OOIR: Observatory of International Research

Papers

(The TQCC of International Journal of Human Resource Management is 10. 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 2022-08-01 to 2026-08-01.)

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
Imprinting in HR process research: a systematic review and integrative conceptual model	36
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
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
Fueling creativity: HR practices, work engagement, personality, and autonomy	30
Linking top management’s HR focus to innovation: the role of ownership structures and high-performance work systems	30
Breaking down barriers: how board composition drives sustainability in GCC countries	29
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
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
Managing legitimacy in a cross-border post-merger integration context: the role of language strategies	25
Furlough and employee turnover: unveiling the hidden costs of relative deprivation and the moderating role of autonomy support	25
Professional resonance: role conflict, identity work, and well-being in Danish retail banking	24
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
A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework	23
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
The effectiveness of well-being-oriented human resource management in the context of telework	22
Crossing the Rubicon: exploring migrants’ transition out of military service into civilian work	21
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
Approaching or avoiding? Mechanisms of host-country language proficiency in affecting virtual work adaptivity during COVID-19	20
Navigating the talent journey: a contextual study of the evolution of talent perceptions	19
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
Human resource management systems research – how to gain impactful insights through formative measurement and hierarchical component models	18
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
‘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
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
Exercising agency through the internal conversation: responses to extreme work in the Chinese tech industry	16
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
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
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
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
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
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
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
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
Sustainable human resource management: the perspectives of Italian human resource managers	11
The politics of selective and differential transfer of HRM practices in employee-owned MNCs: evidence from an emblematic European worker co-op	11
Dealing with special supervisors : a typology of coping strategies toward accountability to customers in g	11
The evaluation of personnel selection methods by HR practitioners: The effect of reference and its interaction with information about validity	11
Diversity and inclusion practitioners and non-binary employees in the UK: a Bourdieusian analysis	11
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
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