OOIR: Observatory of International Research

Papers

(The H4-Index of Human Resource Management is 29. 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 2022-05-01 to 2026-05-01.)

Article	Citations
Bridges and gatekeepers: Employees' willingness to refer qualified candidates on the autism spectrum	283
Algorithmic Management in Limbo: Task‐Driven Interweaving of Hierarchy and Market Management	204
Dynamism and realignment in the HR architecture: Online labor platform ecosystems and the key role of contractors	153
High performance work systems and employee mental health: The roles of psychological empowerment, work role overload, and organizational identification	126
Why Does Large Vertical Pay Dispersion Increase Turnover Among Both Employees and Senior Managers?	114
Issue Information	107
Sparking creativity using extrinsic rewards: A self‐determination theory perspective	103
Neurodiversity at Work: Challenges and Opportunities for Human Resource Management	100
The rise of the human capital industry and its implications for research	82
Signaling Effects of Women's Quotas: An Analysis of Workforce Perceptions and Reactions	66
Context is key: A 34‐country analysis investigating how similar HRM systems emerge from similar contexts	60
Work‐Related Intimate Partner Violence (WIPV): A Systematic Review and Feminist Conceptual Analysis	58
The Diversity Paradox: The Unintended Consequences of Gender Diversity on Gender Pay Equity	57
Explaining Variability in Employee Perceptions of HR Practices in Strategic HRM Research: An Integ	55
Answerable for what? The role of accountability focus in line manager HR implementation	51
The impact of organizational statements of support for the black community in the wake of a racial mega‐threat on organizational attraction and revenue	51
How Do Coworkers Interpret Employee AI Usage: Coworkers' Perceived Morality and Helping as Responses to Employee AI	49
Saving face: Leveraging artificial intelligence‐based negative feedback to enhance employee job performance	43
Managers' Decisions About Informal Accommodation Requests by Employees With and Without Disabilities	39
A Meta‐Analysis of Employee HR Attributions and Their Relationships With Employee‐Perceived High‐Performance Work Systems and Employee Outcomes	39
Support for Sustainable Development Goal 5 and Social Performance: The Role of Diversity Targets, Work‐Life Balance Practices, and Female Representation	37
Included Yet Socially Anxious: How Disability Severity and Nonacceptance Weaken the Effect of Perceived Climate for Inclusion on Social Anxiety	37
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	36
How Signals of Silence Sustain Sexual Harassment and What to Do About It	36
Age‐Inclusive HR Practices as Resource Passageways: Explaining Retirement Intentions Through Employability and Job Insecurity	33

	31
Thriving for Nothing? The Hidden Costs of Thriving for Employees With Attention Deficit Hyperactivity Disorder and Their Employers	31
The SMART model of work design: A higher order structure to help see the wood from the trees	29
The Illusion of Performance Management	29
From Strategic HRM to Sustainable HRM ? Exploring a Common Good Approach Through a Critical Reflec	29
From Workplace‐Based to Work‐Related Violence: Reframing HRM Research and Practice in the Era of Growing Tensions	29
Issue Information	29