International Journal of Human Resource Management

Article	Citations
Non-binary individuals, visibility and legitimacy at work: future crafting inclusive organisations in times of inclusion hysteresis	328
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	113
Hidden agenda for cross-cultural training: understanding refugees’ cross-cultural experience through the capability approach	91
How and when do an organization’s social sustainability orientation and green human resource practices enhance its sustainable performance?	90
Developing a resilient workforce in the context of organisational change: the role of employee assistance programmes	87
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	78
Organizational resilience in turbulent times—social capital as a mechanism for successfully adapting human resources practices that lead to resilience	56
Imprinting in HR process research: a systematic review and integrative conceptual model	55
When and how does ambidextrous leadership influences voice? The roles of leader-subordinate gender similarity and employee emotional expression	52
Securing and maintaining longer-term employment: UK military service leavers’ experiences in the civilian labour market	51
Tensions in talent identification: a multi-stakeholder perspective	50
Does remote work adoption boost firm innovation? A cross-cultural study	47
Executive pay dispersion: Reconciling the differing effects of pay inequality and pay inequity on firm performance	45
Fueling creativity: HR practices, work engagement, personality, and autonomy	44
Managing talent in mission-driven organizations: a qualitative exploration	42
Managing boundaries: exploring the experiences of line-managers who provide mental health support in the workplace	41
Linking top management’s HR focus to innovation: the role of ownership structures and high-performance work systems	41
Understanding the state and direction of HR as an occupation through institutional theory - the case of Japan	41
Developmental networks affect academics’ career satisfaction through research productivity	41
Breaking down barriers: how board composition drives sustainability in GCC countries	40
High-performance work practices and labour productivity: a six wave longitudinal study of UK manufacturing and service SMEs	39
Low-status expatriates in the United Arab Emirates: a psychological contract perspective	39
Does working from home limit our strengths? Investigating character strength application in hybrid work contexts within 2 diary studies	38
Advancing understanding of HRM in small and medium-sized enterprises (SMEs): critical questions and future prospects	37
Playful work design, engagement and performance: the moderating roles of boredom and conscientiousness	35

Managing legitimacy in a cross-border post-merger integration context: the role of language strategies	33
Sensemaking and spirituality: the process of re-centring self-decentralisation at work	33
A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework	31
Talent management and performance in the public sector: the role of organisational and line managerial support for development	30
The effectiveness of well-being-oriented human resource management in the context of telework	30
HRM work and open innovation: evidence from a case study	30
A role perspective on flexible human resource practices and older workers’ early retirement intentions	29
Professional resonance: role conflict, identity work, and well-being in Danish retail banking	28
When and why do employer sponsored egg freezing benefits relate to organizational attraction? The role of HR attributions	27
Fake it or make it to stay? A case of Pakistani frontline emergency rescue workers	26
Burned out by the binary: how misgendering of nonbinary employees contributes to workplace burnout	26
Dual-focused transformational leadership and individual creativity: moderating effects of team scout activity and individual perspective-taking	26
Discovering and nurturing local key stakeholders’ talent in emerging economies: using fsQCA to test the external human resources approach	26
Extreme work in organizations: mapping the field and a future research agenda	25
Approaching or avoiding? Mechanisms of host-country language proficiency in affecting virtual work adaptivity during COVID-19	25
Do algorithms play fair? Analysing the perceived fairness of HR-decisions made by algorithms and their impacts on gig-workers	24
Human resource management systems research – how to gain impactful insights through formative measurement and hierarchical component models	24
‘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	24
Sometimes collaboration is the better strategy: institutional context and the calculative and collaborative HRM-performance relationship in the Nordics, 1999–2021	23
Human resource management in times of crisis: what have we learnt from the recent pandemic?	22
Where do I belong? Conflicted identities and the paradox of simultaneous stigma and social aggrandizement of military veterans in organizations	21
Informal network context: deepening the knowledge and extending the boundaries of social network research in international human resource management	21
Paving the way for progress in employee agility research: a systematic literature review and framework	21
Heeding the call from the promised land: identity work of self-initiated expatriates before leaving home	21
Crossing the Rubicon: exploring migrants’ transition out of military service into civilian work	21
Impact of HRM practices on innovative behaviour: mediating role of talent development climate in Indian firms	21
