OOIR: Observatory of International Research

Papers

(The TQCC of Industrial and Organizational Psychology-Perspectives on Science and P is 3. 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 2022-08-01 to 2026-08-01.)

Article	Citations
Not all “small business” is the same, and I-O has shoulders to stand on – CORRIGENDUM	120
Green from the ground up: An expanded call for research on nature contact to achieve environmental sustainability	44
Revisiting the paradox of replication: Is the solution to the paradox big data style research or something else?	40
Curiosity is the key to the future of learning and development	34
Activism or science? Navigating the tension between objectivity and advocacy in DEI research	31
Embedding moral reframing in organizational policies for lasting DEI impact	30
A pragmatic framing perspective on DEI training	30
Presidential memorandum on return to in-person work: Implications for the federal workforce	29
Is the problem developmental review, or the development of peer review?	29
Personality and rater bias: How personality traits influence rater bias and training proficiency	26
The importance of representativeness as well as timeliness in studying technology: Three additional suggestions	21
Work can be good; not all work is good—let’s make it better	18
(Conditionally) Supporting polycultural organizations through bidirectional allyship	17
The impact of recent executive orders on diversity, equity, inclusion, and accessibility in research and graduate training in industrial-organizational psychology	17
Organizational research on weight stigma must center targets’ perspectives	16
Moving from opposition to taking ownership of open science to make discoveries that matter	16
Anti-work offers many opportunities for I-O psychologists	15
How abduction can help produce timelier technology research	14
POSH, plus nonvisible disabilities	13
Leveraging quiet: The power of choosing your workspace	13
The unequal burden of DEI bans	13
Cybervetting: Facebook is dead, long live LinkedIn?	12
It takes a [helpful] village: Recognizing and minimizing unhelpful help to better support female caregivers in academia	12
Breaking the sound barrier: Quiet spaces may also foster inclusivity for the neurodiverse community	12
“404 error—interdisciplinarity not found”: Removing barriers to technology research in I-O psychology	12

Minding the gap: Mindful inclusion of opposing perspectives to protect DEI initiatives	11
Beyond organizational size: Recommendations for addressing the scientist–practitioner gap	10
Depoliticizing DEI: Path to fulfillment of its core values and effective implementation	10
Enjoy the silence: Providing space for introverted employees to thrive	10
Interpreting the magnitude of predictor effect sizes: It is time for more sensible benchmarks	10
Bridging the academic–practice gap through big team science initiatives	10
Was Keynes thwarted by consumerism? Insatiable needs, voluntary simplicity, and the pursuit of leisure	9
IOP volume 15 issue 4 Cover and Front matter	9
Antiwork or antimaster? Reframing the antiwork movement through a racial lens	9
Too early to call: What we do (not) know about the validity of cybervetting	9
The importance of reflective practices for decision makers: A possible part of the solution for helping the field	9
Addressing labor gaps with the science of workplace learning	9
Twinks, jocks, and bears—oh my! The stereotype content model extended to gay men and weight at work	8
The dual role of faculty and motherhood: Enabling resources for successful coping	8
Igniting progress: SIOP’s role in advocating DEI policy change	8
Including followers in the leadership “equation” may help limit leader narcissism	8
Economic inequality drives longer work hours	7
Future-proofing I-O psychology: The need for updated graduate curriculum	7
The weight of beauty in psychological research	6
Empowered followers: An antidote to leader narcissism	6
Don’t get bogged down by the backlash	6
Industrial and organizational psychology stakeholders and collaborators must include economists, political scientists, and policy makers	6
Addressing antiwork concerns through nonwork identity: Beyond an emphasis on meaningful work	6
Developing reviewer competence across the career span	6
Sensibility over urgency: Applying a prudent researcher standard to timelier technology research	6
Becoming and acting as an ally against weight-based discrimination	6
Scientific journals and the academic publishing industry facilitate construct proliferation in industrial and organizational psychology	6
Parental leave is just a wolf in sheep’s clothing: A call for gender-aware policies in academia	5
Cybervetting is the latest symptom of a deeper problem – ERRATUM	5
Embracing silence: Creating inclusive spaces for autistic employees	5
Workplace learning and the future of work	5
Gender differences in tenure-track faculty time spent on childcare	5
Finding balance: Silence and nature in employee restoration	5
How engaged scholarship is helping combat the wildfire crisis	4
Catching up in two races: Applying technology design approaches to design technology research	4
Body-worn camera technologies can promote positive policing	4
Animals as more than just workers: Considering the role of pets as facilitators of nonwork–work processes	4
The future of work and learning hinges on social and relational processes	4
Bringing our humanness to the workplace: Fostering reflection and reflexivity via mindful relating	4
Academic freedom under siege: How state legislatures are reshaping higher education	4
The impacts of further abortion restrictions on work: The role of I-O psychology	4
Moving the boundaries of I-O, or of work itself?	3
The heavy crown, shared throne: How coleadership tempers ego and sustains leader well-being	3
Strategic responses to anti-DEI legislation: The promise of culturally responsive assessments	3
Animals laboring for humans: Integrating animal dignity into I-O psychology	3
Best practices, pro bono: Volunteering for early career I-O psychologists	3
Where is my theoretical framework? When developmental reviewing turns into theorizing after results are known (TARKing)	3
An urgent call for I-O psychologists to produce timelier technology research	3
“Helping us by helping you”: Pro bono consulting and graduate student training	3
How can work from home support neurodiversity and inclusion?	3

Misaligned incentives undermine the promise of engaged scholarship	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
Bringing polycultural organizations to life: A network analytic strategy	3
From antiwork to disorganizational psychology	3
AI monopoly and why it backfires on talent management	3
Counteracting threats to DEI with good trouble and innovation	3
Viewing unions through a public health model lens	3
Enhancing graduate student education through meaningful volunteer efforts	3
Making the invisible visible: Recrafting the discourse surrounding women caregivers in academia	3
Alter your approach: Implement strategic interventions with a proven track record until DEI backlash subsides	3
The scientist–practitioner gap: A call to end the debate	3
Avatar: The new employee? Creating online employment personas may benefit stigmatized employees	3
Shaping the future of industrial-organizational psychology: The transformative potential of research collaborations	3
The peril of requesting additional studies	3
Acknowledging the ramifications of weight-based stereotype threat in the workplace	3