Industrial and Organizational Psychology-Perspectives on Science and P

Article	Citations
Twinks, jocks, and bears—oh my! The stereotype content model extended to gay men and weight at work	758133037
Pandemics: Implications for research and practice in industrial and organizational psychology	230
Successful aging at work: A process model to guide future research and practice	75
Teaching I-O psychology to undergraduate students: Do we practice what we preach?	31
Prestige and relevance of the scholarly journals: Impressions of SIOP members	30
Defrag and reboot? Consolidating information and communication technology research in I-O psychology	23
Using the job demands-resources model to understand and address employee well-being during the COVID-19 pandemic	23
In praise of Table 1: The importance of making better use of descriptive statistics	22
Is cybervetting valuable?	19
How COVID-19 is shifting psychological contracts within organizations	17
The basic income: Initiating the needed discussion in industrial, work, and organizational psychology	17
Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape	15
How we can bring I-O psychology science and evidence-based practices to the public	15
Forms of ethical dilemmas in industrial-organizational psychology	14
Agility in the workplace: Conceptual analysis, contributing factors, and practical examples	14
An urgent call for I-O psychologists to produce timelier technology research	13
The baby and the bathwater: On the need for substantive–methodological synergy in organizational research	13
Side effects associated with organizational interventions: A perspective	12
Expanding the I-O psychology mindset to organizational success	11
Online I-O graduate education: Where are we and where should we go?	11
Neurodiversity in the workplace: Considering neuroatypicality as a form of diversity	10
The challenges of volunteering during the COVID-19 pandemic	9
Flexible by design: Developing human resource policies and practices that provide flexibility through the uncertainties created by a pandemic	8
Bringing the review process into the 21st century: Post-publication peer review	8
Addressing the so-called validity–diversity trade-off: Exploring the practicalities and legal defensibility of Pareto-optimization for reducing adverse impact within personnel selection	8

Hiring during a pandemic: Insights from the front lines of research and practice	8
Open science, closed doors: The perils and potential of open science for research in practice	8
Methodological checklists for improving research quality and reporting consistency	7
A pandemic is dynamic: Viewing COVID-19 through an adaptation lens	7
Nursing: A critical profession in a perilous time	7
COVID-19 is a moderating variable with its own moderating factors	7
Precarious work during precarious times: Addressing the compounding effects of race, gender, and immigration status	7
On the limits of agency for successful aging at work	7
The TOP factor: An indicator of quality to complement journal impact factor	6
How do you socialize newcomers during a pandemic?	6
Will investments in human resources during the COVID-19 pandemic crisis pay off after the crisis?	6
Ethical decision making in the 21stcentury: A useful framework for industrial-organizational psychologists	6
Dirty work on the COVID-19 frontlines: Exacerbating the situation of marginalized groups in marginalized professions	6
Remote communication amid the coronavirus pandemic: Optimizing interpersonal dynamics and team performance	5
Toward definitional clarity of technology-assisted supplemental work: A bridge over muddied waters	5
Conceptualizing digital well-being and technology addiction in I-O psychology	4
Should you sign your reviews? Open peer review and review quality	4
Advancing our understanding of successful aging at work: A socioemotional selectivity theory perspective	4
The COVID-19 pandemic: A challenge to performance appraisal	4
Mindfulness complements sexual harassment and racial discrimination training by counteracting implicit gender and race biases	4
Quality standards and training are important in the peer review process, but what about engagement?	4
A simple solution to a complex problem: Manipulate the mediator!	4
Too early to call: What we do (not) know about the validity of cybervetting	4
The importance of psychological contracts for safe work during pandemics	4
Be the ant, not the grasshopper: Preparing for the next black swan event	4
Expanding how we think about diversity training	4
Investigating the promise and pitfalls of pulse surveys	3
A call to action: Taking the untenable out of women professors’ pregnancy, postpartum, and caregiving demands	3
From managing nurses to serving nurses: The case for transfusing nursing management with servant leadership during the global COVID-19 pandemic	3
Cybervetting: Facebook is dead, long live LinkedIn?	3
Clarifying multilevel and temporal influences on successful aging at work: An ecological systems perspective	3
Pandemics and burnout in mental health professionals	3
The biopsychosocial model and neurodiversity: A person-centered approach	3
