International Journal of Human Resource Management

Article	Citations
SIE identity strain, job embeddedness and expatriate outcomes: within-domain and spillover buffering effects of off-the-job relationship building	440
Developing a resilient workforce in the context of organisational change: the role of employee assistance programmes	224
Unpacking the adaptive role of recruiters in fostering diversity	159
Negative workplace gossip and targets’ subjective well-being: a moderated mediation model	143
Middle-managers’ innovative behavior: the roles of psychological empowerment and personal initiative	82
Imprinting in HR process research: a systematic review and integrative conceptual model	73
High performance work systems, employee creativity and organizational performance in the education sector	69
Dominance and societal effects in HR practice transfer: the role of meso-level actors in diffusing and adapting the Japanese model in Indonesia	67
When leader-member exchange leads to knowledge sharing: The roles of general self-efficacy, team leader modeling, and LMX differentiation	55
Augmented employee voice and employee engagement using artificial intelligence-enabled chatbots: a field study	46
Antecedents and consequences of host nationals’ attitudes towards hybrid language in MNCs: the case of MNC-tone	43
Human resource management in the context of high uncertainties	41
Accommodation, interpersonal justice, and the turnover intentions of employees with disabilities	38
Cool down emotion, don’t be fickle! The role of paradoxical leadership in the relationship between emotional stability and creativity	36
"All too human” or the emergence of a techno-induced feeling of being less-able: identity work, ableism and new service technologies	36
You can’t win with them all. The impact of organizational cultures of difference on the organizational quality of life	35
Exploring the configuration of international HRM strategies for global integration and local responsiveness in MNEs	32
Accounting professionals’ legitimacy maintenance of modern slavery inspired extreme work practices in an emerging economy	32
Hidden agenda for cross-cultural training: understanding refugees’ cross-cultural experience through the capability approach	31
Journalists as first responders: a new perspective on emotional labour and initiative taking in crises	31
A bibliometric analysis of the psychologization of human resource management	30
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	29
Understanding talent management for sports organizations - Evidence from an emerging country	29
The impact of leader-member exchange, perceived organizational support, and readiness for change on job crafting behaviours in HRM in an emerging market	28
Integrating utility analysis and workforce strategy research: suggestions for future work	27

‘Everyone should have a wife’ – extreme work, eldercare, and the gendered academy in the context of the COVID-19 pandemic	27
Talent management in turbulent times: Selection, negotiation, and exploration strategies for talent management in the aeronautics and space industries	26
When and how does ambidextrous leadership influences voice? The roles of leader-subordinate gender similarity and employee emotional expression	26
Building a sustainable ecosystem of human resource management research: reflections and suggestions	25
Differential effects of autonomy on employee satisfaction and organizational performance depending on the type of financial incentives: evidence from a four-wave panel of Korean companies	25
Responsible leadership during international assignments: a novel approach toward expatriation success	25
Consequences of corruption: determinants of public servants’ job satisfaction and performance	25
Rebooting employees: upskilling for artificial intelligence in multinational corporations	24
HRM system situational strength in support of strategy: its effects on employee attitudes and business unit performance	24
Empowering leadership improves employees’ positive psychological states to result in more favorable behaviors	23
Managing furloughs: how furlough policy and perceptions of fairness impact turnover intentions over time	23
How to commit aging workers: the role of HR bundles	22
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	22
Beyond the ‘e-’ in e-HRM: integrating a sociomaterial perspective	22
The impact of green HR practices on employee proactive behaviour	21
Building sustainable societies through human-centred human resource management: emerging issues and research opportunities	21
Non-binary individuals, visibility and legitimacy at work: future crafting inclusive organisations in times of inclusion hysteresis	21
Teleworking in times of COVID-19: the role of Family-Supportive supervisor behaviors in workers’ work-family management, exhaustion, and work engagement	20
Mitigating medical brain drain: the role of developmental HRM and the focus on opportunities in reducing the self-initiated expatriation of young professionals	20
Can reflection explain how empowering leadership affects spillover to family life? let me think about it	20
HRM in 21st century small organizations: a midrange typology to describe, contrast and contextualize the phenomenon	19
Voice in context: An international comparative study of employee experience with voice in small and medium enterprises	19
Motivational cultural intelligence and expatriate talent adjustment: an exploratory study of the moderation effects of cultural distance	19
The adoption of artificial intelligence in employee recruitment: The influence of contextual factors	19
Tensions in talent identification: a multi-stakeholder perspective	19
Human resource professionals’ human and social capital in SMEs: small firm, big impact	18
