OOIR: Observatory of International Research

Papers

(The median citation count of Group & Organization Management is 2. 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 2021-09-01 to 2025-09-01.)

Article	Citations
Temporal Adaptive Capacity: A Competency for Leading Organizations in Temporary Interorganizational Collaborations	85
The Value of Small Samples to Groups and Teams Research: Accumulating Knowledge across Philosophies of Science	78
Black Women’s Career Success: Integrating Intersectionality and Career Success Research	46
Psychological Contracts at Different Levels: The Cross-Level and Comparative Multilevel Effects of Team Psychological Contract Fulfillment	44
Boosting Firm Environmental Performance: The Roles of Top Management Team Functional Diversity, Environmental Disclosures, and Government Subsidy	33
A Commentary on Palmer et al. (2024): Examinations of Cross-Cultural Generalizability Require Data Reflecting Cross-Cultural Variability	31
Good Soldiers versus Organizational Wives: Does Anyone (Besides Us) Care that Organizational Citizenship Behavior Scales Are Gendered and Mostly Measure Men’s—but Not Women’s—Citizenship Behavior?	30
Feeling Underqualified and out of My League: Motivational and Affective Paths to Adaptive and Maladaptive Behaviors	24
Sustainability is Dead, Long Live Sustainability! Paving the Way to Include ‘The People’ in Sustainability	21
Women’s Double Penalty During Telework: A Mixed Method Investigation of the Gender Effect of Interruptions Between Work and Childcare	20
Like Superman, Institutional Review Boards Play an Important Role, But When Unchecked Can Cause Significant Collateral Damage: Five Reasons That it is Time to Reset Institutional Review Boards	20
Nature, Predictors, and Outcomes of Workers’ Longitudinal Workaholism Profiles	19
Sharing a Team’s Vision: Discretionary Behavioral Expectations, Trust, and Team Autonomy, oh my!	18
50 Years of Sports Teams in Work Teams Research: Missed Opportunities and New Directions for Studying Team Processes	18
Minority Employees as Resources: Nonlinear Relationship Between Racial Minority Employee Proportion and Unit Performance	18
A Commentary on Fezzey et al. (2025): CEO Activism in Family Firms	17
Turning a Blind Eye to Gender at Work: A Call to Action for Management Scholarship	15
A Process Perspective on Adaptive Performance: Research Insights and New Directions	14
Use of Political Skills by Leaders to Establish Successful Organizational Change	14
Maybe It Is Who You Know: Social Networks and Leader–Member Exchange Differentiation	14
Imagine How Future Workplaces Could Be: Introducing Fictional Science to Organizational Behavior	13
Knowledge-Intensive HRM Systems and Performance of Knowledge-Intensive Teams: Mediating Role of Team Knowledge Processes	13
Relationship Formation and Change in Ego Networks: A Regulatory Focus Framework	13
Good Things Can Come in Smaller Packages if Given the Chance: Let’s Not Forget That When Conducting Organizational Team Research	12
Heartsick for Home: An Integrative Review of Employee Homesickness and an Agenda for Future Research	12

Change in Newcomers’ Perceived Insider Status Over Time: An Examination of its Relationships with Abusive Supervision and Well-Being	12
The Motivation to Be Inclusive: Understanding How Diversity Self-Efficacy Impacts Leader Effectiveness in Racially Diverse Workgroups	12
Proximally Fat? Extending Stigma by Association to Explore Why an Employee May be Impacted by Another Employee’s Obesity	11
The role taking dynamics of change recipients: A narrative analysis	11
A Commentary on Wolf and Stock-Homburg (2025): Boundaries of Robotic Authority	10
Multiple status signals in multinational teams: Implications of lingua franca proficiency and task expertise for informal leadership	10
The Working Wounded: The Effect of Bereavement Grief and Organizational Policies and Practices on Employee Outcomes	10
