Industrial and Organizational Psychology-Perspectives on Science and P

Article	Citations
Pandemics: Implications for research and practice in industrial and organizational psychology	239
Successful aging at work: A process model to guide future research and practice	77
Prestige and relevance of the scholarly journals: Impressions of SIOP members	32
Teaching I-O psychology to undergraduate students: Do we practice what we preach?	31
Using the job demands-resources model to understand and address employee well-being during the COVID-19 pandemic	25
In praise of Table 1: The importance of making better use of descriptive statistics	25
Defrag and reboot? Consolidating information and communication technology research in I-O psychology	23
Is cybervetting valuable?	21
The basic income: Initiating the needed discussion in industrial, work, and organizational psychology	18
How COVID-19 is shifting psychological contracts within organizations	17
How we can bring I-O psychology science and evidence-based practices to the public	16
An urgent call for I-O psychologists to produce timelier technology research	15
Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape	15
Neurodiversity in the workplace: Considering neuroatypicality as a form of diversity	14
Agility in the workplace: Conceptual analysis, contributing factors, and practical examples	14
Forms of ethical dilemmas in industrial-organizational psychology	14
The baby and the bathwater: On the need for substantive–methodological synergy in organizational research	13
Online I-O graduate education: Where are we and where should we go?	12
Side effects associated with organizational interventions: A perspective	12
Expanding the I-O psychology mindset to organizational success	11
The challenges of volunteering during the COVID-19 pandemic	11
Open science, closed doors: The perils and potential of open science for research in practice	9
Addressing the so-called validity–diversity trade-off: Exploring the practicalities and legal defensibility of Pareto-optimization for reducing adverse impact within personnel selection	9
Precarious work during precarious times: Addressing the compounding effects of race, gender, and immigration status	9
Hiring during a pandemic: Insights from the front lines of research and practice	8

Nursing: A critical profession in a perilous time	8
Flexible by design: Developing human resource policies and practices that provide flexibility through the uncertainties created by a pandemic	8
COVID-19 is a moderating variable with its own moderating factors	7
A pandemic is dynamic: Viewing COVID-19 through an adaptation lens	7
On the limits of agency for successful aging at work	7
Remote communication amid the coronavirus pandemic: Optimizing interpersonal dynamics and team performance	7
How do you socialize newcomers during a pandemic?	7
Will investments in human resources during the COVID-19 pandemic crisis pay off after the crisis?	6
Ethical decision making in the 21stcentury: A useful framework for industrial-organizational psychologists	6
Dirty work on the COVID-19 frontlines: Exacerbating the situation of marginalized groups in marginalized professions	6
The TOP factor: An indicator of quality to complement journal impact factor	6
Expanding how we think about diversity training	5
Advancing our understanding of successful aging at work: A socioemotional selectivity theory perspective	5
Toward definitional clarity of technology-assisted supplemental work: A bridge over muddied waters	5
A call to action: Taking the untenable out of women professors’ pregnancy, postpartum, and caregiving demands	4
Too early to call: What we do (not) know about the validity of cybervetting	4
Conceptualizing digital well-being and technology addiction in I-O psychology	4
A simple solution to a complex problem: Manipulate the mediator!	4
The COVID-19 pandemic: A challenge to performance appraisal	4
Mindfulness complements sexual harassment and racial discrimination training by counteracting implicit gender and race biases	4
The influence of organizational responses to the COVID-19 pandemic on employee outcomes	4
Considering the interaction of individual differences and remote work contexts	4
The importance of psychological contracts for safe work during pandemics	4
Be the ant, not the grasshopper: Preparing for the next black swan event	4
The model minority but not management material? The importance of anti-bias interventions to promote leadership opportunities for Asian Americans	3
From managing nurses to serving nurses: The case for transfusing nursing management with servant leadership during the global COVID-19 pandemic	3
YouScience: mitigating the skills gap by addressing the gender imbalance in high-demand careers	3
The global impact of North American journal prestige: Understanding its effects on faculty life throughout the world	3
Sexual harassment training: A need to consider cultural differences	3
Let’s get on the same page: Conceptual clarification of individual-level information and communication technology use	3
Investigating the promise and pitfalls of pulse surveys	3
