OOIR: Observatory of International Research

Papers

(The TQCC of Human Resource Management Review is 27. 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 2021-08-01 to 2025-08-01.)

Article	Citations
Announcement	421
Editorial Board	239
Fear and work performance: A meta-analysis and future research directions	183
Sustainable HRM: An extension of the paradox perspective	160
The roles of the HR function: A systematic review of tensions, continuity and change	148
Workplace mindfulness: An integrative review of antecedents, mediators, and moderators	143
Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management	137
Designing and implementing high-performance work systems: Insights from consulting practice for academic researchers	100
Employee engagement: Do practitioners care what academics have to say – And should they?	98
The role of collaborative human resource management in supporting open innovation: A multi-level model	96
Inclusive talent development as a key talent management approach: A systematic literature review	96
Coping with dirty work: A meta-synthesis from a resource perspective	91
Applicant reactions to social media assessment: A review and conceptual framework	90
HRM in entrepreneurial firms: A systematic review and research agenda	89
Time heals all wounds? HRM and bereavement in the workplace	86
A model of managerial coach learning and development	83
Taking the emergent in team emergent states seriously: A review and preview	83
Change management interventions: Taking stock and moving forward	81
Creating accountability through HR analytics – An audit society perspective	72
Expatriates' families: A systematic literature review and research agenda	60
Employee mobility as a knowledge development strategy	57
Bridging the research-practice gap in modern human resource management	54
Time to voice? A review and agenda for longitudinal employee voice research	50
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

AI-augmented HRM: Antecedents, assimilation and multilevel consequences	44
Editorial Board	42
Kick me while I’m down: Modeling employee differences of the impact of workplace incivility on employees' health and wellbeing	41
Talent management and the HR function in cross-cultural mergers and acquisitions: The role and impact of bi-cultural identity	41
Unconscious bias in the HRM literature: Towards a critical-reflexive approach	37
Back to basics in human resource theorizing: A call for greater attention to jobs	35
Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals	35
Citizenship ambivalence: Its nature, causes and consequences	33
Employee work habits: A definition and process model	33
Mapping bystander intervention to workplace inclusion: A scoping review	33
Sustainable human resource management and employee performance: A conceptual framework and research agenda	32
A contextual framework for understanding impression management	32
Finding human nature coherence in theoretical narratives: A heuristics approach and a leadership illustration	32
The role of country-level human capital in the high-performance work systems and organizational performance association: A meta-analysis	32
Multi-level considerations in executive organizational transfer	31
Work disengagement: A review of the literature	31
The delivery of bad news: An integrative review and path forward	30
The norm of norms in HRM research: A review and suggestions for future studies	30
Why academics attend conferences? An extended career self-management framework	29
Paternity leave: A systematic review and directions for research	28
A systematic review of experimental evidence on interventions against bias and discrimination in organizations	27
A conceptual review of the love-hate relationship between technology and successful aging at work: Identifying fits and misfits through job design	27
A theory of HR co-creation	27