Personnel Review

Article	Citations
The antecedents of career change intention in middle-level managers: the role of job and career satisfaction	70
How and when does humble leadership enhance newcomer well-being	53
What do we know and what should we research about employer brand? A bibliometric analysis	51
Reconceptualizing HR change agency: introducing a framework and propositions for future research	50
Mentoring global talent: an integrative review	49
Does intraorganizational competition prompt or hinder performance? The risks for proactive employees who hide knowledge	46
Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors	38
Pay-for-performance, procedural justice, OCB and job performance: a sequential mediation model	36
An interpersonal perspective to study workplace favoritism and employees’ motivation to hold multiple jobs	33
Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: a multilevel moderated serial mediation analysis	32
Effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants during the COVID-19 pandemic	31
How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge	31
The role of employee personality in employee satisfaction and turnover: insights from online employee reviews	30
Advancing a theoretical framework for exploring heuristics and biases within HR decision-making contexts	30
Themed editorial: Job crafting – relevance to human resource management	30
Bullying and turnover intentions: how creative employees overcome perceptions of dysfunctional organizational politics	30
Good, bad and ugly experiences of non-binary gender inclusion at the workplace to frame employee value proposition	30
It’s my luck: impostor fears, the context, gender and achievement-related traits	29
I'm difficult, but not impossible: how millennials view international assignments and the implications for human resource management (HRM)	28
Unravelling the knowledge matrix: exploring knowledge-sharing behaviours on market-based platforms using regression tree analysis	28
Decent work among rural-urban migrant workers in China: evidence and challenges	28
How and when overqualification improves innovative work behaviour: the roles of creative self-confidence and psychological safety	27
Job autonomy and knowledge hiding: the moderating roles of leader reward omission and person–supervisor fit	27
Serving for thriving: a moderated mediation analysis of the relationship between servant leadership and thriving at work	26
Training under an extreme context: the role of organizational support and adaptability on the motivation transfer and performance after training	25

Family social capital and career advancement: the mediating role of family-to-work enrichment and the moderating role of perceived organizational politics	23
Who said there is no place like home? Extending the link between quantitative job demands and life satisfaction: a moderated mediation model	22
Bots for mental health: the boundaries of human and technology agencies for enabling mental well-being within organizations	21
Disentangling the elements of PsyCap as drivers for work, organization and social engagement in knowledge-intensive work	21
Employee idiosyncratic deals (i-deals) and organizational justice: the role of individual job performance and coworkers’ i-deals	21
Relative deprivation, perceived status conflict and innovative behavior of outsourced employees: multiple moderating effects of dual organizational support	21
A sustainable career for interim managers: the role of career communities	20
Organizational learning amidst a crisis: lessons from the biopharmaceutical sector during COVID-19	19
Quantifying human resource management: a literature review	19
The quality of working life from a person-centred perspective: linking job crafting, work environment types and work engagement	19
Remote working and heavy work investment across employee fulfillment-crafting profiles	19
Workplace violence in extreme settings: the case of aged care workers and the role of anti-violence HRM and trust of managers on intention to leave	19
Developing future competencies of people employed in non-standard forms of employment: employers’ and employees’ perspective	19
Drivers of intrapreneurship: an affective events theory viewpoint	18
Entrepreneurial leadership and team creativity: the roles of team psychological safety and knowledge sharing	18
Job crafting, meaningfulness and affective commitment by gig workers towards crowdsourcing platforms	18
An empirical analysis of facilitators and barriers to the hybrid work model: a cross-cultural and multi-theoretical approach	18
Human resource management practices in corporate restructuring: a review and agenda for future research	17
Impact of Islamic work ethic on employee ethical behavior: the serial mediation of moral identity and felt obligation	17
Exploring the careers of women with disabilities: a systematic review and implications for human resource management	17
Empowering leadership: balancing self-determination and accountability for motivation	16
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	16
How does the power dynamics in the information technology outsourcing supply chain influence supplier's talent retention: a multiple case study	16
Fear after being fired: the moderating role of resilience in lessening the time between employment	16
Humanized algorithms matter! From enabling social exchange factors to building affective trust mechanism for facilitating gig workers’ task performance	16
