International Journal of Human Resource Management

Article	Citations
Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review	265
Artificial intelligence – challenges and opportunities for international HRM: a review and research agenda	101
The adoption of artificial intelligence in employee recruitment: The influence of contextual factors	82
Recontextualising remote working and its HRM in the digital economy: An integrated framework for theory and practice	78
Rebooting employees: upskilling for artificial intelligence in multinational corporations	78
May the bots be with you! Delivering HR cost-effectiveness and individualised employee experiences in an MNE	63
The employee perspective on HR practices: A systematic literature review, integration and outlook	61
Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture	48
IJHRM after 30 years: taking stock in times of COVID-19 and looking towards the future of HR research	48
The impact of green HRM on green creativity: mediating role of pro-environmental behaviors and moderating role of ethical leadership style	44
Algorithmic human resource management: Synthesizing developments and cross-disciplinary insights on digital HRM	43
Building sustainable societies through human-centred human resource management: emerging issues and research opportunities	43
High-performance work practices, employee well-being, and supportive leadership: spillover mechanisms and boundary conditions between HRM and leadership behavior	42
Job quality, fair work and gig work: the lived experience of gig workers	40
Unmasking the creative self-efficacy–creative performance relationship: the roles of thriving at work, perceived work significance, and task interdependence	40
Work antecedents and consequences of work-life balance: A two sample study within New Zealand	40
Controlled by the algorithm, coached by the crowd – how HRM activities take shape on digital work platforms in the gig economy	35
International HRM in the context of uncertainty and crisis: a systematic review of literature (2000–2018)	33
High performance work systems and innovation in New Zealand SMEs: testing firm size and competitive environment effects	33
Beliefs, anxiety and change readiness for artificial intelligence adoption among human resource managers: the moderating role of high-performance work systems	30
An inter-disciplinary review of the literature on mental illness disclosure in the workplace: implications for human resource management	30
Performance management and teacher performance: the role of affective organizational commitment and exhaustion	30
Does telework status affect the behavior and perception of supervisors? Examining task behavior and perception in the telework context	29
The effects of technological supervision on gig workers: organizational control and motivation of Uber, taxi, and limousine drivers	26
Having their cake and eating it too? Online labor platforms and human resource management as a case of institutional complexity	26

‘To empower or not to empower, that’s the question’. Using an empowerment process approach to explain employees’ workplace proactivity	26
Team-level high-performance work systems, self-efficacy and creativity: differential moderating roles of person–job fit and goal difficulty	25
A meta-analysis of mediating mechanisms between employee reports of human resource management and employee performance: different pathways for descriptive and evaluative reports?	25
Trapped in a loss spiral: how and when work alienation relates to knowledge hiding	24
Exploring the adoption of virtual work: the role of virtual work self-efficacy and virtual work climate	24
Effects of empowering leadership on followers’ work–family interface	22
Remote workers’ well-being, perceived productivity, and engagement: which resources should HRM improve during COVID-19? A longitudinal diary study	22
Boundaryless careers and algorithmic constraints in the gig economy	21
The moral dark side of performance pressure: how and when it affects unethical pro-organizational behavior	20
Unethical employee behaviour: a review and typology	20
Digitalised talent management and automated talent decisions: the implications for HR professionals	20
Recruitment in the gig economy: attraction and selection on digital platforms	19
How inclusive is workplace gender equality research in the Chinese context? Taking stock and looking ahead	19
Humanoid robot adoption and labour productivity: a perspective on ambidextrous product innovation routines	18
The soft skills gap: a bottleneck in the talent supply in emerging economies	18
From brain drain to brain gain: the agenda for talent management in overcoming talent migration from emerging markets	18
What makes telework work? Evidence of success factors across two decades of empirical research: a systematic and critical review	18
The paradox of mental illness and employment: a person-job fit lens	17
HRM systems, employee proactivity and capability in the SME context	17
Can green creativity be fostered? Unfolding the roles of perceived green human resource management practices, dual mediation paths, and perceived environmentally-specific authentic leadership	17
Staying close to business: the role of epistemic alignment in rendering HR analytics outputs relevant to decision-makers	17
Managing furloughs: how furlough policy and perceptions of fairness impact turnover intentions over time	17
Illegitimate tasks, job crafting and their longitudinal relationships with meaning of work	16
Human resource management in project-based organizations: revisiting the permanency assumption	16
Paving the way for progress in employee agility research: a systematic literature review and framework	16
Engaging leadership and work engagement as moderated by “diuwongke”: an Indonesian study	16
Personal and social resources in coping with long hours of the Chinese work condition: the dual roles of detachment and social motivation	16
The influence of empowering leadership on repatriate knowledge transfer: understanding mechanisms and boundary conditions	16
