Industrial and Organizational Psychology-Perspectives on Science and P

Article	Citations
Not all “small business” is the same, and I-O has shoulders to stand on – CORRIGENDUM	104
Green from the ground up: An expanded call for research on nature contact to achieve environmental sustainability	43
Revisiting the paradox of replication: Is the solution to the paradox big data style research or something else?	37
Curiosity is the key to the future of learning and development	29
Presidential memorandum on return to in-person work: Implications for the federal workforce	28
A pragmatic framing perspective on DEI training	26
Activism or science? Navigating the tension between objectivity and advocacy in DEI research	26
Is the problem developmental review, or the development of peer review?	25
Embedding moral reframing in organizational policies for lasting DEI impact	25
Personality and rater bias: How personality traits influence rater bias and training proficiency	23
Leveraging quiet: The power of choosing your workspace	20
The importance of representativeness as well as timeliness in studying technology: Three additional suggestions	16
(Conditionally) Supporting polycultural organizations through bidirectional allyship	16
How abduction can help produce timelier technology research	16
Work can be good; not all work is good—let’s make it better	16
The impact of recent executive orders on diversity, equity, inclusion, and accessibility in research and graduate training in industrial-organizational psychology	15
The unequal burden of DEI bans	14
Moving from opposition to taking ownership of open science to make discoveries that matter	13
Anti-work offers many opportunities for I-O psychologists	13
It takes a [helpful] village: Recognizing and minimizing unhelpful help to better support female caregivers in academia	12
POSH, plus nonvisible disabilities	12
Cybervetting: Facebook is dead, long live LinkedIn?	12
Organizational research on weight stigma must center targets’ perspectives	12
Breaking the sound barrier: Quiet spaces may also foster inclusivity for the neurodiverse community	10
Minding the gap: Mindful inclusion of opposing perspectives to protect DEI initiatives	10

Depoliticizing DEI: Path to fulfillment of its core values and effective implementation	9
Interpreting the magnitude of predictor effect sizes: It is time for more sensible benchmarks	9
Beyond organizational size: Recommendations for addressing the scientist–practitioner gap	9
Addressing labor gaps with the science of workplace learning	9
Enjoy the silence: Providing space for introverted employees to thrive	9
“404 error—interdisciplinarity not found”: Removing barriers to technology research in I-O psychology	9
Bridging the academic–practice gap through big team science initiatives	9
Too early to call: What we do (not) know about the validity of cybervetting	9
Was Keynes thwarted by consumerism? Insatiable needs, voluntary simplicity, and the pursuit of leisure	8
IOP volume 15 issue 4 Cover and Front matter	8
The importance of reflective practices for decision makers: A possible part of the solution for helping the field	8
The dual role of faculty and motherhood: Enabling resources for successful coping	8
Twinks, jocks, and bears—oh my! The stereotype content model extended to gay men and weight at work	7
Economic inequality drives longer work hours	6
Antiwork or antimaster? Reframing the antiwork movement through a racial lens	6
Sensibility over urgency: Applying a prudent researcher standard to timelier technology research	6
Igniting progress: SIOP’s role in advocating DEI policy change	6
Future-proofing I-O psychology: The need for updated graduate curriculum	6
Including followers in the leadership “equation” may help limit leader narcissism	6
The weight of beauty in psychological research	5
Workplace learning and the future of work	5
Developing reviewer competence across the career span	5
Becoming and acting as an ally against weight-based discrimination	5
Industrial and organizational psychology stakeholders and collaborators must include economists, political scientists, and policy makers	5
Don’t get bogged down by the backlash	5
Addressing antiwork concerns through nonwork identity: Beyond an emphasis on meaningful work	5
Empowered followers: An antidote to leader narcissism	5
Cybervetting is the latest symptom of a deeper problem – ERRATUM	5
Parental leave is just a wolf in sheep’s clothing: A call for gender-aware policies in academia	4
The future of work and learning hinges on social and relational processes	4
Embracing silence: Creating inclusive spaces for autistic employees	4
Finding balance: Silence and nature in employee restoration	4