YouScience: mitigating the skills gap by addressing the gender imbalance in high-demand careers	3
The global impact of North American journal prestige: Understanding its effects on faculty life throughout the world	3
Let’s get on the same page: Conceptual clarification of individual-level information and communication technology use	3
The model minority but not management material? The importance of anti-bias interventions to promote leadership opportunities for Asian Americans	3
Considering the interaction of individual differences and remote work contexts	3
The COVID-19 pandemic: A source of posttraumatic growth?	3
The influence of organizational responses to the COVID-19 pandemic on employee outcomes	3
Open science practices in IWO psychology: Urban legends, misconceptions, and a false dichotomy	3
Age bias in the time of Coronavirus: Implications for research and practice	2
Back to routine after the coronavirus pandemic lockdown: A proposal from a psychological perspective	2
Sexual harassment training: A need to consider cultural differences	2
Beyond individuals’ use of information and communication technologies (ICTs): A multilevel approach in research on ICTs	2
What’s age got to do with it? You may be surprised!	2
How can work from home support neurodiversity and inclusion?	2
At the frontier of teaching and practice: Relevant issues for nontraditional undergraduate I-O psychology	2
Officer-involved domestic violence: A call for action among I-O psychologists	2
The ubiquitous effects of financial stress during pandemics and beyond: Opportunities for industrial and organizational psychology	2

Enabling practical research for the benefit of organizations and society	2
A brighter vision of the potential of open science for benefiting practice: A ManyOrgs proposal	2
Integrating discrimination training with CSR programs	2
A step forward: from conceptualizing to measuring successful aging at work	2
Is the future of leadership development wearable? Exploring self-tracking in leadership programs	2
From simulations to real-world operations: Virtual reality training for reducing racialized police violence	2
Who else besides (White) women? The need for representation in harassment training	2
Tainted heroes: The emergence of dirty work during pandemics	2
Implications of COVID-19 for privacy at work	2
The importance of culture in the era of COVID-19	2
Is open science rewarding A while hoping for B?	2
The future of learning: Teaching industrial and organizational psychology in all modalities	2
I-O Psychology and management journal prestige in business schools: Do institutional versus individual views differ?	2
Transactive memory systems in virtual teams: Opportunities post COVID-19	2
Reimagining work safety behaviors in the light of COVID-19	2
Prestige does not equal quality: Lack of research quality in high-prestige journals	2
The emotional complexities of the COVID-19 pandemic and organizational life	2
Benefits of a basic income for employees experiencing a mental health condition	2
Moving from opposition to taking ownership of open science to make discoveries that matter	2
Making pandemic response disability inclusive: Challenges and opportunities for organizations	2
Who is called to work? The importance of calling when considering universal basic income	2
I-O psychology for everyone: Use of culturally responsive teaching to increase diversity and inclusion in undergraduate classrooms	2
COVID-19 and the reimagining of working while sick	2
Promoting neurodiversity without perpetuating stereotypes or overlooking the complexity of neurodevelopmental disorders	2
A workercentric view of COVID-19	2
This time with feeling: Aging, emotion, motivation, and decision making at work	2
The inequity of crisis: COVID-19 as a case for diversity management	2
For the public, it might be an evidence-based practice not to listen to I-O psychologists	1
Why is training the only answer?	1
Holding the door open for the practitioner community	1
Not your “typical” research: Inclusion ethics in neurodiversity scholarship	1
Beyond the business case: Universally designing the workplace for neurodiversity and inclusion	1
A culture of respect: Leader development and preventing destructive behavior	1
Making it happen: Keeping precarious workers’ experiences central during COVID-19	1
Who’s your audience? Expanding I-O teaching to non-I-O students	1
Reckoning with racialized police violence: The role of I-O psychology	1
Publish or perish, but what about practice?	1
Where no one has gone before	1
Inclusion in the classroom: Contextual antecedents and actionable recommendations	1
Ethical tactics	1
Including I-O psychology content and principles in classrooms to increase I-O visibility	1
Trainees as consumers? How marketing can revitalize sexual harassment and racial discrimination training	1
What about the lonely? Bridging loneliness, pandemics, and I-O psychology	1
Legal factors shaping workplace harassment training	1
Opening a “closed door”: A call for nuance in discussions of open science	1
Facing ethical dilemmas in industrial-organizational psychology: The case for the principle of double effect	1