The role of robotization in work design: a comparative case study among logistic warehouses	15
Still feeling employable with growing age? Exploring the moderating effects of developmental HR practices and country-level unemployment rates in the age – employability relationship	15
Developmental idiosyncratic i-deals and its influence on promotability decisions: the joint roles of proactive personality and developmental challenge	15
Talent management and performance in the public sector: the role of organisational and line managerial support for development	15
Introduction to special issue on HRM and employability: mutual gains or conflicting outcomes?	15
Talent management in the public sector: empirical evidence from the Emerging Economy of Dubai	15
Teleworking in times of COVID-19: the role of Family-Supportive supervisor behaviors in workers’ work-family management, exhaustion, and work engagement	15
HR practice salience: explaining variance in employee reactions to HR practices	14
Furthering transgender inclusion in the workplace: advancing a new model of allyship intentions and perceptions	14
Managing emotional labour: the importance of organisational support for managing police officers in England and Italy	14
Technology and the hybrid workplace: the affective living of IT-enabled space	14
Advancing understanding of HRM in small and medium-sized enterprises (SMEs): critical questions and future prospects	14
HRM in 21st century small organizations: a midrange typology to describe, contrast and contextualize the phenomenon	14
Human resource managers advancing the careers of women in Saudi Arabia: caught between a rock and a hard place	13
Workplace bullying of immigrants working in Sweden	13
Empowering leadership improves employees’ positive psychological states to result in more favorable behaviors	13
The unique and common effects of emotional intelligence dimensions on job satisfaction and facets of job performance: an exploratory study in three countries	13
Fair’s fair: psychological contracts and power in platform work	13
How employee exploration and exploitation affect task performance: The influence of organizational competitive orientation	13
Investing in HR? Human resource function investments and labor productivity in US organizations	12
The human resource architecture model: A twenty-year review and future research directions	12
Technologically mediated human resource management in the gig economy	12

The retention effect of training: Portability, visibility, and credibility1	12
Motivational cultural intelligence and expatriate talent adjustment: an exploratory study of the moderation effects of cultural distance	12
Insider econometrics meets people analytics and strategic human resource management	12
The effect of direct and representative employee voice on job satisfaction in China: evidence from employer-employee matched data	12
Fostering mental health at work: the butterfly effect of management behaviors	11
Social support for expatriates through virtual platforms: exploring the role of online and offline participation	11
Human resource management in Africa: current research and future directions – evidence from South Africa and across the continent	11
How does shared leadership affect creativity in teams? A multilevel motivational investigation in the Chinese context	11
Exploring mental illness in the workplace:the role of HR professionals and processes	11
Entrepreneurial intentions and high-status seeking in career expectations: a portrait of talents in emerging countries	11
Psychosocial safety climate as a mediator between high-performance work practices and service recovery performance: an international study in the airline industry	11
Employed but not included: the case of consumer-workers in mental health care services	11
Designing job ads to stimulate the decision to apply: a discrete choice experiment with business students	11
Greening the workplace through supervisory behaviors: assessing what really matters to employees	11
Organisational justice, organisational identification and job involvement: the mediating role of psychological need satisfaction and the moderating role of person-organisation fit	11
Voice in non-traditional employment relationships: a review and future research directions	11
The role of organization-based self-esteem and job resources in promoting employees’ job crafting behaviors	11
Extending the frontier of research on (strategic) human resource management in China: a review of David Lepak and colleagues’ influence and future research direction	11
Psychological entitlement and organizational citizenship behaviors: the roles of employee involvement climate and affective organizational commitment	11
Impact of HRM practices on innovative behaviour: mediating role of talent development climate in Indian firms	10
Clarifying and empirically assessing the concept of human capital resource emergence	10
Flexibility oriented HRM practices and innovation: evidence from China and India	10
High-performance work practices and labour productivity: a six wave longitudinal study of UK manufacturing and service SMEs	10
A moderated mediation study of high performance work systems and insomnia on New Zealand employees: job burnout mediating and work-life balance moderating	9
Inclusive leadership and team creativity: a moderated mediation model of Chinese talent management	9
Perceived organisational support and performance: the case of expatriate development volunteers in complex multi-stakeholder employment relationships	9
Innovation in SMEs: the role of flexible work arrangements and market competition	9
Human resource professionals’ human and social capital in SMEs: small firm, big impact	9
Impacts of job control on overtime and stress: cases in the United States and South Korea	9
A dual-process model of voice endorsement	9
Work–life balance supportive culture: a way to retain employees in Spanish SMEs	9
Gender diversity and firm performance: when diversity at middle management and staff levels matter	9
Macro talent management theorizing: transnational perspectives of the political economy of talent formation in the Arab Middle East	9
