Journal of Applied Psychology

Article	Citations
Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.	172
What happens after anti-Asian racism at work? A moral exclusion perspective on coworker confrontation and mechanisms.	163
Supplemental Material for Are Automated Video Interviews Smart Enough? Behavioral Modes, Reliability, Validity, and Bias of Machine Learning Cognitive Ability Assessments	152
Nonlinear effect of employee ownership on organizational financial misdeeds: The moderating role of organizational size.	105
Quantifying the evidence for the absence of the job demands and job control interaction on workers’ well-being: A Bayesian meta-analysis.	96
What makes you proactive can burn you out: The downside of proactive skill building motivated by financial precarity and fear.	95
A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.	93
Supplemental Material for Meta-Analytical Estimates of Interrater Reliability for Direct Supervisor Performance Ratings: Optimism Under Optimal Measurement Designs	92
Supplemental Material for Designing Pareto-Optimal Selection Systems for Multiple Minority Subgroups and Multiple Criteria	92
Supplemental Material for Asians Don’t Ask? Relational Concerns, Negotiation Propensity, and Starting Salaries	84
Supplemental Material for Organizational Political Affiliation and Job Seekers: If I Don’t Identify With Your Party, Am I Still Attracted?	82
Supplemental Material for Protecting Their Turf: When and Why Supervisors Undermine Employee Boundary Spanning	79
Supplemental Material for Consequences of Perceiving Organization Members as a Unified Entity: Stronger Attraction, but Greater Blame for Member Transgressions	78
Supplemental Material for You Are What You Eat: How and When Workplace Healthy Eating Cultivates Coworker Perceptions and Behaviors	76
Supplemental Material for Pain or Gain? Understanding How Trait Empathy Impacts Leader Effectiveness Following the Provision of Negative Feedback	72
Supplemental Material for Bright Sparks and Enquiring Minds: Differential Effects of Goal Orientation on the Creativity Trajectory	68
Supplemental Material for Conquering Unwanted Habits at the Workplace: Day-Level Processes and Longer Term Change in Habit Strength	67
Supplemental Material for Race and Reactions to Women’s Expressions of Anger at Work: Examining the Effects of the “Angry Black Woman” Stereotype	67
Supplemental Material for The Nonlinear Relationship Between Atypical Applicant Experience and Hiring: The Red Flags Perspective	66
Supplemental Material for Hitting the Mark: The Influence of Emotional Culture on Resilient Performance	66
Supplemental Material for Organizational-Level Perceived Support Enhances Organizational Profitability	65
Supplemental Material for Feeling Negative or Positive About Fresh Blood? Understanding Veterans’ Affective Reactions Toward Newcomer Entry in Teams From an Affective Events Perspective	65
Supplemental Material for Too Good to Be True? Are Supervisor-Perspective Ratings a Valid Substitute for Actual Supervisor Ratings?	64
Supplemental Material for My Boss Is Younger, Less Educated, and Shorter Tenured: When and Why Status (In)Congruence Influences Promotion System Justification	61
Supplemental Material for Adverse Impact Reduction and Job Performance Optimization via Pareto-Optimal Weighting: A Shrinkage Formula and Regularization Technique Using Machine Learning	60

Supplemental Material for A Meta-Analysis on the Crossover of Workplace Traumatic Stress Symptoms Between Partners	59
A power dependence model of the impact of leader impostorism on supervisor support and undermining: The moderating role of power distance.	58
When, why, and for whom is receiving help actually helpful? Differential effects of receiving empowering and nonempowering help based on recipient gender.	57
Supplemental Material for The PCMT Model of Organizational Support: Scale Development and Theoretical Application	55
"Transformed by the family: An episodic, attachment theory perspective on family–work enrichment and transformational leadership." Correction to McClean et al. (2021).	55
Supplemental Material for What Should I Wear to Work? An Integrative Review of the Impact of Clothing in the Workplace	54
Are leaders still presumed white by default? Racial bias in leader categorization revisited.	53
Supplemental Material for The Benefits of Cognitive Style Versatility for Collaborative Work	52
Supplemental Material for Preventing Success: How a Prevention Focus Causes Leaders to Overrule Good Ideas and Reduce Team Performance Gains	52
Supplemental Material for Is It Just Me or Am I the People’s Choice? The Stress and Performance Implications of (In)Congruence Between Self- and Other-Identification as a Leader or Follower	52
