Journal of Applied Psychology

Article	Citations
Changes to the work–family interface during the COVID-19 pandemic: Examining predictors and implications using latent transition analysis.	253
Working in a pandemic: Exploring the impact of COVID-19 health anxiety on work, family, and health outcomes.	228
Supporting interdependent telework employees: A moderated-mediation model linking daily COVID-19 task setbacks to next-day work withdrawal.	221
The antecedents and outcomes of workplace ostracism: A meta-analysis.	183
Work-family strategies during COVID-19: Examining gender dynamics among dual-earner couples with young children.	173
The psychological implications of COVID-19 on employee job insecurity and its consequences: The mitigating role of organization adaptive practices.	152
Socioeconomic status and well-being during COVID-19: A resource-based examination.	150
Videoconference fatigue? Exploring changes in fatigue after videoconference meetings during COVID-19.	150
The mind, the heart, and the leader in times of crisis: How and when COVID-19-triggered mortality salience relates to state anxiety, job engagement, and prosocial behavior.	139
Women’s leadership is associated with fewer deaths during the COVID-19 crisis: Quantitative and qualitative analyses of United States governors.	134
A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict.	130
The double-edged sword of leader humility: Investigating when and why leader humility promotes versus inhibits subordinate deviance.	130
The fatiguing effects of camera use in virtual meetings: A within-person field experiment.	127
Tackling the negative impact of COVID-19 on work engagement and taking charge: A multi-study investigation of frontline health workers.	104
Robots at work: People prefer—and forgive—service robots with perceived feelings.	95
Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range.	87
The Multidimensional Workaholism Scale: Linking the conceptualization and measurement of workaholism.	83
An identity-based integrative needs model of crafting: Crafting within and across life domains.	79
Exploring public sentiment on enforced remote work during COVID-19.	79
From alpha to omega and beyond! A look at the past, present, and (possible) future of psychometric soundness in the Journal of Applied Psychology.	78
No obligation? How gender influences the relationship between perceived organizational support and organizational citizenship behavior.	73
Job search and employment success: A quantitative review and future research agenda.	70
Leading diversity: Towards a theory of functional leadership in diverse teams.	69
Seeing from a short-term perspective: When and why daily abusive supervisor behavior yields functional and dysfunctional consequences.	68
When challenges hinder: An investigation of when and how challenge stressors impact employee outcomes.	68

A dynamic account of self-efficacy in entrepreneurship.	68
Making daily decisions to work from home or to work in the office: The impacts of daily work- and COVID-related stressors on next-day work location.	68
Unintended consequences of being proactive? Linking proactive personality to coworker envy, helping, and undermining, and the moderating role of prosocial motivation.	68
Impact of the COVID-19 pandemic on job search behavior: An event transition perspective.	64
When there is a will there is a way: The role of proactive personality in combating COVID-19.	61
Experienced incivility in the workplace: A meta-analytical review of its construct validity and nomological network.	61
Working from home during COVID-19: A study of the interruption landscape.	58
From helping hands to harmful acts: When and how employee volunteering promotes workplace deviance.	58
Anxiety responses to the unfolding COVID-19 crisis: Patterns of change in the experience of prolonged exposure to stressors.	58
Economic stressors and the enactment of CDC-recommended COVID-19 prevention behaviors: The impact of state-level context.	58
On melting pots and salad bowls: A meta-analysis of the effects of identity-blind and identity-conscious diversity ideologies.	58
Plug back into work, safely: Job reattachment, leader safety commitment, and job engagement in the COVID-19 pandemic.	58
From zero to hero: An exploratory study examining sudden hero status among nonphysician health care workers during the COVID-19 pandemic.	57
Effectiveness of stereotype threat interventions: A meta-analytic review.	55
Does manager servant leadership lead to follower serving behaviors? It depends on follower self-interest.	55
An attributional process model of workplace gossip.	53
A meta-analytic investigation of the antecedents, theoretical correlates, and consequences of moral disengagement at work.	52
Working through an “infodemic”: The impact of COVID-19 news consumption on employee uncertainty and work behaviors.	52
A motivational lens model of person × situation interactions in employee creativity.	51
Using machine learning to investigate the public’s emotional responses to work from home during the COVID-19 pandemic.	51
Leveraging age diversity for organizational performance: An intellectual capital perspective.	49
The whiplash effect: The (moderating) role of attributed motives in emotional and behavioral reactions to abusive supervision.	49
A meta-analysis of the effectiveness of the after-action review (or debrief) and factors that influence its effectiveness.	48
