OOIR: Observatory of International Research

Papers

(The H4-Index of Personnel Review is 26. 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 2021-09-01 to 2025-09-01.)

Article	Citations
Reconceptualizing HR change agency: introducing a framework and propositions for future research	70
Mentoring global talent: an integrative review	63
An interpersonal perspective to study workplace favoritism and employees’ motivation to hold multiple jobs	58
How and when does humble leadership enhance newcomer well-being	54
Pay-for-performance, procedural justice, OCB and job performance: a sequential mediation model	39
The antecedents of career change intention in middle-level managers: the role of job and career satisfaction	39
How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge	39
What do we know and what should we research about employer brand? A bibliometric analysis	38
Bullying and turnover intentions: how creative employees overcome perceptions of dysfunctional organizational politics	38
Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: a multilevel moderated serial mediation analysis	37
Does intraorganizational competition prompt or hinder performance? The risks for proactive employees who hide knowledge	37
Advancing a theoretical framework for exploring heuristics and biases within HR decision-making contexts	36
Effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants during the COVID-19 pandemic	35
Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors	34
Unpleasant experiences about idiosyncratic deals: exploring the effects of i-deal hassles on employee performance	32
It’s my luck: impostor fears, the context, gender and achievement-related traits	32
Why do universities use voluntary redundancy schemes? Human resource management in marketised higher education institutions	32
Good, bad and ugly experiences of non-binary gender inclusion at the workplace to frame employee value proposition	31
Themed editorial: Job crafting – relevance to human resource management	31
Unravelling the knowledge matrix: exploring knowledge-sharing behaviours on market-based platforms using regression tree analysis	31
How and when overqualification improves innovative work behaviour: the roles of creative self-confidence and psychological safety	29
The role of employee personality in employee satisfaction and turnover: insights from online employee reviews	29
Job autonomy and knowledge hiding: the moderating roles of leader reward omission and person–supervisor fit	28
The bright side of supervisors’ strengths use: dynamic relations with work-related flow, team trust and performance	27
Decent work among rural-urban migrant workers in China: evidence and challenges	27

Family social capital and career advancement: the mediating role of family-to-work enrichment and the moderating role of perceived organizational politics	26
Bots for mental health: the boundaries of human and technology agencies for enabling mental well-being within organizations	26