OOIR: Observatory of International Research

Papers

(The TQCC of Journal of Occupational and Organizational Psychology is 6. 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
Work‐related rumination as a mediator between hindrance demands and sleep quality	70
Mind the ad: How personality requirements affect older and younger job seekers' job attraction	39
When discordant work selves yield workplace creativity: The roles of creative process engagement and relational identification with the supervisor	37
A field experiment on the effects of weekly planning behaviour on work engagement, unfinished tasks, rumination, and cognitive flexibility	30
Boundaries for career success? How work–home integration and perceived supervisor expectation affect careers	28
Consistency matters: Exploring the different roles of climate variability on collective turnover	26
Risky business: Understanding the association between objective COVID‐19 occupational risk features and worker subjective risk perceptions	26
Do high performers always obtain supervisory career mentoring? The role of perspective‐taking	23
I don't want to leave my child: How mothers and fathers affect mother's breastfeeding duration and leave length	23
Challenging the doctrine of “non‐discerning” decision‐making: Investigating the interaction effects of cognitive styles	23
Development and validation of the Benevolent Sexism in the Workplace scale	22
The work‐habits intervention model: A 12‐month study to change work‐email habits	22
It takes two to tango: Linking signature strengths use and organizational support for strengths use with organizational outcomes	21
To collaborate or not? The moderating effects of team conflict on performance‐prove goal orientation, collaboration, and team performance	19
Workplace status differences and proactive behaviours: The role of perceived insider status and promotion criterion	19
The impact of supervisor–employee self‐protective implicit voice theory alignment	18
The effects of newcomer proactive behaviours on socialization outcomes: A meta‐analysis	18
Thematic trajectory analysis: A temporal method for analysing dynamic qualitative data	17
Redemption fromSRHRMunderCOVID‐19: How business threat due toCOVID‐19 affects employee insomnia via hope and workplace anxiety	17
Blessing or curse? When and why stretch goal promotes and inhibits employee job progression	17
How much do family‐supportive supervisor behaviours matter? A meta‐analysis based on the ability‐motivation‐opportunity framework	16
Identity work responses to workplace stigmatization: Power positions, authenticity, religious coping and religious accommodation for skilled practising Muslim professionals	15
It's a match! The role of coach–coachee fit for working alliance and effectiveness of coaching	15
Zooming in on the self in workplace coaching: Self‐regulation and its connection to coaching success	15
Understanding the dynamics of strategic renewal across domains: A work–home resources model perspective	14

For whom and why organizational dehumanization is linked to deviant behaviours	13
Voice for ourselves or myself in times of crisis: When and how crisis‐related uncertainty motivates employee voices	12
Pushing yourself to the edge: The relationship of worker self‐sacrifice behaviour with perceived role performance, emotional exhaustion, and partner self‐sacrifice	12
Different impacts of hedonic and utilitarian personal Internet usage behaviour on well‐being and work engagement: A daily examination	12
Self‐leadership: A meta‐analysis of over two decades of research	12
Every voice has its bright and dark sides: Understanding observers' reactions to coworkers' voice behaviours	11
Conquering knowledge exchange barriers with age differences: A stress appraisal perspective on the consequences of upward social comparisons	11
Thank you for the bad news: Reducing cynicism in highly identified employees during adverse organizational change	11
The challenge of managing and retaining risks: How a paradox perspective reduces harm, realizes opportunities and enriches performance	11
Setting our boundaries: The role of gender, values, and role salience in work–home boundary permeability	11
Zooming in: Identifying fine‐grained verbal dynamics that influence coachees' self‐regulation statements during copreneur coaching sessions	10
Adolescent dating violence and leader role occupancy	10
	10
	10
Career adaptability and proactive work behaviour: A relational model	10
A critical review of relationship quality measures: Is a fresh start needed? An agenda to move forward	10
Racism underlies seemingly race‐neutral conservative criticisms of DEI statements among Black and White people in the United States	9
Unpacking the relationship between leaders' age and active conflict management: The moderating role of generativity	9
Team informational resources, information elaboration, and team innovation: Diversity mindset moderating functional diversity and boundary spanning scouting effects	9
Why and when servant leadership spurs followers to speak up: A conservation of resources perspective	9
	9
Long‐term development in job crafting in employees with and without mental health issues during COVID‐19: The role of job resources	9
Your coworkers can make you sick: An investigation of coworker undermining and employee health	9
Dynamic resource‐acquisition strategies: Analysis of survivor betweenness centrality relationships after downsizing	8
The innovation paradox of global work: Does cultural tightness shape or constrain innovative behaviour?	8
Better to be optimistic, mindful, or both? The interaction between optimism, mindfulness, and task engagement	8
Curvilinear relationships in person‐environment fit research: Is there evidence for a too‐much‐of‐a‐good‐thing effect?	8
Spoiling for a fight: A relational model of daily work‐family balance satisfaction	8
Sustaining employees thriving at work through polychronicity and work engagement: The unintended (negative) consequence of training	8
Time matters: The role of recovery for daily mood trajectories at work	8
Reliability in assessment centres depends on general and exercise performance, but not on dimensions	8
Fostering intergenerational harmony: Can good quality contact between older and younger employees reduce workplace conflict?	8
Not all information is from insiders: Linking information from social media and customers to newcomers' pride, learning and socialization outcomes	8
Attitudes towards artificial intelligence at work: Scale development and validation	8
Generations in context: The development of a new approach using Twitter and a survey	7
Applicant reactions to algorithm‐ versus recruiter‐based evaluations of an asynchronous video interview and a personality inventory	7
Staying connected and feeling less exhausted: The autonomy benefits of after‐hour connectivity	7
	7
Whose lips are sealed? Gender differences in knowledge hiding at work	7
GROUPS 4 RETIREMENT: A new intervention that supports well‐being in the lead‐up to retirement by targeting social identity management	7
Learning and adaptation of transformational leaders: Linking transformational leadership to leader self‐efficacy for emotional regulation and work engagement	6
Tasks at hand or more challenges: The roles of regulatory focus and job insecurity in predicting work behaviours	6
Issue Information	6
A dual‐process model of the effects of boundary segmentation on work–nonwork conflict	6
Put me in coach: A daily examination of automated coaching on need for self‐knowledge and learning goal orientation through metacognitive activities	6
Would you trust an AI team member? Team trust in human–AI teams	6
What does schedule fit add to work–family research? The incremental effect of schedule fit on work–family conflict, schedule satisfaction, and turnover intentions	6