OOIR: Observatory of International Research

Papers

(The TQCC of Personnel Review is 8. 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 2021-02-01 to 2025-02-01.)

Article	Citations
How does AI-enabled HR analytics influence employee resilience: job crafting as a mediator and HRM system strength as a moderator	74
Exploitative leadership and counterproductive work behavior: a discrete emotions approach	56
High-performance work systems in public service units: examining the social capital and ambidexterity as mediating process	47
Perceptions of living wage impacts in Aotearoa New Zealand: towards a multi-level, contextualised conceptualisation	46
Guest editorial: The changing role of HRM through crisis: from response to recovery	45
Normative telecommuting: the effects of group composition and task interdependence on telecommuter and non-telecommuter performance	39
Does leaders' adoption of employee voice influence employee work engagement?	36
Does intraorganizational competition prompt or hinder performance? The risks for proactive employees who hide knowledge	35
Mentoring and coping self-efficacy as predictors of affective occupational commitment for women in STEM	35
How and when perceived job search incivility leads to reduced job search behavior	33
From corporate social responsibility (CSR) to corporate humanistic responsibility (CHR): the conceptualization and operationalization of perceived CHR	31
The art of staying in touch – exploring daily feedback interactions between a leader and a subordinate in remote work	27
Maximizing team development for open innovation in digital product development: the role of collaborative HRM and relational leadership	27
How and when does humble leadership enhance newcomer well-being	27
Is employer collection of diversity data attractive to potential job seekers? Ethnicity and sex differences and a UK–Sweden comparison	25
Algorithmic human resource management: toward a functional affordance perspective	25
Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: a multilevel moderated serial mediation analysis	24
Understanding the role of meaningfulness of work: a moderated-mediation model of bullying during work from home	24
What do we know and what should we research about employer brand? A bibliometric analysis	24
Advancing a theoretical framework for exploring heuristics and biases within HR decision-making contexts	24
Disrupting human resource management with people analytics: a study of applications, value, enablers and barriers in Italy	23
Does social distancing make the heart grow fonder? The impact of work spouse interaction frequency on organizational outcomes	23
Guest editorial	22
Extending the research frontiers of employee mental health through contextualisation: China as an example with implications for human resource management research and practice	22
Employee and customer loyalty: two targets, one endeavor?	22

Organizational identification of knowledge workers in India: causes, consequences and the relevance of context	21
Should I stay or should I go? Skilled immigrants' perceived brain-waste and social embeddedness	21
Understanding the development of a common social identity between expatriates and host country nationals	21
Understanding flexibility i-deals: integrating performance motivation in the context of Colombia	20
Subtle workplace discrimination inhibiting workers with intellectual disability from thriving at the workplace	19
Does workplace incivility spur deviant behaviors: roles of interpersonal conflict and organizational climate	18
From Great Resignation to Great Re-Negotiation on space and time for more holistic individuals and organizations	18
Sharing in the gig economy: from equitable work relations to exploitative HRM	18
Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors	18
CEO environmentally specific transformational leadership and firm proactive environmental strategy: roles of TMT green commitment and regulative pressure	17
Reconceptualizing HR change agency: introducing a framework and propositions for future research	17
How do work engagement and work autonomy affect job crafting and performance? An analysis in an Indian manufacturer	17
A systematic literature review on artificial intelligence in recruiting and selection: a matter of ethics	17
The antecedents of career change intention in middle-level managers: the role of job and career satisfaction	16
The machine/human agentic impact on practices in learning and development: a study across MSME, NGO and MNC organizations	16
High-involvement work practices, employee trust and engagement: the mediating role of perceived organisational politics	15
Impact of organisational facilitators and perceived HR effectiveness on acceptance of AI-augmented HRM: an integrated TAM and TPB perspective	15
Green human resource management in nonprofit organizations: effects on employee green behavior and the role of perceived green organizational support	15
Modelling the interaction between serious leisure, self-perceived employability, stress, and workplace well-being: empirical insights from graduates in India	14
How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge	14
Pay-for-performance, procedural justice, OCB and job performance: a sequential mediation model	14
A balanced perspective on the affordance of a gamified HRM system for employees' creative performance	14
Effects of performance appraisal on employees’ extra-role behaviors and turnover intentions – A parallel mediation model	13
The role of family support on the effects of paramedic role overload on resilience, intention to leave and promotive voice	13
How transformational leaders get employees to take initiative and display creativity: the catalytic role of work overload	13
Age-inclusive HR practices and older workers' voice behavior: the role of job crafting toward strengths and negative age-based metastereotypes	13
The same only different: precarious workers’ perceptions of their treatment in COVID-19 times	13
The instrumental role of employee voice in achieving promotability: social influence perspective	13
Home-based telework and job stress: the mediation effect of work extension	13
Work from anywhere and employee psychological well-being: moderating role of HR leadership support	12
Bullying and turnover intentions: how creative employees overcome perceptions of dysfunctional organizational politics	12
A comprehensive meta-analysis of the impact of intervention programmes on psychological capital development: post-intervention and longer-term effects	12
Neurodiversity and remote work in times of crisis: lessons for HR	12
An interpersonal perspective to study workplace favoritism and employees’ motivation to hold multiple jobs	12
Transactional leadership matters in green creative behaviour through workplace learning and green knowledge management: moderating role of social network sites use	12
Examining the effect of leader self-deprecating humor on subordinate learning from failure	12
Cultivating organizational attraction: a resource view on psychological contracts of career development among interns	11
Linking performance pressure to employee work engagement: the moderating role of emotional stability	11
Leader favorable feedback and withdrawal behavior: a moderated mediation model of gratitude and leader-member exchange	11
Employment expectations: examining the effect of psychological contract fulfillment on bridge employees' personal and work attitudes	11
Thwarted psychological needs: the negative impact of customer mistreatment on service employees and the moderating role of empowerment HRM practices	11
Perceived overqualification, work-related boredom, and intention to leave: examining the moderating role of high-performance work systems	11
Learning and development in highly dynamic VUCA contexts: a new framework for the L&D function	11
The link between supervisor support, servicing efficacy and job satisfaction among frontline hotel employees: an investigation in Turkey	11
Human resource analytics, creative problem-solving capabilities and firm performance: mediator moderator analysis using PLS-SEM	10
When humor masks abuse: employee responses to abusive supervision through the lens of relational energy	10
Mentoring global talent: an integrative review	10
How and when inclusive leadership enhances team proactivity: the roles of collective thriving and team power distance	10
Too tired to not reconsider the way we work: mothers’ lessons learned teleworking during COVID-19	10
Green human resource management and employee innovative behaviour: does inclusive leadership play a role?	10

