OOIR: Observatory of International Research

Papers

(The median citation count of Organizational Behavior and Human Decision Processes is 4. 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 2021-06-01 to 2025-06-01.)

Article	Citations
Editorial Board	80
Differences in consumer-benefiting misconduct by nonprofit, for-profit, and public organizations	44
Tangibility bias in investment risk judgments	39
Advice taking vs. combining opinions: Framing social information as advice increases source’s perceived helping intentions, trust, and influence	35
When we should care more about relationships than favorable deal terms in negotiation: The economic relevance of relational outcomes (ERRO)	35
Editorial Board	32
Editorial Board	32
The limits of inconspicuous incentives	30
Perceptions of conflict: Parochial cooperation and outgroup spite revisited	30
Hidden costs of text-based electronic communication on complex reasoning tasks: Motivation maintenance and impaired downstream performance	28
Illumination and elbow grease: A theory of how mental models of the creative process influence creativity	28
Gender and social entrepreneurship fundraising: A mission drift perspective	26
Going far together by being here now: Mindfulness increases cooperation in negotiations	26
Rupture and reclamation in the life story: The role of early relationships in self-narratives following a forced career transition	26
Cheating constraint decisions and discrimination against workers with lower financial standing	25
The race discipline gap: A cautionary note on archival measures of behavioral misconduct	23
The breadth of normative standards: Antecedents and consequences for individuals and organizations	20
Led by curiosity and responding with voice: The influence of leader displays of curiosity and leader gender on follower reactions of psychological safety and voice	19
The 1-in-X effect in perceptions of risk likelihood differences	19
Editorial Board	18
You don’t need to answer right away! Receivers overestimate how quickly senders expect responses to non-urgent work emails	18
Corrigendum to “Don’t fear the meter: How longer time limits bias managers to prefer hiring with flat fee compensation” [Org. Behav. Hum. Decis. Process. 162 (2021) 42–58]	17
Joining disconnected others reduces social identity threat in women brokers	17
Using fresh starts to nudge increased retirement savings	17
Chronic monitoring for wrongdoing as a signal of immoral character	17

Different ally motivations lead to different outcomes: How self-transcendence and self-enhancement values predict effectiveness of self-identified allies	16
Fragile or robust? Differential effects of gender threats in the workplace among men and women	16
Working during non-standard work time undermines intrinsic motivation	16
“It’s not about the money. It’s about sending a message!” Avengers want offenders to understand the reason for revenge	15
Publisher's note	15
The credibility dilemma: When acknowledging a (perceived) lack of credibility can make a boast more believable	14
When it pays to be kind: The allocation of indirect reciprocity within power hierarchies	14
The small-world illusion: Overestimating the frequency of in-person interactions with acquaintances	14
Open Science at OBHDP	14
Editorial Board	14
Range goals as dual reference points	13
Moral signaling through donations of money and time	13
Gender differences in interpersonal trust: Disclosure behavior, benevolence sensitivity and workplace implications	13
Unlocking creative potential: Reappraising emotional events facilitates creativity for conventional thinkers	13
A Numeracy-Task interaction model of perceived differences	13
Not all allies are created equal: An intersectional examination of relational allyship for women of color at work	13
Going beyond Western, Educated, Industrialized, Rich, and Democratic (WEIRD) samples and problems in organizational research	13
Editorial Board	13
Editorial Board	12
Scholars of color explore bias in academe: Calling in allies and sharing affirmations for us by us	12
Repeated engagement in misconduct by executives involved with financial restatements	12
Neuroticism and the sales profession	11
Indirect cronyism and its underlying exchange logic: How managers’ particularism orientation and the third Party’s hierarchical power strengthen its existence	11
The transparency dilemma: How AI disclosure erodes trust	11
When loyalty binds: Examining the effectiveness of group versus personal loyalty calls on followers’ compliance with leaders’ unethical requests	11
Norms for Behavioral Change (NBC) model: How injunctive norms and enforcement shift descriptive norms in science	11
Benevolent friends and high integrity leaders: How preferences for benevolence and integrity change across relationships	10
Editorial Board	10
The interpersonal consequences of stealing ideas: Worse character judgments and less co-worker support for an idea (vs. money) thief	10
Editorial Board	10
Thinking outside the box helps build social connections: The role of creative mindsets in reducing daily rudeness	10
Horseshoes, hand grenades, and regulatory enforcement: Close experience with potential sanctions and fraud deterrence	9
Allyship in the fifth trimester: A multi-method investigation of Women’s postpartum return to work	9
A multiattribute attentional drift diffusion model	9
The divergent impact of reward magnitude on goal eagerness and effort investment	9
Going beyond the call of duty under conditions of economic threat: Integrating life history and temporal dilemma perspectives	9
You can’t handle the truth! Conflict counterparts over-estimate each other’s feelings of self-threat	9
Misaligned mindsets between borrowers and lenders of small interpersonal loans	9
The stereotype rub-off effect – Organizational stereotypes modulate behavioural expectations, expectancy violation and punishment after transgressions	9
“You knew what you were getting into”: Perspective differences in gauging informed consent	9
Sweet ideas: How the sensory experience of sweetness impacts creativity	8
Escaping irony: Making research on creativity in organizations more creative	8
The motivating power of streaks: Increasing persistence is as easy as 1, 2, 3	8
Editorial Board	8
Medium is a powerful message: Pictures signal less power than words	8
Are they useful? The effects of performance incentives on the prioritization of work versus personal ties	8
The effect of paper outcomes versus realized outcomes on subsequent risk-taking: Field evidence from casino gambling	8
Just because you're powerless doesn't mean they aren't out to get you: Low power, paranoia, and aggression	8
Toward more diverse, generalizable organizational research: Preface to editorial by Pitesa and Gelfand	8
Who do they think they are?: A social-cognitive account of gender differences in social sexual identity and behavior at work	8