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	17
Designing job ads to stimulate the decision to apply: a discrete choice experiment with business students	17
Mind your language: an empirical investigation into the role of language in Indian expatriate professionals’ adjustment abroad	16
Covid-19, working from home and work–life boundaries: the role of personality in work–life boundary management	16
A double-edged sword: empowering leadership to employees’ work-life interface	16
Exploring positive and negative intersectionality effects: an employment study of neurodiverse UK military veterans	15
‘Help me be myself’—How identity-specific support promotes LGBTQ+ employees’ authenticity via basic need satisfaction	15
Navigating algorithmic paradox management: the role of workplace game engagement and regulatory focus	15
How and when do an organization’s social sustainability orientation and green human resource practices enhance its sustainable performance?	15
Diversity and inclusion practitioners and non-binary employees in the UK: a Bourdieusian analysis	14
Post-COVID remote working and its impact on people, productivity, and the planet: an exploratory scoping review	14
Linking top management’s HR focus to innovation: the role of ownership structures and high-performance work systems	14
Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy	14
Executive pay dispersion: Reconciling the differing effects of pay inequality and pay inequity on firm performance	13
Multilingual mediators in the shadows: a case study of a Japanese multinational corporation	13
Sustainable human resource management: the perspectives of Italian human resource managers	13
Understanding the state and direction of HR as an occupation through institutional theory - the case of Japan	13
Wilkommen, bienvenue, welcome: language and national culture diversity messages as strategic recruiting tools for diverse organizations	13
What drives firms to invest in training and developing employees? Time-dependent effects of firm internal and external contingencies	13
Technology and the hybrid workplace: the affective living of IT-enabled space	13
The moral dark side of performance pressure: how and when it affects unethical pro-organizational behavior	12
The role of inter-team relational coordination in the high-performance work systems–team performance linkage	12
Sourcing human capital for organizational effectiveness: sourcing strategy, determinants, and alignment	12
The relationship between gender and work-to-family conflict among Chinese managers: testing a moderated mediation model	12

Innovation in SMEs: the role of flexible work arrangements and market competition	12
A paradox perspective on talent management: a multi-level analysis of paradoxes and their responses in talent management	12
Managing talent in mission-driven organizations: a qualitative exploration	12
HRM’s financial value from obtaining more star performers	12
Employed but not included: the case of consumer-workers in mental health care services	12
When it’s better than expected: a quasi-experimental study of firm-provided paid parental leave and employee organizational commitment	12
Constant connectivity and boundary management behaviors: the role of human agency	12
Predictors of employees’ strike attitudes in multinational corporations in China: a multilevel relational model	12
Remote workers’ well-being, perceived productivity, and engagement: which resources should HRM improve during COVID-19? A longitudinal diary study	11
Retaining teachers: does enriching teachers' jobs contribute? A two-wave study	11
Breaking down barriers: how board composition drives sustainability in GCC countries	11
Low-status expatriates in the United Arab Emirates: a psychological contract perspective	11
Mitigating work alienation: what can we learn from employee ownership?	11
Correction	11
Patent productivity: Strategic human resources and the attention-based view	11
How do idiosyncratic deals influence employees’ effort-reward imbalance? An empirical investigation of the role of social comparisons and denied i-deals	10
Examining work–home segmentation as a coping strategy for frontline workers: a mixed method study of social workers across Australia	10
Work–life balance supportive culture: a way to retain employees in Spanish SMEs	10
The relationship between HIWPs and nurse work engagement: the role of job crafting and supervisor support	10
An exploration of contextual factors affecting the nexus of competitive strategy and human resource management practices in Nigeria emerging economy context	10
Developmental networks affect academics’ career satisfaction through research productivity	10
Examining antecedents of repatriates’ job engagement and its influence on turnover intention	9
Negative impression management: the troublemaker as trouble seeker	9
Encouraging employee voice: coworker knowledge sharing, psychological safety, and promotion focus	9
Experienced incivility undermines the positive effects of job autonomy on mental and physical health	9
Playful work design, engagement and performance: the moderating roles of boredom and conscientiousness	9
Relational gatekeeper behaviour of HR managers in the Middle East: the role of informal networks	9
The role of previous experience in the analysis of the psychological contract and its outcomes during the socialization process: a signalling theory perspective	9
The potential dark side of remote work transformation: a social vulnerability and relational perspective	9
The role of organization-based self-esteem and job resources in promoting employees’ job crafting behaviors	9
Language in international human resource management: current state of research and future research directions	9
