OOIR: Observatory of International Research

Papers

(The TQCC of Group & Organization Management is 5. 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 2021-08-01 to 2025-08-01.)

Article	Citations
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?	99
Temporal Adaptive Capacity: A Competency for Leading Organizations in Temporary Interorganizational Collaborations	79
Black Women’s Career Success: Integrating Intersectionality and Career Success Research	76
A Commentary on Palmer et al. (2024): Examinations of Cross-Cultural Generalizability Require Data Reflecting Cross-Cultural Variability	43
Psychological Contracts at Different Levels: The Cross-Level and Comparative Multilevel Effects of Team Psychological Contract Fulfillment	41
The Value of Small Samples to Groups and Teams Research: Accumulating Knowledge across Philosophies of Science	28
Feeling Underqualified and out of My League: Motivational and Affective Paths to Adaptive and Maladaptive Behaviors	27
Boosting Firm Environmental Performance: The Roles of Top Management Team Functional Diversity, Environmental Disclosures, and Government Subsidy	27
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	23
Women’s Double Penalty During Telework: A Mixed Method Investigation of the Gender Effect of Interruptions Between Work and Childcare	20
Nature, Predictors, and Outcomes of Workers’ Longitudinal Workaholism Profiles	20
Sustainability is Dead, Long Live Sustainability! Paving the Way to Include ‘The People’ in Sustainability	19
Minority Employees as Resources: Nonlinear Relationship Between Racial Minority Employee Proportion and Unit Performance	18
Maybe It Is Who You Know: Social Networks and Leader–Member Exchange Differentiation	18
50 Years of Sports Teams in Work Teams Research: Missed Opportunities and New Directions for Studying Team Processes	18
Use of Political Skills by Leaders to Establish Successful Organizational Change	18
Turning a Blind Eye to Gender at Work: A Call to Action for Management Scholarship	17
A Process Perspective on Adaptive Performance: Research Insights and New Directions	17
A Commentary on Fezzey et al. (2025): CEO Activism in Family Firms	17
Sharing a Team’s Vision: Discretionary Behavioral Expectations, Trust, and Team Autonomy, oh my!	15
The Motivation to Be Inclusive: Understanding How Diversity Self-Efficacy Impacts Leader Effectiveness in Racially Diverse Workgroups	14
Relationship Formation and Change in Ego Networks: A Regulatory Focus Framework	14
Imagine How Future Workplaces Could Be: Introducing Fictional Science to Organizational Behavior	14
Knowledge-Intensive HRM Systems and Performance of Knowledge-Intensive Teams: Mediating Role of Team Knowledge Processes	13
Change in Newcomers’ Perceived Insider Status Over Time: An Examination of its Relationships with Abusive Supervision and Well-Being	12

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