OOIR: Observatory of International Research

Papers

(The TQCC of Human Relations is 10. 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 2020-11-01 to 2024-11-01.)

Article	Citations
Survey response rates: Trends and a validity assessment framework	107
Identities in and around organizations: Towards an identity work perspective	70
Working on my own: Measuring the challenges of gig work	67
Be smart, play dumb? A transactional perspective on day-specific knowledge hiding, interpersonal conflict, and psychological strain	65
Thriving at work but insomniac at home: Understanding the relationship between supervisor bottom-line mentality and employee functioning	61
Transforming corporate social responsibilities: Toward an intellectual activist research agenda for micro-CSR research	58
The hegemonic ambiguity of big concepts in organization studies	41
Epistemic injustice and hegemonic ordeal in management and organization studies: Advancing Black scholarship	40
Neither timeless, nor placeless: Control of food delivery gig work via place-based working time regimes	40
Is the bottom line reached? An exploration of supervisor bottom-line mentality, team performance avoidance goal orientation and team performance	34
Humanizing work in the digital age: Lessons from socio-technical systems and quality of working life initiatives	34
The extensification of managerial work in the digital age: Middle managers, spatio-temporal boundaries and control	32
“Bloody Wonder Woman!”: Identity performances of elite women entrepreneurs on Instagram	32
The interactive effects of socialization tactics and work locus of control on newcomer work adjustment, job embeddedness, and voluntary turnover	31
Underemploying highly skilled migrants: An organizational logic protecting corporate ‘normality’	31
How is social inequality maintained in the Global South? Critiquing the concept of dirty work	29
Manifesto for a new Quality of Working Life	29
Contextualising intersectionality: A qualitative study of East Asian female migrant workers in the UK	27
Agile work practices and employee proactivity: A multilevel study	25
Seeing others’ side to serve: Understanding how and when servant leadership impacts employee knowledge-hiding behaviors	24
Does “how” firms invest in corporate social responsibility matter? An attributional model of job seekers’ reactions to configurational variation in corporate social responsibility	23
He aronga takirua: Cultural double-shift of Māori scientists	23
Revisiting conflict: Neoliberalism at work in the gig economy	22
Shaping positive and negative ties to improve team effectiveness: The roles of leader humility and team helping norms	21
Unsettling West-centrism in the study of professional service firms	21

Supervisor negative feedback and employee motivation to learn: An attribution perspective	20
Playful work design: Conceptualization, measurement, and validity	19
Mitigating the psychologically detrimental effects of supervisor undermining: Joint effects of voice and political skill	19
From germination to propagation: Two decades of Strategy-as-Practice research and potential future directions	19
Interplay for change in equality, diversity and inclusion studies	17
Management without morals: Construct development and initial testing of amoral management	17
Critical Essay: Wicked problems in the Age of Uncertainty	16
Managing liminal time in the fly-in fly-out work camp	16
How and when does top management team regulatory focus influence firm environmental misconduct?	15
No need to hide: Acknowledging the researcher’s intuition in empirical organizational research	15
Between consumption, accumulation and precarity: The psychic and affective practices of the female neoliberal spiritual subject	15
The work is alive! Systems psychodynamics and the pursuit of pluralism without polarization in human relations	15
From empathic leader to empathic leadership practice: An extension to relational leadership theory	15
Exploring the dynamics of slack in extreme contexts: A practice-based view	15
Are narcissistic CEOs good or bad for family firm innovation?	15
Organizational socialization as kin-work: A psychoanalytic model of settling into a new job	14
Organizing professional work and services through institutional complexity – how institutional logics and differences in organizational roles matter	14
Job demands and burnout: The multilevel boundary conditions of collective trust and competitive pressure	14
The (mostly) robust influence of initial trustworthiness beliefs on subsequent behaviors and perceptions	14
Feminism in women’s business networks: A freedom-centred perspective	14
Both a curse and a blessing? A social cognitive approach to the paradoxical effects of leader narcissism	13
Moved to speak up: How prosocial emotions influence the employee voice process	13
Service-oriented high-performance work systems and service role performance: Applying an integrated extended self and psychological ownership framework	13
Narratives of workplace resistance: Reframing Saudi women in leadership	13
Employee proactive goal regulation and job performance: The role modeling and interacting effects of leader proactive goal regulation	13
Alternativity as freedom: Exploring tactics of emergence in alternative forms of organizing	12
No family left behind: Flexibility i-deals for employees with stigmatized family identities	12
On ableism and anthropocentrism: A canine perspective on the workplace inclusion of disabled people	12
Careers advancement of women: Applying a multi-level relational perspective in the context of Turkish banking organisations	12
The effect of intra-workplace pay inequality on employee trust in managers: Assessing a multilevel moderated mediation effect model	12
Too sleepy to be innovative? Ethical leadership and employee service innovation behavior: A dual-path model moderated by sleep quality	12
Struggling to make sense of it all: The emotional process of sensemaking following an extreme incident	12
Collective sensemaking in the local response to a grand challenge: Recovery, alleviation and change-oriented responses to a refugee crisis	12
Drivers of career success among the visually impaired: Improving career inclusivity and sustainability in a career ecosystem	12
A process model of peer reactions to team member proactivity	11
The work of conflict mediation: Actors, vectors, and communicative relationality	11
What enables us to better experience our work as meaningful? The importance of awareness and the social context	11
Bottom-line mentality from a goal-shielding perspective: Does bottom-line mentality explain the link between rewards and pro-self unethical behavior?	11
Doing inclusion as counter-conduct: Navigating the paradoxes of organizing for refugee and migrant inclusion	10
Delivering bad news fairly: The influence of core self-evaluations and anxiety for the enactment of interpersonal justice	10
How biopower puts freedom to work: Conceptualizing ‘pivoting mechanisms’ in the neoliberal university	10
‘No decision is permanent!’: Achieving democratic revisability in alternative organizations through the affordances of new information and communication technologies	10
Power resources and successful trade union actions that address precarity in adverse contexts: The case of Central and Eastern Europe	10
Algorithmic governmentality and the space of ethics: Examples from ‘People Analytics’	10