Why employee engagement matters? Evidences from Delhi Metro Rail Corporation in India	16
The nexus between epistemic curiosity and innovative work behavior: role of leader-member exchange and work engagement	15
Female workers' career success in the handicraft industry: a study of Uttarakhand, India	15
Who is worthy of my commitment now? The dynamic nature of interns' workplace commitment	15
Exploring layers of context-related work-from-home demands during COVID-19	15
Supervisor-directed OCB and deviant behaviors: the role of LMX and impression management motives	15
A multilevel model of abusive supervision climate	15
Limits of ethical leadership and the role of ethics-oriented HRM system in managing Machiavellians	15
Fostering public sector employees’ citizen-oriented boundary-spanning behaviors through human resource flexibility and employee perceptions of normative public values	15
Measuring learning agility: a review and critique of learning agility measures	14
Is employer collection of diversity data attractive to potential job seekers? Ethnicity and sex differences and a UK–Sweden comparison	14
Subtle workplace discrimination inhibiting workers with intellectual disability from thriving at the workplace	14
Home-based telework and job stress: the mediation effect of work extension	14
When families overload careers: the critical role of family-interferes-with-work and boundary management	14
Guest editorial	14
A comprehensive meta-analysis of the impact of intervention programmes on psychological capital development: post-intervention and longer-term effects	14
Understanding flexibility i-deals: integrating performance motivation in the context of Colombia	14
Sustainable HRM and class-based inequality	14
Addressing the gap in information security: an HR-centric and AI-driven framework for mitigating insider threats	14
The role of family support on the effects of paramedic role overload on resilience, intention to leave and promotive voice	14
Paternity leave: stepchild of family-friendly policies moderating role of traditional masculinity ideology	13
The link between supervisor support, servicing efficacy and job satisfaction among frontline hotel employees: an investigation in Turkey	13
Employee and customer loyalty: two targets, one endeavor?	13
Labor market institutions and employee self-reported mental health	13
Transactional leadership matters in green creative behaviour through workplace learning and green knowledge management: moderating role of social network sites use	13

Managing team interdependence to address the Great Resignation	13
Neurodiversity and remote work in times of crisis: lessons for HR	13
A systematic literature review on artificial intelligence in recruiting and selection: a matter of ethics	13
Work from anywhere and employee psychological well-being: moderating role of HR leadership support	13
How to lead responsibly toward enhanced knowledge sharing behavior and performance: implications for human resource management	12
Trust networks, compassionate helping and employee performance	12
How difficulties in upward voice lead to lateral voice: a case study of a Chinese hospital	12
Human resource management, absorptive capacity and reverse knowledge transfer	12
Ingratiating with bosses for favourable performance ratings: a serial mediation mechanism	12
Mental health and expatriate psychological adjustment post-COVID: towards a new framework	12
Skilled migrant hiring and selection: organisations’ challenges in embracing diversity in recruitment	12
Filling the void: the underlying processes of CEO post-retirement role identity reformation	12
Returnee status, academic staff rewards and psychological contract fulfilment in China's higher education sector	11
Does toxic leadership influence employees’ defensive and aggressive reactions: threat as a mediating mechanism	11
Free to have imbalance? Freelancers’ work–life balance and the moderating role of three key work facets	11
How hard can it be? A qualitative study following an HRT implementation in a global industrial corporate group	11
Mutual gains through sustainable employability investments: integrating HRM practices for organisational competitiveness	11
Fighting fear: the buffering of well-being-HRM on the effects of nurses’ fear of COVID-19 on job stress and patient care	11
Who will pay for customers' fault? Workplace cheating behavior, interpersonal conflict and traditionality	11
The trickle-down effect of strengths use support: examining the linkage between “support from superiors” and “support for subordinates”	11
Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors	11
Does platform leadership foster subordinates’ innovative behavior? A multilevel moderated mediation analysis	11
Could you give me some advice? How and when leader consultation sparks employee proactivity	11
Should I pet or should I work? Human-animal interactions and (tele)work engagement: an exploration of the underlying within-level mechanisms	11
Expatriates' dual commitment: a serial multiple mediation model of workplace friendships and adjustment	11
Creating resource passageways in cross-cultural virtual work teams: a longitudinal field study	11
Human capital disclosure and the contingency view	11
Psychological capital and work–home enrichment: job crafting as a mediator	11
Inside out and upside down? Perceptions of temporary employment histories in the time of COVID	11
Editorial: The experience of work and experiential workers: mainline and critical perspectives on employee experience	11
