Industrial and Organizational Psychology-Perspectives on Science and P

Article	Citations
A simple solution to a complex problem: Manipulate the mediator!	55
Activism or science? Navigating the tension between objectivity and advocacy in DEI research	34
Curiosity is the key to the future of learning and development	32
Not all “small business” is the same, and I-O has shoulders to stand on – CORRIGENDUM	29
The baby and the bathwater: On the need for substantive–methodological synergy in organizational research	24
IOP volume 14 issue 3 Cover and Front matter	21
Revisiting the paradox of replication: Is the solution to the paradox big data style research or something else?	21
How we can bring I-O psychology science and evidence-based practices to the public	19
(Conditionally) Supporting polycultural organizations through bidirectional allyship	18
Work can be good; not all work is good—let’s make it better	18
Organizational research on weight stigma must center targets’ perspectives	18
Percentage of confusion accounted for	16
Personality and rater bias: How personality traits influence rater bias and training proficiency	16
How abduction can help produce timelier technology research	15
The importance of representativeness as well as timeliness in studying technology: Three additional suggestions	14
Increasing the saliency of ethical decision making for SIOP members	14
Leveraging quiet: The power of choosing your workspace	10
The unequal burden of DEI bans	10
Anti-work offers many opportunities for I-O psychologists	9
Facing ethical dilemmas in industrial-organizational psychology: The case for the principle of double effect	9
“404 error—interdisciplinarity not found”: Removing barriers to technology research in I-O psychology	9
Moving from opposition to taking ownership of open science to make discoveries that matter	9
Understanding intervention effects using a desirability and foreseeability typology	8
What helps you hurts me: Researchers should consider how symbolic racism might affect attitudes toward basic income	8
The medium matters: Why we need a specific focus on smartphones	7

It takes a [helpful] village: Recognizing and minimizing unhelpful help to better support female caregivers in academia	7
Breaking the sound barrier: Quiet spaces may also foster inclusivity for the neurodiverse community	6
POSH, plus nonvisible disabilities	6
Cybervetting: Facebook is dead, long live LinkedIn?	6
Minding the gap: Mindful inclusion of opposing perspectives to protect DEI initiatives	6
Ethics and I-O psychology: Do we just talk the talk or do we walk the walk?	5
Addressing labor gaps with the science of workplace learning	5
Interpreting the magnitude of predictor effect sizes: It is time for more sensible benchmarks	5
Enjoy the silence: Providing space for introverted employees to thrive	5
Depoliticizing DEI: Path to fulfillment of its core values and effective implementation	4
IOP volume 15 issue 4 Cover and Front matter	4
Industrial, organizational, political?	4
Beyond organizational size: Recommendations for addressing the scientist–practitioner gap	4
Too early to call: What we do (not) know about the validity of cybervetting	4
The importance of reflective practices for decision makers: A possible part of the solution for helping the field	4
Optimizing an online I-O program: Tips and lessons learned from launching an online master’s program	4
Was Keynes thwarted by consumerism? Insatiable needs, voluntary simplicity, and the pursuit of leisure	4
The dual role of faculty and motherhood: Enabling resources for successful coping	3
Descriptives for diversity: Harnessing the potential of Table 1 to advance inclusivity and responsible generalization in psychological research	3
Defrag and reboot? Consolidating information and communication technology research in I-O psychology	3
The weight of beauty in psychological research	3
Augmented intelligence: The new world of surveys at work	3
Economic inequality drives longer work hours	3
Twinks, jocks, and bears—oh my! The stereotype content model extended to gay men and weight at work	3
Igniting progress: SIOP’s role in advocating DEI policy change	3
Don’t get bogged down by the backlash	3
Becoming and acting as an ally against weight-based discrimination	3
Cybervetting is the latest symptom of a deeper problem – ERRATUM	3
Beyond learning outcomes: Creating equitable learning environments in online I-O graduate education	3
Antiwork or antimaster? Reframing the antiwork movement through a racial lens	3
Workplace learning and the future of work	3
Sensibility over urgency: Applying a prudent researcher standard to timelier technology research	3
Addressing antiwork concerns through nonwork identity: Beyond an emphasis on meaningful work	3
Future-proofing I-O psychology: The need for updated graduate curriculum	3
To understand ICT use, instead of defragmentation, we need to build requisite complexity	2
Basic incomes and the dynamics of wealth accumulation, individual development, and employment opportunities	2
Shaping the future of industrial-organizational psychology: The transformative potential of research collaborations	2
