Journal of Occupational Health Psychology

Papers
(The median citation count of Journal of Occupational Health Psychology is 4. 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 2020-05-01 to 2024-05-01.)
ArticleCitations
Do personal resources and strengths use increase work engagement? The effects of a training intervention.66
Interventions for improving psychological detachment from work: A meta-analysis.55
Depending on your own kindness: The moderating role of self-compassion on the within-person consequences of work loneliness during the COVID-19 pandemic.54
Meta-regression analyses of relationships between burnout and depression with sampling and measurement methodological moderators.40
Coaching for primary care physician well-being: A randomized trial and follow-up analysis.39
Having control or lacking control? Roles of job crafting and service scripts in coping with customer incivility.35
A resources–demands approach to sources of job insecurity: A multilevel meta-analytic investigation.34
Safety training for migrant workers in the construction industry: A systematic review and future research agenda.30
Too proactive to switch off: When taking charge drains resources and impairs detachment.23
The long reach of the leader: Can empowering leadership at work result in enriched home lives?22
Capitalization on positive family events and task performance: A perspective from the work–home resources model.21
Why do emotional labor strategies differentially predict exhaustion? Comparing psychological effort, authenticity, and relational mechanisms.21
How do employees appraise challenge and hindrance stressors? Uncovering the double-edged effect of conscientiousness.21
The relationship between leadership support and employee sleep.20
The influence of target personality in the development of workplace bullying.20
Using playful work design to deal with hindrance job demands: A quantitative diary study.19
A meta-analysis of experienced incivility and its correlates: Exploring the dual path model of experienced workplace incivility.19
Beyond the individual: A systematic review of the effects of unit-level demands and resources on employee productivity, health, and well-being.19
Should I stay or should I go? The role of daily presenteeism as an adaptive response to perform at work despite somatic complaints for employee effectiveness.18
Browsing away from rude emails: Effects of daily active and passive email incivility on employee cyberloafing.18
An “I” for an “I”: A systematic review and meta-analysis of instigated and reciprocal incivility.18
Spiraling work engagement and change appraisals: A three-wave longitudinal study during organizational change.18
All about the money? Exploring antecedents and consequences for a brief measure of perceived financial security.17
Put you down versus tune you out: Further understanding active and passive e-mail incivility.17
Perceived overqualification and experiences of incivility: Can task i-deals help or hurt?16
Emotional labor: The role of organizational dehumanization.16
In the eye of the beholder: How proactive coping alters perceptions of insecurity.16
A clustered-randomized controlled trial of a self-reflection resilience-strengthening intervention and novel mediators.15
Ready for change? A longitudinal examination of challenge stressors in the context of organizational change.15
The dynamic nature of interpersonal conflict and psychological strain in extreme work settings.15
The daily exchange of social support between coworkers: Implications for momentary work engagement.15
Do challenge and hindrance job demands prepare employees to demonstrate resilience?15
How does daily performance affect next-day emotional labor? The mediating roles of evening relaxation and next-morning positive affect.14
Does it matter where you’re helpful? Organizational citizenship behavior from work and home.14
How social stressors at work influence marital behaviors at home: An interpersonal model of work–family spillover.14
Effects of a Total Worker Health® leadership intervention on employee well-being and functional impairment.14
Does bystander behavior make a difference? How passive and active bystanders in the group moderate the effects of bullying exposure.14
“A blessing and a curse”: Work loss during coronavirus lockdown on short-term health changes via threat and recovery.14
The C.A.R.E. model of employee bereavement support.13
Being mindful at work and at home: A diary study on predictors and consequences of domain-specific mindfulness.13
When work is your passenger: Understanding the relationship between work and commuting safety behaviors.13
Can two wrongs make a right? The buffering effect of retaliation on subordinate well-being following abusive supervision.13
Putting workplace bullying in context: The role of high-involvement work practices in the relationship between job demands, job resources, and bullying exposure.13
Effectiveness of a mindfulness- and skill-based health-promoting leadership intervention on supervisor and employee levels: A quasi-experimental multisite field study.13
Detecting false identities: A solution to improve web-based surveys and research on leadership and health/well-being.13
