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 2022-06-01 to 2026-06-01.)

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
Activism or science? Navigating the tension between objectivity and advocacy in DEI research	26
A pragmatic framing perspective on DEI training	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
(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 importance of representativeness as well as timeliness in studying technology: Three additional suggestions	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
Cybervetting: Facebook is dead, long live LinkedIn?	12
Organizational research on weight stigma must center targets’ perspectives	12
It takes a [helpful] village: Recognizing and minimizing unhelpful help to better support female caregivers in academia	12
POSH, plus nonvisible disabilities	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

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
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
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
Was Keynes thwarted by consumerism? Insatiable needs, voluntary simplicity, and the pursuit of leisure	8
Twinks, jocks, and bears—oh my! The stereotype content model extended to gay men and weight at work	7
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
Economic inequality drives longer work hours	6
Antiwork or antimaster? Reframing the antiwork movement through a racial lens	6
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
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
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
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
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
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
A trauma-informed approach is needed to reduce police misconduct	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
The right time, the right place: Collectively aligning I-O research with small business needs	2
Counteracting the threats to DEI: The answer is accountability	2
Entrepreneurship: an extension to anti-work perspectives	2
The role of work psychologists in the development of antiwork sentiments	2
On the undervaluing of diversity in the validity–diversity tradeoff consideration	2
Acknowledging the ramifications of weight-based stereotype threat in the workplace	2
Signaling a new mindset: Let’s swap SIOP for SWOP?	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
Supporting women during motherhood and caregiving necessary, but not sufficient: The need for men to become equal partners in childcare	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
“Helping us by helping you”: Pro bono consulting and graduate student training	2
Is it also time to revisit situational specificity?	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
Whose interests should technology serve? Employees versus shareholders	2
Bridgers overlooked	2
Learning in the flow of work: Designing person-centric learning experiences with just-in-time microlearning	2
Maternal wall biases and the maybe baby effect	2
Yes, and…: Taming the wicked problem and navigating the empathy–efficiency paradox	2
Moving the boundaries of I-O, or of work itself?	2