Journal of Occupational Health Psychology

Papers
(The TQCC of Journal of Occupational Health Psychology is 12. 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 2020-11-01 to 2024-11-01.)
ArticleCitations
Interventions for improving psychological detachment from work: A meta-analysis.77
Do personal resources and strengths use increase work engagement? The effects of a training intervention.77
Depending on your own kindness: The moderating role of self-compassion on the within-person consequences of work loneliness during the COVID-19 pandemic.60
Having control or lacking control? Roles of job crafting and service scripts in coping with customer incivility.46
A resources–demands approach to sources of job insecurity: A multilevel meta-analytic investigation.44
Meta-regression analyses of relationships between burnout and depression with sampling and measurement methodological moderators.44
A meta-analysis of experienced incivility and its correlates: Exploring the dual path model of experienced workplace incivility.28
How do employees appraise challenge and hindrance stressors? Uncovering the double-edged effect of conscientiousness.27
An “I” for an “I”: A systematic review and meta-analysis of instigated and reciprocal incivility.26
Too proactive to switch off: When taking charge drains resources and impairs detachment.26
Perceived overqualification and experiences of incivility: Can task i-deals help or hurt?26
Beyond the individual: A systematic review of the effects of unit-level demands and resources on employee productivity, health, and well-being.24
Emotional labor: The role of organizational dehumanization.23
Using playful work design to deal with hindrance job demands: A quantitative diary study.23
Effects of a Total Worker Health® leadership intervention on employee well-being and functional impairment.21
Browsing away from rude emails: Effects of daily active and passive email incivility on employee cyberloafing.21
How social stressors at work influence marital behaviors at home: An interpersonal model of work–family spillover.21
The influence of target personality in the development of workplace bullying.20
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.20
“A blessing and a curse”: Work loss during coronavirus lockdown on short-term health changes via threat and recovery.19
In the eye of the beholder: How proactive coping alters perceptions of insecurity.18
Do challenge and hindrance job demands prepare employees to demonstrate resilience?18
Does bystander behavior make a difference? How passive and active bystanders in the group moderate the effects of bullying exposure.18
The daily exchange of social support between coworkers: Implications for momentary work engagement.18
How does daily performance affect next-day emotional labor? The mediating roles of evening relaxation and next-morning positive affect.17
The moderating role of employee socioeconomic status in the relationship between leadership and well-being: A meta-analysis and representative survey.16
Ready for change? A longitudinal examination of challenge stressors in the context of organizational change.16
A clustered-randomized controlled trial of a self-reflection resilience-strengthening intervention and novel mediators.16
Treat me better, but is it really better? Applying a resource perspective to understanding leader–member exchange (LMX), LMX differentiation, and work stress.16
Does it matter where you’re helpful? Organizational citizenship behavior from work and home.16
Coping with job insecurity: Employees with grit create I-deals.15
The dynamic nature of interpersonal conflict and psychological strain in extreme work settings.15
The C.A.R.E. model of employee bereavement support.15
Can two wrongs make a right? The buffering effect of retaliation on subordinate well-being following abusive supervision.15
Putting workplace bullying in context: The role of high-involvement work practices in the relationship between job demands, job resources, and bullying exposure.15
Effectiveness of a mindfulness- and skill-based health-promoting leadership intervention on supervisor and employee levels: A quasi-experimental multisite field study.15
Coping with organizational layoffs: Managers’ increased active listening reduces job insecurity via perceived situational control.15
Detecting false identities: A solution to improve web-based surveys and research on leadership and health/well-being.15
Role of work breaks in well-being and performance: A systematic review and future research agenda.15
Workplace bullying as an organizational problem: Spotlight on people management practices.14
Hidden costs of anticipated workload for individuals and partners: Exploring the role of daily fluctuations in workaholism.13
Because I know how it hurts: Employee bystander intervention in customer sexual harassment through empathy and its moderating factors.12
Disentangling between-person and reciprocal within-person relations among perceived leadership and employee well-being.12
Perceived resilience and social connection as predictors of adjustment following occupational adversity.12
The perfect recovery? Interactive influence of perfectionism and spillover work tasks on changes in exhaustion and mood around a vacation.12
A meta-analytic validation study of the Shirom–Melamed burnout measure: Examining variable relationships from a job demands–resources perspective.12
Supportive supervisor training improves family relationships among employee and spouse dyads.12
From microscopic to macroscopic perspectives and back: The study of leadership and health/well-being.12
Occupational health psychology research and the COVID-19 pandemic.12
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