Serving the customer, serving the family, and serving the employee: toward a comprehensive understanding of the effects of service-oriented high-performance work systems	9
Perceived employability of skilled migrants: a systematic review and future research agenda	9
Human resource capabilities in uncertain environments	9
An integrative review on job burnout among teachers in China: Implications for Human Resource Management	9
Low-status expatriates in the United Arab Emirates: a psychological contract perspective	8
Work engagement of employees who are parents of children with disabilities: empirical evidence from Singapore and the United Kingdom	8
Augmented employee voice and employee engagement using artificial intelligence-enabled chatbots: a field study	8
Supporting and retaining employees with rheumatoid arthritis: the importance of workplace social support	8
Global differences in applicant reactions to virtual interview synchronicity	8
Executive pay dispersion: Reconciling the differing effects of pay inequality and pay inequity on firm performance	8
When leader-member exchange leads to knowledge sharing: The roles of general self-efficacy, team leader modeling, and LMX differentiation	8
Voice in context: An international comparative study of employee experience with voice in small and medium enterprises	8
The role of human resource practices for including persons with disabilities in the workforce: a systematic literature review	8
Sensemaking and spirituality: the process of re-centring self-decentralisation at work	8
Encouraging employee voice: coworker knowledge sharing, psychological safety, and promotion focus	8
Beyond the ‘e-’ in e-HRM: integrating a sociomaterial perspective	8
Cool down emotion, don’t be fickle! The role of paradoxical leadership in the relationship between emotional stability and creativity	8
Leaders mentoring others: the effects of implicit followership theory on leader integrity and mentoring	8
Employee participation and job satisfaction in SMEs: investigating strategic exploitation and exploration as moderators	7
The role of high-involvement work practices, supervisor support and employee resilience in supporting the emotional labour of front-line nurses	7
Idiosyncratic deals in less competitive labor markets: testing career i-deals in the Greek context of high uncertainties	7
Job satisfaction and public service motivation in Australian nurses: the effects of abusive supervision and workplace bullying	7
Human resource management in times of crisis: what have we learnt from the recent pandemic?	7
Supplemental family leave provision and employee performance: Disentangling availability and use	7
Women on boards of directors and firm performance: the mediation of employment downsizing	7
Understanding talent management for sports organizations - Evidence from an emerging country	7
What It Takes to Be an Effective “Remote Leader” during COVID-19 Crisis: The Combined Effects of Supervisor Control and Support Behaviors	7
Do workers respond differently to learning from supervisors and colleagues? A study of job resources, learning sources and employee wellbeing in China	7
A teams approach towards job insecurity, perceived organisational support and cooperative norms: a moderated-mediation study of individual wellbeing	7
Human Capital resource as cost or investment: A market-based analysis	7
Embedding transparency in artificial intelligence machine learning models: managerial implications on predicting and explaining employee turnover	7
The role of context in overcoming distance-related problems in global virtual teams: an organizational discontinuity theory perspective	7
HRM’s financial value from obtaining more star performers	7
Communicating change following an acquisition	7
Labor relations conflict in China: An analysis of conflict measure, conflict solution and conflict outcomes	7
Voluntary versus involuntary telecommuting and employee innovative behaviour: a daily diary study	7
The impact of discretionary HR practices on knowledge sharing and intention to quit – a three-wave study on the role of career satisfaction, organizational identification, and work engagement	7
Evaluating talent management in emerging market economies: societal, firm and individual perspectives	7
HRM work and open innovation: evidence from a case study	7
You care about me, but can I count on you? Applying a psychological contract perspective to investigate what makes employees willing to be internally employable	7
Talent management in turbulent times: Selection, negotiation, and exploration strategies for talent management in the aeronautics and space industries	7
Tensions in talent identification: a multi-stakeholder perspective	7
How the contextual constraints and tensions of a transitional context influence individuals’ negotiations of meaningful work – the case of Vietnam	6
An organizational perspective on brain drain: What can organizations do to stop it?	6
When embeddedness hurts: the moderating effects of job embeddedness on the relationships between work-to-family conflict and voluntary turnover, emotional exhaustion, guilt, and hostility	6
Does coworkers’ upward mobility affect employees’ turnover intention? The roles of perceived employability and prior job similarity	6
Human resource management in the context of high uncertainties	6

Countering uncertainty: high-commitment work systems, performance, burnout and wellbeing in Malaysia	6
The moderating role of resonant leadership and workplace spirituality on the relationship between psychological distress and organizational commitment	6
Formalizing the HRM and firm performance link: the S-curve hypothesis	6
Negative workplace gossip and targets’ subjective well-being: a moderated mediation model	6
Employer branding orientation: effects on recruitment performance under COVID-19	6
Managing talent in mission-driven organizations: a qualitative exploration	6
CEOs, leaders and managing mental health: a tension-centered approach	5
The effects of performance management on relational coordination in policing: the roles of content and process	5