Supplemental Material for Wearing Different Hats Enriches “Outside the Box” Thinking: Examining the Relationship Between Personal Life Activity Breadth and Creativity at Work	51
Emboldened in the rap “game”: How severely stigmatized video models navigate disrespect and vulnerability to workplace mistreatment.	49
Gender and social network brokerage: A meta-analysis and field investigation.	49
From zero to hero and back to zero: The consequences of status inconsistency between the work roles of multiple jobholders.	48
Virtual surface acting in workplace interactions: Choosing the best technology to fit the task.	47
Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex.	45
The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment.	45
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.	44
The dynamics of gender and alternatives in negotiation.	42
Rookies connected: Interpersonal relationships among newcomers, newcomer adjustment processes, and socialization outcomes.	41
Familial resemblance, citizenship, and counterproductive work behavior: A combined twin, adoption, parent–offspring, and spouse approach.	40
Talking about COVID-19 is positively associated with team cultural tightness: Implications for team deviance and creativity.	40
Investing for keeps: Firms’ prepandemic investments in human capital decreased workforce reductions associated with COVID-19 financial pressures.	39
Dormant tie reactivation as an affiliative coping response to stressors during the COVID-19 crisis.	39
Not very competent but connected: Leaders’ use of employee social networks as prisms to make delegation decisions.	39
Are there cracks in our foundation? An integrative review of diversity issues in job analysis.	38
Daily engagement and productivity: The importance of the speed of engagement.	38
A field experiment on subgoal framing to boost volunteering: The trade-off between goal granularity and flexibility.	37
A review and theoretical framework for understanding external team contexts.	37
Social support at work carries weight: Relations between social support, employees’ diurnal cortisol patterns, and body mass index.	37
Choosing sides: CEO gender and investor support for activist campaigns.	36
Toward a better understanding of the causal effects of role demands on work–family conflict: A genetic modeling approach.	36
On the asymmetry of losses and gains: Implications of changing work conditions for well-being.	35
Challenging conclusions about predictive bias against Hispanic test takers in personnel selection.	35
Challenging racism as a Black police officer: An emergent theory of employee anti-racism.	35
Egalitarian norm messaging increases human resources professionals’ salary offers to women.	35
(Mitigating) the self-fulfillment of gender stereotypes in teams: The interplay of competence attributions, behavioral dominance, individual performance, and diversity beliefs.	35
Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility t	34
Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.	33
Correcting for range restriction in meta-analysis: A reply to Oh et al. (2023).	33
Reciprocal relationships between narcissism and agentic versus communal work activities across the first 6 years of the career.	32
Rumor has it: CEO gender and response to organizational denials.	32
Revisiting Sackett et al.’s (2022) rationale behind their recommendation against correcting for range restriction in concurrent validation studies.	32
Navigating inter-team competition: How information broker teams achieve team innovation.	31
Sensemaking through the storm: How postpartum depression shapes personal work–family narratives.	31
Politics speak louder than skills: Political similarity effects in hireability judgments in multiparty contexts and the role of political interest.	30
A contemporary look at the relationship between general cognitive ability and job performance.	30
Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.	30
The definition and measurement of human capital resources: A content and meta-analytic review.	29
Looking inside the black box of gender differences in creativity: A dual-process model and meta-analysis.	29

Perceived organizational change strengthens organizational commitment and organizational citizenship behavior via increased organizational nostalgia.	28
Following community norms or an internal compass? The role of prospective leaders’ social category membership in the differential effects of authentic and ethical leadership on stereotype threat.	28
Rudeness and team performance: Adverse effects via member social value orientation and coordinative team processes.	28