How and When Can Robots Be Team Members? Three Decades of Research on Human–Robot Teams	9
Beyond Diversity and Homogeneity: Conceptualizing Compatibility in Cognition	9
It’s About Time! Understanding the Dynamic Team Process-Performance Relationship Using Micro- and Macroscale Time Lenses	9
Are Gritty Leaders Happier or Unhappier? It Depends on How Prudent They are	9
Temporal contexts and actors vis-a-vis I-deals' timing and creation: Evidence from Nigeria	9
The Whole Is Greater Than the Sum of Its Parts: Exploring Attributes of Team Work Engagement Climate	8
Is It Important to Pay Employees? An Update on the Research	8
Event Characteristics and Team Adaptation in Extreme Contexts: Evidence from an Antarctic Summer Campaign	8
How Does Workplace Gossip Benefit Gossip Actors? The Impact of Workplace Gossip on Power and Voluntary Turnover	8
Private Patriarchy’s Impact on Women’s Careers: Through Kaleidoscope Career Model Lens	8
To Share or Not to Share: Centering Individual Perspectives in Shared Leadership	8
Building Trust in Teams: Engaging Less Conscientious Team Members through Team Workload-Sharing	8
“It’s Not the CEOs, It’s Us”: On the Challenges of CEO Research and a Call for Deeper Engagement	8
Not Aware or Don’t Dare! The Use and Efficacy of Employer-Sponsored Mental Wellbeing Programs	8
A Conceptual Model of Trust, Perceived Risk, and Reliance on AI Decision Aids	7
A Commentary on Fezzey et al. (2024): Will the Real CEO Activist Stand up? An Examination of CEO Ultimate Motives for Activism	7
The 2022 Conceptual Issue: Highlighting the Individual, Team, and Organizational Building Blocks of Effective Organizations	7
Problematic Workplace Behaviours in the Software Development Profession: Using Transactional Analysis to Diagnose Toxicity and Improve Relationships at Work	7
From Building and Preserving to Eroding Trust: A Multi-level Analysis	7
One Size Does Not Fit All: Mechanisms of Employees’ Acceptance of Robotic Lower-Level Managers	7
Amoral Management as a Double-Edged Sword: How May it Shape Subordinate Work Performance?	7
Leadership and Environmental Sustainability: An Integrative Conceptual Model of Multilevel Antecedents and Consequences of Leader Green Behavior	7
A Commentary on Miron et al. (2024): When Does Power Override Organizational Justice?	7
A Configurational Approach to Investigating the Relationship Between Organizational Culture and Organizational Effectiveness Using Fuzzy-Set Analysis	7
Cultural Values as Moderators of the Relationship between Destructive Leadership and Followers’ Job Satisfaction	7
CEO Humility, Corporate Entrepreneurship, and the Moderating Influence of Discretionary Forces in the Task Environment	6
A Resource-Acquisition Perspective: Examining the Effects of Downsizing on Work-Related Relationships and Performance	6
I’m Sick of This: Prioritise A Sustainable Return-to-Work for Employees on Sick Leave	6
Talents Under Threat: The Anticipation of Being Ostracized by Non-Talents Drives Talent Turnover	6
The Emergence of Collective Cultural Intelligence in Teams in Multicultural Contexts: A Dynamic Perspective	6
In Pursuit of Impact: How Psychological Contract Research Can Make the Work-World a Better Place	6
A Purposeful Approach to LMX Differentiation: The Role of LMX With Key Members	6
Pace or Plummet? How Psychological Contract Breach Shapes Employee Performance Over Time	6
A Commentary on Santuzzi et al. (2024): The Undisclosed Story of Disclosure Statements	6
Self-Compassion, Performance, and Burnout: Surfacing an Unknown Work Construct	6
A Commentary on Palmer et al. (2024): Navigating Leadership Theories, Gender, and the Role of AI	6
The Corporate Office as a WorkPlace: A Pandemic-Spanning Exploration of Organizational Place in Context	6
A Commentary on Choudhury and Maupin (2025): Revisiting the Downsides of Shared Leadership From a Multilevel and Resource-Oriented Perspective	5