To be or not to be: an identity salience career progression model of female returnees	20
The chief human resource officer in the C-suite: peer prevalence and environmental uncertainty	20
Global differences in applicant reactions to virtual interview synchronicity	20
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	19
Managing emotional labour: the importance of organisational support for managing police officers in England and Italy	18
Reexamining the relationship between extrinsic rewards and creativity: a study from the creative process engagement perspective	18
Voluntary versus involuntary telecommuting and employee innovative behaviour: a daily diary study	18
Host country national quality of interaction with expatriates: antecedents, process, and outcome	18
How inclusive is workplace gender equality research in the Chinese context? Taking stock and looking ahead	17
The rhetorics of ‘agile’ and the practices of ‘agile working’: Consequences for the worker experience and uncertain implications for HR practice	17
Augmenting diversity in hiring decisions with artificial intelligence tools	17
Rethinking contexts and institutions for research on human resource management in multinational enterprises in an age of polycrisis: reflections and suggestions	17
Technostress of HR professionals: the darker implication of remote work transformations	17
Insider’s corruption versus outsider’s ethicality? Individual responses to conflicting institutional logics	16
Philosophies on talent management systems in Australian subsidiaries of foreign MNEs	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	16
Fostering assigned expatriates’ innovativeness via culturally intelligent supervisors: a resource gain perspective	16
Supporting refugee employees’ psychological needs at work: the role of HRM practices	16
Regulating HRM: the limits of regulatory pluralism	15
What It Takes to Be an Effective “Remote Leader” during COVID-19 Crisis: The Combined Effects of Supervisor Control and Support Behaviors	15
The dual effects of job design on knowledge hiding: expanding job demands–resources theory to employee rational-choice behaviour	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
Building a sustainable ecosystem of human resource management research: reflections and suggestions	14

Artificial intelligence – challenges and opportunities for international HRM: a review and research agenda	14
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	14
Humanoid robot adoption and labour productivity: a perspective on ambidextrous product innovation routines	14
The impact of leader-member exchange, perceived organizational support, and readiness for change on job crafting behaviours in HRM in an emerging market	14
HRM in 21st century small organizations: a midrange typology to describe, contrast and contextualize the phenomenon	13
Negative workplace gossip and targets’ subjective well-being: a moderated mediation model	13
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
Constant connectivity and boundary management behaviors: the role of human agency	12
The value of mixed methods work-family research for human resource management: a review and agenda	12
Dealing with special supervisors : a typology of coping strategies toward accountability to customers in gig work	12
Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers	12
An integrative review on job burnout among teachers in China: Implications for Human Resource Management	12
The relationship between HIWPs and nurse work engagement: the role of job crafting and supervisor support	12
Emotional labor, occupational identity and work engagement in Portuguese police officers	12
When it’s better than expected: a quasi-experimental study of firm-provided paid parental leave and employee organizational commitment	12
Experienced incivility undermines the positive effects of job autonomy on mental and physical health	12
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
The role of inter-team relational coordination in the high-performance work systems–team performance linkage	11
A fifth wheel? Local language skills and work-related outcomes among foreign employees	11
When give-back turns to blowback: Employee responses to learning from skills-based volunteering	11
Diversity and inclusion practitioners and non-binary employees in the UK: a Bourdieusian analysis	11
(Not) seeing eye to eye on developmental HRM practices: perceptual (in)congruence and employee outcomes	11
The meaning of career success among managers in contemporary China: distinctive themes and societal logics	11
The politics of selective and differential transfer of HRM practices in employee-owned MNCs: evidence from an emblematic European worker co-op	11
The evaluation of personnel selection methods by HR practitioners: The effect of reference and its interaction with information about validity	11
Understanding technology-driven work arrangements from a complexity perspective: a systematic literature review and an agenda for future research	10
The theoretical value of understanding HRM’s financial value	10
The editorial	10
Inclusive, supportive, and fair workplaces for all: workplace satisfaction of low-skilled migrant workers	10
Examining the strategic and operation HR competencies as enablers of green human resource management practices: mediating role of perceived environmental orientation	10
Virtual interaction and failure learning—The crucial role of team LMX composition	10
Individualized work arrangements and socio-economic factors in relation to motivation to continue working: a multilevel study of municipal influences	10
