International Journal of Human Resource Management

Article	Citations
Imprinting in HR process research: a systematic review and integrative conceptual model	391
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	90
Securing and maintaining longer-term employment: UK military service leavers’ experiences in the civilian labour market	72
Does remote work adoption boost firm innovation? A cross-cultural study	63
Non-binary individuals, visibility and legitimacy at work: future crafting inclusive organisations in times of inclusion hysteresis	62
Hidden agenda for cross-cultural training: understanding refugees’ cross-cultural experience through the capability approach	60
Tensions in talent identification: a multi-stakeholder perspective	59
How and when do an organization’s social sustainability orientation and green human resource practices enhance its sustainable performance?	55
When and how does ambidextrous leadership influences voice? The roles of leader-subordinate gender similarity and employee emotional expression	54
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	48
Developing a resilient workforce in the context of organisational change: the role of employee assistance programmes	46
Organizational resilience in turbulent times—social capital as a mechanism for successfully adapting human resources practices that lead to resilience	46
Does working from home limit our strengths? Investigating character strength application in hybrid work contexts within 2 diary studies	44
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	44
Low-status expatriates in the United Arab Emirates: a psychological contract perspective	42
Linking top management’s HR focus to innovation: the role of ownership structures and high-performance work systems	42
Breaking down barriers: how board composition drives sustainability in GCC countries	42
Managing boundaries: exploring the experiences of line-managers who provide mental health support in the workplace	41
High-performance work practices and labour productivity: a six wave longitudinal study of UK manufacturing and service SMEs	41
Advancing understanding of HRM in small and medium-sized enterprises (SMEs): critical questions and future prospects	40
Understanding the state and direction of HR as an occupation through institutional theory - the case of Japan	37
Playful work design, engagement and performance: the moderating roles of boredom and conscientiousness	37
Fueling creativity: HR practices, work engagement, personality, and autonomy	36
Professional resonance: role conflict, identity work, and well-being in Danish retail banking	34
Sensemaking and spirituality: the process of re-centring self-decentralisation at work	30

Fake it or make it to stay? A case of Pakistani frontline emergency rescue workers	29
Talent management and performance in the public sector: the role of organisational and line managerial support for development	28
When and why do employer sponsored egg freezing benefits relate to organizational attraction? The role of HR attributions	26
HRM work and open innovation: evidence from a case study	26
A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework	25
Managing legitimacy in a cross-border post-merger integration context: the role of language strategies	25
Approaching or avoiding? Mechanisms of host-country language proficiency in affecting virtual work adaptivity during COVID-19	24
The effectiveness of well-being-oriented human resource management in the context of telework	24
A role perspective on flexible human resource practices and older workers’ early retirement intentions	24
Burned out by the binary: how misgendering of nonbinary employees contributes to workplace burnout	23
Crossing the Rubicon: exploring migrants’ transition out of military service into civilian work	23
Human resource management systems research – how to gain impactful insights through formative measurement and hierarchical component models	23
Sometimes collaboration is the better strategy: institutional context and the calculative and collaborative HRM-performance relationship in the Nordics, 1999–2021	23
Where do I belong? Conflicted identities and the paradox of simultaneous stigma and social aggrandizement of military veterans in organizations	23
‘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	21
Extreme work in organizations: mapping the field and a future research agenda	21
Human resource management in times of crisis: what have we learnt from the recent pandemic?	20
Do algorithms play fair? Analysing the perceived fairness of HR-decisions made by algorithms and their impacts on gig-workers	19
Discovering and nurturing local key stakeholders’ talent in emerging economies: using fsQCA to test the external human resources approach	19
To be or not to be: an identity salience career progression model of female returnees	18
Reexamining the relationship between extrinsic rewards and creativity: a study from the creative process engagement perspective	18
Informal network context: deepening the knowledge and extending the boundaries of social network research in international human resource management	18