Supplemental Material for Self-Promotion in Entrepreneurship: A Driver for Proactive Adaptation	28
Disentangling the relational approach to organizational justice: Meta-analytic and field tests of distinct roles of social exchange and social identity.	28
The effect of mindfulness and job demands on motivation and performance trajectories across the workweek: An entrainment theory perspective.	27
Trapped by a first hypothesis: How rudeness leads to anchoring.	27
Understanding racism in the workplace.	27
Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition.	27
With great power comes more job demands: The dynamic effects of experienced power on perceived job demands and their discordant effects on employee outcomes.	27
A meta-analytic test of multiplicative and additive models of job demands, resources, and stress.	27
Preventing success: How a prevention focus causes leaders to overrule good ideas and reduce team performance gains.	27
Profiles in time: Understanding the nature and outcomes of profiles of temporal focus.	26
The nonlinear relationship between atypical applicant experience and hiring: The red flags perspective.	26
First impression effects in organizational psychology.	26
The influence of COVID-induced job search anxiety and conspiracy beliefs on job search effort: A within-person investigation.	25
When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees.	25
Turnover during a corporate merger: How workplace network change influences staying.	25
A perfect storm: Customer sexual harassment as a joint function of financial dependence and emotional labor.	25
The effects of blue-light filtration on sleep and work outcomes.	25
Does a healthy lifestyle matter? A daily diary study of unhealthy eating at home and behavioral outcomes at work.	24
A creativity stereotype perspective on the Bamboo Ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States.	24
From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.	24
I am nice and capable! How and when newcomers’ self-presentation to their supervisors affects socialization outcomes.	24
A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.	24
The organizational psychology of gig work: An integrative conceptual review.	24
Does educational attainment promote job satisfaction? The bittersweet trade-offs between job resources, demands, and stress.	24
When CEOs are all about themselves: Perceived CEO narcissism and middle managers’ workplace behaviors amid the COVID-19 pandemic.	24
Resource leverage, resource depletion: A multilevel perspective on multiple team membership.	24
Hitting the mark: The influence of emotional culture on resilient performance.	24
Do you see me? An inductive examination of differences between women of color’s experiences of and responses to invisibility at work.	24
Too much to know? The cognitive demands of daily knowledge seeking and the buffering role of coworker contact quality.	23
Evaluating the impact of the live healthy, work healthy program on organizational outcomes: A randomized field experiment.	23
“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	23
Uncontrolled control variables: The extent that a researcher’s degrees of freedom with control variables increases various types of statistical errors.	23
Boundary work as a buffer against burnout: Evidence from healthcare workers during the COVID-19 pandemic.	23
Automated video interview personality assessments: Reliability, validity, and generalizability investigations.	22
Personality and leadership: Meta-analytic review of cross-cultural moderation, behavioral mediation, and honesty-humility.	22
Incivility and creativity in teams: Examining the role of perpetrator gender.	22
Job search and employment success: A quantitative review and future research agenda.	22
Supplemental Material for Reconciling Female Agentic Advantage and Disadvantage With the CADDIS Measure of Agency	21
The costs of mindfulness at work: The moderating role of mindfulness in surface acting, self-control depletion, and performance outcomes.	21
Relationship-specific (dyadic) humility: How your humility predicts my psychological safety and performance.	21
Supplemental Material for Gender, Bottom-Line Mentality, and Workplace Mistreatment: The Roles of Gender Norm Violation and Team Gender Composition	21
Supplemental Material for More Than Just a Number: Different Conceptualizations of Multiple Team Membership and Their Relationships With Emotional Exhaustion and Turnover	21
Supplemental Material for Promotive and Prohibitive Ethical Voice: Coworker Emotions and Support for the Voice	21
Supplemental Material for Counteracting the Effects of Performance Pressure on Cheating: A Self-Affirmation Approach	21
