OOIR: Observatory of International Research

Papers

(The H4-Index of Journal of Organizational Behavior is 28. 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 2022-04-01 to 2026-04-01.)

Article	Citations
	418
	111
When Does Top Management Team Diversity Matter in Large Organizations?	90
Human Capital Robotic Integration and Value Creation for Organizations	88
All set in stone? How essentialist beliefs about aging affect older workers' motivation to continue working beyond retirement age	74
Is There a Sweet Spot for Gender Diversity Effects on Financial Performance in Organizations? An S‐Curve Model Explanation	70
Moving from problems to solutions: A review of gender equality interventions at work using an ecological systems approach	66
Bias in the background? The role of background information in asynchronous video interviews	63
The multilevel well‐being paradox: Towards an integrative process theory of coping in teams	58
Does a stick work? A meta‐analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors	56
A Meta‐Analysis of Antecedents and Outcomes of Flexible Working Arrangements	51
Laughing with me or laughing at me? The differential effects of leader humor expressions on follower status and influence at work	50
Enhancing Subordinate Job Performance Through Coaching Behaviors: A Lay Epistemic Approach	46
Laying the groundwork for corporate social responsibility: Behavioral ethics in high‐hazard organizations	45
Ethnic minority CEO turnover: Resource‐based and leadership categorization perspectives	44
Customer‐Oriented Boundary Spanning, Functional Diversity, and Customer Adoption	37
Power of Narcissism Unleashed: Team Proactivity as a Function of Leader Narcissism, Collective Regulatory Focus, and Power Distance	37
Whose interests matter? The role of participation in inclusive organizational behavior	34
Neurodiversity Right: The Case for Neurodiversity Employment Programs	34
Promotion focus is valued in men more than in women	33
Neurodiversity at Work: A Hiring Revolution or Just “Lite” Inclusion?	33
Diversity, equity, and inclusion programs' emphasis on symbolism: Causes and consequences	32
Negative Feedback as a Necessary Evil: Unpacking the Role of the Organization's Social Context	32
Bringing contribution–receipt (im)balance to team–member exchange research: A moderated mediation model	32
Middle power plays: How and when Mach middle managers use downward abuse and upward guanxi to gain and maintain power	31

	29
Predictors of turnover amongst volunteers: A systematic review and meta‐analysis	29
Only time will tell: How teams centralize their voice around competent members over time to perform better	28