The chief human resource officer in the C-suite: peer prevalence and environmental uncertainty	18
Impact of HRM practices on innovative behaviour: mediating role of talent development climate in Indian firms	18
Augmenting diversity in hiring decisions with artificial intelligence tools	17
Checks and balances: leveraging artificial intelligence for tri-balance personnel selection systems	17
Voluntary versus involuntary telecommuting and employee innovative behaviour: a daily diary study	17
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	17
Host country national quality of interaction with expatriates: antecedents, process, and outcome	17
Fostering assigned expatriates’ innovativeness via culturally intelligent supervisors: a resource gain perspective	17
Managing emotional labour: the importance of organisational support for managing police officers in England and Italy	16
Technostress of HR professionals: the darker implication of remote work transformations	16
How inclusive is workplace gender equality research in the Chinese context? Taking stock and looking ahead	16
Exercising agency through the internal conversation: responses to extreme work in the Chinese tech industry	16
Rethinking contexts and institutions for research on human resource management in multinational enterprises in an age of polycrisis: reflections and suggestions	16
‘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	15
High-performance work system and transformational leadership for employee constructive voice: unique and relative importance in a high-power distance context	15
The rhetorics of ‘agile’ and the practices of ‘agile working’: Consequences for the worker experience and uncertain implications for HR practice	15
Supporting refugee employees’ psychological needs at work: the role of HRM practices	15
Philosophies on talent management systems in Australian subsidiaries of foreign MNEs	14
The dual effects of job design on knowledge hiding: expanding job demands–resources theory to employee rational-choice behaviour	13
Regulating HRM: the limits of regulatory pluralism	13
Non-binary experiences of (gender-based) violence at work	13
What It Takes to Be an Effective “Remote Leader” during COVID-19 Crisis: The Combined Effects of Supervisor Control and Support Behaviors	13
Building a sustainable ecosystem of human resource management research: reflections and suggestions	13
Artificial intelligence – challenges and opportunities for international HRM: a review and research agenda	13
Can HR managers as ethical leaders cure the menace of precarious work? Important roles of sustainable HRM and HR manager political skill	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
Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers	12
Emotional labor, occupational identity and work engagement in Portuguese police officers	12

Dealing with special supervisors : a typology of coping strategies toward accountability to customers in gig work	12
The impact of leader-member exchange, perceived organizational support, and readiness for change on job crafting behaviours in HRM in an emerging market	12
Sustainable human resource management: the perspectives of Italian human resource managers	12
The Nordic model of HRM from 1995–2021– a case of ‘bounded change’?	12
Negative workplace gossip and targets’ subjective well-being: a moderated mediation model	12
Experienced incivility undermines the positive effects of job autonomy on mental and physical health	11
When give-back turns to blowback: Employee responses to learning from skills-based volunteering	11
An integrative review on job burnout among teachers in China: Implications for Human Resource Management	11
The remote work transformation: new actors, new contexts, new implications	11
The politics of selective and differential transfer of HRM practices in employee-owned MNCs: evidence from an emblematic European worker co-op	11
Constant connectivity and boundary management behaviors: the role of human agency	11
Diversity and inclusion practitioners and non-binary employees in the UK: a Bourdieusian analysis	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	11
When it’s better than expected: a quasi-experimental study of firm-provided paid parental leave and employee organizational commitment	11
The theoretical value of understanding HRM’s financial value	10
A fifth wheel? Local language skills and work-related outcomes among foreign employees	10
Continuity and change in national HRM – an overview and future research agenda	10
Examining the strategic and operation HR competencies as enablers of green human resource management practices: mediating role of perceived environmental orientation	10
The editorial	10
The evaluation of personnel selection methods by HR practitioners: The effect of reference and its interaction with information about validity	10
(Not) seeing eye to eye on developmental HRM practices: perceptual (in)congruence and employee outcomes	10