Animals as more than just workers: Considering the role of pets as facilitators of nonwork–work processes	4
Academic freedom under siege: How state legislatures are reshaping higher education	3
Catching up in two races: Applying technology design approaches to design technology research	3
Body-worn camera technologies can promote positive policing	3
Misaligned incentives undermine the promise of engaged scholarship	3
Shaping the future of industrial-organizational psychology: The transformative potential of research collaborations	3
Any slice is predictive? On the consistency of impressions from the beginning, middle, and end of assessment center exercises and their relation to performance	3
Animals laboring for humans: Integrating animal dignity into I-O psychology	3
Gender differences in tenure-track faculty time spent on childcare	3
Bringing our humanness to the workplace: Fostering reflection and reflexivity via mindful relating	3
Strategic responses to anti-DEI legislation: The promise of culturally responsive assessments	3
Avatar: The new employee? Creating online employment personas may benefit stigmatized employees	3
Making the invisible visible: Recrafting the discourse surrounding women caregivers in academia	3
Bringing polycultural organizations to life: A network analytic strategy	3
How engaged scholarship is helping combat the wildfire crisis	3
The impacts of further abortion restrictions on work: The role of I-O psychology	3
Alter your approach: Implement strategic interventions with a proven track record until DEI backlash subsides	3
The heavy crown, shared throne: How coleadership tempers ego and sustains leader well-being	3

How can work from home support neurodiversity and inclusion?	3
The scientist–practitioner gap: A call to end the debate	3
Whose interests should technology serve? Employees versus shareholders	2
The role of developmental reviewing and the pursuit of good science	2
Instilling ethics in I-O: The responsibility of graduate training programs	2
Is it also time to revisit situational specificity?	2
Maternal wall biases and the maybe baby effect	2
Moving the boundaries of I-O, or of work itself?	2
An urgent call for I-O psychologists to produce timelier technology research	2
Best practices, pro bono: Volunteering for early career I-O psychologists	2
Where is my theoretical framework? When developmental reviewing turns into theorizing after results are known (TARKing)	2
Bridgers overlooked	2
The right time, the right place: Collectively aligning I-O research with small business needs	2
Learning in the flow of work: Designing person-centric learning experiences with just-in-time microlearning	2
Yes, and…: Taming the wicked problem and navigating the empathy–efficiency paradox	2
A trauma-informed approach is needed to reduce police misconduct	2
The role of work psychologists in the development of antiwork sentiments	2
Acknowledging the ramifications of weight-based stereotype threat in the workplace	2
The peril of requesting additional studies	2
Enhancing graduate student education through meaningful volunteer efforts	2
If it looks like a worker and quacks like a worker, is it a worker? Initiating the development of a precise and robust definition of a worker	2
Counteracting the threats to DEI: The answer is accountability	2
Supporting women during motherhood and caregiving necessary, but not sufficient: The need for men to become equal partners in childcare	2
Entrepreneurship: an extension to anti-work perspectives	2
On the undervaluing of diversity in the validity–diversity tradeoff consideration	2
Signaling a new mindset: Let’s swap SIOP for SWOP?	2
“Helping us by helping you”: Pro bono consulting and graduate student training	2
Counteracting threats to DEI with good trouble and innovation	2
AI monopoly and why it backfires on talent management	2
From antiwork to disorganizational psychology	2
A reply to commentaries on “Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors”	1
One opportunity of antiwork: Bringing unions (back) to the I-O table	1
Adapting to the future: How microcredentials fuel self-directed learning in the evolving workplace	1
Working standard hours, but at what cost? How the 40-hour work week disproportionately impacts minoritized employees	1
IOP volume 15 issue 3 Cover and Back matter	1
Leveraging the science and practice of industrial and organizational psychology for effective circular economy implementation	1
Read my lips: No new constructs! Construct proliferation as a threat to the future of I-O psychology	1
Organizational outcomes: It’s not (only) a levels issue	1
Ageism in disguise: How lifelong learning demands may marginalize older workers	1