Competitive strategy delivery in the service sector: a study of the behavioural model	10
Flourishing-at-work and turnover intentions: does trust in management moderate the relationship?	10
Yesterday's workers in Tomorrow's world	10
Displacement-plurality (D-P) in women refugees, its influence on work engagement and implications for diversity practice: a critical and reflective review	10
Can patient gratitude compensate for depletion from family-to-work conflict in nurses? An experience sampling study	10
Public service motivation and public employees' turnover intention: the role of job satisfaction and career growth opportunity	10
Service-oriented human resource practices and customer outcomes: the service-profit chain perspective	10
Editorial	10
Emotional exhaustion, emotional intelligence and task performance of employees in educational institutions during COVID 19 global pandemic: a moderated-mediation model	10
Work connectivity behavior after-hours and job satisfaction: examining the moderating effects of psychological entitlement and perceived organizational support	10
Employee perceptions of HRM system strength: examining outcome and boundary conditions among HR and non-HR employees	10
Have HR strategic partners left the building? The (new) role of HR professionals from a social-symbolic perspective	10
Does workplace ostracism negatively affect family life during a pandemic?	9
Impact of internal corporate social responsibility: a parallel mediation analysis	9
Cyborging HRM theory: from evolution to revolution – the challenges and trajectories of AI for the future role of HRM	9
A cross-industry comparison of how women leaders experience gender bias	9
Innovative work behaviour: the what, where, who, how and when	9
Quiet quitting: a new wine in an old bottle?	9
Experience layoffs, work engagement and the buffering effect of POS: a psychological contract perspective	9
Authoritarian and benevolent leadership: the role of follower homophily, power distance orientation and employability	9
Decoding employee experiences during pandemic through online employee reviews: insights to organizations	9
Managing bullying in the workplace: a model of servant leadership, employee resilience and proactive personality	9
High-involvement work practices, employee trust and engagement: the mediating role of perceived organisational politics	8
Boundary conditions on the dark side of high-performance work systems: leader-member exchange as a job resource	8
Cultivating organizational attraction: a resource view on psychological contracts of career development among interns	8
Mentoring and coping self-efficacy as predictors of affective occupational commitment for women in STEM	8
The machine/human agentic impact on practices in learning and development: a study across MSME, NGO and MNC organizations	8
Scan it, buy it, pay it – customers' psychological contracts as partial employees in retail	8
Sharing in the gig economy: from equitable work relations to exploitative HRM	8
A balanced perspective on the affordance of a gamified HRM system for employees' creative performance	8
Understanding the role of meaningfulness of work: a moderated-mediation model of bullying during work from home	8
How does AI-enabled HR analytics influence employee resilience: job crafting as a mediator and HRM system strength as a moderator	8
Give full play to the talent: exploring when perceived overqualification leads to more altruistic helping behavior through extra effort	8
Age-inclusive HR practices and older workers' voice behavior: the role of job crafting toward strengths and negative age-based metastereotypes	8
The art of staying in touch – exploring daily feedback interactions between a leader and a subordinate in remote work	8
Does social distancing make the heart grow fonder? The impact of work spouse interaction frequency on organizational outcomes	8
Helping as an opportunity and risk: an alternative side to gratitude in co-worker dyads	7
Retention and turnover of staff undertaking degree studies: insights and evidence from South Africa	7
Opportunistic silence: ignited by psychological contract breach, instigated by hostile attribution bias	7
Defender, Disturber or Driver? The ideal-typical professional identities of HR practitioners	7
Full of energy – The relationship between supervisor developmental feedback and task performance: a conservation of resources perspective	7
AMO model for neuro-inclusive remote workplace	7
Work interrupted at home: examining the influence of supportive teleworking practices on work–family conflict	7
Does voluntarism work for the workplace inclusion of individuals with disabilities in a country with limited equality structures?	7
Impact of workplace safety on well-being: the mediating role of thriving at work	7
To be adaptive or not? Investigating when and how illegitimate tasks promote versus inhibit employee adaptive performance	7
Ethical and organizational dynamics of non-standard work in public administration: challenges and opportunities in the digital era	7
Mindfulness and psychological capital: examining the role of intention from the person perspective in a multi-week mindfulness training program	7
Is it time to rethink benefit packages? Perks associated with the intention to leave in different age groups during COVID-19	7
Human resources strategy as a catalyst for the success of the competitive strategy: an analysis based on alignment	6

