OOIR: Observatory of International Research

Papers

(The TQCC of Human Resource Management Review is 30. 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 2022-05-01 to 2026-05-01.)

Article	Citations
Editorial Board	627
Announcement	359
Fear and work performance: A meta-analysis and future research directions	286
The roles of the HR function: A systematic review of tensions, continuity and change	270
Sustainable HRM: An extension of the paradox perspective	208
Workplace mindfulness: An integrative review of antecedents, mediators, and moderators	203
The role of collaborative human resource management in supporting open innovation: A multi-level model	197
Inclusive talent development as a key talent management approach: A systematic literature review	165
Team communication actions: Beyond the dichotomy of face-to-face versus virtual interactions in teams	160
Coping with dirty work: A meta-synthesis from a resource perspective	144
Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management	135
Applicant reactions to social media assessment: A review and conceptual framework	135
HRM in entrepreneurial firms: A systematic review and research agenda	131
Time heals all wounds? HRM and bereavement in the workplace	117
Taking the emergent in team emergent states seriously: A review and preview	110
Expatriates' families: A systematic literature review and research agenda	106
A model of managerial coach learning and development	92
Creating accountability through HR analytics – An audit society perspective	83
Employee mobility as a knowledge development strategy	80
Change management interventions: Taking stock and moving forward	65
Bridging the research-practice gap in modern human resource management	64
Time to voice? A review and agenda for longitudinal employee voice research	61
Toward the human – Centered approach. A revised model of individual acceptance of AI	61
Unpacking the evolving process of pay-for-performance system implementation	57
AI-augmented HRM: Antecedents, assimilation and multilevel consequences	55

Editorial Board	55
Antecedents of newcomer proactive socialization behavior: A systematic literature review	49
Kick me while I’m down: Modeling employee differences of the impact of workplace incivility on employees' health and wellbeing	48
Citizenship ambivalence: Its nature, causes and consequences	47
Unconscious bias in the HRM literature: Towards a critical-reflexive approach	47
A contextual framework for understanding impression management	45
Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals	43
Back to basics in human resource theorizing: A call for greater attention to jobs	43
Employee work habits: A definition and process model	41
Mapping bystander intervention to workplace inclusion: A scoping review	39
The role of country-level human capital in the high-performance work systems and organizational performance association: A meta-analysis	39
Finding human nature coherence in theoretical narratives: A heuristics approach and a leadership illustration	37
Sustainable human resource management and employee performance: A conceptual framework and research agenda	36
Work disengagement: A review of the literature	36
The delivery of bad news: An integrative review and path forward	35
The norm of norms in HRM research: A review and suggestions for future studies	34
A conceptual review of the love-hate relationship between technology and successful aging at work: Identifying fits and misfits through job design	33
Understanding the adoption and institutionalization of workforce analytics: A systematic literature review and research agenda	32
Paternity leave: A systematic review and directions for research	31
Neglected under the law: A typology of stigmatization and effective employment protections	30
A systematic review of experimental evidence on interventions against bias and discrimination in organizations	30