Personnel Review

Article	Citations
The ethics of people analytics: risks, opportunities and recommendations	68
Human resource analytics: a review and bibliometric analysis	56
Green human resource management in nonprofit organizations: effects on employee green behavior and the role of perceived green organizational support	47
Perceived organizational injustice and counterproductive work behaviours: mediated by organizational identification, moderated by discretionary human resource practices	47
The university-to-work transition: responses of universities and organizations to the COVID-19 pandemic	45
Managing bullying in the workplace: a model of servant leadership, employee resilience and proactive personality	44
Supportive organizational climate: a moderated mediation model of workplace bullying and employee well-being	40
Knowledge sharing, knowledge transfer and SMEs: evolution, antecedents, outcomes and directions	40
Entrepreneurial leadership and team creativity: the roles of team psychological safety and knowledge sharing	39
21st century HR: a competency model for the emerging role of HR Analysts	38
Effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants during the COVID-19 pandemic	35
Threat or opportunity: accelerated job demands during COVID-19 pandemic	33
Linking performance pressure to employee work engagement: the moderating role of emotional stability	33
Does job stress enhance employee creativity? Exploring the role of psychological capital	31
Supervisor bottom-line mentality and subordinates' unethical pro-organizational behavior	28
Relationship of perceived supervisor support, self-efficacy and turnover intention, the mediating role of burnout	27
Editorial: The great resignation: managing people in a post COVID-19 pandemic world	26
Emotional exhaustion, emotional intelligence and task performance of employees in educational institutions during COVID 19 global pandemic: a moderated-mediation model	25
The impact of workplace loneliness on employee outcomes: what role does psychological capital play?	25
High-performance work systems and thriving at work: the role of cognitive appraisal and servant leadership	24
Career adaptability, job crafting and subjective career success: the moderating roles of lone wolf personality and positive perfectionism	24
Job attitudes and career behaviors relating to employees' perceived incorporation of artificial intelligence in the workplace: a career self-management perspective	24
Work-life balance satisfaction in crisis times: from luxury to necessity – The role of organization's responses during COVID-19 lockdown	23
Modelling the interaction between serious leisure, self-perceived employability, stress, and workplace well-being: empirical insights from graduates in India	23
The role of ethical leadership in enhancing exploitative and explorative learning simultaneously: what does it matter if employees view work as central?	23

How and when overqualification improves innovative work behaviour: the roles of creative self-confidence and psychological safety	23
Exploring layers of context-related work-from-home demands during COVID-19	22
The influences of abusive supervision on job satisfaction and mental health: the path through emotional labor	22
Job crafting, meaningfulness and affective commitment by gig workers towards crowdsourcing platforms	21
Innovative work behaviour: the what, where, who, how and when	21
Diverse effects of team diversity: a review and framework of surface and deep-level diversity	21
Neurodiversity and remote work in times of crisis: lessons for HR	20
An empirical analysis of facilitators and barriers to the hybrid work model: a cross-cultural and multi-theoretical approach	20
Contexts of organizational learning in developing countries: the role of training programmes in Egyptian public banks	18
Crafting telework: a process model of need satisfaction to foster telework outcomes	18
Job autonomy and knowledge hiding: the moderating roles of leader reward omission and person–supervisor fit	18
The impact of COVID-19 on the work–life balance of working mothers: evidence from Nigerian academics	18
Workforce age profile effects on job resources, work engagement and organizational citizenship behavior	17
Idealized influence and commitment: a granular approach in understanding leadership	17
Why do employees struggle to thrive in the workplaces? A look at the impact of abusive supervision	17
Employer’s investments in job crafting to promote knowledge worker’s sustainable employability: a moderated mediation model	17
Perception of organizational politics, knowledge hiding and organizational citizenship behavior: the moderating effect of political skill	16
Human resource practices, employee competencies and firm performance: a 2-1-2 multilevel mediational analysis	16
Investigating leadership and employee well-being in higher education	15
