OOIR: Observatory of International Research

Papers

(The TQCC of International Journal of Human Resource Management is 9. The table below lists those papers that are above that threshold based on CrossRef citation counts [max. 250 papers]. The publications cover those that have been published in the past four years, i.e., from 2021-03-01 to 2025-03-01.)

Article	Citations
SIE identity strain, job embeddedness and expatriate outcomes: within-domain and spillover buffering effects of off-the-job relationship building	224
Developing a resilient workforce in the context of organisational change: the role of employee assistance programmes	159
Unpacking the adaptive role of recruiters in fostering diversity	82
Middle-managers’ innovative behavior: the roles of psychological empowerment and personal initiative	73
Imprinting in HR process research: a systematic review and integrative conceptual model	69
High performance work systems, employee creativity and organizational performance in the education sector	67
Dominance and societal effects in HR practice transfer: the role of meso-level actors in diffusing and adapting the Japanese model in Indonesia	55
When leader-member exchange leads to knowledge sharing: The roles of general self-efficacy, team leader modeling, and LMX differentiation	46
Augmented employee voice and employee engagement using artificial intelligence-enabled chatbots: a field study	43
Antecedents and consequences of host nationals’ attitudes towards hybrid language in MNCs: the case of MNC-tone	41
Navigating algorithmic paradox management: the role of workplace game engagement and regulatory focus	38
How and when do an organization’s social sustainability orientation and green human resource practices enhance its sustainable performance?	36
‘Help me be myself’—How identity-specific support promotes LGBTQ+ employees’ authenticity via basic need satisfaction	36
Human resource management in the context of high uncertainties	35
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	32
Accommodation, interpersonal justice, and the turnover intentions of employees with disabilities	32
"All too human” or the emergence of a techno-induced feeling of being less-able: identity work, ableism and new service technologies	31
Cool down emotion, don’t be fickle! The role of paradoxical leadership in the relationship between emotional stability and creativity	30
Accounting professionals’ legitimacy maintenance of modern slavery inspired extreme work practices in an emerging economy	29
You can’t win with them all. The impact of organizational cultures of difference on the organizational quality of life	29
Consequences of corruption: determinants of public servants’ job satisfaction and performance	28
Exploring the configuration of international HRM strategies for global integration and local responsiveness in MNEs	28
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	27
Hidden agenda for cross-cultural training: understanding refugees’ cross-cultural experience through the capability approach	27
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	26

