OOIR: Observatory of International Research

Papers

(The median citation count of Human Resource Management Review is 11. 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 2021-11-01 to 2025-11-01.)

Article	Citations
Editorial Board	488
Fear and work performance: A meta-analysis and future research directions	274
Workplace mindfulness: An integrative review of antecedents, mediators, and moderators	219
Announcement	187
Sustainable HRM: An extension of the paradox perspective	170
The roles of the HR function: A systematic review of tensions, continuity and change	162
Designing and implementing high-performance work systems: Insights from consulting practice for academic researchers	159
Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management	116
Employee engagement: Do practitioners care what academics have to say – And should they?	110
The role of collaborative human resource management in supporting open innovation: A multi-level model	110
Coping with dirty work: A meta-synthesis from a resource perspective	106
Inclusive talent development as a key talent management approach: A systematic literature review	106
Applicant reactions to social media assessment: A review and conceptual framework	104
Time heals all wounds? HRM and bereavement in the workplace	102
Taking the emergent in team emergent states seriously: A review and preview	96
HRM in entrepreneurial firms: A systematic review and research agenda	95
Bridging the research-practice gap in modern human resource management	92
Creating accountability through HR analytics – An audit society perspective	92
Employee mobility as a knowledge development strategy	85
A model of managerial coach learning and development	70
Expatriates' families: A systematic literature review and research agenda	62
Change management interventions: Taking stock and moving forward	62
Unpacking the evolving process of pay-for-performance system implementation	52
Time to voice? A review and agenda for longitudinal employee voice research	51
Toward the human – Centered approach. A revised model of individual acceptance of AI	50

Editorial Board	46
AI-augmented HRM: Antecedents, assimilation and multilevel consequences	46
Kick me while I’m down: Modeling employee differences of the impact of workplace incivility on employees' health and wellbeing	44
The role of country-level human capital in the high-performance work systems and organizational performance association: A meta-analysis	42
Unconscious bias in the HRM literature: Towards a critical-reflexive approach	42
Employee work habits: A definition and process model	41
Citizenship ambivalence: Its nature, causes and consequences	40
Mapping bystander intervention to workplace inclusion: A scoping review	39
Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals	37
Back to basics in human resource theorizing: A call for greater attention to jobs	37
A contextual framework for understanding impression management	37
Finding human nature coherence in theoretical narratives: A heuristics approach and a leadership illustration	35
Sustainable human resource management and employee performance: A conceptual framework and research agenda	35
Work disengagement: A review of the literature	34
The delivery of bad news: An integrative review and path forward	33
The norm of norms in HRM research: A review and suggestions for future studies	33
Multi-level considerations in executive organizational transfer	32
A conceptual review of the love-hate relationship between technology and successful aging at work: Identifying fits and misfits through job design	31
Paternity leave: A systematic review and directions for research	31
A theory of HR co-creation	28
Understanding the adoption and institutionalization of workforce analytics: A systematic literature review and research agenda	28
Why academics attend conferences? An extended career self-management framework	27
How to turn workplace boredom into something positive. A theoretical framework of the ‘bright sides’ of boredom	27
A systematic review of experimental evidence on interventions against bias and discrimination in organizations	27
Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework	27
Neglected under the law: A typology of stigmatization and effective employment protections	26
Editorial Board	26
Women's authorship in international human resource management research: Implications for responsible management education and emerging scholars	26
Taking stock of expatriates’ career success after international assignments: A review and future research agenda	24
“Your health and safety is of utmost importance to us”: A review of research on the occupational health and safety of international employees	24
Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews	24
Positive psychology and human resource management: Building an HR architecture to support human flourishing	23
The duality of algorithmic management: Toward a research agenda on HRM algorithms, autonomy and value creation	23
Impact-driven scholar, reflective practitioner, or pracademic? Conceptualizing hybrid roles to bridge the research-practice gap in HRM	22
Talking the talk: Considering forced language-switching in the workplace	22
A process model of volunteer motivation	21
Gaining feedback acceptance: Leader-member attachment style and psychological safety	21
Organisational learning, learning organisation, and learning orientation: An integrative review and framework	20
A network approach to work-family conflict	20
HRM systems and knowledge transfer in alliance projects: Exploring social identity dynamics	19
Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding	18
Redefining concepts to build theory: A repertoire for conceptual innovation	18
Toward an overarching multi-level conceptualization of emergent leadership: Perspectives from social identity, and implicit leadership theories	18
Team familiarity—Boon for routines, bane for innovation? A review and future research agenda	17
An interdisciplinary review of AI and HRM: Challenges and future directions	17
Gravity's pull: The identity-related motives and outcomes of hiring stars	17
Mental health and well-being at work: A systematic review of literature and directions for future research	16
Trust repair in politically polarized workplaces	16
Understanding the positive and negative effects of team virtuality: A theoretical review and research agenda	16
Human resources analytics: A systematization of research topics and directions for future research	16

A systematic literature review on the impact of artificial intelligence on workplace outcomes: A multi-process perspective	16
Editorial Board	15
Increasing perceived work meaningfulness by implementing psychological need-satisfying performance management practices	15
Putting role resources to work: The cross-domain thriving model	15
Conceptual and methodological issues in international and comparative HRM: Transferring lessons from comparative public policy	15
Dynamizing human resources: An integrative review of SHRM and dynamic capabilities research	15
A conservation of resources approach to inter-role career transitions	14
To the victor belong the spoils? A theoretical investigation of star employee hierarchies	13
Stuttering: Stigma and perspectives of (dis)ability in organizational communication	13
Advancing the field of employee assistance programs research and practice: A systematic review of quantitative studies and future research agenda	12
Editorial Board	12
The half-life of knowledge and strategic human capital	12
Flexible global working arrangements: An integrative review and future research agenda	12
A meta-analysis of team reflexivity: Antecedents, outcomes, and boundary conditions	11
e-HRM: A meta-analysis of the antecedents, consequences, and cross-national moderators	11