Opportunistic silence: ignited by psychological contract breach, instigated by hostile attribution bias	10
Mindfulness and psychological capital: examining the role of intention from the person perspective in a multi-week mindfulness training program	10
Effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants during the COVID-19 pandemic	10
How is it going to end? Negative workplace gossip about coworkers, compensatory ethics and gossipers helping behavior toward coworkers	10
Paternity leave: stepchild of family-friendly policies moderating role of traditional masculinity ideology	9
Exploring local job seekers perception toward employment in the private and public sectors in Qatar: implications for workforce nationalization policies	9
Human resource management, absorptive capacity and reverse knowledge transfer	9
Change ubiquity: employee perceptions of change prevalence from three countries	9
Involved fathering: how new dads are redefining fatherhood	9
Helping as an opportunity and risk: an alternative side to gratitude in co-worker dyads	9
Work interrupted at home: examining the influence of supportive teleworking practices on work–family conflict	9
Retention and turnover of staff undertaking degree studies: insights and evidence from South Africa	9
Transforming self-perceived self-employability and entrepreneurship among mothers through mobile digital sharing economy platforms: an exploratory case study	9
How to lead responsibly toward enhanced knowledge sharing behavior and performance: implications for human resource management	9
Editorial: Caring for our workers: advancing human resource management to support workforce mental health	9
Profiling employee psychological responses during restructuring and downsizing in the public sector: “Flourishers”, “Recoverers” and “Ambivalents”	9
Attachment, stress and interactional justice	9
How and when overqualification improves innovative work behaviour: the roles of creative self-confidence and psychological safety	9
Scan it, buy it, pay it – customers' psychological contracts as partial employees in retail	9
It’s my luck: impostor fears, the context, gender and achievement-related traits	8
Supervisor incivility and counterproductive work behavior: the role of job and personal resources	8
Learning with the devil: mentoring and advocates	8
A qualitative investigation of the work-nonwork experiences of dual-career professional couples without children	8
Defender, Disturber or Driver? The ideal-typical professional identities of HR practitioners	8
Workplace spirituality, well-being at work and employee loyalty in a gig economy: multi-group analysis across temporary vs permanent employment status	8
The relationships among workplace role modeling, learning goal orientation and proactive behavior	8
Family-supportive supervisor behaviours and family cohesion: the roles of job crafting and passion for work	8
Informal learning effort and attitude toward knowledge sharing in times of workplace conflict: curious case of joyous exploration and deprivation sensitivity	8
Examining employee experiences of hybrid work: an ecological approach	8
I'm difficult, but not impossible: how millennials view international assignments and the implications for human resource management (HRM)	8
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	8
Decent work among rural-urban migrant workers in China: evidence and challenges	8
AMO model for neuro-inclusive remote workplace	8
Managing team interdependence to address the Great Resignation	8
Inclusive leadership and knowledge sharing in Japanese workplaces: the role of diversity in the biological sex of workplace personnel	8
What is in your résumé? The effects of multiple social categories in résumé screening	8