Journalists as first responders: a new perspective on emotional labour and initiative taking in crises	26
‘Everyone should have a wife’ – extreme work, eldercare, and the gendered academy in the context of the COVID-19 pandemic	25
The impact of leader-member exchange, perceived organizational support, and readiness for change on job crafting behaviours in HRM in an emerging market	25
Understanding talent management for sports organizations - Evidence from an emerging country	25
When and how does ambidextrous leadership influences voice? The roles of leader-subordinate gender similarity and employee emotional expression	24
Integrating utility analysis and workforce strategy research: suggestions for future work	24
Responsible leadership during international assignments: a novel approach toward expatriation success	23
Building a sustainable ecosystem of human resource management research: reflections and suggestions	23
Talent management in turbulent times: Selection, negotiation, and exploration strategies for talent management in the aeronautics and space industries	23
HRM system situational strength in support of strategy: its effects on employee attitudes and business unit performance	22
Rebooting employees: upskilling for artificial intelligence in multinational corporations	22
Empowering leadership improves employees’ positive psychological states to result in more favorable behaviors	22
The impact of green HR practices on employee proactive behaviour	21
How to commit aging workers: the role of HR bundles	21
Human resource professionals’ human and social capital in SMEs: small firm, big impact	21
Beyond the ‘e-’ in e-HRM: integrating a sociomaterial perspective	21
Negative workplace gossip and targets’ subjective well-being: a moderated mediation model	20
A bibliometric analysis of the psychologization of human resource management	20
Non-binary individuals, visibility and legitimacy at work: future crafting inclusive organisations in times of inclusion hysteresis	20
Teleworking in times of COVID-19: the role of Family-Supportive supervisor behaviors in workers’ work-family management, exhaustion, and work engagement	19
Mitigating medical brain drain: the role of developmental HRM and the focus on opportunities in reducing the self-initiated expatriation of young professionals	19
Building sustainable societies through human-centred human resource management: emerging issues and research opportunities	19
Can reflection explain how empowering leadership affects spillover to family life? let me think about it	19
Tensions in talent identification: a multi-stakeholder perspective	17
HRM in 21st century small organizations: a midrange typology to describe, contrast and contextualize the phenomenon	16
Designing job ads to stimulate the decision to apply: a discrete choice experiment with business students	16
Voice in context: An international comparative study of employee experience with voice in small and medium enterprises	16
Motivational cultural intelligence and expatriate talent adjustment: an exploratory study of the moderation effects of cultural distance	16
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	15
Mind your language: an empirical investigation into the role of language in Indian expatriate professionals’ adjustment abroad	15
Covid-19, working from home and work–life boundaries: the role of personality in work–life boundary management	14
Examining work–home segmentation as a coping strategy for frontline workers: a mixed method study of social workers across Australia	14
A double-edged sword: empowering leadership to employees’ work-life interface	14
Playful work design, engagement and performance: the moderating roles of boredom and conscientiousness	14
Organizational resilience in turbulent times—social capital as a mechanism for successfully adapting human resources practices that lead to resilience	14
Diversity and inclusion practitioners and non-binary employees in the UK: a Bourdieusian analysis	14
Examining antecedents of repatriates’ job engagement and its influence on turnover intention	13
Low-status expatriates in the United Arab Emirates: a psychological contract perspective	13
Understanding the state and direction of HR as an occupation through institutional theory - the case of Japan	13
Innovation in SMEs: the role of flexible work arrangements and market competition	13
Executive pay dispersion: Reconciling the differing effects of pay inequality and pay inequity on firm performance	13
What drives firms to invest in training and developing employees? Time-dependent effects of firm internal and external contingencies	12
Constant connectivity and boundary management behaviors: the role of human agency	12
Proactivity or withdrawal? The role of attributions in employee psychological and behavioral responses to leader high performance expectations	12
Predictors of employees’ strike attitudes in multinational corporations in China: a multilevel relational model	12
An exploration of contextual factors affecting the nexus of competitive strategy and human resource management practices in Nigeria emerging economy context	12
The relationship between gender and work-to-family conflict among Chinese managers: testing a moderated mediation model	12
High-performance work practices and labour productivity: a six wave longitudinal study of UK manufacturing and service SMEs	12
The role of inter-team relational coordination in the high-performance work systems–team performance linkage	12
Managing talent in mission-driven organizations: a qualitative exploration	12

Between mundane and extreme: the nature of work on the UK supermarket frontline during a public health crisis	12
Encouraging employee voice: coworker knowledge sharing, psychological safety, and promotion focus	12
Closer, stronger, and brighter: bringing IB and IHRM together through the lens of Sustainable Development Goals	12
Furthering transgender inclusion in the workplace: advancing a new model of allyship intentions and perceptions	11
When it’s better than expected: a quasi-experimental study of firm-provided paid parental leave and employee organizational commitment	11
Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy	11
Emotional labor, occupational identity and work engagement in Portuguese police officers	11
Technology and the hybrid workplace: the affective living of IT-enabled space	11
The role of organization-based self-esteem and job resources in promoting employees’ job crafting behaviors	11
A paradox perspective on talent management: a multi-level analysis of paradoxes and their responses in talent management	11
HRM’s financial value from obtaining more star performers	11
Multilingual mediators in the shadows: a case study of a Japanese multinational corporation	11
The value of mixed methods work-family research for human resource management: a review and agenda	10
How do idiosyncratic deals influence employees’ effort-reward imbalance? An empirical investigation of the role of social comparisons and denied i-deals	10
The smiling assassin?: Reconceptualising redundancy envoys as quasi-dirty workers	10
Experienced incivility undermines the positive effects of job autonomy on mental and physical health	10
Exploring positive and negative intersectionality effects: an employment study of neurodiverse UK military veterans	10
Sourcing human capital for organizational effectiveness: sourcing strategy, determinants, and alignment	10
Work–life balance supportive culture: a way to retain employees in Spanish SMEs	9
Linking top management’s HR focus to innovation: the role of ownership structures and high-performance work systems	9
The relationship between HIWPs and nurse work engagement: the role of job crafting and supervisor support	9
The moral dark side of performance pressure: how and when it affects unethical pro-organizational behavior	9
Negative impression management: the troublemaker as trouble seeker	9
Developmental networks affect academics’ career satisfaction through research productivity	9
Sustainable human resource management: the perspectives of Italian human resource managers	9
Language in international human resource management: current state of research and future research directions	9
Wilkommen, bienvenue, welcome: language and national culture diversity messages as strategic recruiting tools for diverse organizations	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