Editorial Board	7
A gender gap in managerial span of control: Implications for the gender pay gap	7
OBHDP’s adoption of Level 2 Transparency and Openness Promotion guidelines	7
When expressing pride makes people seem less competent	7
Hot streak! Inferences and predictions about goal adherence	7
The motivation of mission statements: How regulatory mode influences workplace discrimination	7
Food for thought: How curiosity externalization is fostered through organizational identity	7
The transforming power of self-forgiveness in the aftermath of wrongdoing	7
The confrontation effect: When users engage more with ideology-inconsistent content online	7
Doing good for (maybe) nothing: How reward uncertainty shapes observer responses to prosocial behavior	7
Toward a more inclusive academic community: Preface to Holmes et al. editorial	7
The divergent effects of diversity ideologies for race and gender relations	6
Investors respond negatively to executives’ discussion of creativity	6
Self-views of disadvantage and success impact perceptions of privilege among White men	6
An ally by any other name: Examining the effects of racial minority leaders as allies for advancing racial justice	6
Rewarding morality: How corporate social responsibility shapes top management team compensation votes	6
When do people claim to know the unknowable? The impact of informational context on overclaiming	6
When brokers don’t broker: Mitigating referral aversion in third-party help exchange	5
Flexing and floundering in the on-demand economy: Narrative identity construction under algorithmic management	5
Social distance, trust and getting “hooked”: A phishing expedition	5
It’s the journey, not just the destination: Conveying interpersonal warmth in written introductions	5
Swiftly judging whom to bring on board: How person perception (accurate or not) influences selection of prospective team members	5
Using allegations to understand selection bias in organizations: Misconduct in the Chicago Police Department	5
A voice inside my head: The psychological and behavioral consequences of auditory technologies	5
Editorial Board	5
Conceiving opposites together: Cultivating paradoxical frames and epistemic motivation fosters team creativity	5
From low power to action: Reappraising powerlessness as an opportunity restores agency	5
Promoting and supporting epiphanies in organizations: A transformational approach to employee development	5
The vigilante identity and organizations	5
What is a “likely” amount? Representative (modal) values are considered likely even when their probabilities are low	5
Experimental studies of conflict: Challenges, solutions, and advice to junior scholars	5
Setting the stage for negotiations: How superordinate goal dialogues promote trust and joint gain in negotiations between teams	4
Examining the empirical redundancy of organizational justice constructs	4
Distribution neglect in performance evaluations	4
Editorial Board	4
Embracing multicultural tensions: How team members’ multicultural paradox mindsets foster team information elaboration and creativity	4
The evolution of unethical behavior engagement amongst longshoremen in France: A 70-year perspective	4
Paying off the intergenerational debt: How and why children of immigrants status-strive at work	4
Work group rituals enhance the meaning of work	4
Against the odds: Developing underdog versus favorite narratives to offset prior experiences of discrimination	4
When the boss steps up: Workplace power, task responsibility, and engagement with unpleasant tasks	4
Social class background, disjoint agency, and hiring decisions	4
Editorial Board	4
Advantaged groups misperceive how allyship will be received	4