Closer, stronger, and brighter: bringing IB and IHRM together through the lens of Sustainable Development Goals	8
Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers	8
An integrative review on job burnout among teachers in China: Implications for Human Resource Management	8
The smiling assassin?: Reconceptualising redundancy envoys as quasi-dirty workers	8
The value of mixed methods work-family research for human resource management: a review and agenda	8
Proactivity or withdrawal? The role of attributions in employee psychological and behavioral responses to leader high performance expectations	8
Does workplace ostracism lead to knowledge hiding? Modeling workplace withdrawal as a mediator and authentic leadership as a moderator	8
Human resource capabilities in uncertain environments	8
Trapped in cisnormative and binarist gendered constraints at work? How HR managers react to and manage gender transitions over time	8
High-performance work practices and labour productivity: a six wave longitudinal study of UK manufacturing and service SMEs	8
Dealing with special supervisors : a typology of coping strategies toward accountability to customers in gig work	7
Managing boundaries: exploring the experiences of line-managers who provide mental health support in the workplace	7
Seen but not heard: the voice of women at work and the mediating role of culture	7
Furthering transgender inclusion in the workplace: advancing a new model of allyship intentions and perceptions	7
Between mundane and extreme: the nature of work on the UK supermarket frontline during a public health crisis	7
The association between job design and organisational performance: the role of workforce engagement and burnout	7
Emotional labor, occupational identity and work engagement in Portuguese police officers	7
Gender diversity and firm performance: when diversity at middle management and staff levels matter	7
Fueling creativity: HR practices, work engagement, personality, and autonomy	7
Relationship between negative feedback and feedback management behaviours: a dual-process model	7
Advancing understanding of HRM in small and medium-sized enterprises (SMEs): critical questions and future prospects	7
The HR professional at the centre of extreme work: working intensely?	6
Developing a framework for responsible downsizing through best fit: the importance of regulatory, procedural, communication and employment responsibilities	6
Managing emotions in ongoing service relationships: new intrinsic and extrinsic emotion regulation strategies from aged care	6
Professional resonance: role conflict, identity work, and well-being in Danish retail banking	6
Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life?	6
Aesthetic labour outcome and experience of individuals with tribal marks in Nigeria	6
Interactional justice and cognitive rumination explain effects of empowering leadership on home life	6
The meaning of career success among managers in contemporary China: distinctive themes and societal logics	6
Migrants working for migrants: dependence and discourse in Chinese-owned small commercial businesses in South Africa	6
Beyond identity consciousness: human resource management practices and mental health conditions in sheltered workshops	6
Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level	6
Managing legitimacy in a cross-border post-merger integration context: the role of language strategies	6
Understanding HRM financial value from obtaining more star performers: introduction on a paper and commentary collection	6
When give-back turns to blowback: Employee responses to learning from skills-based volunteering	6
(Not) seeing eye to eye on developmental HRM practices: perceptual (in)congruence and employee outcomes	6
How does managerial consultation backfire pertaining to employee voice pressure?	6
Routes for employee-driven innovation: how HRM supports the emergence of innovation in a formalized context	5
The role of context in overcoming distance-related problems in global virtual teams: an organizational discontinuity theory perspective	5
Fake it or make it to stay? A case of Pakistani frontline emergency rescue workers	5
A fifth wheel? Local language skills and work-related outcomes among foreign employees	5
Controlled by the algorithm, coached by the crowd – how HRM activities take shape on digital work platforms in the gig economy	5
Sensemaking and spirituality: the process of re-centring self-decentralisation at work	5
The effectiveness of well-being-oriented human resource management in the context of telework	5
Dual-focused transformational leadership and individual creativity: moderating effects of team scout activity and individual perspective-taking	5
Organizational accommodation of employee mental health conditions and unintended stigma	5
Job embeddedness among internationally relocated workers between spillover effects, crossover effects, and transnationalism: a review and agenda for future research	5
Illegitimate tasks, job crafting and their longitudinal relationships with meaning of work	5
Employment relationships and their implications among self-initiated expatriates	5

A dual-process model of voice endorsement	5
Self-initiated expatriates in China: multicultural personality traits, frequency of interaction and host country nationals’ satisfaction with SIE performance	5
Can green creativity be fostered? Unfolding the roles of perceived green human resource management practices, dual mediation paths, and perceived environmentally-specific authentic leadership	5
Talent management and performance in the public sector: the role of organisational and line managerial support for development	5
Core job characteristics and change oriented organization citizenship behavior: what can managers do on a day-to-day basis?	5
A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework	5
