OOIR: Observatory of International Research

Papers

(The H4-Index of Journal of Organizational Behavior is 29. 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 2022-05-01 to 2026-05-01.)

Article	Citations
	456
	117
Human Capital Robotic Integration and Value Creation for Organizations	92
When Does Top Management Team Diversity Matter in Large Organizations?	92
Does a stick work? A meta‐analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors	71
All set in stone? How essentialist beliefs about aging affect older workers' motivation to continue working beyond retirement age	68
Is There a Sweet Spot for Gender Diversity Effects on Financial Performance in Organizations? An S‐Curve Model Explanation	68
Laying the groundwork for corporate social responsibility: Behavioral ethics in high‐hazard organizations	67
Enhancing Subordinate Job Performance Through Coaching Behaviors: A Lay Epistemic Approach	60
A Meta‐Analysis of Antecedents and Outcomes of Flexible Working Arrangements	53
Ethnic minority CEO turnover: Resource‐based and leadership categorization perspectives	47
Moving from problems to solutions: A review of gender equality interventions at work using an ecological systems approach	46
Bias in the background? The role of background information in asynchronous video interviews	45
The multilevel well‐being paradox: Towards an integrative process theory of coping in teams	40
Power of Narcissism Unleashed: Team Proactivity as a Function of Leader Narcissism, Collective Regulatory Focus, and Power Distance	39
Middle power plays: How and when Mach middle managers use downward abuse and upward guanxi to gain and maintain power	37
Customer‐Oriented Boundary Spanning, Functional Diversity, and Customer Adoption	36
Neurodiversity Right: The Case for Neurodiversity Employment Programs	35
Whose interests matter? The role of participation in inclusive organizational behavior	34
Diversity, equity, and inclusion programs' emphasis on symbolism: Causes and consequences	33
Promotion focus is valued in men more than in women	33
Bringing contribution–receipt (im)balance to team–member exchange research: A moderated mediation model	32
Neurodiversity at Work: A Hiring Revolution or Just “Lite” Inclusion?	32
Predictors of turnover amongst volunteers: A systematic review and meta‐analysis	32
Negative Feedback as a Necessary Evil: Unpacking the Role of the Organization's Social Context	31

Only time will tell: How teams centralize their voice around competent members over time to perform better	30
	30
Reimagining our futures together: An early bird's‐eye view of inclusive organizational behavior	29
Happy Work, Happy Life? A Replication and Comparison of the Longitudinal Effects Between Job and Life Satisfaction Using Continuous Time Meta‐Analysis	29