When helping hurts: COVID-19 critical incident involvement and resource depletion in health care workers.	48
I’m tired of listening: The effects of supervisor appraisals of group voice on supervisor emotional exhaustion and performance.	47
Effects of chronic job insecurity on Big Five personality change.	46
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	46
Being present and thankful: A multi-study investigation of mindfulness, gratitude, and employee helping behavior.	45
Meaningfulness misfit: Consequences of daily meaningful work needs–supplies incongruence for daily engagement.	44
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	43
The self-sacrificial nature of leader identity: Understanding the costs and benefits at work and home.	43
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	42
Episodic work-family conflict and strain: A dynamic perspective.	42
How critical activities within COVID-19 intensive care units increase nurses’ daily occupational calling.	42
Pushing the boundaries: A qualitative study of how stem women adapted to disrupted work–nonwork boundaries during the COVID-19 pandemic.	39
Getting back to the “new normal”: Autonomy restoration during a global pandemic.	39
Remote worker communication during COVID-19: The role of quantity, quality, and supervisor expectation-setting.	39
How a gratitude intervention influences workplace mistreatment: A multiple mediation model.	39
Understanding the motivational benefits of knowledge transfer for older and younger workers in age-diverse coworker dyads: An actor–partner interdependence model.	38
What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity.	37
“Fully recharged” evenings? The effect of evening cyber leisure on next-day vitality and performance through sleep quantity and quality, bedtime procrastination, and psychological detachment, and the	37
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	36
Pay communication, justice, and affect: The asymmetric effects of process and outcome pay transparency on counterproductive workplace behavior.	36
The hidden dark side of empowering leadership: The moderating role of hindrance stressors in explaining when empowering employees can promote moral disengagement and unethical pro-organizational behav	36
Resilience in organization-related research: An integrative conceptual review across disciplines and levels of analysis.	35
A meta-analytic review of identification at work: Relative contribution of team, organizational, and professional identification.	35
Building psychosocial safety climate in turbulent times: The case of COVID-19.	35
Leadership emergence: An integrative review.	35
Can becoming a leader change your personality? An investigation with two longitudinal studies from a role-based perspective.	34
Excuse me, do you have a minute? An exploration of the dark- and bright-side effects of daily work interruptions for employee well-being.	34

The generation and function of moral emotions in teams: An integrative review.	34
Does educational attainment promote job satisfaction? The bittersweet trade-offs between job resources, demands, and stress.	33
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	32
Opening the black box: Examining the nomological network of work ability and its role in organizational research.	32
Stop and go, where is my flow? How and when daily aversive morning commutes are negatively related to employees’ motivational states and behavior at work.	32
Can good followers create unethical leaders? How follower citizenship leads to leader moral licensing and unethical behavior.	31
Talking about COVID-19 is positively associated with team cultural tightness: Implications for team deviance and creativity.	31
Examining the effects of perceived pregnancy discrimination on mother and baby health.	31
Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.	31
Daily microbreaks in a self-regulatory resources lens: Perceived health climate as a contextual moderator via microbreak autonomy.	31
The organizational psychology of gig work: An integrative conceptual review.	31
Meta-analytic five-factor model personality intercorrelations: Eeny, meeny, miney, moe, how, which, why, and where to go.	30
Keeping it between us: Managerial endorsement of public versus private voice.	30
The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.	30
Are coworkers getting into the act? An examination of emotion regulation in coworker exchanges.	30
Political affiliation and employment screening decisions: The role of similarity and identification processes.	30
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	29
Referents or role models? The self-efficacy and job performance effects of perceiving higher performing peers.	29
Testing a resource-based spillover-crossover-spillover model: Transmission of social support in dual-earner couples.	29
See no evil, hear no evil, speak no evil: Theorizing network silence around sexual harassment.	29
Portrait of a workplace deviant: A clearer picture of the Big Five and Dark Triad as predictors of workplace deviance.	29
What’s in it for you? Demographics and self-interest perceptions in diversity promotion.	28
Uncontrolled control variables: The extent that a researcher’s degrees of freedom with control variables increases various types of statistical errors.	28
Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.	27
Compassion during difficult times: Team compassion behavior, suffering, supervisory dependence, and employee voice during COVID-19.	26
Getting worse or getting better? Understanding the antecedents and consequences of emotion profile transitions during COVID-19-induced organizational crisis.	26
Awakening the entrepreneur within: Entrepreneurial identity aspiration and the role of displacing work events.	26
Liar! Liar! (when stakes are higher): Understanding how the overclaiming technique can be used to measure faking in personnel selection.	26
In line and out of the box: How ethical leaders help offset the negative effect of morality on creativity.	26
Is one the loneliest number? A within-person examination of the adaptive and maladaptive consequences of leader loneliness at work.	26
The ties that cope? Reshaping social connections in response to pandemic distress.	25
Is it time to update and expand training motivation theory? A meta-analytic review of training motivation research in the 21st century.	25
A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.	25
Because you’re worth the risks: Acts of oppositional courage as symbolic messages of relational value to transgender employees.	24
When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work–family conflict and enrichment.	24
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	24
This job is (literally) killing me: A moderated-mediated model linking work characteristics to mortality.	24
Disaster or opportunity? How COVID-19-associated changes in environmental uncertainty and job insecurity relate to organizational identification and performance.	23
Challenging the “static” quo: Trajectories of engagement in team processes toward a deadline.	23
Positive family events facilitate effective leader behaviors at work: A within-individual investigation of family-work enrichment.	23
Work as replenishment or responsibility? Moderating effects of occupational calling on the within-person relationship between COVID-19 news consumption and work engagement.	23
How employees’ voice helps teams remain resilient in the face of exogenous change.	22
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	22
Risks and rewards of conscientiousness during the COVID-19 pandemic.	22
Does a healthy lifestyle matter? A daily diary study of unhealthy eating at home and behavioral outcomes at work.	22
A meta-analytic examination of the gender difference in creative performance.	22
Words that hurt: Leaders’ anti-Asian communication and employee outcomes.	22
Incivility and creativity in teams: Examining the role of perpetrator gender.	22
The role of Situations in Situational Judgment Tests: Effects on construct saturation, predictive validity, and applicant perceptions.	21
On the relation between felt trust and actual trust: Examining pathways to and implications of leader trust meta-accuracy.	21
The dynamics of gender and alternatives in negotiation.	21
Distressed and distracted by COVID-19 during high-stakes virtual interviews: The role of job interview anxiety on performance and reactions.	21
A work–family enrichment intervention: Transferring resources across life domains.	21
When passions collide: Passion convergence in entrepreneurial teams.	20
Gaining perspective: The impact of close cross-race friendships on diversity training and education.	20
Gender and social network brokerage: A meta-analysis and field investigation.	20
General mental ability and specific abilities: Their relative importance for extrinsic career success.	20
The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure.	20
Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.	20
From cheery to “cheers”? Regulating emotions at work and alcohol consumption after work.	20
More tasks, more ideas: The positive spillover effects of multitasking on subsequent creativity.	20
The comparative effects of supervisor helping motives on newcomer adjustment and socialization outcomes.	19
Caring for their own: How firm actions to protect essential workers and CEO benevolence influenced stakeholder sentiment during the COVID-19 pandemic.	19
Counteracting the effects of performance pressure on cheating: A self-affirmation approach.	19
The effect of mindfulness and job demands on motivation and performance trajectories across the workweek: An entrainment theory perspective.	19
Risky business: Gig workers and the navigation of ideal worker expectations during the COVID-19 pandemic.	19
Balancing work and family: A theoretical explanation and longitudinal examination of its relation to spillover and role functioning.	19
The effects of blue-light filtration on sleep and work outcomes.	19
Promotive and prohibitive ethical voice: Coworker emotions and support for the voice.	18
Changes in perceptions of ethical leadership: Effects on associative and dissociative outcomes.	18
Hot, cold, or both? A person-centered perspective on death awareness during the COVID-19 pandemic.	18
Dormant tie reactivation as an affiliative coping response to stressors during the COVID-19 crisis.	18
How employees learn to speak up from their leaders: Gender congruity effects in the development of voice self-efficacy.	18
Where you came from and where you are going: The role of performance trajectory in promotion decisions.	18