How and Why? A Review of Corporate Political Activity Predictors and Actions	5
Being Active and Central: Proximal and Distal Career Benefits of Providing Mentoring Within Intraorganizational Developmental Networks	5
The Use of Flexible Work Arrangements: Examining Experiences of Perceived Backlash Through the Lens of Diversity	5
A Commentary on Miron et al. (2024): Resolving Identity Conflicts Through Identity Integration and Expansion	5
A Multilevel Person-Centered Perspective on the Role of Job Demands and Resources for Employees’ Job Engagement and Burnout Profiles	5

NegotiAct: Introducing a Comprehensive Coding Scheme to Capture Temporal Interaction Patterns in Negotiations	5
A Commentary on Thomas et al. (2024): Band-Aids on Bullet Wounds	5
Strategy to Expand Servanthood: Defining Desirable Distinctions Observed from the Field	5
Servant Leadership: Strengths, Weaknesses, and a Path Forward	5
SustAInable Employability: Sustainable Employability in the Age of Generative Artificial Intelligence	5
Who Will Serve the Reputationally Compromised Boards? Politicians’ Appointment to the Boards of Chinese MNCs in the US	5
Ups and Downs in Serving Us: Servant Leadership Behavior Variability Weakens the Benefit of Servant Leadership Behavior	5
Magic Number .95? Or was it .08? A Refresher on SEM Approximate Fit Indices Thresholds for Applied Psychologists and Management Scholars	4
When Are the Bigger Fish in the Small Pond Better Citizens? A Multilevel Examination of Relative Overqualification in Workgroups	4
Why do Employees (not) Support Enterprise Digital Transformation? A Transactional Theory of Stress Perspective	4
Greetings from the New Editor: Directions for Group & Organization Management	4
The Intersectional Role-(In) Congruity Effects of Age and Gender on Leadership Evaluations	4
Making Flexibility More I-Deal: Advancing Work-Life Equality Collectively	4
The Group & Organization Management 2024 Special Conceptual Issue: Applying New Perspectives to Advance our Understanding of Traditional Organizational Relationships	4
Moving Beyond Team Structure: Musings About a Psychological Sense of Team	4
Causal cycles, causal intervals, and measurement in over-time studies	4
Beyond Compliance: Utilizing Problem Identification Tools to More Effectively Reduce Workplace Discrimination	4
The Forgotten Working Class: A Call to Action Based upon a Repeated Cross-Sectional Examination of the Relationships Among Social Class, Financial Satisfaction, and Exhaustion	4
A Commentary on Desjardins et al. (2024): A Double Penalty, but now What?	4
The Perceived Influence Model of Trust: Toward a Multi-Trustee Theory	4
When boss puts off, the team worse off: The mitigating role of initiative-enhancing HRM systems	3
“Doing Distance”: The Role of Managers’ Enactment of Psychological Distance in Leader–Follower Relationships	3
I Did Something Wrong: How and When Leaders Ruminate and Recover from Their Abusive Supervision	3
A Tale of Two Offices: The Socioeconomic Environment’s Effect on Job Performance While Working From Home	3
Exploring Respectful Inquiry in Leader-Team Interactions: The Differential Effect of Leader Question Asking and Listening on Team Interaction Dynamics in Decision Making	3
Does Anyone Care About External Validity? A Call (or Plea?) for More OB/HR Research From Multiple Organizations/Industries, Panels, and Publicly Available Datasets	3
Unmasked: The Perils of Collegiality for Neurodiverse Faculty	3
Exploring the Sequential Relationship of a Leader’s Collective Leadership Style and the Team’s Shared Leadership: The Moderating Role of Gender	3
My Department or My Company? Group Status, Identity Configurations, and Citizenship Behaviors	3
When Groups of Different Sizes Collide: Effects of Targeted Verbal Aggression on Intragroup Functioning	3
Workplace Bullshitting: A Multidimensional Analysis of Motives	3
A Commentary on Wolf and Stock-Homburg (2025): Rethinking the Ethics of Robotic Management	3