Heeding the call from the promised land: identity work of self-initiated expatriates before leaving home	5
The relationship between HIWPs and nurse work engagement: the role of job crafting and supervisor support	5
The role of inter-team relational coordination in the high-performance work systems–team performance linkage	5
Developing inclusive and healthy organizations by employing designated lived experience roles: Learning from human resource management innovations in the mental health sector	5
How CEOs’ inclusive leadership fuels employees’ well-being: a three-level model	5
The rhetorics of ‘agile’ and the practices of ‘agile working’: Consequences for the worker experience and uncertain implications for HR practice	5
TMT socio-demographic traits and employee satisfaction	5
A Sino-U.S. comparison on workplace flexibility: evidence from multinational firms	5
Work-life interface: experiences of Indian IT women repatriates	5
Can reflection explain how empowering leadership affects spillover to family life? let me think about it	5
How important are political skills for career success? A systematic review and meta-analysis	5
Family status and changing demands/resources: the overlooked experience of solo-living employees transitioning to homeworking during the Covid-19 pandemic	5
The benefits and penalties of formal and informal flexible working-time arrangements: evidence from a cohort study of Australian mothers	5
Routes for employee-driven innovation: how HRM supports the emergence of innovation in a formalized context	5
Varying degrees of boundarylessness? The careers of self-employed and directly employed ICT professionals in the UK and Germany	5
HRM system situational strength in support of strategy: its effects on employee attitudes and business unit performance	5
Between company and community: the case of a employment relations in an acquaintance society context in China	5
Breaking away or holding on to the past? Exploring HRM systems of export-oriented SMEs in a highly uncertain context: insights from a transition economy in the periphery	4
Internships and promises of diversity: how anticipatory psychological contracts shape employment intentions in the U.S	4
Relative leader–member exchange perceptions and employee outcomes in service sector: the role of self-construal in feeling relative deprivation	4
Towards an understanding of configurational and national influences on international integration in the HR function in MNCs	4
Performance implications of the HR business partner model and the mediating role of internal efficiency: a comparison between Germany and the United Kingdom	4
Examining collective creative self-efficacy as a competency indicator of group talent management: a study of SMEs in an emerging economy	4
Examining work–home segmentation as a coping strategy for frontline workers: a mixed method study of social workers across Australia	4
Building a sustainable ecosystem of human resource management research: reflections and suggestions	4
When and how does ambidextrous leadership influences voice? The roles of leader-subordinate gender similarity and employee emotional expression	4
Driven to succeed, or to leave? The variable impact of self-leadership in rideshare gig work	4
Flexibility I-deals and prosocial motives: a trickle-down perspective	4
Promoting knowledge sharing in foreign subsidiaries through global talent management: the roles of local employees’ identification and climate strength	4
Informal network context: deepening the knowledge and extending the boundaries of social network research in international human resource management	4
Personal disposition as the source of variability in the hrm-performance relationship: the moderating effects of conscientiousness on the relationship between high-commitment work system and employee	4
A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework	4
Organizational accommodation of employee mental health conditions and unintended stigma	4
Supervisor feedback, relational energy, and employee voice: the moderating role of leader–member exchange quality	4
The value of mixed methods work-family research for human resource management: a review and agenda	4
Responsible leadership during international assignments: a novel approach toward expatriation success	4
"All too human” or the emergence of a techno-induced feeling of being less-able: identity work, ableism and new service technologies	4
Let's talk about Brexit: intra-organizational communication, citizenship status, procedural justice, and job insecurity in a context of potential immigration threat	4
A closer look at how and when family-supportive supervision influence work interference with family: the roles of family-role overload and task crafting	4
How can CEOs influence HRM implementation? Unfolding top management’s role in HRM	4
Becoming culturally agile: Effectively varying contextual responses through international experience and cross-cultural competencies	4
From wallflower to life and soul of the party: acknowledging time’s role at center stage in the study of careers	4
Work and affective outcomes of social media use at work: a daily-survey study	4
Developing a framework for responsible downsizing through best fit: the importance of regulatory, procedural, communication and employment responsibilities	4
Ageing academics do not retire - they just give up their administration and fly away: a study of continuing employment of older academic international business travellers	4
How do idiosyncratic deals influence employees’ effort-reward imbalance? An empirical investigation of the role of social comparisons and denied i-deals	4
Journalists as first responders: a new perspective on emotional labour and initiative taking in crises	4
Can green human resource management promote employee green advocacy? The mediating role of green passion and the moderating role of supervisory support for the environment	4
Work-from-home adjustment in the US and Europe: the role of psychological climate for face time and perceived availability expectations	4