International Journal of Human Resource Management

Article	Citations
The spiritual and material influences on high talent entry-level finance and accounting professionals’ attraction to an organization: an experimental examination of the impact of meaningful work and m	153
High-performance work systems (HPWS) expectation-perception difference and employee voice behavior: unraveling the mediating role of subjective well-being at work	81
Understanding employee vulnerability to cyberattacks using the lens of strategic human resource management	81
Building nurses’ professional commitment for positive behavior and attitude: the joint effect of servant leadership and safety climate	72
Developmental human resource practices and career crafting: the role of occupational self-efficacy and growth mindset	65
Securing and maintaining longer-term employment: UK military service leavers’ experiences in the civilian labour market	52
Developing a resilient workforce in the context of organisational change: the role of employee assistance programmes	47
Hidden agenda for cross-cultural training: understanding refugees’ cross-cultural experience through the capability approach	43
Conceptual and macro-level considerations for understanding the talent advantage: a commentary on Joo, Aguinis, Lee, Kremer, and Villamor’s (2021) ‘HRM’s financial value from obtaining more star perfo	41
Does remote work adoption boost firm innovation? A cross-cultural study	39
How and when do an organization’s social sustainability orientation and green human resource practices enhance its sustainable performance?	38
Organizational resilience in turbulent times—social capital as a mechanism for successfully adapting human resources practices that lead to resilience	37
Non-binary individuals, visibility and legitimacy at work: future crafting inclusive organisations in times of inclusion hysteresis	36
Extreme work in extraordinary times: the impact of COVID-stress on the resilience and burnout of frontline paramedic workers – the importance of perceived organisational support	36
Imprinting in HR process research: a systematic review and integrative conceptual model	36
Artificial Intelligence technologies’ impact on the work design of healthcare professionals: a scoping review and future research agenda	35
Perceived cultural differences and performance in global virtual teams: a socio-cognitive perspective	33
Linking top management’s HR focus to innovation: the role of ownership structures and high-performance work systems	30
Fueling creativity: HR practices, work engagement, personality, and autonomy	30
Managing boundaries: exploring the experiences of line-managers who provide mental health support in the workplace	29
Human capital resource strategies in times of technological change	29
Breaking down barriers: how board composition drives sustainability in GCC countries	29
Understanding the state and direction of HR as an occupation through institutional theory - the case of Japan	28
Advancing understanding of HRM in small and medium-sized enterprises (SMEs): critical questions and future prospects	27
Does working from home limit our strengths? Investigating character strength application in hybrid work contexts within 2 diary studies	26

Playful work design, engagement and performance: the moderating roles of boredom and conscientiousness	26
Furlough and employee turnover: unveiling the hidden costs of relative deprivation and the moderating role of autonomy support	25
Managing legitimacy in a cross-border post-merger integration context: the role of language strategies	25
The impact of enterprise–union coupling relationships on gig workers’ well-being in China: the roles of basic rights, growth rights and time pressure	24
Socially responsible HRM, psychological safety and host country employee helping behaviors towards war refugees	24
Professional resonance: role conflict, identity work, and well-being in Danish retail banking	24
A role perspective on flexible human resource practices and older workers’ early retirement intentions	23
Kick robots away with heart and head: how and when AI interviews undermine organizational attraction	23
When and why do employer sponsored egg freezing benefits relate to organizational attraction? The role of HR attributions	23
A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework	23
The effectiveness of well-being-oriented human resource management in the context of telework	22
When does empowering leadership affect employee voice behavior? The roles of consideration of future consequences and perceived coworker support	21
The interrelationship between green HRM, performance outcomes and employee attitudes towards greenhouse gas emission disclosure in the Chinese banking sector	21
Crossing the Rubicon: exploring migrants’ transition out of military service into civilian work	21
Approaching or avoiding? Mechanisms of host-country language proficiency in affecting virtual work adaptivity during COVID-19	20
Where do I belong? Conflicted identities and the paradox of simultaneous stigma and social aggrandizement of military veterans in organizations	19
What shapes hiring outcomes for LGBTQ+ job candidates? A systematic review and research agenda	19
Burned out by the binary: how misgendering of nonbinary employees contributes to workplace burnout	19
Navigating the talent journey: a contextual study of the evolution of talent perceptions	19
Human resource management in times of crisis: what have we learnt from the recent pandemic?	18