The importance of leader recovery for leader identity and behavior.	21
Supplemental Material for A Creativity Stereotype Perspective on the Bamboo Ceiling: Low Perceived Creativity Explains the Underrepresentation of East Asian Leaders in the United States	20
Supplemental Material for Is It Time to Update and Expand Training Motivation Theory? A Meta-Analytic Review of Training Motivation Research in the 21st Century	20
Supplemental Material for The Impact of Supportive Leadership on Employee Outcomes During Organizational Mergers: An Organizational-Level Field Study	20
Supplemental Material for Status Acuity: The Ability to Accurately Perceive Status Hierarchies Reduces Status Conflict and Benefits Group Performance	20
Acknowledgment of Ad Hoc Reviewers	19
Supplemental Material for Managing Unit Human Capital Resources: Integrating Insights From Human Resource Management and Unit Leadership Literatures	19
Supplemental Material for Challenging Racism as a Black Police Officer: An Emergent Theory of Employee Anti-Racism	19
Supplemental Material for Unpacking On-Task Effort in Performance-Based Learning: Information–Knowledge Gaps Guide Effort Allocation Decisions	19
Supplemental Material for A Comprehensive Examination of the Cross-Validity of Pareto-Optimal Versus Fixed-Weight Selection Systems in the Biobjective Selection Context	19
Supplemental Material for Familial Resemblance, Citizenship, and Counterproductive Work Behavior: A Combined Twin, Adoption, Parent–Offspring, and Spouse Approach	19
Supplemental Material for Revisiting Sackett et al.’s (2022) Rationale Behind Their Recommendation Against Correcting for Range Restriction in Concurrent Validation Studies	19
After shocks: The effects of internal sourcing on voluntary turnover.	18
Supplemental Material for Trickle-Up Effects of Children’s Financial Anxiety on Parent Retirement Intentions	18
Supplemental Material for Precommitment Can Allow Decision Makers to Maintain Trust When De-escalating Commitment	18
Not every part of a tree is a tree: A reply to Matta and Frank (2025).	18
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	17
The cost of managing impressions for Black employees: An expectancy violation theory perspective.	17
Supplemental Material for The Effectiveness of Work–Nonwork Interventions: A Theoretical Synthesis and Meta-Analysis	17
Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.	17
I need a vacation: A meta-analysis of vacation and employee well-being.	17
Supplemental Material for Employee Benefit Availability, Use, and Subjective Evaluation: A Meta-Analysis of Relationships With Perceived Organizational Support, Affective Organizational Commitment, Wi	17
Supplemental Material for The Rise of Robots Increases Job Insecurity and Maladaptive Workplace Behaviors: Multimethod Evidence	16
Supplemental Material for Automated Speech Recognition Bias in Personnel Selection: The Case of Automatically Scored Job Interviews	16
Supplemental Material for Asking for Less (but Receiving More): Women Avoid Impasses and Outperform Men When Negotiators Have Weak Alternatives	16
Supplemental Material for The “Double-Edged Sword” Effects of Career Support Mentoring on Newcomer Turnover: How and When It Helps or Hurts	16
Supplemental Material for Jekyll and Hyde Leadership: Examining the Direct and Vicarious Experiences of Abusive and Ethical Leadership Through a Justice Variability Lens	16
No guts, no glory? How risk-taking shapes dominance, prestige, and leadership endorsement.	15
The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.	15
Pushing the boundaries: A qualitative study of how stem women adapted to disrupted work–nonwork boundaries during the COVID-19 pandemic.	15
Supplemental Material for The Cognitive Cost of Going the Extra Mile: How Striving for Improvement Relates to Cognitive Performance	15
Dynamic and reciprocal relations between job insecurity and physical and mental health.	15
The regulating role of mindfulness in enacted workplace incivility: An experience sampling study.	15

Supplemental Material for The Enemy Within One’s Own Ranks: Meta-Analysis on the Effects of Psychopathy on Workplace-Related Behavior	15
Supplemental Material for Insights From an Updated Personnel Selection Meta-Analytic Matrix: Revisiting General Mental Ability Tests’ Role in the Validity–Diversity Trade-Off	15
Self-promotion in entrepreneurship: A driver for proactive adaptation.	15
Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance.	15
The forgotten side of empowering others: How lower social structural empowerment attenuates the effects of empowering leadership on employee psychologic	15