Journal of Occupational Health Psychology

Papers
(The median citation count of Journal of Occupational Health Psychology is 4. 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 2020-03-01 to 2024-03-01.)
ArticleCitations
Do personal resources and strengths use increase work engagement? The effects of a training intervention.61
Who benefits from mindfulness? The moderating role of personality and social norms for the effectiveness on psychological and physiological outcomes among police officers.57
Depending on your own kindness: The moderating role of self-compassion on the within-person consequences of work loneliness during the COVID-19 pandemic.51
Interventions for improving psychological detachment from work: A meta-analysis.50
Meta-regression analyses of relationships between burnout and depression with sampling and measurement methodological moderators.36
Having control or lacking control? Roles of job crafting and service scripts in coping with customer incivility.33
Coaching for primary care physician well-being: A randomized trial and follow-up analysis.33
A resources–demands approach to sources of job insecurity: A multilevel meta-analytic investigation.33
Examining the interplay of micro-break durations and activities for employee recovery: A mixed-methods investigation.31
Safety training for migrant workers in the construction industry: A systematic review and future research agenda.26
Relaxation during the evening and next-morning energy: The role of hassles, uplifts, and heart rate variability during work.21
Why do emotional labor strategies differentially predict exhaustion? Comparing psychological effort, authenticity, and relational mechanisms.21
Too proactive to switch off: When taking charge drains resources and impairs detachment.20
The long reach of the leader: Can empowering leadership at work result in enriched home lives?20
How do employees appraise challenge and hindrance stressors? Uncovering the double-edged effect of conscientiousness.20
The relationship between leadership support and employee sleep.19
The influence of target personality in the development of workplace bullying.18
Using playful work design to deal with hindrance job demands: A quantitative diary study.18
Beyond the individual: A systematic review of the effects of unit-level demands and resources on employee productivity, health, and well-being.18
All about the money? Exploring antecedents and consequences for a brief measure of perceived financial security.17
Capitalization on positive family events and task performance: A perspective from the work–home resources model.17
In the eye of the beholder: How proactive coping alters perceptions of insecurity.16
Should I stay or should I go? The role of daily presenteeism as an adaptive response to perform at work despite somatic complaints for employee effectiveness.16
Spiraling work engagement and change appraisals: A three-wave longitudinal study during organizational change.16
An “I” for an “I”: A systematic review and meta-analysis of instigated and reciprocal incivility.16
Emotional labor: The role of organizational dehumanization.15
Put you down versus tune you out: Further understanding active and passive e-mail incivility.15
The daily exchange of social support between coworkers: Implications for momentary work engagement.15
The dynamic nature of interpersonal conflict and psychological strain in extreme work settings.15
Browsing away from rude emails: Effects of daily active and passive email incivility on employee cyberloafing.14
Do challenge and hindrance job demands prepare employees to demonstrate resilience?14
How social stressors at work influence marital behaviors at home: An interpersonal model of work–family spillover.14
Ready for change? A longitudinal examination of challenge stressors in the context of organizational change.14
Does it matter where you’re helpful? Organizational citizenship behavior from work and home.14
A meta-analysis of experienced incivility and its correlates: Exploring the dual path model of experienced workplace incivility.14
How does daily performance affect next-day emotional labor? The mediating roles of evening relaxation and next-morning positive affect.13
Does bystander behavior make a difference? How passive and active bystanders in the group moderate the effects of bullying exposure.13
Perceived overqualification and experiences of incivility: Can task i-deals help or hurt?13
A clustered-randomized controlled trial of a self-reflection resilience-strengthening intervention and novel mediators.13
Improving employees’ work-related well-being and physical health through a technology-based physical activity intervention: A randomized intervention-control group study.13
What free time? A daily study of work recovery and well-being among working students.13
Effectiveness of a mindfulness- and skill-based health-promoting leadership intervention on supervisor and employee levels: A quasi-experimental multisite field study.13
Can two wrongs make a right? The buffering effect of retaliation on subordinate well-being following abusive supervision.13
Being mindful at work and at home: A diary study on predictors and consequences of domain-specific mindfulness.13