Perceived employability of skilled migrants: a systematic review and future research agenda	5
Talent management in the public sector: empirical evidence from the Emerging Economy of Dubai	5
Digitalised talent management and automated talent decisions: the implications for HR professionals	5
Contextual and temporal effects on diversity action programmes in organisations	5
Civilian volunteers in United Nations hot spots: what makes them intend to apply for yet another mission?	5
A role perspective on flexible human resource practices and older workers’ early retirement intentions	5
Performance implications of the HR business partner model and the mediating role of internal efficiency: a comparison between Germany and the United Kingdom	4
HRM work and open innovation: evidence from a case study	4
Research on the mechanism of knowledge workers’ dual work passion on innovative behavior	4
Vertical and horizontal diffusion of labour standards in global supply chains: working hours practices of tier-1 and tier-2 textiles and garment suppliers	4
Workplace bullying of immigrants working in Sweden	4
Supervisor feedback, relational energy, and employee voice: the moderating role of leader–member exchange quality	4
The new HCN-expatriate context: a multi-source, multi-method investigation of American HCN support for BRICS expatriates	4
Work and affective outcomes of social media use at work: a daily-survey study	4
Examining the strategic and operation HR competencies as enablers of green human resource management practices: mediating role of perceived environmental orientation	4
The role of abusive supervision and openness to experience in the task conflict and social undermining relationship	4
Voice in non-traditional employment relationships: a review and future research directions	4
The politics of selective and differential transfer of HRM practices in employee-owned MNCs: evidence from an emblematic European worker co-op	4
Health and the intention to retire: exploring the moderating effects of human resources practices	4
How do tangible and intangible rewards encourage employee voice? The perspective of dual proactive motivational pathways	4
Antecedents and consequences of perpetrator-centric knowledge hiding within organizations: a cross-cultural meta-analytic review and implications for human resource management	4
Quid pro quo? The future for graduate development programmes through the lens of talent management	4
The evaluation of personnel selection methods by HR practitioners: The effect of reference and its interaction with information about validity	4
Examining collective creative self-efficacy as a competency indicator of group talent management: a study of SMEs in an emerging economy	4
Integrating artificial intelligence and human resource management: a review and future research agenda	3
Correction	3
Understanding technology-driven work arrangements from a complexity perspective: a systematic literature review and an agenda for future research	3
Accessing and sustaining work after Service: the role of Active Labour Market Policies (ALMP) and implications for HRM	3
Building (and breaking) a vicious cycle formed by extreme working conditions, work intensification, and perceived well-being: a study of dirty workers in Brazilian favelas	3
The editorial	3
Relative leader–member exchange perceptions and employee outcomes in service sector: the role of self-construal in feeling relative deprivation	3
Optimizing cultural intelligence development by considering different types of change	3
Work, private, self – towards an integrative framework of accountability: the case of low-status expatriates in precarious employment	3
Benevolent authoritarianism, paternalism and religious humanitarianism in Sri Lanka: a dependent or autonomous HR?	3
The theoretical value of understanding HRM’s financial value	3
What drives employees to participate in corporate social responsibility? A personal characteristics - CSR capacity - organizational reinforcing model of employees’ motivation for voluntary CSR activit	3
Virtual interaction and failure learning—The crucial role of team LMX composition	3
When subsidiaries follow their parents’ CSR focus: the influence of organizational characteristics on CSR towards target groups	3
Enhancing organizational performance through HR analytics capabilities: mediating influence of innovative capability and moderating role of technological turbulence	3
Bringing it all back home: the HRM role in workforce localisation in MNEs in Saudi Arabia	3
The role of recontextualization and socialization practices in transferring corporate values from a small Norwegian IT company to an Indian subsidiary	3
Exploring the adoption of virtual work: the role of virtual work self-efficacy and virtual work climate	3
Doing and undoing gender: examining nonbinary and cisgender expression at work in the U.S.	3
Building strategic human capabilities that drive performance	3
When and why do employer sponsored egg freezing benefits relate to organizational attraction? The role of HR attributions	3
Evaluating talent management in emerging market economies: societal, firm and individual perspectives	3
Black and abused: understanding who Black employees hold accountable for their mistreatment	3
Employee referrals as counterproductive work behavior? Employees’ motives for poor referrals and the role of the cultural context	3
Premature return of self-initiated expatriates in the spectre of a global crisis: a sensemaking perspective	3
Where do I belong? Conflicted identities and the paradox of simultaneous stigma and social aggrandizement of military veterans in organizations	3
A meta-analysis of the antecedents of flexible work arrangements utilization: based on Job demands-resources model	3