OOIR: Observatory of International Research

Papers

(The median citation count of European Journal of Work and Organizational 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
The daily dynamics of basic psychological need satisfaction at work, their determinants, and their implications: An application of Dynamic Structural Equation Modeling	101
Get a little help from your perceived employability: Cross-lagged relations between multi-dimensional perceived employability, job insecurity, and work-related well-being	99
Using strengths and thriving at work: The role of colleague strengths recognition and organizational context	72
Nature, stability and determinants of multi-target commitment profiles: a longitudinal person-centered approach	67
A clinical perspective on burnout: diagnosis, classification, and treatment of clinical burnout	63
Bored, angry, and overqualified? The high- and low-intensity pathways linking perceived overqualification to behavioural outcomes	57
They don’t really care about us: the impact of perceived vertical pay disparity on employee well-being	47
Does looking forward set you back? Development and validation of the work prospection scale	44
Tackling precarious work through work and organizational psychology: it’s work but not as we know it	40
When is higher LMX comparison not always effective? The role of team-level LMX disparity and neuroticism	37
The role of temporality in refugees’ work-related meaningfulness-making	35
The relationship between servant leadership and cyberloafing: an investigation of meaningful work versus citizenship pressure	31
Your body tells more than words – predicting perceived meeting productivity through body signals	31
Learning and transfer in organisations: how it works and can be supported	28
Job insecurity and employee performance: examining different types of performance, rating sources and levels	27
The role of individual goal orientations in shaping skill utilization over time: a four-year longitudinal study	26
Work-Nonwork Interface and Career Success: Examining Behavioural and Affective Linking Mechanisms	25
Perfectionism and cognitive-behavioural processes in daily work: Implications for self-related perceptions and emotions	24
Leader–member exchange (LMX) and work performance: an application of self-determination theory in the work context	20
Work in times of Brexit: explanatory mechanisms linking macropolitical events with employee well-being	20
Interactive technologies through the lens of team effectiveness: an interdisciplinary systematic literature review	20
Affect stability and employee creativity: the roles of work-related positive affect and knowledge sharing	19
New directions in burnout research	18
Exploring types of telecommuters: A latent class analysis approach	18
Publishers note	18

Daily receiving and providing of social support at work: identifying support exchange patterns in hierarchical data	17
Are we ahead of the trend or just following? The role of work and organizational psychology in shaping emerging technologies at work	17
How shared leadership and task complexity shape expectations of team effectiveness	17
Can communal work activities reduce supervisors’ state grandiose narcissism? A 10-day experience sampling study	16
Unravelling psychological contracts in a digital age of work: a systematic literature review	16
Justice, trust, and moral judgements when personnel selection is supported by algorithms	16
Organizational attractiveness after identity threats of crises: how potential employees anticipate social identity	15
Daily knowledge sharing at work: the role of daily knowledge sharing expectations, learning goal orientation and task interdependence	15
Energized or distressed by time pressure? The role of time pressure illegitimacy	15
Laissez-faire leadership and employee well-being: the contribution of perceived supervisor organizational status	14
Turning strain into gain: leveraging manager compassion to promote team innovation and customer satisfaction in response to teams’ emotional exhaustion	14
When do poor health increase the risk of subsequent workplace bullying? The dangers of low or absent leadership support	14
The effect of time and day of the week on burnout-related experiences: an experience sampling study	14
Chasing the goal(s): how a goal-setting intervention influences transfer motivation, its antecedents and transfer of training for different training types	14
Comparison of mindfulness training and acceptance and commitment therapy in a workplace setting: results from a randomized controlled trial	13
Not up to the task: perceptions of women and men with work-family conflicts	13
A self-enhancement perspective on organizational socialization: Newcomer core self-evaluations, job crafting, and the role of leaders’ developmental coaching	13
Being “there and aware”: a meta-analysis of the literature on leader mindfulness	13
Crafting behaviours and employees’ and their partners’ well-being: a weekly study	13
A self-categorization perspective on individual-teammates congruence in leader-member exchange quality and individual performance	13
How do feedback seekers think? Disparate cognitive pathways towards incremental and radical creativity	12
Why can’t I get out? The mediating role of internal inertial forces in the relationship between job embeddedness and the perceived likelihood of leaving: a test of the theory of career inaction	12
Antecedents of physical sickness presenteeism during the COVID-19 pandemic	12
Cultural skills as drivers ofdecencyin decent work: an investigation of skilled workers in the informal economy	12
Job insecurity and (un)sustainable well-being: unravelling the dynamics of work, career, and life outcomes from a within-person perspective	11
Work does not speak for itself: examining the incremental validity of personal branding in predicting knowledge workers’ employability	11
Do behavioural intentions matter? A diary study on work-related ICT-use after work hours	11
One plus one equals one: age-diverse friendship and its complex relation to employees’ job satisfaction and turnover intentions	10
How transformational leadership transforms followers’ affect and work engagement	10
Revisiting the Multidimensional Work Motivation Scale (MWMS)	10
Why and when proactive employees take charge at work: the role of servant leadership and prosocial motivation	10
Exploration career role enactment and employability evaluations: the moderating roles of leader opening and closing behaviours	10
An emotional journey to speaking up: understanding when and how employee daily emotions relate to promotive and prohibitive voice	9
Correction	9
Fake it till you make it with your boss? Surface acting in interactions with leaders	9
Promoting idea exploration and harmonization in the creative process: cultivating interdependence and employees’ perspective-Taking are key	8
Intensifying and protective? – how organizational culture shapes the effect of work scheduling autonomy on the relationship between time pressure and self-endangering work behaviours	8
When do employees help abused coworkers? It depends on their own experience with abusive supervision	8
Do green workplaces grow green employees, and vice versa? Investigating reciprocal relations between green work characteristics and proactive employee green behaviour	7
Leader trusting behaviours: a mixed-method approach on follower’s perceptions and reactions	7
How applicants respond to the recruitment process: unravelling temporal patterns of fairness perceptions	7
How well are open science practices implemented in industrial and organizational psychology and management?	7
Leadership in virtual work settings: what we know, what we do not know, and what we need to do	7
The combined effect of a goal-oriented leadership app and leaders’ mindset in optimising training transfer	7
Alternative career pathways of skilled migrants: looking for new meanings amid starting again	7
General mental ability testing and adverse impact in the United Kingdom: a meta-analysis with more than two million observations	6
Partnership status and satisfaction with work–life balance	6
Taking a closer look at the bidirectional relationship between meaningful work and strain at work: a cross-lagged model	6
Cronies, procrastinators, and leaders: A conservation of resources perspective on employees’ responses to organizational cronyism	6
Is it bad because it is boring? Effects of idle time on employee outcomes	6

