OOIR: Observatory of International Research

Papers

(The TQCC of Personnel Review is 12. 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 2022-01-01 to 2026-01-01.)

Article	Citations
How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge	91
Advancing a theoretical framework for exploring heuristics and biases within HR decision-making contexts	68
Reconceptualizing HR change agency: introducing a framework and propositions for future research	54
Mentoring global talent: an integrative review	53
The antecedents of career change intention in middle-level managers: the role of job and career satisfaction	50
What do we know and what should we research about employer brand? A bibliometric analysis	48
Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors	48
An interpersonal perspective to study workplace favoritism and employees’ motivation to hold multiple jobs	44
How and when does humble leadership enhance newcomer well-being	42
Facilitating working mothers’ transition back to work: a training approach to enhancing psychological resources	41
Pay-for-performance, procedural justice, OCB and job performance: a sequential mediation model	40
Does intraorganizational competition prompt or hinder performance? The risks for proactive employees who hide knowledge	40
Why do universities use voluntary redundancy schemes? Human resource management in marketised higher education institutions	39
Effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants during the COVID-19 pandemic	39
Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: a multilevel moderated serial mediation analysis	39
The role of employee personality in employee satisfaction and turnover: insights from online employee reviews	35
Unpleasant experiences about idiosyncratic deals: exploring the effects of i-deal hassles on employee performance	35
Good, bad and ugly experiences of non-binary gender inclusion at the workplace to frame employee value proposition	35
Themed editorial: Job crafting – relevance to human resource management	35
Decent work among rural-urban migrant workers in China: evidence and challenges	34
A social control perspective on authoritarian leadership and voice: power-related contingencies and the status mechanism	34
Unravelling the knowledge matrix: exploring knowledge-sharing behaviours on market-based platforms using regression tree analysis	32
How and when overqualification improves innovative work behaviour: the roles of creative self-confidence and psychological safety	32
Combining work and vacation: workation as an attractive work arrangement	31
Employability as a compass for career success: a time-lagged study on the mediating role of job performance	30

The bright side of supervisors’ strengths use: dynamic relations with work-related flow, team trust and performance	30
Employee idiosyncratic deals (i-deals) and organizational justice: the role of individual job performance and coworkers’ i-deals	29
How does job crafting enhance newcomer organizational socialization? The effects of coworker exchange and prosocial motivation	28
Exploring the nexus of high-performance work systems and ethical leadership on employee attitudes and behaviours: case study evidence from healthcare	28
Relative deprivation, perceived status conflict and innovative behavior of outsourced employees: multiple moderating effects of dual organizational support	27
A challenge to the contemporary notion of high-performance work systems? The case of Sri Lankan tea plantations	26
Disentangling the elements of PsyCap as drivers for work, organization and social engagement in knowledge-intensive work	26
Family social capital and career advancement: the mediating role of family-to-work enrichment and the moderating role of perceived organizational politics	26
Phenomenon-driven contextual research and context-driven phenomenon research: advancing impactful HRM scholarship	26
Work from home and shifting perceptions of career prospects among employees with children: the role of work- and family-related contexts	25
Technology-driven interventions in personnel selection: a case study on building effective research-practice bridges	24
Serving for thriving: a moderated mediation analysis of the relationship between servant leadership and thriving at work	24
Who said there is no place like home? Extending the link between quantitative job demands and life satisfaction: a moderated mediation model	23
Bots for mental health: the boundaries of human and technology agencies for enabling mental well-being within organizations	22
Shaping subordinate's adaptive performance-impact of supervisor's empowering leadership: a moderated mediation effect	22
Organizational learning amidst a crisis: lessons from the biopharmaceutical sector during COVID-19	22
Training under an extreme context: the role of organizational support and adaptability on the motivation transfer and performance after training	22
Job crafting, meaningfulness and affective commitment by gig workers towards crowdsourcing platforms	21
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	20
Remote working and heavy work investment across employee fulfillment-crafting profiles	20
Human resource management practices in corporate restructuring: a review and agenda for future research	20
Are wrongdoers with high hierarchy more likely to be subjected to negative gossip? An attributional perspective	20
The quality of working life from a person-centred perspective: linking job crafting, work environment types and work engagement	20
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	20
An empirical analysis of facilitators and barriers to the hybrid work model: a cross-cultural and multi-theoretical approach	20
Developing future competencies of people employed in non-standard forms of employment: employers’ and employees’ perspective	20
Humanized algorithms matter! From enabling social exchange factors to building affective trust mechanism for facilitating gig workers’ task performance	19
Impact of Islamic work ethic on employee ethical behavior: the serial mediation of moral identity and felt obligation	19
How does the power dynamics in the information technology outsourcing supply chain influence supplier's talent retention: a multiple case study	19
Who is worthy of my commitment now? The dynamic nature of interns' workplace commitment	19
Exploring the careers of women with disabilities: a systematic review and implications for human resource management	19
Fostering public sector employees’ citizen-oriented boundary-spanning behaviors through human resource flexibility and employee perceptions of normative public values	19
Perceived value of external job mobility: development and validation of job mobility mindset	19
Developing human resource analytics capability architecture in organizations	19
Measuring learning agility: a review and critique of learning agility measures	18
Female workers' career success in the handicraft industry: a study of Uttarakhand, India	18
Limits of ethical leadership and the role of ethics-oriented HRM system in managing Machiavellians	18
Tit for tat? Linking congruence in receiving and providing coworker feedback to affective trust	18
When families overload careers: the critical role of family-interferes-with-work and boundary management	18
Neuroscience tools at work: approaches to use across the employee lifecycle and future research agenda	17
Sustainable HRM and class-based inequality	17
The guardians of the ladder: how meritocratic decisions are influenced by human resource and line managers	17
Addressing the gap in information security: an HR-centric and AI-driven framework for mitigating insider threats	17
Exploring layers of context-related work-from-home demands during COVID-19	17
Is employer collection of diversity data attractive to potential job seekers? Ethnicity and sex differences and a UK–Sweden comparison	16
The role of family support on the effects of paramedic role overload on resilience, intention to leave and promotive voice	16
The link between supervisor support, servicing efficacy and job satisfaction among frontline hotel employees: an investigation in Turkey	16
Understanding flexibility i-deals: integrating performance motivation in the context of Colombia	16
Employee and customer loyalty: two targets, one endeavor?	16
Home-based telework and job stress: the mediation effect of work extension	16

