OOIR: Observatory of International Research

Papers

(The TQCC of Group & Organization Management is 5. 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 2022-06-01 to 2026-06-01.)

Article	Citations
Boosting Firm Environmental Performance: The Roles of Top Management Team Functional Diversity, Environmental Disclosures, and Government Subsidy	142
A Commentary on Palmer et al. (2024): Examinations of Cross-Cultural Generalizability Require Data Reflecting Cross-Cultural Variability	82
Black Women’s Career Success: Integrating Intersectionality and Career Success Research	63
Psychological Contracts at Different Levels: The Cross-Level and Comparative Multilevel Effects of Team Psychological Contract Fulfillment	59
Temporal Adaptive Capacity: A Competency for Leading Organizations in Temporary Interorganizational Collaborations	47
A Reply to Obenauer (2025): On the Empirical Distinctions Between Bullshitting and Lying	45
Perceived Age Discrimination and Performance Among Older Workers: The Moderating Role of Job Level	40
The Value of Small Samples to Groups and Teams Research: Accumulating Knowledge across Philosophies of Science	36
Women’s Double Penalty During Telework: A Mixed Method Investigation of the Gender Effect of Interruptions Between Work and Childcare	30
A Commentary on Kiazad et al. (2025): How the Dark Side Can Reveal Not Just the Why for BSing, but Also the when and How	25
Like Superman, Institutional Review Boards Play an Important Role, But When Unchecked Can Cause Significant Collateral Damage: Five Reasons That it is Time to Reset Institutional Review Boards	23
Feeling Underqualified and out of My League: Motivational and Affective Paths to Adaptive and Maladaptive Behaviors	22
Minority Employees as Resources: Nonlinear Relationship Between Racial Minority Employee Proportion and Unit Performance	21
Sustainability is Dead, Long Live Sustainability! Paving the Way to Include ‘The People’ in Sustainability	19
Nature, Predictors, and Outcomes of Workers’ Longitudinal Workaholism Profiles	17
Engage in Open Science Practices With the Anonymity of Batman: Protecting Your Secret Identity During Peer Review	17
Mirror, Mirror in the Field: Reflexivity in Qualitative Research… It’s Not all About You!	16
Calling the Time of Death on Academia: An Obituary and An Autopsy	16
Imagine How Future Workplaces Could Be: Introducing Fictional Science to Organizational Behavior	15
Turning a Blind Eye to Gender at Work: A Call to Action for Management Scholarship	15
Salt in the Wound: A Social Comparison Perspective on Witnessing Coworkers’ Gratitude Expression Toward Supervisors	15
Use of Political Skills by Leaders to Establish Successful Organizational Change	15
Sharing a Team’s Vision: Discretionary Behavioral Expectations, Trust, and Team Autonomy, oh my!	15
Speaking up at Work: The Impact of Voice Endorsement and Supervisor Justice on Employee Emotions and Work Outcomes	15
A Commentary on Fezzey et al. (2025): CEO Activism in Family Firms	14