Coping with organizational layoffs: Managers’ increased active listening reduces job insecurity via perceived situational control.12
Coping with job insecurity: Employees with grit create I-deals.12
Occupational health psychology research and the COVID-19 pandemic.12
Treat me better, but is it really better? Applying a resource perspective to understanding leader–member exchange (LMX), LMX differentiation, and work stress.12
Workplace bullying as an organizational problem: Spotlight on people management practices.12
The moderating role of employee socioeconomic status in the relationship between leadership and well-being: A meta-analysis and representative survey.12
Because I know how it hurts: Employee bystander intervention in customer sexual harassment through empathy and its moderating factors.12
Perceived resilience and social connection as predictors of adjustment following occupational adversity.11
Short-term trajectories of workplace bullying and its impact on strain: A latent class growth modeling approach.11
Hidden costs of anticipated workload for individuals and partners: Exploring the role of daily fluctuations in workaholism.11
From microscopic to macroscopic perspectives and back: The study of leadership and health/well-being.10
Age and job fit: The relationship between demands–ability fit and retirement and health.10
The effects of unanswered supervisor support on employees’ well-being, performance, and relational outcomes.10
Role of work breaks in well-being and performance: A systematic review and future research agenda.10
The role of recovery for morning cognitive appraisal of work demands: A diary study.9
One size fits all? Contextualizing family-supportive supervision to help employees with eldercare responsibilities.9
The perfect recovery? Interactive influence of perfectionism and spillover work tasks on changes in exhaustion and mood around a vacation.9
When daily challenges become too much during COVID-19: Implications of family and work demands for work–life balance among parents of children with special needs.9
Job complexity and hazardous working conditions: How do they explain educational gradient in mortality?9
A meta-analytic validation study of the Shirom–Melamed burnout measure: Examining variable relationships from a job demands–resources perspective.9
Supportive supervisor training improves family relationships among employee and spouse dyads.8
Observer reactions to workplace mistreatment: It’s a matter of perspective.8
Work–family balance self-efficacy and work–family balance during the pandemic: A longitudinal study of working informal caregivers of older adults.8
Change of heart, change of mind, or change of willpower? Explaining the dynamic relationship between experienced and perpetrated incivility change.8
The ups and downs of the week: A person-centered approach to the relationship between time pressure trajectories and well-being.8
Disentangling between-person and reciprocal within-person relations among perceived leadership and employee well-being.8
Individual-focused occupational health interventions: A meta-analysis of randomized controlled trials.7
News from the front: A monthly study on stress and social support during a military deployment to a war zone.7
Looking forward: How anticipated workload change influences the present workload–emotional strain relationship.7
Understanding employees’ unused vacation days: A social cognitive approach.7
Effects of a workplace intervention on daily stressor reactivity.6
Crafting and human energy: Needs-based crafting efforts across life domains shape employees’ daily energy trajectories.6
A trait-interactionist approach to understanding the role of stressors in the personality–CWB relationship.5
Flaws and all: How mindfulness reduces error hiding by enhancing authentic functioning.5
Sleep has many faces: The interplay of sleep and work in predicting employees’ energetic state over the course of the day.5
Leader–member exchange (LMX) quality and follower well-being: A daily diary study.5
Longitudinal effects of transitioning into a first-time leadership position on wellbeing and self-concept.5
Does sleep help or harm managers’ perceived productivity? Trade-offs between affect and time as resources.5
Supportive leadership training effects on employee social and hedonic well-being: A cluster randomized controlled trial.5
How psychosocial safety climate (PSC) gets stronger over time: A first look at leadership and climate strength.5
How do humble people mitigate group incivility? An examination of the social oil hypothesis of collective humility.4
Can incivility be informative? Client incivility as a signal for provider creativity.4
The double-edged sword of manager caring behavior: Implications for employee wellbeing.4
Work event experiences: Implications of an expanded taxonomy for understanding daily well-being.4
When minor insecurities project large shadows: A profile analysis of cognitive and affective job insecurity.4
Subordinate poor performance as a stressor on leader well-being: The mediating role of abusive supervision and the moderating role of motives for abuse.4
Dynamic associations of relational conflicts at work and consequent negative emotion dynamics with diurnal cortisol variations.4
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