Tailored transfer and hybridization of collaborative HRM practices in a Mondragon multinational cooperative	9
The curvilinear effect of employee-experienced market-based HR systems on employee creativity in the Chinese context	9
Inclusive, supportive, and fair workplaces for all: workplace satisfaction of low-skilled migrant workers	9
Enhancing organizational performance through HR analytics capabilities: mediating influence of innovative capability and moderating role of technological turbulence	9
A meta-analysis of the antecedents of flexible work arrangements utilization: based on Job demands-resources model	9
How innovation-oriented HRM improves employees’ creativity during COVID-19: the moderating effects of servant leadership and helping behaviors	9
Negotiating the volunteer role: a qualitative study of older volunteers’ experiences in woodland conservation	9
Reviewing and revising Black et al’s adjustment model(s)	9
Virtual interaction and failure learning—The crucial role of team LMX composition	9
I am ‘better’ than you! The influence of upward social comparison on the intention to work abroad among doctors in Iraq: the mediating mechanism of attitude towards leaving	9
Evaluating performance in the context of mobile telework: an attention-based view	8
Evaluating talent management in emerging market economies: societal, firm and individual perspectives	8
Institutions, economies and downsizing: evidence across time and countries	8
How power, expertise, and hierarchy influence voice on patient safety: a study of surgeons and anaesthesiologists	8
Flexible work arrangements and employee turnover intentions: contrasting pathways	8
The interplay between perceived support and proactive personality: Effects on self-verification perceptions and emotions	8
How and when does the career future time perspective motivate service performance?	8
Understanding technology-driven work arrangements from a complexity perspective: a systematic literature review and an agenda for future research	8
Organizational on-boarding practices and shifts in alcohol misuse among at-risk college recruits	8
A bird’s-eye view of the relationships between economic complexity, time, and the importance of HRM actors	8
How employee-generative AI collaboration affects employees work and family outcomes? The relationship instrumentality perspective	8
Job satisfaction and public service motivation in Australian nurses: the effects of abusive supervision and workplace bullying	7
Supporting Australian veteran transition: career construction through a person-environment fit perspective	7
Developing inclusive and healthy organizations by employing designated lived experience roles: Learning from human resource management innovations in the mental health sector	7
Developing frontline managers’ creativity through formal and informal learning: a self-regulated learning perspective	7
Family status and changing demands/resources: the overlooked experience of solo-living employees transitioning to homeworking during the Covid-19 pandemic	7
Exploring the organizational value of international assignments: home versus host	7
The cost of guilt: unpacking the emotional mechanism between work-to-family conflict and unethical pro-family behavior	7
Human Capital resource as cost or investment: A market-based analysis	7
How does CEO social class perception impact employee-related CSR? Evidence from privately owned Chinese firms	7
The pragmatic side of workplace heroics: a ­self-interest perspective on responding to mistreatment in work teams	7
From committed employees to rebels: the role of prosocial rule-breaking, age, and entrepreneurial self-efficacy	7
Between mundane and extreme: the nature of work on the UK supermarket frontline during a public health crisis	6
Encouraging employee voice: coworker knowledge sharing, psychological safety, and promotion focus	6
Building sustainable societies through human-centred human resource management: emerging issues and research opportunities	6
Consequences of corruption: determinants of public servants’ job satisfaction and performance	6
Augmented employee voice and employee engagement using artificial intelligence-enabled chatbots: a field study	6
HRM system situational strength in support of strategy: its effects on employee attitudes and business unit performance	6
The smiling assassin?: Reconceptualising redundancy envoys as quasi-dirty workers	6
Empowering leadership improves employees’ positive psychological states to result in more favorable behaviors	6
Understanding talent management for sports organizations - Evidence from an emerging country	6
"All too human” or the emergence of a techno-induced feeling of being less-able: identity work, ableism and new service technologies	6
High performance work systems, employee creativity and organizational performance in the education sector	6
A bibliometric analysis of the psychologization of human resource management	6
Leverage Generative AI for human resource management: integrated risk analysis approach	6
Navigating algorithmic paradox management: the role of workplace game engagement and regulatory focus	6