‘Many places to call home’: a typology of job embeddedness among internationally relocated workers and its relationship to personal initiative, intent to stay in the host country, and intent to stay i	18
Extreme work in organizations: mapping the field and a future research agenda	18
Sometimes collaboration is the better strategy: institutional context and the calculative and collaborative HRM-performance relationship in the Nordics, 1999–2021	18
Human resource management systems research – how to gain impactful insights through formative measurement and hierarchical component models	18
Relating pay inequality and pay level to need satisfaction and negative affective wellbeing	17
The chief human resource officer in the C-suite: peer prevalence and environmental uncertainty	17
Checks and balances: leveraging artificial intelligence for tri-balance personnel selection systems	17
‘Being accepted there makes me rely less on acceptance here’: cross-context identity enactment and coping with gender identity threats at work for non-binary individuals	17
Do algorithms play fair? Analysing the perceived fairness of HR-decisions made by algorithms and their impacts on gig-workers	17
Exercising agency through the internal conversation: responses to extreme work in the Chinese tech industry	16
Reexamining the relationship between extrinsic rewards and creativity: a study from the creative process engagement perspective	15
Support on the way to the top? The effects of family-friendly flexible working arrangements in organisations on the promotion of women to management positions—the case of Germany	15
Augmenting diversity in hiring decisions with artificial intelligence tools	15
To be or not to be: an identity salience career progression model of female returnees	15
Why is HR still not my job? A qualitative inquiry into frontline managers’ career entrapment, role disengagement and HR involvement	15
Working against the backdrop of extreme marginalisation: stigma and the social relational model for the setting of mental health conditions	15
Technostress of HR professionals: the darker implication of remote work transformations	15
Rethinking contexts and institutions for research on human resource management in multinational enterprises in an age of polycrisis: reflections and suggestions	15
Can HR managers as ethical leaders cure the menace of precarious work? Important roles of sustainable HRM and HR manager political skill	15
High-performance work system and transformational leadership for employee constructive voice: unique and relative importance in a high-power distance context	14
Supporting refugee employees’ psychological needs at work: the role of HRM practices	14
A three-wave time-lagged study on family-friendly Employment practices and well-being in Hong Kong: the mediating effect of work engagement	14
Subjectivity in performance review systems: unveiling the mechanisms of gender bias and leadership disparity in the information technology industry	14
The dual effects of job design on knowledge hiding: expanding job demands–resources theory to employee rational-choice behaviour	14
Employee accountability: accounting for unaccounted for and under-studied employees	13
The impact of leader-member exchange, perceived organizational support, and readiness for change on job crafting behaviours in HRM in an emerging market	13
Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers	13
Building a sustainable ecosystem of human resource management research: reflections and suggestions	13
Non-binary experiences of (gender-based) violence at work	13
Cultivating the ‘ideal’ worker? Accommodation and control of migrant workers	13

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	13
Constant connectivity and boundary management behaviors: the role of human agency	12
The remote work transformation: new actors, new contexts, new implications	12
Health-Related HRM and subjective health complaints: the roles of need for recovery and overtime work	12
How agencies can cultivate social exchange in the temporary work context: an intervention study	12
When it’s better than expected: a quasi-experimental study of firm-provided paid parental leave and employee organizational commitment	12
Emotional labor, occupational identity and work engagement in Portuguese police officers	12
Experienced incivility undermines the positive effects of job autonomy on mental and physical health	12
Deglobalization as a contextual shock: implications for talent retention effectiveness	12
The Nordic model of HRM from 1995–2021– a case of ‘bounded change’?	12
Dealing with special supervisors : a typology of coping strategies toward accountability to customers in g	11
The politics of selective and differential transfer of HRM practices in employee-owned MNCs: evidence from an emblematic European worker co-op	11
Diversity and inclusion practitioners and non-binary employees in the UK: a Bourdieusian analysis	11
The evaluation of personnel selection methods by HR practitioners: The effect of reference and its interaction with information about validity	11
Sustainable human resource management: the perspectives of Italian human resource managers	11
Vertical and horizontal diffusion of labour standards in global supply chains: working hours practices of tier-1 and tier-2 textiles and garment suppliers	10
A fifth wheel? Local language skills and work-related outcomes among foreign employees	10
Examining the strategic and operation HR competencies as enablers of green human resource management practices: mediating role of perceived environmental orientation	10
