OOIR: Observatory of International Research

Papers

(The median citation count of Human Resource Management Review is 8. 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 2020-03-01 to 2024-03-01.)

Article	Citations
Common Good HRM: A paradigm shift in Sustainable HRM?	155
Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM	151
An integrative literature review of employee engagement and innovative behavior: Revisiting the JD-R model	150
Unlocking the value of artificial intelligence in human resource management through AI capability framework	89
Making sense of different perspectives on career transitions: A review and agenda for future research	79
Sustainable HRM strategies and employment relationships as drivers of the triple bottom line	68
Entrepreneurial team and strategic agility: A conceptual framework and research agenda	63
A critical review of algorithms in HRM: Definition, theory, and practice	62
Human resources analytics: A systematization of research topics and directions for future research	60
Human resource management research and practice in Asia: Past, present and future	60
Toward an integration of research on employee voice	60
Towards an integration of employee voice and silence	60
HRM institutional entrepreneurship for sustainable business organizations	59
Strategic agility and human resource management	58
Strategic agility through improvisational capabilities: Implications for a paradox-sensitive HRM	57
Fostering strategic agility: How individual executives and human resource practices contribute	57
Navigating the shifting landscapes of HRM	57
A systematic literature review on the impact of artificial intelligence on workplace outcomes: A multi-process perspective	56
An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda	55
The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions	53
Caring human resources management and employee engagement	51
Do high performance work systems generate negative effects? How and when?	51
Disrupted HR?	50
Work–life balance in Asia: A systematic review	48
About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research	47

Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews	46
Employee voice viewed through a cross-cultural lens	45
Algorithms as work designers: How algorithmic management influences the design of jobs	45
Structuring for innovative responses to human resource challenges: A skunk works approach	39
Sustainable human resource management and the triple bottom line: Multi-stakeholder strategies, concepts, and engagement	38
Working in the digitized economy: HRM theory & practice	36
The future of employee development	35
Organisational learning, learning organisation, and learning orientation: An integrative review and framework	35
Gamifying employer branding: An integrating framework and research propositions for a new HRM approach in the digitized economy	34
Win-Win-Lose? Sustainable HRM and the promotion of unsustainable employee outcomes	32
To what extent is corporate social responsibility part of human resource management in the Chinese context? A review of literature and future research directions	32
An artificial intelligence algorithmic approach to ethical decision-making in human resource management processes	30
Gender and leadership: A criterion-focused review and research agenda	30
The neglected role of talent proactivity: Integrating proactive behavior into talent-management theorizing	29
AI-augmented HRM: Antecedents, assimilation and multilevel consequences	29
Time is of the essence: Improving the conceptualization and measurement of time	28
Liability of Asianness? Global talent management challenges of Chinese, Japanese, and Korean multinationals	28
Underlining micro socio-psychological mechanisms of buyer-supplier relationships: Implications for inter-organizational learning agility	27
Supervisor-subordinate guanxi: A meta-analytic review and future research agenda	27
Toward the human – Centered approach. A revised model of individual acceptance of AI	26
Welcome to the bright side: Why, how, and when overqualification enhances performance	26
Flexible global working arrangements: An integrative review and future research agenda	25
Designing and implementing high-performance work systems: Insights from consulting practice for academic researchers	25
“Your health and safety is of utmost importance to us”: A review of research on the occupational health and safety of international employees	25
Rediscovering the “Human” in strategic human capital	25
The duality of algorithmic management: Toward a research agenda on HRM algorithms, autonomy and value creation	24
A framework for understanding the role of unlearning in onboarding	24
Sustainability and ideology-infused psychological contracts: An organizational- and employee-level perspective	23
Antecedents and outcomes of bifurcated compensation in family firms: A multilevel view	23
Voice in safety-oriented organizations: Examining the intersection of hierarchical and mindful social contexts	22
Employee engagement: Do practitioners care what academics have to say – And should they?	22
A theory of HR co-creation	21
From personal wellbeing to relationships: A systematic review on the impact of mindfulness interventions and practices on leaders	21
Closing the gap between scholarly knowledge and practice: Guidelines for HRM action research	21
The impact of psychological ownership on employee retention in mergers and acquisitions	20
Artificial Intelligence–HRM Interactions and Outcomes: A Systematic Review and Causal Configurational Explanation	20
Work design in a digitized gig economy	19
Workplace mindfulness: An integrative review of antecedents, mediators, and moderators	19
Catering to the crowd: An HRM perspective on crowd worker engagement	19
Increasing perceived work meaningfulness by implementing psychological need-satisfying performance management practices	19
The profile of the ‘Good Judge’ in HRM: A systematic review and agenda for future research	19
From curse to cure of workplace ostracism: A systematic review and future research agenda	19
Say on pay and executive compensation: A systematic review and suggestions for developing the field	18
Agile for HR: Fine in practice, but will it work in theory?	17
Human integration following M&A: Synthesizing different M&A research streams	17
The influence of independent contractors on organizational effectiveness: A review	17
Work disengagement: A review of the literature	17
Talent management and the HR function in cross-cultural mergers and acquisitions: The role and impact of bi-cultural identity	16
HRM in the global information technology (IT) industry: Towards multivergent configurations in strategic business partnerships	15
HR policy attribution: Implications for work-family person-environment fit	15

Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework	15
Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management	15
Performance feedback interviews as affective events: An exploration of the impact of emotion regulation of negative performance feedback on supervisor–employee dyads	15
Considering strengths use in organizations as a multilevel construct	15
Institutionalism and its effect on HRM in the ASEAN context: Challenges and opportunities for future research	14
An interdisciplinary review of AI and HRM: Challenges and future directions	14
Taking stock of expatriates’ career success after international assignments: A review and future research agenda	14
Riding the tides of mergers and acquisitions by building a resilient workforce: A framework for studying the role of human resource management	14
Inclusive talent development as a key talent management approach: A systematic literature review	13
All internships are not created equal: Job design, satisfaction, and vocational development in paid and unpaid internships	13
e-HRM: A meta-analysis of the antecedents, consequences, and cross-national moderators	13
Sustainable HRM: An extension of the paradox perspective	13
Artificial intelligence and people management: A critical assessment through the ethical lens	13
The workplace integration of veterans: Applying diversity and fit perspectives	12
An integrative literature review of the CSR-HRM nexus: Learning from research-practice gaps	12
When ethnic discrimination in recruitment is likely to occur and how to reduce it: Applying a contingency perspective to review resume studies	12
Cross-border mergers and acquisitions of emerging economies' multinational enterprises — The mediating role of socialization integration mechanisms for successful integration	12
Introducing a multi-stakeholder perspective on opacity, transparency and strategies to reduce opacity in algorithm-based human resource management	11
HRM in entrepreneurial firms: A systematic review and research agenda	11
An HRM perspective on workplace commitment: Reconnecting in concept, measurement and methodology	11
Closing the academic-practitioner gap: Research must answer the “SO WHAT” question	10
The practitioner-academic gap: A view from the middle	10
Skills-based volunteering: A systematic literature review of the intersection of skills and employee volunteering	10
A critical review and theorization of workplace backlash: Looking back and moving forward through the lens of social dominance theory	9
Dynamizing human resources: An integrative review of SHRM and dynamic capabilities research	9
Work and non-work-related antecedents of expatriates' well-being: A meta-analysis	9
Simply the best? A systematic literature review on the predictive validity of employee performance for leader performance	9
New investor categories, agility and HRM: The case of Sovereign Wealth Funds	8
Subjective well-being among blue-collar immigrant employees: A systematic literature review	8
Developing strategic human resource theory and making a difference: An action science perspective	8
Institutional logics and foreign national origin based inequality: The case of international migrant employees	8
Global post-merger agility, transactive memory systems and human resource management practices	8