Development and Validation of a Short Form in English and French	5
Why Do Employees Perform Better Under Paradoxical Leaders? The Mediating Role of Group Harmony	5
Switching Gears: A Self-Regulatory Approach and Measure of Nonwork Role Re-Engagement Following After-Hours Work Intrusions	5
Action Regulation at the Work–Family Interface: Nomological Network and Work–Family Consequences	5
What’s holding you back? Development of the Multi-Facet Organizational Constraints Scale (MOCS)	5
Correction to: Reducing Discrimination against Individuals with Mental Impairments: Influence of Section 503	5
Revisiting the Inhibitory Effect of General Mental Ability on Counterproductive Work Behavior: The Case for GMA-Personality Interaction	5
Beyond the Baby Bump: Subtle Discrimination Against Working Mothers In the Hiring Process	5
The Interactive Effects of Coworker and Supervisor Support on Prenatal Stress and Postpartum Health: a Time-Lagged Investigation	5
Advancing Organizational Science Through Synthetic Data: A Path to Enhanced Data Sharing and Collaboration	5
Time-Spatial Job Crafting and Other Self-Regulation Strategies in Hybrid Work: The Impact of a Self-Training Intervention	5
Correction to: Thinking About Thinking About Work: A Meta-Analysis of Off-Job Positive and Negative Work-Related Thoughts	5
Assessing Publication Bias: a 7-Step User’s Guide with Best-Practice Recommendations	4
Examining the Relationship between Experienced Workplace Incivility and Aggressive Driving Behaviors on the Work-to-Home Commute	4
Differentiating the Effects of Power and Status on Unethical Behavior: A Moderated Mediation Meta-Analysis	4
Selective Incivility Toward Black Employees Fuels Social Pain Minimization and Defensive Silence	4
Evaluating a Natural Language Processing Approach to Estimating KSA and Interest Job Analysis Ratings	4
It is Tough to Detach from Gossip: The Impact of Perceived Negative Workplace Gossip on Life Satisfaction	4
The Things I Do for You… and for Myself: Dyadic and Dynamic Effects of Social Support in Dual-Earner Couples	4
The Development and Validation of an Ideal Point Measure of Work Engagement	4
Daily Idea Generation and Employee Creative Performance: Effect of Day-Level Congruence Between Felt Responsibility for Change and Willingness to Take Risks	4
Hard Work Makes It Hard to Sleep: Work Characteristics Link to Multidimensional Sleep Health Phenotypes	4
Employee Status and Voice Under Authoritarian Leadership: An Attachment Perspective	4
Linking Core Self-Evaluations to Organizational Citizenship Behaviors: An Approach-Avoidance Perspective	4
The Dual Processes of Leader-Member Exchange Social Comparison	4
Linking Leader Humor to Employee Bootlegging: a Resource-Based Perspective	4
Performing for Status: A Hierometer Approach to Follower Narcissism and the Impact of Leader-Member Exchange on Follower Performance	4
Competence-Questioning Communication and Gender: Exploring Mansplaining, Ignoring, and Interruption Behaviors	4
Sustainable Leadership for Employee Performance and the Moderating Roles of Family-Work Conflict and Work Pressure: The Job Demands–Resources Perspective	4
The Shift Flextime Scale: a Measure of Flextime Availability, Use, and Consequences for Shift Workers	4
Trust in Artificial Intelligence: Comparing Trust Processes Between Human and Automated Trustees in Light of Unfair Bias	4
The Dynamic Influence of Personality on Psychological Contract Evaluations: a 2-Study Investigation of Approach/Avoidance Goals and Emotion Regulation Strategies	4
Sick of Leading? Supervisory Responsibility and Its Consequences for Sickness Absenteeism and Sickness Presenteeism	4
The Double-Edged Sword of Job-Relevant News Consumption: a Within-Person Examination of the Costs and Benefits for Employees	4
Correction to: The Influence of Identity Faultlines on Employees’ Team Commitment: the Moderating Role of Inclusive Leadership and Team Identification	3
Correction to: Does Leader Same‑sex Sexual Orientation Matter to Leadership Effectiveness? A Four‑study Model‑testing Investigation	3
Leader Identity on the Fly: Intra-personal Leader Identity Dynamics in Response to Strong Events	3
When Words Matter: Communal and Agentic Language on Men and Women’s Resumes	3
Difficult Times, Difficult Decisions: Examining the Impact of Perceived Crisis Response Strategies During COVID-19	3
Correction to: Normalizing the Use of Single‑Item Measures: Validation of the Single‑Item Compendium for Organizational Psychology	3
Reducing Discrimination against Individuals with Mental Impairments: Influence of Section 503	3
Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice	3
How to Frame the Frame of Reference: A Comparison of Contextualization Methods	3
How (if at All) do Perceptions of Supervisor’s Listening Differ from General Relationship Quality?: Psychometric Analysis	3
The Interaction Between Conscientiousness and General Mental Ability: Support for a Compensatory Interaction in Task Performance	3
Examining Retaliation Intentions Among Stuck Employees	3
(Absent) Allyship in STEM: Can Psychological Standing Increase Prejudice Confrontation?	3
Game on, Faking off? Are Game-Based Assessments Less Susceptible to Faking Than Traditional Assessments?	3
Can We Have Fun at Work and Still Be Competent and Engaged? Multilevel Pathways from Playful Climate to Work Engagement	3
How Software Agents Can Help to Coordinate Emergency Response Teams: Adaptive Team Performance Comparing Manual and Automated Team Communication	3
Keeping Employees Safe During Health Crises: The Effects of Media Exposure, HR Practices, and Age	3
To Add or to Multiply? Gender, Sexual Minority Status, and Sexual Harassment in the Norwegian Police Service	3
Effects of Employee Sickness Presence on Customer Repurchase and Recommendation Intentions: The Role of Customer Affective Reactions	3
Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company	3
Interruptions in Remote Work: a Resource-based Model of Work and Family Stress	3