Green human resource management and green supply chain integration: the mediating role of ambidextrous environmental strategy	10
(Not) seeing eye to eye on developmental HRM practices: perceptual (in)congruence and employee outcomes	10
Engagement contagion from managers to employees: the role of eudaimonic well-being beliefs	10
Enhancing gig workers’ acceptance and mitigating algorithm aversion: impact of algorithmic transparency from the cognitive appraisal theory perspective	10
Continuity and change in national HRM – an overview and future research agenda	10
Tailored transfer and hybridization of collaborative HRM practices in a Mondragon multinational cooperative	9
Evaluating performance in the context of mobile telework: an attention-based view	9
How innovation-oriented HRM improves employees’ creativity during COVID-19: the moderating effects of servant leadership and helping behaviors	9
Reviewing and revising Black et al’s adjustment model(s)	9
The editorial	9
Negotiating the volunteer role: a qualitative study of older volunteers’ experiences in woodland conservation	9
How power, expertise, and hierarchy influence voice on patient safety: a study of surgeons and anaesthesiologists	9
Disrupted balance: understanding work–family balance dynamics during enforced remote work transitions	9
Understanding technology-driven work arrangements from a complexity perspective: a systematic literature review and an agenda for future research	9
Flexible work arrangements and employee turnover intentions: contrasting pathways	9
A meta-analysis of the antecedents of flexible work arrangements utilization: based on Job demands-resources model	9
Virtual interaction and failure learning—The crucial role of team LMX composition	9
Enhancing organizational performance through HR analytics capabilities: mediating influence of innovative capability and moderating role of technological turbulence	9
Organizational on-boarding practices and shifts in alcohol misuse among at-risk college recruits	8
Process standardization and employee thriving at work: the roles of pay for performance and perceived task mastery	8
Supervisor career success and feedback-seeking promotion: a COR theory model of resource crossover, justice climate, and employee motivation	8
A bird’s-eye view of the relationships between economic complexity, time, and the importance of HRM actors	8
Institutions, economies and downsizing: evidence across time and countries	8
How employee-generative AI collaboration affects employees work and family outcomes? The relationship instrumentality perspective	8
The theoretical value of understanding HRM’s financial value	8
How does CEO social class perception impact employee-related CSR? Evidence from privately owned Chinese firms	8
How and when does the career future time perspective motivate service performance?	8
Family status and changing demands/resources: the overlooked experience of solo-living employees transitioning to homeworking during the Covid-19 pandemic	8
Resource allocation and the production of star performers	7
The pragmatic side of workplace heroics: a ­self-interest perspective on responding to mistreatment in work teams	7
HR on the line: applying the social capital theory to explain the effectiveness of HR managers	7
The cost of guilt: unpacking the emotional mechanism between work-to-family conflict and unethical pro-family behavior	7
The present and future role of HR professionals in addressing, managing, and championing alternative work arrangements	7
Minority stigma at work in institutionalized religious contexts: a relational perspective	7
A psychological contract perspective to managing the employment relationship during the COVID-19 pandemic in the aviation industry	7
A multi-country person-centered approach to work preferences: insights for segment-based employer branding	7
Exploring the organizational value of international assignments: home versus host	7
Developing frontline managers’ creativity through formal and informal learning: a self-regulated learning perspective	7
From committed employees to rebels: the role of prosocial rule-breaking, age, and entrepreneurial self-efficacy	7
Assessing grand societal challenges and disruptions: back to the future for HRM?	6
Trapped in cisnormative and binarist gendered constraints at work? How HR managers react to and manage gender transitions over time	6
Between mundane and extreme: the nature of work on the UK supermarket frontline during a public health crisis	6
Examining antecedents of repatriates’ job engagement and its influence on turnover intention	6
Doing and undoing gender: examining nonbinary and cisgender expression at work in the U.S.	6
New brooms sweep clean, old brooms know the corners: the effects of managerial replacement on employee performance	6
Explorers, negotiators, and diplomats: emergent HR roles in flexible hybrid work implementation	6
A bibliometric analysis of the psychologization of human resource management	6
Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy	6
HR analytics: a centralizing or decentralizing force?	6
Seen but not heard: the voice of women at work and the mediating role of culture	6
What makes hybrid companies attractive to potential employees? Insights from a cross-country analysis	6
Leverage Generative AI for human resource management: integrated risk analysis approach	6
Consequences of corruption: determinants of public servants’ job satisfaction and performance	6