This time with feeling: Aging, emotion, motivation, and decision making at work	3
The COVID-19 pandemic: A source of posttraumatic growth?	3
Clarifying multilevel and temporal influences on successful aging at work: An ecological systems perspective	3
Making pandemic response disability inclusive: Challenges and opportunities for organizations	3
Open science practices in IWO psychology: Urban legends, misconceptions, and a false dichotomy	3
Pandemics and burnout in mental health professionals	3
The biopsychosocial model and neurodiversity: A person-centered approach	3
Benefits of a basic income for employees experiencing a mental health condition	3
Cybervetting: Facebook is dead, long live LinkedIn?	3
How can work from home support neurodiversity and inclusion?	3
From simulations to real-world operations: Virtual reality training for reducing racialized police violence	3
The inequity of crisis: COVID-19 as a case for diversity management	2
Age bias in the time of Coronavirus: Implications for research and practice	2
Prestige does not equal quality: Lack of research quality in high-prestige journals	2
Moving from opposition to taking ownership of open science to make discoveries that matter	2
Evaluating hypotheses with dominance analysis	2
“I” feel(s) left out: The importance of information and communication technology in personnel selection research	2
Implications of COVID-19 for privacy at work	2
Is open science rewarding A while hoping for B?	2

Work as a choice: Autonomous motivation and the basic income	2
COVID-19 and the reimagining of working while sick	2
Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors	2
The ubiquitous effects of financial stress during pandemics and beyond: Opportunities for industrial and organizational psychology	2
Enabling practical research for the benefit of organizations and society	2
Reimagining work safety behaviors in the light of COVID-19	2
Can the COVID-19 pandemic be good for overqualified employees' careers?	2
Understanding intervention effects using a desirability and foreseeability typology	2
The emotional complexities of the COVID-19 pandemic and organizational life	2
Back to routine after the coronavirus pandemic lockdown: A proposal from a psychological perspective	2
Augmented intelligence: The new world of surveys at work	2
Beyond individuals’ use of information and communication technologies (ICTs): A multilevel approach in research on ICTs	2
Who is called to work? The importance of calling when considering universal basic income	2
Promoting neurodiversity without perpetuating stereotypes or overlooking the complexity of neurodevelopmental disorders	2
At the frontier of teaching and practice: Relevant issues for nontraditional undergraduate I-O psychology	2
Officer-involved domestic violence: A call for action among I-O psychologists	2
Who else besides (White) women? The need for representation in harassment training	2
The future of learning: Teaching industrial and organizational psychology in all modalities	2
“Midlife crisis” on the road to successful workforce aging	2
Transactive memory systems in virtual teams: Opportunities post COVID-19	2
A brighter vision of the potential of open science for benefiting practice: A ManyOrgs proposal	2
Integrating discrimination training with CSR programs	2
Tainted heroes: The emergence of dirty work during pandemics	2
What’s age got to do with it? You may be surprised!	2
Beyond the business case: Universally designing the workplace for neurodiversity and inclusion	2
The importance of culture in the era of COVID-19	2
I-O Psychology and management journal prestige in business schools: Do institutional versus individual views differ?	2
I-O psychology for everyone: Use of culturally responsive teaching to increase diversity and inclusion in undergraduate classrooms	2
The basic income and prospect theory: Implications for the field of entrepreneurship	2
Putting Gen Z first: Educating with a generational mind-set	2
A workercentric view of COVID-19	2
A step forward: from conceptualizing to measuring successful aging at work	2
Contextualizing the organizational mindset	1
Walk the talk: Incorporating virtual team research in the classroom	1
Facilitating timelier research with a novel classification of workplace technology	1
The potential of fostering connections: Insights into polycultural organizations	1
How relevant is the APA ethics code to industrial-organizational psychology? Applicability, deficiencies, and recommendations	1
We should also aim higher: I-O psychology applied to sustainable growth and development	1
Together we stand: Ally training for discrimination and harassment reduction	1
Attention on the fritz? The influence of information and communication technology on attentional resources	1
From environmental niches to unique contributions: Reconsidering fit to foster inclusion across neurotypes	1
Conceptualizing neurodiversity as individual differences in self-regulation	1
Putting successful aging into context	1
Healthcare work in the wake of COVID-19: A focus on person–environment fit	1
For the public, it might be an evidence-based practice not to listen to I-O psychologists	1