Mayflower group benchmark on changes in work due to COVID-19: Now and in the future	1
Leadership concepts in manufacturing environments: A brief historical review and conclusion with recommendations for education and training of I-O psychologists	1
The devil you know versus the devil you don’t: Disclosure versus masking in the workplace	1
To understand ICT use, instead of defragmentation, we need to build requisite complexity	1
Using results-blind reviewing to support the peer review competency framework	1
Basic incomes and the dynamics of wealth accumulation, individual development, and employment opportunities	1
“I” feel(s) left out: The importance of information and communication technology in personnel selection research	1
Don’t tell me what to do: Neurodiversity inclusion beyond the occupational typecasting	1
Together we stand: Ally training for discrimination and harassment reduction	1
Attention on the fritz? The influence of information and communication technology on attentional resources	1
How relevant is the APA ethics code to industrial-organizational psychology? Applicability, deficiencies, and recommendations	1
The implementation of basic income: A mental health approach	1
Observer intervention training—filling an important gap	1
Conceptualizing neurodiversity as individual differences in self-regulation	1
Putting Gen Z first: Educating with a generational mind-set	1
Evaluating hypotheses with dominance analysis	1
Coffee and corporate social responsibility: Not as simple as revitalizing training	1
“Midlife crisis” on the road to successful workforce aging	1
Gender differences in tenure-track faculty time spent on childcare	1
Pardon my French: On superfluous journal rankings, incentives, and impacts on industrial-organizational psychology publication practices in French business schools	1
Ethics and I-O psychology: Do we just talk the talk or do we walk the walk?	1
Augmented intelligence: The new world of surveys at work	1
Applying best practices from industrial-organizational psychology to undergraduate research experiences	1
Understanding intervention effects using a desirability and foreseeability typology	1
Performance management in the year of COVID-19: Carpe diem	1
Who says what (and how) to whom: A multilevel approach to improving workplace bias training	1
Recommendation: Add a competency on diversity and inclusion	1
Expanding the focus: How considering gender and sexual minority experiences can improve sexual harassment training	1
Balancing empathy: Can professors have too much?	1
How bias thwarts successful aging at work	1
Better together: It’s time to unify, centralize, and market our competitive advantage	1
Virtual teamwork in healthcare delivery: I-O psychology in telehealth research and practice	1
Walk the talk: Incorporating virtual team research in the classroom	1
A trauma-informed approach is needed to reduce police misconduct	1

For the love of it: The overjustification effect and motivation crowding theory as the missing pieces in discussions of basic income’s (a)motivating potential	1
From environmental niches to unique contributions: Reconsidering fit to foster inclusion across neurotypes	1
We should also aim higher: I-O psychology applied to sustainable growth and development	1
Neurodiversity and talent measurement: Revisiting the basics	1
Receptivity to sexual harassment and racial discrimination training: You can’t learn what you won’t hear	1
Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors	1
Organizational performance and the maturity of workforce practices	1
Organizational differences in personnel selection: Learning from and moving beyond strategic human resource management research	1
Educating future researchers with an eye toward intellectual humility	1
Pandemic meets race: An added layer of complexity	1
Putting successful aging into context	1
Work as a choice: Autonomous motivation and the basic income	1
The basic income and prospect theory: Implications for the field of entrepreneurship	1
Landing on the wrong planet: Practical guidance for bridging the gap between I-O psychology and key stakeholders	1
Healthcare work in the wake of COVID-19: A focus on person–environment fit	1
Contextualizing the organizational mindset	1
COVID-19 and employee psychological safety: Exploring the role of signaling theory	1
Radical candor: Creating a feedback culture based on learner care and empowerment	1
Avoiding assumptions: A simple exercise to create shared vision in the classroom	1
Cybervetting is the latest symptom of a deeper problem	1
Descriptive statistics and advanced text analytics: A dual extension	1
Can the COVID-19 pandemic be good for overqualified employees' careers?	1
What a pandemic reveals about learning in health care organizations	1
Bringing our humanness to the workplace: Fostering reflection and reflexivity via mindful relating	0
Successfully aging at work or successfully working while aging? The importance of older workers’ psychological well-being	0
Additional (and not leaky) pipelines: Online faculty positions to diversify I-O psychology	0