Good Things Can Come in Smaller Packages if Given the Chance: Let’s Not Forget That When Conducting Organizational Team Research	14
A Process Perspective on Adaptive Performance: Research Insights and New Directions	14
Change in Newcomers’ Perceived Insider Status Over Time: An Examination of its Relationships with Abusive Supervision and Well-Being	13
Relationship Formation and Change in Ego Networks: A Regulatory Focus Framework	13
The Motivation to Be Inclusive: Understanding How Diversity Self-Efficacy Impacts Leader Effectiveness in Racially Diverse Workgroups	13
The Impact of Managerial Ability on Firm Optimal Distinctiveness: The Moderating Effect of CEO Tenure	11
A Commentary on Kiazad et al. (2025): Calling Bullshit on Bullshitting	11
Heartsick for Home: An Integrative Review of Employee Homesickness and an Agenda for Future Research	11
Towards Understanding How Teams Overcome Setbacks: A Longitudinal Study on the Emergence and Impact of Team Resilience	11
The Role of Coercive, Normative and Mimetic Pressures in Shaping Financial Slack: A Cross-National Study	11
Unpacking the Power and Spatial Dynamics Within the Global Mobility Literature: Towards a More Critical Theorizing	11
The role taking dynamics of change recipients: A narrative analysis	11
Temporal contexts and actors vis-a-vis I-deals' timing and creation: Evidence from Nigeria	10
It’s About Time! Understanding the Dynamic Team Process-Performance Relationship Using Micro- and Macroscale Time Lenses	10
Proximally Fat? Extending Stigma by Association to Explore Why an Employee May be Impacted by Another Employee’s Obesity	10
How and When Can Robots Be Team Members? Three Decades of Research on Human–Robot Teams	9
A Commentary on Bisbey et al. (2025): Extending Team Resilience to the Goldilocks Zone of Antifragility	9
Beyond Diversity and Homogeneity: Conceptualizing Compatibility in Cognition	9
Building Trust in Teams: Engaging Less Conscientious Team Members through Team Workload-Sharing	9
50th Anniversary of Group & Organization Management: A Bibliometric Retrospective	9
Are Gritty Leaders Happier or Unhappier? It Depends on How Prudent They are	9
A Commentary on Wolf and Stock-Homburg (2025): Boundaries of Robotic Authority	9
Multiple status signals in multinational teams: Implications of lingua franca proficiency and task expertise for informal leadership	9
The Working Wounded: The Effect of Bereavement Grief and Organizational Policies and Practices on Employee Outcomes	8
A Configurational Approach to Investigating the Relationship Between Organizational Culture and Organizational Effectiveness Using Fuzzy-Set Analysis	8
Using Stretch Goals to Boost Team Creativity? The Contingent Effect of Team Resource Scarcity	8
To Share or Not to Share: Centering Individual Perspectives in Shared Leadership	8
A Commentary on Kiazad et al. (2025): Psychological Safety—Not Individual Failings—Drives Workplace Bullshitting	8
How Does Workplace Gossip Benefit Gossip Actors? The Impact of Workplace Gossip on Power and Voluntary Turnover	8
The Lonely Leader: How Organizational Power Distance and Need to Belong Shape Leader Loneliness	8
Is It Important to Pay Employees? An Update on the Research	8
A Commentary on Dhaenens et al. (2025): Methodological Considerations for Developmental Networks Research	7
Cultural Values as Moderators of the Relationship between Destructive Leadership and Followers’ Job Satisfaction	7
Not Aware or Don’t Dare! The Use and Efficacy of Employer-Sponsored Mental Wellbeing Programs	7
Private Patriarchy’s Impact on Women’s Careers: Through Kaleidoscope Career Model Lens	7
A Commentary on Kiazad et al. (2025): Moving From the Individual to the Herd	7
One Size Does Not Fit All: Mechanisms of Employees’ Acceptance of Robotic Lower-Level Managers	7
“It’s Not the CEOs, It’s Us”: On the Challenges of CEO Research and a Call for Deeper Engagement	7
Amoral Management as a Double-Edged Sword: How May it Shape Subordinate Work Performance?	7
Problematic Workplace Behaviours in the Software Development Profession: Using Transactional Analysis to Diagnose Toxicity and Improve Relationships at Work	7
Event Characteristics and Team Adaptation in Extreme Contexts: Evidence from an Antarctic Summer Campaign	7
Leadership and Environmental Sustainability: An Integrative Conceptual Model of Multilevel Antecedents and Consequences of Leader Green Behavior	7
Self-Compassion, Performance, and Burnout: Surfacing an Unknown Work Construct	6
The Double-Edged Sword of Ambidextrous Leadership in Teams: A Social Information Processing Perspective	6
CEO Humility, Corporate Entrepreneurship, and the Moderating Influence of Discretionary Forces in the Task Environment	6
Unpacking our Differences: The Contrasting Effects of Surface-Level versus Deep-Level Diversity in New Venture Teams	6
A Commentary on Miron et al. (2024): When Does Power Override Organizational Justice?	6
A Commentary on Percival Carter and Obenauer (2025): Reducing Discrimination by Improving Hiring	6
A Commentary on Santuzzi et al. (2024): The Undisclosed Story of Disclosure Statements	6
A Commentary on Fezzey et al. (2024): Will the Real CEO Activist Stand up? An Examination of CEO Ultimate Motives for Activism	6

From Building and Preserving to Eroding Trust: A Multi-level Analysis	6
The Emergence of Collective Cultural Intelligence in Teams in Multicultural Contexts: A Dynamic Perspective	6
A Resource-Acquisition Perspective: Examining the Effects of Downsizing on Work-Related Relationships and Performance	6
Flow in Teams: How Proactive Individuals Thrive in Reflective Teams to Enhance Performance	6
Feeling Included in a Remote Working World: The Role of Leaders’ Virtual Collaboration Behaviors	5
In Pursuit of Impact: How Psychological Contract Research Can Make the Work-World a Better Place	5
The Corporate Office as a Work Place : A Pandemic-Spanning Exploration of Organizational Place in Context	5
Servant Leadership: Strengths, Weaknesses, and a Path Forward	5
A Commentary Recognition Gaps as Resource Passageway Constraints in Diverse Teams	5
I’m Sick of This: Prioritise A Sustainable Return-to-Work for Employees on Sick Leave	5
Pace or Plummet? How Psychological Contract Breach Shapes Employee Performance Over Time	5
A Commentary on Choudhury and Maupin (2025): Revisiting the Downsides of Shared Leadership From a Multilevel and Resource-Oriented Perspective	5
A Commentary on Palmer et al. (2024): Navigating Leadership Theories, Gender, and the Role of AI	5
Building an Ecosystem to Embrace the Contribution of Replication and Reproducibility Studies, One Special Issue at a Time	5
Unethical Recruitment Practices and Whistleblowing	5
A Purposeful Approach to LMX Differentiation: The Role of LMX With Key Members	5
A Commentary on Miron et al. (2024): Resolving Identity Conflicts Through Identity Integration and Expansion	5