Including I-O psychology content and principles in classrooms to increase I-O visibility	1
Holding cybervetting to the same standards as traditional vetting methods	1
Gender differences in tenure-track faculty time spent on childcare	1
Observer intervention training—filling an important gap	1
Applying best practices from industrial-organizational psychology to undergraduate research experiences	1
Coffee and corporate social responsibility: Not as simple as revitalizing training	1
Opening a “closed door”: A call for nuance in discussions of open science	1
What a pandemic reveals about learning in health care organizations	1
Expanding the focus: How considering gender and sexual minority experiences can improve sexual harassment training	1
Balancing empathy: Can professors have too much?	1
How bias thwarts successful aging at work	1
Better together: It’s time to unify, centralize, and market our competitive advantage	1
Radical candor: Creating a feedback culture based on learner care and empowerment	1
Avoiding assumptions: A simple exercise to create shared vision in the classroom	1
Conceptual technology frameworks offer timelier and more influential research	1
For the love of it: The overjustification effect and motivation crowding theory as the missing pieces in discussions of basic income’s (a)motivating potential	1
A trauma-informed approach is needed to reduce police misconduct	1
A culture of respect: Leader development and preventing destructive behavior	1
Neurodiversity and talent measurement: Revisiting the basics	1
Receptivity to sexual harassment and racial discrimination training: You can’t learn what you won’t hear	1
Making it happen: Keeping precarious workers’ experiences central during COVID-19	1
A multilevel approach for advancing organizational interventions	1
Ethical tactics	1
Educating future researchers with an eye toward intellectual humility	1
Landing on the wrong planet: Practical guidance for bridging the gap between I-O psychology and key stakeholders	1
Legal factors shaping workplace harassment training	1
Pardon my French: On superfluous journal rankings, incentives, and impacts on industrial-organizational psychology publication practices in French business schools	1
A response to speculations about concurrent validities in selection: Implications for cognitive ability	1
Basic income, cognitive capacity, and the workplace: The role of I-O psychology in the interdisciplinary research agenda to reduce poverty	1
COVID-19 is an opportunity to rethink I-O psychology, not for business as usual	1
COVID-19 and employee psychological safety: Exploring the role of signaling theory	1
Pandemic meets race: An added layer of complexity	1
Who says what (and how) to whom: A multilevel approach to improving workplace bias training	1
To correct or not to correct for range restriction, that is the question: Looking back and ahead to move forward	1
Cybervetting is the latest symptom of a deeper problem	1

Descriptive statistics and advanced text analytics: A dual extension	1
Three cheers for descriptive statistics—and five more reasons why they matter	1
Why is training the only answer?	1
Virtual teamwork in healthcare delivery: I-O psychology in telehealth research and practice	1
Facing ethical dilemmas in industrial-organizational psychology: The case for the principle of double effect	1
Rumors of general mental ability’s demise are the next red herring	1
Not your “typical” research: Inclusion ethics in neurodiversity scholarship	1
Holding the door open for the practitioner community	1
The implementation of basic income: A mental health approach	1
Organizational differences in personnel selection: Learning from and moving beyond strategic human resource management research	1
Who’s your audience? Expanding I-O teaching to non-I-O students	1
Publish or perish, but what about practice?	1
Reckoning with racialized police violence: The role of I-O psychology	1
Ethics and I-O psychology: Do we just talk the talk or do we walk the walk?	1
Where no one has gone before	1
What about the lonely? Bridging loneliness, pandemics, and I-O psychology	1
Organizational performance and the maturity of workforce practices	1
Minding employee pay equality policy perceptions	1
Trainees as consumers? How marketing can revitalize sexual harassment and racial discrimination training	1
Performance management in the year of COVID-19: Carpe diem	1
A reply to commentaries on “Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors”	1
Open science and epistemic pluralism: A tale of many perils and some opportunities	1
Basic incomes and the dynamics of wealth accumulation, individual development, and employment opportunities	1
Inclusion in the classroom: Contextual antecedents and actionable recommendations	1
Mayflower group benchmark on changes in work due to COVID-19: Now and in the future	1
To understand ICT use, instead of defragmentation, we need to build requisite complexity	1
The devil you know versus the devil you don’t: Disclosure versus masking in the workplace	1
Don’t tell me what to do: Neurodiversity inclusion beyond the occupational typecasting	1