A systematic review on well-being and ill-being in working contexts: contributions of self-determination theory	15
Multicultural skills in open innovation: relational leadership enabling knowledge sourcing and sharing	15
Experiencing career plateau on a committed career journey: a boundary condition of career stages	15
Is temporal leadership always beneficial? The role of job passion and synchrony preference	15
Empowering leadership: balancing self-determination and accountability for motivation	15
Green human resource management and employee innovative behaviour: does inclusive leadership play a role?	15
The sharing economy and the transformation of work: evidence from Foodora	14
Freelance job search during times of uncertainty: protean career orientation, career competencies and job search	14
Dynamics of millennial employees' communicative behaviors in the workplace: the role of inclusive leadership and symmetrical organizational communication	14
Transactional leadership matters in green creative behaviour through workplace learning and green knowledge management: moderating role of social network sites use	14
The joint impact of servant leadership and team-based HRM practices on team expediency: the mediating role of team reflexivity	14
Servant leadership and mistreatment at the workplace: mediation of trust and moderation of ethical climate	13
Occupational stereotypes: professionals´ warmth and competence perceptions of occupations	13
Impact of workplace safety on well-being: the mediating role of thriving at work	13
Work connectivity behavior after-hours and job satisfaction: examining the moderating effects of psychological entitlement and perceived organizational support	13
Leaving on a jet plane? The effect of challenge–hindrance stressors, emotional resilience and cultural novelty on self-initiated expatriates' decision to exit China	13
Leader favorable feedback and withdrawal behavior: a moderated mediation model of gratitude and leader-member exchange	13
Does procedural justice climate increase the identification and engagement of migrant workers? A group engagement model perspective	13
Should I pet or should I work? Human-animal interactions and (tele)work engagement: an exploration of the underlying within-level mechanisms	13
Thwarted psychological needs: the negative impact of customer mistreatment on service employees and the moderating role of empowerment HRM practices	13
Sustainable HRM and class-based inequality	12
Emotional culture of joy and happiness at work as a facet of wellbeing: a mediation of psychological safety and relational attachment	12
Policy and practical implications for workforce nationalization in the Gulf Cooperation Council (GCC) countries	12
Quantifying human resource management: a literature review	12
Intrinsic and extrinsic reward synergies for innovative work behavior among South African knowledge workers	12
Supervisor-directed OCB and deviant behaviors: the role of LMX and impression management motives	12
Keep your mouth shut until I feel good: testing the moderated mediation model of leader's threat to competence, self-defense tactics, and voice rejection	12
The role of human resource professionals (HRPs) in managing workplace bullying: perspectives from HRPs and employee representatives in Australia	11
Quiet quitting: a new wine in an old bottle?	11
Woes of silence: the role of burnout as a mediator between silence and employee outcomes	11
Managers' responses to the initial stages of the Covid-19 pandemic: an executive coaching perspective	11

Give full play to the talent: exploring when perceived overqualification leads to more altruistic helping behavior through extra effort	11
The role of supervisor support for strengths use in promoting perceived employability and career satisfaction	11
Delivering well-being through the coronavirus pandemic: the role of human resources (HR) in managing a healthy workforce	11
Team reward interdependence and team performance: roles of shared leadership and psychological ownership	11
Work from anywhere: remote stakeholder management and engagement	10
How work–life conflict affects employee outcomes of Chinese only-children academics: the moderating roles of gender and family structure	10
How and when does humble leadership enhance newcomer well-being	10
Effects of person-organization fit objective feedback and subjective perception on organizational attractiveness in online recruitment	10
Psychological assessment in human resource management: discrepancies between theory and practice and two examples of integration	10
High-performance work systems in public service units: examining the social capital and ambidexterity as mediating process	10
The influences of cross-cultural adjustment and motivation on self-initiated expatriates' innovative work behavior	10
Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors	10
