OOIR: Observatory of International Research

Papers

(The TQCC of Industrial and Organizational Psychology-Perspectives on Science and P 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 2022-01-01 to 2026-01-01.)

Article	Citations
Not all “small business” is the same, and I-O has shoulders to stand on – CORRIGENDUM	80
Embedding moral reframing in organizational policies for lasting DEI impact	41
A pragmatic framing perspective on DEI training	26
Revisiting the paradox of replication: Is the solution to the paradox big data style research or something else?	26
Presidential memorandum on return to in-person work: Implications for the federal workforce	23
Curiosity is the key to the future of learning and development	22
Activism or science? Navigating the tension between objectivity and advocacy in DEI research	21
Personality and rater bias: How personality traits influence rater bias and training proficiency	20
Leveraging quiet: The power of choosing your workspace	20
Increasing the saliency of ethical decision making for SIOP members	19
Work can be good; not all work is good—let’s make it better	19
How abduction can help produce timelier technology research	19
The importance of representativeness as well as timeliness in studying technology: Three additional suggestions	19
Anti-work offers many opportunities for I-O psychologists	16
Organizational research on weight stigma must center targets’ perspectives	15
Moving from opposition to taking ownership of open science to make discoveries that matter	13
(Conditionally) Supporting polycultural organizations through bidirectional allyship	13
How we can bring I-O psychology science and evidence-based practices to the public	12
The impact of recent executive orders on diversity, equity, inclusion, and accessibility in research and graduate training in industrial-organizational psychology	12
POSH, plus nonvisible disabilities	11
The unequal burden of DEI bans	11
Understanding intervention effects using a desirability and foreseeability typology	11
“404 error—interdisciplinarity not found”: Removing barriers to technology research in I-O psychology	11
It takes a [helpful] village: Recognizing and minimizing unhelpful help to better support female caregivers in academia	9
Interpreting the magnitude of predictor effect sizes: It is time for more sensible benchmarks	9

Breaking the sound barrier: Quiet spaces may also foster inclusivity for the neurodiverse community	9
Minding the gap: Mindful inclusion of opposing perspectives to protect DEI initiatives	9
Cybervetting: Facebook is dead, long live LinkedIn?	9
Beyond organizational size: Recommendations for addressing the scientist–practitioner gap	8
Enjoy the silence: Providing space for introverted employees to thrive	8
Too early to call: What we do (not) know about the validity of cybervetting	7
Optimizing an online I-O program: Tips and lessons learned from launching an online master’s program	7
Bridging the academic–practice gap through big team science initiatives	7
Depoliticizing DEI: Path to fulfillment of its core values and effective implementation	7
Addressing labor gaps with the science of workplace learning	6
The importance of reflective practices for decision makers: A possible part of the solution for helping the field	6
IOP volume 15 issue 4 Cover and Front matter	6
Igniting progress: SIOP’s role in advocating DEI policy change	5
Beyond learning outcomes: Creating equitable learning environments in online I-O graduate education	5
Was Keynes thwarted by consumerism? Insatiable needs, voluntary simplicity, and the pursuit of leisure	5
Antiwork or antimaster? Reframing the antiwork movement through a racial lens	5
Twinks, jocks, and bears—oh my! The stereotype content model extended to gay men and weight at work	5
The dual role of faculty and motherhood: Enabling resources for successful coping	5
Sensibility over urgency: Applying a prudent researcher standard to timelier technology research	4
Future-proofing I-O psychology: The need for updated graduate curriculum	4
Addressing antiwork concerns through nonwork identity: Beyond an emphasis on meaningful work	4
Don’t get bogged down by the backlash	4
Industrial and organizational psychology stakeholders and collaborators must include economists, political scientists, and policy makers	4
The weight of beauty in psychological research	4
In analyses of the gender pay gap, job analysis, and O*NET don’t get a lot of respect, but they should	3
Cybervetting is the latest symptom of a deeper problem – ERRATUM	3
Finding balance: Silence and nature in employee restoration	3
Embracing silence: Creating inclusive spaces for autistic employees	3
How can work from home support neurodiversity and inclusion?	3
Making the invisible visible: Recrafting the discourse surrounding women caregivers in academia	3
What does online I-O education really need? Perspectives of online program affiliates	3
Gender differences in tenure-track faculty time spent on childcare	3
Becoming and acting as an ally against weight-based discrimination	3
Parental leave is just a wolf in sheep’s clothing: A call for gender-aware policies in academia	3
Misaligned incentives undermine the promise of engaged scholarship	3
Body-worn camera technologies can promote positive policing	3
Catching up in two races: Applying technology design approaches to design technology research	3
How engaged scholarship is helping combat the wildfire crisis	3
Workplace learning and the future of work	3
Economic inequality drives longer work hours	3
The future of work and learning hinges on social and relational processes	3
Shaping the future of industrial-organizational psychology: The transformative potential of research collaborations	3
Academic freedom under siege: How state legislatures are reshaping higher education	3
Strategic responses to anti-DEI legislation: The promise of culturally responsive assessments	3
Bringing polycultural organizations to life: A network analytic strategy	2
Alter your approach: Implement strategic interventions with a proven track record until DEI backlash subsides	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
Advancing ethical decision making in industrial-organizational psychology	2
The right time, the right place: Collectively aligning I-O research with small business needs	2
“Helping us by helping you”: Pro bono consulting and graduate student training	2

Avatar: The new employee? Creating online employment personas may benefit stigmatized employees	2
AI monopoly and why it backfires on talent management	2
The impacts of further abortion restrictions on work: The role of I-O psychology	2
From antiwork to disorganizational psychology	2
Best practices, pro bono: Volunteering for early career I-O psychologists	2
Is it also time to revisit situational specificity?	2
The role of work psychologists in the development of antiwork sentiments	2
The scientist–practitioner gap: A call to end the debate	2
Bringing our humanness to the workplace: Fostering reflection and reflexivity via mindful relating	2
Acknowledging the ramifications of weight-based stereotype threat in the workplace	2
Counteracting threats to DEI with good trouble and innovation	2
Enhancing graduate student education through meaningful volunteer efforts	2
An urgent call for I-O psychologists to produce timelier technology research	2
Moving the boundaries of I-O, or of work itself?	2
Better together: It’s time to unify, centralize, and market our competitive advantage	2