Voice in non-traditional employment relationships: a review and future research directions	10
Controlled by the algorithm, coached by the crowd – how HRM activities take shape on digital work platforms in the gig economy	10
Evaluating performance in the context of mobile telework: an attention-based view	10
Negotiating the volunteer role: a qualitative study of older volunteers’ experiences in woodland conservation	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
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 talent management in emerging market economies: societal, firm and individual perspectives	9
The curvilinear effect of employee-experienced market-based HR systems on employee creativity in the Chinese context	9
Tailored transfer and hybridization of collaborative HRM practices in a Mondragon multinational cooperative	9
Internships and promises of diversity: how anticipatory psychological contracts shape employment intentions in the U.S	9
Flexible work arrangements and employee turnover intentions: contrasting pathways	9
Reviewing and revising Black et al’s adjustment model(s)	9
How does CEO social class perception impact employee-related CSR? Evidence from privately owned Chinese firms	8
How power, expertise, and hierarchy influence voice on patient safety: a study of surgeons and anaesthesiologists	8
Job satisfaction and public service motivation in Australian nurses: the effects of abusive supervision and workplace bullying	8
Organizational on-boarding practices and shifts in alcohol misuse among at-risk college recruits	8
The interplay between perceived support and proactive personality: Effects on self-verification perceptions and emotions	8
Institutions, economies and downsizing: evidence across time and countries	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
A closer look at how and when family-supportive supervision influence work interference with family: the roles of family-role overload and task crafting	8
Developing inclusive and healthy organizations by employing designated lived experience roles: Learning from human resource management innovations in the mental health sector	7
The pragmatic side of workplace heroics: a ­self-interest perspective on responding to mistreatment in work teams	7
Exploring the organizational value of international assignments: home versus host	7
A bibliometric analysis of the psychologization of human resource management	7
From committed employees to rebels: the role of prosocial rule-breaking, age, and entrepreneurial self-efficacy	7
Supporting Australian veteran transition: career construction through a person-environment fit perspective	7
Human Capital resource as cost or investment: A market-based analysis	7
A psychological contract perspective to managing the employment relationship during the COVID-19 pandemic in the aviation industry	7
Consequences of corruption: determinants of public servants’ job satisfaction and performance	7
The cost of guilt: unpacking the emotional mechanism between work-to-family conflict and unethical pro-family behavior	7
From brain drain to brain gain: the agenda for talent management in overcoming talent migration from emerging markets	7
How important are political skills for career success? A systematic review and meta-analysis	7
"All too human” or the emergence of a techno-induced feeling of being less-able: identity work, ableism and new service technologies	7
Understanding talent management for sports organizations - Evidence from an emerging country	6
Human resource professionals’ human and social capital in SMEs: small firm, big impact	6
Teleworking in times of COVID-19: the role of Family-Supportive supervisor behaviors in workers’ work-family management, exhaustion, and work engagement	6
Navigating algorithmic paradox management: the role of workplace game engagement and regulatory focus	6
Augmented employee voice and employee engagement using artificial intelligence-enabled chatbots: a field study	6
High performance work systems, employee creativity and organizational performance in the education sector	6
HRM system situational strength in support of strategy: its effects on employee attitudes and business unit performance	6
Beyond the ‘e-’ in e-HRM: integrating a sociomaterial perspective	6
Building sustainable societies through human-centred human resource management: emerging issues and research opportunities	6
Empowering leadership improves employees’ positive psychological states to result in more favorable behaviors	6
Remote workers’ well-being, perceived productivity, and engagement: which resources should HRM improve during COVID-19? A longitudinal diary study	5
Benevolent authoritarianism, paternalism and religious humanitarianism in Sri Lanka: a dependent or autonomous HR?	5

Migrants working for migrants: dependence and discourse in Chinese-owned small commercial businesses in South Africa	5
The smiling assassin?: Reconceptualising redundancy envoys as quasi-dirty workers	5
Mitigating work alienation: what can we learn from employee ownership?	5
Seen but not heard: the voice of women at work and the mediating role of culture	5
How do idiosyncratic deals influence employees’ effort-reward imbalance? An empirical investigation of the role of social comparisons and denied i-deals	5
An exploration of contextual factors affecting the nexus of competitive strategy and human resource management practices in Nigeria emerging economy context	5
Aesthetic labour outcome and experience of individuals with tribal marks in Nigeria	5
The new HCN-expatriate context: a multi-source, multi-method investigation of American HCN support for BRICS expatriates	5