The implications of telework for employee obesity	16
The nexus between epistemic curiosity and innovative work behavior: role of leader-member exchange and work engagement	16
“It is all about me” – an investigation of interns’ workplace commitment	16
How do employees interact in routine change? High-involvement work practices at Tencent	16
A systematic literature review on artificial intelligence in recruiting and selection: a matter of ethics	15
Work from anywhere and employee psychological well-being: moderating role of HR leadership support	15
Transactional leadership matters in green creative behaviour through workplace learning and green knowledge management: moderating role of social network sites use	15
A comprehensive meta-analysis of the impact of intervention programmes on psychological capital development: post-intervention and longer-term effects	15
Bespoke benefits: how idiosyncratic deals shape employee engagement and performance	14
Ingratiating with bosses for favourable performance ratings: a serial mediation mechanism	14
Human resource management, absorptive capacity and reverse knowledge transfer	14
Managing team interdependence to address the Great Resignation	14
Mental health and expatriate psychological adjustment post-COVID: towards a new framework	14
Filling the void: the underlying processes of CEO post-retirement role identity reformation	14
Labor market institutions and employee self-reported mental health	14
How to lead responsibly toward enhanced knowledge sharing behavior and performance: implications for human resource management	14
Editorial: The experience of work and experiential workers: mainline and critical perspectives on employee experience	14
Relational leadership and development opportunities: enhancing nurses’ employability in Dutch elderly care	14
HRM reactions to crisis situations: a latent class analysis approach	14
Fighting fear: the buffering of well-being-HRM on the effects of nurses’ fear of COVID-19 on job stress and patient care	13
Your flexible work arrangements impacts my task performance: an attributional perspective	13
Mutual gains through sustainable employability investments: integrating HRM practices for organisational competitiveness	13
Trust networks, compassionate helping and employee performance	13
Decoding job embeddedness: a meta-analysis on consequences and unveiling moderating forces	13
More than an intervention: the far-reaching impacts of a participatory work redesign project in aged care	12
Does platform leadership foster subordinates’ innovative behavior? A multilevel moderated mediation analysis	12
Green human resource management and workplace cheating: a counterintuitive study	12
Skilled migrant hiring and selection: organisations’ challenges in embracing diversity in recruitment	12
Inside out and upside down? Perceptions of temporary employment histories in the time of COVID	12
How difficulties in upward voice lead to lateral voice: a case study of a Chinese hospital	12
Should I pet or should I work? Human-animal interactions and (tele)work engagement: an exploration of the underlying within-level mechanisms	12
Creating resource passageways in cross-cultural virtual work teams: a longitudinal field study	12