Industrial-organizational psychologists have long touted the scientist–practitioner model. Descriptions of the field (including the description on SIOP's own website) emphasize the application of research to improve performance across individual employees, teams, and organizations. Therefore, academic research should be of exceptional value to organizations to guide the design of effective workplace interventions. There is a disconnect, however, between scientific knowledge and workplace application. Researchers often conduct studies without considering their utility in the workplace, and organizational leaders and practitioners frequently base decisions on intuition or guesses without first consulting science. When applied effectively in organizational settings, scientifically rigorous I-O research enhances employees’ lives and boosts organizational performance (Huselid, 1995; Sverke, Hellgren, & Naswall, 2002). Top quality studies fill academic journals every year but often go unnoticed by practitioners (Rynes, Colbert, & Brown, 2002; Sanders, van Riemsdijk, & Groen, 2008). This may be due to the mismatch between what researcher’s study and the topics that are of importance to practitioners. In fact, a recent study by SIOP's SCi taskforce found that of the 687 accepted submissions for the 2016 annual SIOP conference, only 35% were related to the top workplace trends (Thornton, Poeppelman, Sinar, Armstrong, & Blacksmith, 2017). Our study was partly motivated to understand to what extent published studies match trending issues in the workplace. This article seeks to highlight a shortlist of I-O psychology research articles from 2016 that demonstrate tremendous potential for application in organizations. Additionally, we examine if these articles further understanding of the topics presented by the 2016 workplace trends. By showcasing these important studies, we hope to contribute to closing the scientist–practitioner gap and guide future research endeavors to advance the field while improving employees' lives and organizational performance.