Time for life? The spillover effect of strain-based family-to-work conflict on early retirement intentions and the role of HR practice flexibility	6
A mixed-methods approach for the relationship between organizational attributes, reputation, employer brand and intention to apply for a job vacancy	6
How and when inclusive leadership enhances team proactivity: the roles of collective thriving and team power distance	6
Human resources practices and engagement of disability care front-line support workers	6
Engaging the age-diverse workforce: the interplay between personal and contextual resources	6
Leading Machiavellians on the road to better organizational behavior	6
Beyond performance and potential in talent management: exploring the impact of mobility on talent designation	6
Blind scouting: using artificial intelligence to alleviate bias in selection	6
Editor-in-Chief Note: Farewell	6
Trickle-down effect of moral leadership on unethical employee behavior: a cross-level moderated mediation model	6
Family-supportive supervisor behaviours and family cohesion: the roles of job crafting and passion for work	6
Workplace ostracism: a qualitative enquiry	5
Subdimensions of total rewards satisfaction and creativity among R&D employees: a moderated mediation model	5
Career identity and organizational identification among professionals with on-demand work	5
How are frontline managers supported in the performance management process?	5
The impact of workplace loneliness on employee outcomes: what role does psychological capital play?	5
Perceived HRM practices and organizational citizenship behaviours: a case study of a Chinese high-tech organization	5
Catching emotions: the moderating role of emotional contagion between leader-member exchange, psychological capital and employee well-being	5
Megatrends affecting the world of work: Implications for human resource management	5
Emotional culture of joy and happiness at work as a facet of wellbeing: a mediation of psychological safety and relational attachment	5
Managerial supplication and counterproductive work behavior: Do sadness, political skill and emotional intelligence matter?	5
Does too much or too little task conflict hurt service performance? A multilevel curvilinear model	5
Guest editorial: Work from anywhere: implications for employees and organizations	5
Individual agency and structure perceptions in intentions to withdrawal from work early/late in the mid-and late-career	5
Not your average candidate: overqualified job applicants in the eyes of hiring practitioners	5
How do work-family practices influence employee work-family conflict? Moderations of commitment-based HRM and human capital	5
Insider perspectives on director remuneration governance deliberations	5
The university-to-work transition: responses of universities and organizations to the COVID-19 pandemic	5
Does motivation matter? How leader behaviors influence employee vigor at work	5
Work autonomy and exit-voice choice: the role of skill utilization, learning from colleagues and future time orientation	5
Composing the same song: when and how high-performance work systems can stimulate proactive behavior	5
Digitisation and automation in training and development: a meta-review of new opportunities and challenges	5
Continuous learning and employee performance: a moderated examination of managers' coaching behavior in India	5
“It's the work climate that keeps me here”: the interplay between the HRM process and emergent factors in the construction of employee experiences	5
In the eye of the beholder: the role of self-perceived status in the relationship between high-performance work systems and affective commitment	4
How and when perceived job search incivility leads to reduced job search behavior	4
What sort of collective bargaining is emerging in Nigeria?	4
An institutional view on the relationship between high-performance work system and organizational performance: the role of country of origin	4
Job attitudes and career behaviors relating to employees' perceived incorporation of artificial intelligence in the workplace: a career self-management perspective	4
Leader favorable feedback and withdrawal behavior: a moderated mediation model of gratitude and leader-member exchange	4
How transformational leaders get employees to take initiative and display creativity: the catalytic role of work overload	4
Intrinsic and extrinsic reward synergies for innovative work behavior among South African knowledge workers	4
The relationship between self-leadership and employee engagement in Lebanon and the UAE: the moderating role of perceived organizational support	4
Talent philosophies and institutional factors as determinants of talent management in SMEs: a French country-specific empirical investigation	4
Positive deviance at work: a systematic review and directions for future research	4
Normative telecommuting: the effects of group composition and task interdependence on telecommuter and non-telecommuter performance	4
Green human resource management in nonprofit organizations: effects on employee green behavior and the role of perceived green organizational support	4
How human resource managers can prevent perceived pandemic threats from escalating into diminished change-oriented voluntarism	4
Linking leader-member exchange and work–nonwork balance: the mediating role of thriving at work and the moderating role of gender	4
Creatures of a lesser god! Gender-based differences in HR attributions mediated by person-job fit: a poly-contextual analysis	4