OOIR: Observatory of International Research

Papers

(The median citation count of Human Resource Management Review 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 2021-05-01 to 2025-05-01.)

Article	Citations
Announcement	353
Sustainable HRM: An extension of the paradox perspective	204
The roles of the HR function: A systematic review of tensions, continuity and change	139
Workplace mindfulness: An integrative review of antecedents, mediators, and moderators	132
Fear and work performance: A meta-analysis and future research directions	126
The role of collaborative human resource management in supporting open innovation: A multi-level model	126
Designing and implementing high-performance work systems: Insights from consulting practice for academic researchers	120
Closing the gap between scholarly knowledge and practice: Guidelines for HRM action research	87
Inclusive talent development as a key talent management approach: A systematic literature review	86
Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management	86
Employee engagement: Do practitioners care what academics have to say – And should they?	82
Coping with dirty work: A meta-synthesis from a resource perspective	81
HRM in entrepreneurial firms: A systematic review and research agenda	79
Applicant reactions to social media assessment: A review and conceptual framework	78
Taking the emergent in team emergent states seriously: A review and preview	78
Time heals all wounds? HRM and bereavement in the workplace	76
Employee mobility as a knowledge development strategy	74
Creating accountability through HR analytics – An audit society perspective	68
Expatriates' families: A systematic literature review and research agenda	66
Change management interventions: Taking stock and moving forward	64
Time to voice? A review and agenda for longitudinal employee voice research	60
AI-augmented HRM: Antecedents, assimilation and multilevel consequences	49
Unpacking the evolving process of pay-for-performance system implementation	48
Toward the human – Centered approach. A revised model of individual acceptance of AI	47
Editorial Board	46

Kick me while I’m down: Modeling employee differences of the impact of workplace incivility on employees' health and wellbeing	44
Talent management and the HR function in cross-cultural mergers and acquisitions: The role and impact of bi-cultural identity	42
Unconscious bias in the HRM literature: Towards a critical-reflexive approach	41
Structural decisions about configuration, assignments, and geographical distribution in teams: Influences on team communications and trust	39
Employee work habits: A definition and process model	37
Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals	37
Citizenship ambivalence: Its nature, causes and consequences	34
Mapping bystander intervention to workplace inclusion: A scoping review	34
A contextual framework for understanding impression management	31
The role of country-level human capital in the high-performance work systems and organizational performance association: A meta-analysis	31
Finding human nature coherence in theoretical narratives: A heuristics approach and a leadership illustration	30
Back to basics in human resource theorizing: A call for greater attention to jobs	30
Work disengagement: A review of the literature	30
The delivery of bad news: An integrative review and path forward	29
Multi-level considerations in executive organizational transfer	29
The norm of norms in HRM research: A review and suggestions for future studies	29
A theory of HR co-creation	28
Paternity leave: A systematic review and directions for research	28
A conceptual review of the love-hate relationship between technology and successful aging at work: Identifying fits and misfits through job design	28
Why academics attend conferences? An extended career self-management framework	27
Understanding the adoption and institutionalization of workforce analytics: A systematic literature review and research agenda	26
Neglected under the law: A typology of stigmatization and effective employment protections	25
A systematic review of experimental evidence on interventions against bias and discrimination in organizations	25
How to turn workplace boredom into something positive. A theoretical framework of the ‘bright sides’ of boredom	24
The impact of psychological ownership on employee retention in mergers and acquisitions	24
Performance feedback interviews as affective events: An exploration of the impact of emotion regulation of negative performance feedback on supervisor–employee dyads	24
“Your health and safety is of utmost importance to us”: A review of research on the occupational health and safety of international employees	23
Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework	23
A process model of situational judgment test responding	23
The workplace integration of veterans: Applying diversity and fit perspectives	23
Taking stock of expatriates’ career success after international assignments: A review and future research agenda	22
Positive psychology and human resource management: Building an HR architecture to support human flourishing	22
Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews	21
A process model of volunteer motivation	20
The duality of algorithmic management: Toward a research agenda on HRM algorithms, autonomy and value creation	20
A network approach to work-family conflict	20
Talking the talk: Considering forced language-switching in the workplace	19
Gaining feedback acceptance: Leader-member attachment style and psychological safety	19
HRM systems and knowledge transfer in alliance projects: Exploring social identity dynamics	18
Toward an overarching multi-level conceptualization of emergent leadership: Perspectives from social identity, and implicit leadership theories	18
Gravity's pull: The identity-related motives and outcomes of hiring stars	18
Organisational learning, learning organisation, and learning orientation: An integrative review and framework	18
Redefining concepts to build theory: A repertoire for conceptual innovation	17
Simply the best? A systematic literature review on the predictive validity of employee performance for leader performance	17
Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding	17
Team familiarity—Boon for routines, bane for innovation? A review and future research agenda	16
A systematic literature review on the impact of artificial intelligence on workplace outcomes: A multi-process perspective	16
An interdisciplinary review of AI and HRM: Challenges and future directions	16
Understanding the positive and negative effects of team virtuality: A theoretical review and research agenda	16
Mental health and well-being at work: A systematic review of literature and directions for future research	15

Cross-border mergers and acquisitions of emerging economies' multinational enterprises — The mediating role of socialization integration mechanisms for successful integration	14
Conceptual and methodological issues in international and comparative HRM: Transferring lessons from comparative public policy	13
Human resources analytics: A systematization of research topics and directions for future research	13
Increasing perceived work meaningfulness by implementing psychological need-satisfying performance management practices	13
Editorial Board	13
A conservation of resources approach to inter-role career transitions	12
Dynamizing human resources: An integrative review of SHRM and dynamic capabilities research	12
Editorial Board	12
Putting role resources to work: The cross-domain thriving model	12
To the victor belong the spoils? A theoretical investigation of star employee hierarchies	11
Stuttering: Stigma and perspectives of (dis)ability in organizational communication	11
Flexible global working arrangements: An integrative review and future research agenda	11
The half-life of knowledge and strategic human capital	11
Advancing the field of employee assistance programs research and practice: A systematic review of quantitative studies and future research agenda	11
Editorial Board	10
Editorial Board	10
Addressing social-business tensions in hybridized nonprofit organizations: The contribution of strategic human resource management	10