European Journal of Work and Organizational Psychology

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.)
ArticleCitations
The daily dynamics of basic psychological need satisfaction at work, their determinants, and their implications: An application of Dynamic Structural Equation Modeling101
Get a little help from your perceived employability: Cross-lagged relations between multi-dimensional perceived employability, job insecurity, and work-related well-being99
Using strengths and thriving at work: The role of colleague strengths recognition and organizational context72
Nature, stability and determinants of multi-target commitment profiles: a longitudinal person-centered approach67
A clinical perspective on burnout: diagnosis, classification, and treatment of clinical burnout63
Bored, angry, and overqualified? The high- and low-intensity pathways linking perceived overqualification to behavioural outcomes57
They don’t really care about us: the impact of perceived vertical pay disparity on employee well-being47
Does looking forward set you back? Development and validation of the work prospection scale44
Tackling precarious work through work and organizational psychology: it’s work but not as we know it40
When is higher LMX comparison not always effective? The role of team-level LMX disparity and neuroticism37
The role of temporality in refugees’ work-related meaningfulness-making35
The relationship between servant leadership and cyberloafing: an investigation of meaningful work versus citizenship pressure31
Your body tells more than words – predicting perceived meeting productivity through body signals31
Learning and transfer in organisations: how it works and can be supported28
Job insecurity and employee performance: examining different types of performance, rating sources and levels27
The role of individual goal orientations in shaping skill utilization over time: a four-year longitudinal study26
Work-Nonwork Interface and Career Success: Examining Behavioural and Affective Linking Mechanisms25
Perfectionism and cognitive-behavioural processes in daily work: Implications for self-related perceptions and emotions24
Leader–member exchange (LMX) and work performance: an application of self-determination theory in the work context20
Work in times of Brexit: explanatory mechanisms linking macropolitical events with employee well-being20
Interactive technologies through the lens of team effectiveness: an interdisciplinary systematic literature review20
Affect stability and employee creativity: the roles of work-related positive affect and knowledge sharing19
New directions in burnout research18
Exploring types of telecommuters: A latent class analysis approach18
Publishers note18
Daily receiving and providing of social support at work: identifying support exchange patterns in hierarchical data17
Are we ahead of the trend or just following? The role of work and organizational psychology in shaping emerging technologies at work17
How shared leadership and task complexity shape expectations of team effectiveness17
Can communal work activities reduce supervisors’ state grandiose narcissism? A 10-day experience sampling study16
Unravelling psychological contracts in a digital age of work: a systematic literature review16
Justice, trust, and moral judgements when personnel selection is supported by algorithms16
Organizational attractiveness after identity threats of crises: how potential employees anticipate social identity15
Daily knowledge sharing at work: the role of daily knowledge sharing expectations, learning goal orientation and task interdependence15
Energized or distressed by time pressure? The role of time pressure illegitimacy15
Laissez-faire leadership and employee well-being: the contribution of perceived supervisor organizational status14
Turning strain into gain: leveraging manager compassion to promote team innovation and customer satisfaction in response to teams’ emotional exhaustion14
When do poor health increase the risk of subsequent workplace bullying? The dangers of low or absent leadership support14
The effect of time and day of the week on burnout-related experiences: an experience sampling study14
Chasing the goal(s): how a goal-setting intervention influences transfer motivation, its antecedents and transfer of training for different training types14
Comparison of mindfulness training and acceptance and commitment therapy in a workplace setting: results from a randomized controlled trial13
Not up to the task: perceptions of women and men with work-family conflicts13
A self-enhancement perspective on organizational socialization: Newcomer core self-evaluations, job crafting, and the role of leaders’ developmental coaching13
Being “there and aware”: a meta-analysis of the literature on leader mindfulness13
Crafting behaviours and employees’ and their partners’ well-being: a weekly study13
A self-categorization perspective on individual-teammates congruence in leader-member exchange quality and individual performance13
How do feedback seekers think? Disparate cognitive pathways towards incremental and radical creativity12
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 inaction12
Antecedents of physical sickness presenteeism during the COVID-19 pandemic12
Cultural skills as drivers ofdecencyin decent work: an investigation of skilled workers in the informal economy12
Job insecurity and (un)sustainable well-being: unravelling the dynamics of work, career, and life outcomes from a within-person perspective11
Work does not speak for itself: examining the incremental validity of personal branding in predicting knowledge workers’ employability11
Do behavioural intentions matter? A diary study on work-related ICT-use after work hours11
One plus one equals one: age-diverse friendship and its complex relation to employees’ job satisfaction and turnover intentions10
How transformational leadership transforms followers’ affect and work engagement10
Revisiting the Multidimensional Work Motivation Scale (MWMS)10
Why and when proactive employees take charge at work: the role of servant leadership and prosocial motivation10
Exploration career role enactment and employability evaluations: the moderating roles of leader opening and closing behaviours10
An emotional journey to speaking up: understanding when and how employee daily emotions relate to promotive and prohibitive voice9
Correction9
Fake it till you make it with your boss? Surface acting in interactions with leaders9
Promoting idea exploration and harmonization in the creative process: cultivating interdependence and employees’ perspective-Taking are key8