Class advantage in the white-collar labor market: An investigation of social class background, job search strategies, and job search success.	17
Does CWB repair negative affective states, or generate them? Examining the moderating role of trait empathy.	17
Times are changing, bias isn’t: A meta-meta-analysis on publication bias detection practices, prevalence rates, and predictors in industrial/organizational psychology.	17
Teamwork in the time of COVID-19: Creating, dissolving, and reactivating network ties in response to a crisis.	17
The inefficacy of LinkedIn? A latent change model and experimental test of using LinkedIn for job search.	17
How cheating undermines the perceived value of justice in the workplace: The mediating effect of shame.	17

I am nice and capable! How and when newcomers’ self-presentation to their supervisors affects socialization outcomes.	16
Dispositional empathy, emotional display authenticity, and employee outcomes.	16
A multirater perspective on personality and performance: An empirical examination of the trait–reputation–identity model.	16
Bright sparks and enquiring minds: Differential effects of goal orientation on the creativity trajectory.	16
Hitting the mark: The influence of emotional culture on resilient performance.	16
Does taking charge help or harm employees’ promotability and visibility? An investigation from supervisors’ status perspective.	16
Search committee diversity and applicant pool representation of women and underrepresented minorities: A quasi-experimental field study.	16
No guts, no glory? How risk-taking shapes dominance, prestige, and leadership endorsement.	16
Reflecting on death amidst COVID-19 and individual creativity: Cross-lagged panel data analysis using four-wave longitudinal data.	16
Variable work schedules, unit-level turnover, and performance before and during the COVID-19 pandemic.	16
The neglected role of collective customer perceptions in shaping collective employee satisfaction, service climate, voluntary turnover, and involuntary turnover: A cautionary note.	16
Risqué business? Interpersonal anxiety and humor in the #MeToo era.	15
Individualized pay-for-performance arrangements: Peer reactions and consequences.	15
Back-translation practices in organizational research: Avoiding loss in translation.	15
The influence of COVID-induced job search anxiety and conspiracy beliefs on job search effort: A within-person investigation.	15
A transactional stress theory of global work demands: A challenge, hindrance, or both?	15
Cognitive control strategies and adaptive performance in a complex work task.	15
Intraindividual variability in identity centrality: Examining the dynamics of perceived role progress and state identity centrality.	15
Thinking big: An integrative conceptual review of the workplace consequences of obesity and a theoretical extension of the processes that create them.	15
The positive and negative effects of social status on ratings of voice behavior: A test of opposing structural and psychological pathways.	15
Mindfulness attenuates both emotional and behavioral reactions following psychological contract breach: A two-stage moderated mediation model.	15
Diversity climate, trust, and turnover intentions: A multilevel dynamic system.	15
First impression effects in organizational psychology.	15
The impact of leader dominance on employees’ zero-sum mindset and helping behavior.	14
Silence is golden: Extended silence, deliberative mindset, and value creation in negotiation.	14
Do financial incentives help or harm performance in interesting tasks?	14
When leader self-care begets other care: Leader role self-compassion and helping at work.	14
Enhancing employee creativity: Effects of choice, rewards and personality.	14
Out of sight and out of mind? Networking strategies for enhancing inclusion in multinational organizations.	13
Job search self-regulation during COVID-19: Linking search constraints, health concerns, and invulnerability to job search processes and outcomes.	13
How and when managers reward employees’ voice: The role of proactivity attributions.	13
Is student loan debt good or bad for full-time employment upon graduation from college?	13
Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan.	13
Understanding the relationship between prior to end-of-workday physical activity and work–life balance: A within-person approach.	12
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	12
Inclined but less skilled? Disentangling extraversion, communication skill, and leadership emergence.	12
How CEOs respond to mortality salience during the COVID-19 pandemic: Integrating terror management theory with regulatory focus theory.	12
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	12
The trainer matters: Cross-classified models of trainee reactions.	12
Pain or gain? Understanding how trait empathy impacts leader effectiveness following the provision of negative feedback.	12
Daily engagement and productivity: The importance of the speed of engagement.	12
Multiple jobholding motivations and experiences: A typology and latent profile analysis.	11
Stakeholders in safety: Patient reports on unsafe clinical behaviors distinguish hospital mortality rates.	11
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	11
Employees’ reactions toward COVID-19 information exposure: Insights from terror management theory and generativity theory.	11
