OOIR: Observatory of International Research

Papers

(The TQCC of Industrial and Organizational Psychology-Perspectives on Science and P is 2. 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 2021-12-01 to 2025-12-01.)

Article	Citations
Curiosity is the key to the future of learning and development	78
A simple solution to a complex problem: Manipulate the mediator!	41
Not all “small business” is the same, and I-O has shoulders to stand on – CORRIGENDUM	39
Activism or science? Navigating the tension between objectivity and advocacy in DEI research	28
The baby and the bathwater: On the need for substantive–methodological synergy in organizational research	25
Embedding moral reframing in organizational policies for lasting DEI impact	23
A pragmatic framing perspective on DEI training	22
Presidential memorandum on return to in-person work: Implications for the federal workforce	21
Revisiting the paradox of replication: Is the solution to the paradox big data style research or something else?	21
The importance of representativeness as well as timeliness in studying technology: Three additional suggestions	19
Percentage of confusion accounted for	19
Increasing the saliency of ethical decision making for SIOP members	19
Leveraging quiet: The power of choosing your workspace	19
How abduction can help produce timelier technology research	19
Personality and rater bias: How personality traits influence rater bias and training proficiency	19
(Conditionally) Supporting polycultural organizations through bidirectional allyship	17
Work can be good; not all work is good—let’s make it better	16
Anti-work offers many opportunities for I-O psychologists	13
Organizational research on weight stigma must center targets’ perspectives	13
How we can bring I-O psychology science and evidence-based practices to the public	12
The unequal burden of DEI bans	11
Moving from opposition to taking ownership of open science to make discoveries that matter	11
The impact of recent executive orders on diversity, equity, inclusion, and accessibility in research and graduate training in industrial-organizational psychology	11
Breaking the sound barrier: Quiet spaces may also foster inclusivity for the neurodiverse community	10
Understanding intervention effects using a desirability and foreseeability typology	10

“404 error—interdisciplinarity not found”: Removing barriers to technology research in I-O psychology	10
Minding the gap: Mindful inclusion of opposing perspectives to protect DEI initiatives	9
What helps you hurts me: Researchers should consider how symbolic racism might affect attitudes toward basic income	9
POSH, plus nonvisible disabilities	9
Interpreting the magnitude of predictor effect sizes: It is time for more sensible benchmarks	8
It takes a [helpful] village: Recognizing and minimizing unhelpful help to better support female caregivers in academia	8
Enjoy the silence: Providing space for introverted employees to thrive	8
Cybervetting: Facebook is dead, long live LinkedIn?	8
Addressing labor gaps with the science of workplace learning	7
Beyond organizational size: Recommendations for addressing the scientist–practitioner gap	7
Optimizing an online I-O program: Tips and lessons learned from launching an online master’s program	6
Bridging the academic–practice gap through big team science initiatives	6
IOP volume 15 issue 4 Cover and Front matter	6
Depoliticizing DEI: Path to fulfillment of its core values and effective implementation	6
Too early to call: What we do (not) know about the validity of cybervetting	6
Was Keynes thwarted by consumerism? Insatiable needs, voluntary simplicity, and the pursuit of leisure	5
Beyond learning outcomes: Creating equitable learning environments in online I-O graduate education	5
The importance of reflective practices for decision makers: A possible part of the solution for helping the field	5
The dual role of faculty and motherhood: Enabling resources for successful coping	5
Antiwork or antimaster? Reframing the antiwork movement through a racial lens	5
Twinks, jocks, and bears—oh my! The stereotype content model extended to gay men and weight at work	5
Industrial, organizational, political?	5
Economic inequality drives longer work hours	4
Future-proofing I-O psychology: The need for updated graduate curriculum	4
Workplace learning and the future of work	4
Igniting progress: SIOP’s role in advocating DEI policy change	4
Sensibility over urgency: Applying a prudent researcher standard to timelier technology research	4
Addressing antiwork concerns through nonwork identity: Beyond an emphasis on meaningful work	4
Becoming and acting as an ally against weight-based discrimination	4
Descriptives for diversity: Harnessing the potential of Table 1 to advance inclusivity and responsible generalization in psychological research	4
The weight of beauty in psychological research	4
Industrial and organizational psychology stakeholders and collaborators must include economists, political scientists, and policy makers	4
How engaged scholarship is helping combat the wildfire crisis	3
Evaluating hypotheses with dominance analysis	3
Finding balance: Silence and nature in employee restoration	3
Gender differences in tenure-track faculty time spent on childcare	3
The basic income: Initiating the needed discussion in industrial, work, and organizational psychology	3
Strategic responses to anti-DEI legislation: The promise of culturally responsive assessments	3
Body-worn camera technologies can promote positive policing	3
Parental leave is just a wolf in sheep’s clothing: A call for gender-aware policies in academia	3
What about Figure 1? Presenting descriptive figures to facilitate the interpretation of longitudinal research	3
In analyses of the gender pay gap, job analysis, and O*NET don’t get a lot of respect, but they should	3
The future of work and learning hinges on social and relational processes	3
Embracing silence: Creating inclusive spaces for autistic employees	3
Catching up in two races: Applying technology design approaches to design technology research	3
Any slice is predictive? On the consistency of impressions from the beginning, middle, and end of assessment center exercises and their relation to performance	3
Shaping the future of industrial-organizational psychology: The transformative potential of research collaborations	3
What does online I-O education really need? Perspectives of online program affiliates	3
Don’t get bogged down by the backlash	3
Cybervetting is the latest symptom of a deeper problem – ERRATUM	3

Academic freedom under siege: How state legislatures are reshaping higher education	3
Making the invisible visible: Recrafting the discourse surrounding women caregivers in academia	3
Bringing our humanness to the workplace: Fostering reflection and reflexivity via mindful relating	3
Misaligned incentives undermine the promise of engaged scholarship	3
AI monopoly and why it backfires on talent management	2
Avatar: The new employee? Creating online employment personas may benefit stigmatized employees	2
Better together: It’s time to unify, centralize, and market our competitive advantage	2
Advancing ethical decision making in industrial-organizational psychology	2
An urgent call for I-O psychologists to produce timelier technology research	2
The right time, the right place: Collectively aligning I-O research with small business needs	2
The role of work psychologists in the development of antiwork sentiments	2
Maternal wall biases and the maybe baby effect	2
Acknowledging the ramifications of weight-based stereotype threat in the workplace	2
The scientist–practitioner gap: A call to end the debate	2
Alter your approach: Implement strategic interventions with a proven track record until DEI backlash subsides	2
How can work from home support neurodiversity and inclusion?	2
Moving the boundaries of I-O, or of work itself?	2
Is it also time to revisit situational specificity?	2
Less stressed minds are creative minds: How basic income can increase employee creativity	2
Enhancing graduate student education through meaningful volunteer efforts	2
From antiwork to disorganizational psychology	2
Basic incomes and the dynamics of wealth accumulation, individual development, and employment opportunities	2
The impacts of further abortion restrictions on work: The role of I-O psychology	2
Bringing polycultural organizations to life: A network analytic strategy	2
Best practices, pro bono: Volunteering for early career I-O psychologists	2
Counteracting threats to DEI with good trouble and innovation	2
“Helping us by helping you”: Pro bono consulting and graduate student training	2
Supporting women during motherhood and caregiving necessary, but not sufficient: The need for men to become equal partners in childcare	2