Polyculturalism as a multilevel phenomenon	1
Reflection in I-O psychology: Herding sheep	1
Higher education, lower ego: Reframing the classroom mindset to minimize leader narcissism	1
Learning from research on training and organizational performance how to do I-O research with an organizational mindset	1
Quiet environments and the intentional practice of silence: Toward a new perspective in the analysis of silence in organizations	1
Polyculturalism research should develop further before recommending organizational implementation strategies	1
Advancing nonhuman animal worker assessment through I-O psychology	1
I-O psychology and labor: Making up for benign neglect, antipathy, and missed opportunities	1
Should HR redesign practices to suppress narcissism or develop humility instead?	1
Strengthening the link between I-O psychology and the SDGs: Providing support for the next generation	1
External practitioner perspectives on validating selection tools against performance ratings	1
Identifying I-O and HRM practices is necessary but not sufficient for lasting change	1
The critical role of team processes and team reflexivity in the emergence and prevention of racialized police violence	1
What is work to you? Empowering workers and changing perspectives	1
Balancing work, well-being, and psychological needs in a technological society	1
The biopsychosocial model and neurodiversity: A person-centered approach	1
Climate change as a catalyst for economic inequality: The failure of workplace learning in the global south	1
We need to find out where small businesses find information first	1
I-O psychology should not be extended to animals	1
Navigating uncertainty: Challenges and solutions for person-centered workplace learning in a rapidly changing world	1
The business of cybervetting	1
Industrial-organizational psychologists and volunteer work	1
Is cybervetting valuable?	1
It all begins when you are a graduate student	1
Narcissism is not one thing: Designing HR practices to channel admiration, not rivalry	1
Holding cybervetting to the same standards as traditional vetting methods	1
Return-to-office mandates and workplace inequality: Implications for industrial-organizational psychology	1
Organizational success: The importance of conceptual clarity	1
Industrial-organizational psychology research is useful for small businesses	1
Beneficial role of mindfulness interventions in reducing weight stigma	1
Exploring the intersection of culturally responsive principles and moral framing in diversity, equity, and inclusion training	1
“Can’t you see I’m burned out!”: An exploration of potential downsides of volunteering	1
Ideal solutions don’t necessarily inform reality	1
The science of weight controllability: Implications and future directions for weight at work research	1
Earning our place: How we can use interdisciplinary collaborations to move forward with sustainable development goals	1
Do selection tests “really” work better than we think they do?	1
Strengthening the foundation: Extending beyond moral framing to overcome DEI backlash	1
Finding “work” in grand challenges: Lessons from extremism research and a call to action	1
Under attack: Why and how I-O psychologists should counteract threats to DEI in education and organizations	1
Contextualizing cases for neuroatypical inclusion in the workplace	1
Antiwork highlights the need for humanism in I-O psychology	1

Person-centered learning: The future is here and it’s not pretty, but it can be	1
A panel discussion on addressing the science–practice gap with academic–industry collaborations	1
IOP volume 16 issue 1 Cover and Front matter	1
Assessment centers: Reflections, developments, and empirical insights	1
Leveling up: A multilevel view of leader narcissism and HR practices	1
Defunding is refunding: Community investments, not policing, create safety	1
Defining who is a worker: Why I-O psychology should extend consideration to nonhuman animals that labor for humans	1
Putting the APA code to practice and developing a moral awareness	1
It takes more than meta-analysis to kill cognitive ability	1
The price of technology is responsibility: A discussion of threats created by cybervetting that employers must address to ensure equal employment opportunity	1
Open science, closed doors: The perils and potential of open science for research in practice	1
When constructs fall short: A justice-based lens for animal workers	1
Open science practices in IWO psychology: Urban legends, misconceptions, and a false dichotomy	1
Conceptualizing neurodiversity as individual differences in self-regulation	1
Changing times, changing resources: Starting a family as a graduate student	1