Human Relations

(The TQCC of Human Relations is 9. 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 2020-04-01 to 2024-04-01.)
Environmentally specific transformational leadership and team pro-environmental behaviors: The roles of pro-environmental goal clarity, pro-environmental harmonious passion, and power distance81
Survey response rates: Trends and a validity assessment framework62
Identities in and around organizations: Towards an identity work perspective52
Transforming corporate social responsibilities: Toward an intellectual activist research agenda for micro-CSR research50
Be smart, play dumb? A transactional perspective on day-specific knowledge hiding, interpersonal conflict, and psychological strain48
Thriving at work but insomniac at home: Understanding the relationship between supervisor bottom-line mentality and employee functioning48
Identity work in refugee workforce integration: The role of newcomer support organizations46
Rethinking history and memory in organization studies: The case for historiographical reflexivity44
Working on my own: Measuring the challenges of gig work42
Microphones, not megaphones: Functional crowdworker voice regimes on digital work platforms41
The hegemonic ambiguity of big concepts in organization studies33
The possibility of disalienated work: Being at home in alternative organizations31
Epistemic injustice and hegemonic ordeal in management and organization studies: Advancing Black scholarship30
The dimensional structure of transparency: A construct validation of transparency as disclosure, clarity, and accuracy in organizations30
Neither timeless, nor placeless: Control of food delivery gig work via place-based working time regimes29
Strategy-in-Practices: A process philosophical approach to understanding strategy emergence and organizational outcomes29
Is the bottom line reached? An exploration of supervisor bottom-line mentality, team performance avoidance goal orientation and team performance28
“Bloody Wonder Woman!”: Identity performances of elite women entrepreneurs on Instagram27
Hope labour and the psychic life of cultural work26
The extensification of managerial work in the digital age: Middle managers, spatio-temporal boundaries and control26
The interactive effects of socialization tactics and work locus of control on newcomer work adjustment, job embeddedness, and voluntary turnover25
Underemploying highly skilled migrants: An organizational logic protecting corporate ‘normality’24
Racialised professionals’ experiences of selective incivility in organisations: A multi-level analysis of subtle racism24
Organizational change failure: Framing the process of failing22
How is social inequality maintained in the Global South? Critiquing the concept of dirty work21
Humanizing work in the digital age: Lessons from socio-technical systems and quality of working life initiatives21
Shaping positive and negative ties to improve team effectiveness: The roles of leader humility and team helping norms20
He aronga takirua: Cultural double-shift of Māori scientists20
Manifesto for a new Quality of Working Life20
Human Relations virtual special issue: Flexible Work Practices and Work-Family Domain19
Activating the ‘ideal jobseeker’: Experiences of individuals with mental health conditions on the UK Work Programme18
Contextualising intersectionality: A qualitative study of East Asian female migrant workers in the UK18
Leader and organizational identification and organizational citizenship behaviors: Examining cross-lagged relationships and the moderating role of collective identity orientation18
Career challenges in smart cities: A sociotechnical systems view on sustainable careers16
Workdays are not created equal: Job satisfaction and job stressors across the workweek16
Revisiting conflict: Neoliberalism at work in the gig economy16
Mitigating the psychologically detrimental effects of supervisor undermining: Joint effects of voice and political skill15
Management without morals: Construct development and initial testing of amoral management15
Critical Essay: Wicked problems in the Age of Uncertainty14
Seeing others’ side to serve: Understanding how and when servant leadership impacts employee knowledge-hiding behaviors14
‘Thriving instead of surviving’: A capability approach to geographical career transitions in the creative industries14
Are outside directors on the small and medium-sized enterprise board always beneficial? Disclosure of firm-specific information in board-management relations as the missing mechanism14
Agile work practices and employee proactivity: A multilevel study14
Does “how” firms invest in corporate social responsibility matter? An attributional model of job seekers’ reactions to configurational variation in corporate social responsibility14
Exploring the dynamics of slack in extreme contexts: A practice-based view13
A closer look at how managerial support can help improve patient experience: Insights from the UK’s National Health Service13
Playful work design: Conceptualization, measurement, and validity13
Organizational socialization as kin-work: A psychoanalytic model of settling into a new job12
The (mostly) robust influence of initial trustworthiness beliefs on subsequent behaviors and perceptions12
Development and validation of the workplace hazing scale12
From germination to propagation: Two decades of Strategy-as-Practice research and potential future directions12
The hegemony of men in global value chains: Why it matters for labour governance12
How leader and follower prototypical and antitypical attributes influence ratings of transformational leadership in an extreme context11
From empathic leader to empathic leadership practice: An extension to relational leadership theory11
It’s not just what you say, it’s how you say it: How callings influence constructive voice delivery11
Feminism in women’s business networks: A freedom-centred perspective11
Both a curse and a blessing? A social cognitive approach to the paradoxical effects of leader narcissism11
No need to hide: Acknowledging the researcher’s intuition in empirical organizational research11
The idealization of ‘compassion’ in trainee nurses’ talk: A psychosocial focus group study10
Alternativity as freedom: Exploring tactics of emergence in alternative forms of organizing10
Supervisor negative feedback and employee motivation to learn: An attribution perspective10
Moved to speak up: How prosocial emotions influence the employee voice process10
How and when does top management team regulatory focus influence firm environmental misconduct?10
Job demands and burnout: The multilevel boundary conditions of collective trust and competitive pressure10
Collective sensemaking in the local response to a grand challenge: Recovery, alleviation and change-oriented responses to a refugee crisis10
Between consumption, accumulation and precarity: The psychic and affective practices of the female neoliberal spiritual subject10
The work is alive! Systems psychodynamics and the pursuit of pluralism without polarization in human relations10
Organizing professional work and services through institutional complexity – how institutional logics and differences in organizational roles matter10
Employee proactive goal regulation and job performance: The role modeling and interacting effects of leader proactive goal regulation9
Career capital in global versus second-order cities: Skilled migrants in London and Newcastle9
Drivers of career success among the visually impaired: Improving career inclusivity and sustainability in a career ecosystem9
Delivering bad news fairly: The influence of core self-evaluations and anxiety for the enactment of interpersonal justice9
What enables us to better experience our work as meaningful? The importance of awareness and the social context9
Interplay for change in equality, diversity and inclusion studies9