Personnel Review at age 50: a retrospective using bibliometric analysis	10
Work from anywhere and employee psychological well-being: moderating role of HR leadership support	10
How human resource managers can prevent perceived pandemic threats from escalating into diminished change-oriented voluntarism	9
Performance management systems promote job crafting: the role of employees' motivation	9
Shaping emotional contagion in healthcare: the role of human resource practices and work harassment	9
Talking inclusion into being: communication as a facilitator and obstructor of an inclusive work environment	9
Pay-for-performance, procedural justice, OCB and job performance: a sequential mediation model	9
How do work engagement and work autonomy affect job crafting and performance? An analysis in an Indian manufacturer	9
Decoding employee experiences during pandemic through online employee reviews: insights to organizations	9
Why employee engagement matters? Evidences from Delhi Metro Rail Corporation in India	9
Informal learning and career identity formation: the mediating role of work engagement	9
Designing innovative jobs: a fuzzy-set configurational analysis of job characteristics	9
CEO environmentally specific transformational leadership and firm proactive environmental strategy: roles of TMT green commitment and regulative pressure	9
A cross-industry comparison of how women leaders experience gender bias	9
Composing the same song: when and how high-performance work systems can stimulate proactive behavior	9
Formalization and employee thriving at work: a moderated mediation model including work engagement and centralization	9
Nurturing psychological capital: an examination of organizational antecedents: the role of employee perceptions of teamwork, training opportunities and leader–member exchange	9
Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors	9
Positive deviance at work: a systematic review and directions for future research	8
Developing job performance: mediation of occupational commitment and achievement striving with competence enhancement as a moderator	8
Turnover intentions: the roles of job satisfaction and family support	8
Bullying and turnover intentions: how creative employees overcome perceptions of dysfunctional organizational politics	8
Sleep-deprived and emotionally exhausted: depleted resources as inhibitors of creativity at work	8
Uncovering the intellectual structure of diversity management research: a bibliometric analysis (1990–2019)	8
Employee perceptions of HRM system strength: examining outcome and boundary conditions among HR and non-HR employees	8
Catching emotions: the moderating role of emotional contagion between leader-member exchange, psychological capital and employee well-being	8
Back to the future: post-pandemic work and management	8
Does leaders' adoption of employee voice influence employee work engagement?	8
Does HPWS amplify employees' change readiness for digital transformation? A study through the “work-from-anywhere” prism	8
The relationship between self-leadership and employee engagement in Lebanon and the UAE: the moderating role of perceived organizational support	8
When career success enhances employees' life satisfaction: different effects of two types of goal orientations	8
How perception of training impacts organizational citizenship behavior: power distance as moderator	8
The role of individual characteristics and working conditions in understanding boredom at work	8
Does intraorganizational competition prompt or hinder performance? The risks for proactive employees who hide knowledge	8
How do work–life support practices impact bank employees' subjective well-being?	8
Public service motivation and public employees' turnover intention: the role of job satisfaction and career growth opportunity	7
The mediating role of fairness on the effectiveness of strategic performance measurement systems	7
Relative deprivation, perceived status conflict and innovative behavior of outsourced employees: multiple moderating effects of dual organizational support	7
Employee idiosyncratic deals (i-deals) and organizational justice: the role of individual job performance and coworkers’ i-deals	7
The buffering role of servant leadership on the relationship between organizational politics and employee task performance and citizenship behaviors	7
Workplace spirituality, well-being at work and employee loyalty in a gig economy: multi-group analysis across temporary vs permanent employment status	7
Service-oriented human resource practices and customer outcomes: the service-profit chain perspective	7
Fostering employees' resilience and psychological well-being through an app-based resilience intervention	7
Getting nowhere, going elsewhere: the impact of perceived career compromises on turnover intentions	7
The impact of abusive supervision differentiation on team performance in team competitive climates	7
