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 2020-11-01 to 2024-11-01.)

Article	Citations
Researching employee experiences and behavior in times of crisis: Theoretical and methodological considerations and implications for human resource management	24
Double-edged effects of work-related technology use after hours on employee well-being and recovery: The role of appraisal and its determinants	21
Developments in the HRM–Performance Research stream: The mediation studies	19
Technology-assisted supplemental work, psychological detachment, and employee well-being: A daily diary study	18
Uncovering the complexities of remote leadership and the usage of digital tools during the COVID-19 pandemic: A qualitative diary study	16
Leadership competencies for digital transformation: An exploratory content analysis of job advertisements	16
Always on, never done? How the mind recovers after a stressful workday?	14
The joint role of HRM and leadership for teleworker well-being: An analysis during the COVID-19 pandemic	14
Forced to go virtual. Working-from-home arrangements and their effect on team communication during COVID-19 lockdown	13
Boundary management and recovery when working from home: The moderating roles of segmentation preference and availability demands	12
Work-related extended availability, psychological detachment, and interindividual differences: A cross-lagged panel study	12
Health-oriented leadership: Antecedents of leaders’ awareness regarding warning signals of emerging depression and burnout	12
When the exception becomes the norm: A quantitative analysis of the dark side of work from home	11
Working from home: Findings and prospects for further research	10
Remote work video meetings: Workers’ emotional exhaustion and practices for greater well-being	8
Does gender diversity in supervisory boards affect gender diversity in management boards in Germany? An empirical analysis	8
Collective resources for individual recovery: The moderating role of social climate on the relationship between job stressors and work-related rumination – A multilevel approach	8
Virtual work intensity, job satisfaction, and the mediating role of work-family balance: A study of employees in Germany and China	7
New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability	6
Recovery in occupational health psychology and human resource management research: An Interview with Prof. Sabine Sonnentag and Prof. Ute Stephan	6
Retaining an age-diverse workforce through HRM: The mediation of work engagement and affective commitment	6
How and when does follower’s strengths-based leadership contribute to follower work engagement? The roles of strengths use and core self-evaluation	6
Linking authentic leadership, moral voice and silence—A serial mediation model comprising follower constructive cognition and moral efficacy	5
Empowering leadership and team innovation: The mediating effects of team processes and team engagement	5
Accentuating dirty work: Coping with psychological taint in elite management consulting	5

The bias blind spot among HR employees in hiring decisions	4
Multiple foci of commitment and employee silence: A role theory perspective	4
Agile human resource management: A systematic mapping study	4
New avenues for HRM roles: A systematic literature review on HRM in hybrid organizations	3
‘Beyond the clash?’: Union–management partnership through social dialogue on sustainable HRM. Lessons from Belgium	3
How do employees cope with mandatory working from home during COVID-19?	3
Feeling like a million miles away from home? Well-being at work of expatriates in the resources sector in Indonesia	2
A scenario-based quasi-experimental study of co-workers’ cognitive responses to an individual’s resource-focused job crafting	2
Too old for modern work? An explicit and implicit measure of the modern-work-is-young stereotype	2
“Dear Manager, now I know what you expect”: Examining availability ambiguity in two studies	2
Sustainable development goals and new approaches to HRM: Why HRM specialists will not reach the sustainable development goals and why it matters	2