Teleworking in times of COVID-19: the role of Family-Supportive supervisor behaviors in workers’ work-family management, exhaustion, and work engagement	6
A psychological contract perspective to managing the employment relationship during the COVID-19 pandemic in the aviation industry	6
How do idiosyncratic deals influence employees’ effort-reward imbalance? An empirical investigation of the role of social comparisons and denied i-deals	5
Relational gatekeeper behaviour of HR managers in the Middle East: the role of informal networks	5
Remote workers’ well-being, perceived productivity, and engagement: which resources should HRM improve during COVID-19? A longitudinal diary study	5
The new HCN-expatriate context: a multi-source, multi-method investigation of American HCN support for BRICS expatriates	5
Civilian volunteers in United Nations hot spots: what makes them intend to apply for yet another mission?	5
The moral dark side of performance pressure: how and when it affects unethical pro-organizational behavior	5
Sourcing human capital for organizational effectiveness: sourcing strategy, determinants, and alignment	5
Mitigating work alienation: what can we learn from employee ownership?	5
Examining antecedents of repatriates’ job engagement and its influence on turnover intention	5
How do tangible and intangible rewards encourage employee voice? The perspective of dual proactive motivational pathways	5
Perceived employability of skilled migrants: a systematic review and future research agenda	5

An exploration of contextual factors affecting the nexus of competitive strategy and human resource management practices in Nigeria emerging economy context	5
Trapped in cisnormative and binarist gendered constraints at work? How HR managers react to and manage gender transitions over time	5
Seen but not heard: the voice of women at work and the mediating role of culture	5
Benevolent authoritarianism, paternalism and religious humanitarianism in Sri Lanka: a dependent or autonomous HR?	5
Doing and undoing gender: examining nonbinary and cisgender expression at work in the U.S.	5
Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy	5
How capital shapes refugees’ access to the labour market: the case of Syrians in Sweden	4
Is it your engagement or mine? Linking supervisors’ work engagement and employee performance	4
Employment relationships and their implications among self-initiated expatriates	4
Embedding transparency in artificial intelligence machine learning models: managerial implications on predicting and explaining employee turnover	4
Aesthetic labour outcome and experience of individuals with tribal marks in Nigeria	4
Impact of bilateral influence and host labor market conditions on the deployment of chinese contracted project workers in africa	4
Unveiling Qatarization: a strategic HRM perspective on the context of implementing successful workforce nationalization	4
The devolution of human resource management responsibilities to line managers: a multi-level analysis of contextual influences	4
Working time mismatch and job satisfaction – the role of employees’ time autonomy and gender	4
Filling talent shortages with foreign students? Understanding foreign exchange students’ willingness to work for host-country organizations	4
Work and family interaction management: the case for zigzag working	4
Star performers: strategy with a few grains of salt	4
A review of the empirical literature on ‘engagement’ within the context of entrepreneurship and small business management	4
How does perceived overqualification hinder employees’ intention to share knowledge?	4
Different systems, similar experiences: felt accountability in labor platforms and traditional organizations	4
The role of robotization in work design: a comparative case study among logistic warehouses	4
Linking high-performance work systems to affective commitment, job satisfaction, and career satisfaction: Thriving as a mediator and wasta as a moderator	4
Employment relationships and firm sustainability: does the strength of the HRM system play a role?	4
How can CEOs influence HRM implementation? Unfolding top management’s role in HRM	4
Machine learning with real-world HR data: mitigating the trade-off between predictive performance and transparency	4
Can green creativity be fostered? Unfolding the roles of perceived green human resource management practices, dual mediation paths, and perceived environmentally-specific authentic leadership	4
The impact of environmental strategy on environmental performance: mediating role of green human resource management and moderating role of green consciousness of top managers	4
Perceived likelihood of standard employment by client organizations and the career mobility of outsourced employees: a self-driving human capital increment model	4
Employer branding orientation: effects on recruitment performance under COVID-19	4
Institutional logics in play at work: how applying an institutional logics approach to employees’ intentions to quit contextualizes HRM	4