Beyond choosing to leave: The interactive effects of on- and off-the-job embeddedness on involuntary turnover.	11
Flexible schedules across working lives: Age-specific effects on well-being and work.	11
The role of justice perceptions in formal and informal university technology transfer.	11
“Burnt by the spotlight”: How leadership endorsements impact the longevity of female leaders.	11
Dual pathways to bias: Evaluators’ ideology and ressentiment independently predict racial discrimination in hiring contexts.	11
Feeling possessive, performing well? Effects of job-based psychological ownership on territoriality, information exchange, and job performance.	10
How team averages in authentic living and perspective-taking personalities relate to team information elaboration and team performance.	10
Coworker support and its relationship to allostasis during a workday: A diary study on trajectories of heart rate variability during work.	10
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	10
In the eye of the beholder: Considering culture in assessing the social desirability of personality.	10
Sticking out versus fitting in: A social context perspective of ingratiation and its effect on social exchange quality with supervisors and teammates.	10
Managing my shame: Examining the effects of parental identity threat and emotional stability on work productivity and investment in parenting.	10
The consequences of empathic concern for the actors themselves: Understanding empathic concern through conservation of resources and work-home resources perspectives.	10
Understanding job satisfaction in the causal attitude network (CAN) model.	10
It’s not only what you do, but why you do it: How managerial motives influence employees’ fairness judgments.	10
Beyond targets and instigators: Examining workplace incivility in dyads and the moderating role of perceived incivility norms.	10
How and when service beneficiaries’ gratitude enriches employees’ daily lives.	10
Motivated to “roll the dice” on trust: The relationships between employees’ daily motives, risk propensity, and trust.	10
Investing for keeps: Firms’ prepandemic investments in human capital decreased workforce reductions associated with COVID-19 financial pressures.	10
Gender-contingent effects of leadership on loneliness.	10
How employees react to unsolicited and solicited advice in the workplace: Implications for using advice, learning, and performance.	10
Taking peers into account: Adoption and effects of high-investment human resource systems.	9
Sacrificing heroes or suffering victims? Investigating third parties’ reactions to divergent social accounts of essential employees in the COVID-19 pandemic.	9
Is physical activity before the end of the workday a drain or a gain? Daily implications on work focus in regular exercisers.	9
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	9
Protecting their turf: When and why supervisors undermine employee boundary spanning.	9
Sharing is caring: The role of compassionate love for sharing coworker work–family support at home to promote partners’ creativity at work.	9
The PCMT model of organizational support: An integrative review and reconciliation of the organizational support literature.	9
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	9
Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.	9
Asians don't ask? Relational concerns, negotiation propensity, and starting salaries.	9
From inclusive climate to organizational innovation: Examining internal and external enablers for knowledge management capacity.	9
What does it cost you to get there? The effects of emotional journeys on daily outcomes.	9
When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees.	9
Measurement specificity with modern methods: Using dimensions, facets, and items from personality assessments to predict performance.	8
The gender equity gap: A multistudy investigation of within-job inequality in equity-based awards.	8
Work–leisure blending: An integrative conceptual review and framework to guide future research.	8
Vocational interests and adverse impact: How attraction and selection on vocational interests relate to adverse impact potential.	8
Turnover during a corporate merger: How workplace network change influences staying.	8
When discretionary boundary spanning relationships cease becoming discretionary: The impact of closed ties on informal leadership perceptions.	8
To thine own (empowered) self be true: Aligning social hierarchy motivation and leader behavior.	8
How well can an AI chatbot infer personality? Examining psychometric properties of machine-inferred personality scores.	8
Prompt-specificity in scenario-based assessments: Associations with personality versus knowledge and effects on predictive validity.	8
The missing middle: Asian employees’ experience of workplace discrimination and pro-black allyship.	8
Team leader coaching intervention: An investigation of the impact on team processes and performance within a surgical context.	8
A general response process theory for situational judgment tests.	8
Young stars and red giants: The moderating effect of age diversity on the relationship between the proportion of high performers and team performance.	8
Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior.	8
A review and theoretical framework for understanding external team contexts.	7
Trapped by a first hypothesis: How rudeness leads to anchoring.	7