OOIR: Observatory of International Research

Papers

(The median citation count of German Journal of Human Resource Management-Zeitschrift fuer Personalf is 2. 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 2022-06-01 to 2026-06-01.)

Article	Citations
Vacation entitlements in Germany: The role of collective bargaining and works councils	35
Employer calling: Incidence and worker-level effects of on-call work in Germany	30
Special Issue: Pay Disclosure: Implications for HRM	24
The S in Environmental, Social and Governance (ESG): Utility of the Theory of Planned Behaviour for explaining social sustainable behaviour	22
Feeling safe to be empowered: Psychological safety and psychological empowerment in threatening work environments	21
Work from anywhere, but where? Understanding knowledge workers’ work location selection	10
A scenario-based quasi-experimental study of co-workers’ cognitive responses to an individual’s resource-focused job crafting	9
Examining the relevance of Human Resource Management in gig work: A systematic literature review & research agenda	8
Aligning working in an organization with teaching yoga: An investigation into personally meaningful work	7
Agile human resource management: A systematic mapping study	6
The influence of voice quality, voice content, and managers’ mood on their evaluations of voice: An experimental investigation	6
Integrating ‘common good’ authenticity for sustainable human resource management reporting	6
A constructive error management culture promotes innovation and corporate social responsibility: A multi-level analysis in 10 countries	5
Achieving sustainable development goals through common-good HRM: Context, approach and practice	5
The multifaceted influence of age on employee work engagement: Examining the interactive effects of chronological age, relational age, and perceived age-related treatment	5
Rising against the odds: Key lessons for promoting female leaders’ resilience	5
Time will tell: Working from home and job satisfaction over time	4
Going green in the Norwegian fossil fuel sector? The case of sustainability culture at Equinor	4
How employee voice influences supervisors’ performance ratings: The role of supervisors’ implicit followership theories	4
Does pay disclosure in job offers remove gender differences in pay estimations? Evidence from an experiment with students and job seekers in the context of Austria	4
Lost mind, lost job? Unequal effects of corporate downsizings on employees	4
Working abroad: Stressors and coping strategies of low-skilled migrant workers	3
Job seekers’ pay expectations: The effect of voluntary disclosure in online résumés	3
“Dear Manager, now I know what you expect”: Examining availability ambiguity in two studies	3
Analyzing and conceptualizing the perceived risks of working from home: A qualitative analysis following the COVID-19 pandemic	3

Are the differences not that different? Exploring an age perspective on employee preferences using an employer review platform	3
Are recruiters driving gender segregation? Evidence from the German apprenticeship market	2
External pressures on technology-assisted supplemental work: Motivation regulation styles and the impact on daily recovery	2
Professional–personal boundary work: Individuals torn between integration and segmentation	2
Editorial	2
Virtual Work in a Global World: Consequences and 93 Perspectives for HRM	2
Heterogeneity in firms’ recruitment practices: New evidence from representative employer data	2
From continuity to change: Executive team restructuring in family firms during succession events	2
The double-edged sword of empowering leadership: Investigating why and when empowering leadership prevents versus promotes employee time theft while working from home	2
Putting implementation into context: Exploring the influence of physical, social, and task contexts on the implementation of health promotion programs	2
Human resources as a green business partner? The who, what, when and where HR (or business partners) enact the green UN SDGs	2
Too old for modern work? An explicit and implicit measure of the modern-work-is-young stereotype	2
Supervisors’ need-related behaviors and employees’ functioning: A person-centered investigation	2
Empowering leadership and team innovation: The mediating effects of team processes and team engagement	2