OOIR: Observatory of International Research

Papers

(The TQCC of Organizational Behavior and Human Decision Processes is 12. 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 2020-04-01 to 2024-04-01.)

Article	Citations
When eliminating bias isn’t fair: Algorithmic reductionism and procedural justice in human resource decisions	166
Helping People by Being in the Present: Mindfulness Increases Prosocial Behavior	96
Feeling proud but guilty? Unpacking the paradoxical nature of unethical pro-organizational behavior	67
Nudging: Progress to date and future directions	63
Wherever you go, there you become: How mindfulness arises in everyday situations	57
Conversational receptiveness: Improving engagement with opposing views	51
Same data, different conclusions: Radical dispersion in empirical results when independent analysts operationalize and test the same hypothesis	51
The dark side of creativity: Coworker envy and ostracism as a response to employee creativity	51
Humility breeds authenticity: How authentic leader humility shapes follower vulnerability and felt authenticity	46
Actionable recommendations for narrowing the science-practice gap in open science	46
Does being mindful make people more creative at work? The role of creative process engagement and perceived leader humility	43
Mind your own break! The interactive effect of workday respite activities and mindfulness on employee outcomes via affective linkages	41
Cultivating a conflict-positive workplace: How mindfulness facilitates constructive conflict management	39
Isolating the effect of injunctive norms on conservation behavior: New evidence from a field experiment in California	37
Man up and take it: Gender bias in moral typecasting	36
Creative destruction in science	35
Mindfulness arrives at work: Deepening our understanding of mindfulness in organizations	34
Mock meat in the butchery: Nudging consumers toward meat substitutes	31
Small steps to accuracy: Incremental belief updaters are better forecasters	31
Finding calm in the storm: A daily investigation of how trait mindfulness buffers against paranoid cognition and emotional exhaustion following perceived discrimination at work	29
What if diamonds did not last forever? Signaling status achievement through ephemeral versus iconic luxury goods	29
To be or not to be your authentic self? Catering to others’ preferences hinders performance	28
Humans judge, algorithms nudge: The psychology of behavior tracking acceptance	26
Juggling work and home selves: Low identity integration feels less authentic and increases unethicality	25
Behavior change	23

Authenticity at work: Its shapes, triggers, and consequences	23
Reputational and cooperative benefits of third-party compensation	23
Helping the organization but hurting yourself: How employees’ unethical pro-organizational behavior predicts work-to-life conflict	23
Crafting messages to fight dishonesty: A field investigation of the effects of social norms and watching eye cues on fare evasion	22
Pre-registration: Weighing costs and benefits for researchers	22
The (better than expected) consequences of asking sensitive questions	21
Longitudinal relations between workplace mistreatment and engagement – The role of suicidal ideation among employees with mood disorders	21
From whom do we learn group norms? Low-ranking group members are perceived as the best sources	21
You don’t need to answer right away! Receivers overestimate how quickly senders expect responses to non-urgent work emails	20
The motivation of mission statements: How regulatory mode influences workplace discrimination	20
Simplification and defaults affect adoption and impact of technology, but decision makers do not realize it	20
Opting-in to prosocial incentives	19
Financial shame spirals: How shame intensifies financial hardship	18
When poignant stories outweigh cold hard facts: A meta-analysis of the anecdotal bias	18
Open science and reform practices in organizational behavior research over time (2011 to 2019)	17
Flexing and floundering in the on-demand economy: Narrative identity construction under algorithmic management	17
Designing in-app messages to nudge behavior change: Lessons learned from a weight management app for young adults	17
The Diversity-Uncertainty-Valence (DUV) model of generalized trust development	17
Rethinking reappraisal: The double-edged sword of regulating negative emotions in the workplace	17
Using behavioral insights to increase attendance at subsidized preschool programs: The Show Up to Grow Up intervention	17
The demotivating effect (and unintended message) of awards	17
Using fresh starts to nudge increased retirement savings	16
Moral signaling through donations of money and time	16
A concrete example of construct construction in natural language	16
Active choice, implicit defaults, and the incentive to choose	16
Compensatory conspicuous communication: Low status increases jargon use	15
The liking gap in groups and teams	15
Patient responses to physician disclosures of industry conflicts of interest: A randomized field experiment	15
Decision making can be improved through observational learning	15
The conversations we seek to avoid	14
Perceptions of conflict: Parochial cooperation and outgroup spite revisited	14
A multiattribute attentional drift diffusion model	14
Agentic but not warm: Age-gender interactions and the consequences of stereotype incongruity perceptions for middle-aged professional women	14
Rupture and reclamation in the life story: The role of early relationships in self-narratives following a forced career transition	13
Feeling authentic serves as a buffer against rejection	13
Revisiting attribute framing: The impact of number roundedness on framing	13
Ambivalent bosses: An examination of supervisor expressed emotional ambivalence on subordinate task engagement	13
Nudges and choice architecture in organizations: New frontiers	13
Designing nudges for the context: Golden coin decals nudge workplace behavior in China	12
Tailoring the intervention to the self: Congruence between self-affirmation and self-construal mitigates the gender gap in quantitative performance	12
Emotional acknowledgment: How verbalizing others’ emotions fosters interpersonal trust	12
Gender, power and emotions in the collaborative production of knowledge: A large-scale analysis of Wikipedia editor conversations	12
Better to give than to receive (or seek) help? The interpersonal dynamics of maintaining a reputation for creativity	12
What is your status portfolio? Higher status variance across groups increases interpersonal helping but decreases intrapersonal well-being	12
What is a habit? Diverse mechanisms that can produce sustained behavior change	12
Work group rituals enhance the meaning of work	12