A Tribute to Dr. Lucy Gilson: A Legacy of Inspiration and Leadership	3
A Commentary on Choudhury and Maupin (2025): Psychological Safety as a Critical Team-Level Moderator of Shared Leadership	3
A commentary on Thomas et al. (2024): How high achievers and hypercompetitive cultures May Be inadvertently dissuading mental health offering usage	3
A Multi-Level Framework of Inclusive Leadership in Organizations	3
Demographic Differences in Employee Work Location Preferences: Who Wants to Work Where	3
Introducing GOM Now	3
More than Follow the Leader: Expectations, Behaviors, Stability, and Change in a Co-Created Leadership Process	3
Drivers for Nominating First Women Executives: Empirical Evidence From Japanese Firms	3
Fostering Team Resilience Through Stressor Exposure: An Identity-Based Model and the Role of Charismatic Leadership	3
Why Showing Initiative is Not Enough in Teams: A Heat Map Analysis of Soccer Players’ Initiative and Team Coordination	3
Greetings From the New Editor	3
Riddle Me This: What Does the COVID-19 Crisis, Helping Behavior, Temporality, Work Interruptions, and the Gig Economy Have in Common? They Are GOM’s 2021 Best Papers!	3
Using a Role-Based Approach to Develop a Comprehensive Typology of Follower Characteristics and Behaviors	3
CEO Personality: The Cornerstone of Organizational Culture?	2
Archival Data Sets Should not be a Secondary (or Even Last) Choice in Micro-Organizational Research	2
Where are all the Low-Risk R&Rs?	2
Channeling personal initiative through team coordination: A heat map analysis of soccer players’ aggregate behavioral initiative	2
Directed but Reflecting: Guided Team Reflexivity as an Intervention to Foster Team Performance Improvement Under Directive Leadership	2
Damned If You Do and Damned If You Don’t: A Theoretical Examination and Extension of CEO Activism	2
It’s About Time: Understanding Job Crafting Through the Lens of Individuals’ Temporal Characteristics	2
Are You Asking the Correct Person (Hint: Oftentimes You are Not!)? Stop Worrying About Unfounded Common Method Bias Arguments and Start Using My Guide to Make Better Decisions of When to Use Self- and	2
Live to Work, Work to Live, and Work as a Necessary Evil: An Examination of the Structure and Stability of Work Ethic Profiles	2
Workplace and Individual Social Capital as Moderators on the Work-Life Interface Processes: Testing a Multilevel Model	2
A Commentary on Miron et al. (2024): Why Managers May Not Actually Stop Caring About Gender Inequality	2
Commentary on Fezzey et al. (2024): CEO Activism Takes Courage!	2
From Ideation to Implementation: A Model of Team Innovation	2
Unraveling Disruptions: How Employees Pick Up Signals of Change	2
Knowledge Networks, Collaboration Networks, and Local Search Behaviors	2
From White Knights to Mall Cops: How Data Officers are “Saving” Academia, One Pointless Rule at a Time	2
Rest Easy, Applied Researcher: Latent Profile Analysis is for You	2
What Does Your I-deal Say About Me? A Social Comparison Examination of Coworker Reactions to Flexibility I-deals	2
Temporal Proximity Matters: The Impact of Justice Information Timing on Psychological Contract Breach Resolution	2
A Commentary on Miron et al. (2024): Power Maintenance via Illusory Justice Begets Biased Appraisals as Systemic Practice	2
Gender, Structural Holes, and Citations: The Effects of Women’s Increasing Proportional Representation in a Field	2
Paying It Forward or Enjoying it Inward? Dual Motivations in Followers’ Interpersonal Agency Under Servant Leadership	2
The 2023 Conceptual Issue: So…Where Do We Go from Here?	2
A Commentary on Fezzey et al. (2024): Connecting Activism to Organizational Purpose	2
The Challenge-Hindrance Stressor Framework: An Integrative Conceptual Review and Path Forward	2
Anticipating Identity Management Decision-Making Process: The Case of Hijab Disclosure to Managers Through the Study of Time and Space	2