Intensifying and protective? – how organizational culture shapes the effect of work scheduling autonomy on the relationship between time pressure and self-endangering work behaviours8
When do employees help abused coworkers? It depends on their own experience with abusive supervision8
Do green workplaces grow green employees, and vice versa? Investigating reciprocal relations between green work characteristics and proactive employee green behaviour7
Leader trusting behaviours: a mixed-method approach on follower’s perceptions and reactions7
How applicants respond to the recruitment process: unravelling temporal patterns of fairness perceptions7
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 do7
The combined effect of a goal-oriented leadership app and leaders’ mindset in optimising training transfer7
Alternative career pathways of skilled migrants: looking for new meanings amid starting again7
General mental ability testing and adverse impact in the United Kingdom: a meta-analysis with more than two million observations6
Partnership status and satisfaction with work–life balance6
Taking a closer look at the bidirectional relationship between meaningful work and strain at work: a cross-lagged model6
Cronies, procrastinators, and leaders: A conservation of resources perspective on employees’ responses to organizational cronyism6
Is it bad because it is boring? Effects of idle time on employee outcomes6
The temporal dynamics of age metastereotyping and thriving at work5
The social dynamics of knowledge hiding: a diary study on the roles of incivility, entitlement, and self-control5
Publisher’s note5
Longitudinal psychological empowerment profiles, their determinants, and some health-related outcomes5
The role of job insecurity and work-family conflict on mental health evolution during COVID-19 lockdown5
Job characteristics and employee outcomes: criterion validity of the U.S. Occupational Information Network (O*NET) job analysis database in the Australian context5
Deliberate practice and individual entrepreneurial orientation training retention: a multi-wave field experiment5
Behaviour in selection situations as an adaptation to external expectations: testing a theory of self-presentation5
Boosting creativity in functional diverse work groups: The importance of help-seeking behavior and openness to experience5
Teamworking virtually: business as usual?5
Initial employability development: introducing a conceptual model integrating signalling and social exchange mechanisms5
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 properties5
Toward a contextualized perspective of employability development5
Diminished Relational Energy: How and When Co-Worker Incompetence Accusations Hinder Employee Creativity4
Striving for more: Work and Organizational Psychology (WOP) and living wages4
Temporal dynamics of shared leadership, team workload, and collective team member well-being: a daily diary study4
Expertise and specialization in organizations: a social network analysis4
Protecting well-being and performance after sickness presenteeism under demanding conditions: the dual effects of proactive personality and work reward as resources4
Influence of need for cognition and psychological safety climate on information elaboration and team creativity4
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 exhaustion4
Prototypical implicit followership theories, leader support, and follower organizational citizenship behavior4
Time to recharge batteries – development and validation of a pictorial scale of human energy4
Interpersonal conflict and innovative job performance: examining cross-lagged relationships and the moderating roles of goal orientations4
Leader-member subgroup similarity and team identification: effects of faultlines, social identity leadership and leader-member exchange4
Will I help you or will I not? Occupational social taint, core self-evaluation, and occupational helping identity4
How and when does service performance improve positive emotions? an employee–customer social exchange perspective3
Thriving at work: an investigation of the independent and joint effects of vitality and learning on employee health3
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 support3
I can't get no Sleep: The Role of Leaders' Health and Leadership Behavior on Employees' Sleep Quality3
When identification with your group matters: leader consultation in response to constructive follower voice3
Job autonomy and employee burnout: the moderating role of power distance orientation3
Repairing damaged professional relationships with leader apologies: An examination of trust and forgiveness3
Computer-based training and repeated test performance: Increasing assessment fairness instead of retest effects3
How emerging technologies shape the future of work3
The virtuous cycle of prosocial behaviour and perceived prosocial impact in organizations: a longitudinal three-wave study3
People’s reactions to decisions by human vs. algorithmic decision-makers: the role of explanations and type of selection tests3
How national culture shapes employee reactions to job insecurity: The role of national corruption3
Reciprocal relationships between subjective age and retirement intentions3
A multi-level examination of the link between diversity-related HR practices and employees’ performance: evidence from Italy3
Being resilient to maintain interpersonal stability: resource caravan toward employee creativity3
Leader affiliative humour and work outcomes in multicultural teams3
Differential efficacy of physical exercise and mindfulness during lunch breaks as internal work recovery strategies: a daily study3
Extracting organizational culture from text: the development and validation of a theory-driven tool for digital data3
EJWOP Special Issue: Enhancing the Social Impact of Research in Work and Organizational Psychology – Beyond Academia3
Is the joke on you? The impact of sexist humour and gender dynamics on interpersonal work outcomes3
Employable, successful and healthy, or vice versa? A three-wave cross-lagged analysis3
Time thieves? Adopting a resource-based perspective to investigate the association between workaholism and procrastination at work3
Vision–value match: leader communication of visions, follower values, meaningfulness, and creativity3
Going with(out) the flow at home: day-to-day variability in flow and performance while teleworking3
Can Harman’s single-factor test reliably distinguish between research designs? Not in published management studies3
The relationship between unemployment and wellbeing: an updated meta-analysis of longitudinal evidence3
Leaders’ competence matters in empowerment: implications on subordinates’ relational energy and task performance3
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