The temporal dynamics of age metastereotyping and thriving at work	5
The social dynamics of knowledge hiding: a diary study on the roles of incivility, entitlement, and self-control	5
Publisher’s note	5
Longitudinal psychological empowerment profiles, their determinants, and some health-related outcomes	5
The role of job insecurity and work-family conflict on mental health evolution during COVID-19 lockdown	5
Job characteristics and employee outcomes: criterion validity of the U.S. Occupational Information Network (O*NET) job analysis database in the Australian context	5
Deliberate practice and individual entrepreneurial orientation training retention: a multi-wave field experiment	5
Behaviour in selection situations as an adaptation to external expectations: testing a theory of self-presentation	5
Boosting creativity in functional diverse work groups: The importance of help-seeking behavior and openness to experience	5
Teamworking virtually: business as usual?	5
Initial employability development: introducing a conceptual model integrating signalling and social exchange mechanisms	5
More is not always merrier: does leader-team perceptual distance on context influence leadership training transfer?	5
Virtual assessment centres versus face-to-face assessment centres: psychometric properties	5
Toward a contextualized perspective of employability development	5
Diminished Relational Energy: How and When Co-Worker Incompetence Accusations Hinder Employee Creativity	4
Striving for more: Work and Organizational Psychology (WOP) and living wages	4
Temporal dynamics of shared leadership, team workload, and collective team member well-being: a daily diary study	4
Expertise and specialization in organizations: a social network analysis	4
Protecting well-being and performance after sickness presenteeism under demanding conditions: the dual effects of proactive personality and work reward as resources	4
Influence of need for cognition and psychological safety climate on information elaboration and team creativity	4
My precious: development and validation of the conservation of human energy resources index (CHERI)	4
Work for them or myself: a motivational approach to study the influences of supervisor bottom-line mentality on employee exhaustion	4
Prototypical implicit followership theories, leader support, and follower organizational citizenship behavior	4
Time to recharge batteries – development and validation of a pictorial scale of human energy	4
Interpersonal conflict and innovative job performance: examining cross-lagged relationships and the moderating roles of goal orientations	4
Leader-member subgroup similarity and team identification: effects of faultlines, social identity leadership and leader-member exchange	4
Will I help you or will I not? Occupational social taint, core self-evaluation, and occupational helping identity	4
How and when does service performance improve positive emotions? an employee–customer social exchange perspective	3
Thriving at work: an investigation of the independent and joint effects of vitality and learning on employee health	3
Can task changes affect job satisfaction through qualitative job insecurity and skill development?	3
The necessity of job design for employee creativity and innovation: nothing happens without supervisor support	3
I can't get no Sleep: The Role of Leaders' Health and Leadership Behavior on Employees' Sleep Quality	3
When identification with your group matters: leader consultation in response to constructive follower voice	3
Job autonomy and employee burnout: the moderating role of power distance orientation	3
Repairing damaged professional relationships with leader apologies: An examination of trust and forgiveness	3
Computer-based training and repeated test performance: Increasing assessment fairness instead of retest effects	3
How emerging technologies shape the future of work	3
The virtuous cycle of prosocial behaviour and perceived prosocial impact in organizations: a longitudinal three-wave study	3
People’s reactions to decisions by human vs. algorithmic decision-makers: the role of explanations and type of selection tests	3
How national culture shapes employee reactions to job insecurity: The role of national corruption	3
Reciprocal relationships between subjective age and retirement intentions	3
A multi-level examination of the link between diversity-related HR practices and employees’ performance: evidence from Italy	3
Being resilient to maintain interpersonal stability: resource caravan toward employee creativity	3
Leader affiliative humour and work outcomes in multicultural teams	3
Differential efficacy of physical exercise and mindfulness during lunch breaks as internal work recovery strategies: a daily study	3
Extracting organizational culture from text: the development and validation of a theory-driven tool for digital data	3
EJWOP Special Issue: Enhancing the Social Impact of Research in Work and Organizational Psychology – Beyond Academia	3
Is the joke on you? The impact of sexist humour and gender dynamics on interpersonal work outcomes	3
Employable, successful and healthy, or vice versa? A three-wave cross-lagged analysis	3
Time thieves? Adopting a resource-based perspective to investigate the association between workaholism and procrastination at work	3
Vision–value match: leader communication of visions, follower values, meaningfulness, and creativity	3
Going with(out) the flow at home: day-to-day variability in flow and performance while teleworking	3
Can Harman’s single-factor test reliably distinguish between research designs? Not in published management studies	3
The relationship between unemployment and wellbeing: an updated meta-analysis of longitudinal evidence	3
Leaders’ competence matters in empowerment: implications on subordinates’ relational energy and task performance	3