Talent management: four “buying versus making” talent development approaches	7
Exploring the consequences of mindfulness at work: the impact of mindful organizing on employee attitudes and behavior toward work and organization	7
Does person–organization spirituality fit stimulate ethical and spiritual leaders: an empirical study in Jordan	7
When can felt accountability promote innovative work behavior? The role of transformational leadership	7
How the supervisor's Machiavellianism results in abusive supervision: understanding the role of the supervisor's competitive worldviews and subordinate's performance	7
Is meaningful work always a resource toward wellbeing? The effect of autonomy, security and multiple dimensions of subjective meaningful work on wellbeing	7
Who said there is no place like home? Extending the link between quantitative job demands and life satisfaction: a moderated mediation model	7
How difficulties in upward voice lead to lateral voice: a case study of a Chinese hospital	7
Human resources strategy as a catalyst for the success of the competitive strategy: an analysis based on alignment	7
Does workplace incivility spur deviant behaviors: roles of interpersonal conflict and organizational climate	7
Workplace cyber abuse: challenges and implications for management	6
How transformational leaders get employees to take initiative and display creativity: the catalytic role of work overload	6
Mentoring and coping self-efficacy as predictors of affective occupational commitment for women in STEM	6
Linking leader-member exchange and work–nonwork balance: the mediating role of thriving at work and the moderating role of gender	6
How do high-performance work systems affect innovation performance? The organizational learning perspective	6
Health services in Australia and the impact of antiquated rostering practices on medical scientists: a case for HR analytics and evidenced-based human resource management	6
Leaders' trait signaling effect on followers' psychological contract dynamics	6
A sustainable career for interim managers: the role of career communities	6
Linking organisational values and sustainability: the role of AMO practices	6
AMO model for neuro-inclusive remote workplace	6
Work-from-home (WFH): the constraints–coping–effectiveness framework	6
A balanced perspective on the affordance of a gamified HRM system for employees' creative performance	6
A VUCA-ready workforce: exploring employee competencies and learning and development implications	6

Yesterday's workers in Tomorrow's world	6
Linking proactivity to work–family enrichment: a moderated mediation model	6
Flourishing-at-work and turnover intentions: does trust in management moderate the relationship?	6
The Great Resignation in the UK – reality, fake news or something in between?	6
Attraction and retention of employees in an Australian regional SME: the importance of place and scale in human resource management	6
Editorial: The experience of work and experiential workers: mainline and critical perspectives on employee experience	6
Full of energy – The relationship between supervisor developmental feedback and task performance: a conservation of resources perspective	6
How does AI-enabled HR analytics influence employee resilience: job crafting as a mediator and HRM system strength as a moderator	6
Sharing in the gig economy: from equitable work relations to exploitative HRM	6
Authoritarian and benevolent leadership: the role of follower homophily, power distance orientation and employability	6
Curvilinear effects of work engagement on job outcomes	6
A moderated mediation model of counterproductive work behaviour, organisational justice, organisational embeddedness and psychological ownership	6
“It's the work climate that keeps me here”: the interplay between the HRM process and emergent factors in the construction of employee experiences	6
Making sense of a mess: “doing” resilience in the vortex of a crisis	6
A review of work–life programs and organizational outcomes	6
Does motivation matter? How leader behaviors influence employee vigor at work	6
Extending the research frontiers of employee mental health through contextualisation: China as an example with implications for human resource management research and practice	5
Perceived HRM practices and organizational citizenship behaviours: a case study of a Chinese high-tech organization	5
Exploitative leadership and counterproductive work behavior: a discrete emotions approach	5
Growth mindsets increase flexible work arrangement attractiveness: a policy-capturing study	5
Career identity and organizational identification among professionals with on-demand work	5
Benevolent leadership and organizational citizenship behaviors in a higher education context: a moderated mediation model	5
Serving for thriving: a moderated mediation analysis of the relationship between servant leadership and thriving at work	5