Making the invisible visible: Recrafting the discourse surrounding women caregivers in academia	2
Finding balance: Silence and nature in employee restoration	2
Gender differences in tenure-track faculty time spent on childcare	2
What about Figure 1? Presenting descriptive figures to facilitate the interpretation of longitudinal research	2
Any slice is predictive? On the consistency of impressions from the beginning, middle, and end of assessment center exercises and their relation to performance	2
An urgent call for I-O psychologists to produce timelier technology research	2
Acknowledging the ramifications of weight-based stereotype threat in the workplace	2
The scientist–practitioner gap: A call to end the debate	2
Bringing polycultural organizations to life: A network analytic strategy	2
Strategic responses to anti-DEI legislation: The promise of culturally responsive assessments	2
The basic income: Initiating the needed discussion in industrial, work, and organizational psychology	2
Parental leave is just a wolf in sheep’s clothing: A call for gender-aware policies in academia	2
What does online I-O education really need? Perspectives of online program affiliates	2

The future of work and learning hinges on social and relational processes	2
Body-worn camera technologies can promote positive policing	2
Avatar: The new employee? Creating online employment personas may benefit stigmatized employees	2
Advancing ethical decision making in industrial-organizational psychology	2
From antiwork to disorganizational psychology	2
Counteracting threats to DEI with good trouble and innovation	2
How can work from home support neurodiversity and inclusion?	2
Catching up in two races: Applying technology design approaches to design technology research	2
Embracing silence: Creating inclusive spaces for autistic employees	2
Evaluating hypotheses with dominance analysis	2
Bringing our humanness to the workplace: Fostering reflection and reflexivity via mindful relating	2
In analyses of the gender pay gap, job analysis, and O*NET don’t get a lot of respect, but they should	2
Best practices, pro bono: Volunteering for early career I-O psychologists	2
Better together: It’s time to unify, centralize, and market our competitive advantage	2
Enhancing graduate student education through meaningful volunteer efforts	2
Supporting women during motherhood and caregiving necessary, but not sufficient: The need for men to become equal partners in childcare	1
Under attack: Why and how I-O psychologists should counteract threats to DEI in education and organizations	1
“Helping us by helping you”: Pro bono consulting and graduate student training	1
Climate change as a catalyst for economic inequality: The failure of workplace learning in the global south	1
How then should we teach? Incorporating the lens of structural forms to improve ethics education	1
Conceptualizing neurodiversity as individual differences in self-regulation	1
Entrepreneurship: an extension to anti-work perspectives	1
Balancing work, well-being, and psychological needs in a technological society	1
Yes, and…: Taming the wicked problem and navigating the empathy–efficiency paradox	1
Reflection in I-O psychology: Herding sheep	1
Ageism in disguise: How lifelong learning demands may marginalize older workers	1
Earning our place: How we can use interdisciplinary collaborations to move forward with sustainable development goals	1
IOP volume 16 issue 1 Cover and Front matter	1
Signaling a new mindset: Let’s swap SIOP for SWOP?	1
Holding cybervetting to the same standards as traditional vetting methods	1
Learning in the flow of work: Designing person-centric learning experiences with just-in-time microlearning	1
The price of technology is responsibility: A discussion of threats created by cybervetting that employers must address to ensure equal employment opportunity	1
Ethical tactics	1
Bringing I-O psychology to the (re)public	1
Less stressed minds are creative minds: How basic income can increase employee creativity	1
Resolving ethical dilemmas is a matter of developing our practical wisdom	1
Whose interests should technology serve? Employees versus shareholders	1
Going upstream: Recommendations for training the next generation of I-O influencers	1
Is it also time to revisit situational specificity?	1
Antiwork highlights the need for humanism in I-O psychology	1
The role of work psychologists in the development of antiwork sentiments	1
Toward definitional clarity of technology-assisted supplemental work: A bridge over muddied waters	1
Who is called to work? The importance of calling when considering universal basic income	1
One opportunity of antiwork: Bringing unions (back) to the I-O table	1
Avoiding harm, benefits of interpersonal listening, and social equilibrium adjustment: An applied psychology approach to side effects of organizational interventions	1
A panel discussion on addressing the science–practice gap with academic–industry collaborations	1
Counteracting the threats to DEI: The answer is accountability	1
Identifying I-O and HRM practices is necessary but not sufficient for lasting change	1
Instilling ethics in I-O: The responsibility of graduate training programs	1
