OOIR: Observatory of International Research

Papers

(The TQCC of Human Resource Management Review is 24. 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 2020-11-01 to 2024-11-01.)

Article	Citations
Unlocking the value of artificial intelligence in human resource management through AI capability framework	186
A systematic literature review on the impact of artificial intelligence on workplace outcomes: A multi-process perspective	109
Making sense of different perspectives on career transitions: A review and agenda for future research	98
A critical review of algorithms in HRM: Definition, theory, and practice	90
Human resources analytics: A systematization of research topics and directions for future research	90
Caring human resources management and employee engagement	90
Algorithms as work designers: How algorithmic management influences the design of jobs	79
Human resource management research and practice in Asia: Past, present and future	78
About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research	74
Navigating the shifting landscapes of HRM	69
An artificial intelligence algorithmic approach to ethical decision-making in human resource management processes	68
Disrupted HR?	65
An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda	64
Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews	59
Organisational learning, learning organisation, and learning orientation: An integrative review and framework	58
The future of employee development	57
Work–life balance in Asia: A systematic review	56
Working in the digitized economy: HRM theory & practice	55
AI-augmented HRM: Antecedents, assimilation and multilevel consequences	52
The duality of algorithmic management: Toward a research agenda on HRM algorithms, autonomy and value creation	49
Toward the human – Centered approach. A revised model of individual acceptance of AI	47
Structuring for innovative responses to human resource challenges: A skunk works approach	45
Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework	44
Gamifying employer branding: An integrating framework and research propositions for a new HRM approach in the digitized economy	44
Gender and leadership: A criterion-focused review and research agenda	43

Inclusive talent development as a key talent management approach: A systematic literature review	40
Artificial Intelligence–HRM Interactions and Outcomes: A Systematic Review and Causal Configurational Explanation	39
To what extent is corporate social responsibility part of human resource management in the Chinese context? A review of literature and future research directions	37
Artificial intelligence and people management: A critical assessment through the ethical lens	36
An interdisciplinary review of AI and HRM: Challenges and future directions	36
Designing and implementing high-performance work systems: Insights from consulting practice for academic researchers	35
Time is of the essence: Improving the conceptualization and measurement of time	34
Flexible global working arrangements: An integrative review and future research agenda	33
From curse to cure of workplace ostracism: A systematic review and future research agenda	33
Liability of Asianness? Global talent management challenges of Chinese, Japanese, and Korean multinationals	32
The impact of psychological ownership on employee retention in mergers and acquisitions	32
Underlining micro socio-psychological mechanisms of buyer-supplier relationships: Implications for inter-organizational learning agility	30
Workplace mindfulness: An integrative review of antecedents, mediators, and moderators	30
Rediscovering the “Human” in strategic human capital	30
A framework for understanding the role of unlearning in onboarding	29
Work disengagement: A review of the literature	28
Antecedents and outcomes of bifurcated compensation in family firms: A multilevel view	28
Introducing a multi-stakeholder perspective on opacity, transparency and strategies to reduce opacity in algorithm-based human resource management	27
Agile for HR: Fine in practice, but will it work in theory?	26
A theory of HR co-creation	25
“Your health and safety is of utmost importance to us”: A review of research on the occupational health and safety of international employees	24
From personal wellbeing to relationships: A systematic review on the impact of mindfulness interventions and practices on leaders	24
Work design in a digitized gig economy	24
Employee engagement: Do practitioners care what academics have to say – And should they?	24