Putting workplace bullying in context: The role of high-involvement work practices in the relationship between job demands, job resources, and bullying exposure.13
When work is your passenger: Understanding the relationship between work and commuting safety behaviors.13
Coping with job insecurity: Employees with grit create I-deals.12
“A blessing and a curse”: Work loss during coronavirus lockdown on short-term health changes via threat and recovery.12
Detecting false identities: A solution to improve web-based surveys and research on leadership and health/well-being.12
The moderating role of employee socioeconomic status in the relationship between leadership and well-being: A meta-analysis and representative survey.12
Occupational health psychology research and the COVID-19 pandemic.12
Treat me better, but is it really better? Applying a resource perspective to understanding leader–member exchange (LMX), LMX differentiation, and work stress.11
Short-term trajectories of workplace bullying and its impact on strain: A latent class growth modeling approach.11
Workplace bullying as an organizational problem: Spotlight on people management practices.11
Coping with organizational layoffs: Managers’ increased active listening reduces job insecurity via perceived situational control.10
Age and job fit: The relationship between demands–ability fit and retirement and health.10
Because I know how it hurts: Employee bystander intervention in customer sexual harassment through empathy and its moderating factors.10
The C.A.R.E. model of employee bereavement support.10
Perceived resilience and social connection as predictors of adjustment following occupational adversity.10
From microscopic to macroscopic perspectives and back: The study of leadership and health/well-being.10
Job complexity and hazardous working conditions: How do they explain educational gradient in mortality?9
Effects of a Total Worker Health® leadership intervention on employee well-being and functional impairment.9
When daily challenges become too much during COVID-19: Implications of family and work demands for work–life balance among parents of children with special needs.9
The effects of unanswered supervisor support on employees’ well-being, performance, and relational outcomes.9
Hidden costs of anticipated workload for individuals and partners: Exploring the role of daily fluctuations in workaholism.9
The role of recovery for morning cognitive appraisal of work demands: A diary study.9
The perfect recovery? Interactive influence of perfectionism and spillover work tasks on changes in exhaustion and mood around a vacation.9
Role of work breaks in well-being and performance: A systematic review and future research agenda.9
Supportive supervisor training improves family relationships among employee and spouse dyads.8
One size fits all? Contextualizing family-supportive supervision to help employees with eldercare responsibilities.8
Disentangling between-person and reciprocal within-person relations among perceived leadership and employee well-being.8
Change of heart, change of mind, or change of willpower? Explaining the dynamic relationship between experienced and perpetrated incivility change.8
A meta-analytic validation study of the Shirom–Melamed burnout measure: Examining variable relationships from a job demands–resources perspective.8
Work–family balance self-efficacy and work–family balance during the pandemic: A longitudinal study of working informal caregivers of older adults.7
The ups and downs of the week: A person-centered approach to the relationship between time pressure trajectories and well-being.7
Observer reactions to workplace mistreatment: It’s a matter of perspective.7
News from the front: A monthly study on stress and social support during a military deployment to a war zone.7
Looking forward: How anticipated workload change influences the present workload–emotional strain relationship.7
Individual-focused occupational health interventions: A meta-analysis of randomized controlled trials.6
Effects of a workplace intervention on daily stressor reactivity.6
Understanding employees’ unused vacation days: A social cognitive approach.6
Flaws and all: How mindfulness reduces error hiding by enhancing authentic functioning.5
How psychosocial safety climate (PSC) gets stronger over time: A first look at leadership and climate strength.5
Does sleep help or harm managers’ perceived productivity? Trade-offs between affect and time as resources.5
Longitudinal effects of transitioning into a first-time leadership position on wellbeing and self-concept.5
A trait-interactionist approach to understanding the role of stressors in the personality–CWB relationship.5
Supportive leadership training effects on employee social and hedonic well-being: A cluster randomized controlled trial.5
The double-edged sword of manager caring behavior: Implications for employee wellbeing.4
When minor insecurities project large shadows: A profile analysis of cognitive and affective job insecurity.4
How do humble people mitigate group incivility? An examination of the social oil hypothesis of collective humility.4
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