OOIR: Observatory of International Research

Papers

(The H4-Index of Human Resource Management is 30. 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 2022-06-01 to 2026-06-01.)

Article	Citations
Algorithmic Management in Limbo: Task‐Driven Interweaving of Hierarchy and Market Management	293
High performance work systems and employee mental health: The roles of psychological empowerment, work role overload, and organizational identification	212
Bridges and gatekeepers: Employees' willingness to refer qualified candidates on the autism spectrum	158
Why Does Large Vertical Pay Dispersion Increase Turnover Among Both Employees and Senior Managers?	130
Issue Information	119
Context is key: A 34‐country analysis investigating how similar HRM systems emerge from similar contexts	108
Work‐Related Intimate Partner Violence (WIPV): A Systematic Review and Feminist Conceptual Analysis	106
Neurodiversity at Work: Challenges and Opportunities for Human Resource Management	106
Sparking creativity using extrinsic rewards: A self‐determination theory perspective	85
Signaling Effects of Women's Quotas: An Analysis of Workforce Perceptions and Reactions	69
The rise of the human capital industry and its implications for research	66
The Diversity Paradox: The Unintended Consequences of Gender Diversity on Gender Pay Equity	62
Explaining Variability in Employee Perceptions of HR Practices in Strategic HRM Research: An Integ	60
Support for Sustainable Development Goal 5 and Social Performance: The Role of Diversity Targets, Work‐Life Balance Practices, and Female Representation	58
Answerable for what? The role of accountability focus in line manager HR implementation	51
A Meta‐Analysis of Employee HR Attributions and Their Relationships With Employee‐Perceived High‐Performance Work Systems and Employee Outcomes	50
Managers' Decisions About Informal Accommodation Requests by Employees With and Without Disabilities	48
How Do Coworkers Interpret Employee AI Usage: Coworkers' Perceived Morality and Helping as Responses to Employee AI	41
Saving face: Leveraging artificial intelligence‐based negative feedback to enhance employee job performance	40
Included Yet Socially Anxious: How Disability Severity and Nonacceptance Weaken the Effect of Perceived Climate for Inclusion on Social Anxiety	39
It's Not Just What You Say, but How You Say It: The Effects of Enterprise Social Media on Service Management, Through the Lens of Signaling Theory	38
Age‐Inclusive HR Practices as Resource Passageways: Explaining Retirement Intentions Through Employability and Job Insecurity	36
How Signals of Silence Sustain Sexual Harassment and What to Do About It	36
	34
Thriving for Nothing? The Hidden Costs of Thriving for Employees With Attention Deficit Hyperactivity Disorder and Their Employers	34

The SMART model of work design: A higher order structure to help see the wood from the trees	34
Looking Back and Looking Forward: Thirty Years of Evidence on Strategic HRM Systems and Performance (1995–2025)	31
From Strategic HRM to Sustainable HRM ? Exploring a Common Good Approach Through a Critical Reflec	31
From Workplace‐Based to Work‐Related Violence: Reframing HRM Research and Practice in the Era of Growing Tensions	31
The Illusion of Performance Management	31
From Digital Strings to Negotiated Wings: Consequences of Electronic Performance Monitoring and Development Idiosyncratic Deals	30
From Static Fit to Dynamic Alignment: The Emergence and Evolution of HR Ecosystems in Fragmented Workplaces	30
	30