Putting the APA code to practice and developing a moral awareness	1
Ethical decision making in the 21stcentury: A useful framework for industrial-organizational psychologists	1
Industrial-organizational psychologists and volunteer work	1
Learning from research on training and organizational performance how to do I-O research with an organizational mindset	1
Beyond individuals’ use of information and communication technologies (ICTs): A multilevel approach in research on ICTs	1
Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape	1
What makes jobs too dissimilar to compare in a pay equity analysis?	1
Polyculturalism research should develop further before recommending organizational implementation strategies	1
The right time, the right place: Collectively aligning I-O research with small business needs	1
Beneficial role of mindfulness interventions in reducing weight stigma	1
What’s ethics got to do with it? Manager behavioral modeling in virtual environments	1
The business of cybervetting	1
Moving the boundaries of I-O, or of work itself?	1
Extending the ethical decision-making framework: Introducing the complexities and nuances of diversity and inclusion	1
On the undervaluing of diversity in the validity–diversity tradeoff consideration	1
Let’s get on the same page: Conceptual clarification of individual-level information and communication technology use	1
Organizational outcomes: It’s not (only) a levels issue	1
Working standard hours, but at what cost? How the 40-hour work week disproportionately impacts minoritized employees	1
Practicality of job analysis in today’s world of work	1
It takes more than meta-analysis to kill cognitive ability	1
Using inclusive assessments to support ethical decision making in organizations	1
Defunding is refunding: Community investments, not policing, create safety	1
A central decision in online course design: To go synchronous or asynchronous?	1
The basic income and prospect theory: Implications for the field of entrepreneurship	1
Strengthening the link between I-O psychology and the SDGs: Providing support for the next generation	1
Adding competency models to the pay equity toolbox	1
Organizational success: The importance of conceptual clarity	1
Three cheers for descriptive statistics—and five more reasons why they matter	1
Online graduate programs: Better equity for industrial-organizational psychologists among disadvantaged groups	1
Maternal wall biases and the maybe baby effect	1
It all begins when you are a graduate student	1

A trauma-informed approach is needed to reduce police misconduct	1
Decolonizing intervention assessment: Qualitative and interdisciplinary approaches to understanding “side effects”	1
Enhancing engagement in workplace belonging efforts: Why moral processes matter	0
All we like sheep: The need for reflection and reflexivity in I-O psychology	0
Making the volunteer journey a better one with I-O psychology knowledge	0
Descriptive statistics are powerful tools for organizational research practitioners	0
Reflections on creating and maintaining supportive graduate program culture online: Lessons learned from a top-ranked doctoral program	0
Enhancing the relevance and practicality of I-O psychology for small businesses through organizational-based participatory research	0
Expanding the I-O psychology mindset to organizational success	0
Basic income: How to help women and reduce gender disparity	0
Employee response to employer-sponsored direct primary care	0
Applying ethical dilemmas to professional ethics training and education: Practical implications and future directions	0
IOP volume 15 issue 1 Cover and Front matter	0
Benefits of a basic income for employees experiencing a mental health condition	0
The power of the plural: Toward a better appreciation of Table 1s in meta-analytic inquiries	0
The implementation of basic income: A mental health approach	0
Challenging assumptions in research and practice using problematization principles	0
Racialized police violence: Potential solutions from and for Germany	0
Operational validity/correlation coefficients are still valid for evaluating selection procedure effectiveness	0
Neurodiversity in the workplace: Considering neuroatypicality as a form of diversity	0
Decoding variance and predictive ability in selection systems: An application of Gauthier’s framework of rater cognitions	0
An expanding organizational mindset benefits all I-O psychologists	0
The devil you know versus the devil you don’t: Disclosure versus masking in the workplace	0
Metrics for assessing similarity of jobs	0
Many forces at play: Ethical dilemmas in academic research	0
Practitioner-oriented recommendations for advancing I-O technological research	0
Organizational differences in personnel selection: Learning from and moving beyond strategic human resource management research	0
Implications of Keynes’ prediction for low-wage workers	0
In with the old to catalyze the new: A prescriptive framework for ICT research	0
Examining personality testing in selection for neurodiverse individuals	0
Estranged, nauseated, or fulfilled? Existentialism as bridge between antiwork and I-O psychology	0