The power of process theories to better understand and detect consequences of organizational interventions	0
Changing times, changing resources: Starting a family as a graduate student	0
Small changes that increase student engagement	0
IOP volume 13 issue 3 Cover and Front matter	0
Organizational outcomes: It’s not (only) a levels issue	0
IOP volume 13 issue 1 Cover and Front matter	0
Stressing the importance of mental health in I-O courses	0
Looking beyond training as a solution to workplace sexual harassment and discrimination	0
A multilevel approach for advancing organizational interventions	0
An expanding organizational mindset benefits all I-O psychologists	0
“Selling” I-O psychology to non-I-O psychologists: A perspective on small, medium, and large changes	0
Avatar: The new employee? Creating online employment personas may benefit stigmatized employees	0
Building the Field of Dreams: Pop culture as a means of reaching students	0
IOP volume 14 issue 3 Cover and Front matter	0
IOP volume 13 issue 2 Cover and Back matter	0
Strategically reactive and maybe not thinking big enough	0
Split roles in peer reviewing	0
IOP volume 14 issue 3 Cover and Back matter	0
Ideal solutions don’t necessarily inform reality	0
IOP volume 14 issue 1-2 Cover and Front matter	0
Revisiting the paradox of replication: Is the solution to the paradox big data style research or something else?	0
Evidence-based case studies in I-O education for public impact	0
Critical race theory as a guide for White I-O psychologists’ reflection and reflexivity	0
IOP volunteerism: Acting as individuals, acting as a community	0
I-O psychologists as the leaders in the “Wittgensteinian Shortfall” recovery: Improving our science communication	0
The brighter side effects: Identification and attainment	0
Parental leave is just a wolf in sheep’s clothing: A call for gender-aware policies in academia	0
Lack of expertise means it is not a peer review	0
The influence of UBI on selection: The job seeker and applicant attraction	0
Social media information in assessment and implications for minoritized social identities	0
Peer review and role conflict	0
What does online I-O education really need? Perspectives of online program affiliates	0
Decolonizing intervention assessment: Qualitative and interdisciplinary approaches to understanding “side effects”	0
Catching up in two races: Applying technology design approaches to design technology research	0
Pandemics: Shining a spotlight on racial disparities at work	0
IOP volume 15 issue 3 Cover and Front matter	0
IOP volume 14 issue 4 Cover and Front matter	0
Practical theory about workplace technology requires integrating design perspectives	0
An empirical exploration of reviewers’ and editors’ roles fostering high quality research during peer review	0
An open-systems approach to course redesign: Moving beyond the pulpit	0
Can harassment and discrimination training be less WEIRD?	0
COVID-19 and the need for integrative holistic research	0
A response to speculations about concurrent validities in selection: Implications for cognitive ability	0
What about Figure 1? Presenting descriptive figures to facilitate the interpretation of longitudinal research	0
Increasing the saliency of ethical decision making for SIOP members	0
The critical role of team processes and team reflexivity in the emergence and prevention of racialized police violence	0
Going upstream: Recommendations for training the next generation of I-O influencers	0
Context matters: Developing peer reviewers to advance science and practice	0
Moving boundaries on what I-O has been, and what I-O can be: The United Nations Sustainable Development Goals as an organizing framework	0
Providing thoughtful performance feedback in the classroom	0
Perfect is the enemy of good enough: Putting the side effects of intelligence testing in perspective	0
Reflection and reflexivity in I-O psychology: A graduate student’s perspective	0
Raw data + analysis code > descriptive statistics	0
The role of leader-member exchange in successful aging at work	0
The business of cybervetting	0
In analyses of the gender pay gap, job analysis, and O*NET don’t get a lot of respect, but they should	0
Considering artificial intelligence in hiring for cybervetting purposes	0
What makes jobs too dissimilar to compare in a pay equity analysis?	0
The importance of representativeness as well as timeliness in studying technology: Three additional suggestions	0
Resolving ethical dilemmas is a matter of developing our practical wisdom	0
A need to “veto” the “vett” in cybervetting to prevent DEI efforts from DIEing	0
Teaching I-O psychology for the greater good	0
Percentage of confusion accounted for	0
Practicing what “we are learning”: Insights and perspectives from graduate student instructors	0
Many forces at play: Ethical dilemmas in academic research	0
Antiwork highlights the need for humanism in I-O psychology	0
Cybervetting is the latest symptom of a deeper problem – ERRATUM	0
Interpreting validity evidence: It is time to end the horse race	0
Extending the ethical decision-making framework: Introducing the complexities and nuances of diversity and inclusion	0