Sourcing human capital for organizational effectiveness: sourcing strategy, determinants, and alignment	5
Between mundane and extreme: the nature of work on the UK supermarket frontline during a public health crisis	5
Trapped in cisnormative and binarist gendered constraints at work? How HR managers react to and manage gender transitions over time	5
Encouraging employee voice: coworker knowledge sharing, psychological safety, and promotion focus	5
Examining antecedents of repatriates’ job engagement and its influence on turnover intention	5
The moral dark side of performance pressure: how and when it affects unethical pro-organizational behavior	5
Relational gatekeeper behaviour of HR managers in the Middle East: the role of informal networks	5
The role of organization-based self-esteem and job resources in promoting employees’ job crafting behaviors	5
Multilingual mediators in the shadows: a case study of a Japanese multinational corporation	5
Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy	5
Employment relationships and their implications among self-initiated expatriates	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
Is it your engagement or mine? Linking supervisors’ work engagement and employee performance	4
How can CEOs influence HRM implementation? Unfolding top management’s role in HRM	4
How does perceived overqualification hinder employees’ intention to share knowledge?	4
Employment relationships and firm sustainability: does the strength of the HRM system play a role?	4
Star performers: strategy with a few grains of salt	4
Exploring the adoption of virtual work: the role of virtual work self-efficacy and virtual work climate	4
Perceived employability of skilled migrants: a systematic review and future research agenda	4
How do tangible and intangible rewards encourage employee voice? The perspective of dual proactive motivational pathways	4
Filling talent shortages with foreign students? Understanding foreign exchange students’ willingness to work for host-country organizations	4
The devolution of human resource management responsibilities to line managers: a multi-level analysis of contextual influences	4
Impact of bilateral influence and host labor market conditions on the deployment of chinese contracted project workers in africa	4
Embedding transparency in artificial intelligence machine learning models: managerial implications on predicting and explaining employee turnover	4
Doing and undoing gender: examining nonbinary and cisgender expression at work in the U.S.	4
Civilian volunteers in United Nations hot spots: what makes them intend to apply for yet another mission?	4
A review of the empirical literature on ‘engagement’ within the context of entrepreneurship and small business management	4
Institutional logics in play at work: how applying an institutional logics approach to employees’ intentions to quit contextualizes HRM	4
Different systems, similar experiences: felt accountability in labor platforms and traditional organizations	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
Mind anchors and heart grips: the role of HRM and LMX in internal branding	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	3
How capital shapes refugees’ access to the labour market: the case of Syrians in Sweden	3
Working time mismatch and job satisfaction – the role of employees’ time autonomy and gender	3
Employer branding orientation: effects on recruitment performance under COVID-19	3
How does the supervisor–subordinate relational schema shape employee voice behaviour in China?	3
Technologically mediated human resource management in the gig economy	3
An integrative review of acculturation perspectives in management research: the role of HRM	3
Green HRM through social exchange revisited: when negotiated exchanges shape cooperation	3
The role of robotization in work design: a comparative case study among logistic warehouses	3
Machine learning with real-world HR data: mitigating the trade-off between predictive performance and transparency	3
Perceived likelihood of standard employment by client organizations and the career mobility of outsourced employees: a self-driving human capital increment model	3
Work and family interaction management: the case for zigzag working	3
Paradigm shift in sustained employability: relevance of workaholism, job insecurity, job crafting, and presenteeism	3
In search of organizational strategic competitiveness? A systematic review of human resource outsourcing literature (1999–2022)	3
Developing organizations’ dynamic capabilities and employee mental health in the face of heightened geopolitical tensions, polarized societies and grand societal challenges	3
The interaction effect between role overload and skill training on older workers’ work engagement: the mediating role of job crafting	3
Linking high-performance work systems to affective commitment, job satisfaction, and career satisfaction: Thriving as a mediator and wasta as a moderator	3
CEOs, leaders and managing mental health: a tension-centered approach	3
Unveiling Qatarization: a strategic HRM perspective on the context of implementing successful workforce nationalization	3
Does firm diversity-enhancement program bundle matter? Firm performance dimensions, employee ownership program, and environmental technological opportunity	3
Ethical leadership and follower unethical pro-organizational behavior: examining the dual influence mechanisms of affective and continuance commitments	3
Understanding the impact of family-to-work conflict and enrichment on the performance of entrepreneurial firms: A conservation of resources perspective	3