Basic income, cognitive capacity, and the workplace: The role of I-O psychology in the interdisciplinary research agenda to reduce poverty	0
Selection tests work better than we think they do, and have for years	0
Career days: Dipping your toe in I-O volunteerism	0
Perceptions of assessment center exercises: Between exercises differences and interventions	0
The bright and dark side of I-O psychologists and volunteer work	0
Beyond the business case: Universally designing the workplace for neurodiversity and inclusion	0
Facilitating timelier research with a novel classification of workplace technology	0
Data theft anyone? When pro bono turns sour: Some lessons learned	0
Organization-based participatory research: A framework to guide intervention research in I-O psychology	0
Evaluating online I-O graduate programs: An information-seeking guide for prospective students	0
Don’t tell me what to do: Neurodiversity inclusion beyond the occupational typecasting	0
Rumors of general mental ability’s demise are the next red herring	0
An ethical leadership assessment center pilot: Assessing and developing moral person and moral manager dimensions	0
Perfect is the enemy of good enough: Putting the side effects of intelligence testing in perspective	0
Best practices for weight at work research	0
Using the resources we have for community outreach: A community engagement assignment for graduate and undergraduate I-O students	0
Sound sensitivities in the “quiet” environment: Implications and strategies for management	0
Investigating the dark side of personality: A case for derailer assessment in police	0
Hocus-pocus and hydraulics functions: Anything not worth doing is not worth doing well	0
Rearranging the deck chairs on the Titanic: What are practitioners to do?	0
Beyond rating accuracy: Unpacking frame-of-reference assessor training effectiveness	0
Gender roles in Keynes’ predictions: Progress or stagnation?	0
Cutting the cord: Good riddance to ineffective DEI programs	0
Considering the attainment of work’s latent benefits under a basic income policy	0
A multilevel approach for advancing organizational interventions	0
Same as it ever was: A clarification on the sources of predictable variance in job performance ratings	0
Faculty unions as a fourth actor: Two paths to supporting female professors in academia	0
Improving conditions or conditional improvements? A modern code, and mode, of I-O ethics	0
IOP volume 15 issue 2 Cover and Front matter	0
Minding employee pay equality policy perceptions	0
IOP volume 15 issue 1 Cover and Back matter	0
Humanitarianism and the UN sustainable developmental goals are insufficient: The case for a humanistic industrial-organizational psychology	0
On putting the horse (raters and criteria) before the cart (variance components in ratings)	0
Scarcity as a motive of work	0
The socio-ecological model: A multifaced approach for I-O psychologists to design interventions targeted at reducing police violence	0
Microaffirmations: Strategic acts that disrupt inequality	0
Polyculturalism: Diversity incognito or diversity made irrelevant?	0
Work as a choice: Autonomous motivation and the basic income	0
Drawing on attributional augmenting to unlock the potential of cybervetting to combat gender discrimination in hiring	0
To correct or not to correct for range restriction, that is the question: Looking back and ahead to move forward	0
Open science and epistemic pluralism: A tale of many perils and some opportunities	0
E Pluribus Unum? Why criteria should be multimethod and multirater	0
Uses and limitations of ethical dilemmas in understanding and applying ethics and values in industrial-organizational psychology	0
If sex discrimination in pay is still a societal problem, job evaluation is the answer	0
Serving decision makers and their employees simultaneously: Adopting a balanced approach	0
The influence of UBI on selection: The job seeker and applicant attraction	0
Is open science rewarding A while hoping for B?	0
Self-regulated learning: A person-centric approach to training	0
Bridging from I-O to small business owners: Entrepreneurship as an allied discipline	0
Moving boundaries on what I-O has been, and what I-O can be: The United Nations Sustainable Development Goals as an organizing framework	0
Organizational performance and the maturity of workforce practices	0
IOP volume 15 issue 4 Cover and Back matter	0
Contextualizing the organizational mindset	0
Reflection and reflexivity in I-O psychology: A graduate student’s perspective	0
Interpreting validity evidence: It is time to end the horse race	0
Science communication: Eight perils, but one pearl to make it all worth it	0
The power of flexibility	0
The AI revolution and the future of work hours: Reevaluating Keynes’ prediction	0
Openness maximizes advocacy	0
Online I-O graduate education: Where are we and where should we go?	0
“I” feel(s) left out: The importance of information and communication technology in personnel selection research	0
Investigating the promise and pitfalls of pulse surveys	0
Working against the current: What different groups can teach us about antiwork	0
Neurodiversity and talent measurement: Revisiting the basics	0