The impact of role overload on job crafting from the perspective of construal level theory	5
High-involvement work practices, employee trust and engagement: the mediating role of perceived organisational politics	5
A multilevel model of abusive supervision climate	5
Transformational leadership, idiosyncratic deals and employee outcomes	5
The quality of working life from a person-centred perspective: linking job crafting, work environment types and work engagement	5
Trickle-down effect of moral leadership on unethical employee behavior: a cross-level moderated mediation model	5
How and when inclusive leadership enhances team proactivity: the roles of collective thriving and team power distance	5
Inclusive leadership and knowledge sharing in Japanese workplaces: the role of diversity in the biological sex of workplace personnel	5
It’s my luck: impostor fears, the context, gender and achievement-related traits	5
Understanding the development of a common social identity between expatriates and host country nationals	5
Improving performance through leaders' forgiveness: the mediating role of radical innovation	5
Impact of internal corporate social responsibility: a parallel mediation analysis	5
Does it pay to be bad? An investigation of dark triad traits and job performance in India	5
Evasive (knowledge) hiding and task performance: the moderating role of accumulative job resources	5
Self-initiated expatriation and older women: composing a further life	5
A new, established approach to managing misbehavior: system justification theory	5
Transforming self-perceived self-employability and entrepreneurship among mothers through mobile digital sharing economy platforms: an exploratory case study	5
What if employees with intrinsic work values are given autonomy in worker co-operatives? Integration of the job demands–resources model and supplies–values fit theory	4
The machine/human agentic impact on practices in learning and development: a study across MSME, NGO and MNC organizations	4
Employment expectations: examining the effect of psychological contract fulfillment on bridge employees' personal and work attitudes	4
Retention intention: does having a proactive personality matter?	4
Navigating dual-careers: the challenge for professional couples	4
Workplace ostracism: a qualitative enquiry	4
Drivers of intrapreneurship: an affective events theory viewpoint	4
Bots for mental health: the boundaries of human and technology agencies for enabling mental well-being within organizations	4
Expatriates' salary expectations, age, experience and country image	4
Leading Machiavellians on the road to better organizational behavior	4
Homophily: functional bias to the talent identification process?	4
The instrumental role of employee voice in achieving promotability: social influence perspective	4
From Great Resignation to Great Re-Negotiation on space and time for more holistic individuals and organizations	4
Should I stay or should I go? Skilled immigrants' perceived brain-waste and social embeddedness	4
Expatriates' adjustment and performance in risky environments: the role of organizational support and rewards, risk propensity and resilience	4
AI and the metaverse in the workplace: DEI opportunities and challenges	4
Insecurity and turnover as robots take charge: impact of neuroticism and change-related uncertainty	4
You’re so good-looking and wise, my powerful leaders! When deference becomes flattery in employee–authority relations	4
Imposter phenomenon and employee mental health: what role do organizations play?	4
Training under an extreme context: the role of organizational support and adaptability on the motivation transfer and performance after training	4
Disentangling the elements of PsyCap as drivers for work, organization and social engagement in knowledge-intensive work	4
Decent work among rural-urban migrant workers in China: evidence and challenges	4
Guest editorial	4
Perceived overqualification, work-related boredom, and intention to leave: examining the moderating role of high-performance work systems	4
Work arrangement “yo-yo”: forced flexibility from the office to home and back again	4
Family incivility, work alienation beliefs and submissive behaviors among Pakistani employees: the mitigating role of ego resilience	4
Collectively crafting the sales job: linking charismatic leadership to sales teams’ performance	4
Who will pay for customers' fault? Workplace cheating behavior, interpersonal conflict and traditionality	4
Expatriates' dual commitment: a serial multiple mediation model of workplace friendships and adjustment	4
Perceived HPWP, presence of creative coworkers and employee innovative performance	4
Time for life? The spillover effect of strain-based family-to-work conflict on early retirement intentions and the role of HR practice flexibility	4
Involved fathering: how new dads are redefining fatherhood	4