Navigating algorithmic paradox management: the role of workplace game engagement and regulatory focus	6
An exploration of contextual factors affecting the nexus of competitive strategy and human resource management practices in Nigeria emerging economy context	6
Relational gatekeeper behaviour of HR managers in the Middle East: the role of informal networks	6
Mitigating work alienation: what can we learn from employee ownership?	6
Aesthetic labour outcome and experience of individuals with tribal marks in Nigeria	6
Understanding police officers’ responses to moral injury: the aggravating effect of employee silence	5
Filling talent shortages with foreign students? Understanding foreign exchange students’ willingness to work for host-country organizations	5
Do you like my hairstyle? A study of the effects of appearance discrimination on employment chances in Nigeria	5
A review of the empirical literature on ‘engagement’ within the context of entrepreneurship and small business management	5

The case for external human resource attributions: a conceptual and empirical analysis	5
The gendered employment effects of working from home in Europe: pre- and post-pandemic findings from a dynamic panel data analysis	5
Employment relationships and firm sustainability: does the strength of the HRM system play a role?	5
The mental health of the clinical workforce: a systematic review to inform human resource management to better support clinicians	5
Institutional logics in play at work: how applying an institutional logics approach to employees’ intentions to quit contextualizes HRM	5
Political boundary spanning roles in MNC knowledge transfer: the cases of Japanese MNCs	5
Benevolent authoritarianism, paternalism and religious humanitarianism in Sri Lanka: a dependent or autonomous HR?	5
Human resource management implementation as a system-level legitimacy process: visibility and binding mechanisms in the multi-actor governance of industrial relations	5
High-tech, higher barriers: age, education, skills, culture, and non-binary employment	5
The impact of environmental strategy on environmental performance: mediating role of green human resource management and moderating role of green consciousness of top managers	5
Star performers: strategy with a few grains of salt	5
Impact of bilateral influence and host labor market conditions on the deployment of chinese contracted project workers in africa	5
A multi-stage HR-in-the-loop approach to enhance fairness perceptions of AI selection systems	5
How do tangible and intangible rewards encourage employee voice? The perspective of dual proactive motivational pathways	5
Unlocking inclusive hiring: understanding employers’ decisions about hiring people with disabilities	5
The microfoundations of employee voice in the Middle East: power, agency, and the triple divide in the social structure	5
The new HCN-expatriate context: a multi-source, multi-method investigation of American HCN support for BRICS expatriates	5
How does perceived overqualification hinder employees’ intention to share knowledge?	5
Perceived likelihood of standard employment by client organizations and the career mobility of outsourced employees: a self-driving human capital increment model	4
The impact of legal uncertainties on innovating HR practices in developing countries: a case study of remote work during the healthcare crisis in Kazakhstan’s technical gas industry	4
How does the supervisor–subordinate relational schema shape employee voice behaviour in China?	4
Linking high-performance work systems to affective commitment, job satisfaction, and career satisfaction: Thriving as a mediator and wasta as a moderator	4
Unveiling Qatarization: a strategic HRM perspective on the context of implementing successful workforce nationalization	4
Shaping work-life balance in an emerging economy: a signalling theory perspective	4
Global models, local realities: contextualising SHRM through an institutional lens in Pakistan	4
Developing organizations’ dynamic capabilities and employee mental health in the face of heightened geopolitical tensions, polarized societies and grand societal challenges	4
Synergetic legacy of organizational innovativeness, knowledge sharing, artificial intelligence adoption and big data analytic capability in human resource management	4
An integrative review of acculturation perspectives in management research: the role of HRM	4
Working time mismatch and job satisfaction – the role of employees’ time autonomy and gender	4
Beyond formal skills: the tacit contributions of highly skilled migrants to organizational processes	4
How capital shapes refugees’ access to the labour market: the case of Syrians in Sweden	4
The interaction effect between role overload and skill training on older workers’ work engagement: the mediating role of job crafting	4
Paradigm shift in sustained employability: relevance of workaholism, job insecurity, job crafting, and presenteeism	4
In search of organizational strategic competitiveness? A systematic review of human resource outsourcing literature (1999–2022)	4
The devolution of human resource management responsibilities to line managers: a multi-level analysis of contextual influences	4
Different systems, similar experiences: felt accountability in labor platforms and traditional organizations	4
Work and family interaction management: the case for zigzag working	4
Machine learning with real-world HR data: mitigating the trade-off between predictive performance and transparency	4